Pathways/OI Partners News

2010-11-12T09:31:00.000-08:00

Good Morning!

Despite the rainy fall weather that has finally arrived in the Pacific Northwest I hope you are feeling positive and ready to continue working towards your goals.

With the holiday season, fast approaching it is a great opportunity to discuss using this time of the year to your best advantage. Networking During the Holidays will focus on the best approaches to networking contacts during a less pressured time in the work cycle. Sign up, bring in your concerns and issues, and see if we can’t enhance your skills and commitment to networking. Call Mandy to register.

Are you familiar with LinkedIn and Social Networking? Do you wonder if it is worth the bother? Are you interested in learning the ins and outs of this new technology? In LinkedIn and Social Networking, we will all go on line together. You will learn the basics, and we’ll be sure to get you “LinkedIn”, before the session is through. Please bring a laptop if you have one. Sign up with Mandy.

Enjoy the rest of your week, try to stay dry and be sure to reserve your spot for any or all of these important opportunities.

“Let us strive to improve ourselves, for we cannot remain stationary; one either progresses or retrogrades.”

Mme. Du Deffand

2010-09-21T12:19:00.000-07:00

Good Morning!

Hope you had a fantastic weekend….where’d summer go? Have you seen all the Halloween and even Christmas decorations out in the stores already?! Yikes! Time is sure flying by.

***Don’t forget we have a seminar on Starting Your Own Business on this Thursday the 23rd. This seminar will be from 2pm to 4pm in our conference room and needs an RSVP to reserve a spot.

Also, as a reminder, the job search support group meeting called Open Doors Through Networking is rescheduled for next Tuesday. I’m sending you this reminder so that you can put it on your calendar and schedule to attend this seminar. It will be from 9am to 11am in the conference room here at Pathways. Please RSVP to let me know you’ll be attending.

I hope you have a fabulous week.

"Go back a little to leap further"

~John Clark

2010-09-02T13:03:00.000-07:00

September Career Update

►Job Search Support Group

This month Ron Ennis will be holding the Job Search Support
Group every Tuesday of the month. There are set topics for the support group and they are as follows:
• 9/7 - Jump Start Your Search
• 9/14 - Build Your Personal Market Plan
• 9/21 - Open Doors Through Networking
• 9/28 - Best Ideas For Answering Ads

We would love for you to attend, so please come join us! Don’t forget to let us know ahead of time so that we can save you a spot.

Every Tuesday, 9:00-11:00 AM – Please RSVP by the preceding Friday

►Starting Your Own Business

Facilitator: Ron Ennis, Ph.D., CMF
CTW: Thursday, September 23rd, 2:00 to 4:00 PM – Please RSVP

► Taking Care of Your SELF During a Long Job Search

Facilitator: Ron Ennis, Ph.D., CMF
CTW: Wednesday, September 29th, 2:00 to 4:00 PM – Please RSVP

► Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more. You are welcome to repeat workshops as often as you would like.

The CTW has been put on hold for the month of September. However, if you need to complete the CTW, please feel free to make an appointment for the next available workshop.

Facilitator: Ron Ennis, Ph.D., CMF – Please RSVP
CTW: TBD

Space is limited! Please RSVP for all events! Please call 503-221-8747 or Email: pathways@oipartners.net

2010-08-25T09:28:00.000-07:00

Pathways/OI Partners
Portland, OR

Outplacement
August 2010

In this issue:
• How Effective is Outplacement in Today's World?
• What Should You Seek From an Outplacement Firm?
• Outplacement Outdated? Impossible.
• A Review of Research on Individual Differences in Outplacement Success
• Outplacement: Commodity or Valuable Transitional Lifeline?

OI Partners in the News

Read the recent Wall Street Journal article, "Five Mistakes Online Job Hunters Make" featuring tips from OI Partners and Tim Schoonover.

Follow Pathways/OI Partners on Twitter!
@PathwaysPDX

As summer comes to an end, we recognize that many of those in a career transition may have "played hooky" over the summer and reduced their job search efforts. However, reality still exists. In recent days we have been asked to handle more downsizings. If you ask those people who have received outplacement services, I believe you will hear what a difference it makes. Of course, the selection of the outplacement firm greatly impacts one's efforts. Is outplacement the same as it used to be? If not, how is it different? What are the differences between outplacement firms? Most say they all do the same thing, but ask the job search candidates for the real scoop. You should find this issue of our newsletter to be very informative. With the business world still enduring stressful times, you should be like the Boy Scouts and "Be Prepared."
Sincerely,
Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF
Pathways/OI Partners - Portland, OR

How Effective is Outplacement in Today's World?

As companies continue to downsize during this tough economy, many employ outplacement services to assist former employees. In addition to the practical assistance, a strong program can make a dramatic difference for people who are under tremendous stress. Here are some ideas on resources outplacement firms can offer clients.

What Should You Seek From an Outplacement Firm?

The outplacement industry has changed quite a bit over time. So what makes a good outplacement firm now? Here's a look at the latest trends outplacement firms are using to assist job seekers.

Outplacement Outdated? Impossible.

Outplacement services are needed now more than ever. The traditional tactics used by job seekers are outdated. Here we highlight the importance of providing the proper tools and encouragement to help people successfully navigate the seas of change.

A Review of Research on Individual Differences in Outplacement Success

Outplacement has become a common practice, yet little research has been conducted to evaluate its effectiveness. The results of this study take a closer looks at the role that individual differences play in determining outplacement success.

Outplacement: Commodity or Valuable Transitional Lifeline?

Fifteen years ago, corporate leaders readily understood the value propositions for outplacement services. Today, the focus has changed. Learn more about the benefits of tailoring outplacement programs to meet the new demands of employers and job seekers.

2010-08-17T09:11:00.000-07:00

Good Afternoon!

Boy, the day has really gotten away from me. At least it was a Monday that flew by rather than dragged on and on, right?! It’s a scorcher out there, so try to stay cool! It should be cooling off here soon enough!

This week the Career Transition Workshop has been rescheduled for next month, and so has the Negotiating the Job Offer seminar. I will be sending all the information regarding our next set of seminars and workshops in September’s Career Update later this month.

Also, the Job Search Support Group is cancelled for the next two weeks and will resume as normal on the 31st. In September, we will be starting a five part series about Restarting Your Job Search. It will be held every Tuesday morning from 9:00 to 11:00am. Please RSVP if you would like to attend.

Sorry for any inconvenience, have a great week!!

The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor. ~Vince Lombardi

2010-08-10T12:04:00.000-07:00

Good Afternoon and Happy Tuesday!

I am going to assume that you had a fantastic weekend. Weather was nice and cool, but I saw this morning that we need to prepare for more heat as the week progresses. Did you get a chance to go to The Bite of Portland? I didn’t, but I heard that it was great.

This week we have a seminar on Making Age an Advantage. It will be facilitate by Jean Erickson Walker on Thursday the 12th from 1:00 – 3:00 pm. Since age can be one of the most powerful advantages in your mid-life job search, learn how to change age perceptions, improve first impressions, learn how to compete against younger candidates, and more.

Next week is the Career Transition Workshops held by Ron Ennis. They will be held on Tuesday, August 17th and Thursday August 19th from 8:30 – 4:30pm. If you haven’t completed the CTW yet, please let me know and we’ll get you on the schedule to attend.

Sow an act, and you reap a habit; sow a habit, and you reap a character; sow a character, and you reap a destiny.
~George Dana Boardman

2010-08-05T16:11:00.000-07:00

►Technology & Transition: Get Linked on LinkedIn
Have a LinkedIn account, but not sure if you are using it effectively? Come explore an in depth look at LinkedIn, one of the largest social media websites utilized by job searchers, recruiters and companies. Have a laptop? Bring it with you!!

Facilitator: Matt Morscheck, MS, CMP
Tuesday, August 3rd, 2:00-4:00 PM

► Making Age an Advantage

Age can be one of the most powerful advantages in your mid-life job search. Learn how to change age perceptions, improve first impressions, how to compete against younger candidates, and more.

Facilitator: Jean Erickson Walker, Ed.D., CMF
Thursday, August 12th, 1:00-3:00 PM

►Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more. You are welcome to repeat workshops as often as you would like.

Facilitator: Ron Ennis, Ph.D., CMF
CTW: Tuesday, August 17th & Thursday, August 19th, 8:30-4:30 PM

► Negotiating the Job Offer

Did you know that 75% of job seekers do not negotiate their job offers? Are you among them? If so, that could be one of your first mistakes in the hiring process. Come and learn the best way to manage this very important process.

Facilitator: Jean Erickson Walker
Wednesday, August 24th, 10:00-12:00 PM

► Interviewing Series: Panel Interview Practice

Panel interviews are a common interview format, and the most disliked. Join us and learn the best ways to prepare for a panel interview and get the chance to practice answering questions from each other in a panel interview format!

Facilitator: Ron Ennis, Ph.D., CMF
Monday, August 23rd, 10:00-12:00 PM

2010-07-19T10:47:00.000-07:00

Good Morning!

Alright, so where’d the sun go? Hopefully these clouds are going to burn off this afternoon, we need some sort of summer, don’t we?!

This week at Pathways we have the Career Transition Workshops on July 20th and 22nd, from 8:30 to 4:30. Anyone who has not come to one yet, I would highly advise you to do so. You’ll find it very helpful in the areas of interviewing, resume development, negotiating, and more! Although it is recommended, it is not required. Please do make time for it and let me know if you are able to attend.

We also have another workshop on How to Find and Evaluate a Franchise Opportunity. This workshop will be facilitated by Mr. Page Nicol who will help you with the critical information about researching franchising opportunities and financial risk before investing. Come join us Wednesday, July 21st, from 10:30 am to 12:00 pm and learn about this exciting new opportunity. Please RSVP to let me know you will be attending.

Both of these workshops should be on your must-do lists. They are full of information that will help you succeed.

“We are responsible for what we are, and whatever we wish ourselves to be, we have the power to make ourselves. If what we are now has been the result of our own past actions, it certainly follows that whatever we wish to be in future can be produced by our present actions; so we have to know how to act.”
~Swami Vivekananda

Have a fabulous week!

2010-07-12T14:14:00.000-07:00

Good Afternoon!

It’s Monday and it is so much cooler outside! No worries, the sun is coming back later this afternoon or tomorrow. Summer’s not over yet!

This week we have a great technology and transition workshop called: Get Linked on LinkedIn. The workshop is from 1:00-3:00 on Thursday, July 15th. This workshop will help you explore an in depth look at LinkedIn; which as you know is one of the largest social media websites utilized by job searchers, recruiters and companies. So if you have a laptop, bring it, and explore LinkedIn with us on the 15th!

Don’t forget about the Career Transition Workshop on July 20th and 22nd, from 8:30 to 4:30. Please RSVP and let me know if you are able to attend.

Have a fabulous week!

Career Update for July

2010-06-28T16:18:00.000-07:00

►Starting Your Own Business

Interested in starting your own business? This lab will look at the opportunities, risks and pitfalls of starting your own business and how you can evaluate your chances for success. Have you started your own business in the past? Come share your experiences, what worked and what didn’t!

Facilitator: Ron Ennis, Ph. D., CMF
Thursday, July 8th, 2:00-4:00 PM

► Technology & Transition: Get Linked on LinkedIn

Have a LinkedIn account but not sure if you are using it effectively? Come explore an in depth look at LinkedIn, one of the largest social media websites utilized by job searchers, recruiters and companies. Have a laptop? Bring it with you!

Facilitator: Matt Morscheck, MS, CMP
Thursday, July 15th, 1:00-3:00 PM

►Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more! It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

Facilitator: Matt Morscheck, MS, CMP
CTW: Thursday, July 20th & Thursday, July 22nd, 8:30-4:30 PM

► How to Find and Evaluate a Franchise Opportunity

Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps finding and evaluating a franchise opportunity. Find out the critical “must know” areas for your research, where to find available franchise opportunities and the investment required, how to define your personal needs and the industry you select, and how to evaluate your personal and financial risk.

Facilitator: Page Nicol
Wednesday, July 21st, 10:30-12:00 PM

► Interviewing Series: Differentiating Yourself in the Marketplace

One of the most important elements of your job search is the ability to explain to others verbally what you have to offer, how you add value and how your skills and abilities will help you solve a problem for a prospective employer. Come learn how to differentiate yourself from other candidates that are interviewing for the same position.

Facilitator: Jean Erickson Walker, Ed. D., CMF
Wednesday, July 28th, 10:00-12:00 PM

Do you have questions about your Services?

Contact Lauren at lblystone@oipartners.net for a description of your services and your remaining services.

Individual Appointments:
All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group

A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require an RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

This Week at Pathways: New Administrative Assistant

2010-06-28T09:56:00.000-07:00

Dear clients...

Good morning. Hope you all are enjoying the sunshine, it’s about time! I wanted to take this opportunity to introduce myself, I’m the new Administrative Assistant here at Pathways. I have big shoes to fill, but I know I won’t disappoint you. I am looking forward to meeting and working with each of you! Portland is a wonderful place to call home.

No workshops or labs this week, but keep a look out for the July Career Update coming soon!

Looking forward to meeting you! Have a fabulous week!

"The life each of us lives is the life within the limits of our own thinking. To have life more abundant, we must think in limitless terms of abundance." –Thomas Dreier

Growing Companies Concerned...

2010-06-22T15:01:00.000-07:00

Survey: Companies Growing Concerned About
Good Employees Leaving & Cost To Replace Them

Portland - June 22, 2010 - With more workers voluntarily leaving their jobs than being laid off for three straight months, companies are becoming more concerned they may lose good employees in a better job market, according to a survey by OI Partners-Pathways (Portland), a global talent management firm.

Almost two-thirds (64%) of companies surveyed by OI Partners are apprehensive they may lose managers in a better job market. About half of employers (48%) are concerned about losing executives.

More employees voluntarily quit their jobs than were discharged in February, March, and April this year, according to the most recent U.S. government statistics. In February - for the first time in 15 months, since October 2008 - the number of employees voluntarily leaving jobs exceeded those being laid off. Again in March and April, more workers voluntarily quit jobs than were discharged, according to the U.S. Bureau of Labor Statistics.

Replacing a manager or executive who leaves for another job, or one who turns out to be a bad hire or promotion, can be costly. It costs an average of 2.5 times an executive's salary, and 2 times a manager's compensation, to replace them, according to the survey of 262 companies by OI Partners-Pathways (Portland) (www.oipartners.net). The costs are for recruitment and training of the worker who leaves and the replacement, lost business, and severance pay and benefits.

Employers are at a greater risk for losing good workers with the economy adding jobs at even a modest pace. "There is a lot of pent-up frustration among employees who have survived layoffs, cutbacks, salary freezes, and other givebacks," said Jean Erickson Walker, managing partner of OI Partners-Pathways. "Some have stayed with their employers mainly because there were no other available jobs. But now there are a few more opportunities. Companies have to demonstrate to employees that they are valued by investing in their career development, or they may lose them," Walker added.

To bolster their efforts to retain managers and executives, 4 out of 10 companies are offering better salaries and benefits, and more than half of organizations are utilizing training, coaching, and other developmental programs, the survey found.

In addition to trying to retain good employees, companies need to pay closer attention to hiring and promoting the right people the first time. The biggest consequence of hiring or promoting the wrong executives is lower morale, according to 81% of surveyed companies. Other negative impacts of having the wrong executives in place are: lower worker productivity (according to 74%), lost business (53%), and higher employee turnover (48%).

The biggest negative consequences from hiring or promoting the wrong managers are: lower employee morale, cited by 84% of companies; decreased worker productivity (82%), and higher employee turnover (59%).

"Hiring or promoting the wrong executives and managers can damage the employee morale and productivity required to get businesses moving again. Companies need to adopt an effective talent management strategy to identify, develop, and retain top talent and ensure that employees are achieving their full potential. The survey demonstrates that businesses need to focus on coaching executives and managers in motivating employees, engaging them in their jobs more fully, and promoting better teamwork," Walker added.

U.S. Bureau of Labor Statistics data
Month Voluntary Quits Layoffs & Discharges
April 2010 1.98 million 1.75 million
March 2010 1.92 million 1.82 million
February 2010 1.85 million 1.82 million

According to results of the OI Partners Talent Management Survey:

- 64% of companies are concerned that managers may leave for other jobs in a better job market

- 48% of companies are concerned that executives may leave for other jobs

- Cost to replace an executive: Average 2.5 times executive's salary

- Cost to replace a manager: Average 2 times manager's salary

- Methods companies are using to retain executives:
In-house coaches and trainers: 52%
Better compensation and benefits: 45%
Outside coaching firms: 33%
Stock options: 28%

- Methods companies are using to retain managers:
In-house coaches and trainers: 67%
Better compensation and benefits: 43%
Mentoring programs: 27%

- Consequences of hiring or promoting wrong executives:
Lower employee morale: 81%
Decreased worker productivity: 74%
Lost business and market share: 53%
Higher employee turnover: 48%

- Consequences of hiring or promoting wrong managers:
Lower employee morale: 84%
Decreased worker productivity: 82%
Higher employee turnover: 59%
Lost business and market share: 52%

About OI Partners
OI Partners is a leading global talent management firm that helps individuals find new careers and employers to improve the performance of their employees and organizations. OI Partners is comprised of certified career management professionals who specialize in executive and group outplacement, executive coaching, leadership development, workforce planning, and talent management. The company was established in 1987 and is now located in 200 locally-owned offices in 27 countries with more than 100 U.S. offices. Please visit http://www.oipartners.net/ or call 800-232-5285.

This Week at Pathways: Cover Letter Lab & Technology & Transition!

2010-06-21T10:45:00.000-07:00

Dear Clients,

To all Fathers, Happy Fathers Day! It was a lovely day of celebration and I hope that all of you enjoyed this past weekend. Summer is a busy time, so make sure to schedule any appointments.

It is an important week—Jean Walker, Ed.D., CMF is giving a much needed Cover Letter Lab, thank you to all who have been patiently waiting for this lab to arrive on our monthly Career Update! Also, interested in learning about Twitter? Matt Morscheck, MS, CMP is giving an Introduction to Twitter as part of the ongoing Technology & Transition Series!

This Week at Pathways:

Job Search Support Group
Tuesday, June 22nd; 9am-11am
Facilitator: Ron Ennis, Ph.D., CMF

Cover Letter Lab
Wednesday, June 23rd; 10am-12pm
Facilitator: Jean Walker, Ed.D., CMF

Technology & Transition: Introduction to Twitter
Thursday, June 24th; 1pm-3pm
Facilitator: Matt Morscheck, MS, CMP

Look forward to seeing you this week!

“The most fatal illusion is the settled point of view. Since life is growth and motion, a fixed point of view kills anybody who has one.”

--Brooks Atkinson

This Week at Pathways: Career Transition Workshop

2010-06-14T16:26:00.000-07:00

Dear Clients,

A new day, a new beginning—let’s celebrate! You couldn’t have asked for a better weekend of SUNSHINE! I hope that you were able to soak it all up and recharge for the week! (Wow, that was three exclamation marks! Four. I promise I have not had more than three cups of coffee today! Five.)

Join us this week for our Job Search Support Group, Tuesday June 15th, 9:00-11:00am, and our Career Transition Workshop, Wednesday June 16th and Thursday June 17th; 8:30-4:40pm. If you have not taken the CTW, this would be a good time! Please RSVP.

Who can take the workshop? Anyone who has, never taken it before, needs a refresher, and or if you need to make up a day. The CTW is a comprehensive two day workshop covering the CORE of our services and is designed to help you target areas where you need the most help in your transition, making your one-on-one time with your counselor more productive! Struggling with developing your marketing materials, building your network strategy, and approaching tough interview questions? The CTW will cover these topics as well as many more!

Cheers!

“The new day dawns
And I am practicing my purpose once again
It is fresh and it is fruitful if I win
But if I lose

Ooh, I don’t know
I’ll be tired but I will turn and I will go
Only guessing till I get there then I’ll know
Oh I will know…

All will be well
Even after all the promises you’ve broken to yourself
All will be well
You ask me how but only time will tell”

--Song Lyrics from All Will Be Well by The Gabe Dixon Band

OI Newsletter: Managing the Multi-Generational Workforce

2010-06-10T15:32:00.000-07:00

Managing the Multi-Generational Workforce

June 2010

In this Issue:

• Magical Managers in a Multi-Generational Workplace
• Mentoring in a Multi-Generational Workforce
• Making Soup or Salad: Managing a Multi-Generational Workforce
• Conflict Management: An Elementary Breakdown of this Challenge
• Test Your Generational IQ

Are there generational differences that impact how people perform in the workplace? Are there new management techniques that need to be learned and adapted to effectively manage a multigenerational workforce? Having a spread of perhaps 50 years between the youngest and oldest employee can add a richness of experience and perspectives that has not been encountered before. The articles in this newsletter will provide some insight on how to think about this diversity as well as how to coach your managers in effectively hiring and motivating today's employees.

Sincerely,
Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF
Pathways/OI Partners - Portland, OR

Summary:

Magical Managers in a Multi-Generational Workplace

Much is being made today about the four generations currently in today's organizations and their differing managerial styles. Here are four things that many people have in common that a manager can emphasize and build upon. Click here to see full article.

Mentoring in a Multi-Generational Workforce

The concept of mentoring has changed in recent years. There is the potential for a powerful shift in how mentoring is used in the workplace. Here are ways to change up the mentoring in your organization to meet your needs and retain talent. Click here to see full article.

Making Soup or Salad: Managing a Multi-Generational Workforce

Like many of the trendy diversity topics over the past ten years, problem differences between generations may be more conceptual than real. For employers, the key is to hire people with the work characteristics that work for them. Here are tips to build a workforce that flows together, like soup. Click here to see full article.

Conflict Management: An Elementary Breakdown of this Challenge

Conflict management is a skill that can be taught. Successful companies recognize that even the best employee needs training to be an effective manager. These training tips and tools outlined here may help people better understand how respect translates into an overall more productive environment. Click here to see full article.

Test Your Generational IQ
Are generational differences in the workplace really to blame for communication breakdown? Perhaps it's an unwillingness to really get to know one's teammates and/or a lack of true leadership. Take this short quiz for insight into your team's real vs. perceived differences. Click here to see full article.

We would love to hear from you. Please contact us at 503-221-8747 or http://www.oipartners.net/pathways/.

2010-06-07T12:18:00.000-07:00

Dear Clients,

Good afternoon! It is one of those Mondays—long. Remember that anything can be accomplished within your ability if you think you can! I think I must make this day more productive!

As for the week, join us tomorrow, Tuesday June 8th from 9am-11am for our Job Search Support Group, and a client favorite, EQ vs. IQ: Do You Know the Difference? lab, Thursday, June 10th from 1pm–3pm!

Look forward to seeing you in the office this week! Appointment? Make’m if you need’m!

“All life is a chance. So take it! The person who goes furthest is the one who is willing to do and dare.”

--Dale Carnegie

This Week at Pathways: Strategic Networking Lab

2010-06-01T11:25:00.000-07:00

Dear Clients,

Good Morning! I hope all of you had a chance to enjoy and honor Memorial Day. Summer is upon us and the Career Update for June is here! Make sure you check out this month’s events!

One of the most important elements of any job search is networking. Of course networking just happens to be difficult for almost everyone! Not to worry, join us this week for our Strategic Networking Lab with Matt Morscheck, MS, CMP, Thursday June 3rd from 1:00-3:00 PM.

Look forward to seeing you on Thursday and throughout this month!

I am not bound to win, but
I am bound to be true.
I am not bound to succeed, but
I am bound to live up to what light I have.

--Abraham Lincoln

Career Update for June

2010-06-01T10:39:00.000-07:00

►Strategic Networking Lab

Networking is the most effective way to be successful in your job search. Com learn how to strategically manage your network in order to bring together people you know, people you would like to know, and people you need to know to get the job that you actually want!

Facilitator: Matt Morscheck, MS, CMP
Thursday, June 3rd, 1:00-3:00 PM

► EQ vs. IQ: Do you know the Difference?

Did you know research shows that IQ is second to EQ in terms of success in the workplace? Come learn about how you can use Emotional Intelligence to increase your potential for success!

Facilitator: Jean Walker, Ed.D., CMF
Thursday, June 10th, 1:00-3:00 PM

►Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more! It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

Facilitators: Jean Walker Ed.D, CMF & Matt Morscheck, MS, CMP
CTW: Wednesday, June 16th & Thursday, June 17th, 8:30-4:30 PM

► Cover Letter Lab

There are several letters that you will write in your job transition, but the cover letter is one of the most important. It is your “sales pitch” and if done right, leads the reader to your resume with interest. Join us and learn how to write a cover letter that persuades the reader that you are the best candidate for the job!

Facilitator: Jean Walker, Ed.D., CMF
Wednesday, June 23rd, 10:00-12:00 PM

► Technology & Transition: Introduction to Twitter

Twitter has quickly gained popularity as a source of instant information, a place to stay current, and a way to keep others updated. In this session, we will provide an introduction to Twitter, and explore the various ways that job seekers can leverage Twitter in their search including:
• Finding and connecting with recruiters and industry leaders
• Find out about job openings the moment they are announced
• Getting the ‘inside scoop’ on corporate culture
• Establishing yourself as a subject matter expert
• And more!

Facilitator: Matt Morscheck, MS, CMP
Thursday June 24th, 1:00-3:00 PM

Do you have questions about your Services?

Contact Matt at mmorscheck@oipartners.net for a description of your services and your remaining services.

Individual Appointments:
All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group

A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

This week at Pathways: Negotiating the Job Offer

2010-05-24T09:55:00.000-07:00

Good Morning!

I hope you are well. It is very exciting to hear that many of you are receiving job offers! Make sure to join us this week for our Negotiating the Job Offer Lab, Wednesday, May 26th from 10am to 12pm.

Starting your job search, but not sure where to start? Need a refresher on key elements like resume development, networking, and or interviewing? The Career Transition Workshop for May is this week! Join us tomorrow, Tuesday May 25th and Thursday May 27th from 8:30am to 4:30pm.

Look forward to seeing you!

Whenever I feel discouraged about meeting and attaining my personal or professional goals, I like to remember the words of Benjamin Mays, "The tragedy of life doesn't lie in not reaching your goal. The tragedy lies in having no goal to reach." Set attainable goals, keep reaching for the big ones--got it!

This Week at Pathways: Technology & Transition--Is Your Online Identity Helping or Hindering your Job Search?

2010-05-17T10:39:00.000-07:00

Dear Clients,

Good morning! My motto today—Mondays will not just be the beginning of another week, but a fresh start where anything is possible!

Join us this week for our weekly events! Appointments? Don’t feel stuck, ask for help!

Job Search Support Group
Every Tuesday; 9am to 11am
Facilitator: Ron Ennis, Ph.D., CMF
No RSVP necessary!

How to Find and Evaluate a Franchise Opportunity
Wednesday, May 19th; 10am to 12pm
Facilitator: Page Nicol

Technology & Transition: Is Your Online Identity Helping or Hindering your Job Search?
Thursday, May 20th; 1pm to 3pm
Facilitator: Matt Morscheck, MS, CMP

We look forward to seeing you!

“Obstacles are those frightful things you see when you take your eyes off the goal.”

--Hannah More

This Week at Pathways: Job Search Support Group

2010-05-03T17:36:00.000-07:00

Dear Clients,

How are you? It’s that time again, the Career Update for May is here—check it out! Join us this month at Pathways for or weekly events and labs. As requested, we have scheduled a Resume Lab: Defining Your Story and Negotiating the Job Offer with Jean Walker! Need a quiet place to work, come to the office for wifi and free coffee!

I am in need of some motivation! If you are like me, join us tomorrow for our Job Search Support Group facilitated by Ron Ennis, Ph.D., CMF, tomorrow Tuesday May 4th from 9-11am!

One of my favorite poems for thoughts…

The Road Not Taken by Robert Frost

Two roads diverged in a yellow wood,
And sorry I could not travel both
And be one traveler, long I stood
And looked down one as far as I could
To where it bent in the undergrowth;
Then took the other, just as fair,
And having perhaps the better claim,
Because it was grassy and wanted wear;
Though as for that passing there
Had worn them really about the same,
And both that morning equally lay
In leaves no step had trodden black.
Oh, I kept the first for another day!
Yet knowing how way leads to way,
I doubted if I should ever come back.
Somewhere ages and ages hence:
Two roads diverged in a wood, and I -
I took the one less traveled by,
And that has made all the difference.

I look forward to seeing you in the office this week!

“Success is a journey, not a destination. The doing is often more important than the outcome.”
--Arthur Ash

Career Update for May

2010-05-03T16:36:00.000-07:00

►Resume Lab: Defining Your Story

Don’t underestimate your personal story! Your resume is one of your primary marketing tools and your first pitch to a prospective employer. Join us and get the necessary tips to defining your personal story and making your resume stand out!

Facilitator: Jean Walker, Ed.D., CMF
Thursday, May 13th, 1:00-3:00 PM

► How to Find and Evaluate a Franchise Opportunity

Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps in finding and evaluating a franchise opportunity. Find out the critical “must know” areas for your research, where to find available franchise opportunities and the investment required, how to define your needs and the industry you select, and how to evaluate your personal and financial risk.

Facilitator: Page Nicol
Wednesday, May 19th, 10:00-12:00 PM

►Technology & Transition: Is Your Online Identity Helping or Hindering your Job Search?

Did you know that 83% of employers will “Google” your name at some point in the hiring process? What will an internet search reveal about you? Join us and practice ways to establish and enhance your online identity using LinkedIn, ZoomInfo, Blogs, and other resources. Have a laptop--don’t forget to bring it with you!

Facilitator: Matt Morscheck, MS, CMP
Thursday, May 20th, 1:00-3:00 PM

► Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more! It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Tuesday, May 25th & Thursday, May 27th, 8:30-4:30 PM
Facilitators: Jean Walker Ed.D, CMF & Matt Morscheck, MS, CMP

► Negotiating the Job Offer

75% of job seekers do not negotiate their job offer. Are you among them? If so, that could be one of your first mistakes in the hiring process. Come and learn the best way to manage this very important process without losing sight of your value and not losing the job offer at the same time!

Facilitator: Jean Walker, Ed.D., CMF
Wednesday, May 26th, 10:00-12:00 PM

Do you have questions about your Services?

Contact Matt at mmorscheck@oipartners.net for a description of your services and your remaining services.

Individual Appointments:
All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group

A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

OI Partners Newsletter: Leadership Strategies in a Time of Growth

2010-04-27T15:17:00.000-07:00

Leadership Strategies in a Time of Growth

April 2010

In this issue:

Who's in Control here?
Leading Across the Generational Chasm
Finding the Path
Holistic Leadership
A Recession's Effect on Leadership

Leadership comes in all sizes and shapes and it is no longer defined by title, expertise or experience. It can appear in the most unexpected places. Keeping the focus of everyone in your organization on a vision can require the flexibility of a chameleon, the charisma of a rock star and the wisdom of an ancient oracle. What are we poor mortals to do? Start with recognizing the multiple viewpoints and goals of the people you are leading and bring them with you in the journey. We have provided some strategies and techniques to guide you. Even more important is putting aside perceptions of the past and taking a risk on creating the future.

Sincerely,
Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF
Pathways/OI Partners, Inc. (Portland)

OI Partners Newsletter Summary

Who's in Control Here?

The old style of management assumed the manager did the thinking and the worker did the job. Those days are gone forever. Here are 10 ways to ensure top talent is attracted to your company so you reap the benefits. Click here to read the full article.

Leading Across the Generational Chasm

There is no magic technique or management style that is going to work across the generational chasm that exists in today's workplace. Bringing the generations together may be the greatest leadership challenge you will face.
Click here to read the full article.

Finding the Path

Leadership is not an individual sport. You cannot lead without having followers, especially in today's workplace. Here are five things every good leader instinctively knows. Click here to read the full article.

Holistic Leadership

A senior leader is only as good as the team which drives his or her vision. Recent research takes a look at the inherent and acquired traits of leaders. Click here to read the full article.

A Recession's Effect on Leadership

Not surprisingly, a recession can adversely affect a society's optimism. But when it comes to leaders, little research has been conducted on the influence recessions have on the outlook of top management. Click here to read the full article.

Click here to read OI Partners' Job-Search Advice for People over 40.

Follow Pathways/OI Partners on Twitter!
@PathwaysPDX

This Week at Pathways: Technology & Transition: Get Linked on LinkedIn

2010-04-26T12:41:00.000-07:00

Dear Clients,

Summer is almost here and the nicer it get’s outside the harder it is to focus on your job search! Join us tomorrow for our Job Search Support Group and get feedback on your job search, share ideas on how to be more productive, and learn helpful tools to stay organized.

How is your online network? Face to face networking is essential, especially in this job market, but using social networking sites like LinkedIn can be very useful. Join us this week for our Technology and Transition Lab and get an in-depth look at LinkedIn, explore how to use it more effectively, and get important tips to networking successfully online. Read here for a few successful LinkedIn stories: http://jobsearch.about.com/od/networking/a/linkedinsuccess.htm

This Week at Pathways:

Job Search Support Group
Every Tuesday; 9:00am-11:00am
Facilitated by Ron Ennis, Ph.D., CMF
No RSVP necessary!

Technology and Transition: Get Linked on LinkedIn
Thursday, April 29th; 1:00pm-3:00pm
Facilitated by Matt Morscheck, MS, CMP
Please RSVP for this event, if you have not already!

Not on LinkedIn? Click the link below and sign-up today!
http://www.linkedin.com/home?trk=hb_home

Look forward to seeing you this week!

“Your persistence level is a function of your emotional investment in your purpose and your belief in your ability to accomplish that purpose. Persistent application toward the realization of a given purpose is the result of a burning desire to see it manifest. Don’t give up. Believe in yourself and your purpose.”

--Laurence G. Boldt, author of Zen and the Art of Making a Living

This Week at Pathways: How to Find and Evaluate a Franchise Opportunity

2010-04-19T15:09:00.000-07:00

Hello All,

Happy Monday! Play hard and then work hard…it was a great weekend to be in Portland, but now it is back to work! This week we have two workshops, the Career Transition Workshop and the How to Find and Evaluate a Franchise Opportunity, RSVP your spot today!

Are you feeling stuck? Finding what works and produces the most results is not always easy. Many of you have to make tough decisions during your job search transition, but you are not alone! Give us a call for a one-on-one appointment with a counselor and re-fresh, re-new and re-strategize your job search!

This week at Pathways:

Job Search Support Group:
Every Tuesday, 9am-11am
Facilitator: Ron Ennis, Ph.D., CMF

Career Transition Workshop:
Wednesday April 21st & Thursday April 22nd; 8:30am-4:30pm
Facilitators: Jean Walker, Ed.D., CMF & Matt Morscheck, MS, CMP

Why is the Career Transition Workshop important? This workshop will help you get organized, analyze your personal strengths, get you started on developing a dynamic resume and job search strategy, interview with confidence, negotiate the best offer, and increase your future success.

Who can take the workshop? Anyone who has, never taken it before, needs a refresher, and or if you need to make up a day. The CTW is designed to be an overview of our “core” services and will help you target areas where you need the most help in your transition, making your one-on-one time with your counselor more productive.

How to Find and Evaluate a Franchise Opportunity:
Wednesday, April 21st; 10am-12pm
Facilitator: Page Nicol

Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps in finding and evaluating a franchise opportunity. Find out the critical “must know” areas of your research, where to find available franchise opportunities and the investment required, how to define your needs and the industry you select, and how to evaluate your personal and financial risk.

If you are interested in taking the CTW or the How to Find and Evaluate a Franchise Opportunity, please RSVP!

I hope everyone has a wonderful and productive week and we look forward to seeing you in the office!

“Your decision to be, have and do something out of ordinary entails facing difficulties that are out of the ordinary as well. Sometimes your greatest asset is simply your ability to stay with it longer than anyone else.”

--Brian Tracy

Tips For Using Social Networking In Job Search

2010-04-06T09:14:00.000-07:00

Tips For Using Social Networking In Job Search

Portland – April 6, 2010 – Social networking websites are being used more often to make connections that can lead to job interviews and jobs, according to OI Partners-Pathways (Portland), a leading global talent management firm.

45% of employers reported using social networking websites to screen potential employees - more than twice as many as the 22% that did so the year before, according to a June 2009 CareerBuilder survey of more than 2,600 hiring managers.

29% of the hiring managers utilizing social media to screen employees said they use Facebook, 26% use LinkedIn, 21% use MySpace, 11% search blogs, and 7% follow candidates on Twitter, according to the survey.

18% of the managers said they were encouraged to hire candidates due to social networking content. Half of them were able to determine that a person would fit in well with the organization's culture, while about 4 out of 10 said online profiles helped to support candidates' professional qualifications, showcase their creativity, and highlight their communications skills.

"Social networking websites are an increasingly valuable way to keep networking contacts up to date about your career status, to make new connections, reconnect with old ones, and increase your visibility," said Jean Erickson Walker, managing partner of OI Partners-Pathways (Portland) (www.oipartners.net).

"However, social networking is not a replacement for regular networking. It should be considered a supplement to and a means for making face-to-face contact, and should not be where you spend most of your time," added Walker.

Also, be cautious of what your online presence comprises. 35% of hiring managers in the CareerBuilder survey said they found content on social networking sites that caused them not to hire candidates, including provocative or inappropriate photographs, bad-mouthing a previous employer, and bad spelling and grammar.

Consultants from OI Partners-Pathways offer these tips for getting the most from using social media in a job search:

- Compile a complete profile with searchable key words that detail the full range of your experience. "Use a descriptive headline that catches attention. List your accomplishments so potential employers can get a better sense of your career. Include a good-quality photo to personalize your online presence," said Walker.

- Spread the word about your career status, especially if recently unemployed or in transition. "Update your social networking websites at least weekly. Include any freelance, contract, and part-time work you are doing, along with appropriate examples or links. Specify what types of career opportunities you are open to," said Walker.

- Find out more information about a potential employer, the types of people they hire, and the secret requirements for a job. "Job postings rarely spell out entirely or exactly what a hiring manager is seeking. Locate a connection at the company who can get information about what really matters for the job. If you don’t have an inside connection, look at profiles of the people who work at the company to determine their backgrounds and which companies they came from to help you discern what the company is looking for in new hires," said Walker.

- Post recommendations from current and former employers, clients, bosses, and colleagues. "Managers and executives should also get recommendations from people they have managed to highlight their leadership qualities," added Walker.

- Create a personalized website address on social networking sites that includes your name, and put this on your cover letter, resume, and business cards.

- Use social networking to uncover start-ups to work for. "Great start-ups are difficult to get a handle on, and social media websites will enable you to narrow these down by industry and other categories," said Walker.

- Practice good netiquette. "Be courteous and respectful of others' time. As in traditional networking, when someone you know or want to know connects with you online, you should always reciprocate and see how you can help that person, too," said Walker.

- Join online groups that are active, have a lot of members, and will enable you to validate your expertise. "Be diligent in providing good answers to questions that are asked in the group and solutions to problems, and start discussions of your own," said Walker.

- Play close attention to proper grammar and spelling in order to put your best foot forward.

About OI Partners
OI Partners is a leading global talent management firm that helps individuals find new careers and employers to improve the performance of their employees and organizations. OI Partners is comprised of certified career management professionals who specialize in executive and group outplacement, executive coaching, leadership development, workforce planning, and talent management. The company was established in 1987 and is now located in 200 locally-owned offices in 27 countries with more than 100 U.S. offices. Please visit www.oipartners.net or call 800-232-5285.

This Week at Pathways: March Success Story

2010-04-05T16:21:00.001-07:00

Dear Clients,

I thought about you over the Easter weekend and hope that you enjoyed the holiday, time with family, or a much needed day of rest and relaxation from your job search, dry and out of the rain. I am happy to say that we are continuing to hear about clients landing jobs; the uplifting energy surrounding this time of year and the rise in the economy is giving much needed hope and enthusiasm!

Success Story of Month

I am happy to announce that Peter von Euen is the new Senior Project Leader for ACME Business Consulting, LLC!

"When asked what the 'one best thing' was that contributed to my landing a job I was somewhat stymied on how to respond. It had been nearly 21 months to the day when I finally started a new position. After a lot of reflection I would have to say it was my attitude, in believing in myself and my abilities. I have had several successful career paths over nearly forty years and was really getting disheartened at times with the discussions and/or feelings regarding over-qualification, age factors and past high earning senior management position employer impressions. In the end I took a job that allows me to do something I value even though the earning is considerably less than where I was. I disciplined myself to look for work for at least two hours, often six or eight, almost every day, and made sure to attend to my networking. I attended the Pathways Job Search Support Group meetings, as it gave me discipline in that I had to share with others what I was doing to become employed, as well as share my experiences and ideas with others that would hopefully help them too.

While the search was lonely and often left me feeling detached, I was not alone. There were always people there which I came to recognize and value; a continually loving and supportive spouse, a long term network with whom to communicate, a local support organization (Pathways) with knowledgeable and caring professionals, and my imaginary shepherd who made sure I always believed that my glass was half full. I can only say that we must all keep up hope and believe in what we have to contribute; at some point the stars will align and we will move forward to our next adventure. Keep the faith in yourself as the alternative is grim and trust in others to share, especially in a safe environment like on the 11th floor. Best of luck! --Peter"

Thank you Peter, we celebrate your success!

Are you feeling stuck in your search? Take action and join us tomorrow for our Job Search Support Group from 9am to 11am, and connect with fellow job seekers! Also, many of you were not able to attend the Strategic Networking Lab last month, so we have scheduled it again this month. Join us this week, Wednesday April 7th from 1pm to 3pm, for our two-hour Strategic Networking Lab and get help managing your network. RSVP today!

Look forward to seeing you in the office this week!

"To accomplish great things we must not only act, but also dream; not only plan, but also believe." --On Achievements, Belief & Desire: Anatole France Quotes

Career Update for April

2010-04-02T15:44:00.000-07:00

►Strategic Networking Lab

Networking is the most effective way, especially in this economy, to be successful in your job search. Come learn how to strategically manage your network in order to bring together the people you know, the people you would like to know, and the people you need to know to get the job that you actually want!

Facilitator: Matt Morscheck, MS, CMP
Wednesday, April 7th, 1:00-3:00 PM

► Interviewing Series: Panel Interview Practice

Panel interviews are the most common, and the most disliked interview format. Join us and learn the best ways to prepare for a panel interview and get the chance to practice answering questions from each other in a panel interview format!

Facilitator: Ron Ennis, Ph.D., CMF
Wednesday, April 14th, 10:00-12:00 PM

► Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more! It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Wed., April 21st & Thurs., April 22nd, 8:30-4:30 PM
Facilitators: Jean Walker Ed.D, CMF & Matt Morscheck, MS, CMP

►How to Find and Evaluate a Franchise Opportunity

Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps in finding and evaluating a franchise opportunity. Find out the critical “must know” areas for your research, where to find available franchise opportunities and the investment required, how to define your needs and the industry you select, and how to evaluate your personal and financial risk.

Facilitator: Page Nicol
Wednesday, April 21st, 10:00-12:00 PM

►Technology & Transition: Get Linked on LinkedIn

Have a LinkedIn account, but not sure if you are using it effectively? Come explore an in depth look at LinkedIn, one of the largest social media websites utilized by job searchers, recruiters, and companies. Have a laptop? Bring it with you!

Facilitator: Matt Morscheck, MS, CMP
Thursday, April 29th, 1:00-3:00 PM

Do you have questions about your Services?

Contact Matt at mmorscheck@oipartners.net for a description of your services and your remaining services.

Individual Appointments:
All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group
A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

This Week at Pathways: Job Search Support Group

2010-03-29T15:38:00.000-07:00

Dear Clients,

Back to work—it’s Monday! We are looking forward to seeing you tomorrow for our Job Search Support Group with Ron Ennis, Ph.D., CMF, tomorrow March 30th from 9am to 11am on the 9th floor (no RSVP necessary). Also, look out for the Career Update for April coming soon with our weekly and monthly events!

As all of you know, our office is currently expanding and we are getting more and more excited as the office construction gets closer and closer to completion! We have now moved into our new space while we wait for our existing space to be finished. A reminder to all—our new entrance is now right off the elevator on the 11th floor, so make sure not to miss us!

Please call and schedule one-on-one appointments if you need it and have a wonderful and productive week!

“I never made Who’s Who but I’m featured in What’s That.”
---Furry Logic: A Guide to Life’s Little Challenges by Jane Seabrook

This Week at Pathways: Interviewing Series: Differentiating Yourself in the Marketplace

2010-03-22T16:08:00.000-07:00

Dear Clients,

Happy Monday! Come celebrate recent hired clients tomorrow, Tuesday March 23rd from 9am to 11am, during our Job Search Support Group. Also, the Interviewing Series: Differentiating Yourself in the Marketplace Lab facilitated by Jean Walker is tomorrow from 1pm to 3pm. One of the most important elements of your job search is the ability to explain to others verbally what you have to offer, how you add value, and how your skills and abilities will help solve a problem for a prospective employer. Come learn how to differentiate yourself from other candidates that are interviewing for the same position!

Hurry and RSVP for the Interviewing Series: Differentiating Yourself in the Marketplace Lab while there is still room!

Note: Both of tomorrow’s events will be located on the 9th floor in the conference room.

Hope to see you tomorrow!

This Week at Pathways: Career Transition Workshop

2010-03-15T10:44:00.000-07:00

Dear Clients,

Good morning! I hope that you enjoyed another beautiful weekend. I was reminded and inspired by many of you last week, that no matter what your circumstance, you continued to look at your job transition as a positive opportunity to do something better. I was reminded of a story that I'd like to share called, "The Obstacle in our Path:"

In ancient times, a king had a boulder placed on a roadway. Then he hid himself and watched to see if anyone would remove the huge rock. Some of the king's wealthiest merchants and courtiers came by and simply walked around it.

Many loudly blamed the king for not keeping the roads clear, but none did anything about getting the big stone out of the way. Then a peasant came along carrying a load of vegetables. On approaching the boulder, the peasant laid down his burden and tried to move the stone to the side of the road. After much pushing and straining, he finally succeeded. As the peasant picked up his load of vegetables, he noticed a purse lying in the road where the boulder had been. The purse contained many gold coins and a note from the king indicating that the gold was for the person who removed the boulder from the roadway. The peasant learned what many others never understand.

Every obstacle presents an opportunity to improve one's condition.

This week at Pathways:

Job Search Support Group
Tuesday, March 16th; 9am-11am
Facilitator: Ron Ennis, Ph.D., CMF
No RSVP Required!

Happy St. Patrick's Day!!
Wednesday, March 17th
History of St. Patrick's Day

Career Transition Workshop
Wednesday, March 17th & Thursday, March 18th; 8:30am-4:30pm
Facilitators: Matt Morscheck, MS, CMP & Ron Ennis, Ph.D., CMF
Please RSVP for this two day event!

If you need to make an appointment, please give us a call. Look forward to seeing you in the office this week!

"Our plans miscarry because they have no aim. When a man does not know what harbor he is making for, no wind is the right wind." ---Marcus Annaeus Seneca

This Week at Pathways: "No One Can Stop You, But You!" Presentation with Walter Bond

2010-03-08T17:42:00.000-08:00

Hi Folks!

Watch out for that HAIL! What a beautiful weekend we had and then came the hail, yikes! It was a busy Monday for a busy week. I hope everyone plans the coming weeks wisely so that you can start taking advantage of this wonderful weather that will be popping up (not the hale of course). Keep on task, stay motivated and use all of the wonderful spring energy to get you going!

Here’s what is happening at Pathways:

Job Search Support Group
Tuesday, March 9th; 9am to 11am
Facilitated by Ron Ennis, Ph.D., CMF
(Does not require a RSVP)

“No One Can Stop You ,But You!”-Presentation by Walter Bond
Tuesday, March 9th; 10am to 12pm
Facilitated by Jean Walker, Ed.D., CMF
(Please RSVP quick it’s tomorrow!)

Strategic Networking Lab
Thursday, March 11th; 10am to 12pm
Facilitated by Matt Morscheck, MS, CMP

Also, we would like to congradulate our Success Story for the month of January! We would have loved to sent this out in January but it wasn’t official yet—but it is now! Ron Putz is now the Regional Sales Representative for Ultrablock, Inc.!

January Success Story—Ron Putz

“The ‘one best thing’ that I contribute to my success while in the jobs search transition was spending the majority of my energy staying connected and building my network (friends, co-workers, clients, etc.) and volunteering within my industry. Also, during my job search transition, one of the things that I really valued was the foundation and wonderful support that Pathways provided for this next phase of my life. I appreciated the Job Search Support Group and the camaraderie that it brought to my (our) situation; it was a place where we could support each other, share individual experiences, techniques, and transition processes, etc. I salute their staff for their professionalism and flexibility in working with those of us who need direction and guidance in a difficult time.”

Thank Ron, we wish you the best!

"The moment of enlightenment is when a person’s dreams of possibilites become images of probablilities.” –Vic Braden

Matt Morscheck Receives Career Management Certification by International Board

2010-03-08T15:28:00.000-08:00

Matt Morscheck Receives Career Management Certification by International Board

Portland, OR – March 8, 2010 -- Matt Morscheck, by vote of an international board of Governors, has been certified as a Career Management Practitioner in recognition of his achievements in the field of Career Management. Kathy Blanton, CMF, Chair of the Institute for Career Certification (ICC) International made the announcement today.

“I am deeply honored to be certified as a Practitioner by ICC International. I have strived to uphold the highest quality standards and ethics in my practice. I have carried this commitment of quality into my current work helping clients successfully navigate career and life transitions.” said Morscheck of Pathways/OI Partners, the locally-owned Portland firm that provides individualized outplacement and career transition services.

Since joining Pathways/OI Partners in 2005, Mr. Morscheck has helped hundreds of professionals achieve greater success and satisfaction in their careers and lives. He maintains a part time private practice, and has taught career development courses at Clark College, Portland State University, and Portland Community College. Morscheck has also been recognized as a National Certified Counselor through the National Board for Certified Counselors. In 2008, Morscheck was elected to the Executive Board of the Oregon Career Development Association and currently serves as the Communications Chair for the Oregon Counseling Association.

Mr. Morscheck holds an M.S. in Counseling from Portland State University, a B.A. in Business Administration from Washington State University, and has completed a post-graduate certificate in Human Resource Management.

ICC International is the only not-for-profit and independent certifying body for professionals in the career management field created in 1994 to ensure that such services were being delivered competently, ethically and to defined and verifiable standards. ICC International Certification is portfolio-based, documenting expertise and experience in the field. This portfolio of work is reviewed by a five-member committee that represents four countries. The work is then reviewed by the ICC International board. ICC International employs a thorough screening process to validate professionals in 30 areas of competency including career planning, assessment and leadership development.

About OI Partners
OI Partners is a leading global career transition and coaching firm that helps individuals find new careers and employers to improve the performance of their employees and organizations. OI Partners is comprised of certified career management professionals who specialize in executive and group outplacement, executive coaching, leadership development, workforce planning, and talent management. The company was established in 1987 and is now located in 200 locally-owned offices in 27 countries with more than 100 U.S. offices. Please visit http://www.oipartners.net/ or call 800-232-5285.

This Week at Pathways: Career Update for March

2010-03-01T11:34:00.000-08:00

Dear Clients,

March is here and that means spring, spring, spring! This is a great month to get motivated and SPRING into action! We are still hearing great news about those who are getting interviews and jobs—if we haven’t heard from you in a while, please give us a call and give us an update. Our Career Update is out and we have a couple of new labs including a video presentation by Walter Bond “No One Can Stop You, But You!” and a new Interviewing Series starting with Differentiating Yourself in the Marketplace, both facilitated by Jean Walker, Ed.D., CMF.

Also, the Pathways team is excited to announce that our new office expansion is underway and is projected to be completed by the beginning of April--this means bigger and brighter space for you! Due to the expansion there will be some changes while we make the transition, we apologize for any disruption, and are working with the crew to make it as smooth as possible. We will keep you posted for necessary notifications, changes, etc.

Keep working hard this month, make appointments if you need them, and we will look forward to seeing you in the office!

Pathways Team

“Flaming enthusiasm, backed up by horse sense and persistence, is the quality that most frequently makes for success.” –Dale Carnegie

OI Partners Newsletter: Improving Employee Engagement and Retention

2010-03-01T10:20:00.000-08:00

Improving Employee Engagement and Retention

March 2010

In this issue:

Engaging and Retaining Your Employees
Training and Development: A Strategy for Employee Engagement
Five Employee Retention Mistakes Employers are Making Now
Using Employee Benefits to Attract and Retain Talented Staff
Employee Motivation: 10 Ways to Make a Difference

We see early signs of a gradual recovery from the recent recession; however the economists tell us that while some of the economic indicators are starting to improve, unemployment will remain at its current high levels for most of the coming year.

What does that suggest insofar as a company's need to engage and retain their key employees over the next few years? Is there a valid concern that many employees are unhappy in their jobs and waiting to "jump ship" when the economy allows them to do so? What can companies do to prevent that from happening?

Sincerely,
Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D, CMF
Pathways/OI Partners - Portland, OR

OI Partners Newsletter Summary

Engaging and Retaining Your Employees
Many companies today are concerned about losing valued employees when the economy improves. Companies have responded by seeking ways to provide their employees with opportunities for growth by demonstrating an investment in individual development.

Click here to read the full article.

Training and Development: A Strategy for Employee Engagement
Training and development is sometimes viewed as a luxury item and is often one of the first items on the chopping block in a bad economy. Here are three critical elements of training and development that should never be ignored because of budgets.

Click here to read the full article.

Five Employee Retention Mistakes Employers are Making Now
Even though it's an "employer's market" with millions of capable people seeking work, many employers are making five key employee retention mistakes. Click here to read the full article.

Using Employee Benefits to Attract and Retain Talented Staff
Research has shown that employee benefits really do matter to staff and many will consider choosing one job over another because of the benefits offered. The following survey lists jobseekers' most desired benefits. Click here to read the full article.

Employee Motivation: 10 Ways to Make a Difference
How motivated are your employees? Are they fully engaged and passionate about their work? In challenging economic times it is natural for most people to lose some level of enthusiasm. Here are some tips to help curtail lost productivity and passion. Click here to read the full article.

Worried about the impact the economy will have on your company and employees? Your local OI Partners office can help you navigate the challenges and opportunities presented by the current climate. To contact your local office, call 503-221-8747 or visit us online at www.oipartners.net/pathways

Follow Pathways/OI Partners on Twitter @PathwaysPDX

Career Update for March

2010-03-01T09:54:00.000-08:00

“No One Can Stop You, But You!”—Video Presentation with Walter Bond

This inspirationally humorous keynote from former NBA player and broadcaster provides principles and ideas that will move you from the comfort zone of mediocrity to the success of peak performance. Join us to view Walter Bond’s video and learn what it takes to be successful!

Facilitator: Jean Walker, Ed.D., CMF
Tuesday, March 9th, 10:00-12:00 PM

Strategic Networking Lab

Networking is the most effective way, especially in this economy, to be successful in your job search. Come learn how to strategically manage your network in order to bring together the people you know, the people you would like to know and the people you need to know to get the job that you actually want!

Facilitator: Matt Morscheck, MS, CMP
Thursday, March 11th, 10:00-12:00 PM

Career Transition Workshop

The CTW is a core feature of your career transition services. It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Wednesday, March 17th & Thursday, 18th, 8:30-4:30 PM
Facilitators: Matt Morscheck, MS, CMP & Ron Ennis, Ph.D., CMF

Interviewing Series: Differentiating Yourself in the Marketplace

One of the most important elements of your job search is the ability to explain to others verbally what you have to offer, how you add value, and how your skills and abilities will help solve a problem for a prospective employer. Come learn how to differentiate yourself from other candidates that are interviewing for the same position.

Facilitator: Jean Walker, Ed.D., CMF
Tuesday, March 23rd, 1:00-3:00 PM

OI Partners Newsletter: Managing the Global Workplace

2010-02-25T09:01:00.000-08:00

Managing the Global Workplace

February 2010

In this issue:

Do You Know Next?
Working Globally--Your Effectiveness
Working Globally--Personal Thoughts
Diversity Training--The Global Workplace
Culture and the Global Team

We work in a global environment, one that's a fascinating mix of different cultures and ethnic backgrounds. This diversity brings a richness that offers opportunities for both occupational and personal growth, but it also brings challenges. Recognizing and appreciating cultural differences and how they impact effective various Leadership/Managership activities and our communications and business can not only enrich us personally, but enhance our businesses across a larger and diverse market. This newsletter shares some insights on ways to bring a best global teams approach to your workplace.

Sincerely,

Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D, CMF
Pathways/OI Partners

OI Partner Newsletter Summary

Do You Know Next?

David Miles shares his thoughts on reinventing a global strategy and actions that will be stronger than before and propel us into a more positive global future. Each of us must tap the total powers of all key stakeholders in our organization and at a higher level, such as our profession or industry. In essence, we must create a confluence of new leadership principles. We must create more forums and not expect instant answers.

Working Globally - Your Effectiveness

A key to being successful is to first learn about the macro culture of the country in which you or your participant is working or is their heritage. While this can be a little time consuming, it will pay big dividends in your overall effectiveness.

Working Globally - Personal Thoughts

Global consulting can be a tremendous learning experience for you, your firm and the client. As our world markets evolve into a true global business, we all will have to learn about multiple cultures and different ways of the world economy. Here we address three potential issues.

Diversity Training - The Global Workplace

To attract and retain the best talent will require companies to value their employees. When diversity is treated as a valued asset, it can create innovative and creative ideas which can offer a competitive advantage for any organization. Diversity awareness training assists in developing decision-making and social action skills so that employees learn to view events and situations from a variety of perspectives.

Culture and the Global Team

For cross-cultural teams to succeed, managers and team members need to be attuned to cultural differences. Companies must be supportive, proactive and innovative if they wish to reap the potential benefits global teams can offer. This goes beyond financing and creating technological links to bring people together and requires going back to the basics to foster better interpersonal communication.

Worried about the impact the economy will have on your company and employees? Your local OI Partners office can help you navigate the challenges and opportunities presented by the current climate. To contact your local office, call 503-221-8747 or go here . You also can visit us at http://www.oipartners.net/.

Follow Pathways/OI Partners on Twitter!
@PathwaysPDX

This Week at Pathways: February Success Story

2010-02-22T10:47:00.000-08:00

Good Morning!

What a lovely day—I hope that you enjoyed the weekend of SUNSHINE! Reminds me of a poem by William C. Bryant, “The February sunshine steeps your boughs and tints the buds and swells the leaves within.” I feel refreshed and ready for the week!

Join us this week on Wednesday, February 24th from 10:00 to 12:00 pm for the Negotiating the Job Offer Lab with Jean Walker, Ed.D., CMF!

Since the New Year, we have seen an increased number of clients who are finding employment and I am grateful to all of you who are keeping me posted and updated with your interviews, networking meetings, etc.—all of these daily and weekly success are tremendous! I am happy to include the Success Story of the Month for February below.

February Success Story

Allen Hines is the new Account Manager for Dubois Chemicals!

“It feels good to have been chosen by OI Partners as the “Success Story of the Month” for February. I did not feel very successful for much of the last 4 months being unemployed, but it’s amazing how suddenly things can turn around. I am pleased to report that I accepted a job offer from Dubois Chemicals. I, myself, can take little of the credit for landing the job. Most of the credit goes to my job search network, personal support network (family, friends, and OI partners), and most of all, God.
In the process I learned a lot about patience, humility, and trusting that things will happen in their proper time. Brings to mind Ecclesiastes Chapter 3 (A Time for Everything) which was commemorated in the 1960’s Byrds song “Turn, Turn, Turn” (There Is A Season).
My part in the process was cultivating networking contacts and staying healthy. Staying healthy involved:

• Physically (eating, exercising, and avoiding alcohol).

• Mentally (cultivating a positive mental attitude, reading, and attending OI Partners seminars).

• Spiritually (reading scripture/praying, reading self-help books, and helping others).

It was a struggle at times to set goals, keep a schedule, be diligent, and not get depressed. The hardest part was being patient and trusting that things will work out eventually.
The experience of being unemployed was actually good for my personal growth; at least I can see that on hindsight. Now I can empathize with others in career transition and be a resource and networking contact for them.”

Good luck to you Allen, we wish you the best!

If you need to make an appointment, please give us a call! Look forward to seeing you this week!

“Be yourself. Nobody is better qualified.” --Furry Logic: A Guide to Life’s Little Challenges by Jane Seabrook

This Week at Pathways: How to Find and Evaluate a Franchise Opportunity

2010-02-16T15:08:00.000-08:00

Dear Clients,

Happy Tuesday! I hope that everyone enjoyed the Valentine’s weekend and Presidents Day. Celebrating both of these holidays is always a good reminder that there are many different ways to love and honor each other. Love, impersonally speaking, gives us the opportunity to reach out, give charity and show thanks even in difficult times like these. Helen Keller writes, “Believe, when you are most unhappy, that there is something for you to do in the world. So long as you can sweeten another’s pain, life is not in vain.” Presidents Day (originally to celebrate George Washington’s birthday) gives us a chance to honor our past Presidents. Like those who have inspired the world in so many ways, we too can celebrate those that inspire us day after day—this includes ourselves!

May you all of you reach out this week, build your networks, and love and honor each other and yourselves!

This Week at Pathways:

Job Search Support Group
Tuesday, Feb. 16th; 9:00-11:00 AM
Facilitated by Ron Ennis, Ph.D., CMF
No RSVP Necessary!

Technology & Transition
Tuesday, Feb. 16th; 1:00-3:00 PM
Facilitated by Matt Morscheck, MS, CMP
Please RSVP for this Event!

How to Find and Evaluate a Franchise Opportunity
Thursday, Feb. 18th; 1:00-3:00 PM
Facilitated by Terri Rost
Please RSVP for this Event!

Look forward to seeing all of you that can make it into the office this week!

The True Story of Valentine’s Day? Believe it or Not!
History of Presidents Day

This Week at Pathways: Making Age an Advantage Workshop

2010-02-08T17:32:00.000-08:00

Dear Clients,

I hope you are enjoying the sunshine today—happy Monday! We are getting more and more updates that clients are employed—yes! Keep working hard, as Hamilton Holt says, “Nothing worthwhile comes easily...”

This week, we have a popular workshop, Making Age an Advantage, facilitated by Jean Walker. If you have never attended this workshop, I highly recommend it. Also, join us tomorrow morning for the Job Search Support Group and get the opportunity to expand your network, talk about job search strategies, etc.

Job Search Support Group
Facilitator: Ron Ennis, Ph.D., CMF
Tuesday, Feb. 9th; 9-11am

Making Age an Advantage
Facilitator: Jean Walker, Ed.D., CMF
Wednesday, Feb. 10th; 1-3pm

I look forward to seeing you in the office this week!

Weekly Email from Pathways

2010-02-01T15:30:00.000-08:00

Dear Clients,

Good morning to you! I hope this email finds you well. It is February already and the Career Update is here and we have lots of special labs and workshops this month so check them out and RSVP!

If you missed the How to Find and Evaluate a Franchise Opportunity workshop with Terry Rost, we will be hosting another workshop this month. Also, Networking and Personality, Making Age and Advantage, and Technology and Transition: Is Your Online Identity Helping or Hindering your Job Search are all very popular labs, make sure you don’t miss them!

If you need to make an appointment this week, make sure to give us a call. I look forward to seeing you in the office this week and this month!

Pathways Team

“Midlife may not be the best age to retire or to climb the corporate latter; but it is just the right age to take control of your life.”
--Jean Walker, The Age Advantage: Making the Most of Your Midlife Career Transition

Career Update for February

2010-02-01T11:07:00.000-08:00

Networking & Personality Type

Did you know based on a national sample, slightly more than half the population has a clear preference for Introversion? Please join us and explore your natural personality preference for Extraversion or Introversion and how these preferences impact your personal Networking Strategy! Not sure which you prefer? Come and find out!

Facilitator: Matt Morscheck, MS, CMP
Thursday, February 4th, 10:00-12:00 PM

Making Age an Advantage

Age can be one of the most powerful advantages in your mid-life job search! Learn how to change age perceptions, improve first impressions, how to compete against younger candidates, and more!

Facilitator: Jean Walker, Ed.D., CMF
Wednesday, February 10th, 1:00-3:00 PM

Career Transition Workshop

The CTW is a core feature of your career transition services. It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Monday, February 15th & Wednesday, 17th, 8:30-4:30 PM
Facilitators: Jean Walker Ed.D, CMF & Matt Morscheck, MS, CMP

Technology & Transition: Is Your Online Identity Helping or Hindering you Job Search?

Did you know that 83% of employers will “Google” your name at some point in the hiring process? What will an Internet search reveal about you? Come learn and practice ways to establish and enhance your online identity using LinkedIn, ZoomInfo, Twitter, Blogs, and other resources. Have a laptop? Bring it with you!

Facilitator: Matt Morscheck, MS, CMP
Tuesday, February 16th, 1:00-3:00 PM

How to Find and Evaluate a Franchise Opportunity

Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps in finding and evaluating a franchise opportunity. Find out the critical “must know” areas for your research, where to find available franchise opportunities and the investment required, how to define your needs and the industry you select, and how to evaluate your personal and financial risk.

Facilitator: Terry Rost
Thursday, February 18th, 1:00-3:00 PM

Negotiating the Job Offer

Create a win-win situation by learning techniques and strategies to negotiate your job offer.

Facilitator: Jean Walker, Ed.D., CMF
Wednesday, February 24th, 10:00-12:00 PM

Do you have questions about your Services?

Contact Matt at mmorscheck@oipartners.net for a description of your services and your remaining services.

Individual Appointments:

All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group

A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

Weekly Email from Pathways

2010-01-25T12:16:00.000-08:00

Dear Clients,

It’s back to work—happy Monday! I hope you enjoyed the weekend—how about those Saints!?!

We have had a busy month, with lots of buzz about interviews, job offers, etc. which is very exciting. Please do keep us in the loop with your progress. If you need to make an appointment, please call! Now is the time to get your marketing materials finished, network like crazy and get OUT THERE!

The Career Update will be out at the end of this week, so look out for February’s schedule! Terry Rost will be giving another session next month, Thursday February 18th; 1:00-3:00pm on How to Find and Evaluate a Franchise Opportunity here at Pathways. If you missed this workshop last month and know that you will not be able to attend in February, he will be speaking this Thursday, January 28th at 6pm. If interested, please see below for more information and or contact me for any questions.

How to Find & Evaluate a Franchise Opportunity
Franchise Group
5 Centerpointe Drive
Lake Oswego, OR 97035
(503) 639-2254
www.thefranchisegroup.com
Please RSVP for this FREE session by calling the number above

Here is what is happening here at Pathways this week:

Job Search Support Group
Tuesday, Jan. 25th; 9-11am
Facilitator: Ron Ennis
No RSVP necessary

Hope to see you tomorrow!

“Happy people are more likely to get what they want—which only makes them even more happy.”

--Furry Logic: Wild Wisdom by Jane Seabrook

Help for Long-Term Unemployed/Under-Employed: How To Revitalize Your Job Search

2010-01-22T13:47:00.000-08:00

Help for Long-Term Unemployed/Under-Employed: How To Revitalize Your Job Search

Portland, OR – January 22, 2010 – More people are becoming part of the long-term unemployed and under-employed each month. With the unemployment rate expected to continue climbing, and job growth slow, long-term unemployed/under-employed people need to focus on making a breakthrough and revitalizing their searches, according to OI Partners-Pathways (Portland), a leading global career transition and executive coaching firm.

While the national unemployment rate remained at 10% in December 2009, 40% of unemployed people have been out of work for more than 27 weeks. That is over twice as many as when the recession officially began in December 2007 (17.5%) – and almost four times higher than at the start of the last recession in March 2001 (11.5%).

When counting people working at part-time jobs who would prefer full-time work, and those who have become discouraged and stopped looking altogether, the combined unemployment/under-employment rate now stands at 17.3%.

In addition, the ratio of job openings to unemployed people is at its highest since the Labor Department began tracking this in 2000 - 6 unemployed people for every job opening and 27% fewer job openings than a year ago.

"Unemployed people are facing some historic numbers and formidable competition. However, they need to pinpoint those areas they may be able to change, make a difference, and increase their chances for success. Despite the odds, people are still landing jobs every day. Job-seekers need to continually make adjustments and never give up," said Jean Erickson Walker, Managing Partner of OI Partners-Pathways (Portland) (http://www.oipartners.net/).

The ways that long-term unemployed and under-employed people could make an impact on their job searches, according to OI Partners-Pathways consultants, are:

1. Double-check your references: "Make sure that your references are telling potential employers what you think they are, and they are up to date on your skills and accomplishments. Determine in advance exactly what your references will say about you, and use only those that will 'sell' you the best to potential employers," said Walker.

2. Be sure you are targeting the right industries: The healthcare industry has added 630,000 jobs since the recession began. Also, the financial services, manufacturing, and services industries are the most likely to re-hire people they have previously laid off, according to an OI Partners survey, indicating they may have cut back too deeply.

3. Increase your face-to-face contact: "Some long-term unemployed may be spending too much time looking for jobs and posting resumes online, and have not had enough face-to-face contact. Join networking groups, and increase your networking contacts by volunteering your services with civic, charitable, and religious groups. Continue attending professional association meetings. It's also important to work the phones," said Walker.

4. Check out the competitors of all of the companies for which you have worked: Companies that have gaps in their management teams are more than twice as likely to hire people who have worked for their competitors as those that currently have sufficient bench strength, according to an OI Partners survey.

5. Use social networking websites to identify contacts within targeted companies and possible jobs that have not been posted or advertised: Linkedin, Facebook, and Twitter are particularly helpful for finding inside contacts. "Utilize different methods to identify internal contacts who can be helpful in getting your resume reviewed," said Walker.

6. Focus on the immediate value you can bring to an employer: "You may not have clearly communicated to potential employers what you can do for them right now and within your first three months on the job. Write a proposal including a performance pledge and a timetable for achieving results," said Walker.

About OI Partners
OI Partners is a leading global career transition and coaching firm that helps individuals find new careers and employers to improve the performance of their employees and organizations. OI Partners is comprised of certified career management professionals who specialize in executive and group outplacement, executive coaching, leadership development, workforce planning, and talent management. The company was established in 1987 and is now located in 200 locally-owned offices in 27 countries with more than 100 U.S. offices. Please visit www.oipartners.net or call 800-232-5285.

Weekly Email from Pathways

2010-01-18T15:33:00.000-08:00

Dear Clients,

Happy Monday! What a beautiful day we had this morning, sunny, warm, and no rain, perfect for celebrating Martin Luther King Jr. day. I would love to share a quote from one of his speeches (The Measure of Man, 1959):

"Man is man because he is free to operate within the framework of his destiny. He is free to deliberate, to make decisions, and to choose between alternatives. He is distinguished from animals by his freedom to do evil or to do good and to walk the high road of beauty or tread the low road of ugly degeneracy." --Martin Luther King

May all of you seek your own destiny and walk the high road to success and happiness!

Speaking of success, Matt Morscheck has completed his certification through ICC (Institute Career Certification) International: Institute of Career Certification, International and is now a Career Management Practitioner (CMP)! For a full bio on Matt click the link below.

http://www.oipartners.net/pathways/aboutus/our-people.html#MM

Here is what is happening at Pathways this week:

Job Search Support Group
Tuesday, Jan. 19th; 9am-11am
Facilitator: Ron Ennis, Ph.D., CMF

Technology & Transition
Tuesday, Jan. 19th; 1pm-3pm
Facilitator: Matt Morscheck, MS, CMP
Please RSVP

Career Transition Workshop
Wednesday Jan. 20th & Thursday Jan. 21st: 8:30am-4:30pm
Facilitators: Jean Walker, Ed.D., CMF & Matt Morscheck, MS, CMP
Please RSVP

Have a wonderful week and look forward to seeing you in the office!

Weekly Email from Pathways

2010-01-11T16:47:00.000-08:00

Dear Clients,

Oh how the day can get away from you! I'm sure all of you can relate to having a day like that. You work and work and before you know it, it's over and you feel as though nothing was accomplished. When this happens, I like to think of the Chinese proverb: "One cannot manage too many affairs: like pumpkins in the water, one pops up while you try to hold down the other."

So, I'm writing all of you now: remember to set your daily tasks and make sure you schedule time everyday to do each one! (Thank you for all of you that contributed last week in the Developing an Efficient Job Search Schedule Lab.)

Here is what is happening this week at Pathways!

Job Search Support Group
Tuesday, Jan. 12th; 9:00-11:00 AM
Facilitator: Ron Ennis, Ph.D., CMF

Cover Letter Lab
Thursday, Jan. 14th; 10:00-12:00 PM
Facilitator: Jean Walker, Ed.D., CMF
Please RSVP for this Lab!

How to Find and Evaluate a Franchise Opportunity
Thursday, Jan. 14th; 1:00-3:00 PM
Facilitator: Terry Rost
Please RSVP for this Lab!

See you soon!

After a hard days work you deserve to reward yourself. Hi-Five!

I Can't Get No (Job) Satisfaction

2010-01-08T12:45:00.000-08:00

Jean Erickson Walker was a guest on NPR-Southern California on Wednesday, Jan. 6, discussing the Conference Board Survey which said that only 45% of people are satisfied with their jobs.

The report was broadcast on NPR affiliates throughout Southern California. Jean is identified in the report and on NPR's website as " Jean Erickson Walker, Managing Partner with OI Partners in their Portland office, a corporation of career consulting, executive coaching, leadership development and career transition professionals."

Here is a link to see the report on NPR-Southern California's website. To play or download the report, please click on the appropriate link in the Video Monitoring Services field below. The play and download links will only be active for 7 days.

Jean Walker on NPR Radio-Southern California

Are you satisfied with your job? Would you rate your workplace experience as a happy or miserable one? While you might expect that most working Americans aren’t thrilled in the workplace, especially with the salary and benefits cuts of the past two years, generally people remain happy with their jobs. Then comes along a new survey from the Conference Board that shows the opposite—that people who rate their job satisfaction is at an all time low of 45%. Which category do you fall into, and even if you’re not overwhelmingly positive about your experiences at work are you just happy to have any job in the middle of a recession?

Guest:

Jean Erickson Walker, Managing Partner with OI Partners in their Portland office, a corporation of career consulting, executive coaching, leadership development and career transition professionals.

Portland Career Resolutions

2010-01-05T10:46:00.000-08:00

Expert shares strategies for reducing career anxiety

Link to article:
Portland career resolutions article

By kgw.com Staff
Posted on January 5, 2010 at 1:54 PM
Updated today at 1:54 PM
******
PORTLAND – With unemployment remaining high and job satisfaction at an all time low, experts say it’s key to develop strategies for dealing with career anxiety.
“There is higher career anxiety than there has been in decades,” said Jean Erickson Walker, managing partner of OI Partners-Pathways in Portland. “The employment picture worsened considerably in 2009, leaving many people without jobs, working part-time, or for less pay than the year before. For those who held on to their jobs, there were fewer raises, bonuses, and promotions.”

Even Americans who are lucky enough to have work in this economy are becoming more unhappy with their jobs, according to a new survey conducted by the Conference Board research group that found only 45 percent of Americans are satisfied with their work.
Walker said there are ways for people to reduce career anxiety and improve their quality of life during these especially stressful times.

Here is some of her advice:
- Put your career at the top of the to-do list each day.
- Compile your short-term, intermediate, and long-term career goals, and focus first on those that are most achievable.
- Be prepared for more alternative employment opportunities in a slightly rebounded economy.
- Improve your career resiliency and have contingency plans ready so that you can bounce back quickly if needed.
- Upgrade your professional skills and capabilities by learning new technology, take classes, reading books, and being committed to staying relevant in your professional area.
- Find a mentor or job-search board of advisors
- Enhance your communications skills.
- Update your resume, professional network, and your online presence.
- Try to work out negative issues with your current employer before deciding to move on.

Walker said people who follow this advice will be in the best position to improve their career situation once unemployment starts to significantly decrease.
“When hiring improves, there will be increased demand for contract, freelance, and part-time work before full-time jobs are created. Position yourself to take advantage of these employment options,” she advised.

Weekly Email from Pathways

2010-01-04T10:54:00.000-08:00

Good Morning!

Hello, I hope that you had a wonderful and safe New Year. Back to work we go into 2010!
If you missed our Career Update for January last week, please check it out! Here is what is happening this week at Pathways:

Tuesday, Jan. 5th; 9:00-11:00 AM
Job Search Support Group
Facilitator: Ron Ennis, Ph.D., CMF

Thursday, Jan. 7th; 10:00-12:00 PM
Developing an Efficient Job Search Schedule

Facilitator: Ron Ennis, Ph.D., CMF

Please RSVP for this Lab!

Need to make an appointment? Give us a call today. Look forward to seeing all of you this week!

"There are risks and costs to a program of action. But they are far less than the long-range risks and costs of comfortable inaction." --John F. Kennedy

Career Update for January

2010-01-04T10:20:00.000-08:00

Job Search Support Group
A weekly gathering of Pathways/OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

► Developing an Efficient Job Search Schedule
The beginning of a new year is the perfect time to re-evaluate
your job search schedule. Join us and get organized by implementing a productive schedule, create efficiencies, and reduce stress!

Facilitator: Ron Ennis, Ph.D., CMF
Thursday, January 7th, 10:00-12:00 PM

►Cover Letter Lab
There are several letters that you will write in your transition. Join us and learn how write a cover letter that persuades the reader that you are the best candidate for the job!

Facilitator: Jean Walker, Ed.D., CMF
Thursday, January 14th, 10:00-12:00 PM

►How to Find and Evaluate a Franchise Opportunity
Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps in finding and evaluating a franchise opportunity. Find out the critical “must know” areas for your research, where to find available franchise opportunities and the investment required, how to define your needs and the industry you select, and how to evaluate your personal and financial risk.

Facilitator: Terry Rost
Thursday, January 14th, 1:00-3:00 PM

►Technology & Transition: Facebook, Twitter, & Beyond!Have a Facebook account, but not sure how to use it in your job search or if you should? What is Twitter anyway? In this workshop, you will further explore Facebook and Twitter, the social media websites that are increasingly popular with job searchers, recruiters, and companies. Have a laptop? Don’t forget to bring it with you!

Facilitator: Matt Morscheck, MS, NCC
Tuesday, January 19th, 1:00-3:00 PM

► Career Transition Workshop
The CTW is a core feature of your career transition services. It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Wednesday, January 20th & Thursday, January 21st, 8:30-4:30 PM
Facilitators: Jean Walker Ed.D, CMF & Matt Morscheck, MS, NCC

Weekly Email from Pathways

2009-12-28T15:48:00.000-08:00

Dear Clients,

Thank you all for your Holiday wishes! We hope that you had a wonderful Christmas full of family joy and spirit. The new year is almost upon us--a time of celebration, hope, and resolution. I always enjoy this time of year because to me it is a time of reflection and new beginnings--anything is possible. May all of you cherish each moment and find peace and success in each new day! Oh, and the Perfect Job!!

Reminder, there will be no Job Search Support Group this week. Keep an eye out for the January Career Update coming soon!

Look forward to seeing all of you in the New Year!

"Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence."

--Helen Keller

New Year resolution #99: I will not Procrastinate! (This should be number one on my list, but as you know, I haven't created it yet...maybe I'll get around to making it before the New Year?)

Weekly Email from Pathways

2009-12-21T12:45:00.000-08:00

Hello Clients!

It is the "...the most wonderful time of the year..," but does the hustle and bustle of the holiday have you going MAD!?! Ahh (sigh), it's almost Christmas. All the last minute shopping, arranging, etc. has me worn out! I do try to remember, however, that the best gift one can give is of oneself.

"You give but little when you give of your possessions. It is when you give of yourself that you truly give." ~Kahlil Gibran, The Prophet

Join us this week here at Pathways and share the wonderful gifts that you are! (The office will be open until Wednesday Dec. 23rd at 12pm--stop by for cookies & hot chocolate if you are nearby!)

Job Search Support Group

Tuesday, Dec. 22nd; 9-11am
Facilitator: Ron Ennis, Ph.D., CMF
(No RSVP is required)

An excerpt from Furry Logic: Wild Wisdom by Jane Seabrook

"Your order for lessons in patience has been received--please allow four to six months for delivery."

Facts about Polar Bears

Weekly Email from Pathways

2009-12-14T13:51:00.000-08:00

Dear Clients,

Hello Everyone! I hope that everyone had a great weekend and enjoyed the warmth. I am overwhelmed by the holiday spirit and so many special events this season in Portland, check them out: http://www.travelportland.com/event_calendar/

Make sure to come join us this week here at Pathways too! We have a lot going on, so make sure to RSVP for any, some, or all of these labs.

Job Search Support Group
Tuesday, Dec. 15th; 9-11am
Facilitator: Ron Ennis, Ph.D., CMF
No RSVP required.

Technology & Transition: LinkedIn
Tuesday, Dec. 15th; 1-3pm
Facilitator: Matt Morscheck, MS, NCC

Resume Lab: Creating Your Brand Image
Wednesday, Dec. 16th; 10am-12pm
Facilitator: Jean Walker, Ed.D., CMF

Taking the Cold out of Cold Calling
Thursday, Dec. 17th; 2-4pm
Facilitator: Ron Ennis, Ph.D., CMF

Look forward to sharing some Christmas cookies with you!

"Every new day begins with possibilities. It's up to us to fill it with the things that move us toward progress and peace." --Ronald Reagan

OI Partners Newsletter: The Value of Outplacement

2009-12-14T09:58:00.000-08:00

The Value of Outplacement

December 2009

In this issue:

• The Ethics of Outplacement
• The Value of Outplacement Services
• Long Haul: A Look at Long-Term Executive Outplacement
• Personalized Services are Key to Effective Outplacement Programs
• Are You Prepared for Change?

The term "outplacement" is often misunderstood. Firms that provide outplacement do not "place" people into jobs, but their services can be priceless. According to psychologists, losing a job is equivalent to a devastating divorce or the loss of a close loved one. Many in the outplacement industry consider their service more than a business. It is a passion. Such is how it is with OI Partners. We are committed to turning difficult career transitions into opportunities.

Don't forget to take less than a minute to let us know what you think of the OI Partners newsletter. Thank you!

Happy Holidays and New Year!
Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: The Value of Outplacement Summary

The Ethics of Outplacement
The outplacement industry should review the work we have done through this economic crisis and determine if we have consistently stayed true to our values. The following 7 core values should guide and direct the way all outplacement firms manage client services.

The Value of Outplacement Services
Why should an employer consider offering outplacement services, particularly when many times the reason for releasing employees is cost reduction? Here is a look at 4 ways outplacement services provide valuable.

Long Haul: A Look at Long-Term Executive Outplacement
With executive transitions approaching 12 months or longer, organizations are electing to invest in sizable, executive, career-transition programs that provide long-term connectivity. Today's dynamic, executive transition plan often includes the following 4 contemporary practices.

Personalized Services are Key to Executive Outplacement Today
Displaced employees want and need someone to talk to within the first 24 hours after being released. We examine key aspects of personalization in outplacement services that are critical for today's environment.

Are You Prepared for Change?
As if 2009 wasn't full of enough changes, this New Year could continue to provide more. What has your company done to shore up its foundation? Here are 5 points decision makers consider necessary to prepare during times of business transition.

Even With High Unemployment, 54% of Employers Do Not Have Enough Future Leaders On Board

2009-12-08T12:11:00.000-08:00

Portland – December 8, 2009 – Even with a high unemployment rate, more than half of large and mid-sized companies report not having enough management successors currently on board, according to a survey by OI Partners-Pathways (Portland), a leading global career transition and executive coaching firm.

- 54% of companies in the survey said they do not have enough qualified successors now working for them to succeed their executives and managers

- Only 32% of companies report currently having enough management successors in place

- 14% of companies are not sure whether they have enough future leaders already in their organizations

The survey included responses from 212 primarily large and mid-sized employers throughout North America, and has an error rate of +/- 6.7%, according to OI Partners-Pathways (Portland) www.oipartners.net

The survey results mean the following for employees and employers:

- There is an opportunity for employees – and especially out-of-work executives and managers – to demonstrate that they can bring real value to an employer. “With more than half of companies reporting they currently lack enough management successors, this is an opening for both employed and unemployed executives and managers to show they can help a company win business, achieve its goals, and keep ahead of its competition,” said Jean Erickson Walker, Managing Partner of OI Partners-Pathways.

- Executives and managers who are looking for a new job should determine whether a prospective employer has enough management successors on board. “Companies without enough management successors are a real opportunity for people working for their competitors, and even those from outside of the company’s industry,” said Walker. “Find out whether a desired employer needs qualified management successors by contacting current and former employees, consultants and other vendors, and target those companies.”

- This is a wake-up call for employees currently working for companies. “Current employees who aspire to reach the top management levels need to prove that they should be considered for available higher-level positions, and/or they should be put designated as high-potentials,” said Walker.

- Employers need to determine who their high-potential employees are, and then provide them with the necessary coaching and training to turn them into future leaders. 71% of employers in the survey are currently providing high-potential employees with coaching and other developmental training to grow them into future leaders. “Employers need to fully assess the capabilities of current employees and those outside of their organizations and decide which ones to grow as future leaders,” Walker added.

Other survey results included:

The biggest source of a typical company’s future leaders is its own high-potential employees. Employers are more often developing their own high-potential employees into future leaders than they are promoting their now-ready executives, hiring from their competitors, or recruiting from outside their industries, according to the survey. (Respondents were allowed to select more than one answer.)

- 72% of companies plan to internally develop their high-potential employees to become future top management

- 54% expect to promote their now-ready executives to become management successors

- 40% plan to hire future leaders from their competitors

- 26% anticipate recruiting future leaders from outside their industries

Companies that currently do not have enough management successors are more than twice as likely to hire from their competitors, and are almost two times more likely to hire from outside from their industries, than those that have enough future management talent already in place, according to the survey.

- 48% of companies without enough management successors plan to hire from their competitors, compared to only 21% of employers with sufficient management bench strength

- 28% of companies without enough executive talent plan to hire from outside their industries, compared to only 16% of employers that already have enough successors

Weekly Email from Pathways

2009-12-07T15:37:00.000-08:00

Dear Clients,

ATTITUDE is everything! It all started while I was watching the weather forecast, mumbling of course under my breath the entire time, "Average high of 37 degrees, average low of 25 degrees...really? How miserable is the weather!"

Then I stepped out onto my balcony several times last night, watching our new eight-week-old Golden puppy frolic, happy as could be! Meanwhile, the wind is stinging my face and I couldn't feel my toes--I'm pretty sure I wasn't very happy. "Stay consistent, stay strong, must endure (all apart of the potty training process)!..this week is not going to be a good week!"

On my way to work, I didn't have one positive thought, all I could think about was how much I hated the cold. Then I got to work and sure enough our suite was freezing! "I am miserable!"

Finally, during my lunch, seeking out any warm spot on our floor, I sit at a sun exposed conference table, then something happened. "This is nice," I tell myself. I got all warm and fuzzy, even caught myself looking out the window. "Wow, it's actually a beautiful sunny day!" Then I realize that I went from, "the weather is miserable!" to "I'm miserable!" but it didn't have to be that way--there is something good in everyday. Lesson learned!

So, stay positive and join us this week here at Pathways!

Job Search Support Group
Tuesday, Dec. 8th; 9-11am
Facilitator: Ron Ennis, Ph.D., CMF

Networking During the Holidays
Thursday, Dec.10th; 1-3pm
Facilitator: Ron Ennis, Ph.D., CMF

A little humor for your day: http://www.madkane.com/workingstiffed.html

Thanks Marilyn for sharing!

Cheers!

"Fake feeling good...You're going to have to learn to fake cheerfulness. Believe it or not, eventually that effort will pay off: you'll actually start feeling happier." --Jean Bach

Career Update for December

2009-12-01T18:18:00.001-08:00

►Job Search Support Group

A weekly gathering of Pathways/OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

► Career Transition Workshop

The CTW is a core feature of your career transition services. It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Mon. December 7th & Wed. December 9th, 8:30-4:30 PM
Facilitators: Jean Walker Ed.D, CMF & Ron Ennis, Ph.D, CMF

Space is limited! Please RSVP in order to reserve your spot for the Career Transition Workshop. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

► Networking During the Holidays

Did you know that the best time to network is during the Holidays? Join us for this essential lab and discover how to use the Holidays to make new connections with others!

Facilitator: Ron Ennis, Ph.D., CMF
Thursday, December 10th, 1:00-3:00 PM

Space is limited! Please RSVP in order to reserve your spot for the Networking During the Holidays Lab. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

►Technology & Transition: LinkedIn

Have a LinkedIn account, but not sure if you are using it effectively? Come explore an in depth look at LinkedIn, one of the largest social media websites utilized by job searchers, recruiters, and companies. Have a laptop? Bring it with you!

Facilitator: Matt Morscheck, MS, NCC
Tuesday, December 15, 1:00-3:00 PM

Space is limited! Please RSVP in order to reserve your spot for the Technology & Transition Workshop. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

►Resume Lab: Creating Your Brand Image

What are you really saying? Learn how to create your brand image so that you can feel more confident when marketing yourself to employers.

Facilitator: Jean Walker, Ed.D., CMF
Wednesday, December 16, 10:00-12:00 PM

Space is limited! Please RSVP in order to reserve your spot for the Resume Lab. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

►Taking the Cold out of Cold Calls

Frustrated with cold calls? Join us for this fun lab and test your skills on others. Get the techniques to feel more confident and take the COLD out of cold calls!

Facilitator: Ron Ennis, Ph.D., CMF
Thursday, December 17, 2:00-4:00 PM

Space is limited! Please RSVP in order to reserve your spot for Taking the Cold out of Cold Calls lab. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

Happy Holidays!

Weekly Email from Pathways

2009-12-01T18:18:00.000-08:00

Hi Folks!

Thanks to all of you that wished me well, I'm so happy to be healthy and back to the office--I missed all of you!

Hey, we are busy, busy, busy! That's right, our Career Update for December is out. I hope all of you had a wonderful Thanksgiving, but it's back to work! Make sure to RSVP for labs and workshops on this month's calendar.

Success Story of the Month-November

Trudy Mills is the new Family Resources Manager for the State of Oregon Department of Human Services!

The "one best thing" that Trudy feels helped her move forward and stay motivated in this tough job market was the services that she received at Pathways; it was her "center wheel" for making her transition easier. "The immediate availability and support of staff and their expertise was invaluable." Trudy especially appreciated the information provided in the Career Transition Workshop and weekly labs and seminars, "it was like basics at boot camp" providing her skills and suggestions that were key in her job search. In particular, the expectations of her search and the market, setting up daily goals, resume development, and the "think outside the box" perspective.

Thanks Trudy, we wish you the best!

Not only are we busy, but with the Holidays in full swing, schedules are getting full--make sure to schedule those appointments!

I look forward to seeing you this month!

Pathways Team

Weekly Email from Pathways

2009-11-23T14:07:00.000-08:00

Dear Clients,

Did you know that the best time to Network is during the Holidays? Remember that reaching out to others, giving gifts of thanks, and sharing your talents are acts of kindness that are often returned down the road. In the words of W.J. Cameron, "Thanksgiving, after all, is a word of action."

Wishing you a wonderful week with family, friends, and good food. Thank you for your warm spirits, your hard work and your positive presence in the office; I am very thankful to know all of you.

Happy Thanksgiving!

See, learning a second language does come in handy now and then!

WHY YOU DIDN'T GET THE JOB: Attitudes, Actions & Omissions That Can Cost You

2009-11-17T13:24:00.000-08:00

Portland, OR – November 17, 2009 – Because there is an average of only one available job today for every six unemployed people – three times as high as in a normal economy – competition is tough enough without giving potential employers reasons not to hire you, according to OI Partners-Pathways (Portland), a leading global career transition and coaching firm.

With the U.S. national unemployment rate at 10.2%, 15.7 million people unemployed, and only 2.5 million available jobs, that translates into an average of 6.3 unemployed people for every job opening, according to the U.S. Bureau of Labor Statistics.

“Despite these numbers, people find jobs when they treat their searches as full-time projects that must succeed, and persevering no matter how difficult it is. People need to continually be on guard not to defeat themselves through their attitudes, actions, or omissions,” said Jean Erickson Walker, Managing Partner of OI Partners-Pathways (Portland). http://www.oipartners.net/

Following are the top reasons why people today are not landing the jobs they seek, according to career consultants from OI Partners-Pathways:

“Not over it yet” or expressing anger or disappointment with previous employer. “During interviews, some people are acting wounded, angry, sad, or are becoming teary-eyed about being laid off. This can make you appear unstable and communicate you don’t understand the business reasons for layoffs,” said Walker.

Failing to ask for the job, or not inquiring into what the next step is. You have a much better chance of getting a job if you ask for it. “Close the interview by summing up what you can bring to the job and ask for the opportunity to deliver these results for them. Also damaging is not inquiring at the end of an interview what the next step is, and assuming you know it,” said Walker.

Not being able to personally connect with the interviewer. Chemistry is at the root of nearly every hire. Employers choose people who seem most likely to get along with others, and are the types co-workers want to be around.

Lacking humor, warmth, or personality during interviewing process. “Many job applicants are one-dimensional during interviews and are too focused on getting their talking points across. Don’t forget to show qualities that can be a plus in the decision-making process, including humor in good taste, warmth, and understanding,” said Walker.

Appearing over-qualified for the job. Because of the lack of job openings, many people are applying for positions below their past income and experience. “Address interviewers’ concerns you may leave once the job market improves by countering that your experience will solve problems and create solutions with the ultimate goal of helping the company increase revenue. As a result, everyone’s salaries will improve – including yours,” said Walker.

Failing to set yourself apart from others. Job-seekers must make the strongest case possible why they are the right person to hire. “Specifically address what impact you can have on sales, profits, costs, productivity, complaints, or other areas within the next three to six months. Use quantifiable achievements from past positions to back up your performance promise,” said Walker.

Not showing enough interest and excitement. Companies are looking for people who are enthusiastic about working with them, and can motivate and inspire co-workers and direct reports. Communicate this in a variety of ways and express your enthusiasm for hitting the ground running.

Not researching a potential employer and discovering latest news about them. It’s critical to do your homework before an interview so you can prepare in advance the right questions about their current and future products and services to discuss during the interview.

Focusing too much on what you want and too little on what the interviewer is saying. Listen carefully and analyze what an interviewer is saying, translating this into what you can do to help them fulfill their needs. “When answering questions, be sure to match the communication and personality style of your interviewers,” said Walker.

Not following up frequently or aggressively enough. Many employers seem to be waiting for the absolute, ideal person to walk through the door. “The decision-making process is much longer today. Your follow-up efforts need to be more aggressive and frequent than usual, without becoming irritating,” said Walker.

Trying to be "all things to all people." Devote most of your effort to what you know, what you do well, and don’t try to stretch your actual qualifications too far. Mainly target jobs for which you have at least 75% of the stated qualifications.

Not successfully transferring past experience to the opportunity. There are more opportunities in some job functions and industries than others. Be prepared to translate your past experience to fit the opportunity using quantifiable achievements, results, and terms that are relevant to the new position.

Making an inappropriate personal presentation. Not wearing the right level of attire to an interview or sloppy personal hygiene. You only get one chance to make a good first impression.

Over-explaining why your past job was eliminated or referring too much to your previous company. “Don’t spend a lot of time talking about your most recent employer, especially the reasons for leaving. If you were laid off from a large company, communicate that you would fit in at a smaller employer,” said Walker.

Feeling you can “wing” the interview without preparation. Many job-seekers are not prepared to answer difficult questions. “Prepare and practice a 90-second verbal resume and answers to possible questions so that you come across strong as succinct,” said Walker.

Weekly Email from Pathways

2009-11-16T10:15:00.000-08:00

Good Morning Everyone!

I hope everyone had a wonderful and productive weekend! Hey, I have job announcements from Multnomah County, check them out!

Go to http://www.multcojobs.org/

9361-69 Nursing Supervisor – Northeast Health Center - Health
6088-35 Youth Development Coordinator – Commission on Children, Families and Community

There is lots going on this week at Pathways!

Job Search Support Group
Tues. Nov. 17, 9:00-11:00 AM
Facilitator: Ron Ennis, Ph.D., CMF

Technology & Transition: Facebook, Twitter, & Beyond!
Tues. Nov. 17, 1:00-3:00 PM
Facilitator: Matt Morscheck, MS, NCC

If you would like to attend, please RSVP for this workshop. Do you have a laptop? Don't forget to bring it with you!

pathways@oipartners.net

Resume Lab:Accomplishment Statements
Thurs. Oct. 19, 10:00-12:00 PM
Facilitator: Jean Walker, Ed.D., CMF

If you would like to attend, please RSVP for this workshop.

pathways@oipartners.net

Work hard, stay healthy, and see you soon!

OI Partners Newsletter: Managing Change

2009-11-12T16:04:00.000-08:00

Managing Change

November 2009

In this issue:

• Managing Change for a Continuously Improving Culture
• Strategies for Managing Change: 9 Failure Reasons You Can Avoid
• Biggest Mistakes in Managing Change
• A Leadership Guide to Managing Change
• Managing Change in Your Life

"Change is hard because people overestimate the value of what they have -- and underestimate the value of what they may gain by giving that up."

-- James Belasco and Ralph Stayer
"Flight of the Buffalo: Soaring to Excellence, Learning to Let Employees Lead" (Grand Central Publishing, August 1994)

Change -- although often beneficial -- certainly isn't easy. But one thing is sure: change is inevitable. Our newsletter this month offers insight for how to manage, learn and grow from the inevitable.

Also, please take just one minute (or less) to tell us what you think of the OI Partners newsletter. Thank you!

Sincerely,

Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Managing Change Summary

Managing Change for a Continuously Improving Culture
Continuous improvement is difficult, as any change is bound to find resistance from different quarters of an organization. Here are 4 steps to help bring about sustained continuous improvement.

Strategies for Managing Change: 9 Failure Reasons You Can Avoid A review of the history and literature of strategies for managing change shows these 9 common reasons for change management failure.

Biggest Mistakes in Managing Change
The manner in which change is managed can strongly impact a workforce. Here are 5 of the biggest mistakes in managing change -- and the lessons learned.

A Leadership Guide to Managing Change
Leaders play a key role in managing change. Effective managers help find and solidify future direction, set expectations for behavior and performance and priorities, walk the talk and influence the direction of future systems and procedures. Review these 7 ways to help people transition through change.

Managing Change in Your Life
The journey of making change is not always easy. When people make major change in their life, whether it is a voluntary or forced change, they go through a range of emotions and thoughts. Coaching often can help people move through these emotions.

Have One Spare Minute or Less?
We'd like your feedback on the OI Partners newsletter. Please take one minute (or less) to tell us what you think.

Follow Pathways/OI Partners on Twitter!
@PathwaysPDX

Weekly Email from Pathways

2009-11-09T09:35:00.000-08:00

Hi Folks!

Good morning! Did everyone survive the record rain fall over the weekend? Speaking of crazy weather, rain and wind, and power outages on the coast...a tornado? Yikes! Did you know that 1965 today there was one of the largest blackouts in history? Check it out on The People History: http://www.thepeoplehistory.com/november9th.html

OK, here is what is happening at Pathways this week:

Job Search Support Group

Tuesday, Nov. 10th; 9:00-11:00 AM
Facilitator: Ronald F. Ennis, Ph.D, CMF
Topic: Re-visiting the Fundamentals on Ads & Networking

Come join us for cookies and cider! Yummy.

Entrepreneurship Fundamentals Lab

Thursday, Nov. 12th; 10:00-12:00 PM
Facilitator: Ronald F. Ennis, Ph.D, CMF

Back on popular demand! If you missed this lab last month, make sure to RSVP for Thursday!

Looking forward to seeing all of you this week!

Career Update for November

2009-11-02T19:55:00.001-08:00

►Job Search Support Group
A weekly gathering of Pathways/OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Weekly Topics:
Week 1: Developing a Positive Attitude & Keeping It
Week 2: Re-visiting the Fundamentals on Ads & Networking
Week 3: Analyzing Current Effectiveness in Your Job Search
Week 4: Re-building your Self Marketing Plan

Facilitator:Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

► Career Transition Workshop
The CTW is a core feature of your career transition services. It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

CTW: Tuesday, November 3rd & Thursday, November 5th, 8:30-4:30 PM
Facilitators: Matt Morscheck, MS, NCC & Jean Walker Ed.D, CMF

Space is limited! Please RSVP in order to reserve your spot for the Career Transition Workshop. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

► Entrepreneurship Fundamentals Lab
Back on popular demand, we are repeating this lab for those who missed it last month! Join us in explore the risks and benefits of staring your own business and get the starting blocks you will need to start developing your business plan. Consulted in the past or owned your own business? Join us too!

Facilitator: Ron Ennis, Ph.D., CMF
Thursday, November 12th, 10:00-12:00 PM

Space is limited! Please RSVP in order to reserve your spot for the Entrepreneurship Lab. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

►Technology & Transition: Facebook, Twitter, and Beyond!
Feel like your floating in cyber space? Have a Facebook account, but not sure how to use it in your job search or if you should? What is Twitter anyway? In this workshop, you will further explore Facebook and Twitter, the social media websites that are increasingly popular with job searchers, recruiters, and companies. Have a laptop? Don’t forget to bring it with you!

Facilitator: Matt Morscheck, MS, NCC
Tuesday, November 17, 1:00-3:00 PM

Space is limited! Please RSVP in order to reserve your spot for the Technology & Transition Workshop. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

►Resume Lab: Accomplishment Statements
Having a hard time getting over your fear of writing Accomplishment Statements? Fear no more! Join Jean and fellow clients in this working lab and get started tackling your accomplishment statements. Roll up your sleeves it is going to be a fantastic fight!

Facilitator: Jean Walker, Ed.D., CMF
Thursday, November 19, 10:00-12:00 PM

Space is limited! Please RSVP in order to reserve your spot for the Resume Lab. You can reach us via phone: (503) 221-8747 or email: pathways@oipartners.net

Weekly Email from Pathways

2009-11-02T19:55:00.000-08:00

Hello All!

I have a story to tell. Reflecting on Pathways Mission Statement tonight from a meeting this afternoon and thinking how wonderful it is to be a part of something special, to be able to meet and work with so many fascinating, hardworking, and inspiring people like YOU…Our Mission Statement: “We believe that our greatest renewable resource is people. The needs of our clients and customers will always come first. Since our first day of business, we have made no exceptions and we never will. This is our ideal, and our practice.” Then I thought…OH NO, I FORGOT TO SEND OUT MY Weekly EMAIL!!!

How could I have forgotten you! Well, better late than never! Shhhhh, don’t tell.

Hope all of you had a wonderful Halloween Weekend, full of haunted places, scary faces, and the like. OH, and how about Day Light Savings? (How I love getting an extra hour of sleep!)

OK, it’s November and this month’s Career Update is out! Now, I know that all of you just can’t wait to print it out and post it on your fridge, so I’ve attached it just for that reason!

Look forward to seeing all of you this month!

“Life is full of challenge and frustration. But sooner or later you’ll find the hairstyle you like.” –Furry Logic: A Guide to Life’s Little Challenges

Weekly Email from Pathways

2009-10-26T16:35:00.000-07:00

Dear Clients,

BRRRRRRRRR, it’s cold out! I hope everyone had a lovely weekend and enjoyed the beautiful fall weather!

Hey, did you know that clients just like you are getting jobs? Many of you may not know, but despite the economy and the negative news reports, our clients ARE getting jobs! This is always inspiring and uplifting news, so we would like to share some of those stories with you in a “Success Story of the Month” starting this month. (Next time you are in the office, make sure to check out our Job Board!)

Success Story of the Month-October:

Rob Kennedy is the new Marketing Manager for Audigy Group-

“The one ‘thing’ that I believe most help me during this transition was interview preparation. Early in the Pathways process Ron had given me a list of around 40 questions regarding my accomplishments. The assignment was to answer each question with two separate stories utilizing the C.A.R. (Challenge, Action, Result) method. These stories not only assisted me in writing my resume but also became my primary interview preparation study guide. During my unemployment a lot of my important accomplishment details were forgotten. Studying my stories prior to an interview refreshed all of those details so I could confidently answer those “experience” questions effectively, again using the C.A.R. method. It really took a lot of the stress out of the interviewing process. Thanks to the entire Pathways team for helping me manage this longer than expected "transition"!

Congratulations Rob, and best of luck!
___________________________________________________

Here’s what is happening this week at Pathways:

Job Search Support Group
Tuesday Oct. 27th, 9am-11am
Facilitator: Ron Ennis, Ph.D, CMF

Interviewing Series
Wednesday Oct. 28th, 1pm-3pm
Facilitator: Jean Walker, Ed.D, CMF
Please RSVP for this Lab!

Hope to see all of you this week!

The greatest thing in this world is not so much where we stand, as in what direction we are moving."- Oliver Wendall Holmes

10 Top Reasons Why Newly Promoted Employees Fail

2009-10-19T12:51:00.000-07:00

Many Are Not Prepared For Higher-Level Jobs

Portland, OR - October 19, 2009 - Newly promoted employees could be in danger of losing their higher-level positions and even their jobs, particularly if they were promoted to replace others who were laid off during cutbacks, according to OI Partners-Pathways (Portland), a global career transition and coaching firm.

About half of newly promoted employees could lose their recently acquired promotions due to their inability to properly manage and motivate others and achieve critical goals and objectives. Many newly promoted workers have not received adequate preparation to succeed in their new roles.

Their failures could end up hurting their employers' bottom lines and costing companies lost business in an already tough economy due to declines in morale, productivity, and customer relations, according to Jean Erickson Walker, Managing Partner of OI Partners-Pathways (Portland). http://www.oipartners.net/

"Many companies have promoted employees after making layoffs without giving them the coaching and training they need. Some newly promoted employees have been unable to make the transition from being individual performers to managers. Others have been promoted to the next level without getting an opportunity to improve their management, motivational, team-building, and communications skills," said Walker.

"In a good economy, about 4 out of 10 employees who are promoted usually don't work out. But workers who were advanced to replace higher-salaried, laid-off colleagues are at a greater risk for failing in their new positions without receiving adequate preparation," said Walker.

"Many employers are trying to conduct business as usual using their second-team players without providing them with sufficient coaching and training to perform their jobs well. The consequences could result in lower morale, decreased productivity, and bad customer relations," Walker added.

THE TOP 10 REASONS why newly promoted employees fail in their jobs - and can wind up hurting their companies' bottom lines, are:

#1: Do not know how to progress from being individual performers to managing others. They have not acquired the leadership skills they needed to succeed.

#2: Unsure of exactly what their bosses expect them to accomplish. They are unclear about the two or three most important goals they need to attain.

#3: Do not achieve desired results within an acceptable time frame. They don't fulfill objectives within a deadline that can be as short as just three to six months, or don't even realize what the deadline is.

#4: Lack adequate skills to manage others. They may be first-time managers, or have never had their leadership capabilities assessed.

#5: Unable to motivate others and keep them fully engaged in their jobs. They don't reach out to people and find out what will keep them interested in doing their jobs.

#6: Poor ability to relate interpersonally with others. They may have such toxic management behaviors as being too critical, abrasive, unpredictable, self-centered, arrogant, close-minded, or volatile.

#7: Bad verbal and written communications skills. Being able to communicate well both verbally and in written communications is an important foundation of good management.

#8: Not able to build good relationships with direct reports, colleagues, and other departments. They don't enlist the support of subordinates and peers to build commitment to their strategies.

#9: Failure to recognize contributions. Managers need to acknowledge the achievements of others and share their successes.

#10: Do not determine and use the communications methods preferred by their bosses. They don't find out whether their bosses prefer e-mails, weekly reports, lots of facts and figures, or just informal face-to-face meetings.

OI Partners Newsletter: Executive Coaching

2009-10-08T12:36:00.000-07:00

Considerations for Executive Coaching

October 2009

In this issue:
• Reasons for Executive Coaching
• Case Study: Executive Coaching to Enhance Emotional Intelligence
• Coaching between Generations
• Executive Leadership Development: The Three Key Elements of Successful Business Coaching
• Executive Coaching for Inspirational Leadership: Four Uncommon Leadership Qualities

OI Partners is beginning to see signs of economic recovery, and many organizations are developing revised strategies and plans for the post-recession economy. As organizations reassess talent within the organization, a growing number are building coaching programs into those plans and strategies. Even despite a poor economy, we have seen that coaching has continued to play a role in some organizations seeking to maintain and improve organizational performance while under economic pressure. Talent management organizations such as OI Partners can be a valuable resource. Our highly experienced executive coaches as well as our eDevelopment Center coaching assignment tracking and management technology can effectively build capabilities within your organization to meet new business challenges.

This issue focuses on the return that the investment in executive coaching programs can have on an organization. We hope it proves valuable for your organization.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Executive Coaching Summary

Reasons for Executive Coaching
Major companies now include executive coaching as part of their executive development. It is being used widely as a way to support top producers as well as help executives undergoing change in their career. Here are additional benefits for employing executive coaching in your organization.

Case Study: Executive Coaching to Enhance Emotional Intelligence
The Emotional Intelligence (EI) of senior management affects the bottom line and ultimate success of a company. Here is a look into how a project manager transformed his effectiveness in a company upon receiving coaching for enhancing emotional intelligence.

Coaching between Generations
Today's leaders must effectively work with the four generations of workers that exist in today's workplace. Coaching to bring about stronger relationships and reduce the friction that naturally occurs between people of different ages is, often, critical. Insight into the characteristics of each generation is a must.

Executive Leadership Development: The Three Key Elements of Successful Business Coaching
Effective executive business coaching is optimized when viewed within the context of achieving measurable business results. There are three key elements that are essential in having an effective executive coaching framework in a business.

Executive Coaching for Inspirational Leadership: Four Uncommon Leadership Qualities
Are you working in an organization where leaders model the characteristics of inspiring leadership? Inspirational leaders share the following four unexpected qualities. Coaching can help you become an inspiring leader who displays the qualities of good leadership.

OI Partners Survey Featured on CBS Evening News

A recent OI Partners survey that 40% of employers plan to re-hire laid-off workers was featured on CBS Evening News on Oct. 2. The story, by Anthony Mason, is about the continual rise in unemployment despite a recovering economy. Watch the video here.

Follow Pathways/OI Partners on Twitter!
@PathwaysPDX

Financial Services & Manufacturing Companies Are Most Likely To Rehire Workers

2009-09-22T13:01:00.000-07:00

Portland, OR - Sept. 22, 2009 - As the economy slowly improves, 40% of employers are planning to rehire some former workers they laid off as either full-time employees or as consultants and freelancers to add needed skills, according to a survey by OI Partners-Pathways (Portland), a global career transition and coaching firm.

37% of employers do not plan on rehiring any laid-off workers, and 23% are not sure of their plans, according to the survey of 318 organizations.

52% of employers have at least occasionally rehired laid-off workers as either full-time employees, consultants, or for project work. 16% of companies have frequently rehired some laid-off employees, and 36% have occasionally done so, while 29% rarely do, and 19% never do.

The top reason companies are rehiring, or planning to rehire, laid-off employees is that their skills are known to the employers. Other main reasons for rehiring former employees are: they fit into the company's culture and environment; there is a shortage of experts in specialty areas such as information technology, marketing, and finance; and it is less risky than hiring new employees.

As business picks up, employers may first hire employees for temporary and project work before hiring full-time employees, and they are more willing to bring back laid-off workers as contractors or staff. "This attitude represents a major shift in employers’ rehiring philosophy. In the past, companies would not rehire laid-off employees, but now they are more willing, and more employees may consider returning," said Jean Erickson Walker, Managing Partner of OI Partners-Pathways (Portland). http://www.oipartners.net/

"Rehiring laid-off employees is a way to keep hiring costs down, since there will not be any fees to be paid. Employers already know the workers' talents and skills, they can get back to performing their old jobs quickly, and have already demonstrated they fit well into the organization," Walker added.

Financial services companies are most likely to rehire some laid-off employees, while manufacturing companies are the second most likely. Government agencies and nonprofit institutions are least likely to rehire laid-off workers, followed by health care employers.

49% of financial services companies in the survey plan to rehire at least some workers who were laid off for reasons unrelated to their performance. 47% of manufacturing companies and 42% of services companies plan to rehire some laid-off workers. Only 21% of government agencies and nonprofits, and 24% of health care employers, are planning to rehire some laid-off workers.

"Financial services and manufacturing were among the industries affected most by the recession, and made the deepest workforce cutbacks. That is why they may be more ready than other sectors to re-hire some employees they had to let go," added Walker.

Employers have come to realize the advantages of rehiring employees they are familiar with over making potential bad hires. "The cost of a bad hire can reach as high as three times an employee's salary when including severance, unemployment compensation, recruiting expenses, lost business income and productivity, and potential wrongful termination lawsuits," said Walker.

"It pays for people who were laid off from their employers while in good standing to keep in touch with them, especially if the company's financial results improve and it begins hiring again," said Walker.

According to the results of the survey:

Plans to rehire laid off employees:
Yes: 40% plan to rehire some laid-off workers as full-time employees, consultants, or freelancers
No: 37% do not plan to hire back any laid-off workers Not Sure: 23% are not sure of their plans

How often companies have rehired laid-off employees:
Frequently: 16% of employers frequently rehire some laid-off workers
Occasionally: 36% of companies occasionally hire back former employees
Rarely: 29% rarely rehire laid-off employees
Never: Only 19% said they never rehire laid-off workers

Of those employers that re-hire laid-off workers, their reasons for doing so are:
72% hire back some laid-off workers because of familiarity with their skills 52% rehire former employees because they fit into the company's culture and environment 33% rehire laid-off employees because there is a shortage of good specialty experts 31% hire back ex-employees because it is less risky than hiring new workers Only 14% said they rehire laid-off workers due to a shortage of good management employees

Plans by industry for rehiring laid-off employees:
Financial Services: Yes (49%), No (28%), Not Sure (23%)

Manufacturing: Yes (47%), No (22%), Not Sure (31%)

Services Businesses: Yes (42%), No (38%), Not Sure (20%)

Health Care: Yes (24%), No (41%), Not Sure (35%)

Government/Nonprofit: Yes (21%), No (55%), Not Sure (24%)

OI Partners Newsletter: Performance Managment & Measurement

2009-09-11T10:21:00.000-07:00

Performance Management and Measurement

September 2009

In this issue:

• Onboarding for Performance Success
• Motivating Your Workforce during Times of Adversity
• How to Make Your Performance Measurement Plan Realistic
• Performance Alignment and Accountability Process
• A Forecast on the Future of Rewards and Recognition

Given the pressures of the current economy, some may believe a door is opened for companies to reduce retention efforts without any threat to losing employees, even top-producing employees. Some employers may feel that employees should just be happy they have a job.

However, in times like these, just the opposite is true. Organizations are called to recalibrate their thinking around performance management and employee engagement.

The September newsletter is focused on providing a series of thoughts and practical suggestions for creating dynamic and powerful work cultures that engage employees and drive performance results. As fall arrives, it's an excellent time to recalibrate ones' thinking around the issues of performance management.

Happy Fall!

Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Performance Management & Measurement Summary

Onboarding for Performance Success
By investing in onboarding, leaders demonstrate a deep commitment to new employees which ultimately results in a fully-integrated and engaged talent base. Here are four types of onboarding practices.

Motivating Your Workforce during Times of Adversity
Great leaders, striving to boost morale, know that a motivated workforce translates into better corporate performance. In these trying days of uncertainty, we see leaders typically using four methods to motivate employees.

How to Make Your Performance Measurement Plan Realistic
Measurement is a process that takes time and effort to do properly. You're better off not doing it at all if you don't do it properly. Here are five tips for making your performance measurement plan realistic.

Performance Alignment and Accountability Process
Too many performance appraisal processes today are fraught with difficulties which can negatively impact an employee's performance. What is needed is a process that results in concrete performance discussions between managers and employees. These nine critical elements help achieve that kind of process.

A Forecast on the Future of Rewards and Recognition
Decreasing revenues, shrinking profits, pressure from shareholders and competition are testing the mettle of companies. In order to retain the best employees, companies must narrow the focus of their rewards programs while expanding them beyond typical merit-pay and spot bonus programs.

Please Whitelist Us!

To make sure you receive the OI Partners Newsletter, please add us to your "safe senders" list. Here are instructions for how to do so . Thank you!

And as a reminder, we will never sell, rent or broadcast your email address to anyone, anywhere at any time.

Follow Pathways/OI Partners on Twitter!

OI Partners Newsletter: Executive Networking & Search

2009-08-10T13:58:00.000-07:00

Executive Networking & Search

August 2009

In this issue:
• Getting the Attention of Executive Recruiters
• Networking Effectively and Safely Online
• Networking Made Easy: Tips for a Fast, Successful Job Search
• Ten Tips for Optimizing LinkedIn
• How to Hire the Best Possible Executives

Thousands of executives are looking to change jobs, either because the economy has left them jobless or because they are simply searching for a new career. By the same token, companies are still hiring and still in need of top-notch leaders. So, what's the best way for an executive to get noticed by a potential employer? And what's the best way for an employer to go about finding the best executive for the job? This issue addresses those points.

OI Partners can help! We specialize in career transition, so if you're an executive needing to change careers or an HR professional looking either to help employees transition out of your company or bring in new execs, contact us today.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Executive Networking & Search Summary

Networking Effectively and Safely Online

The explosion of social media has enabled everyone, including job seekers, to find contacts, network and stay in touch. Here are a few tips for making your social networking experience both effective and safe.

Getting the Attention of Executive Recruiters

There are plenty of executive recruiters in today's market--and plenty of job seekers vying for their attention. Follow these tips to make sure you can effectively and positively create a relationship with the right recruiters.

Networking Made Easy: Tips for a Fast, Successful Job Search

You've heard it before: at least 80% of all jobs are found through the "hidden" job market, also known as the "unpublished" job market. This is where networking is key. If your networking skills are rusty, don't fret. Here are some tips to get you moving.

Ten Tips for Optimizing LinkedIn

With more than 25 million members, LinkedIn has grown to become a very powerful business and career management tool. Many are using it, but few have really optimized its value. Here are ten tips for creating a strong online presence.

How to Hire the Best Possible Executives

Many companies fail in their attempts to hire the best possible executive talent. By quantifying and defining the specific business objectives/metrics the role will be responsible for delivering against, you will gain a much clearer picture of an executive candidate's ability to excel in the role you're trying to fill.

Please Whitelist Us!
To make sure you receive the OI Partners Newsletter, please add us to your "safe senders" list. Here are instructions for how to do so . Thank you!

And as a reminder, we will never sell, rent or broadcast your email address to anyone, anywhere at any time.

OI Partners Newsletter: Driving Talent Development for Future Organizational Growth

2009-07-09T06:01:00.000-07:00

Driving Talent Development for Future Organizational Growth

July 2009

In this issue:
• The New Supervisor: A Gamble or a Strategy?
• Develop Your Employees to Build Morale and Enhance Their Value
• Six Tips for Developing Employees
• Training for Employee Success
• Developing a Leadership Bench

As the economy stabilizes, talent development and management activities will be increasingly important. Retention is a reason for the need of a heightened level of attention. It is believed by many that employees will make decisions to leave their current employer long before the recession ends. They will make their decision based on how they understand their current company's future, how well they are respected by and engaged with their supervisor and the degree to which the company is intentionally developing them. The people who will be first to leave will most likely be within the top 20 percent of a company's talent. The point is that talent development activities need to be implemented now to protect and grow the company in the future.

The July newsletter is focused to provide tips for designing and driving talent management initiatives now! Please contact OI Partners with any questions we can answer for you.

Happy Summer!

Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

The New Supervisor: A Gamble or a Strategy?
Senior leadership cannot afford to move people into management positions unless the people chosen are skilled. Here are critical elements for carefully selecting and appropriately training people for new supervisor roles.

Develop Your Employees to Build Morale and Enhance Their Value
If a company wants to attract and retain the best people, it needs to invest in employee growth and development. Examine these four stages of employee development and the role that both supervisor and employee play for development success.

Six Tips for Developing Employees
One of the most important qualities of a good leader is the ability and desire to develop employees. However, development coaching doesn't come naturally to many leaders. By following these six tips, you can prepare your employees for success at the next level.

Training for Employee Success
In touch economic times, companies expect their employees to contribute more to the bottom line. In most cases, employees are willing to do so. However, employees also expect that companies will continue to train and develop their people. Here is insight on why training is so critical.

Developing a Leadership Bench
Creating a leadership bench takes the skill of a coach and the precision of an engineer. But there are five distinct steps you can take to build your leadership bench -- and keep it moving.

OI Partners had a great time at the 61st Annual SHRM Conference and Exposition in New Orleans! We had a big turnout of visitors to our booth, including many of our newsletter readers. We really enjoyed the opportunity to connect with our readers face-to-face. For those of you who completed our survey at the booth, stay tuned because we'll include the results in an upcoming newsletter issue.

A big congratulations to:
April R. Tune
Foundation Coal Corp.
Linthicum Heights, MD
who won our drawing for the Flip Video camcorder!

During the conference, one of OI Partners' board of directors, Steve Ford, was featured on a panel, "Leading Your Organization through Downsizing," led by SHRM COO China Gorman. It was a very well-attended session, and the conversation was engaging.

In all, it was a great show. Can't wait for next year!

Top 10 Job-Search & Interview Mistakes

2009-06-18T13:08:00.000-07:00

Portland, OR - June 18, 2009 - With the national unemployment rate at 9.4% and in the double digits in more than 100 U.S. metropolitan areas, it's important not to make a job-search or interview mistake, according to OI Partners-Pathways (Portland), a global career transition and coaching firm.

"Employers are being inundated with resumes and applicants, and competition for jobs is fierce. You only get one chance to make a good first impression in a normal job market. But in today's economy, you need to be certain you are doing everything perfectly - from the beginning of your job search to the interview and through to following up," said Jean Erickson Walker, Executive Vice President of OI Partners-Pathways (Portland). http://www.oipartners.net/

OI Partners-Pathways cautions job-seekers to beware of committing any of the following Top 10 Job Search & Interview Mistakes:

Mistake #1: Not answering the question, "Why should I hire YOU?," in enough detail. In cover letters, and during personal and telephone interviews, you need to make the strongest case possible why YOU should be hired. Thoroughly research each prospective employer and specifically address what value you can add, particularly within the first three to six months on the job.

Mistake #2: Not "going the extra mile" to stand out from others. During an interview, offer detailed recommendations on how to improve sales, marketing, productivity, quality, management - whatever your field of expertise - and then document them. Send a plan afterward that will showcase what you can do if hired.

Mistake #3: Not showing enough excitement for a job and employer. Companies are looking for people who are enthusiastic about working with them, and can motivate and inspire their co-workers and direct reports. You need to demonstrate you are this type of person from your earliest communication as well as during interviews and following up.

Mistake #4: Not making enough eye contact during interviews. A good rule of thumb is to make eye contact about two-thirds of the time during an interview. Frequent eye contact signals that you are comfortable with, and sure of, yourself. Proper eye contact expresses confidence, sincerity, and interest, while looking away can be interpreted as discomfort, disinterest, and insincerity.

Mistake #5: Under-estimating the influence of receptionists, secretaries, and interns, as well as prospective co-workers, on the decision-making process. The cost of a bad hire can run as high as three times the salary of someone who doesn’t work out, when counting recruiting costs, severance, and lost productivity. Companies want to be sure that new hires fit into their organizations. They are increasingly asking everyone who comes into contact with applicants for their impressions.

Mistake #6: Not knowing in advance what your references will say about you, and not updating them on the outcome. Only use references who can address your most recent and relevant skills and accomplishments, and determine in advance exactly what they will say about you. Update them on the outcome of the position for which they provided a reference, whether successful or not, so they will want to help you in the future.

Mistake #7: Not memorizing a 90-second "verbal resume." Job-seekers need to get to the point quickly during interviews, networking meetings, and when meeting new people. Your verbal resume should briefly outline what you are looking for, your background and experience, two or three major accomplishments, and what you can bring to a job. Practice your verbal resume until it fits the recommended 90-second time frame.

Mistake #8: Not asking enough questions. The questions you ask during an interview may be given as much weight as your answers. Focus your questions on business-related matters and not compensation and benefits. If the position has become vacant, ask what happened to the person who held it previously. Failure to ask any questions, or asking irrelevant questions, can be costly.

Mistake #9: Over-relying on e-mail and the Internet and not enough face-to-face and telephone contact. Many people spend more time building their resumes than they do developing a contact network. Join groups of others who are jobless, attend professional association meetings, and work the phones. It's important that people be able to attach a face, or at least a voice, with a name.

Mistake #10: Not following up after a personal or telephone interview or networking meeting. You need to follow up on every interview and networking meeting with thank-you letters and e-mails. Use your follow-up to reinforce why you are the right person for a job.

OI Partners Newsletter: Effective Workplace Communication

2009-06-11T11:03:00.000-07:00

Effective Workplace Communication

June 2009

In this issue:
• Resource Guide: Effectively Communicating and Receiving Feedback
• Effectively Communicating in the Workplace
• Layoff Announcement Writing: 4 Steps to Say Goodbye with Class
• Management's Role in Workplace Communication
• 7 Keys to Open the Door to Effective Face-to-Face Workplace Communications

Workplace communication. Nearly all conflicts or problems in the workplace can be traced to communication breakdowns: misunderstandings, assumptions, vague speak, poor listening abilities, and the list goes on. In this issue, we cover several areas where effective communication is critical: giving and receiving feedback, communicating about layoffs and participating in face-to-face meetings. We discuss how communication is both a bottom-up and top-down function ("Management's Role in Workplace Communication") and detail some components of good communication ("Effectively Communicating in the Workplace").

Knowing that communication works best when it's a two-way street, please share with us your thoughts on this issue. We will post them in next month's issue (anonymously, if you prefer).

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Effective Workplace Communications Summary

Resource Guide: Effectively Communicating and Receiving Feedback
Feedback is critical to measuring performance. However, the way feedback is given or received can have a significant impact on effective communication. This short resource guide includes several tips for ensuring feedback is most effectively communicated and received.

Effectively Communicating in the Workplace
When an organization perpetuates good communication, it demonstrates an investment in employees. Here are insights into what makes workplace communication effective.

Layoff Announcement Writing: 4 Steps to Say Goodbye with Class
When written communication is the only option for relaying the fact that employees have departed your organization, be sure to follow these critical steps to make sure your message is received well by remaining employees.

Management's Role in Workplace Communication
Effective workplace communication is only possible when mechanisms exist to move information both up and down within the organization. Only management can establish and maintain those mechanisms. Here is insight on ways that can happen.

7 Keys to Open the Door to Effective Face-to-Face Workplace Communications
Improve your face-to-face contact with colleagues by following these 7 tips.

Follow Pathways/OI Partners on Twitter!

OI Partners Newsletter: Training & Learning in an Economic Downturn

2009-05-14T06:01:00.000-07:00

Training & Learning in an Economic Downturn

May 2009

In this issue:
• Training Cuts Often Result in Higher Costs
• Is the Economic Downturn Creating the Perfect Storm?: Continuing the Investment in Training & Development
• Employee Training in a Recession
• Justifying Training and Development in Tight Times
• Relevance of Learning versus Relevance of Training and Development

Many companies have reduced or eliminated their training and development functions in recent years. It has often been one of the first casualties when a company is "belt tightening." Unfortunately, it has often had the opposite effect on their bottom line, particularly when evaluating the performance of their middle management team who are not necessarily prepared to perform within their current responsibilities. The following articles address potential problems of cutting training all together, as well as some ways to make the most of your training dollars for the biggest return on investment.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Training & Learning in an Economic Downturn Summary

Training Cuts Often Result in Higher Costs
Over the last year, the U.S. corporate training market saw its greatest decline in more than 10 years. Radical or indiscriminate training cuts in economic downturns can be risky. It could end up costing your company more than you imagined.

Is the Economic Downturn Creating the Perfect Storm?: Continuing the Investment in Training and Development
With businesses reeling from huge losses, it is hard to imagine spending dollars on training and development, which could be viewed as a luxury item. Most of us know from past experiences that things get better and when they do, will our businesses be ready for the increased demand for our products and services?

Employee Training in a Recession
The benefits of employee training must be considered within the context of the real world. The organization that sends an overworked, overwhelmed employee to class is wasting its money. Here are some insights for making sure your organization is getting the most from its training investment.

Justifying Training and Development in Tight Times
When the economy is tight, and your boss has ordered you to cut your budget by 15 percent, justifying training programs can feel like an uphill battle. Here are a few practical suggestions for maximizing your resources.

Relevance of Learning versus Relevance of Training and Development
One way to get ahead of operating on smaller budgets with smaller staffs is to know the difference between "learning" and "training and development"-and to understand the relevance of each in terms of your organization's environment and the overall environment. Here is how.

OI Partners Newsletter: Cost-Effective Talent Managment Solutions for a Tough Economy

2009-04-09T14:16:00.000-07:00

Cost-Effective Talent Management Solutions for a Tough Economy

April 2009

In this issue:

• Group Outplacement: How It Can Cost You Nothing
• Navigating the New Talent Management Landscape
• Challenging the Leadership Bench in Tough Times
• Role of HR in Navigating the Economic Downturn
• 10 No-Cost Ways to Recognize Employees

In this market, decision makers can benefit from support in both career transition and talent development more than ever. You may currently be looking at reducing headcount or strengthening your talent bench to weather these tough times. In this month's newsletter, we offer several valuable articles that demonstrate ways to reduce expenses and and maximize the productivity of your talent and at the same time, enhance HR's value to the organization.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Cost-Effective Talent Management Solutions for a Tough Economy Summary

Group Outplacement: How It Can Cost You Nothing
For those who view outplacement--particularly group outplacement--as "high cost," envision the possibility that using group outplacement services could return money and perhaps even cost the company nothing. This short case study showcases how.

Navigating the New Talent Management Landscape
In a down economy, even the most seasoned executives and savviest hiring managers are known to default to knee-jerk, short-term cost-cutting measures, rather than long-term talent management strategies. Here are 5 ways your organization can capitalize on the unique opportunities that this economy has to offer.

Challenging the Leadership Bench in Tough Times
Organizations are faced with constant challenges ranging from job cuts to budget cuts to major changes in structure and delivery. One of the best things you can do to maintain the leadership pool in tough times is to use your company leaders above and beyond their current responsibilities. If the leadership pool is challenged with solving problems, especially with low or no budget, their training will continue.

Role of HR in Navigating the Economic Downturn
In an economic downturn, many HR pros immediately ban all recruitment, cut down on every training activity and much more. Though this may be the most common approach, does that also mean it's the most appropriate? Here are 10 tips for how HR can effectively respond in such times.

10 No-Cost Ways to Recognize Employees
One of the first places you will be asked to curtail expenses often affects the very people who keep your business going--employees. The manager who can balance the bottom line and effectively keep morale up will weather economic highs and lows well. Here are 10 no-cost ways to recognize employees.

Don't Let 'Culture Shock' Keep You From Getting A Job

2009-03-24T13:18:00.000-07:00

Portland, OR - March 24, 2009 - Many job-seekers may be unknowingly excluding themselves in the tight competition for available jobs by failing to show what they can bring immediately to a position, as well as setting themselves up for a potential "culture shock," according to OI Partners-Pathways (Portland), a global career transition and coaching firm.

In addition, companies now seeking or planning to hire employees may want to more closely examine how job candidates can immediately contribute, and how they fit into the current and anticipated future organizational culture, or business environment, according to Jean Erickson Walker, Executive Vice President of OI Partners-Pathways (Portland). http://www.oipartners.net/

There are two ways that applicants need to show potential employers how well they fit in - and for which companies should be screening, according to OI Partners-Pathways. These are:

- Fit in with immediate needs. "Businesses today want to know, and should determine, what candidates can bring immediately to a job. Can they bring in business now? Can they cut costs? Can they bring aboard skills that the employer is currently lacking, or anticipates needing in the short term?" asked Walker.

- Fit in with the employer's business culture. "Applicants are closely focusing on the best ways to present their skills and abilities to potential employers. But, they are often ignoring that they also need to demonstrate how well they would fit in with the company's business environment. In this poor economy, where there have been many layoffs, companies may want to hire applicants who can do the work of two people, or who are accustomed to having little administrative support. In addition, employers may want to hire people willing to work long hours," Walker added.

"Job applicants will not be able to show that they fit into the desired culture of the company unless they know what it is. And, they will not be hired unless they can communicate they fit in with the business environment as well as they can convey their qualifications," Walker said.

OI Partners provides these tips to both job candidates and companies on how they can get the best possible fit for jobs:

Job applicants should:

- Conduct research into the potential employer's recent business results, sales and earnings forecasts from the company and financial analysts, its management style, and human resources policies.

- Talk with as many people as possible until they can get an accurate assessment of what skills and abilities are most in demand now at the targeted employer, and what its business culture is.

- Communicate how they meet, and exceed, the immediate business needs in all phases of their contact with potential employers- resumes, cover letters, telephone interviews, personal interviews, and follow-up communication.

- Be as specific as possible about how their career achievements can help the potential employer right away.

- Demonstrate that they not only have the skills and abilities desired, but also match the company's business culture.

Employers should:

- Determine precisely what they want new hires to be able to work on as soon as they join the organization.

- Develop a short list of the two or three most critical goals and objectives they want new hires to achieve within their first six months on the job.

- Closely and objectively examine what type of business environment they have, and how well new employees will fit in. "Don't hire someone with an authoritarian management style into a laid-back, participatory environment, or someone unable to work without a lot of assistants into a do-it-yourself type of company," said Walker.

OI Partners Newsletter: Personal Branding

2009-03-12T14:41:00.000-07:00

Personal Branding

March 2009

In this issue:

• The Power of a Personal Brand
• Do I Have a Brand and Where Did It Come From?
• Take Yourself from Brand X to You Inc.
• Personal Branding: Myths and Opportunities
• Five Ways Your Personal Brand Can Help You Get and Keep More Business

One of today's hottest topics in business is branding. Companies spend millions to brand themselves, their divisions, their products--and even their HR practices. The news is that employees are finding that branding is relevant for them as well, particularly in this economy in which finding and/or keeping a job is high on the minds of so many workers. Personal branding is a powerful career development and career acceleration technique. This edition of the OI Partners newsletter is devoted to exploring that idea.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Personal Branding Summary

The Power of a Personal Brand
At its core a "brand" is a locating mark. It separates the product you are looking for from all of the other similar products and allows you to do so quickly, correctly and repeatedly. And so it is with people....we all have personal "brands" too. Personal brands are the labels we use for ourselves, the labels others use to describe us. Your personal brand defines and differentiates you from all others in your competitive set. Your brand is your creation and it either helps to accelerate your career success or it keeps you squarely where you are.

Do I Have a Brand and Where Did It Come From?
A personal brand develops when multiple people see us in a particular way. When we are clearly known for something or known in a specific way, people begin to use descriptive language to convey that vision of us to others. Start thinking about your own brand and its relevance to your career aspirations by asking yourself the eight questions outlined here. You can shape your brand by choosing the language, the emphasis and focus of your personal brand statement.

Take Yourself from Brand X to You Inc.
If you think hard work and good fortune will be your yellow-brick paving stones to career success, you may already be living in fantasy land. Hard work is just table stakes in today's world and luck is too fickle to depend on. Your name has to stand for something more distinctive than worker bee in your boss's mind. Think of it as creating a brand for You Inc. We all carry labels and it's up to you to craft yours into a marketable brand.

Personal Branding: Myths and Opportunities
It is no doubt that a good leader and skilled communicator is an asset for an organization. But what happens when the skilled communicator becomes a brand along with that of the organization? In the ever-increasing list of things "brandable," one of the most talked about is personal branding - or the leader as a brand. Personal branding opens up for both opportunities and pitfalls, and at the same time leads to some special challenges where the individual brand becomes linked with the company brand itself.

Five Ways Your Personal Brand Can Help You Get and Keep More Business
Your personal brand is important in today's business climate. It is communicated through your physical presence, but your business tools, marketing efforts and office environment also can influence how people view your brand. When your essence is represented in all of your branding efforts, it will result in greater sales and career growth. Use these five tips to critique what message your personal brand is communicating so you can take the steps needed to consistently project a professional personal brand in every segment of your business.

OI Partners Newsletter: HR Leadership for Organizations in Crisis

2009-02-12T14:53:00.000-08:00

HR Leadership for Organizations in Crisis

February 2009

In this issue:

• Leadership in Troubled Times: Don't Waste the Crisis
• Managing Human Capital in Turbulent Times: A Case Study From an HR Survivor
• Is the Leadership in Your Company in a Downturn Alongside the World Economy?
• Corporate Communications: Its Importance During an Economic Crisis
• How to Find Stability in a Crisis at Work

Human Resources leadership in organizations going through a crisis is always a challenge. Management seeks HR's ability to help manage difficult communications, retain essential talent and maintain morale. This newsletter contains a case study from an HR leader whose company was going through a major crisis, comments from a leading HR search consultant, and other articles discussing the challenges to HR. It is during these challenges that HR really brings its expertise to the fore.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: HR Leadership for Organizations in Crisis Summary

Leadership in Troubled Times: Don't Waste the Crisis
The current domestic and global economic crisis has everyone worried, especially employees who may be unsure of their job security. They want to help correct the situation and are willing to modify the work or the culture. Develop a strong business plan, manage the plan aggressively, and encourage employee involvement. Let the employees help maximize the performance of the organization.

Managing Human Capital in Turbulent Times: A Case Study from an HR Survivor
In 2005, a jury rendered a devastating verdict in a patent lawsuit that forced Boston Communications Group, Inc. (bcgi) to face potential bankruptcy. Employee faces-from the top down-were stunned, frightened and filled with uncertainty. Today, companies facing severe economic challenges are in a very similar situation, but for different reasons. Here's a look into how bcgi managed through a turbulent time.

Is the Leadership in Your Company in a Downturn Alongside the World Economy?
In the face of the emerging economic crisis, business leaders must remember that any solution for surviving a crisis must include their employees. Although the crisis eventually will pass, people's memories about the way they were treated during tough times can impact a business forever. Leaders must inspire, motivate and reassure employees so they feel that they are in this together.

Corporate Communications: Its Importance During an Economic Crisis
Corporate Communications have evolved over years and so have their potential and objective. The primary goal remains the same - communicating information to employees, stockholders, media and customers. Anticipating the uproar and acting accordingly is the key to managing a crisis well. With a proper crisis management framework in place, an organization can turn a crisis into an advantage.

How to Find Stability in a Crisis at Work
In times of great change and uncertainty we look for some stability. We want to orientate ourselves, to know where we are so we can navigate to where we want to be. Consider what is important to you, what you really value. Your values act as an anchor so that when you have a decision to make you know which choice will honor your values and which may take you off course.. Here is a quick exercise to help prioritize your values to keep you on track.

OI Partners Newsletter: Leading vs. Managing

2009-01-09T15:12:00.000-08:00

Leading vs. Managing

January 2009

In this issue:

• Leading vs. Managing: Why Differentiate the Two?
• Leading vs. Managing? Old Ideas, New Thoughts
• Leaders are Always Originals
• Managing and Leading Great Teams
• Five Keys to Leadership in Business: More Than Just Managing

More than ever, successful organizations need dynamic leaders and effective managers. And, given the complexities of sustaining a growing and profitable business, we need to consider our own role and what it means to lead and manage in today's business climate. This month, we take a look at different perspectives on the issue of leading vs. managing. The articles presented are intended to give you additional insight into using your role to guide and maximize your value to your organization. Perhaps we may find that lately, the distinction between the two roles may not be as sharp as some may think. Maybe the issue is not leading vs. managing but rather, flexing our roles to ensure continuous alignment with the needs of our organization. Enjoy our newsletter and contact OI Partners for more ideas on how to support leadership and management development.

Sincerely,
Ronald F. Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF

OI Partners Newsletter: Leading vs. Managing Summary

Leading vs. Managing: Why Differentiate the Two?
Management is different from leadership, but what are the differences? The first step in answering this question is to understand what organizations need from people in leadership and management positions.

Leading vs. Managing? Old Ideas, New Thoughts
Today, leaders and managers are being challenged and tested in new and complex ways in response to global business changes. In light of this, it is likely that many leaders and managers are re-assessing what is expected of them and what the differences in their roles actually are, or should be.

Leaders are Always Originals
Is it possible to be both leader and manager? Yes, but one's natural instincts, personal characteristics, comfort zone and preference will be predominantly one or the other. In today's workplace, cascading leadership with assigned power and authority has been replaced with roving leaders who have people following them, regardless of title, knowledge or experience. The key is to identify the people in your organization that others seem to naturally follow and bring them into the fold.

Managing and Leading Great Teams
What's your unique blend of managing and leading? Are you paying attention to the four of basic competencies in human relationships in working with and through others? Your success in leading teams to greatness will be greatly enhanced if you do. Here we look at the four skills that authors Warren Bennis and Burt Nanus suggest are the common thread among leaders.

Five Keys to Leadership in Business: More than Just Managing
Whether you are the owner of your own business, the chief executive of a corporation, or a manager rising through the ranks, it is critical to develop your leadership skills. Great leadership produces great results. Here are five essential leadership skills necessary to master to become a great leader.