Career Archives - ELMentoring

How to Find Your Dream Job Through Networking

Leave a Comment / Career, Skills / Peter

Networking is an essential skill in today’s professional landscape, especially when it comes to job searching. Building connections with individuals in your desired industry can open doors to opportunities that may not be advertised publicly.

Whether you’re a recent graduate, transitioning careers, or looking to advance in your current role, strategically networking at events can significantly enhance your job prospects. By mastering the art of networking, you can turn acquaintances into allies who can support and guide you on your career journey.

Why is Networking Important?

Networking is crucial for job hunting because it helps you tap into the hidden job market, where many opportunities are filled through referrals rather than traditional applications. Building meaningful relationships can lead to valuable recommendations, insights about job openings, and a better understanding of company cultures.

Additionally, networking allows you to showcase your skills and personality, making a lasting impression that can increase your chances of being considered for a position. Ultimately, strong connections can open doors to opportunities that you might not have discovered on your own.

How to Act at a Networking Event When Looking for a Job?

Networking events can be intimidating, especially for those who are introverted or unfamiliar with the professional setting. However, with a few tips and tricks, you can make the most out of these events and build valuable connections.

Be Prepared

Before attending a networking event, research the attendees and companies that will be there. This will help you identify potential connections and engage in meaningful conversations. Additionally, prepare your pitch and determine what success looks like for you at this event.

Note: If you’re looking for a job through networking, you need to know how to format a CV and how to include your CV in a QR code on your business card. This method will help you capture the interest of the person you are speaking to and make you stand out from the other candidates.

Dress to Impress

First impressions are important at networking events. Ensure you dress appropriately for the event and the industry you’re targeting. You want to look professional while also feeling comfortable in your outfit.

Be Approachable

Body language is crucial in networking. Aim to appear confident and approachable by standing tall, maintaining eye contact, and adopting an open stance. Smile and engage in small talk with those around you to break the ice.

Ask Meaningful Questions

Networking events are not just about self-promotion; it’s also about building relationships. Ask meaningful questions that show interest in the other person’s work or industry. This will help create a lasting impression and develop a genuine connection.

Follow Up

After the event, ensure you follow up with your new connections via email or LinkedIn. Thank them for their time and remind them of what you discussed during the event. This will help solidify the connection and potentially lead to future opportunities.

Attend Workshops or Panels

In addition to traditional networking events, attending workshops or panels related to your industry can be a great way to meet like-minded professionals and learn new skills. These events often have smaller groups, making it easier to engage in conversations and build relationships.

Volunteer or Join Organisations

Volunteering for an organisation related to your field can provide an excellent opportunity for networking. You’ll not only meet other professionals but also showcase your skills, **productivity** and work ethic. Additionally, joining professional associations can connect you with others in your industry and provide access to exclusive events.

Practice, Practice, Practice

Networking is a skill that takes practice. Don’t be discouraged if you feel nervous or awkward at first. The more events you attend, the more comfortable and confident you will become. Remember to always be genuine, listen actively, and show interest in others.

3 Tips for Making a Strong First Impression at Networking Events

Your introduction can pave the way for meaningful conversations. Here’s how to make it stand out.

Create a Captivating Elevator Pitch

An elevator pitch is a concise way to tell others who you are and what you do. Focus on being clear and brief, avoiding jargon to keep it relatable.

Customise Your Introduction

Tailor your introduction to fit the situation. If you’re talking to someone from a potential partner company, reference a relevant project or a mutual connection. This shows you’re engaged and not just delivering a rehearsed line.

Make It Memorable

After your introduction, add a personal touch that will help the other person remember you. This could be a shared hobby, a recent achievement, or a question about their experiences.

3 Common Mistakes to Avoid During Job Networking Events

To make the most of your networking efforts in the job search, steer clear of these common missteps.

Bombarding Others with Your CV

It can be tempting to hand out your CV to everyone you meet, but this can come off as pushy. Instead, focus on having meaningful conversations and naturally introducing your qualifications when appropriate.

Being Self-Centred

While it’s important to articulate your skills, networking is about building connections. Show sincere interest in others by asking about their experiences and listening actively to their insights.

Forgetting to Follow Up

The real value of networking often lies in the follow-up. If you don’t reach out after the event, your conversations may be quickly forgotten. Make it a point to connect with new contacts to solidify those relationships.

Conclusion

Networking is an essential aspect of professional growth and career advancement. By following these tips and continuously putting yourself out there, you can expand your network and create meaningful connections that can benefit your career in the long run.

So don’t hesitate to attend that next networking event – it could lead to great opportunities!

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The Imposter Syndrome: How To Combat Self-Doubt For Career Advancement

Leave a Comment / Career, Leadership / Jo Jeffries

The term ‘imposter syndrome’ has been in use since 1978 when it was introduced by psychologists Suzanne Imes and Pauline Rose Clance. Both of whom struggled with self-doubt despite their obvious success in their chosen field. It was this which led them to embark on a study program of other successful women similarly afflicted by self-doubt.

The American National Institute of Health describes imposter syndrome as ‘a behavioural health phenomenon described as doubt of intellect, skills or accomplishments among high-achieving individuals.’

Self-doubt, feeling like a fraud and subsequent fear of failure can affect anyone in any field. It can happen at any stage of their career.

Combating self-doubt in order to advance your career involves a combination of strategies. These are aimed at building self-confidence, gaining clarity and then taking action.

Identify the reason for imposter syndrome

What triggers your self-doubt? Is it the fear of failure or feeling not good enough in comparison with others? When you understand the root cause you can begin to address the problem.

Challenge negative thoughts

When self-doubt creeps in, challenge this with evidence-based reasoning. Ask yourself if you have any actual reason or evidence to support this feeling or if they’re based on past experiences or assumptions.

Be kind to yourself

Acknowledge that everyone experiences self-doubt at some point. Even leader Elon Musk has admitted to suffering from self-doubt over public speaking. Give yourself a break when things get a bit challenging. Focus on your strengths and talents and leverage them throughout your career. Keep reminding yourself of past successes and times when you’ve overcome challenges – keep a written record of these.

Continuous learning

Invest in your personal and professional development through ongoing learning and skill-building activities. The more you learn the more confident you’ll become in your abilities.

Set realistic goals

Break down your career goals into small, achievable steps and celebrate each time you achieve a new milestone. Keep a record of your progress to help build confidence and block imposter syndrome. Visualise yourself achieving all your career goals and imagine how you will feel. This helps to reinforce positive thinking.

Seek feedback from supportive people

Ask for feedback from trusted colleagues, mentors or supervisors. Constructive feedback can provide you with valuable insights and help you recognise where your strengths and talents lay. Surround yourself with supportive people who believe in you and encourage you in your career goals. Avoid those who would undermine your confidence or feed your self-doubt.

Take positive action against imposter syndrome

Sometimes the best way to combat self-doubt and power through your career is to take action despite those niggling feelings. Break out of your comfort zone and take calculated risks. Once you have done this for the first time your confidence will get a massive boost and you will find it becomes easier and less nerve-wracking to keep taking those small steps forward. Don’t be afraid to sometimes seek support from a mentor as you advance in your career.

Overcoming self-doubt is an ongoing process so be patient and keep taking those small steps to greater self-confidence.

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Reverse Mentorship – Can Learning From Less Experienced Leaders Work?

Leave a Comment / Career, Leadership / Jo Jeffries

Mentoring – passing on knowledge and skills to newer or less experienced colleagues – has been around for decades. It has served businesses well in terms of helping colleagues learn the ropes. Now a new, dynamic approach to mentoring has turned this idea on its head. Reverse mentorship is the innovative practice bringing mutual benefits at all levels.

The Evolution of Mentorship

Mentoring in its traditional form is the exchange of ideas and transfer of knowledge and experiences between colleagues, the mentor and mentee. The mentor is typically someone more experienced and often older than the one who is learning i.e. the mentee. Mentoring would traditionally focus on tailored guidance and learning from experience rather than through book learning or attending lectures. Reverse mentoring has come about because of rapidly advancing technology and working practices typically embraced by younger people necessitating a fundamental change in expectations. Cross-generational collaboration emphasises the benefits of continuous learning for all employees whether junior or senior.

Understanding Reverse Mentorship

The definition of reverse mentorship is simply one individual who is considered less experienced or younger who shares knowledge and skills with a more experienced or older individual. An example could be a student doctor mentoring a more senior doctor on new technology or practices. This could be done in order to enhance the care of patients or improve data recording. Reverse mentoring can also be useful in helping directors or senior leaders, who often miss out on what is actually happening within their organisation.

This especially benefits those who have a separate working environment from the junior workforce to understand what is happening throughout the business. It gives them ground-up information from someonel with a greater insight in shop-floor practices or work-based conflicts, so helping to facilitate necessary changes in organisational practices. Modern mentorship is based more on the idea of the reciprocal fostering of growth between parties rather than on seniority or experience.

Breaking Down Generational Barriers

The traditional idea of older individuals being the source of superior and unchallenged knowledge and junior colleagues being somehow inferior is thankfully rapidly disappearing. Now, enlightened individuals have ann understanding of how younger people or new joiners can bring with them a wealth of knowledge and skill sets which benefit an organisation. A rapidly-evolving use of reverse mentoring is gaining traction in providing education at all levels around the challenges faced by minority groups. This can help to improve diversity and inclusion within workplaces. For example, a reverse mentor who is part of group such as BAME or LGBTQ+ can provide a unique understanding of the challenges and how to overcome them.

Benefits of Reverse Mentorship

Reverse mentoring is proving to have big impacts across all kinds of organisations in opening up channels between the generations. It helps to share learning, knowledge and tech-savvy skills. Plus, gives those who previously wouldn’t have had any input the opportunity to teach and advance themselves alongside the chance to interact with senior or executive individuals they otherwise wouldn’t have been able to reach. Those more senior or previously more ‘knowledgeable’ benefit from gaining valuable insights into emerging trends and ideas as well as new skills. Reverse mentoring also promotes transparency and greater freedom at all levels to put forward ideas.

Conclusion

Leaders, no matter how senior can always benefit from the opportunity to learn and grow. Plus, a culture of continuous learning and mutual collaboration within a workforce can become a powerful ally for success. Reverse mentoring can be effective in gaining insights and awareness of challenges facing minority sections of an organisation and into how an organisation is progressing. Knowledge equals power equals success.

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Imposter syndrome virtual business mentoring failure pillars of mentorship

Building the 5 pillars of mentorship

Leave a Comment / Career, Leadership / Jo Jeffries

Mentoring is a great option for those who are looking to promote cultural and commercial growth. It taps directly into and then inspires the further development and sharing of relevant expertise and experience that can already exist in an organisation. Those companies who invest in mentoring find that they see improvements in employee retention and satisfaction, interpersonal skills, communication skills and transfer of knowledge, amongst other benefits. Many mentors agree that there are 5 pillars of mentorship, so let’s take a look at them.

The program is championed from the top

In this pillar, the mentoring program is championed by those in leadership positions within the company, they endorse and embrace it. They themselves have mentors, and they also mentor others. They also believe that mentoring is important for both personal and professional development.

These individuals play an important role within the enterprise mentoring program and give their weight to:

ensuring the program is seen as a priority – they understand the benefits and want to share this
legitimise the program by lending a sense of respect to it.
Being available for any key events and engaging with all employees during the program. They also speak out about ROI in the program.

The program is planned strategically

Good initiatives don’t just happen. They are carefully planned out and have measurable and specific outcomes. There should be a robust planning process to make certain that the effort and energy within the program is maintained over the years rather than fizzling out over a matter of months. This planning should also account for the seamless running of the program across the company.

The program should be measured and defined

You need to work out what measures matter to your organisation. Any outcomes must be articulated clearly so that an ROI can be measured across the organisation. Some measures are calculable and empirical, whilst the rest will be anecdotal by nature.

You need to have a system that will capture and then report on these measures to help refine the process whenever there are new participants in the program. This will help with regular reviews.

Training for participants

Mentoring programs often fail because it is believed that pairing a mentor and a mentee is enough. It is important to ensure that you provide introductory and then ongoing skill development to both parties. When they have the proper training, this gives everyone:

A message of commitment
A consistency of approach
A quality of delivery
Enhanced relational capability
Very clear expectations.

The program should be supported by processes and systems

Within the HR of many companies, you will find frameworks, processes and tools which can capture and then support employee development needs. These are things that can be used within any mentoring program in order to ensure that there is no isolation and that there is efficiency in the way individuals are processed and the program is deployed.

The right tools, procedures and policies can assist in reducing cost and time within your program and help improve the mentorship experience.

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diverse team of leaders Diversity mentoring

Exploring diversity in mentoring relationships

1 Comment / Career, Leadership / Jo Jeffries

Within any organisation, mentoring is quickly emerging as an incredibly powerful way in which organisational diversity can be encouraged. This is particularly true where there is a need to create greater cross-group understanding whilst ensuring the minority and disadvantaged groups are supported. Unfortunately, mentoring between those groups that are rather unique comes with its own issues.

Define the purpose of your mentoring program

It is important to be clear about the purpose of any program you set up. This is especially the case when it comes to “diversity” mentoring. If your program is simply to support a particular group, then it may be unclear exactly what is going on.

Know your audience

The last thing you want is for your well intentioned leads to create unintentional insults. It is important that your mentoring program does not devalue the group it was hoping to support. Make sure you understand the perspective of those you want to support.

Ensure your program is an opt in one

In order for a mentoring program to be successful it is essential that those involved want to be there. This is very important for a diversity mentoring program or a cross group one where you need individuals to listen to and understand varying different perspectives.

Quality over quantity

Your program, no matter how well intentioned, should be limited with regards to the number of good mentors that you have available. It can be tempting to try to fit in any many diverse individuals as possible. However, if you don’t have the right ratios you will not be able to offer the quality of mentoring that you would like.

Same or different groups?

There is a lot of discussion that looks at the values of having mentees and mentors from the same or different diversities. There are advantages to both. Within a group of like individuals, there is more likely to be great rapport and empathy. However, within different groups you are more like to find a greater degrees of cross-cultural understanding which may be more beneficial. Much of how you decide to do this will depend on the purpose you have already defined.

Training

Unfortunately, mentoring programs cannot just happen. It is important for everyone involved to receive training so that there is value to the mentoring that takes place. For diversity training, this means that everyone involved should be fully aware of all of the diversity issues that may come up. They must be able to foster a caring and sensitive approach to how they handle these issues. That way, you can ensure that the best results are created through the mentoring process.

Acknowledge stereotyping

Finally, and possibly one of the biggest barriers in diversity mentoring, stereotyping can be a real issue. Within a same group, the sharing of these stereotypes may go unquestioned. This can be the case even though this can be the biggest barrier to success. It is important to assure that assumptions are not being made and that stereotypes are acknowledged and discussed. Additionally, mentors must have the training to discuss honestly the role that stereotypes have in terms of mentoring.

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4 People Skills You Need To Future-Proof Your Career

3 Comments / Career / Jo Jeffries

When it comes to getting on at work and progressing your career, you will most definitely need to have some essential people skills, as well as being good at what you do.

The technical skills you have and must continue to update to stay ahead in the game are, of course, relevant to how effectively you future-proof your career. Yet, these skills are increasingly shrinking in shelf-life and are becoming less relevant to a person’s ability to impact a business. Updating technical skills is deemed essential; therefore, its significance in future-proofing your career is becoming surpassed by the need to have the right people skills. That is true whatever career a person chooses to embark upon.

Technology will never be able to effectively or entirely replace the people skills that drive businesses forward. People skills help individuals be more dynamic and connected when they communicate with empathy and offer strategies, creativity and critical thinking that technology can not bring. People skills are important, and those that demonstrate high people skills will have the coveted qualities increasingly in demand by employers. They will also be able to develop a rewarding career for themselves.

Hiring or upskilling employees is now more a focus than existing technology knowledge, as businesses seek to employ or develop individuals who can contribute directly and be innovative for the future.

Top skills you should work on to future-proof your career

Become an expert

You must know your stuff. Apply critical thinking to the complexities of your work and create new solutions by identifying manageable components that evolve as the business environment changes. Show your employer you can use initiative to solve existing and new problems and have different ways and approaches to resolve issues. Show you can make changes that enhance value, and you have the skills for rapid experimentation and critical thinking to bring results to fruition.

Sharpen your digital footprint

You should be discoverable, so enhancing your digital footprint (the story of your career) is always a good idea. You may not need it now, but it will be there when you do., Sharpen your presentation and communication skills to deliver an engaging message and visuals that connect you with your audience, like-minded individuals, and potential job opportunities. Build up your career presence in a clear, concise and inclusive jargon-free tone. This can be done by writing compelling content and sharing best practices or meaningful articles highlighting your interests, abilities and activities.

Be a mentor and expand your network

Being able to mentor and be mentored are important personal skills that show you can learn, teach and guide or be guided. These skills require active listening and coaching skills, honing your ability to use collaborative influence to inspire people. Having allies that you can work alongside shows you are adaptable and able to work with a diverse range of people as well as alone. These personal skills are just as important as any qualifications you need for a job.

Develop a continuous learning mindset

Whilst business challenges remain similar, the way we solve them is constantly evolving. Whether it’s through integrating new technology, new people or many other business demands, it’s essential to future-proof your career by adopting a continuous learning mindset. Workplaces are becoming ever more agile and job role can change. Even if you carefully choose the right job it could (and most likely will) change over time. Adapting to agile working will validate your ability to learn and deal with changing priorities and workloads. While also learning new skills in a calm, consistent way even in the face of difficulties. This will ensure you have a strong future within your chosen career.

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What makes people choose to be a live-in carer?

1 Comment / Career / admin

Live in care may not be a job you’ve ever considered, but it could be a career that brings you much pleasure. Here, we look at why people choose to start a career in live in care.

There are plenty of paths you can take when looking for a job in the care sector, but one that seems to be growing in popularity and demand is that of being a live-in carer. But would it be the right job for you?

Creating a rapport with your client

Delivering exceptional live-in care for an elderly person is the primary objective of live in care jobs, but one of the surprising additional benefits is building a close friendship with your client. If you were a carer in a residential care home, you would be dealing with lots of different residents, and it is unlikely you would ever be able to get to know them as well as if you were a live in care provider. As a live-in carer, you will have lots of time to get to know your client – their likes and dislikes, their personality, their family members and their characteristics. Knowing all about them will lead to a better relationship, and help you begin to anticipate their needs.

Job satisfaction and security

Being a carer for anyone – be it professionally or for a loved one – is a specialised vocation that takes a unique and dedicated person to do it. The rewards for becoming a live-in carer are not just financial. Whilst live-in carers can benefit from having a private room, internet access, a generous wage and making savings on rent/mortgage payments, utility bills and transport costs, the knowledge that you are making an enormous difference to the life of an elderly client is hugely rewarding too.

No two days are ever the same

If there is one thing you can predict about being a live-in carer, it is the unpredictability of your day! Unlike working at a residential care home, you do not have to stick to a schedule for things like mealtimes and recreation. You will be able to help your elderly client with everything from getting dressed in the morning to getting them to their bingo night or social group. Doing even the smallest tasks – reminding them to take their medication, or switching on their favourite television programme – will mean supporting them in every way that matters.

Support and advice for you

Knowing that you are closely on hand day and night to help and assist your elderly client will be of great comfort to them, but what about you? Being a live-in carer does not mean you are alone in going about your daily employment. If you work with a care company, you will have support and assistance of your own. You will have managers that can guide you and provide on the job training for all kinds of aspects of your job. If you need to take a break, your employers can arrange for a relief carer to take over, so there is no disruption to your client’s daily care.

The life of a live-in carer is one that is dedicated and specialised, but incredibly fulfilling. More and more care workers are choosing to be live-in carers and really make a difference to elderly people’s lives.

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A rewarding career as a live-in carer

The personal touch

As a live-in carer you are in the position to create a unique relationship with the person you are providing care for. Living with someone gives you the opportunity to really get to know them and as a live-in carer you will have the chance to truly become a part of someone’s life. You will learn all there is to know about them so that you can have a meaningful connection and you are in the best position to provide carer for that person should they begin to deteriorate. You will also get to know the family of the person you are caring for in order to get a fully rounded view of your client.

Making a difference

Often, having full time live-in care can mean that an older person can stay at home with their family instead of going into residential care. This can mean the world to an older person and their family who all want to stay together. As a live-in carer you can be this difference and allow a family to stay together for as long as possible. There is no other feeling like this and knowing you are having such a huge positive impact is incredibly rewarding.

As a live in carer you may also find that the person you have the biggest impact on is the spouse of family member who has been shouldering the responsibility of sole carer for the client. Caring for a loved one is a 24/7 job and comes with a range of responsibilities all of which you can relieve as a live-in carer when you take over this burden- allowing the family member to go back to enjoying spending time with their loved on.

Giving something back

As a society we owe a lot to our older generations who have paved the way for our way of life. Often older people feel they are forgotten or left behind but a if you look for home care jobs, it helps you to give back to our older generation and show they are still very much appreciated. Older people have much to teach us and as a live-in carer you will be in the ideal situation to learn from your client at the same time as giving something back to someone who has worked hard all their life and now needs a bit of help to enjoy their old age.

There is no more rewarding job than one in which you care for others and as a carer delivering in home care you will be able to dedicate most of your time caring for someone who now needs a bit more support to also enjoy life.

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What are the qualifications I need to get a job as a carer?

Will I need a formal qualification?

Although some employers will request a qualification, a good carer is generally considered to be somebody who has the right qualities as a person, rather than the right qualifications. A good carer is somebody who can relate to people from a wide variety of different backgrounds, can communicate well, show respect and sensitivity towards clients and remains calm under pressure.

If an employer does request qualifications, this will usually be an NVQ 2 in care or a diploma in health and social care. However, if your potential employer is convinced that you are the right person for the job they will often be more concerned about whether you are willing to work towards a qualification on the job rather than already having one. The standard areas of a care qualification include values, safe care, supported living, communication and handling information. The NVQ (National Vocational Qualification) scheme has now changed to the QCF (Quality and Credit Framework) scheme and this too will be replaced in early 2018 by the RQF (Regulated Qualifications Framework). Although this all sounds a little complicated, the principles of learning and majority of content will remain the same. The schemes enable you to earn credits. Each credit requires around 10 hours of learning. These credits build up to make units and units build towards qualifications. On average, a level 2 qualification will take around a year to complete. This qualification then stays with you and will be recognised in other places of work.

The Care Certificate

All employees new to care work are required to complete new, standardised training called the Care Certificate. This is made up of 15 components that are key to developing skills as a carer. Once the Care Certificate has been achieved, it will be recognised by other employers so is a great thing to have on your CV. Although the Care Certificate is not accredited, elements of it will count towards a QCF if they are witnessed by a qualified assessor.

Experience

Just as important as a qualification is experience. Employers will place a lot of emphasis on evidence of experience. This doesn’t have to be purely care based. Evidencing customer service skills, where you needed to be friendly, professional and helpful will be valued by employers. The principle of looking after customers is along the same lines as looking after clients that you would be caring for. Experience of caring for someone at home, perhaps a family member or friend is also very meaningful as it shows you have an understanding of what is required when looking after a vulnerable person.

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A Job As A Live-in Carer – Could It Be Right For You?

What Skills and Personal Qualities Are Required To Be A Live-in Carer?

Experience of some sort in the health sector is always valuable but not a necessity as most live-in care agencies and providers do offer training when necessary. Live-in carers come from all walks of life – they may be nurses, care workers previously based in a residential or nursing home; equally they may have cared for their own elderly relatives before and decide it is a role they would like to take further.

Some are young students from abroad who find they can combine caring for someone else with their studies – often enabling them to live in pleasant areas in cities and towns they would have struggled to afford if they had to pay rent. This can be a perfect way to gain valuable experience in the caring profession whilst also studying for relevant qualifications so they can avoid the problem suffered by so many newly qualified young adults who have qualifications but no experience so find it hard to secure a good job.

Whatever walk of life a live-in or in-home carer comes from they the most important quaoties they can possess are:

Compassion
Dedication
A positive outlook
Willingness to work hard
Common-sense

They also need to be physically fit and be able to work happily on their own.

What About Ongoing Support?

Of course, training in such an important role is essential but so too is ongoing support while working in the job, and also continuing professional development to help you develop in your career. Live-in care agencies and providers have a duty of care to their client which means they will always help the carer deal with any difficult situations and where there are complex care needs they will provide support, for instance in the form of an additional carer with specialist skills for medical conditions such as dementia or Parkinsons disease.

All in all a job as a live-in carer is extremely rewarding, you will receive training and gain recognised qualifications, as well as ongoing support to develop your career as a carer to its fullest extent.

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