Tausi Insider

Photo : fizkes ( Shutterstock ) Anyone wanting to take the step to becoming a boss can get caught up in a familiar loop: Every job description they look at requires past management experience. But how do they get the experience if no one will hire them without it? If you’re looking at management jobs outside of your current company where no one knows you or has seen your performance, you certainly are facing an uphill battle. Leaders who are hiring are looking for some sort of proof that a candidate is right for the job; when they don’t know a candidate, they naturally look for past experience. In these cases, if you don’t have it, you’re very likely to get passed up—don’t waste your time applying. Instead, your best bet is to be promoted internally. In these cases, crossing over from an individual contributor to a leader requires positioning yourself for the job. It’s not about writing your resume so that your project work sounds like management. Rather, it’s about relationships...

Photo : MAYA LAB ( Shutterstock ) You’re likely familiar with the usual way to look for a job: T ype the job title you want into a career   site like LinkedIn or Indeed, add few details , and then spend hours scrolling down a list of thousands of potential jobs. W hen you finally get to the bottom, more load in. It can often feel like a numbers game, just robotically applying to tons of jobs and hoping one sticks. But t hese sites only know what you tell them (like job titles and years of experience), and while they can make some guesses about what you might want, they don’t really understand the skills and experience you bring to the table. Job filters aren’t perfect Odds are, you would be a great fit for a lot of different jobs and titles, and the years of experience required are usually less rigid than a computer understands. Job titles are also ever evolving, and different companies often describe the same work in very different ways (People Team vs Human Resources, ...

Photo : Prostock-studio ( Shutterstock ) It’s often not too big a deal when your boss occasionally asks you to take on a little more work than in your original job description. This request is typically wrapped up in notions of “a great opportunity for growth” and “being a team player.” However, there comes a tipping point where taking on additional responsibilities should be formally recognized as a promotion, with all the perks and pay raises that come with it. If your work has increased but your status has stayed the same, you may have fallen victim to a “quiet promotion.” Here’s how to tell if you’ve been “quiet promoted,” and what you should do to get the recognition—and pay—you deserve. What is a quiet promotion? As we pointed out last year, the term “quiet quitting” was quickly blown out of proportion. In reality, the far more common (and harmful) “quiet” in the workplace is when workers get quiet fired . On the flip side of quiet firing, however, is the quiet promotion. ...

Photo : fizkes ( Shutterstock ) When employee morale is low and teamwork is lacking, well-intending bosses and HR folks often think the solution is to have a “team- building” session. They think the root of the issue must be that staff don’t know each other well, don’t understand each other’s “styles, ” and if they did, they would work better together. Work is stopped, money is spent, and everyone is scheduled to attend a team- building session— or what I sometimes call, forced fun. This is when personality tests, or “style” assessments, like the DISC Profile, Myers Briggs Type Indicator and others of the like are often used to help people understand each other better with a goal of improving teamwork. Many of these assessments are grounded in good behavioral science. They require completion of an assessment and then, a report is generated that describes a person’s preferences and tendencies for communication, thinking, and use of energy. Some also identify strengths, weaknes...