Many different personality types can be thrown together in one office or in one job setting. Because of this, you may find yourself experiencing some difficulties handling your co-workers. However, there are some strategies you can use when you find yourself in a situation with a co-worker where you are unsure of how to proceed.

Nosy Co-Workers

You have probably encountered a nosy co-worker who seems to want to pry into the personal details of your life. The fact is that every time this nosy employee comes over to pry, she is taking time away from your job and probably making you feel uncomfortable at work, too. The only way to handle this type of co-worker is to be direct. Clearly state that you are busy with work, and get straight back to work without waiting for comment. If the co-worker pushes, directly tell her that you like to keep your professional life separate from your family life and get back to work. A co-worker can’t argue with sensible statements and will get the message.

Competitive Co-Workers

Another type of co-worker you have probably had to deal with is the competitive co-worker who wants to make every job or project into a competition that she can win. This can be very stressful for you at work, so you need to know how to handle this situation. Make the conscience decision that you are not going to compete. This takes the pressure off of you and gets you out of the competitive mode, so you can concentrate on your job instead of on your co-worker. People with highly competitive natures will probably not respond well if you try to talk with them about the problem. Instead, work at your own pace to show your co-worker you aren’t interested in playing games. When your co-worker sees you won’t play, she’ll find a new target.

Hateful Co-Workers

You have probably also worked with a hateful co-worker who just seems mean. Working with this type of person can make you dread going to work every day because you can’t make this person happy. Work can be hard enough without adding a hateful co-worker to the mix, so you need to know how to handle a person like this. First, remind yourself that you can’t change other people, but you can change how you react to others. You decide how your day will be each morning, and then work to make sure no one else dictates your mood. Avoid people who are hateful at work, and spend your time and energy focusing on co-workers who want to be team players.

Knowing how to handle your co-workers can definitely help you deal with job related stress.

This post was contributed by Kelly Austin from Higher Salary. Visit her site for information on the average pharmacy technician salary and guides to other popular careers.

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The extent of growth and success of an organization depends on effective leadership of the managers or other key employees. Leadership is not just managing things. It is actually doing right things at the right time in a right way. Being a good manager is, therefore, different from being a good leader. However, managing with effective leadership is important. This article helps managers to know what makes an effective leader at workplace.

Qualities of a good leader
A manager should possess distinct leadership qualities to motivate and develop subordinates. This is very much essential to promote a proper work environment. Here are some qualities of a good leader:

Good team player
A good leader is always a good team player. Successful implementation of a project is possible only through collaborative or team work. As an effective team player, a good leader knows strengths and weaknesses of the team members. He will have the competency to organize and assign the work properly among the group. In addition, the leader contributes to build a successful team and represents self on behalf of the group. The leader will not only try for excellence in team performance, but also encourages and rewards the members for their contribution.

Stand up for his beliefs
It is often difficult to stand at one’s beliefs when working with a group of people. Many undesirable situations may arise at workplace that disturbs these values and beliefs. However, a good leader does not leave his faith in such situations. He will have self-stated (or organizational) values and beliefs to solve issues at workplace. A good leader delivers whatever is promised maintaining his self-respect.

Ability to absorb challenges
Risks and challenges are common at any level of an organization. Accomplishing the task in difficult situations even under pressure is a special art of great leaders. When others fail, they win as they have the ability to absorb challenges at any time. Their desire and passion towards the work makes them ready to take the risk and finish the job.

Lead by example
True leaders do lead by example. Their conduct and actions, indeed, influence their peers in workplace. They will set and follow the established principles. This encourages team members to follow the principles. Being a right role model, they create a positive and professional work atmosphere in the organization.

Concern for the future of the organization as well as the team
Good leaders at workplace are more focused on development of the organization than their own financial benefits. They build up the vision of the company’s future and find new ways to be part of its success. They always strive to build the organization as they know that if it grows, the manager will automatically grow in his career. When it comes to his team members, a good leader knows that they are valuable resources to the company. So he supports them to perform better and grow in career.

Servant leadership
One of the most important characteristics of an effective leader at workplace is ‘servant leadership’. A dynamic leader inculcates the belief ‘To lead is to serve’ and does not wish to increase self-authority or power. His or her main attitude is to primarily serve the team and the organization. Such quality brings in valuable characteristics like trust, honesty and respect in the team members. Servant leadership stresses on moral and principled use of power. Its main purpose is to develop the growth of people in the firm and build team work.

Emotionally intelligent
Emotional intelligence is the ability to monitor and manage self-emotions at workplace. A good leader develops self-awareness, motivation, empathy, social and self-management skills to be emotionally intelligent. With such distinct behavioral characteristics, he meets the organization’s demands such as growth, challenges, glory and team spirit. It enhances the ability to take right decisions and also promotes to maintain a good relationship with the peers.

A combination of these qualities should be inculcated by a manager. With these leadership traits, a perfect leader makes sure that the following things are achieved.

Getting best out of the team members
A good leader at workplace finds ways to receive the excellent output from the team members. He sometimes involves in informal chat with the team members, but at the same time ensures that their productivity is maintained. He gives proper training to the subordinates and helps them build the required skills. He motivates the team to achieve the productivity targets of the projects.

Making the team members think through the issues
No accomplishment is successful without team work. A good leader expects opinions and suggestions from the team members. He provokes them to think through the work issues and find innovative ways to get better solutions. This not only creates interest among the team members but also promotes their skill development.

Creating broad framework in which team members can get their jobs done
A clear and effective framework is developed by a good leader to help the team members get the job perspective. He makes it easy for the team members to finish the job. He makes them think through the company’s viewpoint and encourages them to work whole heartedly for the progress of the company. He also inspires them to stretch when required.

Inculcate the above-mentioned leadership qualities to be an impressive leader at workplace.

This is a guest post from Peopleconnect.

Peopleconnect’s startup recruiters provide a full service high tech executive search connecting outstanding candidates with wonderful clients. Providing contingency search and contract recruitment solutions to clients. Peopleconnect’s Los Angeles recruiters will help you in finding the right people in New York.

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Do you feel like your boss is the “boss from hell?” Are you having a hard time dealing with your boss? If this is the case, what should you do? How do you deal with a difficult boss?

First, take a step back. Make an honest assessment of the situation. Has your job performance gone down since the “boss from hell” came into the picture? If it has, try to focus to improving your performance. Concentrate on the projects you have at hand and do your best.

Second, try to understand the reasons behind your boss’ actions. If your boss used to be reasonable and his new behavior is the result of stress rather than flaws in his character, then try to make allowances for his behavior. Understand that he is not targeting you; he is simply under too much stress. However, if your boss has always been difficult and hostile, you may need to consider having a discussion with your boss because his actions are making it difficult for you to do your job.

Third, try to have a talk with your boss. Be ready to pay attention and listen to what he has to say. You may be surprised at what you will find out if you pay attention. Explain the difficulties you are encountering and ask for advice on how you can improve. This will make your boss feel valued. If he criticizes you, listen to what he has to say. Do not lose your temper or start an argument. Stay calm and focused.

Fourth, protect your reputation. Consider the possibility that your constant complaining about the situation can quickly earn you the title of “chronic complainer.” Others may start to wonder why you are unable to solve your own problems. Reflect on the issue. Is it really that bad? Is it possible that you are simply feeling “victimized” by other circumstances and are simply finding your boss as a convenient person to blame for all your ills?

Fifth, find a mentor. If you have already had a discussion with your boss, and nothing seems to have changed at all regarding his behavior, find someone within your organization who can give advice or mentor you.

Sixth, if all else fails, go straight up the chain of command. Report your boss. However, this may not be an effective way of dealing with a difficult boss. You may find that it only increases conflict in the workplace. Your boss might think you have deliberately sidestepped him and your co-workers may think you are untrustworthy.

The important thing to remember is – do something. Do not just sit there and quietly hope your problem will go away. Problems do not resolve themselves unless steps are taken to resolve them. It may just be possible that your boss has no idea that his behavior is causing you difficulty. Maybe no one has ever approached him about the issue. You will never know unless you try. There is no need to sacrifice your dream career unless you have exhausted all efforts.

What if you have done everything but you are simply unable to handle working for your boss any longer? Then you should consider requesting for a transfer to another department or finding other employment.

This is a guest post. About the author:

Bames Kaur Pabla is a freelance article writer, a published e-book author, and a blogger.

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If you get caught conducting a job search while still working, many employers will conclude you lack loyalty and are no longer interested in the job and may terminate you on the spot.

On the other hand your job search may be unsuccessful, you’ve tested the waters and there is nothing better out there so you’ll just stay put. No sense to have your employer know of your job hunting efforts.

So what should you do to keep the employer from learning of your job search?

A secret is no longer a secret if you tell co-workers or think you can get some job hunting in on company time. Never use your company email address or phone number in your undercover job search. Be sure you have a professional message on your answering machine. If you have to make a call back do it on your lunch hour.

Further, if you start taking sick leave, or three-hour lunches for your job interviews; where you have to start telling stories about your absences the jig will soon be up. If you have to schedule an interview, tell the interviewer that you are busy at work but can meet after work and perhaps during lunch.

Job related references could be another problem. You do not want the prospective employer contacting your employer. Have references from other sources, like former co-workers or associates that you worked with at non-profits.

To be assured you job hunting stays undercover, try to limit the circulation of your resume and cover letter. Keep from posting the information on the public portion of job sites as you don’t want it spotted by your employer. On your LinkedIn profile do not indicate you are looking for another opportunity. When submitting your resume and cover letter indicate you expect the information to be treated confidently as you are currently employed.

In addition, all contact information on your resume and cover letter should be personal, never list anything that might be connected to your employer. You don’t need to be called at work by a prospective employer; it’s too easy for job hunting information to be leaked to co-workers.

Once you start your undercover job hunting campaign it’s real easy to consider yourself out of your current job and into a new position. Don’t use this mind-set as an excuse to slack off. Keep doing the best job as possible and resist the urge to let up on your required duties.

Comments you make on social networking sites should not indicate you are looking for other work. It’s too easy for your employer to get wind of your stealth job hunting campaign.

In summary, to keep your job hunt undercover, never do any job hunting activity during work hours, keep employer related contact information off your resume and cover letter. Critically look at using company time for job interviews, and attempt to schedule them after work. There is not need to involve co-workers in your job search, plus it’s too easy for your job hunting information to be leaked to your employer.

This article is a guest post. About the author:

John Groth has changed careers seven times during his working life. Learn more about changing careers, job hunting tips and career planning at http://careersafter50.com. Discover how others over age 50, built winning career plans and found the right careers by effective job hunting after 50.

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The world is moving faster than ever. In fact, it often seems like everything about our lives is changing – sometimes on a daily basis. From online shopping to cellular phones that access the internet, technology has often driven the changes we see. Our work place is no different. Once it was expected that a 9-5 job was just that. Today employers have the ability to offer their staff a variety of work methods. Telecommuting is particularly popular. Less well-known is the idea of flex time. While not as many employers offer flex time, those that do believe it allows their work staff to be more productive. Learning about work options should be an important part of every candidate’s research and decisions making process when looking for and interviewing for a new position.

I love the idea of flex time. When I was around 10, my mom went back to work. She was offered flex time. It went like this: she worked Monday, Tuesday and Wednesday morning, and Pat worked Wednesday afternoon, Thursday and Friday. It was perfect. They both worked hard those 2 1/2 days to make sure their work was done. Their bosses never once complained, in fact the opposite. You couldn’t find harder workers. It gave both women time with their children and families while earning a little extra income. Awesome. Why don’t more employers offer it? I decided to do a little more research on it to find out.

The idea of flex time isn’t that new. Employees are offered the ability to create a schedule that works for their particular needs. The employer typically publishes a set of guidelines and then works directly with an employee to pick a flexible schedule that will allow the necessary work to take place in a timely manner while still allow the employee to be flexible. This concept has worked particularly well for working mothers or employees with unique family obligations. For example, an employee with a school age child may wish to adjust their hours in order to be home when their child arrives back from school. They may request a flexible schedule of 6 am – 2 pm. The employee will still work a full 40 hour week but will have the ability to address the needs of their child.

Typically both the employer and the employee see flex time as beneficial. Employers tend to see a higher rate of productivity in their employees; after all happy employees are productive employees. Additionally, the absentee rate typically drops as employees schedule allows them to focus their work time on work and their off hour time on other pursuits, such as family. They also note that the ability to work during off-peak hours often gives them quiet time that can be used to focus on larger projects without the worry of customers or coworkers bothering them.

Deciding to ask for flex time is very much a personal decision. Anybody considering the move should first determine if their company is even open to the idea. Try approaching your manager about your particular needs-it might be the next step in creating a flexible schedule. Whenever possible this discussion should take place during the hiring process to prevent conflicts.

Flex time can be an excellent tool to keep employees happy, healthy and productive. It can also help manage that all too often forgotten balance between home and work life. If you are interested in the idea of flexible scheduling, don’t be afraid to ask. A clearly presented explanation of your request and the ability to work within the guidelines of your company often go a long way.

This is a guest post. About the author:

Erin Kennedy, CPRW, CERW, BS/HR, is a Certified Professional & Executive Resume Writer/Career Consultant and President of Professional Resume Services, Inc. She is a nationally published writer and contributor of 9+ best-selling career books. She has achieved international recognition following yearly nominations of the prestigious T.O.R.I. (Toast of the Resume Industry) Award. Erin has written thousands of resumes for executives and professionals.

As a proud member of PARW, CDI, AORCP, Erin also sits on CDI’s Credentialing Committee for new certification candidates and serves as a Mentor for CDI’s Member Mentoring Committee. She also is a featured blogger on several well-known career sites.  http://exclusive-executive-resumes.com.

Want to know more about Erin Kennedy, CPRW? Read her LinkedIn profile at:http://www.linkedin.com/in/erinkennedycprw

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Almost everyone is faced with the prospect of leaving their job at some point. Whether you have decided to move, change fields, accepted a better offer, or just wanted to quit, the very idea of offering your ‘two weeks’ notice’ can drive fear into the most forthright employee. Even worse, many employees do not know the various options they have for leaving a job – especially when you leave for another, more lucrative, position. Deciding how much notice you should give when leaving a job is anything but easy.

Before even considering the alternative options available for leaving a job, you must first perform your due diligence. In some cases, an employment contract may exist which specifically details the conditions under which you are allowed to leave your position. These terms must be followed exactly. This information is typically easy to find. If you did not retain a copy of your employment agreement yourself and do not wish to tip-off your employer that you may be leaving, you are entitled to a review of your employment file and can easily locate the information.

Next, you must consider the nature of your job. Those in unique positions that may be hard to fill or those in management positions may need to consider giving some additional notice. In some instances it can be helpful to discuss your move with a manager to determine what their expectations are. The general rule of thumb is two weeks and most employees tend to stick with these guidelines.

Unfortunately, in some cases it may be necessary to leave with less than the typical two-week notice. This is especially true when an employee that is leaving to pursue another position which they need to start soon. While an employee has the ability to leave their current job immediately, unless otherwise prohibited, it is often not suggested. When determining how quickly you can leave your current position, always remember the old adage: Don’t burn your bridges. In the employment world, many times specific industries are very small and it is easy to get a bad reputation – especially if you leave a position with little or no warning to your employers.

Or, in other cases, the employer may ask you to leave immediately. This happened to me. Twice. In both cases, the reasons had to do with the competition and clients (even though I wasn’t going to a competitor either time). When that happens, you have no choice but to leave. I didn’t mind. That meant some much needed time off before the next job.

Like many facets of employment, how you handle your departure from a current position says a lot about you as a person. By handling an exit with grace and professionalism, you can easily begin to establish yourself as an employee with integrity. It is important to handle every aspect of your departure in a professional manner. From letters of resignation to the goodbye lunch, behaving in a professional way will make you stand out.

Knowing how much time to give your current employer is a complex issue. It is one that is best handled by following the guidelines set forth in your employment contract. If one does not exist, be sure to approach the issue professionally and to work as closely as possible to ensure a smooth transition.

This is a guest post. About  the author:

Erin Kennedy, CPRW, CERW, BS/HR, is a Certified Professional & Executive Resume Writer/Career Consultant and President of Professional Resume Services, Inc. She is a nationally published writer and contributor of 9+ best-selling career books. She has achieved international recognition following yearly nominations of the prestigious T.O.R.I. (Toast of the Resume Industry) Award. Erin has written thousands of resumes for executives and professionals.

As a proud member of PARW, CDI, AORCP, Erin also sits on CDI’s Credentialing Committee for new certification candidates and serves as a Mentor for CDI’s Member Mentoring Committee. She also is a featured blogger on several well-known career sites. Check out her company at http://exclusive-executive-resumes.com.

Want to know more about Erin Kennedy, CPRW? Read her LinkedIn profile at:http://www.linkedin.com/in/erinkennedycprw

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We’re all busy. We all have overflowing in boxes. But lazy e-mail habits could lead to misunderstanding, frustration, non-action, wasted effort, wasted time, damaged relationships and ruined reputations. Are you guilty of any of these lazy habits? If so, it’s time to take action now, before it’s too late.

1. Using a vague or outdated subject line

An e-mail with a subject line like ‘Update’ or ‘Hi’ or ‘News’ is not likely to inspire me to open it. Similarly an old subject line like ‘Meeting on Tuesday’ is useless when the meeting happened last week and today’s e-mail is attaching a proposal. Help yourself and save your reader’s time by making sure every subject line is clear and specific.

2. Not using a greeting or sign-off

Internally I can understand if you sometimes drop the ‘Hi John’ at the beginning, but externally there’s no excuse. Please remember the simple courtesies of an appropriate greeting and sign-off. And that doesn’t mean “Thanks and regards”!

3. Not proofreading

Have you ever sent an e-mail to the wrong person? Have you ever misspelled the reader’s name? Have you ever mentioned the wrong date for a meeting? Imagine my embarrassment recently when I read back an e-mail sent from my i-Phone saying: “Hell get a $50 credit toasted or annual conference.” (Hell instead of he’ll, and toasted instead of towards). I’m much more careful now when I send messages using my phone. If you regularly make errors in e-mails, people will question your attention to detail and your ability to handle your work.

4. Using abbreviations or acronyms

You may think these will save time, but they can lead to confusion for readers. While FYI is globally recognised as ‘for your information’, FYA could cause chaos because some people think it’s ‘for your action’ while others think it’s ‘for your approval’ – there’s a big difference. Only use acronyms that the reader is sure to understand. By the way, a word of warning with FYI. So many people complain that they often spend time trying to figure out why they received an email with FYI, when one sentence from the sender would have answered that question.

5. Clicking ‘reply all’ when not everyone needs the reply

We are all complaining about it, but we are still receiving ‘Reply all’ e-mails that we don’t need to read, then we have to open them, read them and delete them. Please, think carefully before you ‘Reply all’.

6. Writing everything in one long paragraph

When I receive an e-mail that’s all one huge paragraph, it’s impossible to focus, to pick out the main points, to find any action items, or to respond effectively. Make it easier for your readers by structuring your messages logically and by leaving a blank line between your (short) paragraphs.

7. Missing out essential details

If you’ve ever read an e-mail and wondered what you’re supposed to do, you know how frustrating this can be. Make sure you include all essential information: dates, times, places, names, action points. Otherwise that inevitable ‘ding-dong’ will begin, wasting time and causing frustration. Again it comes back to proofreading carefully to ensure everything is included and nothing is missed.

8. Using unfriendly tone

People often type out exactly what they would say without thinking of the tone of voice they would use to signal their emotions if they were speaking. If your tone is not quite right, readers could easily be hurt or offended. Take time to read messages carefully and add some extra words if necessary.

9. Not answering with the requested information

If your sender asks you two questions and you answer only one, you are not only creating more work for everyone, you are also causing frustration and damaging the relationship. Before you click ‘send’, scan through the sender’s email again to make sure you’ve answered all points.

10. Not answering email

A major annoyance is not receiving a reply to a business email. This means senders have to keep sending “Did you receive this?” messages, plus it will surely damage your reputation because people will say things like, “She never answers her email.” Take some time to make sure every e-mail receives an appropriate response, even if it’s just “OK will work on it.” or “Thanks. I’ll do that.”

This is a guest post. About the author:

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Did you know research indicates that up to two hours in a day are spent in either interpersonal conflict or thinking about how to get back at that annoying guy or gal across the room?

What a waste of time, and even more what a waste of energy! Often there is a quiet setting and it looks like lots of work is getting done. Not happening. There are e-mail wars going on and more recently texting has become the name of the game.

Recently I was working with a company that could not get their new product up to speed for launch date. Almost everything was in place except the sales team kept changing their plans. Time, as they say is money and it was hemorrhaging away.

I sat next to a smart, congenial very enthusiastic sales guy who said all the right things. Then I just happened to catch a glimpse of his Blackberry when he went to get some coffee. He had started to text someone sitting on the other side of the table saying “what a jerk Steve is…..can’t wait to get out of here.”

You know what I mean; this goes on everywhere. We will say it behind closed doors, behind someone’s back, text it, phone it, yet never to the person who is annoying us.

Why not?

Because as kids we were told stuff like “If you can’t say anything nice don’t say anything” or “Just be polite and keep your thoughts to yourself”. Or if we did say what we thought was the truth more than likely we would get punished. So, most of us have become avoiders. We will do just about anything to keep stuff to ourselves, or only talk about rather than to someone who we disagree with.

It just does not work.

Effective communication is vital to our own career success and to the success of an organization. So, right here, right now, all you avoiders out there, I will offer some tips and tools to help you get with the communication thing and make a difference at work.

Here are some simple tips to keep with you all the time. First, avoiders can turn that fearful energy to become initiators. That means YOU start the tough conversation. Yes, You. That means learning to tell the truth in short sentences. Remember this rule: telling the truth is not spilling your guts! Put that somewhere on your desk. Truth sentences are rarely more than twenty words max. Here is the next thought to remember. When you tell the truth you do not need to defend, explain or justify; you just tell the truth.

Some examples: “What do you want as an outcome if your part of the project is never on time?” Here is another “What am I to do when I have to lead the meeting and you have the opening part?” One more, “How do you want me to participate when you keep knocking everything I say?”

Get the idea? You ask ACCOUNTABILITY questions. They are open ended and they require that the person on the other side of the conversation has to answer.

If you begin to ask these kinds of questions and then stay quiet to get an answer, there will be a shift in the interpersonal relationship and you know what, that jerk who used to bother you may even become a friend. Worth a shot!

This is a guest post. About the author:

Sylvia Lafair, Ph.D., author of the award winning book, “Don’t Bring It to Work” and “Pattern Aware Success Guide”, is President of CEO, Creative Energy Options, Inc., a global consulting company focused on optimizing workplace relationships through extratordinary leadership. Dr. Lafair’s unique model has revolutionized the way teams cooperate, relate and innovate.

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Regardless of how unhappy they are, people are always afraid to move jobs. Though the odds of success may be higher at another company, it is the uncertainty that clouds their judgment.

I have seen candidates wait out an impending lay-off just to keep some glimmer of hope that it may not come. If you work hard enough and become very good at what you do, you should feel comfortable moving to another company. It’s worth the risk, if you make an educated, carefully considered decision.

Below, you will find some signs that it is time to jump ship and pursue a career at another company where you can excel.

Your Job Focuses On All Of Your Weaknesses

There are certain facets of business that some people are not effective at doing for the sole reason that they don’t like doing those things. For me, it’s numbers. Even though I had a minor in accounting, I can’t stand looking at them nor do I waste my time with them.

Good managers take their team and divide tasks according to each person’s strengths. This is all well and good, but the problem is that there are not many good managers.

If your boss is not implementing this sort of strategy and you find yourself waking up in the morning in agony, then it’s time to leave.

Getting A Promotion Seems Years Away

Personally, I don’t like working with large companies nor did I enjoy my short stint in the corporate world before I started my business. The minute a company goes public, they have little loyalty for their employees.

Most firms could care less about the talent that lies within the company. Sadly, some firms refer to people as human capital. Large companies have to produce in 90-day clips.

They have to increase numbers from the last quarter and many of the executives are too busy being stressed by this. The outcome is that they don’t care to spend 10 minutes with you. Corporations are not in the business of making you rich.

If you have this feeling and don’t see much of a future within the firm, leave.

Your Coworkers Are Creating An Atmosphere That Is Not Conducive To Success

My applicants who come from the financial sector have miserable stories about their co-workers. I’ve been told by a plethora of people that there are drugs being used, and the worse part about is that this is the norm; the financial-related applicants tend to describe such illegal and dangerous situations with a blasé attitude.

The people around you can have a tremendous impact on how you behave at work and how complacent you may get, sensational stories about office drug use aside. If the attitude is one that gives the message of, “I don’t feel like doing it,” take the risk, leave the firm and find a company that has ambitious people within.

Incoming Business Is Screeching To A Halt

The moment the phones die, your career begins to deteriorate. Cold-call all you want, but it’s still not going to do any good. The determination as to whether to stay at your company comes down to incoming business. If the phones go silent, don’t think that you have this undying loyalty to the business owner.

It’s business. Leave and get a new job at a better company.

This is a guest post. About the author:

Ken Sundheim was the founder is the acting President of KAS Placement. KAS KAS Placement Recruitersdoes executive search for companies ranging from BNY Mellon to smaller, start-up organizations. The agencyRecruiters New York City was founded by Ken from a studio apartment on the Upper West Side of Manhattan. KAS Recruiters Washington DC KAS Placement also has 2 new businesses ready to launch this year. Ken and his wife, Alison, live on the Upper East Side of Manhattan.

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Have you observed someone who always seems to get the promotion or the new job opportunity?  Your first thought may be that the person is lucky, knows someone, or is kissing up to the boss.

Guess again.  The person who always seems to be vertically on the move most likely knows who they are. They have set specific career goals and are constantly strategizing.   By preparing and implementing specific tactics to reach their goals, these individuals set themselves up to move forward towards the next threshold in their career.

Of course, one needs to perform in their present role to even begin their aspiration for upward mobility.  Often, the top producer does not get the promotion or new job in or out of the organization.   This is no accident.  What you observe is a plan that is patiently executed.  You can set yourself up for success by taking control of your career by embracing the following acronym:

DIB (Decide, Identify, Begin)

1.       Decide what position you ultimately would like to secure.

2.       Identify what roles you need to perform to achieve your top role. (One cannot jump from software designer or Sales Representative to a Vice President position.)

3.       Begin networking with individuals in those roles.  Identify their accomplishments and model your success with theirs.

Once you build a rapport with individuals in roles that you desire, ask for advice and secure a mentor.  Be organized, document and follow up.  It is proven that goals have a higher percentage of execution if the owner first writes down and revisits the goals.

Keep notes on all conversations with individuals in roles you are interested, especially with mentor strategy sessions.  Take the initiative to document meeting dates, conversations, and be sure to secure future meetings.  (These meetings can be telephone conversations.)

Remember, these strategies may be applied in-house or with people outside your organization.  Don’t limit yourself.  Stimulate conversations and seek mentors both in-house and outside your organization.  Be positive and don’t be hesitant to step outside the box.

Lastly, do not be afraid to write articles or join a networking club.  This will sharpen your skills and you will be viewed as a leader in your field.  You are the only one that is in control of your future.  If you are waiting for the next best thing, someone else is already on their way.  Now is your time!

This is a guest post:

For further Career Stories tm or Career Advice tm visithttp://www.YouHaveGotToBeKidding.com. We’re here for you every career step of the way!

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