Career Resources and Advice for Experienced Workers

You know the type.

The guy who takes full credit for a job well done — albeit any help he received along the way.

The “one-for-the-taking-and-focused-on-quick-ways-to-get-ahead” cougar lady.

The hot-headed jerk that jumps down your throat at any sign of question or disagreement concerning his latest project.

While most of us share a common goal of achievement and success in the workplace, we also know that there are ways to accomplish this ambition — and ways to fall short.

“Success in the workplace doesn’t happen ‘on a wing and a prayer,’ but rather by knowing what specific job promotion pitfalls to avoid in working toward that heavenly pot of career gold,” says John McKee, business coach and author of “21 Ways Women in Management Shoot Themselves in the Foot.”

To avoid becoming the once-respectable, often-humble guy who got a promotion but lost his wits (and gained an ego), follow McKee’s advice on the seven deadly career sins to assure career advancement and move you on the path to paycheck promise land:

1. Pride

Despite any help they received along the way, time and again, people take full credit for their accomplishments in the office, thinking that personal success will fast-track their career.

The sin: “What often goes unrecognized is that people around, and especially below, the serially solo-successful resent the ego-centricity, and may actually begin to actively undermine that person’s efforts in the future.”

The salvation: “A dose of acknowledgment of and appreciation for one’s peers and subordinates, so they may share in some of the glory, can go a long way to foster one’s long-term success.”

2. Envy

It’s OK to acknowledge other’s achievements, but lamenting “what should have been yours” can be destructive and adversely impact your own ability to focus on current job tasks, McKee says.

The sin: “Allowing yourself to be overly envious of others in the workplace can sabotage your self-esteem, which is one vital characteristic every successful business person shares.”

The salvation: “Rather than being envious, let the accomplishments of others become motivational fuel for your fire in working toward your own successes.”

3. Anger

Anger doesn’t benefit anyone in the workplace — it only damages your reputation, credibility and professionalism.

The sin: “Those prone to angry outbursts rarely get promoted; they are seen as being poor leaders who cannot inspire or motivate others.”
The salvation: “It’s fine to feel passionately about your job or a project at hand and to disagree with others, but learn how to channel those emotions into actions that will work to your benefit in the eyes of others — especially your superiors — rather than against it.”

4. Greed

An employee’s selfish desire for “more, sooner” is what motivates many workers. While these folks may do well in the moment, they won’t be prepared to take things to the next level, McKee warns.

The sin: “Taking this notion to the extreme can and will be self-defeating as core values become misguided and life becomes unbalanced in the process.”
The salvation: “The road to success requires a long-term approach in all aspects of one’s job duties. Those laser-focused on quick, short-term gains may do well in the moment, but will be ill-prepared to take things to the next level.”

5. Sloth

Indolence gets you nowhere in life — especially in corporate America. Laziness in the workplace will have you sitting idle, watching others surpass you in success and authority.

The sin: “Simply put, complacency and laziness have no place whatsoever in the workplace — especially for those with high aspirations. Expecting one’s past achievements and successes to carry them forward in their long-term career is imprudent.”
The salvation: “Treat every work day and every project as if your job, and your future at large, depends on it. It very well may.”

6. Gluttony

Too much focus on only one facet of life, like work, is a recipe for overall failure. Make sure you’re ready — professionally and personally — to take on new and bigger challenges, for which expectations are also bigger, McKee says.

The sin: “Many individuals move up the corporate ladder so fast that they actually end up failing as a consequence. More isn’t always better — especially if you’re not ready for the challenge at hand.”
The salvation: “Achieving career success also includes maintaining a life balance, and a misplaced professional desire can create a backlash both at home as well as amid peers for your perceived obsessiveness.”

7. Lust

The old adage, “the grass is always greener” applies to the workplace as well. Spending your time focused on others’ work achievements rather than working to further your own is a “sure-fire career killer,” according to McKee.

The sin: “Spending an inordinate amount of time fixated on what you don’t have rather than what you do will foster a bad attitude and negative overall demeanor.”
The salvation: “One’s overall ‘presence’ in the office plays a big part in who gets promoted and who doesn’t. No matter how ambitious, it’s prudent to be ‘present’ and make the most out of your current position at this moment in time.”

Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

This summer, fans lined up to see see Harrison Ford don that famous fedora for the fourth time in “Indiana Jones and the Kingdom of the Crystal Skull,” more than a quarter-century after “Raiders of the Lost Ark” premiered. At the age of 65, when professionals have traditionally transitioned into retirement, Ford continues to act — even reprising the same role.

With millions of experienced workers starting to think about retirement, many are wondering what they should do next. If you’re asking yourself that question, you can find your answer by looking at the stars — movie stars, that is. Following are examples of how some famous actors are handling this transitional stage of their lives — and career lessons you can learn from them.

Be like Sly.
Continue down the same path. Since 2006, Sylvester Stallone has reprised not one but two of his most famous title roles — Rocky Balboa and John Rambo, 30 and more than 25 years, respectively, after each first appeared on the big screen. Stallone, like Harrison Ford, has had a lengthy career and proved he can still perform at a high level. Even upon reaching retirement age, these professionals continue to thrive in careers they’ve excelled at for years.

If you’re near or at the age when you thought you would exit the workforce, but you haven’t lost the passion for your job, you may decide to postpone retirement for several years. The key to career longevity is to remain marketable. Throughout your career, keep your skills sharp by volunteering for new projects at work or taking classes in areas where you could use improvement. Your firm may even supplement your training by offering internal courses of assistance with tuition.

If you are looking for a new position, use the decades you’ve been in the workplace to your advantage. Many employers seek professionals with the strong soft skills and judgment that come with extensive experience. Be sure to highlight these qualities in your resume and cover letter. If you’re worried your past job titles will make an employer feel you are overqualified, list your job duties, not the specific title. Just don’t undersell your qualifications. After all, if Rocky can keep going, so can you.

Reimagine Dirty Harry.

Use your experience to transition to new areas. Early in his movie career, Clint Eastwood was best known for his roles in Westerns and gritty police dramas. But in recent years, he’s made a bigger mark as a director by leveraging the acting expertise he developed. This move seems to have worked out well for him, with four Academy Award nominations and two wins, for “Unforgiven” and “Million Dollar Baby.”

If you are not yet ready to retire completely, a natural transition may be consulting. This allows you to extend your career while providing you with the freedom to work where, when and for how long you want. Consulting also gives you the opportunity to enhance your skill set, with different assignments offering exposure to various companies, positions and technologies.

Consider registering with a staffing firm, which will handle the administrative aspects of the business, such as billing clients, for you. The deep networks these businesses have also mean you have access to job openings you might otherwise not be aware of. And many staffing firms offer free training and career guidance. Becoming a consultant may not win you an Oscar, but, like Eastwood, you can continue to find success while working at your own pace.

Channel the Governator.

Reinvent yourself. If someone asked you 20 years ago who you thought would become the 38^th governor of California, you probably wouldn’t have answered “Arnold Schwarzenegger.” But he reinvented himself as a politician, having been voted into office in 2003, more than 30 years after making his first movie.

Nearing the age when many retire, some workers consider changing gears by pursuing a second career. If you’re an avid gardener, for example, retirement may offer you the opportunity to open your own nursery or landscaping business. Before launching a second career, consider what elements are important to you in your professional life. What are you looking for: A creative outlet? A chance to give back to the community? More flexibility? Less stress?

Once you’ve settled on a potential path, talk to people engaged in that line of work to get a better sense of what it entails. These professionals can confirm — or deny — your assumptions about a certain type of job, as well as provide advice on how to get started in the field. In addition, your contacts can help you determine which skills you already have that you can transfer to your new venture. For instance, say you are a former teacher who wants to launch a business selling children’s games. Your knowledge of this demographic could help you in your marketing efforts.

Keep in mind that it can take several years to prepare for a second career, especially if you need to build new skills, or earn a certification, license or academic degree. The sky’s the limit, though — and if you live in California, you may even succeed Gov. Schwarzenegger one day.

As an experienced worker, you can emulate the varied career paths that Ford, Stallone, Eastwood or Schwarzenegger have taken. If you begin planning now and take steps to position yourself for the right opportunities, you may be surprised where your career leads.

Robert Half International is the world’s first and largest specialized staffing firm with a global network of more than 360 offices throughout North America, South America, Europe and the Asia-Pacific region. For more information about our professional services, please visit www.rhi.com.

Wouldn’t you just love to roll out of bed, grab a cup of Joe and head to the office in your pajamas? According to a variety of sources, there are anywhere from 2 million to as many as 40 million workers who telecommute for at least part of their work week. How do you know if your job is ripe for telecommuting? A lot depends on the attitude, objectives and atmosphere of your employer. Then there are considerations about the nature of the work you do. A report from the U.S. Department of Transportation identified a number of factors affecting the success of telecommuting, including:

• The job must be suited, at least in part, to performance at a remote location.
• The capabilities and personal characteristics of the employee must be appropriate to working with little or no direct supervision.
• The employing firm must accept telecommuting as a legitimate and desirable activity, provide necessary support and have appropriate information technology in place.
• The supervisor or manager of the employee must accept the concept and practice of telecommuting.
• The employee must feel comfortable with telecommuting in terms of its suitability to his or her personal work habits and style, its effect on social interactions and on advancement and career.

Many of the jobs that are ideally suited for telecommuting are professions with “information” or “knowledge” worker positions. These jobs range from accountants and analysts to software engineers and writers. “Employers and employees must think about what the business reasons are for wanting a telecommuting program. This could include greater flexibility for both the employer and the employees, productivity benefits or the ability to attract or retain workers,” says Jean T. Stimolo, executive director of Telecommute Connecticut!, a service of the Connecticut Department of Transportation. Telecommute Connecticut! works with Connecticut employers to design and implement effective telecommuting programs. “Many companies are surprised by the increase in productivity a successful telecommuting program can bring,” Stimolo says. Stimolo says there are roughly 158,000 people in her state who now work from home, according to a survey completed in late 2006. This represents an 86 percent increase in the number of telecommuters over the past five years.

Everyone defines telecommuting a little differently. Connecticut’s definition of a telecommuter includes someone who works at home for one or more days per month during normal working hours, however the majority of employees work from home two to three days a week. At Smith Brothers Insurance in Glastonbury, Conn., for example, 50 of its 57 employees telecommute either full-time or as needed. Their program started four years ago when the company wanted to retain a valuable employee who was moving to Texas. “It’s a great recruiting tool,” says Kim Connolly, Vice President and part-owner of Smith Brothers Insurance. “It is good for our employees, particularly our sales force. They don’t have to come into the office after sales calls to check e-mails; they can check messages and do their paperwork from home. When someone has a cold, they can work from home and not risk spreading germs to their co-workers.” “Even I look forward to the days I work from home,” she adds.

Stimolo maintains that one of the first things employees must consider if they would like to telecommute is “how much of their work is portable and what are the tasks that can be done as well or better remotely.” If a job requires ongoing access to equipment, materials and files that are situated only at the workplace, it could be problematic if you want to work from home. “Employees and their supervisors should also address connectivity, security and voice-data needs,” she adds. Don’t expect your employer to foot the bill for all the equipment in your home-based office. Stimolo says that most employees who work from home one or more days a week use their own personal equipment. “We’re not seeing any trends to indicate that employers are purchasing equipment for telecommuters. However we do work with employers to help make sure they have the right interface and security for the company.” Connelly says Smith Brothers Insurance will buy one workstation for each employee, either at the office or at home. Another key factor, according to Telecommute Connecticut! is an employee’s job performance record. Candidates for telecommuting should have a good work history and demonstrated reliable and responsible job performance.

Employees should also know their job well enough to keep working without checking in with their supervisor at every stage of a project. Even if the conditions are right, working from home isn’t for everyone. “Many people don’t realize the personal side of working from home,” Stimolo notes. Her organization works closely with company HR staff to train employees and supervisors to prepare them for successful telecommuting arrangements. She says those who are most successful working from home are self starters, people who are used to working independently, but they also need to be good communicators. Bottom line, says Stimolo: “The payoffs are great for both the employee and the employer when there are clear work goals, proper training and a well-thought out plan for telecommuters.”