10GM – Career Advice

Anne Loehr discusses the challenges and opportunities that Generation Y faces in the workplace. She helps Gen Y and Boomers understand how the other side sees their actions, and what they can do to bridge cultural gaps. To download this podcast, click here The top behaviors of Generation Y that annoy Boomers are casual dress, constant texting, and the need for feedback. Members of Gen Y should be sure to understand the expectations in these areas before interacting with Boomers. Gen Y and Boomers alike love to multitask, but the technology that Gen Y uses is very visible, making it seem like they aren’t paying attention. Gen Y needs to recognize that there is still a need for face-to-face contact. There are also differences in attitudes; Boomers think Gen Y feels entitled and Gen Y thinks Boomers prevent them from getting things done quickly. To bridge the gap, Anne suggests that Generation Y should learn the culture of the company and the attitude boss so they can know what style of language and key words to use. Generation Y and Boomers should try to understand each other through talking and discussing what each group needs. Anne Loehr owned and managed international, eco-friendly hotels and safari companies for over 15 years. During this time she also worked with the Kenyan government to create Kenya’s national hotel eco-rating criteria, the first of its kind in Africa. Frustrated that she couldn’t find top-quality leadership, coaching, and team effectiveness facilitators for her 500 Kenyan employees, she started studying these skills herself. After selling the hotels and safari company, she returned to the US and specialized in executive coaching and leadership development. Anne then partnered with Riverstone Endeavors and has worked with clients such as PBS, Airlines Reporting Corporation, NRDC, World Bank, Carlson Destination Marketing Services and The Nature Conservancy. Gen Y Blog Website To watch video interviews of Anne, visit Prendismo Like this podcast, why not share it?

Angela explains that the compensation package that employees receive is more than just salary. The whole package is more than just a single number. To download this podcast, click here Angela begins by urging students to recognize the elements of compensation packages beyond just salary. Other equally important elements in the job offer are benefits, program policies, and office culture. Benefits such as medical insurance, bonuses, and leave policy are crucial in both a fiscal and personal sense. Ask questions such as, “How much medical does the employee pay versus how much medical does the company pay,” “What is the timing of the bonus, “What is the recovery agreement,” and “what types of leave are offered?” Another key factor is if the company has professional development, which includes training for employees, mentoring programs to help develop employees in their careers, and regular feedback for employees on expectations and progress. Finally, office culture is a major part of what a prospective employee should understand. For example, a prospective employee should find out about the dress code and the social environment of the workplace. It is also important to look at gender equality and inclusion: What percent of top executives are women and/or ethnically diverse individuals? Lastly, be sure to understand the firm’s attitude toward mobility if you are interested in working abroad or being able to transfer. Overall, make sure to look at more than simply the base salary: read the fine print and understand the office culture to ensure a job offer is a good fit. Angela Sorrell is an Assistant Director with Ernst & Young LLP(EY) and has been with the firm for six years. Currently she serves as the Transaction Advisory Services (TAS) lead campus recruiter, the firms lead recruiter at Cornell University, and the program manager for EYs China in Your Future program.Angela is very involved in EYs internal initiatives including the local Professional Womens Network (PWN) and Social Responsibility. Angela chairs many local EY Cares events such as the holiday giftwrap for Juvenile Diabetes and EYs monthly breakfast preparation for the homeless. Ernst & Young Careers To watch video interviews of Angela, visit Prendismo Like this podcast, why not share it?

Baseema shares some tips on how to use the library as a career resource. She provides examples of what the library has to offer to people looking for career information. To download this podcast, click here Baseema first dispels the myth that using library has to be a physical activity, but the library actually opens up a world of electronic resources. In this tough economy, students have to look beyond Google. Students should contact a librarian to use Career Search, a website that can generate a list of contact names and number in a certain business for a specific geographic region in under 5 minutes. Also, the Vault Career Guide, a subscription resource offered by career offices, is available through the Cornell Library. The two resources offer unbiased resources in a fraction of the time one might spend searching Google. Finally, Baseema informs us that the librarians can also help students develop the skills that are needed in business, such as creating a business plan. Students can even get this help directly through the Cornell website by clicking on the “Ask a Librarian” link. In general, the Cornell Libraries can help career search and help develop skills that students need when they start working. Baseema encourages all students to get online and Google their school library for help. Baseema Banoo Krkoska is the Business Librarian at Albert R. Mann Library, Cornell University. She has a Masters in Business Administration from Osmania University, Hyderabad India and an M.S. in Communication from Cornell University. She is the primary liaison to the Applied Economics & Management (AEM) and Policy Analysis & Management (PAM) departments. In her role as liaison, she is collaborating with several AEM faculty members to incorporate information competency into the applied economics and business curriculum. In addition, she offers library workshops on new investment technologies (Bloomberg) and better preparation for interviews. http://business.mannlib.cornell.edu Like this podcast, why not share it?

Willy Franzen, founder of One Day, One Job and One Day, One Internship shares innovative ways to leverage Twitter and Facebook in your job search. To download this podcast, click here Willy explains how to make professional connections and get interviews using websites like Facebook and Twitter for professional networking. Everyone has heard that you should not have bad things up on your Facebook page that employers might see, but Willy has advice on how to use Facebook in a positive way. You can use the Facebook advertising model to reach employers by targeting specific employer networks with advertisements and by linking to your online resume. This helps job seekers get a foot in door and get their resumes to right people. Twitter allows job seekers to jump into conversations and reach people, from CEOs to college students. You can find people in your industry discussing relevant knowledge and provide value to those conversations to build your reputation. You can learn information about a company and make connections with people. Willy Franzen is the founder of One Day One Job, One Day One Internship, and Found Your Career. He graduated from Cornell University’s School of Industrial and Labor Relations with a BS in Industrial and Labor Relations in 2006. After graduating from Cornell in 2006 he took on a number of contract jobs while traveling and pursuing his passion of fly fishing. After beginning his job search, he became frustrated with the way employers presented themselves to potential applicants online. He eventually quit his job search and decided to try to change how people find jobs online. Since he stopped job searching in May of 2007, Willy has reached over 500,000 job seekers through One Day, One Job and One Day, One Internship with his in-depth employer profiles and job search tips. His new venture Found Your Career is an online job search training course. Contact Willy: Twitter, Facebook, LinkedIn, E-mail Like this podcast, why not share it?

Paul Joseph explains how to leverage a telephone screen into a face-to-face interview. He also provides tips to utilize the telephone more effectively when conducting a job search. To download this podcast, click here Paul sees a telephone screen as an opportunity for you to proactively sell yourself. In using the telephone to either ace an interview or be proactive in job searching, it is important to do your homework first; research the company and interviewer to understand what they are looking for, and also know your value proposition to market yourself as a candidate for the job. For the phone interview, enter the conversation with an objective in mind and sell yourself. Paul also reminds interviewees to engage the interviewer by asking similar questions back, and therefore develop a more personal connection. Similarly, initiate a phone call after sending in a resume to develop a personal relationship, giving you a competitive edge. Paul Joseph has almost twenty years of management, marketing and sales experience and more than fifteen years of high-tech industry experience. As a management consultant, Mr. Joseph has worked with founding management teams, senior executives, board members and investors at more than 100 organizations, ranging from seed stage and venture-capital backed start-ups to Fortune 100 manufacturers. Mr. Joseph is currently self-employed as a management consultant, working with clients in the United States and Israel. His experience spans many vertical industry products and solutions, and many types of businesses, including: hardware, software, SaaS and services providers. To watch video interviews of Paul, visit Prendismo Like this podcast, why not share it?

Al discusses the theory of Happenstance, and how taking advantage of unexpected opportunities can impact your career. Al explains how to take advantage of unplanned events and use them to advance your career. To download this podcast, click here Al Levin, is the co-author of Luck Is No Accident: Making the Most of Happenstance in Your Life and Career with Dr. John Krumboltz of Stanford University. After seeing how unexpected events can make a huge difference in a career path, Al and his colleague came up with the theory of Happenstance. Al notes that this concept applies even more today, since technology, globalization and other rapid changes in the work place makes it more difficult to have a set plan. While many career counselors advise choosing a career goal and sticking with it, Al stresses the importance of taking advantage of unexpected opportunities that may not necessarily fit into your plan, giving examples from his own experience. For young professionals searching for jobs, Al suggests that young professionals need to be open to opportunities they didn’t plan for, since there will be opportunities if they are open minded than if they are focused on one goal. His three strategies for advancing your career are keep your options open and explore, take action even when you are not sure of the outcome, and go for the job, even when you don’t have all the necessary skills, because learning on the job is part of the process. Al S. Levin, Ed.D., Professor of Counselor Education at California State University, Sacramento, was formerly the Assistant Director at Stanford University’s Career Development Center, MBA Career Management Center, and Lecturer at Stanford’s School of Education. Dr. Levin has authored numerous career development publications including “Luck Is No Accident: Making the Most of Happenstance in Your Life and Career” (Impact Publishers), which he co-authored with Dr. John Krumboltz of Stanford University.

Marlene discusses how to learn about work-life balance at a company during an interview, and why it is important to ask questions during the interview. To download this podcast, click here Marlene believes that young professionals must take the time to understand what is most important to them, particularly where work-life balance falls in their own values. Before an interview, do research on the prospective employer such as reading the diversity mission and the work-life statement. At the interview, a student can ask about tools and programs that help employees succeed both at work and in their personal lives. Note that some industries are friendlier to work-life balance. Students can also look at a company’s track record in diversity, demographics, and number of minorities in leadership positions. Students may be worried that asking about work-life balance will reflect poorly on their work ethic. However, Marlene says that this all depends on how the student asks the questions and how much homework they have done on the company. She suggests starting by asking about the company’s vision and mission, and moving on to programs and tools that support them. Work-life balance falls under diversity, and if that is not in the top 5 most important things to the company, that should be a red flag for students. Marlene Quijano is Senior Director R&D for Growth, Enabling Technologies and Strategy for the Snacks & Cereal Business Unit. She is responsible for R&D Leadership in driving platform growth initiatives across categories like Cookies, Crackers, Salted Snacks and Bars. She also overseas R&D strategy including Open Innovation and Sustainability initiatives in addition to responsibility for the Pilot Plant facility.Marlene holds a bachelor’s degree in Chemical Engineering from Cornell. She is the Kraft Key School Recruiter for Cornell University and sits on Cornell’s Co-op Engineering Advisory Board and Food Science Advisory Council.

Russ Finkelstein discusses what it is like to work for a nonprofit organization.  He talks about having passion for what you want to do, and how to show an organization that you are the right candidate for the job. To download this podcast, click here In the current economy, the nonprofit sector has been taking on many societal issues, and it is a great and challenging time to be involved with nonprofit enterprises. Young professionals interested in working in the nonprofit arena need to learn how to adequately prepare for an interview. Preparation is the most important issue, because often candidates feel there is a lesser standard in nonprofit organizations, which is not true. Prospective employees should ask smart, specific questions that demonstrate they have invested time and energy into this particular job. Not only should candidates show that they are qualified and have necessary skills and experiences, it is also important that they show passion for the particular issue and the specific approach that the organization uses to address it. Although nonprofits may pay less than for-profit companies, an employee can still make a very good living. Prospective employees need to prioritize and make choices about their expectations and motivation. Russ joined the staff of Action Without Borders in August 1995 to help build idealist.org and to train nonprofit and community-based organizations on how best to use the internet. Currently, he supports those working in and seeking work in the nonprofit sector, including human resources professionals, graduate and fellowship programs, nonprofit career fairs, volunteerism, and the range of professional development trainings. Russ has a Masters in Public Administration (MPA) in Education and Nonprofit Management from Columbia University’s School of International and Public Affairs and his B.A. is from Connecticut College. Like this podcast, why not share it?

Annemarie Segaric shares strategies for getting a job when you have little or no experience, and how to change your career while still receiving a paycheck. To download this podcast, click here Annemarie Segaric is the author of Step into the Right Career, a book of 107 tips on how to find a new career while still paying the bills. For students who do not have much work experience, she urges that proactive job searching, relationship building, and traditional networking are the best tools. Also, students should tailor their resume so that the content relates to the description of the job they are applying for and includes key phrases. Students might also consider finding a part time job or project that could give them leverage in the job search. For those interested in changing careers, Segaric promises there is no better time than now to take control of your life. As she states in her book Step into the Right Career, focus on taking interim jobs to gain experience and expand areas of expertise while still receiving a paycheck in order to get closer to that dream job. Annemarie Segaric is the Founder of The Career Changer Company and author of Step into the Right Career: 107 Tips to Change Your Life While Still Paying the Bills. In business since 2001, her company specializes in helping professionals figure out their life’s purpose so they can get unstuck, change careers, and do work they love. Her professional experience includes banking, consulting, telecommunications, and media and entertainment. She has extensive experience in business analysis as well as web development and usability. Annemarie has helped organizations analyze their business processes thereby creating efficiencies and reducing operating costs. She holds a Bachelor of Science degree in Operations Research/Industrial Engineering from Cornell University. Ready to make your own career change? Download your own complimentary career change toolkit at www.thecareerchanger.com. Like this podcast, why not share it?

Norb Mayrhofer focuses on teamwork and managing expectations. He discusses strategies on how professionals can stand out in a team environment, and the importance of taking initiative. To download this podcast, click here How can a young employee stand out in a team environment? Norb says that the most important thing is for the employee to understand the ultimate goal: to make the team successful. Productive teams have a good combination of leaders and followers and a well-balanced delegation of tasks. The employee should be aligned with the team’s overall mission and understand what needs to get done, and take responsibility for appropriate parts of the team’s work, whether leading or following. Also, a good team player is someone who proactively goes out of his or her way in order to solve the smaller problems so that the larger goal of the team can be accomplished. The traits of a good leader include being able to delegate well and ensuring that others understand the goals of the team and are putting in their best effort. A good follower does everything he or she can do in order to make the leader successful. If what the leader or boss expects of an employee is unclear, that employee should ask for clarification to avoid wasting time and money. Finally, in order for an employee to stand out in a group, he or she must understand that opportunities aren’t always given. The employee therefore needs to be innovative and take initiative in seeing the bigger problems and the challenges and solve them in a way that others can learn from. Norb Mayrhofer is the Vice President and General Manager of Procter and Gamble’s Global Professional Division. During his 31 year P&G career, he has held positions of increasing responsibility in the Soap, Soft Drink, Food, Beverage, Paper and Professional Divisions, along with several staff assignments. He is currently the Vice Chairman of the International Foodservice Manufacturers Association, a former trustee of Chatfield College and Girls Southeast Cincinnati, Inc., and a member of the Business Advisory Council and the Foundation Board of Directors of the Jones School of Business at his alma mater, SUNY Geneseo. To watch video interviews of Norb, visit Prendismo Like this podcast, why not share it?

Wendy Spelman discusses the importance of an internship and how to effectively get technical skills across in an interview. She also touches upon the importance of teamwork at the start a new career. To download this podcast, click here Wendy explains that experienced interviewers look for specific qualities from candidates during an interview. Companies often look for the same set of skills in interns and full time employees. An employee needs to balance leadership skills and working on a team; they need to know when to lead and when to follow. Wendy suggests putting an emphasis on establishing a role as a member of the team first, then moving into a leadership role. At companies like Kraft, interns often become full time employees. This happens when the intern and the company are compatible with each other. When interviewing prospective employees, Kraft looks for technical science skills, best demonstrated through past work and intern experiences. When new employees are hired, they are paired with a buddy to assist with the initial transition. When an employees chooses her career path, she also chooses a mentor to further develop all of the necessary technically skills. Wendy Spelman is a Program Leader at Kraft Foods. She began her career at Kraft General Foods in 1989 in Tarrytown, NY. Wendy is currently on a short term assignment. In this role, she is collaborating on a new specification system. This will allow global access of specifications for Kraft R&D worldwide. She has worked on numerous product lines at Kraft and was the link to Open Innovation, Supplier Collaboration and External Development for Desserts R&D. Wendy holds a BS in Food Science from Cornell University and an MS in Food Science from the University of Delaware. Like this podcast, why not share it?

Elliott Garlock gives advice on using available resources to get a job.  He shares tips on doing thorough research into your industry and company, and tells our listeners the things that he wishes he would have done differently while he was going through the process. To download this podcast, click here Before a job interview, there are a few things that applicants should do. First, research the company and industry by reading the basics, such as the Vault guide for the industry, company, and competitors to build your knowledge on its background. Then, use social networks to find people that work at the company and have an informational interview with that person. Finally, ask that person to refer you to another person within the company so that you can have another informational interview. These interviews are very important and give you leverage during the actual interview. As a college student, you should read trade magazines and blogs, and develop relationships with faculty. Elliott is currently an Assistant Brand Manager at Procter and Gamble. He markets and sells the best pet food in the world—Eukanuba. Elliott graduated from Cornell University in 2007. While at Cornell, he worked at Student Agencies, Inc. (SAI).Elliott has long run plans to launch a business and philanthropy organization. He is interested in economic development and political change in Asia and Africa, education reform in the USA, global philanthropic efforts, entrepreneurship, philosophy, religion, and sociology. Give him a buzz if you have an idea you want to share. He keeps an inconsistent blog at http://elliottgarlock.wordpress.com You can email him at: elliott.garlock@gmail.com To watch video interviews of Elliott, visit Prendismo

Tiffany Norwood gives 10GoodMinutes listeners advice on salary negotiation from two perspectives: first as an employee working for large multinational corporations, and now as an employer in the area of information technology. To download this podcast, click here When discussing salaries, Tiffany Norwood can speak from experience as both an employee and an employer. Before you even begin to negotiate salary, arm yourself with information on the value of the position and how it aligns with your experience. Do a lot of research and compare your position against certain parameters such as the size of the company. Get a good sense of the market value of your position and then set the expectation at the interview of what you would consider to be a reasonable pay. Even though you may feel it is taboo to discuss salaries during an interview, ask about the salary range, and if it is lower than you expected, offer the information that you found during your research and ask if their range is flexible. The employer will react differently depending on how you bring it up the issue of salary. It is more effective if an interviewee is speaking from the perspective of the market value and demonstrates the value of the employee to the customer than just from a personal point of view. Speak from the perspective of the company rather than from your own perspective. Tiffany Norwood is the Executive Vice President, Product and Marketing with Next Generation Broadband (NGB). In this role, Ms. Norwood is responsible for all of NGB’s product management and marketing endeavors. Ms. Norwood, co-founder of NGB, has more than 12 years of telecommunications experience including roles as VP of International Business Development at World Space and Director of European Operations at Road Runner. Prior to these posts she has worked in investment banking, including leading players such as Goldman Sachs Group, Morgan Stanley and Citicorp. Her experience spans several countries, not limited to England, Germany, Spain, Ireland, Belgium, Switzerland, South Africa and The Netherlands. Ms. Norwood has a Masters in Business Administration from Harvard University and a Bachelor’s in Economics with a concentration in statistics and electrical engineering from Cornell University. Visit Prendismo to see videos of Tiffany Like this podcast, why not share it?

Diane Darling dispels common myths about networking, and explains how students and young professionals can use networking to get ahead. She discusses what people should be doing in order to effectively network, and states why young people need to give themselves more credit for networking than they do. To download this podcast, click here Diane defines networking in two ways: building relationships before you need them, and the transference of trust. When you are trying to network, you should focus on what the other person can gain from making contact with you. It should be a symbiotic relationship, rather than just transactional. Diane encourages students to always research guests that are visiting campus, and to go through a faculty member to make alumni connections. Diane also emphasizes the importance of having an online presence, such as on Facebook and LinkedIn. Students should also purchase the domain for their name and set up a simple one-page website. How do students overcome nerves when networking? Diane says that students should practice by networking with less important people first. Students could also try taking an acting workshop to become more comfortable with speaking in public. Diane also notes that students are getting a lot more experience in networking than they give themselves credit for, such as in group projects. She suggests finding a “networking buddy,” who is interested in the same industry, but who has complimentary skills. Finally, Diane reminds students to help people connect with each other, and to make an effort to stay in touch with contacts. Diane Darling is an author and Founder and CEO of Effective Networking, Inc. She founded the company on the premise that everyone can learn to network, they just need to find their own style. Combining interactive training, strategic planning and an exploration of the natural fears of networking, Darling demystifies the process by providing techniques that can be immediately implemented. Darling has appeared on NBC Nightly News, in The Wall Street Journal, San Francisco Chronicle, and The Boston Globe. She is also a monthly columnist for the Boston Business Journal and teaches in the MBA program at Boston University. Visit Prendismo to see videos of Diane Like this podcast, why not share it?

Steve Benjamin discusses the benefits of alumni networking. His recommendation to students is to “get over themselves” and focus on the opportunities that still exist. He advises students to reach out and tap the vast networks available to them. To download this podcast, click here Steve thinks that students are overly concerned about the down turn of the economy, since the situation has been much worse in the past. He recommends that students get over their stress and start focusing on the problem at hand. Students that are graduating from Cornell are at the top of the pyramid. Blindly sending out resumes won’t be very helpful. Graduate school is a very good option, with short term and long-term benefits. If you are in the engineering school at Cornell, Steve highly suggests that you stay one more year for the master’s degree. If you decide to start looking for jobs, you should use the alumni network. For example, Steve serves as a mentor to an undergraduate student interested in engineering and entrepreneurship. He gives students assignments and advice that can help them find opportunities. Don’t contact the alumni for direct help in obtaining a job, but for help in seeking out new paths and opportunities. Steve reminds students to thank the alumni and keep them updated on your progress. Since graduating from college, Steve Benjamin has had three careers and is now inventing his fourth. From 1982 to 1988 he worked in the Air Freight industry, as Vice President Strategic Planning for Burlington Air Express. In 1988 Steve and his wife, Sheri, started The Benjamin Group Inc., a public relations agency working with high technology companies. In 1992, concurrent with being CFO of Benjamin Group, Steve got into the Customer Loyalty consulting business in partnership with Burke Inc. Steve was able to develop and manage significant relationships with key high tech companies like Sun Microsystems and Applied Materials. Steve Benjamin holds a Bachelors and Masters of Engineering as well as an MBA from Cornell University. To watch video interviews of Steve, visit Prendismo Like this podcast, why not share it?