JOBTALKSJOBTALKS
On-The-Job Success
Indiana UniversityKelley School of BusinessC. Randall Powell, Ph.D
Strategies for on the Job Success
Kevin McCoyPhilip Morris U.S.A.
All the interviewing has finally paid off, …………..
“I’ve been offered a job!”
Is this a Good Fit for me ?
• Location Fit
• Job Fit
• Organizational Fit
Motivational Fit
How will it effect my Social Life ?
How will it effect my relationship with my Family ?
Will I have the time for my Hobbies and Personal Interest ?
Your Career will effect every part of your Life.
Your Journey will likely include multiple locations
Will I achieve my Financial Goals ?
Will this meet my expectations for future Career Goals ?
Your Career will effect every part of your Life.
Will the location or job requirements allow me to maintain my Physical Goals ?
Will the culture there conflict with my personal Beliefs and Values ?
Your Career will effect every part of your Life.
• Family
• Social Life
• Personal Interest
• Financial Goals
• Career Goals
• Physical Goals
• Beliefs and Values
Sleep 8 HoursMorning Prep 1 HourCommute (both ways) 1 HourOn the Job 9 Hours*
Free Time 5 Hours
Monday- Friday
The most precious and fairest thing in Life- Everybody gets the same 24 hours
Make a Personal Game Plan
• Specific
• Measurable
• Attainable
• Relevant
• Time Based
Setting Realistic Expectations
• Send an Introductory E- Mail
• Ask for any materials that would better prepare you
• Volunteer to take part of any meeting, conference calls, or social functions
• Be prompt and accurate when administrative request are made
From NOW- to- DAY ONE
Day One
• Look the Part
• Eye Contact, Smile, Firm Hand Shake
• Be Consistent
• You don’t get a second chance to make a first impression.
“She seems confident, very personable, I like her.”
“ Wow, she obviously thinks she’s ready to be President.”
• Listen• Respectful• Realistic• Honest• Friendly
Always put your Brain in gear before speaking
Opinions are formed quickly
Organization Cultures can be Unique
Become a student of how the organization works…
• How people work together
• How department roles support the mission
• How the employees socially interact
• Unwritten rules
• When in Rome, …..
Week One Dump
Forms to completePayroll, Benefits, Supply Materials,…
Policy & Procedure Substance Abuse, Holiday & Vacation, Harassment,…..
Benefits MaterialsMedical, Dental, Retirement, Profit Sharing
Equipment IssueComputer, Printer, Vehicle,…
Systems SetupE-mail, Voice-mail, Security Clearance,….
Trainers in most companies will provide feedback to the Immediate Supervisorabout you.
Have Fun, but remember why your there.
• Enthusiastic Beginner
• Disillusioned Learner
• Emerging Contributor
• Peak Performer
Enthusiastic Beginner
“This is a Great Job “!
“I can’t wait to show them what I can do.”
“If I dazzle them, I’ll be promoted in a year !”
• Passion to Succeed is High
• Eager to Learn
• Excited about getting Paid
• Highly Optimistic about the Future
• Time required for instruction• Can’t be depended on for positive outcomes• May make mistakes that are costly
• Not limited by past experiences• Can look at old problems with fresh perspective• Contributes energy to projects and goals
Enthusiastic Beginner
Your Boss and Co-workers will have a different view
The Importance of a Mentor
• Internal
• External
• Ongoing
Get your customer to teach you their businessMost of them love to do it
Disillusioned Learner
“This is harder than I thought.”
“Nobody appreciates my effort”
“Is this what I went to College for ?
“What am I doing with my LIFE ?
• Pressure to Perform• Routine Duties• Competitive Co-workers• Critical Boss• Minimal Influence• No Recognition• Organization Politics• Co-Workers not Friends• Tight Personal Budget
• Keep it Positive
• Avoid the Water Cooler Gang
• Stay in touch- check your messages often
• Should I Write it or Say it….be careful
Communication
• Show up a few minutes early
• Think in Contingency about everything- if it goes wrong…
• Never abuse the Expense account
• Don’t worry about who got the CREDIT
Steering Clear of Trouble
When is somebody to train me ?Why do we have to go through all this change ?Who dropped the ball ?
How can I do my job better ?What can I do to improve the situation ?
From the book “QBQ” The Question Behind the QuestionJohn G. Miller
Personal Accountability
Situational Self Leadership
•Interesting Work ___ ___
•Full appreciation of work done ___ ___
•Feeling of being in on things ___ ___
•Job Security ___ ___
•Good Wages ___ ___
•Promotion, growth within organization ___ ___
•Good working conditions ___ ___
•Personal loyalty of employees ___ ___
•Sympathetic help with personal problems ___ ___
•Tactful disciplining ___ ___
Employee SupervisorMotivation
Taking the Lead when you’re not in charge
Emerging Contributor
• Cautious but Capable
• Need someone to bounce ideas off of
• Competence is increasing
• Developing Skills
“I think I’m starting to get it”
“My numbers are getting better”
“I have some improvement ideas ”
• Demonstrate that you can Perform your Role
• Contribute “meaningful comments” at Meetings
• Be a Problem Solver / Not a Problem Reporter
• Display Passion for your job
How to get the Boss to Pay Attention
Peak Performer
• High Skill & Competence Levels• Productive Contributions• Ability to Role Model• Self-directed- boss free to work with others• High Morale affects others• High self satisfaction
“I’m all over this”
“I’m ready for more”
“I can teach this”
“I’m ready to move up”
Advancement Planning Process
Getting on the Radar Screen
• Work With Evaluations • Assessments • Stand and Deliver Presentations
• Make your desires known• Ask for Feedback
Grades / They just won’t go away !
Performance Appraisals
Performance Assessment Model
Business ResultsWHAT
Values(HOW)
Indiv/OrgDevelopment
Spectacular Performance
Exceptional,Extraordinary
RoleModel
Champions
Exceeds Performance
ConsistentlyExceeds
Consistently Exhibits Desired Behaviors
PlaysImportant
Role
Good PerformanceOccasionally
Exceeds
DemonstratesRequiredBehaviors
Contributes
More ExpectedOccasionallyFalls Short
InconsistentWHAT/HOW
OccasionallyContributes
Unacceptable Performance
GenerallyBelow
Does NotBalance
WHAT/HOW
SeldomContributes
• Situation
• Task
• Action• Result
Performance Appraisals
• Career Aspirations
• Mobility Summary
• Leadership Development Plan
Where do you want to go ?
Performance Appraisals
• Focus on the Mission
• Prepare people to accomplish it
General Colin Powell His message on the subject of Leadership
Everybody is Looking for Leadership
• Know Where They Are
• Provide Direction
• Allocate Resources
• Build Capability
What Leaders do:
Everybody is Looking for Leadership
What will be the things people remember ?
That Legacy will start very soon
Your Leadership Legacy
If you would like to learn more, Career Planning Strategies textbook will supply additional information on this topic.
If you would like to If you would like to learn more, learn more, Career Career Planning Planning StrategiesStrategies textbook will supply textbook will supply additional additional information on this information on this topic.topic.
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