Coaching Employees - The Chronic Excuser

Written by CMOE Development Team

Continued from page 1

Openly addressing Type 2 excuses allows you to reviewrepparttar plans you’ve made, make sure they’re viable, and reinforce your confidence inrepparttar 139652 team member.

Exercising patience in listening will help you weed outrepparttar 139653 real obstacles fromrepparttar 139654 smokescreens. You can demonstrate support by removing legitimate obstacles. You can also teach a powerful lesson in accountability by exposingrepparttar 139655 smokescreens.

Excuses also generally arise when establishing a plan. For team members with low confidence or little experience, it can be frightening to make commitments, and they may feel a need to “hedge their bets.” When a team member raises a concern indicating that circumstances beyond his/her control might prevent them from achieving their goal, this sends a message that they’re not sure they can carry outrepparttar 139656 plan.

As you make a pattern of confronting – in a supportive, cooperative way –repparttar 139657 excuses made by reluctant team members, you’ll convey an important message about your commitment to accomplishing goals, helping your team members improve, and establishing a spirit of accountability in your work.

If you would like more information about coaching employees, please contact a Regional Manger at CMOE at (801)569-3444. You can also visit CMOE's website for more information.

The Five Most Common - And Most Avoidable - Resume Errors

Written by Jaimie Marzullo

Continued from page 1

The Solution: Identify which skill each and every statement is addressing and write that information directly on a copy of your résumé. Then reviewrepparttar skills listed next to all of your statements. Are you seeing one or more skills listed over and over? Consolidate this information. Also, don't fall intorepparttar 139584 trap of repeating information from one section to another; if you mention an accomplishment in your Professional Summary, do not mention it again in your Professional Experience.

4. Writing job descriptions.

The Problem: Committing this error is what can makerepparttar 139585 difference between getting an interview and losingrepparttar 139586 opportunity to someone else. Employers are not interested in what activities you performed on a daily basis - they are interested in how well you performed those activities. Stating that you "processed paperwork" gives no indication of what type of employee you are... this same statement could apply accurately torepparttar 139587 person who doodles onrepparttar 139588 desk and misses deadlines as well asrepparttar 139589 person who exceeds deadlines and quotas and has 100% accuracy.

The Solution: Focus on accomplishments. Many job-seekers disregard this advice withrepparttar 139590 mistaken notion that they do not have any accomplishments. Most ofrepparttar 139591 time these people do have quantifiable achievements; they just don't realize that they do. It can be difficult to look objectively at our own experiences. Review employee evaluations. What positives are noted? Think about special projects or busy times; were there any instances in which you were praised, or were very proud ofrepparttar 139592 job you did? Any times in which you improved processes, made or saved money, or lifted some ofrepparttar 139593 burden off your supervisor's shoulders?

If you truly have no accomplishments, then focus on results. What arerepparttar 139594 results of your work? For example, "processed paperwork." What paperwork and why? What does this paperwork do for your company? "Facilitate ongoing litigation by processing complex legal documents" is much more effective than simply "Processed paperwork," although both would technically be correct.

5. Using Objective statements.

The Problem: This is oftenrepparttar 139595 result of a job-seeker who has either been out ofrepparttar 139596 market for a long time, or someone who is using a dated résumé-writing manual. Objective statements have, thankfully, gone out of style on résumés. Why thankfully? Objective statements are counter-productive. By definition, an Objective states what you,repparttar 139597 job-seeker, want. The problem with this is thatrepparttar 139598 hiring manager does not care what you want;repparttar 139599 hiring manager cares about what you can do forrepparttar 139600 company. Additionally, what you want should be clear from your cover letter and byrepparttar 139601 simple fact that you sent your résumé inrepparttar 139602 first place - it does not need to be repeated (see #3, above). Since this is often positioned atrepparttar 139603 very top ofrepparttar 139604 résumé, it is a regretful waste of highly visible space that should be used to appeal torepparttar 139605 interests of hiring managers, not to address information thatrepparttar 139606 hiring manager isn't interested in.

The Solution: Professional Summary, Profile, Summary Statement... whatever you want to call it, a summary section atrepparttar 139607 top of your résumé that reviews your strongest, most relevant skills and abilities is a surefire way to capturerepparttar 139608 attention of your reader and encourage him or her to read on. This is also a highly effective strategy to position notable achievements that occurred early in your career in a visible location.

Jaimie Marzullo is a professional résumé writer and career counselor, and owner of With additional expertise in U.S. employment and labor, family medical leave, disability rights, and human rights laws, she has served as a consultant to small businesses, educational systems, healthcare organizations, and government offices.

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