Wednesday, January 21, 2015

Five Tips to Help You Deal with Older or Much Younger Workers at the Office

A powerful way to demonstrate respect for others is to move past labels and treat people as individuals with unique experiences, preferences, and interests. Begin by examining your own ideas about other age groups. Then help others recognize when age stereotypes may be hurting collaboration. To challenge stereotypes:

• Treat everyone as an individual.
• Assess how age stereotypes may color your views.
• Encourage others to reject age stereotypes.

While each of us is unique, we share more than you might think. Invest time discovering what you share—needs, goals, interests, points of view—with individuals from other generations. What you share with and learn from them can strengthen the human connection and sense of community that support collaborative work relationships. To find common ground:

• Ask respectful questions.
• Listen with an open mind.
• Connect on the human level shared by all.

Regardless of generation, everyone has something important to contribute. It’s a matter of taking initiative to find those talents and match them with the challenges at hand. When you respectfully ask about the interests, abilities, and experience of others, you enhance their sense of competence and encourage them to contribute to a shared effort. To find the talents in everyone:

• Assume that everyone has value to contribute.
• Ask others about their interests, abilities, and experience.
• Allow for a range of productive work styles.

Most of us prefer to spend time with people like ourselves, including those of similar age. Working across generations helps realize the tremendous value of diverse perspectives, which often spark creativity and innovation. Your daily effort to offer and ask for help builds strong connections among age groups and makes everyone’s job easier. To mix it up:

• Partner across generations.
• Find collaborative ways to share your perspective.
• Respectfully ask for and offer ideas and help.

Low expectations due to age stereotyping wreak many forms of havoc, in particular the self-fulfilling prophecy. We tend to get what we expect of ourselves and others. In contrast, high expectations—for how and how well people apply their talents—demonstrate our respect for others and promote increasing competence over time. To expect a lot:

• Challenge yourself to learn, grow, and perform.
• Hold yourself and others to high standards.
• Observe how expectations drive effort and results.

The long-term success of any organization depends on contributions from employees of all ages. Employees who apply these practices to see one another as they really are, not as stereotypes, can help support a motivating, collaborative, and productive workplace.

What We Share
Everyone shares at least four universal needs in the workplace. People of any age feel highly motivated when the following needs are met:

RESPECT – feeling valued as a unique individual. A recent study found that respect from peers, superiors, and direct reports is the top-rated workplace need of all generational groups. Conversely, we found that expressions of lack of respect have a distinctly depressive impact on workplace productivity, creativity, and relationships.

COMPETENCE – feeling valued as knowledgeable, skilled, and experienced. People have a powerful need to hone and demonstrate skills, whether technical, interpersonal, or leadership. Opportunities to develop and show competence—as well as recognition for effort and results— are powerful motivators for every generation.

CONNECTION – collaborating with trusted colleagues and co-workers. Regardless of age, people want to collaborate. Studies show this intrinsic need more powerful than extrinsic needs, such as the desire to earn rewards or avoid punishment. Cross-generational effort brings results through a melding of views and experience.

AUTONOMY – exercising self-control within guidelines to achieve shared goals. No one has total autonomy in the workplace because all must contribute to shared results. Still, people crave autonomy, or freedom, to shape their work to support the work of others. This kind of flexibility helps people of all ages to thrive in an organizational setting.

Sources: Deci, E.L., and R.M. Ryan. “Facilitating optimal motivation and psychological wellbeing across life’s domains.” Canadian Psychology 49 (2008): 14–23.

Monday, January 12, 2015

Do you have the Skills to be a Manager?

By Elizabeth Butler, Dreamfedjob editor

A few weeks ago was looking to hire a new Marketing Manager. The position was advertised and we received a couple of hundred resumes, no kidding. There were so many applicants for this position that management divided the resumes between four of us and asked us to set aside resumes that showed leadership, people, thinking and work style skills.

Much to our surprise, the majority of the resumes we reviewed did not include examples or specific information addressing the skills listed below. This made our job easier since we could disqualify most of the resumes in a short period of time. If you are applying for a management job, make sure you address the skills listed below and don't forget to give examples or quantify results, where appropriate, throughout your work history.

1) Leadership Skills
Not surprisingly, Managers and Supervisors need to possess a strong set of leadership skills in order to be effective and constructive. Specific areas of leadership that have been found to be important to leadership success include one’s ability to effectively and willing mentor, coach, and develop their subordinates, one’s ability to empower and motivate employees, and the ability to provide behavioral feedback in a constructive way. Certain types of managerial roles require leadership skills that other managerial positions may not. For example, a Team Leader on the production floor would need to possess leadership skills related to employee safety that requires him or her to correct, address, or educate others about any hazardous situations on the job, where as our Marketing Manager would not.

2) People Skills
Let’s face it: if you aren’t comfortable working and communicating with others in the workplace, a managerial position likely isn’t going to work out. People skills that have been found to be predictive of successful leadership performance include one’s ability to effectively handle and resolve conflicts, one’s ability to work collaboratively and effectively with others, and having an awareness of one’s actions and how those actions impact others. Being able to engage in appropriate, interpersonal behaviors in the workplace is key to building successful and productive Supervisor-Incumbent relationships.

3) Thinking Skills
Having the ability to thoroughly and effectively make decisions and solve job-related problems is critical to supervisor success. One of the most common duties of a Manager or Supervisor is to make sure that client, customer, and employee obstacles are being removed or lessened. This includes making sure questions are being answered, proper actions are being taken, and problems are being resolved. All of these actions require one to use critical thinking and decision making skills. You can have the friendliest manager in the world, who possesses all the necessary leadership skills, but if they can’t solve problems, they will likely fail at being an effective Supervisor or Manager.

4) Work Style Skills
Becoming a leader does not mean that you get to stop being a working employee. Although Managers and Supervisors typically have the power to delegate, certain working skills are always going to be necessary to use and demonstrate. For example, it’s important to be and be viewed as reliable and accountable as a Manager or Supervisor. Other work style skills that are important to managerial success include one’s ability to plan and organize, stay proactive, and adapt to changing circumstances in the work place. Without these powers, becoming a successful manager is unlikely.

Wednesday, January 7, 2015

The Interview: Tell me what you know about our company?

By Elizabeth Butler, Dreamfedjob editor

This question falls into this category as the new employer will be assuming that you want to join their company because it is a sound and progressive career move for you. It is, isn’t it? That’s a hint … Again, this question will come up time after time. If you follow Dreamfedjob’s blog, this question has been addressed before. It is one that you expect to be asked. Right? So you ‘Googled’ them, right? You went onto the corporate website and took some notes, facts and figures.

Well, you employ some 23,000 people around the world, your main areas of operation are outsourcing and managed services, systems integration and consulting services, high-end server technology, cybersecurity and cloud management software, and maintenance and support services, your …Zzzzzz – I’m asleep already. Anybody can repeat facts from a website. It doesn’t mean you know anything about the company at all.

Now while I’m not suggesting that you don’t quote them some devastatingly interesting statistics around their niche market specialisms etc., what I am saying is get behind the facts that they present to you. What is their market share? Who are their competitors? What threats are there to their continuing growth? What opportunities might they wish to exploit? What did their CEO say in their last annual report?

By all means go the company’s website, but don’t just settle for the company line. Find out who their competitors are and what they are saying. Start by going to and see what the company is up to. For this example I am pretending to have an interview with Unisys Corp as a Data Analyst/Developer job.

After 10 minutes on I found this:
  • Revenue for the nine months ended September 30, 2014 was $2,450.6 million compared with $2,460.6 million for the nine months ended September 30, 2013. Services revenue over the first nine months of 2014 declined 1% and technology revenue increased 2% in the first nine months of 2014 due to higher sales of enterprise-class software and servers.
  • Revenue from the company’s enterprise-class software and servers increased 96.5% for the three months ended September 30, 2014 compared with the three months ended September 30, 2013. The increase was due to higher sales of the company’s ClearPath products.
  • More than half of the company’s total revenue is derived from international operations.
  • There is legal case pending regarding a lawsuit between Unisys Belgium SA-NV, a Unisys subsidiary, and the Ministry of Justice of Belgium.
  • There is another legal case pending where Lufthansa AG sued Unisys Deutschland GmbH, a Unisys subsidiary (Unisys Germany), in the District Court of Frankfurt, Germany, for allegedly failing to perform properly its obligations during the initial phase of a 2004 software design.
  • There is also a matter arising from the sale of Unisys’ Health Information Management (HIM) business to Molina Information Systems, LLC (Molina) under a 2010 Asset Purchase Agreement (APA).
Can you imagine interviewing five people and all of them trot out the same facts and figures taken from the same source? What if the sixth interviewee reminds you that in 2011 you were ranked number 7 in Information Technology Services by Fortune 500 Magazine; however, Peter A. Altabef, the new President and Chief Executive Officer effective January 1, 2015, with experience leading MICROS Systems, Inc., Perot Systems and Dell Inc. has a strategy in place to take you to number one in 2015, and that involves … No contest! Get him/her back for a final interview!

I’m asking you to be a bit smarter than the average bear on this one. Be creative about how you illustrate what you know about their company.

Friday, January 2, 2015

Life is not a Dress Rehearsal

by Elizabeth Butler, Dreamfedjob editor

I recently read a motivational article that talked about a "deathbed" exercise. This exercise aims at making you think of the things that you would think about in the last hours of your live, i.e. deathbed.

For example:

  • What are you glad and sad about your work life?
  • Your relationships?
  • Your charitable efforts?
  • Your hobbies?

Or in my case:

  • I wish I’d had the courage to live a life true to myself, not the life others expected of me.
  • I wish I didn’t work so hard.
  • I wish I’d had the courage to express my feelings.
  • I wish I had stayed in touch with my friends.
  • I wish that I had let myself be happier.

Having gone through this exercise, I'd like to encourage you take a few minutes to complete the exercise and find out if you need or should make changes to your life, direction, goals, etc.

Years ago I came across a bumper sticker that said "Life is not a dress rehearsal."  I dismissed it and got on with my day.  A few hours later I started to think about it and the more I thought about it the more sense it made. At the time I worked as a phone collection specialist, for a horrible boss, who had an even more horrible boss. I believe my salary was 19K or so per year. I was a young, miserable, low-level employee at a very small company in Washington DC working for a horrible boss.

Like a plane flying on automatic pilot, I was going through my daily routines thinking I was never going to die and had all the time in the world to make choices, personal and professional. If John McLaughlin, executive producer and host of The McLaughlin Group had been by my side he would had said: "WRONG!"

Pretending you are going to live forever is detrimental to your enjoyment of life. It is detrimental in the same way that it would be wrong for a football player to pretend there was no end to the game he was playing. That player would reduce his intensity, adopt a lazy playing style, and, of course, end up not having any fun at all. Without an end, there is no game. Without being conscious of death, you can't be fully aware of the gift of life.

Yet many of us (including myself) keep pretending that our life's game will have no end. We keep planning to do great things some day when we feel like it. We assign our goals and dreams to that imaginary day called "tomorrow," or "soon." We find ourselves saying, "Someday I'll do this," and "Someday I'll do that."

Confronting our mortality doesn't have to wait until we run out of life. In fact, being able to vividly imagine our last hours on our deathbed makes the cliché “Life is not a Dress Rehearsal” something to really think about. James Dean once said “Dream as if you will live forever; live as if you will die today.”

Thursday, December 4, 2014

Do you know who you are?

Myers-Briggs classification

Exploring yourself may help you to identify your general life style and your style in many fields of activity: work, business, education, communication, conflicts and teamwork.
According to the Jungian, Myers-Briggs, typology all people can be classified using four criteria:
  • Extroversion - Introversion
  • Sensing - Intuition
  • Thinking - Feeling
  • Judging - Perceiving
This model is used in a majority of personality tests. When you go through head hunter and recruitment interviews you might very well be exposed to tests like this. So knowing the drill beforehand, will help you go easier through.

Here is a good and quick personality test - and it's free.

The test will give you some lengthy (though generic) interpretation of your personality type, which is very useful. But you can take it further into your career potentials.

Proactive self assessment

Once you know your type (stated as four letters, e.g. INFJ), you should search for this combination on Google. Write the four letters in the search field, and voila! You will find lots of qualified interpretations on your personality type; how to develop yourself, how to identify lifestyle and professional orientation and not least: how to interact with people in daily working environment.

Knowing this much about yourself will make it a lot easier to update your CV and realistically sketch out your strengths and weaknesses. It might be painful to discover that some dreams and ideas about yourself do not lie within the prospect of your personality potential. On the other hand this is a direct shortcut into succeeding by who you are, and not by who you would like to be.

Wednesday, October 29, 2014

Tips for Writing a Federal Resume

Creating a federal resume that brings your qualifications to life and shows that you are a perfect fit for the job can be a challenge. The federal resume can either open doors or eliminate you from the running. Be sure to demonstrate how your skills, experience, training and education match the employer's needs. Avoid misspelled words and bad grammar. Few of us like to write and even fewer enjoy writing about themselves, but it is something you have to do if you want to succeed. Following are a few ways to make this easier.


Attend job assistance training prior to departing the service. Contact your Transition Assistance Center as soon as possible and sign up for a TAP Workshop. If you are not near a Military Transition Center, you may use the services at Transition Assistance Offices operated by the other military services. Use your transition counselors. They have the tools and knowledge you need. If available, get their help in creating your first resume or filling out a draft application. Ask them to critique your work and then make the changes they suggest.


Set an objective and identify the kind of jobs you are interested in. How you present your skills and experience in your resume will help determine whether or not you are invited to interview for a job.


One size never fits all. Do not assume that you can use one resume for many jobs. If you do, you will not succeed. As you apply for jobs, tailor your resume to the employer's requirements. It is important to portray yourself as a "doer" whose skills match the requirements of the position and demonstrate the ability to do the job. This is easy to do when you include results, achievements and accomplishments.


Minimize the use of military terminology, abbreviations, acronyms or jargon in your resume.


Resumes are generally presented in one of three formats: chronological, functional or a combination of chronological and functional. While your counselor can help you to select the format that will best display your abilities, which you choose will depend, in part, on the type of work you have performed and whether or not you are going to continue to do the same work.
  • Chronological resumes list work experience according to date, with the current job appearing first. Chronological resumes work well if your career has been progressive and you plan to continue in the same line of work.
  • Functional resumes are organized by the skills you have used on the job. Functional resumes work well if you are contemplating a new career, do not have a lengthy work history, or have held a number of different positions because they sell your abilities based on the skills you have acquired during your career.
  • Combination resumes both describe your work experience and highlight your skills. Combination resumes usually provide the most comprehensive overview of your career.


The federal resume must include information that is not needed in the private sector. Your federal resume should include the following:
  • Job announcement number, job title, and job grade of the job for which you are applying
  • Your full name, mailing address, day and evening phone numbers and home e-mail.
  • Last four digits of your Social Security number
  • Country of citizenship
  • Veterans Preference - List your Veterans Preference points. Ensure that you attach or upload supporting documentation (e.g., DD214 or Statement of Service if still on Active Duty; SF-15, Application for 10-point preference; and Disability Rating Letter of 30% or more from the VA, if applicable).
  • Education - Include: college name, city, state, zip code, majors, type and year of degrees held or number of semester hours completed, and high school name, city, state, zip code, and date of your diploma or GED, if requested. Keep in mind that your military training may qualify you. Your Verification of Military Experience and Training (VMET) document (DD Form 2586), is the best place to start your training and education inventory.
  • Work experience (paid and unpaid) - Include: job title; duties and accomplishments; employer's name and address, including zip code; supervisor's name and phone number, starting and ending dates (month and year); hours per week; and salary. List each experience as a separate entry on the resume. Forget about military job titles or occupational codes. Instead, look at what you did. Your VMET document is a great place to start. Employers prefer proven performers, so make sure you know what employers are looking for in comparison to your military work experience.
  • Indicate if your current supervisor can be contacted.
  • Job-related training courses (title and year).
  • Job-related knowledge or skills - Showing how your skills fit the company's requirements starts with an extensive inventory. Skills fall into three categories:
    1. self-management skills refer to the way you manage yourself on the job (e.g., dependable, resourceful, etc.);
    2. functional skills are the skills you use on the job or have used in previous jobs (e.g., operate equipment, supervise, analyze, etc.); and
    3. technical skills relate to specific skills required to perform a described task (e.g., computer programming, accounting, sales, etc.)
  • Current job-related certificates and licenses - Make sure you understand the licensure and certification requirements for your job objective.
  • Job-related honors, awards, special accomplishments, leadership activities, memberships, or publications.


Once you have spell checked your resume, take a good look at its overall appearance. Is it appealing and easy to read? Is there enough white space? Are the margins appropriate? Have the headings, font and formatting style been used effectively? Keep in mind that your resume is an employer's first impression of you. Make sure it makes the best one possible.

  • Review the job announcements carefully for key words.
  • Use verbs and adjectives (e.g., managed, implemented, created) that match key words identified in the job announcement.
  • Eliminate military lingo (use words such as personnel instead of squad or platoon).
  • Include your accomplishments; do not be shy, be truthful.
  • Focus on the mission of the agency and translate your experiences.
  • Your positive attitude and genuine enthusiasm goes a long way.

Wednesday, October 15, 2014

A Federal Resume Template You Can Follow

First and Last Name
Town, State and Zip code Email address
Phone Number

Citizenship: (Yes or No, Work Visa)
Special Hiring Authority: (Veteran preference or Person with Disability - Schedule A)
Federal Experience: (Yes or No and Indicate Military, Federal or State Gov)

(Indicate what level and if it's still active)

OBJECTIVE: To obtain a full time position in public service with (Indicate the federal Agency and
sub Agency) as a (Indicate the position including announcement Number if there is one)

SKILLS SUMMARY: (Has 3 elements: An introductory paragraph, list of skills directly related to the position, and your skills you have acquired throughout your career, that you want to highlight)

(1st Element: The introductory paragraph - Must be specific and highly detailed for each job series and position you're applying to. You need to outline all the specific skills you have that are directly related to the position you are seeking including Key Words identified in the positions description.)

Focused and highly motivated management professional, with 12 + years of extensive experience in Strategic Workforce Planning, EEO, OHR and Diversity Mgt. Utilizing my background in Disability,
Accommodations, Business Operations, Project Management, and Statistical Analysis to develop comprehensive programs based on the employment needs and mission of the agency. Deploying metric based solutions and maximizing our ROI. I'm an innovative and energetic team player, relationship builder, and highly effective communicator.

(2nd Element: List of skills directly related to the position and the Key Words you identified - Back up your skill summary with specific examples from you career or education. Identify specific accomplishments, length of time, highlight numerical results and awards derived from those duties and skills. This is the most critical area of the resume. You are relating an activity in your career to that of the position you are applying and showcasing your accomplishments.)

  • Develop and create a Strategic Workforce Planning program to ensure were accurately utilizing all available resources. Good Example

  • Expert in Diversity Mgt. and Employee Relations assisting managers and staff in identifying and solving EEO Policy questions on Accommodations, for the past 9 yrs. Better Example

  • As Diversity manager I trained a staff of 100+ internal and external personnel on diversity rules and regulations. This lead to a 70% reduction in violations and improved the overall atmosphere at ABC Co. Best Example

(3rd Element: Acquired skills - These are skills you want every employer to know you possess and feel they are what defines you as a model employee. Remember you MUST quantify and qualify every  statement you make.)

  • Analyze, develop, test and incorporated IT business solutions to enhance business process control and tracking. Good Example

  • Supervised, motivated, mentored and lead by example, using experience backed judgment, strong work ethic, and irreproachable integrity, derived from my 12yrs as a Department Manager at ABC Co.  Better Example

  • Developed and implemented a supply inventory program, which tracked our use of production and office materials. This provided us detailed reports of our available inventory at all times. Allowing us to make more informed purchasing decisions. Resulting in ABC Co. to save 500,000 per year. Best Example


Name of Employer
Position & Title
GS level or Salary and Years of Service

(This section should be identical to skill summary. Write up a brief description of duties, and identify your major roles and responsibilities. Describe in detail each position you held for at least the last 10 years and quantify and qualify each statement).

TIP: Describe each duty like you are teaching it to someone for the first time. HR Specialists are not allowed to assume you can or can't do anything.

Ex: Cashier: A cashier can perform numerous duties, if you only list cashier they can only interpret that as someone we collected and distributed money).

As Diversity Manager I analyze develop and manage programs and projects related to the successful deployment of our department's initiatives. My duties included ensuring we provided an inclusive work environment, free from discrimination and ensuring we met all federal and state regulations. This was accomplished by collecting, analyzing human capitol data and statistics from various sources to get an accurate analysis of the programs and work environment we provided our employees.

  • Performed labor market Statistical analysis and employment projections locally and nationally to determine our recruitment strategy to ensure we were recruiting from a diverse population. Good Example

  • Coordinated with our OHR and EEO managers to develop programs to improve our diversity in the workplace. We preformed detailed analysis of the current workforce, and developed a strategy to ensure we targeted a broader workforce. This had an immediate impact on our community relations and a 20% increase in local sales. Better Example

  • Diversity manager for the past 7 yrs I was responsible for a staff of 20 employees. I coordinated with our OHR to develop and measure our recruiting efficiency, to determine our cost per employee hired and accurate ROI. We identified various key elements related to recruiting and performed a statistical analysis on how we could reduce our cost per hire. This lead to a yearly savings of 15% on our recruiting expenses. Best Example


(This is where you can identify any areas of your career you feel an employer will get a better understanding of who you are and your additional activities, to included honors received by organizations, exceeding specific goals on projects, etc.)

  • 2013 Supervised and developed the Specialty Hiring Program NonCompetitive Direct Hiring program at DOJ
  • 2011 Liaised with union and management on contract negotiations and labor dispute settlements with global manufacturer.  Avoiding the loss of 200+ jobs and saving the company 1.3 million dollars.
  • 2009 The Minority Entrepreneur Network - Assisted 5 minority startup companies in researching, forecasting, and drafting their business plans and applications for SBL's and Angel investing.
  • 2007 Restructured vendor contracts for a gross savings resulting in $375K.per quarter.


(List all software and applications you are experienced in and at what level. Please indicate an formal training and where you received that training)


(List any formal or informal training including accreditations and amount of hours in the specific

  • I have attended various seminars on EEO compliance and diversity Good Example
  • Extensive EEO Compliance Training: Laws & Discrimination, Diversity in the Workplace, Workplace Relationships, EEO Complaints and Resolutions: (80+ hrs of training) Better Example
  • Extensive Project Management Training specializing in large scale projects and developing the project plans and schedule. All training was done at PMI Institute 2007 thru 2014 (120 hrs) Best Example


MBA - Business Management, xxxxxxxxx University, city, state: year graduatedand (GPA 3.93)
BA - Business Management, xxxxxxxxx University, city, state: year graduated and (GPA 3.87)
*Graduated Cum laude      *Dean's List: (5 times)


(Any formal awards you would like to share)


(Depending on the type of work volunteering can count the same as formal on the job experience if related to the position)

(2010 - current) I hold Diversity workshops at the ABC community center in Newport, Rhode Island 6 times each month. I provide employers with information on developing an inclusive and diverse workforce.


AAPD - American Association of Peoples with Disabilities
HAVA - Honored American Veterans Afield NRA - National Rehabilitation Association PMI - Project Management Institute
Wounded Warriors Project - Warriors to Work

REFERANCES: (List at least 3 reference including their contact information)