Finding A New Job – The “When” and the “How”

,

Is it time to change jobs, change firms or leave the industry? (F)By Nicki Gilmour, Executive Coach and Organizational Pyschologist

There are many reasons to get a new job. It is worth exploring before you jump ship what it is you do not like at your current job and within that, why you do not like it. This way you have a better chance at not repeating the experience in the next job and in actual fact, you might find you ways to stay in your current position and be much happier and more productive. You know what I am going to say- yes, that’s right! Get a good coach to work through any challenges, fears and feelings that you are having right now and to help you articulate what you do want to do in the hours known as work. The “when” to change jobs is a big one. Often people jump to fast or take a very long time to do it, both extremes can be less than optimal to your career plan. If you are saying “what plan?” right about now then hey no judgement but those who plan tend to get what they want faster by virtue of knowing what they want and this process can help with that as the answer is always inside your own heart and mind.

Anyway, If you are sure you that the time is right to find a new job, you might be wondering how to go about it. I say think of it as a pyramid with the peak being knowing a manager or recruiter in a competing team or firm who needs you and by some serendipity has an open spot. Rarely happens, but if you are not networking and talking with peers and competitors and even clients, then you wont know when it does happen. Networking is the number one way to get a new job. Internally and externally- both are equally valid. Ask your mentor and sponsors (careful if they are your boss) if they know of a challenge that would be good next step for you.

The next layer in the pyramid is using a headhunter. Some are better than others but if you can find a good one, then your legwork is greatly reduced and their job is to conquer the art and science of placing the right person in the open job.

The lowest, broadest and most time consuming way to find a job is applying to hundreds of jobs on the internet. It can feel like a blackhole and although many people do get hired this way, it can not be counted on as the core of your strategy. Here is a review of job boards and the job search that just came across my desk recently that might help you get this foundational piece in place. It is hard to ignore it as an activity but do not rely on it as the only way to secure your next job. Remember, the closer your qualifications are to the requirements posted, the more likely your resume will be fished out of the pile by hand or robots to be considered further.

Best of Luck!

Nicki Gilmour is an industrial psychologist and qualified career coach as well as Founder and CEO of glasshammer2.wpengine.com

If you wish to be coached by Nicki in 2017 she is taking on a small number of (paying) individual clients this year- please apply nicki@glasshammer2.wpengine.com

/by

2017: Ready for the next step in your career

,

2017-featured

By Nicki Gilmour, Executive Coach and Organizational Psychologist

You are ready for the next step in your career. The decision you now have to make is whether to stay in your current company or move to another firm. How does one make such a decision rationally? The answer is that most decisions even for the most rational amongst us, are ultimately emotional. So, we can start with listing the reasons to go and reasons to stay. We can then ask ourselves hard questions as objectively as possible about how to advance in the company and team we are in. What do you need to do to make that happen? What skills do you have now and what do you need for the next level? What does the firm need to do? How are the talent processes? Who gets rewarded? What gets rewarded?

Working with a coach can help you sort through your thoughts, feeling and emotions and explore possibilities in a hypothetical way safely.

Sometimes it is time to leave. The trick is to know yourself and what you are good at and what you want to develop skill-wise and realistically put it all together so that you make the right move and get he job you are aiming to get. The job hunt itself can be quite the task and there are effective ways to approach it.

Nicki Gilmour is an industrial psychologist and qualified career coach as well as Founder and CEO of glasshammer2.wpengine.com

If you wish to be coached by Nicki in 2017 she is taking on a small number of (paying) individual clients this year- please apply nicki@glasshammer2.wpengine.com

/by

New Year, New You. Same Job?

,

Slowing downBy Nicki Gilmour, Executive Coach and Organizational Psychologist

The holidays are often a blur but can be a time of reflection for some who want change in their jobs and careers as the year turns. Now is a good time to think about what you want out of life for the next 2-5 years.

If you like what you do, then you still should be thinking about a pay rise, a promotion and the bonus discussion that is looming in the next 30-90 days for most people in financial services.

When asking for a raise, there are two schools of thought. One strand of research says that women simply just do not ask for more money. The other branch of research suggest that women do ask but are not heard and more practically buffered with reasons why they do not get the same as men for the same job done. Policies such as percentage incremental increases for example contribute to systemic bias if women are hired at 10-30% less than the guy beside them anyway.

My advice, go big or go home. Explain in detail at every opportunity what you do prior to the annual review so that every step of the way, managers and HR know why you should be rewarded for your work. Then ask. Ask again. Ask for benchmarks. Ask what you need to do to get to the figure or grade you want. Never give up.

If you are in a place where you know that it is time to leave then work with your coach to reason out your thinking a little on what is motivating you to leave. Next week, we will look at why leaving can be a great path forward also. Face your fears and address what is fear and what is real. This way, you start the year empowered to make the right career decisions.

Nicki Gilmour is an industrial psychologist and qualified career coach as well as Founder and CEO of glasshammer2.wpengine.com

If you wish to be coached by Nicki in 2017 she is taking on a small number of (paying) individual clients this year- please apply nicki@glasshammer2.wpengine.com

/by

2016 Did Not Go The Way You Planned? Plan a Stellar 2017

,

Hello 2017

By Nicki Gilmour, Executive Coach and Organizational Psychologist

As the year draws to a close this December, it is a good time in all the holiday madness to do some reflection at the end of a busy and often surprising year for many.

What has gone well for you this year? What would you do differently? How would you do it again?

It can be useful to do an “after action review” of some of the interactions and situations that occurred for you in your home and work life to see what you have learned. We cannot change some of the outcomes, but two things are under our control, how we react to what has been handed to us and secondly what behaviorally we will do different in the hope of different outcomes in 2017.

If you did not get the job you wanted this year, even if you were truly ready for it then it is worthwhile to understand which parts where truly down to you (skills, traits, behaviors and even take a hard and honest look at mistakes) and what was really not to do with you. What do I mean by that? Simply put, culture and trends, was the country, firm or team trending in a certain way? Always understand the external environment that you are operating in. Secondly, did others have false perceptions about who you are or what you are capable of? Understand what is really you and what is imagined about you and then try your best to close that gap positively and navigate the rest of it as gracefully as possible.

Lastly, make sure the system is not flawed and that meritocratic processes are in place so that a clear and fair promotional criteria will reward those who deserve the job.

It is not lost on me that while writing this advice to you that politics does not abide by these rules, but I am confident that good firms do, so as Goethe said ” Choose wisely, your choices are brief but endless.” My advice for reviewing 2016 and planning for 2017 is exactly that.

If you are interested in hiring an Executive Coach to help you navigate your career then please contact nicki@glasshammer2.wpengine.com for a no obligation chat to discuss options

/by

Time Gaps in your Resume? Turn Black Holes into Wins

, ,

CV / ResumeGuest Contributed By Sharon Nir

Recruiters and hiring managers have unconscious and conscious bias and judgement based on employment intervals can be one of the greatest organizational impediments for success.

But if organizations attempted to understand black holes in employee resume the way astrophysicists strive to understand black holes in the universe, they could uncover concealed information about candidates that could prove valuable for the position, but might not be attained through interview, questionnaire or psychological assessment. Therefore, instead of distracting interviewers away from employment gaps, interviewees should pull future employers right into them.

Show you’re a good match

Many valuable organizational resources are consumed during the hiring process; therefore, organizations do their best to find the most promising candidates. One approach to an applicant’s assessment is based on the concept of “fit”. Three different types of “fit” exist— the first two are relatively easy to attain, the third is legendary. A person-organization fit is focused on how well an individual “fits” within the organizational culture. A person-job fit is focused on how well an individual “suits” the job he or she is hired to do in two aspects: personality and skills. The legendary option is the combination of the two in which a candidate demonstrates both organizational and job fit.

Candidate’s evaluation based on the level of “fit” is essential, because in many cases, it predicts the future success of the recruitment. In this context, the employers’ tendency to mind the gap could be explained by their look for “fitted” employees, which in their opinion translates to well-planned, long-term objectives achieved by following a gap-free career path. Additionally, employment gaps predominantly create a big question mark, and most organizations do everything they possibly can to avoid any kind of ambiguity. Therefore, the candidates have the responsibility to replace question marks with exclamation points and prove they are a perfect match for both the job and the organization.

Before you apply for a position, perform a thorough study of the company’s mindset. On the website, focus on the mission statement, values, and social responsibility initiatives or activities. Sign up for the company’s newsletter, which is a great resource for learning about the organizational culture, latest news, and employees’ appreciation. Additionally, search for recent articles about the company.

Then go back to your resume and elaborate about previous positions that are aligned with the organizational culture, mission, and social responsibility commitment at the expense of positions that are not. In the cover letter, explain how the skills and the experience you’ve gained during your employment gap would come in handy in the position for which you are applying. During the interview, gravitate the conversation towards the black holes and give specific examples of the way your core competencies, which you’ve acquired throughout the gap period can be valuable to the organization.

The past counts but the future is pertinent

The 21st century’s lifestyle dictates modifications. Gone are the days when people worked from nine-to-five, were mostly involved in physical labor, and remained in the same work place for forty years. Today, we live in a fast-paced, ever-changing business environment that promotes employment mobility and career transformations. In such eco-systems, employment gaps could be one of the best predictors of employees’ growth and future successes, because like in the universe, black holes exhibit a strong gravitational pull that could help evaluate candidates’ personalities beneficial to the position and the organization.

If you are an educated, skilled professional with employment gaps, you could contribute more to organizations than a similar candidate without gaps. You are the employee any smart forward-thinking organization would like to have. You are a curious, creative, risk-taking, self-directed, adaptive, agile, and adjustable individual who may exhibit unique problem-solving skills, which are powered by a situation analysis and a complex decision-making process.

The fact a skilled technical writer took off a year or two to write her debut novel and DJ-ed on the weekends to support her family presents a candidate who is responsible, creative, and dedicated to her mission. If an IT project manager traded her career for her family for a few years that should suggest she has her priorities straight, possesses a high-risk tolerance, and follows her values and beliefs. A successful art teacher in her 40s who took off a few years and returned to school to study architecture should give a clue this candidate has a vision, and she is unwilling to settle for anything less than what she can achieve.

Candidates with these exclusive core competencies are the catalysts of innovation and growth. They are organizations’ most-prized possessions, and most likely, they would be the ones to help the organization achieve and sustain the competitive advantage. Therefore, stop feeling inferior and instead display pride, and show you’re the organization’s legendary option as you fit both the job and the organization due to your unusual or creative career path.

A word to employers

Employers should keep in mind that hiring a candidate with employment intervals is anything but compromising. Important to remember is that a candidate with years of work experience from which she didn’t take on growth challenges is worthless to the organization, while a candidate with a modest experience from which she evolved and changed is invaluable.

Sharon NirAbout the author

Sharon Nir is the author of The Opposite of Comfortable: The Unlikely Choices of a Career Immigrant Woman (Viki Press/May 2016). Born in Tel Aviv, Israel, she holds a Bachelor of Art degree in Language and Literature from Tel Aviv University, and an MBA in Marketing and International Management from Northeastern University of Massachusetts. Sharon, her husband and two children reside in Albuquerque, New Mexico. Visit sharonnir.com and connect @sharonvnir and facebook.com/sharonvnir for more info.

Save

/by

Finding Your Own Answers to Navigate 2017

,

the-art-of-asking-questionsBy Nicki Gilmour, Executive Coach and Organizational Pyschologist

I publish theglasshammer to help you excel at work. In 2017 theglasshammer will turn ten. We provide career advice and you can see how other women have climbed to the top, you can catch up on the research and academic studies in a digestible way to know the trends of what is happening for professional women at work, for diversity and inclusion patterns and to consider leadership strategies. However, career advice is just that; advice on how you can do things. Useful for some and not a fit for others and it is important to know what works for you -both personally and in context of where you are working and living.

Coaching on the other hand is about you finding answers to your own questions. We became coaches here, legitimately studied and got qualified as we saw that you can lean in, we saw that systemic work takes time and we now know that there is no method more effective than changing one person to change the world.

One more inclusive male leader changes lives, just as one more woman advancing is a piece of puzzle and if we can help you then you can help others. Criteria mass theory – does it work? We do not know as we are not there yet. I guess what we saw in this election is that by virtue of being a woman, that does not by default make you not sexist. I have discussed this at length in other posts and tune in on Friday December 16, 2016 for a fuller exploration.

Sometimes we just do not know what is going on until we have a coach to help us explore it safely. It is useful to understand the context, to explore the content of the challenge and to then find out a way to safely explore options before taking an action that will help in solving an issue or perhaps it will provide a step in achieving a longer term plan. Your plan, your agenda.

That is why, a coach can play such a unique role in your career trajectory. A mentor gives advice, a sponsor advocates for you but a coach can help you look at what you really want and help you get it.

I have three questions for you to ponder as we wrap up the year:

What do you want in 2017? How can you get it? What does success look like for you in 2017?

These are some questions to think about. Are they your questions? What are your questions? Marilee Adams wrote a clever book which I recommend you ask Santa or your gift bearer of choice to give you this holiday season called “Change your questions, change your life“. Often we just are not asking ourselves the right questions and are busy judging ourselves and others. In your life, in your career and managing your team, are you telling yourself and others the way it is more than questioning what you and others need and want?

We do not know what new macro-level obstacles will appear due to the changes in government in the US and with Brexit in the UK, but we do know that we can examine how we feel, think about what we want, assess risk and talk actions accordingly- at work and in life. You might find it gives you peace of mind in these volatile times.

Theglasshammer is offering a post-election special on coaching- 2 sessions for $399 to be used before Jan 20th.

Nicki Gilmour is a qualified individual/organizational psychologist and founder of glasshammer2.wpengine.com

/by

The Power of Reflection (On Peak Work Experiences)

,

By Nicki Gilmour, Executive Coach and Organizational Psychologist

Have you ever thought about your peak experience at work? A time, team or task where you literally had a good time and felt great about the project? Maybe it was the achievements, or accolades, or the people involved or the fact that you just liked the task in hand? You see, the point is that everyone is different and what we need to feel  good at work is in part, a lot to do with our personality. shutterstock_129586559

When coaching, I often run an assessment called the Hogan on my clients as it can help identify what is important to you, and only you. So, for some people, it is the power and recognition that feels good, while others like the rewards that can be banked or even the feeling of putting out an aesthetically perfect project. Others are people or relationship focused and want to have fun at work or feel highly affiliated with the team or the firm or the values attached to the work.

Either way, stopping to think about when you were happiest and looking deeper at those elements that created that good feeling is a very good exercise to do once a year or so. Equally looking at projects or tasks that brought you down is worth examination also.

Culture at work ( or how we do things around here) is very much made up of behaviors from you and the other people in the company. You have a personality, and that is fairly intrinsic but what does change is the environment that you work in and that effects how you act and react.

A fun but thought provoking book to read on personalities is called ‘”The Chameleon- Life Changing Wisdom for Anyone Who Has a Personality or Knows Someone who Does” as it will help you understand yourself and others around you. If you want an academic read, i would recommend Dr. Robert Hogan’s “Personality and the Fate of Organizations.

Also, knowing that you have “go to” behaviors is something that is invaluable in certain situations because as soon as learn what types of situations and people stress you out, then you can see your reaction in your mind’s eye and you get to choose how that plays out. Caveat, you can get stuck in roles and yes people see you for your social identities way more than they should ( such as gender and their notions of “how women should be” etc) but you get to truly choose your behavior if you start to do this work to know yourself better.

If you are interested in hiring an executive coach to help you navigate your career then please email nicki@theglasshammer.com for more information

/by

Say It Like You Mean It: How to Communicate Effectively at Work

, ,

Women SpeakingGuest contributed by Desiree Simons

You’ve worked hard to get where you are. You’ve earned your success because you’re not afraid of hard work. However, sometimes communicating with your male colleagues can seem like trying to put a puzzle together without all the pieces. The good news? There are skills you can learn that will help.

Most experts agree that women and men communicate differently but are quick to point out that one style is not better than the other. Diverse gender skill sets contribute to a better workplace, but adaptability, and knowing when to use a different approach can be a game changer for everybody.

Get to the Point

Women tell more backstory and narrative before getting to the point. Sometimes retelling how you got from point A to point B is not needed. Backstory is redundant if colleagues are familiar with the project.

Women also hedge and use qualifiers when speaking. For example, “Do you think, what if we, have you considered?” We are raised to be polite, but if something is not a question, don’t’ make it sound like a question. Instead of saying, “Would you mind, or Could you…” Instead say, “I’ll need that by… or Let’s plan for…” Men are used to speaking more directly. “We must….”, It’s important to understand…, and I’ll go over the final section…”

Beth Levine, SmartMouth Communications consultant and author of Jock Talk: 5 Communication Principles for Leaders as Exemplified by Legends of the Sports World, calls this “diminishing language,” and believes it causes peers (both male and female) to see women as less confident. Know your main idea and state it quickly to your listener. Some experts suggest creating bullet points in your mind before you go into a meeting. Stay clear of “tag language,” such as, “Isn’t it? Don’t you think? or Don’t you agree?” at the end of your statements. Levine also says women use the phrase, “I feel” too much at work. For example, “I don’t feel right about the proposed expansion.” Men typically say, “I think the proposed expansion will cause the following problems.” Say what you think, not what you feel.

Stand Your Ground

According to Danielle Lindner, adjunct professor of the Psychology of Women courses at Stetson University, “Women are socialized to be harmonizers and peacemakers.” They sometimes compromise rather than standing firm during a potential conflict situation. Standing your ground may result in not being liked by some co-workers, but Linda Henman, Ph.D., author of Challenge the Ordinary and Landing in the Executive Chair says, sometimes you have to forget about being liked. “Results, not harmony is the goal.”

Speak up in meetings, even if you risk being wrong. If people behave badly towards you, don’t assume it’s because you’re a woman. Don’t take a disagreement personally. Put it behind you and look for the next opportunity to showcase your skills.

Play to Your Strengths

Patricia Rossman, Chief Diversity Officer of BASF, a 100-year-old global chemical company acknowledges different gender communication styles but stresses the need for diversity and believes woman bring a unique and valuable skill set to the workplace.
Women tend to have a collaborative rather than a competitive approach to problem solving, as well as a kind of “emotional intelligence.” Rossman defines this as “looking for the deeper impact,” of interactions, decisions, and discussions. Others refer to it as a relational approach. Whatever you want to call it, women tend to be good at looking at the bigger picture.

Women also use and interpret nonverbal communication more than men. Noticing things like eye contact, body language, facial expressions… allow women to pick up vital clues.

The bottom line is simple. Be yourself but remember the most effective communicators know a variety of strategies and choose the best one for a given situation. If you do this, you’ll always say what you mean and mean what you say.

/by

Vacation Days: How to Negotiate for More PTO

, ,
Vacation Days

Image via Shutterstock

As a smart, powerful woman, you’re used to negotiating. You’ve made your case for a higher salary equal to your peers, and gotten it. You’ve held your own against both male and female colleagues on projects, and won respect because of your fair, level-headed approach. All these reasons, and more, are why you’re on your way up the ladder.

But what about negotiating for other benefits, like vacation days? Assuming that benefits like paid time off are set in stone when you join a new company or are in a bargaining position during your yearly review is just that — an assumption.

You tend to forget about time off as a bargaining chip, but it’s a valuable asset to negotiate for. Next time the opportunity arises, think about how you can position yourself for more vacation time.

The Importance of Vacation

It’s no secret that America is way behind the rest of the world in vacation time when it comes to guaranteed, nation-wide benefits.

Although some firms have great benefits, legally, you aren’t entitled to any vacation days. Compare that to Brazil, where they’re entitled to 30 vacation days a year.

Work burnout is serious and can cause a lot of issues that can be detrimental to your health. Additionally, studies show that burnout subjects have issues managing their emotions, which could make them more vulnerable to depression. You don’t need something like that getting you down after how hard you’ve worked to make it this far.

In the long run, more paid time off could be even more valuable than a pay raise. Here’s how to get more than those guaranteed 10 days of vacation:

1. Negotiate Right Away

If you’re just starting a job, try to negotiate during the interview process. You can tell if the company really wants you and your skill set is in high demand. Use that as a bargaining chip. The more the company wants you, the more likely they’re going to give you that extra vacation —perhaps even more than you were expecting.

2. Know What You Want

Know the number you’re looking for before you go into the meeting. If you’re negotiating for more PTO instead of some sort of raise, figure out how much vacation time would equal the raise you would be getting. If you know what you want, you know you won’t stop until you get it.

3. Do Your Research

Here’s where your networking skills come in. Find out what other people in your industry have done to successfully negotiate – whether it’s a business deal or a PTO negotiation. See what other requests have been granted or denied to employees in your company. How much were they getting on average? This helps you come up with a number and also gives you insider info on how to get what you want.

It also helps to know the boss you’ll be asking for it from. If you have some trusted colleagues, start asking through the grapevine and see if there’s any timing in particular that works best or if there are certain ways to propose it. Knowing more about the boss lets you mold your presentation to be as attractive as possible.

4. Propose the Benefits of Vacation Time

In addition to the various health benefits it offers, vacation can improve your productivity. A study found that for each additional 10 hours of vacation an employee took, their performance ratings improved eight percent. If you show what a good refueling session can really do for your productivity, it’ll give incentive for both you and other employees to get the amount of vacation they need — and for your boss to grant it.

5. Make a Plan

How can your boss say no when you adequately demonstrate that no work will be left undone in your absence? Explain how you plan to work ahead and cover your work. You can even suggest a cross training program.

Cross training makes it easier for people to take vacations because other people are trained on how to do their job. Basically, as a powerful, smart woman, you get your work done before you leave, and anything that pops up while you’re gone will be covered by people you’ve trained to kick butt in your absence.

With jobs covered at any time, it’s easier for you — and other employees — to take the vacations you want. That’s just one of the benefits.

Tell them how it could lead to higher efficiency and productivity, as well as letting employees learn new skills and possibly discovering new talents in their job capabilities. Research stats to back up the benefits of cross training and create a whole presentation so it’s not just about your vacation time. Implementing this program could be beneficial to your career as well.

6. Be Prepared for a “No”

There’s a good chance your boss has a reason to say no, so don’t let it catch you off guard. You know how to prepare for this, so make sure you keep your cool when it happens. Ask if there are any circumstances that would allow more PTO to happen. Try and work together to find some sort of compromise, if there’s one to be made. Find a way to make it happen.

Show that you can get all of your work done before your vacation would even happen. You’re a powerful woman that can get everything done before you leave. If something were to come up while you’re gone, direct the boss towards the couple people you’ve trained to kick butt in your absence. Prepare ahead and make it hard for them to say no.

Time is something you can never get back. While the hassle of negotiations is never fun, this is something you want to take charge and make sure you get it.

By Sarah Landrum

/by

Dealing with a Narcissist at work

,

By Nicki Gilmour, Executive Coach and Organizational Psychologist

No matter what the job entails task-wise (competence assumed), it is the politics and the inter-personal dynamics that will make or break you.

Image via Shutterstock - Office Politics

Image via Shutterstock

Personality, we all have one, but some people definitely make the workday easier or tougher due to their personality quirks.

The Fall 2016 edition of the HBR’s On Point magazine explores working with different types of people at work including stars who are narcissistic and detrimental to team performance, morale and culture. I think timing is everything and it is no coincidence that this season’s issue on this topic coincides with an election in the US as the articles included span 15 years of research. Other articles include a coaching the alpha male, toxic employees and sabotaging colleagues.

Teams with members who have a narcissistic personality in them often suffer the most individually and as a group, as the person in question often has no clue that the impact of their actions is hard on others.

Even if their have the best of intentions for themselves and if they think they are being benevolent, it is literally impossible for them to think out long term consequences due to the need to look good in the moment. Remind you of anyone?

These folks are often star performers, often male (although not limited to males) and therefore get away with bad behaviors due to their “numbers” or other specific skills. The trouble manifests when they are allowed to run meetings, chastise support staff and generally get an ounce of power or responsibility that they interpret as power to be use and abused.

How many times have you seen this person interrupt others or shut down team brainstorming ideas? How many staff members has he or she upset?

So, how do you deal with someone who is demeaning, demotivating and discrediting the work of others and causing a cultural issue by making bad behavior acceptable?
If you are the boss, manager or leader then you have an opportunity to ensure that the team structure focuses experts on their narrow role such as keeping narcissistic sales people selling. Role and task definition makes it easier for all people to know what they need to do and also need not to do. Conversations around behavior change absent of structural change are often wasted on this person and coaching is not impossible but not easy.

If you are not the boss, then work for companies that just do not tolerate bad behavior (rare, I know) or keeps these folks contained so that they are self-contained and do not become toxic employees or even worst, they become leaders.

If the boss is a narcissist then you may have an inspiring personality at the helm with vision or an espoused vision and often have loyal followers. These leaders expect adulation and empathy and wont return the favor. As the article by Michael Maccoby exploring the pros and cons of narcissistic leaders in the HBR roundup by states, “ Narcissists have a vision –but that is not enough. People in mental hospitals have visions.”

My opinion on the matter is that life is short, get a different job with a mentally stable boss and given the choice don’t make them leaders of your team, company or country.

If you are interested in hiring an Executive Coach to help you navigate your career then please email Nicki@theglasshammer.com to discuss further

/by