Category: Identifying Your Skills

Are you a strategic thinker? Or do you want to know what to do to develop your strategic thinking skills?

Then read on and discover 6 habits of people who think strategically.

1. Strategic thinkers anticipate

Most people will generally focus on what is directly ahead but strategic thinkers look for game changing information on the industry and utilise their wide external networks to seek out information and to confirm what they know.

2. Strategic thinkers think critically

Critical thinkers question everything.  They will reframe problems.  They will challenge current beliefs and mindsets and they will uncover biases that prohibit thinking more broadly.  Asking questions is not a sign of weakness.  Asking questions is the smartest thing you can do if you want to succeed.  Gaining knowledge by asking questions saves a lot of time than learning from scratch. Critical thinkers account for shades of grey when facing unknown circumstances and are open minded, willing to consider all aspects of a situation.

3. Strategic thinkers interpret

They are able to handle ambiguity.  For most people ambiguity is unsettling because we look for a fast and perhaps wrong conclusions.   Instead strategic thinkers look for patterns and question assumptions and they encourage others to do the same.

4. Decisions

Strategic thinkers will make a decision – there is no analysis by paralysis.

They are able to get to the core of the matter.  They have a balanced approach that combines speed with rigor and quality but they don’t seek perfection.  Perfection slows you down.

They will take a stand; make a decision even with incomplete information.

If you have 100% information – you have too much – if you have 10% information then you have too little.  Decide what is the right amount and make the call.

5. Strategic thinkers can achieve alignment

Strategic thinks know that total consensus is rare so they foster open dialogue.  They understand and seek out drivers (what is hidden) and bring the tough decisions to the front.  But they know how to assess risk tolerance.

6. Strategic thinkers are agile and like to learn

At the end of a process strategic thinkers will encourage honest and rigorous debriefs.  What went well, what didn’t work so well.  They are also agile and can shift course quickly if there is recognition that they are on the wrong path.

What employers want –Regardless of the type of job that is on offer, we all know that employers are looking for a fairly standard set of skills that allow candidates to be productive and work with colleagues and clients.

Knowing this gives you, the candidate, the edge.  But how do you use this information to your advantage.

I am providing a series of short posts about these skills and will set you a task to help you respond to selection criteria or interview questions.  This task has two components.  After reading the post I would like you to reflect on how you have demonstrated that skill during 2020; and then turn that reflection into a story.  You will then be able to use your story in your application or interview.

Today I have clustered two skills together because they go hand in hand when problem solving – Analytical Skills and Critical Thinking

What are these skills?

Analytical skills relate to your ability to gather information, visualise and solve simple or complex problems with the information available. 

Critical thinking involves observing a situation or critically reading a piece of information, then using the facts to form an opinion.

Essentially managers want to know that you are capable of thinking for yourself and have the ability to resolve a problem.

There are many different ways to resolve problems, including techniques such as the 5 Whys (really great for root cause analysis) or the Fish diagram (also known as the Ishikawa Diagram).  Then there is the 6 thinking hats (a true classic), problem definition process, and many more.  For a really good list of problem solving techniques check out this article: 35 problem solving techniques and activities to create effective solutions | SessionLab.

However, before you can find the right solution for a given problem, you need to identify and define the problem that needs to be solved. ften we will try to short cut the process and go immediately to what we think the solution is going to be, that is, we jump at the solution before we critically evaluate whether it will be the best solution.  This is essentially put the solution first without doing the thinking.  The solution should come at the end of the process when we have moved through all the steps. 

The 7 step process:

1. Identify the problem or the issue

2. Understand everyone’s interests

3. List all the possible solutions (options)

4. Evaluate the options

5. Select an option or perhaps the best two options

6. Document what was agreed

7. Agree on contingencies, implement the solution, then monitor and evaluate.

An even simpler framework with fewer steps is:

1 – Define the problem

2 – Generate alternative solutions

3 – Evaluate and select a potential solution

4 – Implement and follow up on the solution

And yet another is:

1. Identify the problem

2. Prioritise the major problem (if there is more than one)

3. Investigate solutions and analyse the evidence

4. Consult and seek advice

5. Identify a solution based on your evidence

6. Make a recommendation

7. Implement the recommendation

8. Evaluate the effectiveness of the solution and monitor for any unforeseen consequences.

So, what is your problem solving story? 

To get you started you might like to develop a response to one of the following potential interview questions:

• Describe a time when you had to solve a problem?
• When did you participate in a problem solving process?  What was your role and what did you contribute to the eventual outcome?
• Describe a time when you saw a problem and took the initiative to correct it rather than waiting for someone else to do it.

Use the SAO method to develop your experiences into a great story which you can recount at interview or place into your cover letter or selection criteria.  Your story should be specific enough that it provides sufficient detail for the interviewer/reader to understand:

Your framework is:

• What the situation was
• What action you took; and
• What the outcome was.

Write it down and refine it.  Then save it away in your interview question database.

If you need help to develop your cover letter or selection criteria – contact me for assistance.

Email: kate@professionalresumesandjobapplications.com

If you have enjoyed this article please tell a friend and send them to my site.

If you have any questions or suggestions for a blog post drop me an email.

Cheers for now, Kate.

Regardless of the type of job that is on offer, we all know that employers are looking for a fairly standard set of skills that allow candidates to be productive and work with colleagues and clients.

Knowing this gives you, the candidate, the edge.  But how do you use this information to your advantage.

This is another post about these skills and set you a task to help you respond to selection criteria or interview questions.  This task has two components.  After reading the post I would like you to reflect on how you have demonstrated that skill during 2020; and then turn that reflection into a story.  You will then be able to use your story in your application or interview.

Today’s skill is Communication

What are communication skills?

Communication has four elements – listening, speaking, reading and writing – and you need to be competent across all four elements. Communication skills is one of the broadest skills group categories because it can cover everything from having a conversation with a manager, colleague, client, supplier or other business related person, to writing a letter, a report, a memo, a business case or giving a presentation to a small work group or a full auditorium at the annual conference.

In essence communication is about the way you interact with other people, not just about sending messages, but also the way you hear the message and respond.  Communication is a two way process both in the verbal and written domains.

Verbal communication skills are used to

• Resolve conflicts
• Provide advice and guidance
• Give instructions
• Negotiate an outcome
• Ask questions
• Persuade
• Explain a concept
• Offer words of comfort
• And so much more.

All jobs need communication skills – you may be required to:

• Make sales calls
• Respond to customer enquiries
• Run a meeting
• Provide advice
• Interview job seekers
• Negotiate services or prices
• Write a report
• Develop a case study
• Draft an agenda and write the minutes
• Undertake research and present your findings
• Write a speech
• Develop a press release.

Managers want to know that you have appropriate communication skills in relation to who your audience is and that you can prepare and present information appropriately to others.  You must be able to listen for meaning, seek understanding and respond appropriately as well as overcome any communication barriers.

So, what is your communication story?  When during the last year have you needed to communicate well?  How do you make a story from these experiences?

To get you started you might like to develop a response to one of the following potential interview questions:

• Describe a time when you had to deal with a difficult client who had made a complaint?
• Tell me about a time when you had to explain something complex to somebody that had no knowledge of the subject matter?
• Provide an example of a report that you wrote that contained advice or recommendations?
• Tell me about a time when you had to get agreement from people outside of your team?
• Describe a time when you had to correct a miscommunication?
• Tell me about a time when you had to really listen for meaning.  Why was it important and what did you learn from the experience?

Use the SAO method to develop your experiences into a great story which you can recount at interview or place into your cover letter or selection criteria.  Your story should be specific enough that it provides sufficient detail for the interviewer/reader to understand:

Your framework is:

• What the situation was
• What action you took; and
• What the outcome was.

Write it down and refine it.  Then save it away in your interview question database.

If you need help to develop your cover letter or selection criteria – contact me for assistance.

Email: kate@professionalresumesandjobapplications.com

If you have enjoyed this article please tell a friend and send them to my site.

Before I start please be advised that I am writing about this topic from an Australian perspective.  The comments and points I discuss in this article may not apply to your particular location if you are not currently living in Australia.

Sometimes there is a bit of confusion between a skills shortage and a skills gap.  So, let me try to explain the difference.  A skills shortage occurs when employers find it difficult to fill a skilled job vacancy when they are offering market based wages, standard working conditions and the jobs are in easily accessible locations (think cities and highly populated regional areas).  Often, the employer will need to offer a higher salary and/or better conditions to fill the job.

A skills gap applies to candidates and is the difference between what skills the candidate has and what skills are needed by the employer to get the job done.  This means that some people don’t have the right skills for the jobs that are available.  They could be underqualified (such as a kitchen hand not having barista training or skills) or overqualified (such as an overseas trained accountant working as an accounts payable clerk to gain local entry level experience).

Skill gaps can occur because of technology, such as artificial intelligence and automation; education, while we have lots of graduates there are gaps in the basic skills such as literacy, numeracy and IT; and training, graduate roles are declining and the practices of taking on trainees is diminishing.  Employers are prioritising experience over potential.

This presents a problem for both businesses and candidates.  For businesses, it means there are less qualified and/or experienced staff and jobs take longer to fill.  This can then have a further flow on effect, possibly resulting in lost productivity (not making and selling enough widgets), not being able to expand the business, overworking existing staff who may then suffer low morale from stress.

For candidates it may mean the need to retrain which can be a very daunting prospect.  Firstly there is pressure to make the right decision regarding what course to undertake, followed by the time and effort to learn the new skills and the potential cost, including course fees other expenses such as equipment and course materials.   All of this may need to be juggled with an existing job and family commitments.

If you believe that the skills gap might impact you there are some things that you can do about it, including a self-analyse of your existing skills, finding ways to close the gap (undertake training/get different experiences), know your work related strengths and be confident to sell yourself in order to get the job you want.

Let me help you to demonstrate your appeal to an employer by developing a strong resume and a crafted cover letter.

Please contact me now.

Email: kate@professionalresumesandjobapplications.com

If you have enjoyed this article, come back soon as I am going to write more on the skills gap next week.

I came across these sample interview questions and wanted to share them with you.

For high-stress jobs, such as a senior management position:

“Can you tell me about a stressful experience you faced at work recently and how you handled it?”

For jobs where teamwork is important (isn’t that most jobs?):

“Can you tell me about a time when you had to work with someone whose personality was very different than yours?”

For jobs that are client-facing, such as a sales position:

“Describe a time when making a good impression on a client was particularly important. How did you prepare, and what did you do to impress them?”

For jobs that involve problem-solving and customer service, such as an IT professional:

“Tell me about your experience with high volumes of requests. How have you managed this in the past while still providing a friendly and helpful service?”

How would you respond to these questions?  Would you be able to provide strong and thoughtful answers?

Is writing a job application or preparing for an interview stressful? 

Want some advice and assistance?

Email: kate@professionalresumesandjobapplications.com

Cheers Kate

Has there ever been a more challenging year for you?

We are almost at the end of 2020 and I am sure that it has proven to be challenging in more than one way for most people.

For many that challenge has been with their employment.  Some people lost their jobs, others had reduced hours or perhaps even increased hours depending on the industry.  For some there was the challenge of working from home, perhaps coupled with home schooling.  For others it was the challenges that their work places presented, whether that was dealing with retail customers or caring for those affected by COVID-19, while others were making important decisions in situations that they have never faced before and no doubt never want to face again.

Whatever the case has been for you, now is the time to reflect and think about how you can use those challenges to highlight your personal strengths and build them into your new resume.

What new skills did you master?  Even if you were unfortunate and lost you job – reflect on how you handled that situation – did you call on your inner strength and use your resilience to stay positive and identify skills that you could enhance.  Did you take any free online training courses?

What about the decisions you needed to make over this time?  How did you go about solving problems, juggling work and life?  Were you coordinating a variety of activities?  Perhaps scheduling a busy day/week?  Were you managing a significantly decreased personal / work budget?  How did you priortise the funds available to you?  Did you branch out and turn your side-hustle into something more substantive?  What hurdles did you overcome to make that transition go smoothly?

Did you come up with creative ways to beat boredom or to stay in touch with your family and loved ones?  Did you make a conscious effort to keep in touch with friends or relatives who live a long way away? What did you do to celebrate the small wins?

Did you contribute to your neighbourhood or community in some way?  Were you sewing facemasks or did you make a donation to a local foodbank?  Did you keep a watchful eye on your neighbours or friends that you know that may have needed some extra support?

All of these things demonstrate your skills and abilities – both hard (technical) skills and soft skills (your personal characteristics that make you who you are). 

So, take some time now, grab a notebook and pen, or your favourite online app, and think back over the last six months and do a stocktake – I am sure that you will find that you have come a long way since March 2020 and are headed into 2021 with some skills that you have sharpened and can be proud to list on your resume.

Need help to create a new resume?

Email: kate@professionalresumesandjobapplications.com