7 Deadly Workplace Sins of Black Professionals: New Posting Series

Over the last 20 years as an educator, consultant, and executive coach I have found there are 7 Deadly Sins that consistently disrupt and derail the promising careers of far too many Black Professionals. Many of the professionals who commit these "sins"do so in spite of being talented, educated, experienced, ... and yes even spiritual or "church going folk."

These "sins" we will discuss in this series cost some Black professionals dearly by limiting access to positions in top organizations, hindering professional performance, stalling pace of career advancement, decreasing long term wealth accumulation, and could ultimately affect their health and mental well being.

The good news is that all the "sins" mentioned can be avoided or changed with a renewed commitment to success, courage to make a change, and the boldness to take action.

1. Thou shalt not blame other people for your failure

The name of the game today is results. Today's complex workplace can be riddled with difficult people, complex leadership, limited or shifting resources etc., but it is still your responsibility when you accept that paycheck to map out a plan of action, stop all the talk, and add value daily to your organization. Success is a choice, a choice we have to make daily, and in a business environment of record levels of unemployment, failure is not an option.

Odds are there are other Black professionals that are advancing, growing and positive in the same organization that you are failing in, so examine yourself, its time to get real, the problem just might be you!

Strategies to consider:

• See the challenge as an opportunity to grow, both professionally and personally
• Look for opportunities to show your value, stop focusing on the negative
• Find a trusted mentor - value and act on their feedback
• Some challenges are simply the result of a poor match between you and the organization, don't take it too personally, in the right organization you can be a star.
• Seek out an executive coach - this can be a very valuable professional investment
• Befriend productive people - they have figured out how to produce in the environment
• Take advantage of training and continuing education opportunities
• Stop speaking negatively about the situation, start talking positively
• Make sure you are not projecting an indifferent, arrogant, or nasty attitude
• Remember success is your responsibility, not something you are entitled to
• Take care of your "temple" through increased rest, exercise, and eating right, all will effect your ability to perform successfully at work
• May be time to get back in that "prayer closet," I believe prayer changes things.

See the next posting for our series.

Would love to hear your comments.

Kim R. Wells

3 Things We Should Learn in This Recession

With great challenges there are often great lessons, and this recession is no exception.

1. It rains on the just and the unjust. When the world's marketplace is in major flux, we all feel the impact. So don't beat yourself up over challenging times you may be facing in your career or personal finances. Make up your mind to find the opportunities in this moment, protect what is rightfully yours, and develop a new strategy if necessary to move forward. Those that will succeed will have the talent or willingness to develop their existing talent, the character to endure the right way without looking for shortcuts, and the wisdom to make critical adjustments wherever necessary to thrive in a changing world.


2.Take a snapshot of the changing national and global social-economic landscape Do an inventory of your talents and interest, see if you can match a strategic need of people or organizations with your unique personal genius. These times are going to open up new opportunities for innovative thinking, technology, and services for someone, why not you?

3. Hard times have a way of recalibrating our priorities to what matters most. Is it really all about the money, power, and prestige or is there something else more important in life that you need to give more attention to? Whether it is family and loved ones you need to spend more time with, self-preservation strategies such as taking better care of yourself in your eating, exercise and spiritual development, or simply taking a little more time to appreciate the more simple things in life.


KRW

Rise and Shine during this New Season in Your Life and Career!

Have the events of the past year been full of change, uncertainty, and even stressful? Uncertain and difficult times can suck the hope and excitement out of our lives and careers. Before you know it you are dragging through your days wondering when will this nightmare be over???

Wait a minute...Did you hear that?...It's your "wake-up call" telling you its time to get up, stop sleepwalking and get excited again about your life, career and the many great possibilities this new season can bring. Stop hitting the snooze button, its time to get up and get yourself together!

Wake Up and Get Ready! Like getting up in the morning, you need to get ready for this new season.

1. Get out of bed. For starters it's time to leave behind your comfort zone and security blankets and get this season started. Laying around thinking about past dreams (or even nightmares) isn't going to help you get up and going. So rise and shine, and lets make something exciting and new happen.

2. Get a good long shower. It's time to wash away all the "funky stuff" (stinking thinking, or nasty attitude) that has built up during your "down time." It's time to clean yourself up and get ready to reconnect with the world.

3. Don't forget to brush your teeth and use a little mouthwash! Make sure you clean out your mouth and stop speaking negative into your world and to the people, circumstances, opportunities in your life. Nobody likes being around people with negative "potty mouth" issues, especially positive people on the move.

4. Put on a fresh change of cloths. As we say in the church, put on your garments of praise for the spirit of heaviness! Its time to put on your new attitude, outlook, and take on the world with a fresh new attitude of success and excellence. If you like designer clothing, show the world your "new brand" of excellence that reflects your commitment to quality and excellence.

5. Read your paper. Start this new season by being more informed or studied about your world, your industry, profession or interests. Being well read will stimulate your mind and prepare you for informed discussions with other professional and forward thinking people.

6. Get a good breakfast and enjoy your coffee. Stimulate and nourish yourself by feeding your spirit and mind with prayer, spiritual study, eating healthy foods, exercising, and good positive conversation with those around you. As they say, "you are what you eat."

7. Get ready for your commute. Set your personal GPS to guide you to your next destination in life and in your career. Many people fumble around and loss their way in their lives and career because they never developed a strategy or road map to get to the next level. Get your strategy together. By the way, it's alright to ask for directions if you need a little help along the way!


Kim W

krwbusinessmail@yahoo.com

Professional Edge is BACK!!!

After a year of global diversity consulting and finally returning to Howard University as our new MBA Director, I decided it was time to relaunch my Professional Edge blog!

If this recession has dragged your professional dreams through the mud, or you simply are looking for a refreshing new perspective in pursuing your career goals, you are in the right place!! Join me, students from Howard and young Black professionals from around the globe as we tackle this new economy, decode the firewall around the new job market and together move forward to success and achieving a PROFESSIONAL EDGE.

These are exciting times, a new President and face of success in the White House, a world hungry for new leadership and solutions. This is your time, time for change, time for new ideas, new business models, global collaboration and new technology integration. Somebody has to lead us into the new era of American and global change, why not you!

We have a lot to talk about, so join the discussion, and get the PROFESSIONAL EDGE you will need to make change happen.

Kim R. Wells


Dedicated to my father Ronald C. Wells and my dear friend Mr. Harold Gray.

The ABC's of Diversity

Dennis Kennedy, Founder and CEO of the Texas Diversity Council recently sent
me a copy of their online newsletter DiversityFirst http://mic.fleishmanhillard.com/texas-diversity/abcs-of-diversity.html that I really enjoyed. I thought I would pass on this great resource and a sample of one of their articles called The ABC's of Diversity which was written by Virginia Moody, President and CEO of the firm Moody & Associates. Enjoy!


The ABC's of Diversity – Making Difference Matter

Courtesy of Dennis Kennedy

By Virginia MoodyPresident/CEOMoody & Associates


The global workforce today and beyond brings new challenges for diversity as we embark upon expanding the workforce to reach across borders into other cultures, or to invite other cultures to work within the American borders. The past "ABCs" of diversity have been challenged. Now we must take additional steps to understand the definition of "diversity" within a particular context or country. Then we must determine the core components of a successful diversity strategy based upon the country, the culture and the laws and policies appropriate for that country. Finally, we need to consider the measures of success for diversity in that country.


Doing business with and in foreign countries, with different cultures, different languages, skills and talents has replaced the previous "basic diversity awareness" of race and gender with an expanded list of areas to be considered. The old saying "When in Rome, do as the Romans do" is quiet appropriate. However, regardless of where we are, there remains certain "human rights" that should apply across the board.


Diversity means respect for all people and inclusion of all people, regardless of their backgrounds or experiences. We should ask these questions about our organization's commitment to diversity: Are opportunities really equal for all people with equal skills and talents? Is leadership in front of ensuring that diversity is the "norm" rather that the exception? Do all employees feel a part of the organization, feel valued and respected for who they are and what they contribute?


The bottom line for companies who are smart and want to remain successful for years to come is this — diversity is here to stay. In business, we all learn that there are some things we must do to survive. Diversity is the key to survival and to success.


THE NEXT STEPS: ASSESSING YOURSELF AND YOUR ORGANIZATION
Score, from 1 to 10 for each area, 10 being the highest score:


A – Assess your diversity temperature. Where do you stand on diversity. Are you sold on it? Do you believe in it? Do you understand it? Your Score: __________


Assess your organization. On a scale of 1 to 10, 10 being the best, where does your organization stand on diversity? Is your organization diversity smart? Does the organization walk the diversity talk? Does leadership believe in diversity? Organizational Score: ________


B – Do you have "buy-in" to the diversity initiative? Will you market diversity, ensure you speak up appropriately when things need to be addressed? Will you be a part of needed change? Will you help the organization to move forward?Your Score: __________


Does your organization have a diversity program? A diversity plan? Does your organization communicate their diversity policies and values?Organizational Score: _________


C – Are you committed to serving as a part of a diversity initiative within your community and/or organization? Would you serve as a mentor to a high school or elementary student to assist them in understanding the need to be non-judgmental toward others who may be different and the power in being inclusive?Your Score: __________


Does your organization have a special program that encourages employees to share their culture for better understanding and connections? Does your organization encourage participation in mentorship or cultural events to expand employee understanding of cultures, differences and the power of inclusion? Are there internal celebrations to learn about various cultures, skills, talents, and backgrounds that enhance the company's products and services?Organizational Score: __________


Lastly imagine a place where, regardless of who you are and what you are, you feel a sense of belonging, a sense that you have something of value to contribute to those around you. Imagine a place where your ideas matter and are respected, a place where you are encouraged to be a part of a greater good. Imagine a place where you believe you are treated fairly in the work place, in a restaurant, and within an educational system. Imagine a place where your salary is based upon your talents, your skills and your performance - and nothing else. Imagine a support system that says "success" first and there is no "second best."
Just imagine diversity at its best!

Establishing Mental Frameworks in Developing Your Professional Development Strategy

In a time of great marketplace opportunity and competition, yet continual diversity challenges, it is imperative that young African American professionals write and stick to a professional development strategy for their careers. I have seen some of the best and brightest undergraduate students, MBAs, and experienced professionals in their battle to stay competitive and upwardly mobile, lose their focus, neglect their individual professional development efforts, and often slip into mediocre performance. Ultimately the lack of a professional development strategy will lead even the best professional in a fog about his/her future and hinder many from taking necessary steps to continually advance and develop professionally. Smart and ambitious professionals need to always have a professional development strategy in place, and if they do not, at some point by default you may set into motion a process of long-term professional decline.


Today I facilitated an intense training/group coaching session on professional development strategy with Howard's Society of Collegiate Black Men organization. This group of polished and successful Howard men asked for a serious "executive level" presentation that was transparent and similar to that of some of my executive coaching and alumni sessions. The session was for two hours and covered in detail many of the concepts and issues behind developing and implementing a professional development strategy (PDS).

Some of the key concepts we discussed in our session:

Setting your goals to the highest of standards, and examine why you may have a problem in setting high goals for your career. This segment included a short discussion of various people, factors and influences present and past that may have influenced their thinking about themselves and may have caused them to lower their professional standards or expectations.

Setting high goals of salary expectations, wealth accumulation, and securing of financial resources. We discussed this in light of the fact that with high resource expectations, they must do a serious review and develop a detailed plan to identify and access resources, understand the market value of their talents across industries and remember the power of information, accessing and developing excellent council around them. We discussed how the great wealth of advisers, mentors, and scholars around them, particularly while in college could assist them in clarifying their goals, developing their plans and the healthy expectations necessary to move forward effectively.

We reviewed professional assessment instruments like the Myers Briggs Type Indicator, that would assist them in effectively gaging their leadership and performance styles and preferences, and ultimately how they can better manage how they may be showing up and interacting with others.

We also discussed establishing quality mentorships, and the critical aspect of approaching potential mentors by volunteering to serve them, adding value to the relationship, and ultimately proving themselves as worthy of the personal time and commitment of the chosen mentor. We discussed how people like to mentor people who remind them of themselves, and who like them also value character, work hard, service, intelligence, and the highest levels of professional follow-through.

We discussed the importance of establishing lines for feedback and accountability with employers, faculty, peers of value, mentors, and career coaches.

We discussed accountability, both to themselves and others that invest time and resources in their strategy.

We discussed separating themselves from mediocre thought, and people. Instead I recommended that they invest their time and commitments to the development and mastery of targeted information, development of new and invigorating professional networks, all of which would assist in their growth and ultimate value in the marketplace.

A theme throughout the session however was the importance of altering their mindset or paradigm around levels of success, and resources that they had access too. One of the key take backs for them from the session was if you are willing to invest the time and commitment to do the research, sacrifice, work hard, ask smart questions and brainstorm with peers, mentors, and available coaches that the development of resources becomes much more realistic and obtainable.

Spiritual grounding and Prayer. Enough said.

We of course had a worksheet for writing their goals, discussed establishing "hard" times lines etc., but what I believe the heart of the session was about was establishing the critical mental frameworks necessary in building a successful professional development strategy.

KRW

Bishop TD Jakes a Man With 21st Century Answers

Bishop T. D. Jakes—Ministerial and business visionary, entrepreneurial trailblazer, altruistic philanthropist, and spiritual shepherd to millions around the globe, is more than a man with a professional edge, but a man with an edge on life.

I am currently reading Bishop Jakes' new book Reposition Yourself, Living a Life Without Limits http://www.tdjakes.com/site/PageServer?pagename=ms2_homepage, I don't say this often, but this book will change your life. Bishop Jakes is a rare leader in our time that transcends his church ministry and his business TD Jakes Enterprises, and speaks life into the spirits, hearts and minds of many of today's young and mature Black leaders. If you do not know who this man is, well "Get Ready." His message is a powerful, timely, multifaceted, artistic combination of spiritual concepts, hard business strategy and tactics that has practical application to 21st Century life.

Take a look at the Bishop's daily Thought for the Day: http://www.tdjakes.com/site/PageServer?pagename=resrc_thought.

Let us know what you think- Kim R. Wells

VIKTOR FRANKL

Just after World War II, a psychiatrist named Viktor Frankl wrote a small and powerful book called "Man's Search for Meaning." Dr. Frankl was Jewish. When the Nazi's put him in a concentration camp, he began to study the people around him.


At that time, two schools of thought defined the basic human drive. One school said our basic drive is for power. The other said we are driven by sex. In the camps, however, prisoners had no power and were too weak for sex. Yet sometimes physically strong people withered while seemingly fragile people survived.


What was the drive that sustained their lives? Frankl saw that the strongest person, without hope, would perish. But many a weak person, with hope, could go on. What we hope for gives our lives meaning.


What is your life-sustaining hope?

Personal "Styles" That Could Be a Problem

Over the years heated discussions have taken place over the appropriateness of professional dress and appearance of African American professionals in the workplace. Amongst the debated issues have been the appropriateness of braids, ear rings for men, ethnic garb, visible body piercings, tightness and looseness of clothing, cut of dresses, jeans, ties, the definition of casual dress, and tattoos. We have all heard the horror stories about people wearing slippers, spandex, bright red "club/church suits" and the finest gators money could buy...yet they were surprised when they didn't get the job, never advance in their careers, or find that they can not get around the proverbial "brick wall" placed between them and anything that resembled clients, customers, and the public.

This issue is of particular relevance to African Americans, since many of us already face cultural biases at work, popular media stereotypes, and let's just admit some of us seem to suffer from "professional confusion"' and think we can wear the same outfits we wear to nightclubs and church to work. Hey not a problem if you wear nice conservative and tailored clothing to clubs or church, but if you think your bright red blazer, short minny skirt, low cut dress, or new green gators are impressing the boss, you may need some coaching.

The basic policy at most organizations is that they have the right to implement and enforce a dress code policy that they feel is appropriate as long as it doesn't discriminate. The problem is that interpretation of these policies can be extremely subjective, and difficult to enforce, and in many cases employers may simply exercise "at will" hiring privileges and release professionals without ever fully disclosing the actual reason was lack of professional tack, savvy, and poor projection of the corporate image or brand.

General Rules of Thumb:

• Dress in the direction of being conservative, defined by leaders in the business and industry you aspire to.


• Tattoos should be covered - For those that don't have them, make sure that if you decide to get one that you can cover it if needed, or else choose an industry/lifestyle where it is accepted.


• Hair, especially if unsure should be conservative, reflective of current leadership and brands of the organization.


• Dress should be loose fitting but not hanging off or revealing private body-parts.


• Tight clothing, sends certain messages about your business/professional savvy, acumen, and level of competency, if these messages are negative, the tight clothes only mean you have "one physical competency" and that needs to be sorted out on your own personal time... if you know what I mean.

Unfortunately some so-called stars and public figures have done a self-serving "sales job" of labeling most Black people to the masses as thugs, loose in our morals, non-professional, incompetent and running around looking for our next sexual conquest. You may not like it but those are real stereotypes we all need to put to death every time we walk in the room and command our place at the table as leaders, intellectuals, and business people.

Kim R. Wells

Let us know what you think.

Ideal Industries and Employers for African American Students

Universum http://universumusa.com/home.html, one of the world's leaders in employer branding and talent management strategy, released earlier this year it's 2007 diversity report regarding African American student career interests.

The report was based on survey data gathered from 16,087 diverse student respondents from MBA and undergraduate students at 137 colleges and universities.

African American undergraduates listed as its preferred industries:
1. Government / Public Service - 19%
2. Health care - 18%
3. Education / Teaching - 14%
4. Entertainment / Media / Public Relations - 12%
5. Financial Services - 10%

African American MBA students listed the following as its preferred industries:
1. Financial Services - 26%
2. Management Consulting - 25%
3. Consumer Goods - 18%
4. Entertainment / Media / Public Relations - 12%
5. Investment Banking - 12%

The top 5 employers in the "Ideal Employer Ranking"
for African American undergraduate students were:
1. Google
2. Nike
3. U.S Department of State
4. Microsoft
5. Walt Disney

The top 5 employers in the "Ideal Employer Ranking"
for African American MBAs were:
1. McKinsey & Company
2. Google
3. Goldman Sachs
4. Bank of America
5. Coca-Cola

Kim R. Wells
Kwells@howard.edu

Dr. Martin Luther King, Jr., Talk about a Professional Edge!

In looking to succeed in the future one must remember examples of greatness in the past. Many of today's young Black professionals are so caught up in the daily battles for opportunity, respect and significance they often forget that they are not the first generation of African Americans to face great challenges...and succeed.

Through the book Martin Luther King on Leadership (one of my personal favorites), written by Donald Phillips http://www.amazon.com/Martin-Luther-King-Jr-Leadership/dp/0446523674, Dr. King shares his personal and professional strategies for success with a new generation of Black leaders.

"Let nobody fool you, all the loud noises we hear today are nothing but the death groans of a dying system. The old order is passing away, the new order is coming into being. But whenever there is anything new there are new responsibilities. As we think of this coming new world we must think of the challenge that we confront and the new responsibilities that stand before us. We must prepare to live in a new world."

Dr. Martin Luther King, Jr.

August 11, 1956

Some excellent words to today's young leaders include:

"Your job is too great and the days are too bright to be bickering in the darkness over jealously, deadening competition, and internal ego struggles"

"Seek to transform your suffering into a creative force"

"A refusal to be stopped, the courage to be, the determination to go on in spite of, is the hallmark of great movements"

"Whenever you set out to build a temple, you must face the fact that there is a tension at the heart of the universe between good and evil"

"A firm sense of self-esteem is the most powerful weapon against slander and vilification"

"Tie your vision to the human desire for a better tomorrow"

"If you can't stop for an average person in your organization, then you don't need to pursue your lofty goals"

"The road map for your movement may change, but your final destination should remain the same"

"Your organization will prosper or die as a result of your ability to create, embody, and communicate a vision"

Let us know what you think

Kim R. Wells

kwells@howard.edu

Surveyed HR and Training Executives Unsure How to Apply Diversity

Based on article written by Kathy Gurchiek, Putting Diversity into Practice Stymies Many Firms, HR News 8/27/07 6:45 AM

According to a recent article by Kathy Gurchiek in Society of Human Resource Management's HR News putting diversity into practice has been a challenge for many firms. For many of you young professionals looking to access and advance in today's top corporations this may be of interest to you.

According to the article organizations are increasingly committed to diversity in their workforce, but one-fourth of more than 2,000 senior HR and training executives polled are unsure how to apply it and leverage its benefits; a conclusion based on findings by the Boston-based Novations Group, a global consulting organization that commissioned the Internet survey of 2,046 workers conducted in February 2007.

Other findings:

• 48 percent of senior management accepts the business case for diversity and does what is necessary to leverage inclusion with the organization.

• 14 percent of senior management gives lip service to diversity but lets HR pursue its inclusion efforts.

• 9 percent of senior management is not convinced of the business case for diversity but supports inclusion efforts.

• 5 percent of senior management does not accept the business case for diversity and gives little or no support to inclusion efforts.

Let us know what you think

Kim R. Wells

kwells@howard.edu

Are You An Asset or Liability?

Are you perceived as an Asset or a Liability to those you work with in school, at your internship, or as a young professional in the corporate world? Although some of us would never admit it to others, we sometimes already know the answer.

Racism is real, but racism aside, a lot of people simply aren't delivering value everyday to the people and teams that depend on them daily. Racism didn't hold millions of other Black executives from achieving, the rule of the jungle was / and is to move forward in spite of racism, to demonstrate your professional value, and not to let others deny you what is rightfully yours.

Being perceived as a liability costs you in promotion opportunities, being selected for high profile projects, cost you in salary, and being invited to interact with elite networks where decisions and opportunities are decided. People invest time and effort in people they see as valuable, they will not invest in those that are seen as "tolerated" or draining liabilities on their teams, projects, and resources.

Here are some tough professional questions to ask yourself. If you are honest congratulations, you can develop a plan and connect with people to improve your performance and outlook in these areas. If you are not honest and lie to yourself, I can guarantee that you will eventually slip into the "blame game" and professional mediocrity.

After answering each question ask yourself, based on my response and given the context of my current work environment, would I be perceived as a liability or an asset?

• Is your reputation impeccable? If not why?



• If asked would most people say you can be counted on to deliver?



• Could you be replaced easily?



• Do others believe you eliminate unnecessary barriers to get work done?

• Are you well versed in the latest technology in your field?

• If asked would others say you deliver your work in a timely manner?



• Do others believe you can handle sensitive issues?



• If asked would most people say you are accessible in a timely manner?



• Would most in your immediate circles if asked say you are a "doer" or a "complainer"?



• In your circles do you continuously discusses how hard you work? Do you think this is valued, or perceived as you are struggling to perform your duties?



• Are you satisfied with your ability to turn out high quality work quickly?



• Do you have a mastery of the critical management processes required to deliver in your field?



• Will your current professional colleagues vouch for you in a crisis?



• Do you take off a lot of time being sick or for personal issues?



• If you were out tomorrow from work would anyone miss you?



• Are you a team player, able to work with and lead people from different races and the multiple generations now working in today's workforce?

• Are there other people that you work with who are more known for getting the job done than you?



• Are you perceived as an "ideas person," but sometimes struggle to bring projects to completion?



• Who are your closest 4 professional colleagues? Why?

• Are you compensated properly for what you do?

Let us know what you think.

Kim R. Wells

kwells@howard.edu

FACEbook and MySpace: Remember Employers Are Looking

A recent article about FaceBook and MySpace discussed the new trend of employers reviewing these popular social networking sites for insights and information about job candidates. If you are a student or young professional with postings on these sites that may be..."less than flattering," than you may want to read the below article. KRW

Facebook and MySpace thwarting job opportunities

Abridged: MSNBC.com

NEW YORK, NY -- According to a March survey by Ponemon Institute, a privacy think tank, 35 percent of hiring managers use Google to do online background checks on job candidates, and 23 percent look people up on social networking sites. About one-third of those Web searches lead to rejections, according to the survey.

Social networking sites have gained popularity among hiring managers because of their convenience and a growing anxiety about hiring the right people, researchers say. Job candidates who maintain personal sites on Facebook or MySpace are learning - sometimes the hard way - that the image they present to their friends on the Internet may not be best suited for landing the position they're seeking. Big corporations long have retained professional investigators to check job applicants' academic degrees, criminal records and credit reports. But until now the cost has deterred the ability of smaller firms to do the same level of checking, said Sue Murphy, a director of National Human Resources Association. One problem is that there is little to prevent hiring managers from discriminating on the basis of personal information discovered through social Web sites.

Let us know what you think

Kim R. Wells

kwells@howard.edu

Do You Have Game?

I had an excellent day today on campus. I had the pleasure to speak to our incoming MBA Class of 2009...this group is definitely poised to rule the world! Not only did they look good, but their intensity, intelligent questioning, articulated competence, prior corporate experience, and projected confidence, would be any corporate recruiter's dream.

But after leaving this class of future business leaders, I thought about the fact that some really seemed to stand out in the crowd, even amongst this group of excellent students, ...this group seemed to be the Tigers, MJs, Bob Johnsons of the group-- this group had demonstrated real game! The group with game asked the second level questions after the session about actual information resources and networks that they could follow-up on that were in alignment with their well-thought out and articulated plans. This group, presented me with polished resumes they had prepared in anticipation of meeting me in our scheduled session. This group was quick to whip out their PDAs to schedule coaching sessions to have me listen to and review their professional development strategies, and to schedule times to review currently available corporate opportunities and graduate positions available in my office. This group had people that emailed me before I even returned to my office after the presentation with attachments of their resumes, thank you notes and schedule options for follow-up meetings. One student even convinced me that she definitely was one of the students my office needed to sponsor to the upcoming Black MBA Conference...now that's game!

Game recognizes game, I certainly could see the difference between those that were ambitious, and those that were already poised and positioned to move and deliver instantly. They seemed to understand that in a competitive world talk is never to be confused with action, or substantive research, and certainly not to be confused with moving quickly to secure your opportunity. People with game realize that a lot of people like to talk about the game, are fans of the game, or maybe are even "ball hogs" at the start of the game. But those with real game are prepared and poised to ask for the ball when the game is on the line and it is time to win!

Business leaders invest their time and resources on people with game, not on the people comfortable on the bench, not on uncoachable people who have loose and irresponsible mouths, and certainly not those sitting in the crowd (they charge you to be in the game). Today's corporate and global business leaders and even investors are looking for young professionals that have already demonstrated their ability to deliver when given the opportunity, are prepared through practice and preparation, those that are ready to deliver without "extensive personal support and coaching." Another words they are looking for people with game.

Do you have game, or are you just another talker?? This fall millions of college students will enter college and unfortunately many will wash out, not because they don't have the talent and potential to succeed, but because they won't take the time to "work on their game," "receive coaching," or stay a little late after practice to work on their fundamentals or areas they need to improve on. Those with game will succeed because they will recognize others with game, take notes of their moves (and even imitate successful gamers). Some will watch from the sidelines only to dream of the day thy will get their "lucky shot" but never realizing that it takes practicing "their shot" daily to actually get it right, get in the game, and impress the "pro scouts." Hey everybody isn't going to be MJ, or Tiger, but if you work on your game this fall, you will have an opportunity to be the next Bob Johnson, Earl Graves, Chris Gardner, or Kathy Hughes. But remember that these executives are willing to work hard, deliver under tough conditions, don't have entitlement issues, and when the time comes they want the ball...they have game! Do you?

Let us know what you think

kwells@howard.edu

Kim R. Wells

Defining Your Brand of Success

If you don't know what your brand of success is, others certainly won't! Worst yet if you don't develop a brand for yourself, others certainly will try.

Why is defining your brand of success important as an African American young professional? One writer once wrote, "If you are not appearing you are probably disappearing!" If you build a strong brand for yourself, you will begin to appear on the radar to those that count most to you. People that don't have a strong brand in a millennial marketplace of aggressive marketing, information overload, fast decisions and even faster people, will struggle to gain significance, credibility, and personal success.

In a recent executive conference I attended a prominent Black corporate VP said that his successful climb up the corporate ladder wasn't only about his qualifications, experience and education, but how he packaged it, and projected it with confidence to those he worked with.

I share always with students, alumni, and employers, the power and significance of effective branding. The failure of poor branding can lead to a lack of credibility, perceived incompetence, or social and professional irrelevance to some people and groups.

A few basic questions to consider when designing your personal brand:

• What am I really about?


• What do I want to be about?


• What empowers me and excites me?


• What can I do, that is unique, natural and distinct?


• How well do I flow in the circles I want to connect with?


• Am I technically prepared and competent for the world I want to connect with?


• Who are my four closest friends and colleagues? (This could be an indicator of your values, where you are personally and professionally...and where you may be heading)


• How do I define success?


• How would what I define as success define me?


• Do I dress appropriately for the "world" I aspire to belong to?


• What personal and national figures reflect elements of my desired brand?


• Is my word my bond?


• How do I define failure?


• How will I know when I have succeeded or failed?


• Who and what do I need in my life to get stronger?


• How do I define a job as finished, excellent, and delivered?

Be real with yourself in answering these questions, this will start the groundwork in building your personal brand. Turn off the voices of other people, find your own voice, define your own unique and God given brand of success. Then start the process of building your brand so that others can hear your voice! And this world does need to hear you.

Let us know what you think

kwells@howard.edu

Kim R. Wells

NACE Survey Shows Early Bird Gets the Worm...Well Most of the Time!

Results from a national survey conducted by The National Association for College's and Employers (NACE) reported today in their Spotlight Online Magazine that students who started their job search early are rewarded...well most of the time!

The article shows that students who began their job search early this year were usually rewarded for their early efforts. At the time of NACE's survey of graduating students (March 1 through April 30, 2007) 71 percent of responding students either planned to or already had begun to look for a full-time job after graduation. Among those reporting that they had actively begun searching for a job, 79 percent already had submitted an application. And, of those students who submitted a job application, 51.2 percent had already accepted an offer for the job they would begin after graduation.

While males were slightly more likely to have submitted an application than females, there is no statistically significant difference based on ethnicity. The respondents' majors, however, was a significant factor. For instance, engineering and business majors were more likely to have applied for a job, while liberal arts majors were more likely to have not submitted an application.
When looking at students who had accepted job offers, differences in gender and ethnicity begin to surface. African-American and Hispanic students were far less likely to have a job in hand than their white and Asian-American counterparts, even though they had actively pursued employment.

Food for thought! Let us know what you think

kwells@howard.edu

5 Reasons Why African American Students May Not Use the Career Services Office

I get asked around the country, and almost weekly by top employers and career director friends at majority and HBCU institutions why African American students do not use their career services offices.



Let's cut to the chase: These are 5 key reasons I believe African American students are not utilizing career services at many institutions.


1. How dare you bother the mighty Wizard! Remember the scene from the Wizard of Oz when Dorothy asked the Wizard for advice, and he hid in the next room behind the masquerade of a massive and intimidating projected image of fear and basically "gave her the business"---need I say more. The whole prospect of visiting the career services office in the first place can be very intimidating for many African American students. The reported perception of some students of dysfunctional career centers is that the staff is often condescending, not accommodating, not respectful of their goals, not perceived as available to non-business or non-technical students. HBCU centers ---lets keep it real, there is sometimes the dynamic of managing high volumes of employer requests and student visitors with very limited staff; this too can result in some complicated "wizard moments" with lapses in comfortable and accessible assistance to deserving students.

• Students, don't back down...intimidation didn't get you into college, don't let it keep you from getting out of it what you need and rightfully deserve!
• Students do your homework, ask upperclassmen, faculty, other staff (office of multicultural affairs staff) what staff members in the career center are more accessible and better to work with (doesn't matter what race or ethnicity they are!).
• If you face a wizard full of intimidating or condescending questions or assertions, leave quietly and professionally, and ask to have an appointment later with the director to share your concerns.

2. Lack of Diversity (particularly at majority campuses). Let's face it the majority of professionals in the career development industry are White females; Black men, Black women, White men, Asian and Hispanic staff as a whole are not as visible or prevalent in many of the centers. Should this stop students from other backgrounds from using the services? Absolutely not! The majority of these committed White sisters know their stuff and are excellent career advisers and are very willing to assist any student. But with that being said, let's face it bad news can get around quickly, and if there is a bad apple or two, or a rumored problem or incident with the center, some are quick to jump to conclusions and unfortunately avoid the office because of rumored problems.

• Cultural dynamics are always at play in the professional world, so if you can be discouraged too easily by "perceived or real" intolerance of a misguided few, you probably aren't ready anyway for the job market, its not for the weak of heart!
• It is up to you to demand service accessibility, accountability, and respect. Don't willfully give away your access to great information and opportunities because of perceived challenges.
• Career offices should also be working continuously to accommodate and develop an inviting, comfortable, and diverse atmosphere for all students, if they are not, you need to ask your institution why??

3. Lack of connection with African American Alumni in Programming and Recruitment. Work with your career center to coordinate receptions and targeted panel discussions with successful African American alumni. A lot of offices say that they do this, but many students report otherwise.

4. Wrong Focus...It's about finding an opportunity, not analyzing my life! Many of the Black and minority students I work with are just as interested with assessment testing, exploring their interest and attending small group training on writing resumes and interviewing as other students, but at the end of the day, my experience has been that Black students are looking for more immediate results and direct assistance with the process, not an extended counseling processes. Maybe it's social economic factors, or the persistent stories of difficult job markets for people of color, the fact remains that many students are looking for career centers to be low on the eclectic processes and high on real connections, tools, and uncovering real opportunities. I have heard horror stories from Black students at some institutions that where completely derailed at the career center if they didn't subject themselves to a "full battery" of assessment tests and undergo a complete "life analysis" that reeks of condescending comments about their "disadvantaged status" and needing assistance to make "more responsible" career decisions---wow, I kid you not!

• My advice for all is to leave the "race cards" at home, and get down to the business of assessing interest and opportunities more quickly and effectively---It is not necessary to know what somebodies father does, and to project our personal values on others!
• If you are a student who feels violated, give them the benefit, odds are it was not intended, try some patience and tolerance yourself, and politely keep the counselor on task with what your needs are.
• If necessary ask for an appointment with the director if your experience seems to be misdirected. The director can hopefully shed some light on the problem, assist you with your needs, and maybe step to the plate to correct perceptions or needed changes to attract other African American students.

5. Lack of collaboration with African American faculty, staff, and student organizations. A little collaboration could go a long way in developing effective programming, working relationships, job opportunities and trust. "Kingdom building" can be a problem at many institutions. If mutual benefits can be established and managed with the professionals on campus and between student groups in career services, than everyone wins. Offices of multicultural or diversity affairs, affinity faculty and staff groups, targeted leadership and educational opportunity programs, can serve as great partners for career offices and employers in developing career and professional development opportunities for students. If these groups can work well together it would send a strong message to students that the career center has good intentions, and is vested in developing resources, networks, job opportunities for all students.

• It you are a student and you see opportunities for collaboration between student organizations and other groups on your campus that would enhance career services, take the time to facilitate a dialogue on your campus to make a change.

Through my experiences in working with career professionals across the country, I believe most are sincerely interested in being supportive, accessible and useful to all students. But as we all know there are some places that need to do better in reaching out to diverse populations. Don't run from the challenge if there is one. Step up to the plate, and don't allow miscommunication, mythology, and problem individuals keep you from requesting a positive change and receiving what is rightfully yours. Commit to initiating accountability and results. Your success and the future success of other deserving students, no matter what their race or backgrounds may depend on your diligence, and actions today. Who knows, maybe the Wizard's veil may fall (smile)!

Let us know what you think.

kwells@howard.edu

Comment from Chaz Kyser-Author of Embracing the Real World: The Black Women's Guide to Life After College

A recent comment from a friend Chaz Kyser, author of the popular new book, Embracing the Real World: The Black Women's Guide to Life After College, a must read for any young Black Woman who is serious about moving forward in her career.

Chaz writes:

Kim, I enjoy reading all of your columns, but I particularly liked your latest one, "Watch Your Behavior Off the Field: A Lesson Learned From Mike Vick." As you pointed out, it's often not enough that one is professional at work; what you do on your so-called "off time" and who you do it with can tarnish your reputation--especially if you are involved in illegal activities.
Hopefully, other young professionals and athletes can get this lesson without having their careers ruined.

Chaz Kyser

For more information on her book and speaking engagements, see Chaz's website at www.embracingtherealworld.com.

See also Chaz's new column on Black Collegian Magazine Online at

www.black-collegian.com/career/kyser

Survey Shows that Black Professional Women Are Still Facing Key Barriers in US Companies

The League of Black Women recently released compelling survey results that reflect the barriers many Black Women are still facing in Corporate America.

Summary of Findings

Using the results from the 2005 LBW Having Our Say: Fostering the Leadership Potential of Black Women in America Survey, data augmented by supplemental research and in-depth interviews with a cross-section of black professional women, The League of Black Women identified three key areas that influence the level of satisfaction black women obtain in their professional and personal lives – Engagement, Cohesion and Bicultural Leadership

DEFINITIONS

Engagement - Defines institutions and people that have the greatest impact on black women’s lives

Cohesion - Describes the quality of black women’s relationships with each other – an exploration of the bonds between black women

Bicultural Leadership - A LBW term used to describe circumstances in which black women led or exude authority over non-blacks in the workplace


KEY SURVEY FINDINGS

---ENGAGEMENT

At Work

56 percent of respondents ranked work as a distant second to family (Family is a life facet which black women invest most of their energy and efforts)
62 percent report they give more of themselves at work when they are valued for who they are in the workplace
Only 4 percent who focused energy and efforts toward work reported that it was the most personally fulfilling area of their lives

Keys to Joyful Living

· Only 20 percent reported having “very satisfied” lives
· 63 percent of women who didn’t have a close relationship with a black woman in their workplace, family or community reported a lower level of joyful living

Spirituality

· According to written responses and personal interviews, the majority of women responded that faith is a very important aspect of their lives

Additional Findings

· One notable barrier - exhaustion from behaving in ways that felt unauthentic in order to be accepted, especially in the workplace
· In their write-in comments, black women described emotional and physical exhaustion, financial instability, weight control issues and fractured relationships as factors that prevent them from living a joyful life
· Women over 45 reported greater life satisfaction than younger women
· Women with higher household incomes greater than $50k reported greater life satisfaction
· Women with advanced degrees reported greater life satisfaction

Barriers to Joyful Living

The top factors identified as barriers to joyful living include:

· The lack of resources or opportunities to pursue goals, and being underpaid
· The stress of playing multiple roles
· Difficulty in finding a suitable mate or partner

---COHESION

The report suggests shared values among black women in corporate environments may boost productivity and greater commitment to their companies

30 percent reported the top two benefits black women receive from relationships with other black women are “someone who understands me” and “a relationship based on mutual trust and respect” (29 percent)

Barriers to Cohesion

The disproportionate representation of black women in leadership roles in organizations helps to perpetuate a competitive environment and fuels a lack of trust

---BICULTURAL LEADERSHIP

57 percent reported they believe they are likely to reach their full potential despite low representation in corporate hierarchies

Nearly 80 percent of survey respondents see attitudes toward race as a hurdle affecting their effectiveness as leaders, to some extent. Women cited that race affects interactions with individuals who potentially could influence and advance their career track

Despite some of the barriers of cohesion between black women, respondents reported black women were among the two groups identified as most likely to follow their leadership (43 percent) followed by white women (19 percent)

Barriers/Challenges to Bicultural Leadership

Besides race and gender, respondents cited “under utilization of their education and skills were barriers to leadership”

# # #

ABOUT THE LEAGUE OF BLACK WOMEN

The League of Black Women (LBW) is a nonprofit organization that provides access to strategic support for developing and sustaining leadership values and joyful living for black women. LBW seeks to ensure that its members emerge as leaders within their communities to contribute substantial and lasting improvements to shape the world.

For more information on the LBW see their website at http://league.bevansgroup.com/index.asp?pageid=1

Special Thanks goes out to Miya A. Walker of LAGRANT COMMUNICTIONS

for sharing this timely information.

Send us your comments: kwells@howard.edu

Watch Your Behavior "Off the Field" A Lesson Learned From Mike Vick

At times unfortunately it takes the misfortune of others for us all to learn great life and career lessons. Mike Vick's misfortune can serve as a great lesson to all talented young professionals that no matter how talented and successful you become, we all can fall hard if we don't watch our behavior "off the field." This is not to say that Mike Vick isn't innocent, and we should all take a moment to pray that this talented young brother somehow is innocent, there has been a terrible mistake made, or that somehow he will learn a great lesson in this situation and help others to learn from his mistakes.

A few lessons all young professionals can learn from Mike Vick's situation:

1. To whom much is given, much is required. You have all been blessed with a great gift of talent, college education, and employment with a good employer, or in starting your own business. Don't take these things for granted. No matter how much you may think, "you are your own man (or women)," "untouchable" and "arrived," you must remember to be a good steward over your career and new personal and material success.

2. You are hired for the complete package you represent to employers, not just your performance on the job. Like it or not, when you accept employment you are committing to a complete lifestyle of what the employer sees as acceptable personal and professional behavior "on and off the field." If you don't believe me, try dancing on the table at the next corporate reception, and see how long you are "your own person"; or better yet, get arrested over the weekend or while on business travel---see if they care "how great a professional" you are after that! Companies do not want their brand to be damaged or associated with inappropriate or questionable behavior. Like it or not, you are expendable.

3. All professionals (adults for that matter), need to know when to cut the old "posse." If your old neighborhood "posse" is becoming destructive and starting to derail your professional and long term life plans, it's time to move on. Remember that you have a lot to loose if something goes wrong, many of the old posse unfortunately may not feel that way. Quite frankly, some of your old posse may even want to see you fall now that you have become a success and starting to acquire some of the finer things in life. Don't worry if they see you as a sell-out if you move on, so what, lay aside the weight, move on, it is better to be a sell-out, than to be held back by people who will not respect your values or dreams of having a happy and productive life.

4. Lift them up...don't let them drag you down! Your old friends deserve to hear and witness your ascension to success, you are actually a living testimony to them that they too can succeed. Don't put them down, encourage them to achieve by following their own dreams, guide them to positive information, resources and people. But if they won't aspire to do any better, don't climb back down to their level by trying to relive your "thug days,"or by becoming a "thug-want-a-be."

We can all succeed and experience great personal, professional and community successes in life. But the formula for success always requires discipline, and the need to realize that to move forward, some things, behavior, and people may have to be left behind.

Many including my 7 year old son who adored Micheal Vick now are also hurt and affected to see another bright young Black man and professional fall to the misfortune of a destructive lifestyle. Keep Mike in your prayers, and watch your behavior "off the field".

Let us know what you think.

Kim R. Wells

kwells@howard.edu