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Wendy
writes for the Huffington Post Business Section. Check out the latest blog articles at http://www.huffingtonpost.com/wendy-n-powell Blog Entries
by Wendy N. Powell
You find yourself at the end of a chapter in life -- you chose a career
and all of a sudden there is no longer room for you in the company. My friend, you are not alone. It feels remarkably like
a hangover, hurting and hoping that it will end...
Women
in the workplace from Baby Boomers to Generation Y, a think tank of respected opinions, a five-state search for truth
When we hear the wage gap -- 77 cents to the dollar -- we all gasp, suck in the air, and respond
with some quick opinions. We all...
I left my heart in Michigan
when I moved out of state. The issues that have affected every facet of my family leave me "shot through the heart",
but hopeful for a recovery. It's true, every piece of my extended family from auto workers to
financial executives has been...
I have been bullied,
you may have been bullied. We all know who they are, but do we know how to deal with them? Joe
was a very good egg. He was the most knowledgeable and reliable of the managers and was the "go-to" person for all
of the workplace...
Joe was at the top of
his game. He was a well-respected manager when his wife's job tanked, forcing the dual income couple to go into quick action.
The wife found employment out of town and bid a fond farewell. "We'll only have to be a commuter family for awhile,"... Time.comQ&A: Wendy N. Powell on Detroit's Potential ProgressPosted by Karen Dybis Tuesday, October 26, 2010 at 9:28 am I said it the first day, and I'll say it again: Detroiters know how to
work. The only problem is…there are not enough places to work these days. (At least our
13 percent unemployment rate is the nation's second worst now…when this blog started, we were tops. Now, Nevada takes
the top spot at 14.4 percent.) (More on Time.com: See pictures of Detroit's beautiful, horrible decline) In hopes of coming full circle, I spoke recently to Wendy N. Powell, a true Blue
Michigan fan and human-resource and management-consulting expert. I got some job advice, some good ideas and some even better
memories from Ms. Powell. She's pretty impressive with more than 25 years of experience, mostly at the U of M…and I
love that she named her dog “Hailey to the Victors.” Some background:
Powell spent most of her career in human resources at the University of Michigan, and is currently on the business faculty
at both Palm Beach State College and the University of Phoenix. A member of the Society for Human Resource Management, she
received a leadership award in 2002 from the Midwest College and University Professional Association for Human Resources.
Powell holds a BS in business management and an MA in organizational management. She currently
lives in South Florida with her husband, Terry, son, Ryan, and her dog, the before mentioned Hailey. She is author of
the recently released "Management Experience Acquired: Necessary Skills for Successfully Managing Any Employee," which aims to help job seekers develop the
skills they need to find work in this tough marketplace. (More on Time.com: See “A Day in the Life of Detroit Mayor Bing) I also came across and linked to her Huffington Post site recently, which sparked our conversation. Read it as well if you would. I loved her opening line: "I
left my heart in Michigan when I moved out of state. The issues that have affected every facet of my family leave me 'shot
through the heart,' but hopeful for a recovery." Q: What is the one thing job seekers
should try that they typically don't think of? A: Keep your knowledge fresh – volunteer,
look at temp or contract work. You don't know what opportunities will surface. Job candidates need to show that they will
contribute to the bottom line with enthusiasm. When applying for a job, address all of the selection criteria of the job in
the cover letter to prove to the prospective employer that they could not afford to pass by your candidacy. Research the company
and assess their challenges and mission and address their experiences and future aspirations that will help the company. Look
at the company values. Q: What kind of recovery do you think Detroit will see in the next
1 to 5 years? A: There is no question that the outlook is better for Detroit. The critical
auto industry is finally on the mend but we need to beware of the issue of “right sizing.". The auto industry has
been called “bloated” and in need of an overhaul. What does that mean for people waiting in the wings to be hired?
What does that mean for the hundreds of thousands of people who lost their jobs due to auto or related industries? We
have lost many talented people to different states. Hopefully, there will be opportunities for them to return. (More
on Time.com: See TIME's special report "The Committee To Save Detroit") Those laid off by the auto industry need to re-invent themselves. I did it and
there are countless success stories of people who have dug deep into themselves to look at their strengths and opportunities
for the next move. Look around, these stories are out there. Adapt your skills to the opportunities in Michigan. There is
job growth in areas including alternative energy, life sciences, homeland security, the film industry and advanced manufacturing.
(For more information, take a look at the Michigan Economic Development Corporation website.) It has been announced that the recession is over and Detroit is expected to
be the “economic bright spot.” It will take time. Hundreds of thousands of Michigan people lost their livelihood,
and it will take time for this to rebound. It will take much more than five years to see considerable progress. We just cannot
guarantee new jobs but we can create a friendly environment for businesses to take risk and prosper. Q: What can an employee do to become invaluable? A: Employees throughout the
country are on pins and needles worrying about their future employment. The unfortunate stories are discussed everywhere,
in the media, around the family table, and at the water cooler. The most important strategy is to keep apprised of the critical
initiatives at work at whatever level. Employees need to keep their ears and eyes open to be prepared to participate in discussions
about the goals and potential resolutions to problems. These are the employees that will make themselves so valuable to the
organization that the company won't be able to afford to eliminate them. Of course, these employees
who rise to the top of the employee heap are constant learners. Don't ever let yourself get stale, ever. Research trade magazines,
websites and conferences. Seek out the current trends and lingo that will prove to your employer that you are ready to not
only perform in your current job, but are making yourself ready for the next challenge, and next job. Creativity is the most
sought after characteristic. Make sure you become that employee. (More on Time.com: See 10 things to do in Detroit) Q: Why did you write about Detroit for the Huffington Post? What was
the reaction? A: The Detroit area is my home and I care deeply about the issues related
to my home and my family. There is a connection to the auto industry to most jobs in Michigan from education to finance. With
so many jobs lost, it affects family stability, the housing market and plans for the future. Countless people have had families
relocate, lost their homes, and put retirement plans on hold after losing a significant chunk of their 401k and savings. With
the baby boomers delaying retirement, new jobs are not available for the new generations of employees. It's a downward spiral
in the job market that needs to stop. Businesses need assurance that their expenses won't increase to loosen up their
ability to hire and take risks. Knowledge is power. We need to keep the awareness of Michigan's
strife front and center. One critical reaction is that there has been a tendency for Michigan companies to hire people from
outside of the area, hiring people from other states before considering the local job pool. Of course, they can do just that
but we are all in this together. Perhaps encouragement and awareness from local leaders would help to solve this problem. Q: What is your favorite Detroit memory? A: I love to be with my family and
friends. My immediate family had to relocate to Florida but we go home as often as possible. One favorite memory with family
is going to sporting events. Tiger baseball games and University of Michigan football games are the best. The smells of hotdogs,
popcorn and beer and the unique sounds of the stadiums are irreplaceable. See more from TIME's yearlong look at Detroit Read more: http://detroit.blogs.time.com/2010/10/26/qa-wendy-n-powell-on-detroits-potential-progress/#ixzz14LpniNhx
Karen Dybis November 3, 2010 7:20 am Education, Moms in School  Personal branding. Re-inventing yourself. Making more money. How do you do it? By taking care of you and furthering your education.
Career expert Wendy N. Powell thinks you’re doing the right thing – and she has some advice for getting even more
out of your schooling.
Oh, and your kids will be proud of you, too. I recently met Wendy after reading a blog
post she did for the Huffington Post. A few emails later, and I was pleasantly surprised when she said she’d love to
share her insights with our Moms in School blog. A little about Wendy: she spent most of her career in human resources
at the University of Michigan, and is currently on the business faculty at both Palm Beach State College and the University
of Phoenix. A member of the Society for Human Resource Management, she received a leadership award in 2002 from the Midwest
College and University Professional Association for Human Resources. Powell holds a BS in business management and an MA in
organizational management. She currently lives in South Florida with her husband, Terry, son, Ryan, and her dog,
Hailey. She is author of the recently released “Management Experience Acquired: Necessary Skills for Successfully Managing Any Employee,” which aims to help job seekers develop the skills they need
to find work in this tough marketplace. Q: Why should women (especially those with children) pursue additional education?A:
Education is my passion. I get a great amount of pride and enjoyment out of watching my students learn and grow, and I also
learn from their experiences. Knowledge is power, particularly contemporary principles. There is significant value in a current
education, that is learning the grounded principles plus applying the current issues to ready yourself for new challenges. Take
a look at the Bureau of Labor Statistics release of Oct. 8, 2010, about the civilian population 25 years and over by educational
attainment. The unemployment rate is 14.3 percent for individuals with less than a high school diploma, 8.8 percent with some
college or an associate’s degree, and drops to 4.5 percent for those with a bachelor’s degree and higher. The
unemployment rate drops considerably by degree status. Don’t forget that you are a role model for your
family. One of my talented students does homework with her kids and they in turn, examine her grades. They make sure
that she won’t fail in her goals and support her every step of the way. Q: What can a woman/mother do in particular
to highlight her skills if she stayed at home for a time in her career?A: There is a fear of the gap in the resume,
and legitimately so. You may have switched your career gears due to family responsibilities. How do you present yourself in
the best possible light from a career perspective? The answer is largely in the preparation. If you are getting
ready to go back to the workforce, start now to get yourself organized. Ease yourself into the classroom or re-acclimate yourself
to your chosen field. Perform a review of your goals and look at your personal brand. Make sure you
know what direction you want to pursue for yourself. Make a list and check it twice, and often. This keeps you on track and
reminds you of what goals you want for yourself. Perform an analysis of the types of cases and situations that you may handle
in the prospective job and be prepared to discuss behavioral type questions. This is particularly important when you are taking
a leap into a higher-level position. Are you ready to re-invent yourself? The stories are everywhere
about the success of following a newfound passion. I did it. It takes time and enthusiasm but the rewards are amazing. Q:
What do you recommend women do to stand out in a crowded job field?A: Stand out with impeccable preparation.
Write a stunning cover letter that describes your workplace accomplishments and describes the gap in your resume. Be prepared
to discuss how you have remained current in your profession—read trade magazines, scour the internet, and provide discussion
points so prospective employers realize that you have the current or recent knowledge to jump back into action in
the workplace with little grooming. Tell them that you are the creative thinker they are looking for, and prepare
to tell them why. Remember, one of the best things to hear from your family is that they are proud of you. It doesn’t
get much better than that. Make them proud of your accomplishments and your success will follow. *** For more
tips, techniques, and information, pick up “Management Experience Acquired.” Not like you need extra reading…but it really is a great read. Do you have tips for moms dealing with
the challenges of education? Share them in the comments below! Rating: 10.0/10 (1 vote cast) | Karen Dybis is a stay-at-home mom and freelance writer. She has worked as a reporter for more than 15 years.
Her writing ranges from a blog for Time magazine's Assignment: Detroit project to business reporting for The Detroit News.
In between articles, she still dreams of being a kindergarten teacher. |
Wendy discussed management challenges on the radio program "Thank God it's Monday" at Seaton Hall University on
Saturday, August 7 at 8:00 a.m. at www.wsou.net The program will be later archived for listening
Renowned authors were there including!: John Grisham, James Patterson, Michael Connelly, Sarah Ferguson, Barbra Streisand, Rick Sammon,
Condoleza Rice, Mary Higgins Clark, Jane Velez-Mitchell, Garry Trudeau, and Sylvia
Browne
FOR IMMEDIATE RELEASE
CONTACT: Maia Levenson, (512) 478-2028 ext. 245
Management experience acquired Management consultant, professor offers tools for career advancement in new book
LAKE WORTH, Fla. – The Bureau of Labor Statistics estimates
that 15 million Americans are currently unemployed, and in February alone over 150,000 workers were laid off. In a struggling
economy, the competition for new jobs, promotions and even maintaining existing positions is fierce. So
how can current and potential managers stand out among their peers and thrive in the business world? In
Management Experience Acquired: Necessary Skills for Successfully Managing Any Employee (978-0-9842358-2-7│Synergy
Books│May 2010│$21.95), author and management professor Wendy N. Powell offers everyone from
seasoned managers to management students and ambitious lower-level employees practical advice for obtaining effective management
skills. “I have spent 25 years working in management and human resource consulting,”
Powell says. “It is absolutely necessary in this economy to set yourself apart as a skilled manager, and the real-life
situations presented in Management Experience Acquired give readers the tools and the practice to do so." Written in a lively, conversational style, Management Experience Acquired uses simple tips, realistic
examples and humor to help readers learn the techniques they need to succeed in their careers. Powell addresses the most common
issues readers are likely to face in the workplace, followed by logical solutions and relevant questions for consideration. Using the character Joe, Powell illustrates situations readers will experience during their careers. In different
scenarios, Joe can represent the reader's employee, reader's manager, co-worker, or even the reader him or herself. “With each example I present, I want readers to be able to understand the issue and think critically
about the individual case,” Powell explains. “But I also want them to apply what they learned to their own circumstances
in order to become more successful managers.” In an interview, Powell can discuss: § When you need experience to get experience: Overcoming
the career catch-22§ Management in a freelance society: Managing employees
with no long-term commitment§ From baby boomers to Generation Y: Merging and
managing generations in the workplace§
Job-hunting in
a recession: How to stand out as a skilled manager§
Management styles
then and now: What’s changed and how to succeed in the current climate WENDY N. POWELL has spent much of her career advising managers at the University of Michigan and is currently on the business
faculty at Palm Beach State College and the University of Phoenix. She has a bachelor’s degree in business management
and a master’s degree in organizational management. Powell is a member of the Society for Human Resource Management
and received a leadership award from the Midwest College and University Professional Association for Human Resources in 2002.
She currently lives in South Florida with her husband, Terry, and their son, Ryan. For more information, please visit www.managementexperienceacquired.com. ###
If you would
like to schedule an interview with Powell or receive a review copy of Management Experience Acquired, please contact
Maia Levenson at (512) 478-2028
ext. 245 or mlevenson@phenixpublicity.com
 Current Article
By Kate Lorenz on Jun 14, 2010 in Career Advice, Featured, Guest posts  Whether you’re a recent grad or a career changer, there’s a common catch-22 that comes with embarking on a new occupation: You can’t get a
job without experience, but you can’t get experience without a job.
How many of us have
said, “I’ve got the brains and the know-how, I just need the chance to prove it and start building my experience”?
Today our guest blogger Wendy N. Powell, author of “Management Experience Acquired: Necessary Skills for Successfully Managing Any Employee” (Synergy Books, May 2010), tackles this nagging issue. Powell has spent more than 20 years of her career advising
managers at the University of Michigan and is currently on the business faculty at Palm Beach State College and the University
of Phoenix. Here’s her advice for this common conundrum: When you need experience to get
experience
By Wendy N. Powell, author of “Management Experience Acquired: Necessary Skills for
Successfully Managing Any Employee” One of the most common questions from job candidates is “How
can I get experience when jobs require experience?” Overcoming this “career catch-22,” however, is within
your reach; the key is preparation. Here are some tips to land a job without experience, whether you are a new grad or changing
careers. 1. Evaluate yourself
Are you truly ready to search
for a job or do you need to spend time catching up on current work trends? Perform a critical and honest personal audit of
your style and skills. Think about the type of employee you want to be and list the qualities that come to mind. This list
will help you discover any issues that you need to work on prior to your pursuit of a job. Once you have addressed these issues,
you will move ahead with your search with more confidence. To employers, confidence translates to readiness for the job. 2.
Stay current
The good news for new grads is that many hiring managers place considerable importance on current
learning experiences. Because conditions change and techniques evolve, a recently conferred degree often holds more weight
than a degree received years ago. If you have contemporary learning experiences that relate to what the company needs, explain
what you have learned and how you can apply that knowledge to their company. The bad news for career-changers is that
earning a degree doesn’t mean you get to stop learning! Always read about the current issues in the profession(s) of your choice and
have a plan in case your present career choice doesn’t work out. You might even consider taking classes at a local college
to learn new methods and technologies. If you keep abreast of modern business practices in your desired field, you will be
well-prepared to describe how your experiences will contribute to the success of an employer. 3. Do your homework
As you should do in any job hunt, research the company and identify the specific requirements for the position
in which you are interested. Before you submit your résumé for a job, find out what the company does and how
they do it. Once you understand this information, you will be better able to relate and apply your knowledge and experience
from school or a different field of work to the needs of the company. 4. Find a role model
Choose
someone whom you admire at work or school and ask that person for guidance in modeling your chosen professional behaviors.
Most people will be pleased and willing to help, as imitation is flattery. Emulate the employee you want to be and be
ready to demonstrate these traits in searching for a job. Use this experience as preparation to respond to behavioral
questions in the interview process. Employers ask questions such as, “What would you do in these circumstances?” and “What have you
done when this type of situation has happened in your workplace?” With prior consideration and the example set by your
mentor, your responses will be well-practiced and sharp. 5. Donate your time
Yes, I am suggesting
you work for free. No, I am not suggesting you quit school or your current job to do so. Plenty of companies, nonprofits in
particular, are more than happy to accept the free labor of someone without copious amounts of related experience. Are you
an accountant hoping to break into advertising? Volunteer a few evenings a week to put together a small campaign for a local
charity. Unfortunately, new grads often don’t have an income to support them while they search for a job. Sometimes,
it might be beneficial in the long run to take a position short of your dream job while you earn valuable experience in an
internship or volunteer position. Don’t forget, the selection process is a place for you to shine. Be ready to
explain why you are the best candidate for the job, whether it is a career change or a new business endeavor. You may not
have the job experience, but you can still demonstrate to the boss that you are ready to do the work. Be the job candidate
the company can’t refuse to hire. 
CNN
Why do employers care about your credit? By
Rachel Farrell, CareerBuilder.com July 12, 2010 10:16 a.m. EDT  A bankruptcy on your credit record may hurt
your chances of getting hired, experts say. STORY HIGHLIGHTS - More companies running credit checks on potential employees
- Accountants,
banks, brokerage houses are among those who look for money problems
- Federal law requires the hiring entity to provide
a copy to the job applicant
- Bring up your financial issues proactively before company runs a check
(CareerBuilder.com) -- When you're looking for a job, you're probably not thinking about your credit score. But you might want to start. Though
many people argue that credit scores have nothing to do with their capabilities on the job, some employers say differently.
Sixty percent of employers recently surveyed by the Society of Human Resource Management said they run credit checks on all
or some potential new hires. That's up from 43 percent in 2006 and 25 percent in 1998. Opinions on whether or not this
is fair vary. Supporters of credit checks don't think it's any different than checking a candidate's references. But opponents
see it as unfair -- especially in this economy -- because medical problems, divorce or a job layoff and subsequent missed
bills can wreck an otherwise perfect credit score in an instant. "There are lots of good reasons not to hire someone.
Usually, bad credit alone isn't one of them. And yet, it's become the reason du jour to disqualify an otherwise highly qualified
person to do a job they're particularly well suited for," says Milan P. Yager, president and CEO of the National Association
of Professional Employer Organizations. "As job fields become closed and increasingly competitive, you can bet that more
employers are utilizing credit check options than ever before." So why do employers look at your credit history? The
reasons vary. Sometimes it may be because of the nature of the position to which you're applying. "Certain categories of employers regularly review credit histories [such as] banks, brokerage
houses, government and other financial institutions. Evaluation of credit history is [also] frequently applied to accounting
and money management positions where there is potential for fraud and embezzlement," says Wendy Powell, author of "Management
Experience Acquired." "Employers have a responsibility to assure that the proper
due diligence is applied. Be prepared for the possibility of a credit review, not only in the application process, but also
throughout the employment relationship," she says. Other employers look at credit histories in order to
separate one candidate from another. "Credit report information is an excellent data point when comparing and contrasting
two or more candidates for the same position," says Jay Meschke, president of EFL Associates, an executive search company.
"If, for example, an applicant reports a significant level of personal debt obligations or credit delinquencies that
might distract that person from his or her job responsibilities, then a hiring entity may take that information into consideration
when comparing such an applicant to another comparative candidate without such distractions." Or maybe a company
just wants to get a better idea of the person it's considering hiring. "Financial information may not be the employer's
priority. Ensuring that your employees are responsible and ethical is a must," Yager says. "Relying on character
references is becoming less reliable than verifying records and professionally screening workers beforehand. It's true that
credit checks can verify demographic and location information. They will include identifiers such as name, spouse, Social
Security number, alias, address, phone and previous employment." Barry Maher, author of "Filling the Glass,"
adds that a credit report can provide a snapshot of a person's economic life that may confirm or contradict the résumé. "Perhaps
someone claims they made a good six-figure income for the last 10 years, yet they show repeated credit problems during that
period. Are they lying about their income? Are they poor money managers? Do they have a major financial issue that's draining
their resources? Any of these might (or might not) have a negative effect on their job." The Fair Credit Reporting
Act governs almost all issues related to the use of credit reports. Job applicants have the right to a copy of their credit
report, and the law requires the hiring entity to provide a copy to the job applicant. In addition, if an employer decides
not to hire a candidate based on the results of a credit report, the candidate must be told the reason why and be provided
with the credit report information. Job seekers must be prepared to deal with a potential employer looking at their
credit report. If you have a less than stellar credit score, here are three things you can do: 1. Be prepared
for the scrutiny "Just as you would if showing your home to a prospective buyer, tidy up your credit record
before you put your career on the market," Yager says. "Know your credit score, and examine your credit record.
If there's an error, U.S. residents can visit the Federal Trade Commission's website to learn step-by-step how to dispute
and correct the error. But keep in mind, there is no quick fix that instantly raises a credit score, so have some patience." 2.
Bring up issues on your own "As an applicant, if you've got credit problems and the company asks permission
to run a credit report, you're far better off if you bring up any issues they're likely to uncover proactively, getting out
your side of the story before the company even realizes there is a story," Maher says. "A lot of people have
problems with their credit, particularly nowadays. But you need to control the story, not let the credit reporting company
control it. Hiring companies understand no applicant is perfect, but they want to understand that imperfection, whatever it
may be." 3. Realize you're not alone "In most cases, a degradation of
credit history is a slow process and would most likely affect those candidates that have been out of work the longest the
most," Powell says. "Remember, if your credit history has been damaged,
you're in the same boat as countless job candidates. And don't forget, it's a huge boat. Employers have a responsibility to
hire the most competent and qualified candidate. Be prepared and have a plan." © CareerBuilder.com 2010. All rights reserved. The information contained in this article may not be published, broadcast or otherwise
distributed without the prior written authority.  June 12th, 2010  Andrea  Written by Wendy N. Powell, author of “Management Experience Acquired”
In a perfect world, the workplace
is like a family, with seasoned baby boomer and Generation X employees guiding and working alongside less-experienced Generation
Y workers. With the Gen Y employees now solidly in the workplace, new challenges in the traditional quasi-work family
are common. The “Gen Y’ers” are typically independent thinkers who feel quite comfortable raising issues
with the decisions of their leaders. They are generally tech savvy having cut their teeth on their computer keyboards. They
know how to make their way around problems relating to process; after all they made their way to the umpteenth level of their
sophisticated video games with unusual grace. Yes, we know this new generation called Gen Y’ers. I refer to this
new generation of savvy workers as “Challengers.” This is not to be confused in the negative vernacular. Quite
the opposite, this group of Challengers commonly excel in creative thinking and were raised thinking that it is okay to challenge
decisions. They regularly asked “why” and got an answer to the proverbial “why not?” The older generation
was generally told “Because I said so.” This is just what today’s business environment needs: creative thinking
and challenging ways of doing business. 1. See it from the other side So you,
being a talented Gen Y-er, are hired and immediately dig into your work, looking to see what you can do to improve the status
quo and move on to the next challenge. You learn the ropes quickly and look at the other generations, questioning why they
are still doing the same old thing. “Are they dinosaurs, lazy or just not motivated? Why aren’t they just like
me? I’ll learn what I can and move on to the next job that will keep me upwardly mobile, make more money and so on.”
You think to yourself, Yes, I think they are out of touch with reality. The older generations,
mostly Baby Boomers and the Gen X-ers look at your generation with some apprehension. They wonder, “Will they take our
jobs? We just want to work a few more years.” They are not as inclined to be moving from job to job, looking for the
next opportunity. After all, they claim they have paid their dues and should be respected for what they have accomplished.
And the Boomer says, “Don’t they get it?” 2. Communication Merging
the generations in the workplace is not simple, but it can be very successful with careful communication. There has always
been a mix of generations in the work family, but the dynamics are now different. Often younger workers are in the power positions
managing older workers. This takes some getting used to by the older generations who have normally been in the power seat. 3.
Respect Set the expectation for everyone that respect is an organizational value of the company
and help employees to understand what makes each other tick. 4. Find a mentor Encourage
mentoring arrangements; pair up an experienced, senior employee with a new staffer and see what they can learn from each other.
Gen Y’ers need to remember that the older generations need to know their experiences are valued; they need appreciation
for their accomplishments. The older generations need to understand the younger generations need to be coached instead of
managed. Send them an e-mail instead of a meeting request. They want to do their job and move on to the next project. Realize
that in these tough economic times, the employees who can contribute their creativity to the growth of the company are the
ones who are most recognized and are likely to be successful in the company and survive staffing reductions. Seniority is
a factor but not the only decision making criteria that companies use to decide who stays and who goes. The Gen Y’ers
should recognize and value the experiences of their experienced colleagues and the older generations should tap the energy
and creativity of the younger generations. They will all learn some valuable lessons. Foster the environment of creative
thinking for everyone, and involve all levels and generations in the workplace family. Don’t forget, when employees
say “Don’t they get it?” it’s all of our jobs to keep peace in the workplace family.
We’re all in this together. WENDY N. POWELL is the author of “Management Experience
Acquired: Necessary Skills for Successfully Managing Any Employee” (Synergy Books, May 2010). She spent more than 20
years of her career advising managers at the University of Michigan and is currently on the business faculty at Palm Beach
State College and the University of Phoenix. For more information, visit www.managementexperienceacquired.com.  Copyright secured by Digiprove © 2010
From Temp to Permanent:
How to Turn Your Temp Job Into a Full-time Gig by Wendy N. Powell, author of
Management Experience Acquired So you got the temp job and you are hopeful that you will be hired
as a permanent employee. How do you make yourself so valuable they can’t refuse to hire you? 1.
Research the company very well. Since you are now a relative insider, use your temp gig as an opportunity to learn
about what makes the company tick. Study the information on the internet or intranet and review the mission statement and
current goals to make sure you model the expected behaviors and demonstrate how you can contribute to their needs. 2.
Look around. Make a mental note about what qualities the movers and shakers demonstrate that make them successful
at the company. Model their behaviors. Dress for success and present a cooperative demeanor. 3. Don’t
upstage the boss. Focus on how you could assist with current work but for Heaven’s sake, don’t say, “At
the Acme Company, we did it a better way.” That’s of course unless you are invited to do so. Make sure you communicate
with your immediate supervisor about how you could help him or her solve issues that you are working on. Communicate your
ideas in a non-threatening manner and don’t alienate your colleagues. 4. Dig into your personal
knowledge base to apply your previous successes. Don’t assume that your boss knows your background. If you
worked on a project or presentation that would help the current challenges at the company, sing like a bird. In fact, always
have a current resume available. Tell them about your history and how you could tackle the issues of the day. 5.
Demonstrate your dedication. It’s tough to show them about how much you value your longevity with the company
because it is likely that your seniority is short. But you can show them how you value your attention to attendance and your
willingness to work until the job is done. 6. Communicate like a permanent employee. Don’t
discuss how you are “only a temp.” Dig in to your work and take responsibility, and yes, credit for your good
work. Tell the boss that you want to learn about your department so you can do your job well. Don’t forget, you will
do better quality work if you understand how your work contributes to the company’s bottom line. 7.
Don’t assume anything. Does the company know that you want to make the temp job your permanent career choice?
Hiring managers in the company may think that you are only interested in temporary work. Make your intentions well known;
talk with your boss, don’t hesitate to ask for the boss’s support and maybe a reference; research openings in
the Human Resource Department, tell them about your intentions to stay and what you could do for the company. 8.
Don’t burn a bridge with a temp employer. Do your best work and good things will happen. You’ll never
know when they will have a future opportunity for you when their ability to hire may change. Leave them with the lasting impression
that you are the type of employee they want to keep as a part of their permanent workplace family. Remember, don’t
disappoint yourself and you won’t disappoint them. About the Guest Blogger WENDY N. POWELL is the author of Management Experience Acquired: Necessary Skills for Successfully Managing Any
Employee (Synergy Books, May 2010). She spent more than 20 years of her career advising managers at the University of
Michigan and is currently on the business faculty at Palm Beach State College and the University of Phoenix. For more information,
visit www.managementexperienceacquired.com.
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Posted October 21, 2010 | 12:30 PM (EST)