Archive for the ‘Career Transitions’ Category

Your path to a purposeful retirement by Barbara Babkirk – February 23, 2017

Thursday, February 23rd, 2017

Natural flagstone path landscaping in home gardenWith an expectation to live 30 more years than the previous generation, baby boomers are heralding a “longevity revolution” that will invite increased options to fill the extended years of life. With these “dividend years” in mind, over 70% expect to work well beyond their parent’s transition to a strictly leisure-focused life.

The Mature Market Institute, MetLife’s organization that provides research on issues of aging, released a leading-edge study—Discovering What Matters: Balancing Money, Medicine and Meaning. The study explored the role that purpose plays in the lives of people over 50. As the study states, “…for most people, their primary goal is not financial freedom or good health, or even free time—it is to have purpose and meaning in their lives.”

Since today’s boomers nearing an end to their primary careers lack models to emulate, their task of creating meaningful options for themselves is challenging.

With the desire for purpose being central to the next chapter, boomers might consider asking these simple questions for further clarification of goals and plans:

  1. What is the significance of this stage of my life? What would give it more meaning?
  2. What are the primary skills, competencies and talents that I’d like to offer at this time?
  3. Where in the world is there a match between my skills and what would give me a sense of meaning and provide an opportunity to leave a legacy?
  4. What topics and issues engage me?
  5. What might I do next to investigate possible options?

There’s a new way to retire these days. It might be going back to school to develop new competencies, spearheading a community-based initiative, or serving as a mentor or advisor in your career field.

Taking time to consider ideas, possibilities, and changes that are aligned with priorities and talents can create a whole new sense of purpose and fulfillment for your next stage of life.

Heart At Work Associates, a career and outplacement firm in Portland, Maine has developed an innovative initiative called “The Boomer Institute”. This program, scheduled to begin this year, is a unique matching between talented and experienced boomers and opportunities with Maine employers. Consider signing up to be the first to know when it launches.

Eight Tips to Increase Your Professional Value by Barbara Babkirk – January 1, 2017

Sunday, January 1st, 2017

bigstock-140370929If you’re typical, you may have difficulty recognizing what you do well. In fact, if a skill comes easily to you, you probably take it for granted. The mindset diminishes the impact you have on your work and work environment. Here are tips that might help you reconsider your strengths and contributions.   

  1. Be vigilant to your highest values and priorities and boldly live them! Align your life between what you believe and value and what you do.
  1. Increase your visibility to your clients, customers, colleagues and people to whom you report. Understand the value you add and don’t be shy about it.
  1. Regularly take stock of what you want from your work. Annually assess if your interests and values are being adequately met in your current work. If not, negotiate another role, or consider alternatives in the marketplace.
  1. Update your resume and LinkedIn profile to reflect best practices for presenting your professional self. If it’s been a while since you’ve done this, consider meeting with a career counselor who knows effective strategies.
  1. Clearly and concisely communicate your competencies backed up with results-focused examples of when you’ve demonstrated them.
  1. Be mindful of your assumptions about what is possible. Keep in mind the outcomes you want, rather than those you fear might occur.
  1. Stay current with best practices in your field. Be prepared to communicate your knowledge of trends at professional meetings and networking events.
  1. Take good care of yourself. Make time to replenish your energy so you’ll be in good shape to recognize and pursue the next best opportunity.

May you value and celebrate your contributions in the New Year!

How to keep up job search momentum during the Holidays – by Barbara Babkirk – December 7, 2016

Wednesday, December 7th, 2016

Designer by computerIt’s true that the hiring process typically slows down over the Holidays. After all, it’s the end of the fourth quarter and budgets are typically exhausted.

However, my advice is to keep some momentum for your job search going throughout the Holiday season. In fact, the weeks between Thanksgiving and New Years can be a particularly effective time to make strategic and useful connections.

With many executives curtailing work travel schedules to make themselves available for end-of-the-year planning and office events, you may have easier access to decision makers at this time.

You might also have a competitive edge in the job market, as many applicants assume not much is happening and opt to wrap presents and sip eggnog instead of pursue job leads.

Take advantage of holiday gatherings to connect with people you don’t see very much during the year – former colleagues, neighbors, distant relatives, old friends. They can all be helpful in your job search, providing you are forthcoming with information about what you need.

When the time is right, you might give them an idea of the skills you have and ask to be introduced to someone who may be in need of them. If they seem interested in helping you out, let them know you’ll follow up with them after the Holidays—and do!

With an attitude of “anything is possible”, and a challenge to your assumptions about this time of year, you may find yourself in a prime position of opportunity to celebrate the season and enter the New Year with sense of promise and good connections too.

Feeling stuck in your career? Try these steps. – by Barbara Babkirk – October 25, 2016

Tuesday, October 25th, 2016

I can do it

What’s on your career “to do” list that you keep putting off?

Is it updating a resume that’s ten years old? Sending an email to a colleague to ask for introductions? Attending a professional meeting and risk having to tell someone you’re not working or unhappy with your current job?

While it may seem that these tasks are benignly hanging out on a list, they are, in fact, zapping your energy just by being in queue along with other obligations.

When you postpone some action you need to take, you’re not really free from it because it will occupy your thoughts until you act on it.

Completing the task may be simpler than you imagine.

Typically, procrastination is not rooted in poor time management or lack of discipline, but rather, in how we’re framing the action we need to take.

For example, if you need to tap contacts in your career field, but aren’t sure what to say, you might convince yourself that no one will want to help you. With that mindset, there’s no use in making the effort—and so you don’t.

Or, you might need to update your resume or improve your a LinkedIn profile, but you’re unaware of current best practice or how to convey your professional value. So, you make up a story that you’re not really employable which zaps any motivation to move forward.

The following five steps can help you shift from inaction to action and empower you to take charge of your career:

  1. Recognize the career-related task/s you are delaying.
  2. Be honest with yourself about what’s behind your inaction. Is it fear or a lack of knowledge that is keeping you stalled?
  3. Sort out the facts from what you’ve assumed or made up. Do a reality check and/or ask for some help about how to proceed.
  4. Break the task down into manageable steps with adequate timeframes for completion.
  5. Seek help from a professional if you need facts and help getting started and moving forward.

Negotiate well. – by Barbara Babkirk – October 6, 2016

Thursday, October 6th, 2016

win-win banner - negotiation or conflict resolution strategy  -I was recently invited to participate on a panel based on the book Women Dont Ask: Negotiation and the Gender Divide by Linda Babcock and Sara Laschever.

In preparing, I found some interesting statistics: 49% of Americans never ask for more than what is offered, despite the fact that 79% of employers expect to negotiate a job offer (and more women than men accept what’s initially offered without negotiating).

Compensation is often an important topic of conversation with clients since most arrive at the offer stage in the process of working with my team.

We often encourage clients to negotiate an offer, if the circumstances are right. This is often based on two factors: the value the applicant brings to the organization and how the marketplace is compensating for similar positions.

When done well, the negotiation results in a win-win for the candidate and the employer.

Your attitude has an impact on the end result. Research shows that if you feel in control of your life and believe you can make things happen, (as opposed to believing that others control your circumstances) you are more likely to ask for what you want, and, therefore, influence the outcome.

However, if you believe your fate is in someone else’s hands, you may not even imagine there are options other than those presented to you.

Follow these tips and negotiate an offer that is fair and thoughtful:

  1. Think about what you really want and the value you’ll deliver, not just what you assume is possible.
  2. Articulate your professional value clearly as a rationale for your request.
  3. Know what the marketplace pays for your position by doing research online and locally (com,, as further justification for negotiating.
  4. Express appreciation and interest in working for the company before you present your counter-offer. Keep in mind that your negotiation can include benefits beyond compensation such as: vacation time, a flexible work schedule, additional time without pay, professional development support and other benefits.

How to manage your next career move – by Barbara Babkirk – September 20, 2016

Tuesday, September 20th, 2016

New Job words on board game as you land a new career or move intWe’ve heard it before: the marketplace is constantly in flux and so are the ways that people successfully navigate a career change.

Long gone are the days of the “one employer career path” or finding your dream job in the classifieds.

With the average job tenure at 3 years, we all need to manage our careers, or we’ll find ourselves reacting, rather than responding, to the inevitable changes.

The most recent issue of HR Magazine featured a provocative article on “career pivoting”. Former Google exec, Jenny Blake, offered this advice to those considering a career change:

Test the waters of your next move by assessing how it meets the “three E’s” of job satisfaction:

  • Enjoyment: Would I like working in this new focus area?
  • Expertise: Could I become an expert in this area? Would I want to?
  • Expansion: Will there be further opportunity in the marketplace for this new direction?

I thought Jenny’s advice conveyed a succinct and useful way to evaluate job prospects.

Her “three E’s” also provide a way to be proactive and look for options that are aligned with what you want and are likely to have a promising future.


The key element in a successful job search – by Barbara Babkirk – August 24, 2016

Wednesday, August 24th, 2016

key_to_success_banner1Stop winging it with random networking emails or calls and posting and praying (your resume that is).

Start creating your strategy– and the practice of communicating your professional value – verbally, virtually and in writing.

I’ve found that many job seekers can pull off one of the above, but it’s rare that someone has their act together in all three ways of being strategic in their job search.

Here are tips for creating a winning strategy:

Verbally – Use talking points to practice conveying the following:

  • Your current status (keep it short and sweet—no lengthy explanation of why you’re leaving your job or much less about why you lost your job because you did not see eye to eye with the new leadership).
  • The skills and competencies you want to put to use in your next opportunity
  • An interest in the challenges your contact faces that require those skills and competencies
  • Advice about others with whom you should be meeting and a request for an introduction to someone

Virtually – You must be present in an effective way on Linkedin (90+% of people sourcing talent look there first)

  • Populate the key areas of your profile that pull on searches: your headline (which most people underuse with a job title rather than who you are in the marketplace and the impact you have) and a summary that tells a short story about who you are, what you do and why you do it.
  • Bring your profile to “expert” or “all star” status by making sure your profile is complete with recommendations, a photo, summary, a few groups and an appropriate headline next to your photo.

In Writing – People fret over cover letters, but it’s not necessary!

Use the job description as your guide and select the most pertinent (according to your skills and prospective employer needs) requirements. Then clearly state when you’ve demonstrated those requirements. Keep in mind that most employers have a check list that they use to screen applicants. Save them time by addressing the criteria clearly with good examples.

What’s your purpose? by Barbara Babkirk – February 22, 2016

Monday, February 22nd, 2016

Bee on flowerResearch shows that it increases with age—your desire for a sense of purpose, that is.

I see this desire unfolding with my boomer clients who, after 25+ years in a particular profession, want to explore a different path—one with a focus on making a contribution to their community, whether local or global, paid or unpaid.

They seek my help with defining what they have to offer and identifying a meaningful match in the world.

It’s often a particular cause that anchors their quest—something to which they devoted time as a volunteer, one that touched their lives or a loved one’s in a significant way, or even an inexplicable curiosity that persisted through the years.

Take Janice for example. After 28 years in the insurance industry, she longed for an adventure that would take her far from her native New England. But what would she do and how could she make it happen?

I encouraged her to focus on “what”, rather than “how” since the latter often derails a quest if considered too early in the discovery process.

Janice had a longstanding curiosity with orphanages. Her interest seemed out of the blue since she was not an orphan, nor did she know any children who had lost both parents. Yet, she literally had reoccurring dreams of visiting orphanages in some remote part of the world.

Janice decided to finally give this interest some attention. The more she explored, the more she was drawn into the world of foreign orphanages. Eventually, she settled on one in Southeast Asia that accepted volunteers and she made a plan to pursue her calling.

Of course, not all quests for purpose take people to far ends of the Earth.

What’s important is to know that your “purpose quest” is both an inner discovery that addresses the question “What do I have/want to offer?” and an outer exploration that results in an opportunity that meets a need and adds meaning to your life.







How to maximize outplacement services during a layoff by Barbara Babkirk – February 8, 2016

Sunday, February 7th, 2016

Ancient fortifications of TuscanyLayoffs peaked in our country in 2009, but employers continue to use layoffs to address a negative bottom line, cut costs by outsourcing services, or restructure departments or services based on the changing marketplace.

When a layoff is necessary, whether it involves one person or many, employers may offer outplacement services outsourced to professionals skilled in career transitions to help those who have lost their jobs transition to new ones. While employers are under no legal obligation to offer this assistance, many see it as an ethical decision. It’s estimated that 70% of employers offer outplacement services.

Outplacement services not only help the employee set a positive focus and establish a new career direction after a difficult departure, but they have also been proven to shift a negative backlash or mitigate the risk of a lawsuit.

Requests for outplacement services from Heart At Work Associates have increased dramatically in the past three years. You might think that this is a negative sign for Maine’s workforce, but actually, Maine’s unemployment rate is low at 4.7% and with our rapidly aging population, employers are facing a talent shortage in the years ahead.

Thankfully, best practices in outplacement services have evolved and become more compassionate and effective than in years past. They no longer involve rows of temporary offices where laid off workers somberly conduct job searches under the guidance of job coaches, or worse yet, feature professionals who travel the country callously firing people from firm to firm, as portrayed by George Clooney in the popular movie “Up in the Air”.

In order for outplacement services (OP) to serve their intended purpose to expedite a successful transition for employees leaving the organization, employers are encouraged to incorporate current best practices in OP that we’ve found to be beneficial for all:

  1. Involve the OP professionals in conversations with senior leadership early on in the process of planning the layoff. Often we hear from clients that they felt the leadership was out of touch with how the layoff was executed—and in some cases, this is accurate. Avoid contacting the OP provider at the “last minute” before the layoff is announced. It’s difficult to plan a meaningful program that meets everyone’s needs under a time pressure.
  2. Encourage awareness of and participation in OP services by inviting the OP professionals to be on site the day of the layoff announcement. While it is true that people who have just lost their jobs may not have the capacity to take in much information, they would benefit, nonetheless, from meeting their OP providers in person for reassurance.
  3. Consider a range of OP services from group workshops to individual career counseling sessions. It can be cost effective if the layoff involves several people, to include small group interactive workshops on key job search strategies as part of the offering.
  4. Carefully consider how OP services are explained to employees. Only 40% of people offered OP actually take advantage of it. This is because they either don’t understand the service or its benefits, are not encouraged by their employer to participate, or they do not receive any follow up communication from the OP provider and lose interest.
  5. Clearly identify and communicate verbally and in writing the specifics (how and by what date to make contact) and the benefits of the outplacement services offered. Include a personalized letter from the OP provider.
  6. Stay current with your OP providers and ask about their new offerings as well as who on the team actually provides the services. Just as you bring innovation and best practices to your organization, OP providers should be keeping up with marketplace changes and adding value to the OP services they offer.

How to keep your skills sharp when you’re unemployed by Barbara Babkirk – November 9, 2015

Monday, November 9th, 2015

imagesThe national average for landing a new job is about eight months. How do you keep your momentum going and your skills fresh during this time of transition?

The first step is to identify the skills that are currently in demand for your target job(s) and determine the best way to build on or refine the competencies you already have. Don’t rely on your assumptions about what is required—find out the facts from those who are hiring.

Beyond the options of enrolling in classes at a local adult education program or university, there are other ways to stay on top of your game. Here are some examples:

  • Enroll in a certificate-yielding program in a university or college’s continuing education program
  • Explore seminars and workshops offered by your professional association, (they may offer a reduced rate or waive the registration fee altogether for unemployed individuals).
  • Hire a tutor to help you refine your second language skills or learn the in-demand software to update your computer skills.
  • Check out the local Career Center to determine what relevant workshops they offer.
  • Determine if you are eligible for “Workforce Innovation and Opportunity Act” (WIOA) funding for skills training through the Career Center for laid off workers
  • Regularly review events calendars for the Chambers of Commerce and local community organizations to see what they might be featuring for training.

Stay in touch with professionals in the fields you have targeted. They are the best source of current and accurate information about the skills and competencies needed to get the job done and, therefore, which ones to focus on in networking and during a job interview.




Heart At Work Associates offers career counseling and outplacement services for your life stage in Portland, Maine and globally.

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