​Want to strengthen your LinkedIn profile?

Your HEADLINE is your WHAT. Ask, What do I do better than most people?

Let’s say you’re an Operations Process Consultant:

Operations Process Consultant | I turn around under-performing call center operations.

There it is. WHAT you do is your title, plus the ONE thing you do best.

Now, the SUMMARY is your HOW.

Simple 4-part formula:
→ 2-3 sentences expanding on the one thing in your headline (focus on core problem you solve)
→ Proof to back it up in a “Select Accomplishments” section
→ A call to action
→ Key word summary of skills you enjoy

There are many moving parts, processes, and people to orchestrate in call center operations. The biggest problem I see are the silos that create redundant processes and gaps that swallow up your customers. I help you see the big picture, close gaps, and delight – instead of frustrate – your customers.

Select Accomplishments:
* Increased customer satisfaction by 15% for a Fortune 500
* Reduced customer issue resolution time from 96 hours to 24 hours
* Streamlined processes to reduce annual overhead by $240K

If we have mutual interests, please send me an invitation to connect.

LEAN/Six Sigma, Process Mapping, CX, Journey Mapping

Voila! Is it easier than you thought?

Master Trainer Announcement

​I’m excited to share I’ve been invited to be certified as a Master Trainer in WorkPlace Big Five. There are only 19 Master Trainers worldwide, 5 in the U.S.

Organizations across the world use the WorkPlace Big Five Profile to handle their core human capital needs; including hiring, building teams and developing leaders.

I’ve been using WorkPlace Big Five for six years as a practitioner, but Master Trainers are able to certify HR leaders and Career practitioners to use this assessment tool.

I look forward to equipping other practitioners to use this fantastic suite of tools!

New Book Review!

Thank you, kind person, who wrote this lovely review of 5 Surprising Steps to Land the Job NOW! I’m very appreciative!

Review of 5 Surprising Steps

​What’s your greatest weakness?

Interviewers ask this question to:
✔Look for red flags, personality flaws, or traits that could lead them to not want to work with you.

✔Determine willingness to grow – Do you ignore your weaknesses and expect everyone else to? Hiring managers must see you’re willing to grow.

✔Gauge self-awareness – Knowing your weaknesses demonstrates you’re aware of and own your short-comings. No one wants to work with someone who thinks they’re perfect.

Avoid answering with a humble brag: “I’m a perfectionist,” or “I work too much.”

Share a true weakness that’s NOT core to the role, but not completely unrelated, either.

Avoid interpersonal weaknesses unless you can demonstrate improvement. Personality issues are the #1 cause of termination.

Be VERY brief. Don’t elaborate or story-tell the weakness. It will stick in their mind through story.

Shift immediately to share what you’ve learned or done to improve.

A great approach is to share feedback you received that you acted upon to improve. Show you’re coachable and take feedback.

“My manager gave me feedback in my review that my emails are too long and detailed. I’ve been taking a Succinct Writing course online and I’m improving daily.”


I’m doing everything right. Why am I not getting an offer?

I’m asked this a lot.

→ I’ve done my research
→ I asked great, employer-centric, questions
→ I nailed “What are your strengths?”, connecting it to the job
→ I was confident, not cocky
→ I had answers ready for their questions
→ I provided accomplishments relevant to their need
→ I mapped my stories to their job description
→ I don’t have off-putting behaviors based on mock interview feedback
→ I listened at least as much as I talked
→ I didn’t ramble or spend 5 minutes telling one story
→ My body language checks out based on video mock interviews
→ I was on time
→ I’m not showing lack of passion

Note: Unconscious bias is real, but out of scope here.

1 in 3 of 2,000 surveyed hiring managers say they know within 90 seconds if they’ll hire you, according to Jobvite.

Why? They’re subconsciously assessing 3 things:
1. Do I respect you?
2. Do I trust you?
3. Do I like you?

Reflect on the first 90 seconds of your interviews. Did you make a strong connection?

Your #1 job is to build rapport.

Smile and make eye contact.
Share common ground from their LI profile or something in their office.
Mirror their pace: If they’re calm and you talk fast, maybe that’s an issue.

People hire people they like.