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	<title>Daisy Swan, Los Angeles Career Counselor</title>
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	<link>http://www.daisyswan.com/career-coaching</link>
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		<title>Human Doings vs. Human Beings</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2692</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2692#comments</comments>
		<pubDate>Wed, 01 Sep 2010 13:00:05 +0000</pubDate>
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				<category><![CDATA[Life]]></category>

		<guid isPermaLink="false">http://www.daisyswan.com/career-coaching/?p=2692</guid>
		<description><![CDATA[Who are you? Change the intonation a little and ask, again: Who are you? Now, again: Who are you? Who do we each want to be in our lives? And in the lives of our loved ones, and others? What sort of impact do you want to make in the world? These are big questions, [...]]]></description>
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				<img src="http://api.tweetmeme.com/imagebutton.gif?url=http%3A%2F%2Fwww.daisyswan.com%2Fcareer-coaching%2Farchives%2F2692&amp;style=normal" height="61" width="50" /><br />
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<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/09/1244919_49109326.jpg"><img class="size-medium wp-image-2693 alignleft" style="margin: 5px;" title="1244919_49109326" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/09/1244919_49109326-300x200.jpg" alt="" width="300" height="200" /></a>Who are you? Change the intonation a little and ask, again: Who are you? Now, again: Who are you?</p>
<p>Who do we each want to be in our lives? And in the lives of our loved ones, and others? What sort of impact do you want to make in the world? These are big questions, I know. And they might make you squirm a little. Or you might find them so familiar because, like so many of my clients, you may be struggling with that nagging tug of trying to figure out what your work and life is all about, at this new time in our history.</p>
<p>I hear my 20-something clients saying with surprise, “I thought I was on a track, but I found out that I&#8217;m not.” Or the 40- or 50 -somethings realizing that, “Everything has changed so much, and I want a new kind of stability, or a new way to use my skills &#8211; and I don&#8217;t think the experience I have will translate to anything else.” Scary stuff, this identity shift -work. (Or, is it an identity awakening?) But as always, we have ways to break down these scary places into simple things to think about, and to take into action.</p>
<p><span id="more-2692"></span></p>
<p>I find that the number one thing for all of us to consider is that we are not “human doings”, but “human beings”. Sometimes it&#8217;s important to ask, “Who would I be if I weren&#8217;t afraid and doubting myself at this time?” Trite, you may say, but stop and consider just how much confidence we lose when we&#8217;ve lost a job, or get less than glowing feedback from a boss – who may just be a terrible manager and communicator (I hear about those, quite a bit). When we relax and remember who we are (and this takes time and some effort, when we&#8217;re depleted from stress and worry), we get back to that resourceful and creative person who knows how to get all sorts of things done; back to being the person we like to be.</p>
<p>Six tips for returning to that person you love to be:</p>
<p>1) Take time to step away from the computer and get out into  nature. You&#8217;ve heard this before, but it bears repeating. We are animals who need outdoors movement, and sun and air. Walking is restorative, as is swimming, or hiking &#8211; or whatever gets you back in your body will do…</p>
<p>2) If you&#8217;re feeling lost and like you aren&#8217;t doing your life&#8217;s work, consider this: It&#8217;s coming. Trust that you will find or stumble upon your calling as you follow your nose, and just trust that it is coming. Or, really own what you love to do, and delve deeper into it. I know that I endured times when I was ready to throw in the towel, and clients of mine also experienced this, but with encouragement and the ability to listen to themselves – and sometimes, being in the right place at the right time &#8211; opportunities presented themselves …</p>
<p>3) Learn about yourself, and know your gifts and skills. My clients are so surprised and delighted to recognize themselves and their inherent talents . When we shut off the inner battering that we inflict on ourselves, we can really shine.</p>
<p>4) If you dream of doing something but don&#8217;t have the needed skills, do some research to find out what you need to do to take little steps towards knowing what you need to know. Taking a class to test your interest is a great way to get started.</p>
<p>5) Let go of your resistance&#8230;.also known as “surrendering”. Hate social marketing and online networking? Give in and learn about it from your kids, a class or an online tutorial. This stuff isn&#8217;t going away, and more opportunities will be showing up in this online world. What ever you know you&#8217;re fighting, give in and see what happens (with the exception of anything that does harm, of course).</p>
<p>6) Make a list of your options. I mean really write down everything from the wildest to the most mundane option that you have, right now. We all have choices, but we forget that when gripped by self -doubt and fear. This activity can offer enough relief for you to see clearly again, to make choices with clearer sight, and to return you to your preferred self.</p>
<p>I know I’m focusing here on the ‘being’-ness of making changes, but know that I am also very pragmatic in my approach to change. It’s absolutely crucial to have top-notch clarity about what change you want to make, along with the necessary support materials to aid you in making those changes. Your resume, your approach letters, and those very important networking messages you are putting out to the world have to be well thought-out and well-written. We at Daisy Swan &amp; Associates are here to support you with all of these practical necessities. In fact, you might enjoy hearing how some of our clients have made changes with a little support from us. More of these ‘interviews’ will be on our site soon, but you can have a listen to one of them, here.</p>
<p>We also have some other options for you to consider. Come in and work with one of us, or join one of our groups to learn and to meet others who are also grappling with change &#8211; and new ideas. Or join me in my new “Mastermind” group and put your brainstorming and creative mind to work, as we mastermind our way into new possibilities and opportunities (more details to be announced, soon).</p>
<p>As always, I’ve been busy reading for knowledge and inspiration. I love M.J. Ryan’s book, “AdaptAbility: How to Survive Change You Didn’t Ask For”, as well as Richard Strozzi-Heckler’s books, “The Leadership Dojo: Build Your Foundation as an Exemplary Leader”, and, “The Anatomy of Change: A Way to Move Through Life’s Transitions”. These are great to read &#8211; and re-read &#8211; while going through transitions of all kinds.</p>
<p>You can also find a wealth of resources on my site, from other suggested reads, links to helpful sites, a Q&amp;A with me, newsletter archives, and more. And for those of you who are in the process of updating your résumé, you can sign up to receive a FREE résumé template from Daisy Swan &amp; Associates; the signup box is located right on our home page. And please feel free to tell your friends and colleagues about our FREE résumé template.</p>
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		<title>Survey: Workers remain nervous about employment</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2686</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2686#comments</comments>
		<pubDate>Tue, 31 Aug 2010 23:30:30 +0000</pubDate>
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				<category><![CDATA[Job Search]]></category>
		<category><![CDATA[Leadership]]></category>

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		<description><![CDATA[STILL NERVOUS: Americans remain nervous about their job security and the strength of the economy, according to a survey by jobs website SnagAJob.com. Worries about jobs are pervasive: 35 percent of those polled this summer said they felt their jobs were less secure than in 2009. That&#8217;s an improvement from how respondents felt a year [...]]]></description>
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				<img src="http://api.tweetmeme.com/imagebutton.gif?url=http%3A%2F%2Fwww.daisyswan.com%2Fcareer-coaching%2Farchives%2F2686&amp;style=normal" height="61" width="50" /><br />
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<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/492545_88044264.jpg"><img class="alignleft size-medium wp-image-2687" style="margin: 5px;" title="492545_88044264" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/492545_88044264-191x300.jpg" alt="" width="191" height="300" /></a>STILL NERVOUS: Americans remain nervous about their job security and  the strength of the economy, according to a survey by jobs website  SnagAJob.com.</p>
<p>Worries about jobs are pervasive: 35 percent of those polled this  summer said they felt their jobs were less secure than in 2009. That&#8217;s  an improvement from how respondents felt a year ago, though, when 52  percent said job instability was worse than in 2008.</p>
<p>Part of the reason for worry may have been the experience of being  laid off. The survey showed that 34 percent of people who said they had  changed jobs in the past year did so after losing their previous  position, up from 25 percent who said they had changed jobs because of a  layoff in summer 2009.</p>
<p>The number of people polled whose top fear for the future is losing  their job has tripled since the 2007 survey to 9 percent, this summer&#8217;s  survey showed. Saving for retirement and college education remained the  biggest worry throughout the four years that the survey has been  conducted.</p>
<p><span id="more-2686"></span></p>
<p>SnagAJob.com, an online jobs board, randomly polled 1,000 U.S. adult  workers by telephone from July 8-26. The margin of error for the poll  was 3.1 percentage points.</p>
<p>BACK TO WORK: The first day on a new job can be overwhelming. The new  hire has to interact with hordes of unknown co-workers, customers or  clients, figure out the responsibilities that go with the new job, and  learn the layout of a new work space.</p>
<p>Career coaches offer tips on how to have a first-class first day:</p>
<p>_ BE OPEN AND FRIENDLY: Present yourself well to co-workers in an  effort to form bonds. Walk around and introduce yourself to everyone.  Keep conversations brief, polite and listen more than you talk: Ask  questions about workplace operations and culture.</p>
<p>Follow &#8220;the rules that they teach us in kindergarten. Play nice,  share, be cooperative,&#8221; said Paul Bernard, an executive coach with his  own consultancy in New York.</p>
<p>_ CONNECT AND LEARN: By being cordial and curious, you begin to form  relationships that may help you later on. Your goal is to turn new  co-workers into allies or mentors within the organization, said career  coach John McKee, who has run a business strategy firm since 2001.</p>
<p>Being friendly and asking questions also helps new hires figure out how the office works and what their role should be.</p>
<p>&#8220;There are informal power brokers in all organizations,&#8221; McKee said.  Learning the unofficial structure of the workplace can help you achieve  your goals.</p>
<p>_ DRESS THE PART: During the interview process, keep on eye on  attire. Overdressing on the first day can appear arrogant, McKee said.  Underdressing, on the other hand, is just as bad: It looks sloppy and  disrespectful.</p>
<p>Still, slightly conservative is more appropriate than too casual,  said career strategist <strong>Daisy Swan, the owner of Daisy Swan &amp;  Associates in Los Angeles</strong>. &#8220;Don&#8217;t go overboard with anything: jewelry,  perfume cologne.&#8221;</p>
<p>_ ADAPT AND STAY POSITIVE: Often the reality of a new job will  include more responsibilities than were presented during the interview  process, especially since companies cut costs during the recession. If  that&#8217;s the case, the new hire needs to be ready to grin and bear it,  Bernard said. It is &#8220;dangerous to complain &#8230; people mess themselves up  by being negative,&#8221; he said.</p>
<p>There&#8217;s also no need to refer to an old employer. &#8220;The way you did  things at a previous job may not apply to where you are now,&#8221; Swan said.</p>
<p><em>Source: <a href="http://www.huffingtonpost.com/huff-wires/20100831/us-watercooler/" target="_blank">HuffingtonPost.com</a></em></p>
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		<title>What Is It About 20-Somethings?</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2673</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2673#comments</comments>
		<pubDate>Tue, 24 Aug 2010 23:25:52 +0000</pubDate>
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				<category><![CDATA[Life]]></category>

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		<description><![CDATA[Adolescents to Adulthood &#8212; The Economy and Mis-Career Education Contribute a Longer Road to the Markers of Adulthood I&#8217;ve been reading about and talking to my clients about these issues for years. What do you think? Daisy By ROBIN MARANTZ HENIG This question pops up everywhere, underlying concerns about “failure to launch” and “boomerang kids.” [...]]]></description>
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<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/1121685_13744542.jpg"><img class="alignleft size-medium wp-image-2674" style="margin: 5px;" title="1121685_13744542" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/1121685_13744542-238x300.jpg" alt="" width="238" height="300" /></a><em>Adolescents to Adulthood &#8212; The Economy and Mis-Career Education  Contribute a Longer Road to the Markers of Adulthood I&#8217;ve been reading  about and talking to my clients about these issues for years. What do you  think?</em></p>
<p><em>Daisy</em></p>
<p>By ROBIN MARANTZ HENIG</p>
<p>This question pops up everywhere, underlying concerns about “failure to  launch” and “boomerang kids.” Two new sitcoms feature grown children  moving back in with their parents — “$#*! My Dad Says,” starring <a title="More articles about William Shatner." href="http://topics.nytimes.com/top/reference/timestopics/people/s/william_shatner/index.html?inline=nyt-per">William Shatner</a> as a divorced curmudgeon whose 20-something son can’t make it on his  own as a blogger, and “Big Lake,” in which a financial whiz kid loses  his Wall Street job and moves back home to rural Pennsylvania. A cover  of The New Yorker last spring picked up on the zeitgeist: a young man  hangs up his new Ph.D. in his boyhood bedroom, the cardboard box at his  feet signaling his plans to move back home now that he’s officially  overqualified for a job. In the doorway stand his parents, their  expressions a mix of resignation, worry, annoyance and perplexity: how  exactly did this happen?<span id="more-2673"></span></p>
<p>It’s happening all over, in all sorts of families, not just young people  moving back home but also young people taking longer to reach adulthood  overall. It’s a development that predates the current economic  doldrums, and no one knows yet what the impact will be — on the  prospects of the young men and women; on the parents on whom so many of  them depend; on society, built on the expectation of an orderly  progression in which kids finish school, grow up, start careers, make a  family and eventually retire to live on pensions supported by the next  crop of kids who finish school, grow up, start careers, make a family  and on and on. The traditional cycle seems to have gone off course, as  young people remain un­tethered to romantic partners or to permanent  homes, going back to school for lack of better options, traveling,  avoiding commitments, competing ferociously for unpaid internships or  temporary (and often grueling) <a title="More articles about Teach for America" href="http://topics.nytimes.com/top/reference/timestopics/organizations/t/teach_for_america/index.html?inline=nyt-org">Teach for America</a> jobs, forestalling the beginning of adult life.</p>
<p>The 20s are a black box, and there is a lot of churning in there.  One-third of people in their 20s move to a new residence every year.  Forty percent move back home with their parents at least once. They go  through an average of seven jobs in their 20s, more job changes than in  any other stretch. Two-thirds spend at least some time living with a  romantic partner without being married. And marriage occurs later than  ever. The median age at first marriage in the early 1970s, when the baby  boomers were young, was 21 for women and 23 for men; by 2009 it had  climbed to 26 for women and 28 for men, five years in a little more than  a generation.</p>
<p>We’re in the thick of what one sociologist calls “the changing timetable  for adulthood.” Sociologists traditionally define the “transition to  adulthood” as marked by five milestones: completing school, leaving  home, becoming financially independent, marrying and having a child. In  1960, 77 percent of women and 65 percent of men had, by the time they  reached 30, passed all five milestones. Among 30-year-olds in 2000,  according to data from the <a title="More articles about Census Bureau, U.S." href="http://topics.nytimes.com/top/reference/timestopics/organizations/c/census_bureau/index.html?inline=nyt-org">United States Census Bureau</a>,  fewer than half of the women and one-third of the men had done so. A  Canadian study reported that a typical 30-year-old in 2001 had completed  the same number of milestones as a 25-year-old in the early ’70s.</p>
<p>The whole idea of milestones, of course, is something of an anachronism;  it implies a lockstep march toward adulthood that is rare these days.  Kids don’t shuffle along in unison on the road to maturity. They slouch  toward adulthood at an uneven, highly individual pace. Some never  achieve all five milestones, including those who are single or childless  by choice, or unable to marry even if they wanted to because they’re  gay. Others reach the milestones completely out of order, advancing  professionally before committing to a monogamous relationship, having  children young and marrying later, leaving school to go to work and  returning to school long after becoming financially secure.</p>
<p>Even if some traditional milestones are never reached, one thing is  clear: Getting to what we would generally call adulthood is happening  later than ever. But why? That’s the subject of lively debate among  policy makers and academics. To some, what we’re seeing is a transient  epiphenomenon, the byproduct of cultural and economic forces. To others,  the longer road to adulthood signifies something deep, durable and  maybe better-suited to our neurological hard-wiring. What we’re seeing,  they insist, is the dawning of a new life stage — a stage that all of us  need to adjust to.</p>
<p><strong>JEFFREY JENSEN ARNETT,</strong> a psychology professor at Clark  University in Worcester, Mass., is leading the movement to view the 20s  as a distinct life stage, which he calls “emerging adulthood.” He says  what is happening now is analogous to what happened a century ago, when  social and economic changes helped create adolescence — a stage we take  for granted but one that had to be recognized by psychologists, accepted  by society and accommodated by institutions that served the young.  Similar changes at the turn of the 21st century have laid the groundwork  for another new stage, Arnett says, between the age of 18 and the late  20s. Among the cultural changes he points to that have led to “emerging  adulthood” are the need for more education to survive in an  information-based economy; fewer entry-level jobs even after all that  schooling; young people feeling less rush to marry because of the  general acceptance of premarital sex, cohabitation and birth control;  and young women feeling less rush to have babies given their wide range  of career options and their access to assisted reproductive technology  if they delay pregnancy beyond their most fertile years.</p>
<p>Just as adolescence has its particular psychological profile, Arnett  says, so does emerging adulthood: identity exploration, instability,  self-focus, feeling in-between and a rather poetic characteristic he  calls “a sense of possibilities.” A few of these, especially identity  exploration, are part of adolescence too, but they take on new depth and  urgency in the 20s. The stakes are higher when people are approaching  the age when options tend to close off and lifelong commitments must be  made. Arnett calls it “the age 30 deadline.”</p>
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<p>The issue of whether emerging adulthood is a new stage is being debated  most forcefully among scholars, in particular psychologists and  sociologists. But its resolution has broader implications. Just look at  what happened for teenagers. It took some effort, a century ago, for  psychologists to make the case that adolescence was a new developmental  stage. Once that happened, social institutions were forced to adapt:  education, health care, social services and the law all changed to  address the particular needs of 12- to 18-year-olds. An understanding of  the developmental profile of adolescence led, for instance, to the  creation of junior high schools in the early 1900s, separating seventh  and eighth graders from the younger children in what used to be called  primary school. And it led to the recognition that teenagers between 14  and 18, even though they were legally minors, were mature enough to make  their own choice of legal guardian in the event of their parents’  deaths. If emerging adulthood is an analogous stage, analogous changes  are in the wings.</p>
<p>But what would it look like to extend some of the special status of  adolescents to young people in their 20s? Our uncertainty about this  question is reflected in our scattershot approach to markers of  adulthood. People can vote at 18, but in some states they don’t age out  of foster care until 21. They can join the military at 18, but they  can’t drink until 21. They can drive at 16, but they can’t rent a car  until 25 without some hefty surcharges. If they are full-time students,  the Internal Revenue Service considers them dependents until 24; those  without health insurance will soon be able to stay on their parents’  plans even if they’re not in school until age 26, or up to 30 in some  states. Parents have no access to their child’s college records if the  child is over 18, but parents’ income is taken into account when the  child applies for financial aid up to age 24. We seem unable to agree  when someone is old enough to take on adult responsibilities. But we’re  pretty sure it’s not simply a matter of age.</p>
<p>If society decides to protect these young people or treat them  differently from fully grown adults, how can we do this without becoming  all the things that grown children resist — controlling, moralizing,  paternalistic? Young people spend their lives lumped into age-related  clusters — that’s the basis of K-12 schooling — but as they move through  their 20s, they diverge. Some 25-year-olds are married homeowners with  good jobs and a couple of kids; others are still living with their  parents and working at transient jobs, or not working at all. Does that  mean we extend some of the protections and special status of adolescence  to all people in their 20s? To some of them? Which ones? Decisions like  this matter, because failing to protect and support vulnerable young  people can lead them down the wrong path at a critical moment, the one  that can determine all subsequent paths. But overprotecting and  oversupporting them can sometimes make matters worse, turning the  “changing timetable of adulthood” into a self-fulfilling prophecy.</p>
<p>The more profound question behind the scholarly intrigue is the one that  really captivates parents: whether the prolongation of this unsettled  time of life is a good thing or a bad thing. With life spans stretching  into the ninth decade, is it better for young people to experiment in  their 20s before making choices they’ll have to live with for more than  half a century? Or is adulthood now so malleable, with marriage and  employment options constantly being reassessed, that young people would  be better off just getting started on something, or else they’ll never  catch up, consigned to remain always a few steps behind the early  bloomers? Is emerging adulthood a rich and varied period for  self-discovery, as Arnett says it is? Or is it just another term for  self-indulgence?</p>
<p><strong>THE DISCOVERY OF </strong>adolescence is generally dated to  1904, with the publication of the massive study “Adolescence,” by G.  Stanley Hall, a prominent psychologist and first president of the  American Psychological Association. Hall attributed the new stage to  social changes at the turn of the 20th century. Child-labor laws kept  children under 16 out of the work force, and universal education laws  kept them in secondary school, thus prolonging the period of dependence —  a dependence that allowed them to address psychological tasks they  might have ignored when they took on adult roles straight out of  childhood. Hall, the first president of Clark University — the same  place, interestingly enough, where Arnett now teaches — described  adolescence as a time of “storm and stress,” filled with emotional  upheaval, sorrow and rebelliousness. He cited the “curve of despondency”  that “starts at 11, rises steadily and rapidly till 15 . . . then falls  steadily till 23,” and described other characteristics of adolescence,  including an increase in sensation seeking, greater susceptibility to  media influences (which in 1904 mostly meant “flash literature” and  “penny dreadfuls”) and overreliance on peer relationships. Hall’s book  was flawed, but it marked the beginning of the scientific study of  adolescence and helped lead to its eventual acceptance as a distinct  stage with its own challenges, behaviors and biological profile.</p>
<p>In the 1990s, Arnett began to suspect that something similar was taking  place with young people in their late teens and early 20s. He was  teaching human development and family studies at the University of  Missouri, studying college-age students, both at the university and in  the community around Columbia, Mo. He asked them questions about their  lives and their expectations like, “Do you feel you have reached  adulthood?”</p>
<p>“I was in my early- to mid-30s myself, and I remember thinking, They’re  not a thing like me,” Arnett told me when we met last spring in  Worcester. “I realized that there was something special going on.” The  young people he spoke to weren’t experiencing the upending physical  changes that accompany adolescence, but as an age cohort they did seem  to have a psychological makeup different from that of people just a  little bit younger or a little bit older. This was not how most  psychologists were thinking about development at the time, when the  eight-stage model of the psychologist Erik Erikson was in vogue.  Erikson, one of the first to focus on psychological development past  childhood, divided adulthood into three stages — young (roughly ages 20  to 45), middle (about ages 45 to 65) and late (all the rest) — and  defined them by the challenges that individuals in a particular stage  encounter and must resolve before moving on to the next stage. In young  adulthood, according to his model, the primary psychological challenge  is “intimacy versus isolation,” by which Erikson meant deciding whether  to commit to a lifelong intimate relationship and choosing the person to  commit to.</p>
<p>But Arnett said “young adulthood” was too broad a term to apply to a  25-year span that included both him and his college students. The 20s  are something different from the 30s and 40s, he remembered thinking.  And while he agreed that the struggle for intimacy was one task of this  period, he said there were other critical tasks as well.</p>
<p>Arnett and I were discussing the evolution of his thinking over lunch at  BABA Sushi, a quiet restaurant near his office where he goes so often  he knows the sushi chefs by name. He is 53, very tall and wiry, with  clipped steel-gray hair and ice-blue eyes, an intense, serious man. He  describes himself as a late bloomer, a onetime emerging adult before  anyone had given it a name. After graduating from Michigan State  University in 1980, he spent two years playing guitar in bars and  restaurants and experimented with girlfriends, drugs and general  recklessness before going for his doctorate in developmental psychology  at the University of Virginia. By 1986 he had his first academic job at  Oglethorpe University, a small college in Atlanta. There he met his  wife, Lene Jensen, the school’s smartest psych major, who stunned Arnett  when she came to his office one day in 1989, shortly after she  graduated, and asked him out on a date. Jensen earned a doctorate in  psychology, too, and she also teaches at Clark. She and Arnett have  10-year-old twins, a boy and a girl.</p>
<p>Arnett spent time at Northwestern University and the University of  Chicago before moving to the University of Missouri in 1992, beginning  his study of young men and women in the college town of Columbia,  gradually broadening his sample to include New Orleans, Los Angeles and  San Francisco. He deliberately included working-class young people as  well as those who were well off, those who had never gone to college as  well as those who were still in school, those who were supporting  themselves as well as those whose bills were being paid by their  parents. A little more than half of his sample was white, 18 percent  African-American, 16 percent Asian-American and 14 percent Latino.</p>
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<p>More than 300 interviews and 250 survey responses persuaded Arnett that  he was onto something new. This was the era of the Gen X slacker, but  Arnett felt that his findings applied beyond one generation. He wrote  them up in 2000 in American Psychologist, the first time he laid out his  theory of “emerging adulthood.” According to Google Scholar, which  keeps track of such things, the article has been cited in professional  books and journals roughly 1,700 times. This makes it, in the world of  academia, practically viral. At the very least, the citations indicate  that Arnett had come up with a useful term for describing a particular  cohort; at best, that he offered a whole new way of thinking about them.</p>
<p><strong>DURING THE PERIOD</strong> he calls emerging adulthood, Arnett  says that young men and women are more self-focused than at any other  time of life, less certain about the future and yet also more  optimistic, no matter what their economic background. This is where the  “sense of possibilities” comes in, he says; they have not yet tempered  their ideal­istic visions of what awaits. “The dreary, dead-end jobs,  the bitter divorces, the disappointing and disrespectful children . . .  none of them imagine that this is what the future holds for them,” he  wrote. Ask them if they agree with the statement “I am very sure  that  someday I will get to where I want to be in life,” and 96 percent of  them will say yes. But despite elements that are exciting, even  exhilarating, about being this age, there is a downside, too: dread,  frustration, uncertainty, a sense of not quite understanding the rules  of the game. More than positive or negative feelings, what Arnett heard  most often was ambivalence — beginning with his finding that 60 percent  of his subjects told him they felt like both grown-ups and  not-quite-grown-ups.</p>
<p>Some scientists would argue that this ambivalence reflects what is going  on in the brain, which is also both grown-up and not-quite-grown-up.  Neuroscientists once thought the brain stops growing shortly after  puberty, but now they know it keeps maturing well into the 20s. This new  understanding comes largely from a longitudinal study of brain  development sponsored by the National Institute of Mental Health, which  started following nearly 5,000 children at ages 3 to 16 (the average age  at enrollment was about 10). The scientists found the children’s brains  were not fully mature until at least 25. “In retrospect I wouldn’t call  it shocking, but it was at the time,” Jay Giedd, the director of the  study, told me. “The only people who got this right were the car-rental  companies.”</p>
<p>When the N.I.M.H. study began in 1991, Giedd said he and his colleagues  expected to stop when the subjects turned 16. “We figured that by 16  their bodies were pretty big physically,” he said. But every time the  children returned, their brains were found still to be changing. The  scientists extended the end date of the study to age 18, then 20, then  22. The subjects’ brains were still changing even then. Tellingly, the  most significant changes took place in the prefrontal cortex and  cerebellum, the regions involved in emotional control and higher-order  cognitive function.</p>
<p>As the brain matures, one thing that happens is the pruning of the  synapses. Synaptic pruning does not occur willy-nilly; it depends  largely on how any one brain pathway is used. By cutting off unused  pathways, the brain eventually settles into a structure that’s most  efficient for the owner of that brain, creating well-worn grooves for  the pathways that person uses most. Synaptic pruning intensifies after  rapid brain-cell proliferation during childhood and again in the period  that encompasses adolescence and the 20s. It is the mechanism of “use it  or lose it”: the brains we have are shaped largely in response to the  demands made of them.</p>
<p>We have come to accept the idea that environmental influences in the  first three years of life have long-term consequences for cognition,  emotional control, attention and the like. Is it time to place a similar  emphasis, with hopes for a similar outcome, on enriching the cognitive  environment of people in their 20s?</p>
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<p>N.I.M.H. scientists also found a time lag between the growth of the  limbic system, where emotions originate, and of the prefrontal cortex,  which manages those emotions. The limbic system explodes during puberty,  but the prefrontal cortex keeps maturing for another 10 years. Giedd  said it is logical to suppose — and for now, neuroscientists have to  make a lot of logical suppositions — that when the limbic system is  fully active but the cortex is still being built, emotions might  outweigh ration­ality. “The prefrontal part is the part that allows you  to control your impulses, come up with a long-range strategy, answer the  question ‘What am I going to do with my life?’ ” he told me. “That  weighing of the future keeps changing into the 20s and 30s.”</p>
<p>Among study subjects who enrolled as children, M.R.I. scans have been  done so far only to age 25, so scientists have to make another logical  supposition about what happens to the brain in the late 20s, the 30s and  beyond. Is it possible that the brain just keeps changing and pruning,  for years and years? “Guessing from the shape of the growth curves we  have,” Giedd’s colleague Philip Shaw wrote in an e-mail message, “it  does seem that much of the gray matter,” where synaptic pruning takes  place, “seems to have completed its most dramatic structural change” by  age 25. For white matter, where insulation that helps impulses travel  faster continues to form, “it does look as if the curves are still going  up, suggesting continued growth” after age 25, he wrote, though at a  slower rate than before.</p>
<p>None of this is new, of course; the brains of young people have always  been works in progress, even when we didn’t have sophisticated scanning  machinery to chart it precisely. Why, then, is the youthful brain only  now arising as an explanation for why people in their 20s are seeming a  bit unfinished? Maybe there’s an analogy to be found in the hierarchy of  needs, a theory put forth in the 1940s by the psychologist Abraham  Maslow. According to Maslow, people can pursue more elevated goals only  after their basic needs of food, shelter and sex have been met. What if  the brain has its own hierarchy of needs? When people are forced to  adopt adult responsibilities early, maybe they just do what they have to  do, whether or not their brains are ready. Maybe it’s only now, when  young people are allowed to forestall adult obligations without fear of  public censure, that the rate of societal maturation can finally fall  into better sync with the maturation of the brain.</p>
<p>Cultural expectations might also reinforce the delay. The “changing  timetable for adulthood” has, in many ways, become internalized by  20-somethings and their parents alike. Today young people don’t expect  to marry until their late 20s, don’t expect to start a family until  their 30s, don’t expect to be on track for a rewarding career until much  later than their parents were. So they make decisions about their  futures that reflect this wider time horizon. Many of them would not be  ready to take on the trappings of adulthood any earlier even if the  opportunity arose; they haven’t braced themselves for it.</p>
<p>Nor do parents expect their children to grow up right away — and they  might not even want them to. Parents might regret having themselves  jumped into marriage or a career and hope for more considered choices  for their children. Or they might want to hold on to a reassuring  connection with their children as the kids leave home. If they were  “helicopter parents” — a term that describes heavily invested parents  who hover over their children, swooping down to take charge and solve  problems at a moment’s notice — they might keep hovering and  problem-solving long past the time when their children should be solving  problems on their own. This might, in a strange way, be part of what  keeps their grown children in the limbo between adolescence and  adulthood. It can be hard sometimes to tease out to what extent a child  doesn’t quite want to grow up and to what extent a parent doesn’t quite  want to let go.</p>
<p><strong>IT IS A BIG DEAL IN</strong> developmental psychology to declare  the existence of a new stage of life, and Arnett has devoted the past  10 years to making his case. Shortly after his American Psychologist  article appeared in 2000, he and Jennifer Lynn Tanner, a developmental  psychologist at <a title="More articles about Rutgers" href="http://topics.nytimes.com/top/reference/timestopics/organizations/r/rutgers_the_state_university/index.html?inline=nyt-org">Rutgers University</a>,  convened the first conference of what they later called the Society for  the Study of Emerging Adulthood. It was held in 2003 at Harvard with an  attendance of 75; there have been three more since then, and last  year’s conference, in Atlanta, had more than 270 attendees. In 2004  Arnett published a book, “Emerging Adulthood: The Winding Road From the  Late Teens Through the Twenties,” which is still in print and selling  well. In 2006 he and Tanner published an edited volume, “Emerging Adults  in America: Coming of Age in the 21st Century,” aimed at professionals  and academics. Arnett’s college textbook, “Adolescence and Emerging  Adulthood: A Cultural Approach,” has been in print since 2000 and is now  in its fourth edition. Next year he says he hopes to publish another  book, this one for the parents of 20-somethings.</p>
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<p>If all Arnett’s talk about emerging adulthood sounds vaguely familiar . .  . well, it should. Forty years ago, an article appeared in The American  Scholar that declared “a new stage of life” for the period between  adolescence and young adulthood. This was 1970, when the oldest members  of the baby boom generation — the parents of today’s 20-somethings —  were 24. Young people of the day “can’t seem to ‘settle down,’ ” wrote  the Yale psychologist Kenneth Keniston. He called the new stage of life  “youth.”</p>
<p>Keniston’s description of “youth” presages Arnett’s description of  “emerging adulthood” a generation later. In the late ’60s, Keniston  wrote that there was “a growing minority of post-adolescents [who] have  not settled the questions whose answers once defined adulthood:  questions of relationship to the existing society, questions of  vocation, questions of social role and lifestyle.” Whereas once, such  aimlessness was seen only in the “unusually creative or unusually  disturbed,” he wrote, it was becoming more common and more ordinary in  the baby boomers of 1970. Among the salient characteristics of “youth,”  Keniston wrote, were “pervasive ambivalence toward self and society,”  “the feeling of absolute freedom, of living in a world of pure  possibilities” and “the enormous value placed upon change,  transformation and movement” — all characteristics that Arnett now  ascribes to “emerging adults.”</p>
<p>Arnett readily acknowledges his debt to Keniston; he mentions him in  almost everything he has written about emerging adulthood. But he  considers the ’60s a unique moment, when young people were rebellious  and alienated in a way they’ve never been before or since. And  Keniston’s views never quite took off, Arnett says, because “youth”  wasn’t a very good name for it. He has called the label “ambiguous and  confusing,” not nearly as catchy as his own “emerging adulthood.”</p>
<p>For whatever reason Keniston’s terminology faded away, it’s revealing to  read his old article and hear echoes of what’s going on with kids  today. He was describing the parents of today’s young people when they  themselves were young — and amazingly, they weren’t all that different  from their own children now. Keniston’s article seems a lovely  demonstration of the eternal cycle of life, the perennial conflict  between the generations, the gradual resolution of those conflicts. It’s  reassuring, actually, to think of it as recursive, to imagine that  there must always be a cohort of 20-somethings who take their time  settling down, just as there must always be a cohort of 50-somethings  who worry about it.</p>
<p><strong>KENISTON CALLED IT</strong> youth, Arnett calls it emerging  adulthood; whatever it’s called, the delayed transition has been  observed for years. But it can be in fullest flower only when the young  person has some other, nontraditional means of support — which would  seem to make the delay something of a luxury item. That’s the impression  you get reading Arnett’s case histories in his books and articles, or  the essays in “20 Something Manifesto,” an anthology edited by a Los  Angeles writer named Christine Hassler. “It’s somewhat terrifying,”  writes a 25-year-old named Jennifer, “to think about all the things I’m  supposed to be doing in order to ‘get somewhere’ successful: ‘Follow  your passions, live your dreams, take risks, network with the right  people, find mentors, be financially responsible, volunteer, work, think  about or go to grad school, fall in love and maintain personal  well-being, mental health and nutrition.’ When is there time to just be  and enjoy?” Adds a 24-year-old from Virginia: “There is pressure to make  decisions that will form the foundation for the rest of your life in  your 20s. It’s almost as if having a range of limited options would be  easier.”</p>
<p>While the complaints of these young people are heartfelt, they are also  the complaints of the privileged. Julie, a 23-year-old New Yorker and  contributor to “20 Something Manifesto,” is apparently aware of this.  She was coddled her whole life, treated to French horn lessons and  summer camp, told she could do anything. “It is a double-edged sword,”  she writes, “because on the one hand I am so blessed with my experiences  and endless options, but on the other hand, I still feel like a child. I  feel like my job isn’t real because I am not where my parents were at  my age. Walking home, in the shoes my father bought me, I still feel I  have yet to grow up.”</p>
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<p>Despite these impressions, Arnett insists that emerging adulthood is not  limited to young persons of privilege and that it is not simply a  period of self-indulgence. He takes pains in “Emerging Adulthood” to  describe some case histories of young men and women from hard-luck  backgrounds who use the self-focus and identity exploration of their 20s  to transform their lives.</p>
<p>One of these is the case history of Nicole, a 25-year-old  African-American who grew up in a housing project in Oakland, Calif. At  age 6, Nicole, the eldest, was forced to take control of the household  after her mother’s mental collapse. By 8, she was sweeping stores and  baby-sitting for money to help keep her three siblings fed and housed.  “I made a couple bucks and helped my mother out, helped my family out,”  she told Arnett. She managed to graduate from high school, but with low  grades, and got a job as a receptionist at a dermatology clinic. She  moved into her own apartment, took night classes at community college  and started to excel. “I needed to experience living out of my mother’s  home in order to study,” she said.</p>
<p>In his book, Arnett presents Nicole as a symbol of all the young people  from impoverished backgrounds for whom “emerging adulthood represents an  opportunity — maybe a last opportunity — to turn one’s life around.”  This is the stage where someone like Nicole can escape an abusive or  dysfunctional family and finally pursue her own dreams. Nicole’s dreams  are powerful — one course away from an associate degree, she plans to go  on for a bachelor’s and then a Ph.D. in psychology — but she has not  really left her family behind; few people do. She is still supporting  her mother and siblings, which is why she works full time even though  her progress through school would be quicker if she found a part-time  job. Is it only a grim pessimist like me who sees how many roadblocks  there will be on the way to achieving those dreams and who wonders what  kind of freewheeling emerging adulthood she is supposed to be having?</p>
<p>Of course, Nicole’s case is not representative of society as a whole.  And many parents — including those who can’t really afford it — continue  to help their kids financially long past the time they expected to. Two  years ago Karen Fingerman, a developmental psychologist at Purdue  University, asked parents of grown children whether they provided  significant assistance to their sons or daughters. Assistance included  giving their children money or help with everyday tasks (practical  assistance) as well as advice, companionship and an attentive ear.  Eighty-six percent said they had provided advice in the previous month;  less than half had done so in 1988. Two out of three parents had given a  son or daughter practical assistance in the previous month; in 1988,  only one in three had.</p>
<p>Fingerman took solace in her findings; she said it showed that parents  stay connected to their grown children, and she suspects that both  parties get something out of it. The survey questions, after all,  referred not only to dispensing money but also to offering advice,  comfort and friendship. And another of Fingerman’s studies suggests that  parents’ sense of well-being depends largely on how close they are to  their grown children and how their children are faring — objective  support for the adage that you’re only as happy as your unhappiest  child. But the expectation that young men and women won’t quite be able  to make ends meet on their own, and that parents should be the ones to  help bridge the gap, places a terrible burden on parents who  might be  worrying about their own job security, trying to care for their aging  parents or grieving as their retirement plans become more and more of a  pipe dream.</p>
<p>This dependence on Mom and Dad also means that during the 20s the rift  between rich and poor becomes entrenched. According to data gathered by  the Network on Transitions to Adulthood, a research consortium supported  by the John D. and Catherine T. MacArthur Foundation, American parents  give an average of 10 percent of their income to their 18- to  21-year-old children. This percentage is basically the same no matter  the family’s total income, meaning that upper-class kids tend to get  more than working-class ones. And wealthier kids have other, less  obvious, advantages. When they go to four-year colleges or universities,  they get supervised dormitory housing, health care and alumni networks  not available at community colleges. And they often get a leg up on  their careers by using parents’ contacts to help land an entry-level job  — or by using parents as a financial backup when they want to take an  interesting internship that doesn’t pay.</p>
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<p>“You get on a pathway, and pathways have momentum,” Jennifer Lynn Tanner  of Rutgers told me. “In emerging adulthood, if you spend this time  exploring and you get yourself on a pathway that really fits you, then  there’s going to be this snowball effect of finding the right fit, the  right partner, the right job, the right place to live. The less you have  at first, the less you’re going to get this positive effect compounded  over time. You’re not going to have the same acceleration.”</p>
<p><strong>EVEN ARNETT ADMITS</strong> that not every young person goes  through a period of “emerging adulthood.” It’s rare in the developing  world, he says, where people have to grow up fast, and it’s often  skipped in the industrialized world by the people who marry early, by  teenage mothers forced to grow up, by young men or women who go straight  from high school to whatever job is available without a chance to  dabble until they find the perfect fit. Indeed, the majority of  humankind would seem to not go through it at all. The fact that emerging  adulthood is not universal is one of the strongest arguments against  Arnett’s claim that it is a new developmental stage. If emerging  adulthood is so important, why is it even possible to skip it?</p>
<p>“The core idea of classical stage theory is that all people — underscore  ‘all’ — pass through a series of qualitatively different periods in an  invariant and universal sequence in stages that can’t be skipped or  reordered,” Richard Lerner, Bergstrom chairman in applied developmental  science at Tufts University, told me. Lerner is a close personal friend  of Arnett’s; he and his wife, Jacqueline, who is also a psychologist,  live 20 miles from Worcester, and they have dinner with Arnett and his  wife on a regular basis.</p>
<p>“I think the world of Jeff Arnett,” Lerner said. “I think he is a smart,  passionate person who is doing great work — not only a smart and  productive scholar, but one of the nicest people I ever met in my life.”</p>
<p>No matter how much he likes and admires Arnett, however, Lerner says his  friend has ignored some of the basic tenets of developmental  psychology. According to classical stage theory, he told me, “you must  develop what you’re supposed to develop when you’re supposed to develop  it or you’ll never adequately develop it.”</p>
<p>When I asked Arnett what happens to people who don’t have an emerging  adulthood, he said it wasn’t necessarily a big deal. They might face its  developmental tasks — identity exploration, self-focus, experimentation  in love, work and worldview — at a later time, maybe as a midlife  crisis, or they might never face them at all, he said. It depends partly  on why they missed emerging adulthood in the first place, whether it  was by circumstance or by choice.</p>
<p>No, said Lerner, that’s not the way it works. To qualify as a  developmental stage, emerging adulthood must be both universal and  essential. “If you don’t develop a skill at the right stage, you’ll be  working the rest of your life to develop it when you should be moving  on,” he said. “The rest of your development will be unfavorably  altered.” The fact that Arnett can be so casual about the heterogeneity  of emerging adulthood and its existence in some cultures but not in  others — indeed, even in some people but not in their neighbors or  friends — is what undermines, for many scholars, his insistence that  it’s a new life stage.</p>
<p>Why does it matter? Because if the delay in achieving adulthood is just a  temporary aberration caused by passing social mores and economic gloom,  it’s something to struggle through for now, maybe feeling a little  sorry for the young people who had the misfortune to come of age in a  recession. But if it’s a true life stage, we need to start rethinking  our definition of normal development and to create systems of education,  health care and social supports that take the new stage into account.</p>
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<p>The Network on Transitions to Adulthood has been issuing reports about  young people since it was formed in 1999 and often ends up recommending  more support for 20-somethings. But more of what, exactly? There aren’t  institutions set up to serve people in this specific age range; social  services from a developmental perspective tend to disappear after  adolescence. But it’s possible to envision some that might address the  restlessness and mobility that Arnett says are typical at this stage and  that might make the experimentation of “emerging adulthood” available  to more young people. How about expanding programs like City Year, in  which 17- to 24-year-olds from diverse backgrounds spend a year  mentoring inner-city children in exchange for a stipend, health  insurance, child care, cellphone service and a $5,350 education award?  Or a federal program in which a government-sponsored savings account is  created for every newborn, to be cashed in at age 21 to support a year’s  worth of travel, education or volunteer work — a version of the “baby  bonds” program that <a title="More articles about Hillary Rodham Clinton." href="http://topics.nytimes.com/top/reference/timestopics/people/c/hillary_rodham_clinton/index.html?inline=nyt-per">Hillary Clinton</a> mentioned during her 2008 primary campaign? Maybe we can encourage a  kind of socially sanctioned “­rumspringa,” the temporary moratorium from  social responsibilities some Amish offer their young people to allow  them to experiment before settling down. It requires only a bit of  ingenuity — as well as some societal forbearance and financial  commitment — to think of ways to expand some of the programs that now  work so well for the elite, like the Fulbright fellowship or the <a title="More articles about Peace Corps" href="http://topics.nytimes.com/top/reference/timestopics/organizations/p/peace_corps/index.html?inline=nyt-org">Peace Corps</a>, to make the chance for temporary service and self-examination available to a wider range of young people.</p>
<p>A century ago, it was helpful to start thinking of adolescents as  engaged in the work of growing up rather than as merely lazy or  rebellious. Only then could society recognize that the educational,  medical, mental-health and social-service needs of this group were  unique and that investing in them would have a payoff in the future.  Twenty-somethings are engaged in work, too, even if it looks as if they  are aimless or failing to pull their weight, Arnett says. But it’s a  reflection of our collective attitude toward this period that we devote  so few resources to keeping them solvent and granting them some measure  of security.</p>
<p><strong>THE KIND OF SERVICES</strong> that might be created if emerging  adulthood is accepted as a life stage can be seen during a visit to  Yellowbrick, a residential program in Evanston, Ill., that calls itself  the only psychiatric treatment facility for emerging adults. “Emerging  adults really do have unique developmental tasks to focus on,” said  Jesse Viner, Yellowbrick’s executive medical director. Viner started  Yellowbrick in 2005, when he was working in a group psychiatric practice  in Chicago and saw the need for a different way to treat this cohort.  He is a soft-spoken man who looks like an accountant and sounds like a  New Age prophet, peppering his conversation with phrases like “helping  to empower their agency.”</p>
<p>“Agency” is a tricky concept when parents are paying the full cost of  Yellowbrick’s comprehensive residential program, which comes to $21,000 a  month and is not always covered by insurance. Staff members are aware  of the paradox of encouraging a child to separate from Mommy and Daddy  when it’s on their dime. They address it with a concept they call  connected autonomy, which they define as knowing when to stand alone and  when to accept help.</p>
<p>Patients come to Yellowbrick with a variety of problems: substance  abuse, eating disorders, depression, anxiety or one of the more severe  mental illnesses, like schizophrenia or bipolar disorder, that tend to  appear in the late teens or early 20s. The demands of imminent  independence can worsen mental-health problems or can create new ones  for people who have managed up to that point to perform all the expected  roles — son or daughter, boyfriend or girlfriend, student, teammate,  friend — but get lost when schooling ends and expected roles disappear.  That’s what happened to one patient who had done well at a top <a title="More articles about Ivy League" href="http://topics.nytimes.com/top/reference/timestopics/organizations/i/ivy_league/index.html?inline=nyt-org">Ivy League</a> college until the last class of the last semester of his last year,  when he finished his final paper and could not bring himself to turn it  in.</p>
<p>The Yellowbrick philosophy is that young people must meet these  challenges without coddling or rescue. Up to 16 patients at a time are  housed in the Yellowbrick residence, a four-story apartment building  Viner owns. They live in the apartments — which are large, sunny and  lavishly furnished — in groups of three or four, with staff members  always on hand to teach the basics of shopping, cooking, cleaning,  scheduling, making commitments and showing up.</p>
<p>Viner let me sit in on daily clinical rounds, scheduled that day for C.,  a young woman who had been at Yellowbrick for three months. Rounds are  like the world’s most grueling job interview: the patient sits in front  alongside her clinician “advocate,” and a dozen or so staff members are  arrayed on couches and armchairs around the room, firing questions. C.  seemed nervous but pleased with herself, frequently flashing a huge  white smile. She is 22, tall and skinny, and she wore tiny denim shorts  and a big T-shirt and vest. She started to fall apart during her junior  year at college, plagued by binge drinking and anorexia, and in her  first weeks at Yellowbrick her alcohol abuse continued. Most psychiatric  facilities would have kicked her out after the first relapse, said Dale  Monroe-Cook, Yellowbrick’s vice president of clinical operations.  “We’re doing the opposite: we want the behavior to unfold, and we want  to be there in that critical moment, to work with that behavior and help  the emerging adult transition to greater independence.”</p>
<p>The Yellowbrick staff let C. face her demons and decide how to deal with  them. After five relapses, C. asked the staff to take away her ID so  she couldn’t buy alcohol. Eventually she decided to start going to  meetings of Alcoholics Anonymous.</p>
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<p>At her rounds in June, C. was able to report that she had been  alcohol-free for 30 days. Jesse Viner’s wife, Laura Viner, who is a  psychologist on staff, started to clap for her, but no one else joined  in. “We’re on eggshells here,” Gary Zurawski, a clinical social worker  specializing in substance abuse, confessed to C. “We don’t know if we  should congratulate you too much.” The staff was sensitive about taking  away the young woman’s motivation to improve her life for her own sake,  not for the sake of getting praise from someone else.</p>
<p>C. took the discussion about the applause in stride and told the staff  she had more good news: in two days she was going to graduate. On time.</p>
<p><strong>THE 20S ARE LIKE</strong> the stem cell of human development,  the pluripotent moment when any of several outcomes is possible.  Decisions and actions during this time have lasting ramifications. The  20s are when most people accumulate almost all of their formal  education; when most people meet their future spouses and the friends  they will keep; when most people start on the careers that they will  stay with for many years. This is when adventures, experiments, travels,  relationships are embarked on with an abandon that probably will not  happen again.</p>
<p>Does that mean it’s a good thing to let 20-somethings meander — or even  to encourage them to meander — before they settle down? That’s the  question that plagues so many of their parents. It’s easy to see the  advantages to the delay. There is time enough for adulthood and its  attendant obligations; maybe if kids take longer to choose their mates  and their careers, they’ll make fewer mistakes and live happier lives.  But it’s just as easy to see the drawbacks. As the settling-down  sputters along for the “emerging adults,” things can get precarious for  the rest of us. Parents are helping pay bills they never counted on  paying, and social institutions are missing out on young people  contributing to productivity and growth. Of course, the recession  complicates things, and even if every 20-something were ready to skip  the “emerging” moratorium and act like a grown-up, there wouldn’t  necessarily be jobs for them all. So we’re caught in a weird moment,  unsure whether to allow young people to keep exploring and questioning  or to cut them off and tell them just to find something, anything, to  put food on the table and get on with their lives.</p>
<p>Arnett would like to see us choose a middle course. “To be a young  American today is to experience both excitement and uncertainty,  wide-open possibility and confusion, new freedoms and new fears,” he  writes in “Emerging Adulthood.” During the timeout they are granted from  nonstop, often tedious and dispiriting responsibilities, “emerging  adults develop skills for daily living, gain a better understanding of  who they are and what they want from life and begin to build a  foundation for their adult lives.” If it really works that way, if this  longer road to adulthood really leads to more insight and better  choices, then Arnett’s vision of an insightful, sensitive, thoughtful,  content, well-honed, self-actualizing crop of grown-ups would indeed be  something worth waiting for.</p>
<p><em>Source:  <a href="http://www.nytimes.com/2010/08/22/magazine/22Adulthood-t.html?emc=eta1" target="_blank">NYTimes.com</a></em></p>
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		<title>Client Success Story:  Britt Kurent</title>
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		<pubDate>Mon, 23 Aug 2010 20:05:46 +0000</pubDate>
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		<description><![CDATA[Britt Kurent Chef/Owner of Kurent Events www.KurentEvents.com Listen to how one former client followed her passion which has blossomed into her new thriving career path.]]></description>
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<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/brittk.jpg"><img class="size-medium wp-image-2663 alignleft" style="margin: 5px;" title="brittk" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/brittk-184x300.jpg" alt="" width="133" height="216" /></a></p>
<h2></h2>
<h2>Britt Kurent<br />
Chef/Owner of Kurent Events</h2>
<p><a href="http://www.KurentEvents.com">www.KurentEvents.com</a></p>
<p>Listen to how one former client followed her passion which has blossomed into her new thriving career path.</p>
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		<title>Long Term Unemployed Take Note: Opportunities to Engage Creativity Abound!</title>
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		<pubDate>Wed, 18 Aug 2010 08:54:54 +0000</pubDate>
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		<description><![CDATA[Most everyone I meet with tells me they want to be more creative in their work. While long-term unemployment can take your spirit and energy down, it can also be a time to stretch your creativity and step into a new role altogether&#8230;entrepreneur. Start-Ups on a Shoestring By COLLEEN DEBAISE, SARAH E. NEEDLEMAN and EMILY [...]]]></description>
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<p>Most everyone I meet with tells me they want to be more creative in  their work. While long-term unemployment can take your spirit and energy  down, it can also be a time to stretch your creativity and step into a  new role altogether&#8230;entrepreneur.</p>
<h1>Start-Ups on a Shoestring</h1>
<p>By COLLEEN DEBAISE, SARAH E. NEEDLEMAN and EMILY MALTBY</p>
<p><img class="alignleft" style="margin: 5px; border: 0pt none;" src="http://si.wsj.net/public/resources/images/SM-AA369_SMCOVE_G_20100813112235.jpg" border="0" alt="SMCOVER" hspace="0" vspace="0" width="300" height="200" /></p>
<p>You don&#8217;t have to break the bank to start a business.</p>
<p>For  many would-be entrepreneurs, money is the insurmountable hurdle. They  hunger to strike out on their own, but don&#8217;t have a big pile of cash to  invest in a start-up that might not churn a profit for years to come.  And they&#8217;re reluctant to stake what cash they <em>do </em>have while the economy is still shaky.</p>
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<p>Hear Small Business Editor Colleen DeBaise <strong> <a href="http://podcast.mktw.net/wsj/audio/20100813/pod-wsjjrdebaise/pod-wsjjrdebaise.mp3" target="_blank">discuss some entrepreneurs</a> </strong> who were able to start their venture for around $100 dollars and what  you should keep in mind if you want to take on your own endeavor.</p>
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<p>We decided to see if you could launch a venture for less than people think. A <em>lot </em> <em> </em>less.  We set out to find bootstrapping business owners who started companies  in recent years—without shelling out more than a couple of hundred  dollars.</p>
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<p>The ground rules: The entrepreneurs had to be either  paying themselves a salary or reinvesting substantial profits in the  business, as well as planning to continue down the entrepreneurial path  for some time to come. We also nixed people who opened consulting firms  in fields where they had already built careers. While that&#8217;s certainly  entrepreneurial, we wanted people who were truly starting from scratch.</p>
<p>What  did we discover? With creativity, commitment and resilience, an  entrepreneur can turn even a small investment into an impressive  business.</p>
<p>The stories we found contain several common threads.  Hard work is one. If you don&#8217;t have a lot to spend, expect to put in a  lot of time and energy. As Jeff Swedarsky of Alexandria, Va., put it, he  started his food-tour business for &#8220;$100 and 100,000 hours.&#8221;</p>
<p>But  the bootstrapping entrepreneur can also get help from lots of  technological tools. For instance, professional-looking websites and  automated phone-answering systems can speed sales and make a start-up  look more impressive to potential customers.</p>
<p>Technology, in fact,  is a big reason it&#8217;s possible to launch a business so cheaply. Thanks to  the proliferation of the Internet and the accessibility of once-costly  technology, start-up costs &#8220;have plummeted in the last 10 years,&#8221; says  Bo Fishback, vice president of entrepreneurship at the Ewing Marion  Kauffman Foundation, a Kansas City, Mo., nonprofit devoted to  entrepreneurship. &#8220;It&#8217;s gotten so much easier to reach mass markets and  test out ideas. This is something that&#8217;s becoming accessible to anyone  with an idea.&#8221;</p>
<p>Of course, there are limits to what hard work and  tech savvy can do. Babson College has estimated that on average it takes  about $65,000 to start a business, a figure that can include everything  from buying equipment and inventory to paying employees. Some  industries come with even higher price tags, according to the Kauffman  Foundation—$82,000 for construction, $98,000 for retail and $175,000 for  manufacturing, to name just a few.</p>
<p>And even if you get your  business off the ground for pennies, there&#8217;s no guarantee that you&#8217;ll  keep rising. About half of all start-ups close within five years, and  most research indicates that&#8217;s usually due to lack of capital.</p>
<p>Those are the risks. For a look at how three entrepreneurs are navigating them—and finding rewards along the way—read on.</p>
<p><strong>Kael Robinson</strong><br />
<em>Live Worldly LLC</em><br />
Started with: $40</p>
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<p><cite></cite>In  2007, Kael Robinson received an unusual gift—a flimsy cotton bracelet  with Portuguese lettering on it and instructions to make three wishes  while tying it on. She didn&#8217;t wish that the wristband would lead her to a  successful business venture, but that&#8217;s exactly what happened.</p>
<p><img class="alignleft" style="margin: 5px; border: 0pt none;" src="http://si.wsj.net/public/resources/images/SM-AA383_CHEAP__DV_20100813101135.jpg" border="0" alt="CHEAP_Robinso" hspace="0" vspace="0" width="262" height="394" /></p>
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<p>The  good fortune didn&#8217;t arrive immediately. Six months after she received  the gift, Ms. Robinson got laid off from her public-relations job and  was putting in a few hours a week as a lacrosse coach at a Denver high  school. During this stretch, she took a family vacation in Argentina,  where she made an interesting discovery: Her bracelet was a hot item  there.</p>
<p>&#8220;I saw everybody wearing them,&#8221; the 27-year-old recalls.</p>
<p>Ms.  Robinson, who had gotten a taste of entrepreneurship in college selling  handmade jewelry, had a hunch about the accessories. After she returned  home she bought 100 of the bracelets for $40 from a wholesaler in South  America. Wearing five of them herself, she offered them to her student  athletes for $2.50 apiece and quickly sold out, prompting her to invest  in another 100 units. &#8220;I thought about what would be my target market  and how high school is where trends start,&#8221; she says. &#8220;The girls  immediately hopped onto it.&#8221;</p>
<p>Ms. Robinson soon had more orders  than she could fill—at a new retail price of $5 per bracelet—giving her  enough confidence to purchase another 1,000. She then began cold-calling  local businesses and several agreed to resell her product on a  consignment basis.</p>
<p>Gradually, retailers throughout the state and  beyond began calling and emailing her to place orders. But she also took  on some big expenses that cut into her profits. She donated 20,000  bracelets to charities, retailers and others to get the word out, for  instance, and committed 20% of her sales to the nature nonprofit <a href="http://plantabillion.org/" target="_blank">Plantabillion.org</a>—a pledge she says helps drive business.</p>
<p>By  the summer of 2008, Ms. Robinson had earned enough to pay for a  professional website and logo for the company, now known as Live Worldly  LLC. She also hired a publicist friend who helped her write and  distribute press releases. CosmoGirl became the first of several  magazines to publish a blurb on her company.</p>
<p>Ms. Robinson says the  press attention inspired her to contact high-end boutiques: Barneys New  York, Fred Segal and Kitson. She sent each of them a copy of the short  article and 50 bracelets in a &#8220;really cool glass bowl so they could take  it out of the box and display it,&#8221; she says.</p>
<p>The stores sold out  of the free samples within a week and began ordering more. The following  winter, Ms. Robinson says, she started asking foreign buyers—individual  consumers and retail shops—if they&#8217;d be interested in distributing her  product in their respective countries, and many agreed. She also began  expanding her catalog to include jewelry and apparel from around the  globe, all with special meanings or cultural value, she says. For  instance, she now offers necklaces, bracelets and earrings from Tibet  that have been blessed by monks.</p>
<p>These days, her products are for  sale in more than 500 stores world-wide. The company has a more  sophisticated website and two full-time employees who handle order  fulfillment, new-business development and bookkeeping. Last year, Live  Worldly racked up $60,000 in profits on revenue of $160,000, compared  with $10,000 in earnings on revenue of $50,000 the year before.</p>
<p>Ms.  Robinson says she made some mistakes along the way that ate into her  totals. For example, she says she wasn&#8217;t asking enough for shipping; at  first, she charged $8.99 to ship 20 or more bracelets to stores in the  U.S., and now she charges $12.99. She was also paying printing costs of  35 cents per bracelet tag; about six months ago, she switched to a  cheaper printer and now pays 20 cents per tag.</p>
<p>Ms. Robinson says  she hasn&#8217;t yet begun paying herself a salary and is continuing to put  her earnings back into her enterprise. She says she lives frugally and  relies on savings and income from coaching to make ends meet. She  advises others looking to follow in her footsteps to create a list of  objectives with deadlines when starting out. &#8220;That helped me a lot,&#8221; she  says. &#8220;It made me work hard to get those goals.&#8221;</p>
<p><strong>Jeff Swedarsky</strong><br />
<em>Food Tour Corp.</em><br />
Started with: $11</p>
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<p><cite></cite>By  day, Jeff Swedarsky is a self-described paper pusher at the Department  of Homeland Security, where he works in ship acquisition for the U.S.  Coast Guard. But by night and weekend—pretty much the rest of his waking  hours—he&#8217;s the director of Food Tour Corp., the company he created that  offers culinary excursions of Washington, D.C., neighborhoods.</p>
<p><img class="alignleft" style="margin: 5px; border: 0pt none;" src="http://si.wsj.net/public/resources/images/SM-AA384_CHEAP__D_20100813101220.jpg" border="0" alt="CHEAP_Swedarsky" hspace="0" vspace="0" width="262" height="174" /></p>
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<p>&#8220;I&#8217;m  huge into food,&#8221; says the 29-year-old Mr. Swedarsky, who runs Food Tour  out of his Alexandria, Va., home. &#8220;I&#8217;ve traveled to 41 countries  now—and every time I go someplace, it&#8217;s all about food and doing it the  local way. Food is one of those things that brings people together, no  matter where you go.&#8221;</p>
<p>Mr. Swedarsky got his first taste of  entrepreneurship during a post-college stint in Slovenia, when he helped  to develop a now-defunct smoothie company. After finishing his M.B.A.  in 2006, he was ready to start a business, inspired by a newspaper  article about culinary tourism, but he lacked the dollars he needed. The  solution, he soon realized, would be to take a 9-to-5 job to pay his  bills and build Food Tour organically.</p>
<p>In 2007, Mr. Swedarsky  outlined the Food Tour concept in a brief written presentation, and used  that to hook local restaurant owners&#8217; interest. The plan: He would  bring in small groups for special tastings, during the slow period  between lunch and dinner, and restaurants would make them smaller,  customized dishes that weren&#8217;t on their usual menu and that reflected  local history, such as Virginia ham.</p>
<p>&#8220;Once [restaurants] understood that we were going to pay them and bring in folks, they were on board,&#8221; he says.</p>
<p>Mr.  Swedarsky then paid $100 in filing fees to register his business with  the Commonwealth of Virginia and $10 to buy his online domain name  through GoDaddy.com; he created a website himself. &#8220;I had free  Web-design software and Photoshop that had been given to me years ago,&#8221;  Mr. Swedarsky says.</p>
<p>Mr. Swedarsky gave his first official tour in  May 2008 with just two people along for the ride, &#8220;cute ladies who must  have been in their 50s, from New York,&#8221; he says. &#8220;They did a Google  search and found us.&#8221;</p>
<p>After that, &#8220;it started to pick up speed,&#8221;  he says. Food Tour garnered a mention in the Express, a free newspaper  that&#8217;s given to commuters jumping on the Metro. After about six months,  Mr. Swedarsky hired his first part-time employees to lend a hand.</p>
<p>&#8220;I knew I was getting burnt out,&#8221; Mr. Swedarsky says.</p>
<p>These  days, Mr. Swedarsky employs 23 part-time staffers, primarily tour  guides, and he rarely gives tours himself. Instead, he focuses on  expanding the company, which now offers several tours, lunches and pub  crawls in Washington and Baltimore, and is preparing to acquire a  competitor in Annapolis, Md. Generally, tours are limited to about 12 to  14 people, and tickets cost about $50 to $60.</p>
<p>Mr. Swedarsky hopes  the company will clear $300,000 in sales this year, though he&#8217;s not yet  paying himself a salary or quitting government work anytime soon.  &#8220;Keeping the day job has ensured I don&#8217;t have a life,&#8221; he says, but the  steady paycheck allows him to reinvest profits into the company.</p>
<p>He  advises other wannabe entrepreneurs to pursue their ideas but &#8220;make  sure it&#8217;s something you absolutely love.&#8221; Count on needing to finish  projects at &#8220;11:45 on a Sunday night—you are going to have to push  yourself,&#8221; he says. &#8220;If you can do that, the money will eventually  come.&#8221;</p>
<p><strong>Marc Ringel</strong><br />
<em>Floor Works New York</em><br />
Started with: $145</p>
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<p><cite></cite>Marc Ringel says that he was &#8220;really scared&#8221; when he first started  his flooring company in July 2007. &#8220;The thing that freaked me out was  that I had no margin of error,&#8221; he says. &#8220;I had no money.&#8221;</p>
<p><img class="alignleft" style="margin: 5px; border: 0pt none;" src="http://si.wsj.net/public/resources/images/SM-AA385_CHEAP__D_20100813101308.jpg" border="0" alt="CHEAP_Ringel" hspace="0" vspace="0" width="262" height="174" /></p>
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<p>Before  he struck out on his own, Mr. Ringel, who is now 32, had never been able  to build up savings. For several years, he was a math teacher in New  York City, a job he landed after struggling to find openings suited to  his computer-science degree. He enjoyed helping the students and &#8220;doing  something good,&#8221; but he was barely making ends meet.</p>
<p>So, he jumped  at the opportunity to work for a colleague who ran a flooring company  on the side. The job, which entailed finding new clients and marketing  for the company, wasn&#8217;t terribly lucrative. Mr. Ringel made only $2,000  in commissions his first year.</p>
<p>Still, he was so discouraged at his  teaching job that he moved to the flooring company full-time in  2005—and took the chance to learn everything he could about the  business. He observed how a small enterprise operated and watched the  contractors to better understand the trade, even helping them  occasionally.</p>
<p>At the time, sales were booming, and Mr. Ringel  thought the company had the potential to soar even higher, if it  implemented systems and processes that would better organize and  dispatch the contractors. But the owner didn&#8217;t have the same vision.</p>
<p>&#8220;I could see fundamental differences in our philosophies,&#8221; Mr. Ringel recalls. &#8220;And I wasn&#8217;t moving forward.&#8221;</p>
<p>Against  the advice of friends and family, he decided to start his own flooring  business in the summer of 2007. It was a risky time; many contractors  were feeling the impact of the housing-market bust. Mr. Ringel had to  act fast to get his own firm up and running while it was still a busy  season for repairs and renovations.</p>
<p>The problem: He didn&#8217;t have  the licenses or insurance that contracting companies require—nor could  he afford them—and he had only a cursory knowledge of how to lay a  floor. He did, however, have a solid network of contractors and he knew  how to attract new clients. So, Mr. RIngel says, he approached a  licensed and insured freelance contractor and asked to solicit work for  him, in exchange for a cut of the profits. The contractor agreed.</p>
<p>Mr.  Ringel set up a phone line, with a voicemail system that left callers  thinking that they had dialed a fully staffed company, he says. It cost  about $20 a month. He also bought new business cards for $25. Finally,  he spent $100 for the hosting and domain name of a new website, which he  designed himself.</p>
<p>Within days, Mr. Ringel had signed three jobs  for the independent contractor, most of them referred from Mr. Ringel&#8217;s  clients at the other flooring company. And he was careful with the cash  that came in.</p>
<p>&#8220;I constantly reinvested&#8221; earnings, Mr. Ringel says. &#8220;I would take money out of the company only if I really needed it.&#8221;</p>
<p>By  August 2007, the Astoria, N.Y., start-up had $7,000 in reserves. Mr.  Ringel spent the money on formally incorporating the business, as City  Works New York Inc., which does business as Floor Works New York, and  filing for his own proper licenses and insurance. He also partnered with  a number of other flooring contractors.</p>
<p>With all that in place, he was able to land a large job with an 8,000-square-foot art gallery in September 2007.</p>
<p>&#8220;The  pitfall was that a big influx of money can make you think, &#8216;Oh, I&#8217;m  rich now,&#8217; but that&#8217;s when you need to be careful,&#8221; Mr. Ringel says.  &#8220;Winter got very slow.&#8221;</p>
<p>To push him through the season, Mr. Ringel  decided to try for free advertising, encouraging the public to rate  Floor Works, on sites like StreetEasy.com, UrbanDigs.com and  AngiesList.com. The good reviews attracted new clients, and Mr. Ringel  made a point to be present at the jobs, to increase his understanding of  the business, he says.</p>
<p>By the middle of last year, Mr. Ringel had  started paying himself a regular salary. And when winter rolled around,  he was ready for the slump, adding painting to his services to  supplement the flooring work. He declines to disclose his revenue.</p>
<p>Mr.  Ringel&#8217;s career jump wasn&#8217;t easy, but for others who strive to do the  same, he suggests having the safety net of a secure job, the way he did  when he was making the transition.</p>
<p>&#8220;Making a mistake—or a string  of mistakes—doesn&#8217;t mean you&#8217;re a failure; it&#8217;s part of the learning  process,&#8221; he says. &#8220;There&#8217;s no magic formula for building a business,  you just need a willingness to do lots of hard work and a high tolerance  for agita.&#8221;</p>
<p><em>Source:  <a href="http://online.wsj.com/article_email/SB10001424052748703720504575376664285510930-lMyQjAxMTAwMDEwNzExNDcyWj.html" target="_blank">Wall Street Journal</a></em></p>
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		<title>Taking Calculated Risks are Part of Moving Forward</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2650</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2650#comments</comments>
		<pubDate>Tue, 17 Aug 2010 15:38:01 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Job Search]]></category>

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		<description><![CDATA[You may be surprised by how many people I&#8217;ve coached to leave their job. Leaving can be just as hard as staying sometimes, but the payoff can be huge. Should You Resign To Job Hunt? Quitting a high-powered job at a time when the unemployment rate hangs at 9.5% sounds crazy. Yet some C-level executives [...]]]></description>
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<p>You may be surprised by how many people I&#8217;ve coached to leave their  job. Leaving can be just as hard as staying sometimes, but the payoff  can be huge.</p>
<h1>Should You Resign To Job Hunt?</h1>
<p>Quitting a high-powered job at a time when the unemployment rate hangs at 9.5% sounds crazy.</p>
<p>Yet  some C-level executives are leaving these days before they line up  another plum management spot. Most resign specifically so they&#8217;ll have  time to job hunt. But exiting without another position in the waiting  likely will succeed only if you&#8217;re a well-connected, &#8220;A&#8221; player.</p>
<p><span id="more-2650"></span></p>
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<div>
<h3>About Your Executive Career</h3>
<p>A  new monthly online column penned by veteran careers columnist Joann S.  Lublin focuses on the career challenges facing those in the executive  suite.</p>
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<p>Recruiters  and executive coaches  say more executives are making or mulling this move now than compared  with the downturn in 2000-2001.  That&#8217;s partly because so many &#8220;have the  financial resources to do so,&#8221; observes Peter D. Crist, head of  Crist|Kolder Associates, an executive-search firm in Hinsdale, Ill. that  handles senior-level hunts for public companies with over $1 billion in  revenue.</p>
<p>This gutsy strategy paid off for Erin Ascher when <a href="http://online.wsj.com/public/quotes/main.html?type=djn&amp;symbol=OCR">Omnicare</a> Inc. named her vice president of human resources on Aug. 5 after being  unemployed for more than a year. She had relinquished the same title 15  months earlier in May 2009 at Prime Therapeutics LLC, a pharmacy-benefit  management concern. She says she left to seek the top HR role at a  Fortune 500 company. Pursuing that goal while employed would have been  &#8220;a very time-consuming process,&#8221; she adds. &#8220;Most executive jobs are more  than a full-time position.&#8221;</p>
<p>Similarly, Chris Liddell unveiled plans last November to step down as chief financial officer of <a href="http://online.wsj.com/public/quotes/main.html?type=djn&amp;symbol=MSFT">Microsoft</a> Corp. and find work elsewhere. Becoming a free agent &#8220;can be  rewarding,&#8221; he says. &#8220;It allows you time to focus on &#8216;what is next&#8217; in  your personal career path (and) thoroughly evaluate your options.&#8221;</p>
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<div><img class="alignleft" style="margin: 5px; border: 0pt none;" src="http://si.wsj.net/public/resources/images/OB-JN850_YEC081_D_20100811181617.jpg" border="0" alt="YEC0812" hspace="0" vspace="0" width="262" height="174" />Mr. Liddell became General Motors Co.&#8217;s finance chief in early 2010.</div>
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<p>Some  executives quit without a fresh perch because they&#8217;re overworked, bored  or frustrated by a missed promotion. But you should look before you  make the risky leap.</p>
<p>Your search may take a year because &#8220;being  unemployed is still a black mark,&#8221; cautions Linda Dominguez, an  executive coach in Coarsegold, Calif. &#8220;You have to be financially  secure.&#8221;</p>
<p>You might soften the financial pinch of voluntary  unemployment by requesting severance or partial payment of your annual  bonus&#8211;or even selling some company stock. The latter is a smart idea  anyway, since you&#8217;ll likely lose unvested stock grants &#8212; and leverage  to win a full replacement from your next boss.</p>
<p>&#8220;I haven&#8217;t been  &#8220;made whole&#8217; with respect to the long-term [cash] incentives I walked  away from,&#8221; Ms. Ascher admits. On the other hand, she says taking her  time netted her multiple job offers, which increased her clout during  compensation negotiations with Omnicare.</p>
<p>Before exiting the  executive suite, you also should assess your prospects &#8220;through the eyes  of a potential employer,&#8221; suggests Jane Howze, a managing director at  recruiters Alexander Group in Houston. &#8220;If you have bounced from job to  job, leaving your current position to seek other employment will be  considered suspect.&#8221;</p>
<p>It  also helps to line up some job leads ahead of your exit. At the time of  Microsoft&#8217;s announcement, for instance, Mr. Liddell was in early talks  about the CFO spot at another big business in addition to GM.</p>
<p>Nor  should you quit until you&#8217;ve assembled a current cadre of contacts  committed to arranging introductions. Ms. Ascher approached partners of  accounting firms that serve targeted employers. She initiated the  outreach while employed, then &#8220;kicked it into high gear after I left.&#8221;</p>
<p>Helena Wong learned the hard way about the importance of deep  connections. For two years, the veteran marketing executive toiled 100  hours a week as global president of a consumer-electronics maker in Hong  Kong. &#8220;I had no free time to develop new friends,&#8221; she recalls.</p>
<p>Ms.  Wong says she left the manufacturer nearly two years ago because &#8220;it  wasn&#8217;t the best fit.&#8221; Despite an intense job hunt, she has yet to land a  suitable global management position&#8211;something she partly blames on her  lack of time to network adequately before she quit.</p>
<p>She moved back to New York in June. &#8220;I am at least getting more traction,&#8221; Ms. Wong reports.</p>
<p>It&#8217;s  equally important that you avoid looking like damaged goods because you  resigned without a fresh gig. That&#8217;s what happened to a client Ms.  Dominguez is currently counseling. The client, a senior operations  executive, didn&#8217;t obtain a single face-to-face interview for 15 months  after quitting an East Coast sports-equipment distributor early last  year.</p>
<p>The woman&#8217;s anxiety about her protracted joblessness came  through during employer screening calls, according to Ms. Dominguez, who  began working with her this June. The executive repeatedly volunteered,  &#8220;&#8216;I am good at this. I am good at that,&#8221;&#8217; the coach continues. &#8220;That  comes off as sounding desperate.&#8221;</p>
<p>Ms. Dominguez urged the client to wait for screeners&#8217; questions. The woman recently began getting interviews.</p>
<p>Knowing  exactly what you want to do next may shorten your search, too. Consider  Jim (cq) Lawrence. He announced his departure last December as chief  financial officer of <a href="http://online.wsj.com/public/quotes/main.html?type=djn&amp;symbol=UN">Unilever</a> PLC, a consumer-goods giant.</p>
<p>He had been seen as a potential contender for CEO of the consumer-goods giant until Unilever hired  <a href="http://topics.wsj.com/person/p/paul-polman/476">Paul Polman</a> in 2008. Mr. Lawrence says he left because he wanted to return to the U.S. – and pursue a No. 1 job.</p>
<p>He  believed running a public or private company would fulfill his goals of  doing something fun, important, financially rewarding and related to  his experience. Mr. Lawrence had 120 meetings with investment banks,  recruiters, lawyers, private-equity firms and potential employers  between early January and late May.</p>
<p>In early June, Rothschild  Group named Mr. Lawrence head of its North American arm. &#8220;I had not  thought I would be a CEO of an investment bank,&#8221; he remembers. But this  opportunity &#8220;absolutely hit my four things on the nose.&#8221;</p>
<p><em>Source: <a href="http://online.wsj.com/article_email/SB10001424052748704901104575423310316306770-lMyQjAxMTAwMDEwNjExNDYyWj.html" target="_blank">Wall Street Journal, Written by Joann S. Lublin</a></em></p>
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		<title>Ready for a Little Escape? Me too.</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2621</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2621#comments</comments>
		<pubDate>Sat, 14 Aug 2010 15:31:54 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Life]]></category>
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		<description><![CDATA[As I sat in the darkened, fully populated movie theater last night, watching Julia Roberts be Liz in Eat Pray Love I wondered how many of us in our seats were nursing broken hearts seeking a salve for our soul. I was. I was sitting there looking and hoping for a message that would bring [...]]]></description>
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				<img src="http://api.tweetmeme.com/imagebutton.gif?url=http%3A%2F%2Fwww.daisyswan.com%2Fcareer-coaching%2Farchives%2F2621&amp;style=normal" height="61" width="50" /><br />
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<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/1285566_30146416.jpg"><img class="size-medium wp-image-2647 alignleft" style="margin: 5px;" title="1285566_30146416" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/08/1285566_30146416-300x205.jpg" alt="" width="260" height="177" /></a>As I sat in the darkened, fully populated movie theater last night, watching Julia Roberts be Liz in Eat Pray Love I wondered how many of us in our seats were nursing broken hearts seeking a salve for our soul. I was. I was sitting there looking and hoping for a message that would bring me hope and peace and at the very least, distraction from the ache I’ve felt that comes from a sad and tired heart; the bittersweet experience of choice which breaks hearts.</p>
<p>How many of us, I wondered, are yearning to pick up, pack our bags and flee to find ourselves anew – heart break or not. Speaking with more than one client about this very thing, so many people are wishing for a break.  A break from the fear of THE ECONOMY.  A break from the fear of TREACHERY and another devastating SCANDAL that robs us all of our sense that we do have people leading; leading us with integrity and our good interest at heart.  There’s little of that sentiment going around these days.  So to go in to a crowded movie theater and at last, in stead of watching high tech explosives or humanlike animated characters (no matter how adorable they might be) and watch real people on the screen who are making friends out of strangers, and making meaningful connection in new lands (doesn’t the world feel like a new land sometimes but we aren’t quite so willing to make friends of these local strangers) well – it just makes you kind of want to stay in your seat and go in for another round of that movie.  Open your heart. Forgive yourself. Travel light and find pleasure.  Escape the burdens and fears of our complex and civically confused world.  Ahhh. Sounds like peace.</p>
<p><span id="more-2621"></span></p>
<p>And we pick up our sweaters, our cups of Coke or half eaten Twizzlers (I’m renouncing food dye and wheat so I ate almonds) and leave the movie theater and wonder ‘how can I have that hope and happiness right hear in my everyday life? When will I have that adventure, truly, and feel that relief? As hard as Liz’s journey was, I want what she’s having.’</p>
<p>We can do it day to day by listening to the sound of our heart beating more loudly right through the armor we put on every day before we to go to work, or to look for work, or to take our kids wherever they need to go.  That can be the beginning of our transformation. Listening and feeling that blog of sweet yearning for love and peace right there that walks with us throughout our days. Letting that guide us in our choices.</p>
<p>We can be a revolutionary nation of open hearted journey folk who are fed up with being worried and ‘hunkered down’ for the ‘who knows what’s going to happen’ safety stance.  If we collectively shift to the shoulders back, head high ‘I need to find my appetite for life’ posture and mindset, we will rally, and that energy that invites spark and innovation and connection with others – new friends and colleagues waiting to be similarly sparked – can happen.  I know this in my bones.</p>
<p>I’m starting today. My giggly gooey heart is out there and I’m going to let it do the looking for me (even moreso than ususal) and I hope I’ll run into you out there and that I can see and feel your open heart (kind of like that ET glowing red light). We’ll recognize each other and know that we are up for some change in our lives and world, some salve to our yearning without having to leave our homes, families and what comfort we do have.  The world starts to have new scents to it, and the sun shines more brightly.  There’s a new kind of stillness inside of the buzz of our frenzied life. Can you hear it?</p>
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		<title>I&#8217;m Always an Optimist and&#8230;</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2619</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2619#comments</comments>
		<pubDate>Fri, 06 Aug 2010 16:49:20 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Job Postings]]></category>
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		<description><![CDATA[Reports continue to show that once consumer confidence picks up so will the economy and hiring. Where will the wave begin? Within each of us. A Look on the Bright Side for Jobs By Phil Izzo (Source: WSJ.com) The mediocre growth in the jobs market remains one of the biggest concerns about the recovery, but [...]]]></description>
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<p>Reports continue to show that once consumer confidence picks up so will  the economy and hiring. Where will the wave begin?  Within each of us.</p>
<h1>A Look on the Bright Side for Jobs</h1>
<p>By Phil Izzo (<em>Source: <a href="http://blogs.wsj.com/economics/2010/08/04/a-look-on-the-bright-side-for-jobs/?blog_id=8&amp;post_id=11123" target="_blank">WSJ.com</a></em>)<br />
<img class="alignleft" style="margin: 5px;" src="http://s.wsj.net/public/resources/images/OB-JF312_jobles_D_20100712140229.jpg" alt="" width="262" height="174" /></p>
<p>The mediocre growth in the jobs  market remains one of the biggest concerns about the recovery, but there  may be a light at the end of the tunnel.</p>
<p>The latest signal for concern was <a href="http://online.wsj.com/article/SB10001424052748704017904575408981867698908.html">a report</a> from payroll giant <strong>ADP</strong> and forecasting firm <strong>Macroeconomic Advisers</strong> that showed the private sector added only 42,000 jobs last month. While  the number was slightly better than expectations, the level is still  relatively anemic in an economy that needs to create more than 100,000  jobs a month just to make up for population growth.</p>
<p>The report also doesn’t include government employment, which is expected to show a significant drag in the official <strong>Labor Department</strong> numbers to be reported Friday. State and local governments have continued to be stressed by tight budgets, with  <a href="http://www.nlc.org/ASSETS/4C8C8255EBEE40A29E9BC67D25330CC5/LJAreport.pdf">a recent analysis</a> showing that more than 500,000 job cuts may be coming over the next two  years. Meanwhile, the 2010 Census is winding down and following a huge  surge earlier this year, those workers will be falling off government  payrolls for the rest of the summer. <a href="http://2010.census.gov/news/releases/jobs/temp-workers.html">About 140,000 workers were dropped from Census payrolls</a> from the June to July period.</p>
<p><span id="more-2619"></span></p>
<p>Government job cuts aren’t good news, but the private-sector numbers  provide a better idea of where the labor market is headed. By that  metric, there is some room for measured optimism. For one, the 42,000  gain reported by ADP may not translate to such an anemic official  figure. The ADP estimate has undershot the official <strong>Labor Department</strong> jobs number in five out of six months this year by an average of about  100,000. Last month, ADP said the private sector added just 19,000 jobs,  compared to an 83,000 gain in the official report.</p>
<p>Meanwhile, other labor market indicators have offered hopeful signs. The <strong>Institute for Supply Management</strong> employment indexes for both the manufacturing and service sectors were  in expansionary territory in July, improving from the previous month.</p>
<p>Economist <strong>Joseph LaVorgna</strong> of <strong>Deutsche Bank</strong> points to another potential signal of coming strength. Last week, the  Commerce Department reported that business spending jumped 20% in the  second quarter from the previous period, up 13% from 2009. LaVorgna  notes that in the past there has been a strong correlation between  capital expenditures and employment with a one-quarter lag, indicating  that the big gains seen in the second quarter may begin showing up now.  “Taken literally, the chart [of the correlation between capex and  payrolls] implies we will see several million jobs created over the next  few quarters. While we are not so bold to forecast such sizeable job  gains, we wonder whether there is some upside risk to our slightly above  consensus forecast for July private payrolls,” LaVorgna wrote in a  recent research note.</p>
<p>To be sure, there are still headwinds for the job market. Claims for  unemployment insurance remain stuck at an elevated level, and  flat-lining consumer spending — which represents the majority of demand  in the U.S. economy — raises questions about how much employers need to  hire.</p>
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		<title>Informational Interviewing &#8211; Again</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2544</link>
		<comments>http://www.daisyswan.com/career-coaching/archives/2544#comments</comments>
		<pubDate>Wed, 30 Jun 2010 00:24:43 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Career]]></category>
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		<description><![CDATA[When was the last time you did an informational interview? Contacting someone you may not already know to learn about what they do, and how their company works, can be an eye-opening opportunity. You can gain important information about the work you want to do, and learn about the culture of the place you hope [...]]]></description>
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<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/06/544853_22199986.jpg"><img class="alignleft size-medium wp-image-2552" style="margin: 5px;" title="544853_22199986" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/06/544853_22199986-300x225.jpg" alt="" width="300" height="225" /></a>When was the last time you did an <em><strong>informational interview</strong></em>?  Contacting someone  you may not already know to learn about what they do, and how their company works, can be an eye-opening opportunity.  You can gain important information about the work you want to do, and learn about the culture of the place you hope to work at.  Many of you have already done this kind of interview – from either side of the table – interviewer or interviewee.  Some people, like me, love doing these interviews, and others, while they know it could be very valuable for them, are uncomfortable reaching out to talk with a stranger.  While I really love doing these, I haven’t done one in a while so I decided to reach out and talk to a variety of people in hiring positions to learn more about what’s happening in hiring, and to be able to share this information with clients and other readers.</p>
<p>I had the opportunity to talk with someone who does a lot of hiring at an advertising agency with offices in Southern California.  She graciously talked with me for about 20 minutes, the usual amount of time that we’ll be able to get from a busy professional who’s willing to help out.  I was ready with my questions and she with answers.  Below,  read some of the most pressing questions my clients and I wonder about.</p>
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<p>Q: Give me the straight scoop.  Where and how do you typically find new hires?</p>
<p>A: We really rely on referrals; about <strong>40% &#8211; 50% of new hires come from referrals.</strong> But we do use social networking to identify talent. Mostly through Linked In, but facebook can be a good resource, too.  And we do use our database of people who have contacted us in the past if we are looking for a particular kind of candidate.</p>
<p>Q: Tell me more about <strong>Linked In</strong>.  Do you think recommendations are important?</p>
<p>A: Linked In gives a lot of good information. Recommendations are helpful; it’s really about understanding someone’s reputation.  So, yes, recommendations help.</p>
<p>Q: But sometimes it’s clear that someone has written a recommendation for a friend and they’ve just exchanged these letters.  What’s your take on that?</p>
<p>A: Yes, that’s true, but it’s still helpful.</p>
<p>Q: <strong>How long does it take to make a hire these days?</strong> It seems like the hiring process has become such a lengthy one.</p>
<p>A: Yes, it does take a long time because we really want consensus by the management team. Since fewer positions are being approved we want to be sure someone will stay on for a long time; the right fit is really important.</p>
<p>Q: In advertising there’s been such a shift to digital media.  Do you think that this means it’s a younger person’s field now because they have been ‘digital’ for so much longer than a lot of people who’ve been in the business longer?</p>
<p>A: You might think that, but it’s not the case. Digital positions are taking longer to fill because there are so many variables. We’re looking for people with great technical skills, and people to people skills are a must.  So, it’s taking longer to get all of that in a candidate.</p>
<p>Really, anyone who is curious and interested in learning and innovation can be current with technology. If you have the ability and skill to learn new technical skills and the curiosity to learn, you can do this. It’s important to know the answer to ‘what do you want to learn?’ <strong>Curiosity is just so important. Age has no role when it comes to innovation. Essentially, the most important thing these days is to be learning and curious.</strong></p>
<p>Q: I appreciate that. I say that all the time! And what about career changers? What do you think about them when it comes to hiring?</p>
<p>A: They need to be willing to be humble and to learn.  They need to recognize that even with a lot of experience, if they are starting something new, especially in advertising, they need to know that they can’t just come in at a senior level.  They need to learn things from the beginning.</p>
<p>Q: Yes, that can be humbling.  Do you find that you get asked to do informational interviews much? And do you do them?</p>
<p>A: We aren’t asked that much. But really with cutbacks we are all working with scaled back resources so we don’t really have the bandwidth to do informational interviews very much. There just isn’t time.  Sometimes, if someone is really impressive, we’ll make the time.  We had an intern who was really a go-getter and she went <strong>above and beyond to show he was interested in our company</strong>. Made a website specifically about working here; she’s not working here now, but we’re keeping her on the radar.</p>
<p>Interested in hearing about another sector? Give me your requests for my next informational interview.</p>
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		<title>How are You Preparing for Your Next Move?</title>
		<link>http://www.daisyswan.com/career-coaching/archives/2545</link>
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		<pubDate>Tue, 29 Jun 2010 18:03:12 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Career]]></category>
		<category><![CDATA[Job Search]]></category>
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		<description><![CDATA[Despite Competitive Labor Market, One-in-Five Workers Plan to Change Jobs in 2010, New CareerBuilder Survey Reveals &#8211; Twenty Percent of Workers Plan to Switch Careers/Fields in the Next Two Years &#8211; CHICAGO, Jan. 7 (via PRNewswire) &#8212; Recent improvements in the economy may have some workers preparing to move to a new job in the [...]]]></description>
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<h2>Despite Competitive Labor Market, One-in-Five  Workers Plan to Change Jobs in 2010, New CareerBuilder Survey Reveals</h2>
<p><a href="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/06/1040114_56015829.jpg"><img class="alignleft size-medium wp-image-2546" style="margin: 5px;" title="1040114_56015829" src="http://www.daisyswan.com/career-coaching/wp-content/uploads/2010/06/1040114_56015829-300x200.jpg" alt="" width="300" height="200" /></a></p>
<h3>&#8211; Twenty Percent of Workers Plan to  Switch Careers/Fields in the Next Two Years &#8211;</h3>
<p>CHICAGO, Jan. 7 (via PRNewswire) &#8212; Recent improvements in the economy may have some workers  preparing to move to a new job in the new year, with nearly one-in-five  workers (19 percent) reporting they plan to leave their current job in  2010 to find a new one. Nine percent said they plan to leave in 2011.  This is according to CareerBuilder&#8217;s latest survey conducted between  November 5 and November 23, 2009, among more than 5,200 workers.</p>
<p>Many employers were  forced to make some tough business decisions in 2009, and may be pushing  workers to make some difficult decisions as well. One-in-ten workers  (12 percent) whose companies cut benefits or perks said they would stay  at their current jobs for six months or less, while 27 percent of  workers who did not receive a raise or promotion in 2009 said they would  leave their current positions in less than a year if they did not  receive either. Nearly one-in-five (18 percent) workers who experienced  pay cuts said they are willing to stay at their current jobs for only  six months or less.</p>
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<p>&#8220;Many of the decisions  employers made last year were designed to preserve the health of their  businesses and many survived because of them,&#8221; said Rosemary Haefner,  vice president of human resources for CareerBuilder. &#8220;In some cases,  workers were affected by the cost cutting measures and job satisfaction  levels suffered. For example, 61 percent of employees said they were  satisfied at their jobs last year &#8211; down from 70 percent in 2008.  Employers should take workers&#8217; pulses early on in the new year. That  way, they can be aware of the issues that may affect their staff&#8217;s  performance, retention rates and overall happiness on the job in the  coming months.&#8221;</p>
<p>Looking at the key  factors that influence job satisfaction and company loyalty, workers  reported the following:</p>
<p><strong>Pay</strong> &#8211;  Fifty-seven percent of workers did not receive a raise last year, up  sharply from 35 percent in 2008. Of those that did receive raises, 28  percent were given an increase of 3 percent or less. Seventy-one percent  of workers did not receive a bonus.</p>
<p>To help make ends meet  in 2009, 8 percent of workers took on a second job. Nearly one-in-five  (19 percent) plan to find a second job in 2010 to supplement their main  paycheck.</p>
<p><strong>Career Advancement</strong> &#8211; Twenty-eight percent of workers are dissatisfied or very dissatisfied  with the career advancement opportunities provided by their current  employers. Ninety percent of workers did not receive a promotion in  2009, while nearly a quarter (23 percent) felt that they were  overlooked.</p>
<p><strong>Switching Industries</strong> &#8211; Twenty percent of workers said they plan to switch careers/fields in  the next two years. The top reasons for switching careers include  wanting to pursue a more interesting line of work (67 percent), higher  pay (54 percent), more career advancement (41 percent) and increased  stability (36 percent).</p>
<p>To learn new skills, 12  percent said they would head back to school to make themselves more  marketable in the new year.</p>
<p><strong>Work/Life Balance</strong> &#8211; Nearly one-quarter (23 percent) of workers said they are dissatisfied  or very dissatisfied with their work/life balance. This is up from 18  percent who said the same last year.</p>
<p><strong>Training/Learning</strong> &#8211; Twenty-six percent of workers are dissatisfied or very dissatisfied  with training and learning opportunities provided by their current  employers.</p>
<p><strong>Leadership Ratings</strong> &#8211; Nearly a quarter (23 percent) of workers rate their corporate leaders  as poor as very poor. Workers cited an inability to address employee  morale (35 percent), not enough transparency (30 percent) and major  changes are made without warning (28 percent) as their main concerns  with senior leadership.</p>
<p><strong>Survey Methodology</strong></p>
<p>This survey was  conducted online within the U.S. by Harris Interactive© on behalf of  CareerBuilder.com among 5,231 U.S. workers (employed full-time; not  self-employed; non-government) ages 18 and over between November 5 and  November 23, 2009 (percentages for some questions are based on a subset,  based on their responses to certain questions). With a pure probability  sample of 5,231 one could say with a 95 percent probability that the  overall results have a sampling error of +/- 1.35 percentage points.  Sampling error for data from sub-samples is higher and varies.</p>
<p><strong>About CareerBuilder®</strong></p>
<p>CareerBuilder is the  global leader in human capital solutions, helping companies target and  attract their most important asset &#8211; their people. Its online career  site, CareerBuilder.com®, is the largest in the United States with more  than 23 million unique visitors, 1 million jobs and 32 million resumes.  CareerBuilder works with the world&#8217;s top employers, providing resources  for everything from employment branding and data analysis. More than  9,000 websites, including 140 newspapers and broadband portals such as  MSN and AOL, feature CareerBuilder&#8217;s proprietary job search technology  on their career sites. Owned by Gannett Co., Inc. (NYSE: <a title="GCI" href="http://studio-5.financialcontent.com/prnews?Page=Quote&amp;Ticker=GCI" target="_blank"> GCI</a>), Tribune Company, The McClatchy  Company (NYSE: <a title="MNI" href="http://studio-5.financialcontent.com/prnews?Page=Quote&amp;Ticker=MNI" target="_blank"> MNI</a>) and Microsoft Corp. (Nasdaq: <a title="MSFT" href="http://studio-5.financialcontent.com/prnews?Page=Quote&amp;Ticker=MSFT" target="_blank">MSFT</a>), CareerBuilder and its  subsidiaries operate in the United States, Europe, Canada and Asia. For  more information, visit <a onclick="var  s=s_gi(s_account);s.linkTrackVars='prop5,eVar3,prop15';s.prop5='External   Link';s.eVar3=s.prop5;s.prop15='80890002';s.tl(this,'o','ExternalLink');" href="http://www.careerbuilder.com/" target="_blank">www.careerbuilder.com</a>.</p>
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