Appear More Confident and Approachable: Wear Makeup at Work?

Lee Desser

Lee Desser, career and academic adviser, Middlebury Institute of International Studies at Monterey
LinkedIn: https://www.linkedin.com/in/lmdesser

“Honey, can I ask you something and I promise I won’t get mad?” (This is always a risky starter sentence).

“Sure. What is it?” My significant other looks at me. What could it be? Is he in trouble?

“Can you tell whether or not I’m wearing makeup right now?” It’s brunch and I simply can’t fathom stroking my lashes with black mascara (at least not before my coffee).

“Honestly? No, I can’t.”

So there it is. After 10-plus years of wearing makeup, I guess it doesn’t make any difference. I looked at him wondering, “Does he really mean that or is he just trying to spare my feelings?” Futhermore, am I mad? Am I pleased? I can’t tell. Maybe I look like a washed-out “has-been actress” without makeup and he doesn’t want to be punished. But then I spend more time with him and realize something: he really could not tell. Shocker! He was telling the truth!

Since that time, I’ve been in a perpetual “should I or shouldn’t I” conflict with myself. Here’s the gist of it: is it really worth spending 10-plus minutes a day, hours watching YouTube makeup tutorial videos, and hundreds of dollars a year primping and priming when it doesn’t really matter? Or is it just that it didn’t really matter to him and other people can tell? Why should I bother highlighting this and concealing that when this is who I am and shouldn’t people be fine with that?

Two things: 1) How different do I actually look with and without makeup? and 2) Is there anything I really need to cover? Is there anything “wrong” with my face?

I remember I was shocked when I read a New York Times article a few years back about a study that came to the conclusion that makeup, “increases people’s perceptions of a woman’s likability, her competence, and (provided she does not overdo it) her trustworthiness, [and] also confirmed what is obvious: that cosmetics boost a woman’s attractiveness.” The strange thing is that I actually consider women who wear less makeup to be more confident, as they’re not trying to cover up anything.

A professor rebutted these findings (thankfully!): “’I don’t wear makeup, nor do I wish to spend 20 minutes applying it,’ said Deborah Rhode, a law professor at Stanford University who wrote The Beauty Bias (Oxford University Press, 2010), which details how appearance unjustly affects some workers. “The quality of my teaching shouldn’t depend on the color of my lipstick or whether I’ve got mascara on.” It seems obvious to me that the color of someone’s lipstick, or the amount of pigment in their cheeks, or the intensity of someone’s eyeshadow shouldn’t affect their performance, right? Yet, at the same time, apparently it does, so what are we to do about that?

I’m sick and tired of reading all these articles about all the things women should do or shouldn’t do: leave behind the upspeak, stop using the word “just” in e-mails, and negotiate their salary. It’s not so much that any of these are bad suggestions—to be clear they aren’t—it’s that there’s too many of them. There are so many demands placed on women about what they should do and shouldn’t do with their life (No kids after 35! Don’t wear form-fitting yoga pants at night!) and I don’t need Internet articles “shoulding” me! So for now I’m wearing makeup when I feel like it and not wearing it (surprise, surprise) when I don’t want to—that’s my liberation.

Note: “In a study, women were photographed wearing varying amounts of makeup. Viewers considered the women wearing more makeup to be more competent.” Read more here.

Tips for Networking as an Introvert

tiffany waddellTiffany I. Waddell, Assistant Director for Career Development, Davidson College
Personal blog: www.tiffanywaddell.com
LinkedIn: www.linkedin.com/in/tiffanyiwaddell
Twitter: @tiffanyiwaddell

So… being an introvert does NOT mean you don’t have social skills. As career development folks, we all know this, right? Right. However, it does mean that for many of us, being around lots of people at one time can be draining. I am what you might consider an “expressive” introvert, so I am often mistaken as an extrovert. While both preferences have strengths and weaknesses, I love the fact that I am introspective— I enjoy real conversations [read: no small talk]—and can still make connections in a myriad of contexts. However, given that my day-to-day professional life requires me to talk to many different people, and I am fairly involved in our state association, I thought it might be helpful to share my top 10 networking tips that work for me, for readers who are still polishing their networking skills.

Find the refreshments! It’s always a great idea to position yourself at a healthy distance from the refreshments. Many people start there when they get to a networking event in order to take a break from a potentially overwhelming space. You can easily strike up a conversation as people turn around with a drink or food in their hands.

Set reasonable expectations. When attending an event, prep yourself mentally for what you are there to do. Is your goal to meet more people? Is it to learn more about the organization’s culture? Is it to meet one or two specific people? Make sure you set reasonable expectations before hand, so that you have a goal in mind. It is a great way to keep you from getting overwhelmed, too.

Start a conversation with a loner. It’s usually easier to start a conversation with someone who is standing alone, because they will most likely be happy to have someone to talk to—and as a result, are often more personable and easier to connect with.

Avoid barging into groups. A cluster of more than four people can be awkward—and tough to enter. Join the group on one side, but don’t try to enter the conversation until you’ve made eye contact with each person at least one time. Usually, people will make room to add you to the “circle” of conversation, and you can introduce yourself then!

“Look mom, no hands!” Keep at least one hand free at all times! This means no eating and drinking at the same time if you are at a networking mixer or conference reception. Leaving one hand free menas you can still shake hands with people without being awkward and fumbling around.

Be yourself. Networking events are meant as starting points for professional relationships. If you can’t be yourself—and you aren’t comfortable in your own skin—then the people you meet will be connecting with someone you’re impersonating, and not the real you. Be genuine. Authenticity tends to attract much of the same.

Be present and engaged. Ever talked to someone that acts like you’re the only person in the room? Someone who listens and makes you feel like everything you are saying is important? I love those people! They really make you feel heard. Keep eye contact and lean in or tilt your body toward people when you talk to them.  (Not in a creepy way. In a “I’m listening to you, and I’m fully present” kinda way.)

Treat people like friends. Unless, of course, you are a terrible friend. Would you go to a friend and interrupt their conversation, hand over a business card, and walk away?  No. Networking events are not transactions. Treat new people as you’d treat your friends—build a rapport, be trustworthy, and then talk shop.

72-hour rule. After a conference or networking event, you have about 72 hours to follow-up with a person on LinkedIn or via e-mail. Reference something that you talked about and ask what the best way to stay connected might be. After 72 hours—they might have forgotten you.

Practice makes perfect. Well, not really perfect. Progress is always better than perfection! The point here is that networking is a skill, like any other professional skill.  It is a muscle that you have to develop and grow. While others may look like born networkers, they are more than likely just more experienced with it. Mistakes may happen, but the only way to learn is to get out there and do it!

What tips and advice do YOU have that have worked for you when networking?  Are you an introvert?  Tell us more in the comments below!

NACE Mentor Program Brings Passion to the Profession

ongDavid Ong, Director, Corporate Recruiting, Maximus, Inc. and Vice-President – Employer on the NACE Board of Directors
Twitter: @dtong2565
LinkedIn: www.linkedin.com/pub/dave-ong/0/604/513

The concept of mentoring has been on my mind a lot lately. Over the past few months, I’ve found myself reaching out to several of my own personal mentors. These mentors come from many walks of life. One is an old fraternity brother from my college days who always encouraged me to get out of my comfort zone. Another is a former line manager from one of my first recruiting jobs who inspired me to become more creative. And then there are my unofficial NACE mentors who encouraged me for years to get more involved in this organization (admittedly, it took me a few years to follow their advice). Once I began to get more involved, they made themselves available for advice and encouragement whenever I’ve needed it. Truth be told, I know that I wouldn’t be holding my current NACE position were it not for their encouragement. These are relationships that I treasure.

Over the last few years, I’ve been fortunate to be a mentor to a number of NACE members. My first interactions as a NACE mentor came about during my first year as a member of the NACE Board of Directors through the NACE Leadership Advancement Program (LAP). Participants in this year-long program are assigned a mentor who is either a current or former member of the Board of Directors.

In a few instances, I had previous dealings with my assigned mentees, while in others, we  formed a relationship from scratch. As a mentor, I was there to provide my mentees with different viewpoints on leadership, opinions about their work challenges, or advice for getting more involved with NACE. I’m especially pleased that many of these mentor/mentee relationships have continued to grow well after the completion of the LAP program, and I know that many of my fellow Board members have had similar experiences.

My most recent mentor/mentee engagements have occurred through the NACE mentor program. There are about 40 NACE members who volunteer to work with members seeking a professional mentor. I only recently volunteered to serve as a mentor for this program and was shocked at how quickly NACE assigned me new mentees.

Within only two weeks of signing up to mentor up to three members, I found myself with a full dance card. I’ve reached out to all three of these individuals (none of which I knew beforehand) in the last few weeks and I’ve been really impressed by the passion that they bring to our profession. These mentees have varied functions (some in university relations, some in career services) and different levels of experience (some are brand new to our industry, others more established). That said, there are several universal themes in their day-to-day challenges that we can all relate to, from feeling under-resourced to seeking stakeholder approval to optimizing business processes, just to name a few.

So by now you might be asking, “What’s in it for the mentor?” To that, I would answer “plenty.” I get inspired at the passion that so many of our newer members display for both NACE and our profession. I get excited talking to people who might be assuming leadership positions within our organization in a few years. And sometimes, I find it therapeutic having offline conversations with people who understand both the joys and frustrations of what we do.

To my fellow members: we need more mentors—we have more mentees than mentors! Please consider volunteering as a NACE mentor. You’ll be glad you did!

Here’s how to get involved: Go to MyNACE and apply through your Account Profile by completing the Mentor/Mentee Information section. Choose to be a mentor or mentee and indicate the type association you prefer and your interests. Matches are made on a bi-monthly basis.

 

 

Helping Students Make Employer Connections

Irene Hillman

Irene Hillman, Manager of Career Development, College of Business, Decosimo Success Center, The University of Tennessee Chattanooga
LinkedIn: https://www.linkedin.com/in/irenehillman
Career Services Programs that Engage Employers
College career fairs can feel like a blur. Hundreds of college students, many of them prepared—but just as many of them unprepared, shuffle in and wander from table to table giving employers their pitches. Employers return the favor and point these young professionals to their websites to apply for positions. It’s a way to build visibility on both sides—company and candidate—but creating a meaningful connection simply isn’t in the cards.

So, how can colleges support the authentic engagement needed for both their students to build relationships that will help them launch careers and their employers to gain in-depth access to a targeted and valuable candidate group? Here are some methods being used by the College of Business at University of Tennessee at Chattanooga that might provide some inspiration!

Show Students Where They Might Work

The Company Tour Program was developed specifically for entering freshmen to help tie them into both the UTC and business community very early in their college careers. The college develops a schedule of bi-weekly tours for approximately 20 students (lasting one to two hours) into the facilities of the area’s top employers and these students gain access to companies to learn more about the area’s economy, explore potential employers, and network with Chattanooga’s business community in a very familiar and engaging fashion. This encourages students to think about how their degrees can be leveraged and their academic learning can be applied following graduation, motivating them to be better students who are engaged in networking within professional circles of the city.

Connect Students and Employers Over Lunch

Through Bridge Luncheons, the College of Business invites businesses seeking a way to connect with current students, pending graduates, or alumni to sponsor a business meal. This series brings business students and local or regional organizations together in an intimate setting over a served lunch where candid and interactive dialogue can occur. Typically this is used by companies as a recruiting venue for open positions. Such events are an effective means for companies to spend quality time with multiple candidates at once and serves, in many cases, as a first and simple step in the vetting process. The luncheon is also an ideal place for students to to practice business meal etiquette. Bridge Luncheons are by invitation only based on the criteria set by the sponsoring companies. Students receive e-mails requesting an RSVP if they care to attend.

Jennifer Johnson, a UTC Accounting student (Class of 2015), says, “The luncheons have given me an opportunity to connect with local businesses and to build relationships with their owners and employees before joining the work force.”

She adds, “I am very thankful that UTC has provided me with the opportunity to participate in these luncheons because they have helped ease my apprehension interacting with potential employers and colleagues.”

As an additional perk, colleges can consider such luncheons a minor revenue stream since a reasonable flat rate can be charged to companies and remaining funds (after catering and room costs are covered) would be retained to support other career services activities and events.

Pair Students With a Mentor

The Business Mentor Program is available to sophomore, junior, senior, and graduate students. Experienced professionals are paired with students in a mentoring relationship based on common professional interests, guiding students toward career success. Employers are encouraged to nominate a seasoned professional to the Business Mentor Program.

The program provides a great opportunity for professionals to counsel and influence the next generation of business leaders and increase the work force readiness of future recruits. Undergraduates may even engage in the program for academic credit (one credit). The course integrates academic learning with business world application and experiences. Students meet in class for one month to prepare for the mentoring relationship and then pair with mentors for the remaining semester period.

Practices Makes Networking Easy

The semiannual Resume Week and Mock Interview Week events are another way to help recruiters and students engage in effective networking and develop significant dialogue.

During Resume Week, the college seeks out a few dozen professionals (hiring managers or recruiters) whose careers align with the College of Business academic programs and invites them to participate in the event. Students visit the centrally located student lounge with their resumes to give managers and recruiters a chance provide their professional opinions through a 15-minute review while networking one-on-one. Bios of the volunteers are provided to students so students can plan who they want to meet. We encourage students to dress professionally and bring a business card to make a great first impression on our visitors.

Abdul Hanan Sheikh, UTC Human Resource Management and Management student (Class of 2015), summarizes the impact that the Resume Review event has had on his career launch: “By attending this event, I received remarkable feedback, which helped me make adjustments to my resume. This event helped me get more engaged in networking effectively. It was a great opportunity for me to make connections with business professionals from around Chattanooga. Furthermore, I believe these events helped me land my first internship last fall and then my summer internship as well, and those positions gave me the experience I needed in HR to feel confident about finding a great job after graduation. So now I have a strong resume and solid experience!”

A month following Resume Week, the college holds a similarly arranged series of events for Mock Interview Week. Students walk away with invaluable advice on both developing a robust resume and interviewing successfully, but they get a chance to ask questions about launching their careers to people with realistic answers. As a result, a connection is made and networking flourishes between the student and the professionals with whom they have met.

Engaging with employers need not be an awkward or hurried venture that happens once a semester. When students are provided multiple opportunities for directed networking, relationships can unfold in an enriching manner for our students and our employers!

 

 

Career Advising for Introverts: Should It Be Different?

Janet LongJanet R. Long
Founder, Integrity Search
Career Liaison to College of Arts & Sciences, Widener University
LinkedIn: http://www.linkedin.com/in/janetrlong/
Twitter: @IntegritySearch
Blogs from Janet Long.

NACE blog team member Chris Carlson wrote eloquently about networking for introverts earlier this year. His piece inspired me to think more deeply about the role of introversion in higher education career services. As both an introvert and the career liaison for the liberal arts student population at my university, I recently began to include material on introversion and extroversion in the semester-length career exploration series I facilitate, The Seekers. To my surprise, student feedback about these sessions has been nothing short of profound. For many students, there is a powerful sense of self-recognition accompanied by relief that they don’t need to reinvent themselves to enter and thrive in the world of work. I began to consider the implications for career advising overall, given that up to 50 percent of the general population describe themselves as introverts.

It often helps to start by defining terms. It can be easy to take for granted my Myers-Briggs training and decades to make peace with my own introversion. In informal polling I have found that most students still associate introversion with shyness or social awkwardness rather than with primary energy source. More disturbingly, they may view introversion as a flaw or deficit that warrants correction.

I like to start with basic MBTI definitions and then pose a classic question that can help students differentiate their preferred style. For example, “If you had an unexpectedly free weekend, would you rather attend several parties or catch up with a couple of friends individually?” I like this question because it challenges the false dichotomy of alone versus with people. Introverts may also prefer to spend time alone (as do extroverts at times). The difference lies in where they gain their main source of energy and how they prefer to recharge.

Our career services office, like many others, offers career fairs, speed networking events, and practice interviews for jobs or internships. With the best of intentions, we teach students to “put themselves out there,” to navigate cocktail/mocktail conversation, to develop compelling 30-second elevator talks, and to formulate responses to both hardball and softball interview questions. This is all helpful and necessary. But the nagging question remains, are there different and potentially more effective ways to broach these topics with students who identify as introverts? Do I as a counselor—albeit an introverted one—jump too quickly to tactics without first acknowledging and exploring how students feel about these processes and their perceptions of what society expects of them? I think that too often we treat introversion as something to be overcome rather than celebrated for its potential contributions.

As one example, last semester in The Seekers, I conducted a mock interview clinic in which we practiced responses in five common question areas. Halfway through the session, one brave student interjected that while she appreciated the tactical advice, none of it helped with trembling hands during actual interviews. Another student, who projected as poised and self-assured throughout the semester, jumped in and offered that the responses made her feel phony. Their comments led to a lively and connected conversation during which the students listened to and coached each other about how to reconcile internal feelings with external expectations. While their concerns were perhaps not unique to introverts, they created an important “aha” for me: that I needed to create more space within the group to be reflective and introspective about professional skills development.

I have recently started to draw on Susan Cain’s Quiet Revolution research on introversion, showing excerpts from her TED talk on The Power of Introverts where she laments external pressures to “pass” as an extrovert and helpfully differentiates introversion from shyness. One of my favorite lines is that “the key to maximizing our talents is to put ourselves in the settings that are right for us,” an exhortation to consider work environment and career choices through the lens of temperament as well as talent.

Ms. Cain’s poise and presence in a public speaking situation tends to surprise students and can start conversations about how introverts not only function but thrive in visible and influential positions. Similarly, Wharton professor Adam Grant’s research on effective leadership, The Hidden Advantages of Quiet Bosses, includes the finding that introverted leaders are more likely to engage their teams by encouraging individuals to develop their own ideas. I have found it useful to offer examples of well-recognized role models from all walks of life, from sports to business, who describe themselves as introverts, from Bill Gates, Mahatma Gandhi, and Rosa Parks, to Michael Jordan, Christine Aguilera, and Julia Roberts .

These are some additional strategies that I have found effective in provoking both reflection and discussion:

  • Combining personalized career assessments to give students more self-insight. I have found that StrengthsQuest and MBTI play well together. For example, a student who shows a preference for introversion on the MBTI may also hold “individualization” as a top strength. Integrating a “strengths” perspective into an introversion/extroversion discussion encourages students to move away from a deficit mindset.
  • Designing more intimate networking forums. This semester our office will pilot a home-based gathering for a limited number of students and alumni in selected fields to interact over a leisurely meal. Our hope is that such forums can complement the larger speed-networking formats and that each will each hold appeal for different types of students.
  • Scheduling one-on-one follow-up appointments. While this may sound like a no-brainer, students are typically more inclined to make appointments keyed to specific deliverables rather than more open-ended discussion about areas of discomfort. While not every student needs or wants this type of support, I think it is important to remind students that the suite of career counseling tools available to them goes beyond resume tweaks.

NACE career advisers, are you having these conversations in your offices? It would be interesting to learn more about employer perspectives as well.

 

Organize Your Workflow and Save Paper

Laura CraigLaura Craig, Assistant Director, Internships and Experiential Education, Temple University Career Center
LinkedIn: www.linkedin.com/in/lauramn
Twitter: @BuckeyeVirginia

Happy summer semester everyone! Before you can get to the end of the summer, though, do you feel like you can get to your desk? Building on James Marable’s earlier post for the NACE 2015 Conference, I wanted to take a deeper dive into one of the apps he mentioned, Evernote.

Evernote bills itself as “the modern workspace that enables you to be your most productive.” It’s a cloud-based service that allows you to create text, photo, and audio notes across a range of interfaces, combine multiple forms of media into one note that you can share with others, and organize everything in a meaningful way for later use. It has radically changed how I look at productivity, and I hope it can do the same for you!

Here are three ideas from my workflow to help you make the most of Evernote:

Banish a blizzard of paper from your desk: Before Evernote, I planned everything out on paper and gathered more paper for handouts. Then I created physical file folders for all that paper and filed them away. My computer monitor was decorated with a wide array of Post-Its and other scraps of paper that were vitally important, but lacked a permanent home.

Not anymore!

Now, I create a new note with my ideas, and attach any ideas for handouts to that same note so I don’t have to hunt for them in multiple places. I organize individual notes into topical notebooks and tag categories across notebooks. The screenshot below shows you an example of note organization. You see my “Program Planning” notebook with historical/current data around past programs and supporting content I’d like to use for future programs. I’ve highlighted my tag list in yellow. This list allows me to group items by category across notebooks.

craig evernote desktop

I may have notes about how to use the Symplicity Counseling Module within this notebook, but I use the Counseling Module tag, highlighted in orange, to categorize everything I have about it in Evernote. 

To-do lists are also far more dynamic within Evernote. Instead of a list of static items, I can add additional information, updates, and next steps to accomplish each item. Once I complete an item, I don’t have to get rid of it if I don’t want to, making it easy to use it as a recurring to-do list.

Free your inbox from “reference” items: Raise your hand if your inbox contains hundreds or even thousands of items “for reference.” One of the best features of Evernote is that you can e-mail documents into your account and sort them into individual notebooks from the e-mail message. In the screenshot below, you’ll see that I’m sending a meeting agenda into my Temple University notebook, and the note will be tagged “communications.” It won’t get lost once you send it to Evernote because anything that’s in your account is searchable, so give your inbox a break!

craig evernote emailSlay the paper monster: I remember at my first job having folder upon folder of articles and ideas that I wanted to share with students. Did I ever do that? No—I never saw that paper again after I carefully filed it away. Two additional Evernote add-ons have really helped me cut down on the amount of physical paper I retain, making it more likely that I’ll use the paper I have.

Scannable App: This free iOS app allows you to capture high quality scans of any document and share directly into your Evernote account, as well as through other channels. I would call this a must have app to lighten your load!

Doxie Scanner: If you’ve got a bigger paper monster to slay, consider investing in a Doxie Scanner. These scanners are small, easy to use, and have great Evernote integration. The small size makes it easy to use for home and work, and you could also take this to #NACE16. I’ve probably scanned more than 2,000 pieces of paper with my Doxie, so they are quite durable.

Do you already use Evernote? What’s your favorite feature? What organizational project are you tackling at work this summer? Share your ideas in the comments.

 

Developing Career Goals Holistically

Melanie BufordMelanie Buford, Program Coordinator/Adjunct Instructor, Career Development Center, University of Cincinnati
LinkedIn: www.linkedin.com/in/mebuford/
Website: www.melaniebuford.org

Dan Blank, a career coach who works primarily with creative professionals, offers the following advice in his webinar “Take Back Your Creative Life.”

“Career goals should not be formed in isolation. You must take into account all of your responsibilities (personal and professional), and be sure to account for your own well-being. This includes physical and mental health.” Blank encourages his clients to integrate their career and personal goals in order to set themselves up for success.

Many undergraduate students start their career decision-making process by selecting a major based on the subjects they enjoyed in high school. Students interested in majoring in one of the applied sciences tend to follow this pattern. Several students I’ve worked with tell me they’ve chosen to major in engineering because they were “smart” in high school or strong in math and science, but they don’t know much about the field itself. Time and again, these students arrive at the career development center wondering why they’re not more interested in the engineering coursework and field experiences.

The problem isn’t engineering. The problem is that these students formed career goals in isolation. They didn’t consider the environment they’d be working in, the physical location of their organization, the skills they enjoy developing and want to build on, or the ways they hope to grow as people and as professionals. Fortunately, the University of Cincinnati provides a co-op program that allows engineering students to get full-time work experience before graduation.

Career goals, increasingly, need to be formed holistically. Gone are the days when choosing a career was simply a matter of matching your best school subject to an industry. The market is volatile; new opportunities are being created and other avenues are becoming less viable. A law career isn’t the safe choice it once was, and the nonprofit world has expanded to include diverse organizations tackling new social issues. It’s more common that professionals will relocate to a new city for a job opportunity, and more workers than ever are changing jobs and moving to new sectors over the course of their careers.

We are facing the so-called “paradox of choice.” Research has demonstrated that if we are presented with more opportunities, decision-making becomes more difficult and satisfaction less likely.

When a student steps into a career development office today, they’re faced with a much broader set of options than they would have been 30 years ago. They could go to medical school in their hometown or they could spend two years in the Peace Corps and teach grade school students in Lithuania. They could go to graduate school for computer science or launch a start-up with friends based on their ideas for a new app.

In order to make these decisions, students have to consider not only what talents they have, but what kind of life they want to lead.

It is critical, therefore, that students take a holistic approach to developing their career goals. We encourage them to apply this lens both to themselves and to the field they’re considering. Here are a few questions students should consider during the career exploration process:

What skills do I have and want to develop?

What type of work environment might best fit my temperament?

What type of diversity do I hope to have in my work environment?

How is the industry I’m considering expected to evolve in the next few decades?

What city, state, or country might I want to live in?

What have my career goals been and how have they changed?

What role would I like technology to play in my career?

How important is stability to me and how willing am I to take risks?

Each of these questions will take time to answer as students develop more clarity on their identities and values. Is it any wonder career goals formed at age 18 often feel premature? These are questions we wrestle with throughout our lives.

To me, this only underscores the importance of committing to a continuous career development process, not just for students, but for graduates. Attempting to build your life looking only through a narrow lens of career is bound to work against your happiness. We must support students around this process by acknowledging its complexity and encouraging them to consider the multiple implications of a potential career path.

NACE members can pick up a student-directed version of this blog, Develop Your Career Goals Holistically, in Grab & Go.

Sources:

Blank, Dan. (2015). Take Back Your Creative Life Webinar. We Grow Media.

Cole, Marine. (2014). U.S. Job Market Has Changed Dramatically in 15 Year. The Fiscal Times. http://www.thefiscaltimes.com/Articles/2014/05/15/How-US-Job-Market-Has-Changed-Dramatically-15-Years

Hedges, Kristi. (2012). The Surprising Poverty of Too Many Choices. Forbes. http://www.forbes.com/sites/work-in-progress/2012/11/26/the-surprising-poverty-of-too-many-choices/.