If you haven’t read the book, The Nibble Theory and the Kernel of Power by Kaleel Jamison, try to find a copy. It is a wonderful testament to empowering ones self. There is no shortage of people waiting in the wings to nibble at us for whatever reason. We are too young, too old, too fat, too skinny, too pretty, too ugly, too confident, too smart and the lists are endless. We often collude in the nibbling by self- effacing behavior or negative self- talk.  I asked my client, what was so important about “fitting” in at her job? Was ‘fitting in” worth changing herself? What value did she have by being different? I asked her, if she valued herself? She did not like the isolation that she felt by not going along with others on her job but she had her own set of principles. It was a quandary and she could find no easy answers. After much discussion, we moved on until she was ready to seek her kernel of power.

The kernel of power, according to Kaleel, is finding your special gifts and perfecting them. It is more important for you to empower yourself than to let others usurp your power. Empowering oneself is a lifelong commitment to pursuing what makes you a unique individual. Kaleel speaks about “growing yourself’. Let yourself shine. Discover the special gifts you possess that make you the individual that you are. Choose to be powerful. Revel in positive affirmations. Do not let others define you, box you, bully you or nibble at you.

At the conclusion of our session my client wanted to know more about The Nibble Theory as she busily compiled a list of what she considered her kernels of power. I let her borrow my copy of the book. She now looks at her O status in the land of X’s from a different perspective. The difference is a choice and she chooses to stay in touch with that power.

Though Kaleel is no longer with us, I could feel her smiling, with a fist in the air shouting out a self-assured Yes!

While I was driving in the car the other day what I thought was mindless background conversation on the radio turned out to be the catalyst for this week’s article. The commentator was giving advice to job hunters. She said, during an interview make sure to use the word “you” several times. You, apparently, is one of the predominant words in the English language. Our ears are used to hearing it and we react favorably when we hear it. That tidbit of information started my wheels turning. If “you” is an important word in the interview process, why shouldn’t you ask yourself questions about how to energize yourself once you are in your career?

I have come up with a checklist of ten considerations to help you energize your career.

• Reassess your career path
  Are you headed in a direction that is fulfilling both personally and professionally?
  Is it time for a change? Do you need a mentor? Do you have room to grow or are
  you at a plateau?

• Update your portfolio
  Are you keeping accurate accounts of your successes? Is your account current?
  You need to be ready at a moments notice to show your value to the company.

• Network
  Summer is an excellent time to mingle at social occasions. Make sure your business cards reflect your latest position. Keep them available. Remember, many deals are consummated on the golf course. You can have fun and advance your career.

• Seek professional development opportunities
  What type of training does your company offer? Do you look for opportunities to sharpen your skills? You are in charge of your professional development.

• Online training
  Have you checked out online training in your industry? Many companies and universities are offering courses online for you to sharpen your skills and/or get new business certifications.

• Travel or become familiar with another language
  Business is a global marketplace. The more diverse you are the more opportunities exist for you in the workplace. Expand your world.

• Health Assessment
  You require periodic health checks much like your automobile. A tune up is an opportunity to make sure you are in proper running order. You do that for your car, why not do the same for yourself.

• Read local papers
  You can keep your hand on the pulse of the community by reading local papers either online or in paper form. Business news is everywhere but you have to look for it. Remember the movie “Working Girl” back in the 80’s with Harrison Ford and Melanie Griffith. Rent a copy if you have not seen it. She used articles in the paper to further her career.

• Volunteer
  You step out of yourself when you volunteer. Giving to others is a healthy pursuit as well as an opportunity to meet other people. You may find another career through volunteering or enhance the career you are in.

• Plan for Retirement
  You are never too young or too old to set goals. Retirement planning is goal setting. You need to know where you are going and plan how to get there.

If you would like to read more about goal setting or ways to revamp your career, stop by the APLS Online store.

Mary King wrote an article for careercoaching.suite101.com entitled Teenagers at Work How to Stay Employed after Being Hired for a Job. After reading the article I thought, it starts here. If we begin our work life with the understanding that work is not only a means to finance our lifestyle but it is also a reflection of our values and how we view responsibility. The following is some of the advice that King shares in her article:

1. Always be on time. That means checking the work schedule daily in case any changes have been made.   (RESPONSIBILTY)
2. Attend to personal hygiene. No responsible adult should have to be told to shower, brush his teeth, or use deodorant.  (RESPONSIBILITY)
3. Never say, “It’s not my job.” Credit goes to the worker who is willing to take on a challenge and learn as much as possible about the company.  (VALUE)
4. An employee who consistently shows initiative, and is willing to put in a little overtime now and then to complete a task, is literally banking on the extra effort. (VALUE)

When I do training around the country I have noticed a common complaint that Mary King mentioned. I call it the “ it’s not my job syndrome”.  It is not always blatant but it has become pervasive in American business. There is a disconnect between what an employee is willing to do versus what is in the job description. In a bad economy workers are asked to do much more than one job. Workers can become disgruntled but the economy will not always be in the state it is in now. What has been lost is the big picture of the task at hand and how that affects the business at large. The employee has become so focused on “I’m only doing my share and I’m not responsible for…” that both the business and the employee suffer. Remember what Ms. King said in her advice to teens about the importance of learning as much as you can about the company. When the economy turns around who will benefit? Will credit be given to the employee who went the extra mile or will a promotion be given to “it’s not my job”?  Should risk takers be rewarded for going the extra mile? The relationship between responsibility and values gets cloudy right here.

However, I was encouraged to discover that Harvard Business School shares my sentiments about the influence of responsibility and values on work life.  They have a program called the Community Values.  Harvard goes a step further by incorporating leadership with values and ethics. The program stresses that a person is accountable for his/her actions. Personal responsibility is a mandate. The goal of the program is for members to reach the high standards of leadership by ascribing to the values of mutual respect, honesty, integrity and personal responsibility.  Harvard Business School provides a program that includes alumni speakers, industry speakers, and student-lead roundtable discussions and debates on current ethical business issues.

So in the end I still maintain that the best advice I can give my son is to make sure his value system includes taking responsibility for his actions. If he follows that advice it will serve him well in life and work.

Don’t forget to visit the APLS Online Store for more information on values, ethics and responsibility.

“ …creating an employee-first workplace requires good human
resources programs and even better leaders, the first step is honesty.
Corporate management really must believe that employees are the
most important asset and then back it up with training, tools, and
infrastructure to help workers do their best.”

As I read more about Rosenbluth’s ideas on employee engagement as a precursor to business success, I thought about a conversation I recently had with a friend. She was visibly upset and frustrated by the way her company had decided to share, what she deemed, as important information with the staff. Instead of having an HR person, a department manager or outside trainers deliver personal and professional growth information the company management decided to use an online training service. The lack of personal contact made her feel uneasy. Her concern made me think about the changing delivery of training and information sharing in organizations. Is this wave of technology the panacea that organizations think it is? Is the return on investment really better than assessing what information is viable as mass broadcast and what information needs the human touch?  Are companies being short sited and paying lip service to the idea of investing in human capital? Rosenbluth thinks that many companies say employee engagement is important but do nothing to back up their rhetoric. According to his view the company suffers in the long run when cost cutting rules the roost, because eventually employees feel less valued. Devalued employees look elsewhere for validation.

There is no denying that technology has brought about cost saving methods to deliver information and training to employees.  According to a 2009 survey done by WINNING WORKPLACES, mobile phones; web/audio conferencing; company intranet and social networking sites rated high on current methods for information sharing to and by employees.  When asked what areas of business are most conducive to technology-driven information among the top ten replies were HR information; quick dissemination of information for all employees; and providing employees with common answers to questions. In direct contrast to the high marks technology received, many respondents indicated that in-person, face to face communication is essential to the success of understanding and completing key tasks and to satisfying customers.

Information sharing and the delivery of training will continue to be a hot button for both the company and the employees. Is the dichotomy of responses in the WINNING WORKPLACES survey a generational issue or does one method of delivering information not fit all purposes? We cannot forget that we currently have four generations working side by side with differing views on human communication. Not every company is willing to train their new hires for six months and mentor them for two years like The Graham Company, an insurance brokerage firm in Philadelphia; nor does every successful company need to follow suit.

As businesses move forward and expect the best out of people what are they willing to invest in their employees? Each company will have to check the pulse on their own business. One method of information/training delivery does not fit all situations and successful companies will know how to bridge the gap. Company management cannot be afraid to ask employees how they best receive information, proceed to do a cost analysis and come up with a plan that will support the employees without breaking the company bottom line.

Don’t forget to visit the APLS Online Store for more insights into the benefits of employee engagement.

On the flight from Los Angeles to Singapore I had the pleasure of flying on Singapore Airlines. From the moment my colleague and I stepped on the plane the flight attendants anticipated our every need. We were greeted by our names and escorted to our seats as if we were celebrities, but as I looked around the plane the other passengers were being treated with the same care. During the long flight I couldn’t help but stare at the pleasant faces that were looking back at me. My cynicism would not let me believe that the flight attendants were genuine. I tried to detect a frozen smile or a less than comforting tone as they served passengers for the almost 20 hour flight, but their demeanor never wavered. I couldn’t help but wonder how Singapore Airlines managed to choose this harmonious crew of flight attendants for their airline? What were the criteria? Or did we get lucky? I got my answer on the return flight.

The flight from Singapore to Amsterdam was much less luxurious because we flew in coach instead of business class. The red eye flight was jammed pack with passengers gibbering in a multitude of languages, babies crying, generation y flopping from seat to seat and the bell for service ringing every few minutes. Still the flight attendants remained calm, attentive and busy serving the passengers. As I watched what seemed like a 12- hour circus the only constant was the reserve of the flight attendants. I had that “aha moment” Oprah often talks about, the moment when you “get it”. You realize what you are seeing. This is what it means to have the right person in the right job. Just like the crew on our flight to Singapore, though the conditions were different, the return crew’s behavior was essentially the same. The business class crew could afford to appear to be more personable because they had fewer passengers to serve. However, the coach crew spent an equitable amount of time with passengers attending to their needs.

I came to the conclusion that Singapore Airlines practices what consultants tell HR departments to do. Search for the right people to fill your positions. Do not fall prey to filling the position with what looks good on paper. Employer-employee compatibility is important to the bottom line. The right fit can increase your return on investment. Singapore Airlines has an excellent image in the marketplace. After my experience I am convinced that the HR department at Singapore Airlines must look for a certain type person to fit the image they have for their company. The right personnel fit is tied to the success of the airline. The crew projects an image and serves as a constant marketing agent with their consistent standard of service to all passengers. Singapore Airlines personnel strategy proves that the right person in the right job matters.

Visit the APLS Online Store for more ideas about finding the right employees to make your business successful.

Traditionally HR departments have concerned themselves primarily with the following areas:

• Recruiting, Interviewing and Hiring/Firing Employees

• Employee Management

• Training and Development

• Employee Manuals, Forms and Policy

• Wages and Benefits

• Government Rules, Regulations and Compliance

As economic recovery becomes a reality HR departments have an opportunity to reassess the way they currently do business. Department heads have a chance to make HR a viable stakeholder in their respective organizations by asking themselves the following questions:

• Are we becoming partners with company leadership to have a stake in perpetuating a positive, ethical company culture?

• Are we interfacing with all departments on a continuous basis to keep management and staff on the same page about company issues and policies?

• Are we using our HR budget efficiently?

• Are our recruiting efforts netting the type employees that fit our company culture?

• Are we using best in breed practices for interviewing?

• Are we researching and investing in technology as a useful tool in HR?

• Are we effectively training our employees for the maximum ROI?

• Are we researching multiple resources for the training and development of employees?  (Cheaper is not always the best investment.)

• Have all employees been made aware of diversity initiatives, harassment policies and code of conduct? Is adequate discussion time provided for employees to talk about behavioral expectations on the job?

• Have we performed a wage analysis in the last five years?

• Have we reviewed the benefit packages for existing staff and new hires? Do adjustments need to be made to compensation, health care, insurance, and work hours?

• Does the HR department have global awareness of employee management?

This is a time to be reflective and forward thinking about the power of HR in your organization. Take time to review the aforementioned questions. Let your answers be the catalyst to initiate change during the economic recovery and watch how the perception of HR improves in your organization.

Next week I will be presenting at the HR Summit 2010 in Singapore. I look forward to conversing with HR professionals from around the world about the part HR will play in the global economic recovery.

For more ideas about increasing the role HR plays in your organization, visit the APLS online store.

“…The new law of evolution in corporate America seems to be

survival of the unfittest. Well, in my book you either do it right or

you get eliminated. In the last seven deals that I’ve been involved

with, there were 2.5 million stockholders who have made pretax

profit of 12 billion dollars. Thank you. I am not a destroyer of

companies. I am a liberator of them! The point is, ladies and

gentlemen, that greed, for lack of a better word, is good. Greed

is right, greed works.”

What happened to CEO’s like Whitney Mac Millian of Cargill who in 1975 wrote these words to his employees:

“ Business secured by any means other than legal, open, honest

competition is wrong. Cargill does not want to profit from any

practice that is immoral or unethical. Should we discover our

business being done in any other than an absolutely proper

manner, disciplinary action will be taken.”

Do you think the CEOs’ of Adelphia Communications, AIG, Enron, Lehman, World Com or Bernie Madoff ever considered Mr. MacMillan’s words? Just this week Goldman Sachs is in trouble with the government for fraud that cost stockholders and pension funds billions of dollars. But of course Goldman is keeping a stiff upper lip and claiming ignorance of wrong- doing. Has that become the “American way”? Profits up at any cost, the greater good be damned. Have we totally lost our allegiance to each other? Is there no room for responsible capitalism?

I looked at Forbes and US News & World Report’s listings for the Top Ten Best Business Schools in America. I wish that I had time to personally evaluate the business programs at Harvard, Stanford, Northwestern, University of Penn, MIT, University of Chicago, Berkeley, Dartmouth, Columbia and Yale. After all, our future MBA’s, Directors, Vice Presidents and CEO’s boast of degrees from the aforementioned institutions. In the university business programs do they spend an equal amount of time on business practices and business ethics or is business ethics a class or two after thought? I don’t know the answer and I would venture to say neither do many HR professionals. The school curriculums are public knowledge but we are more impressed by the reputation of the programs and the prestige associated with the school names. When an applicant comes to our company from one of the illustrious Top Ten, I suspect that questions about the applicant’s business ethics are not high priority. We assume that if the student graduated from a lauded business program legal and ethical issues were covered. Perhaps we should not be so complacent or awed by a university name. The applicant’s ethical “fit” is important to the future success of the company.

I am encouraged by some recent trends that have been showing up in business. However, I have a concern that bad economic times promote a more ethical tone in business because more eyes are aggressively watching business practices. When the economic climate improves and the watchdog eyes subside “business as usual” has historically resumed, and ethics has been put on the back burner in lieu of profits. Let’s remain positive. According to the 2009 National Business Ethics Survey done by the non-profit Ethics Research Center the recent recession has sparked interest in ethical behavior in business. The responses of 3,000 employees who worked at least 20 hours per week for their primary employer showed evidence that there has been a 5% decrease in ethical misconduct on the job since 2007.  Whistle blowing has increased 5% in the same time period. The emphasis on ethical culture in the workplace is up 9% from 2007. And employees feel there is less pressure to participate in ethics violations by about 2% than in 2007. Unfortunately, the survey showed employees are still uncomfortable about perceived retaliation for reporting misconduct.

Is it time to turn back the hands of progress? People matter. Just because a team of lawyers can find a legal loophole to justify a business practice does not make it ethical or beneficial to the greater good. If we want to encourage more ethical behavior in American business responsible, ethical leadership is the key. Leadership sets the tone for company culture and business practices. According to James A. Nortz, Director of Compliance for Bausch and Lomb, in an article he wrote for Collateral, he has the following advice for executives:

• Take note of the messages you are sending employees now

• Measure the ethical culture of your organization

• If your findings of your cultural metrics are positive, heighten your current approach as business performance improves

• Establish performance goals for senior managers on ethical leadership and make ethical leadership part of an executive’s annual review

For more information about Ethics in Business check out our selections in the APLS Online Store.

I have a theory that we have been in the midst of a perfect storm. Economic downturn, deregulation of industries and the arrival of social networking combined to turn the last decade into the age of bad behavior, and the lost of civility and ethics.  I have not come to a conclusion yet, but what I do know is that from 2000-2009 the proliferation of bad behavior permeated the workplace as social networking skyrocketed in popularity. According to Gordon Hamilton in an article he wrote for Helium, Inc., social networking sites were first developed as instruments for teenagers to interact locally and globally. Savvy business marketers soon picked up on the marketing potential due to the mass audience and suddenly social networking became a “must have” line item in a company’s marketing plan. In 2010 not only does a business need a web presence but also visibility on at least one social networking site is a necessity to be competitive. Social networking has a global reach therefore any company can now have an international presence just by signing up. However, My Space and FaceBook, two of the monster social networking sites, were designed for “social” use not business use. There have been consequences for making a social phenomenon a business staple and the outcome has not been all good.

The anonymity of social networking has created a false sense of intimacy both socially and professionally. I am reminded by a line in the movie “For Love of the Game” when Kelly Preston’s character tells Kevin Costner’s character (a baseball player) that he and the ball are a perfect entity. It is the same way with people and the computer. There is a perfect anonymous relationship where everything and anything is possible. People are hypnotized by the ability to say whatever they want to say without facing another human being yet they are socializing. There is no perceivable accountability for what is posted on a social networking site. The result of no filter is bad behavior and in business, often unethical behavior. By blurring the lines between social and professional networking consider the following situations businesses are now encountering:

• Employees spending work time on social networking sites
• Employees posting personal pictures and information about themselves on sites
• Employees participating in anti-social behavior on-line
• Employees inadvertently telling company information on their social pages
• Employees sabotaging or harassing other employees on social networking sites
• Competitive companies surfing the web for company secrets via employee pages

In addition, according to an article by Gene Connors in Workforce Management, “Employers must implement social networking policies…” This constant networking has created a need for organizations to set boundaries in the workplace to protect both their businesses and their employees. Lawyers are working over time developing interpretations of privacy laws to help business legal departments distinguish employer and employee rights in terms of social networking at work. These issues were not foreseen when the marketers invaded the social networking sites.

Back to my TIME article, I was anxious to see if there are any reversible trends towards more civilized behavior on the horizon. The US remains the innovator of technology. Trade publications are addressing the issue of how companies can legally protect themselves from getting trapped in the “too much information” age. High schools and universities are talking to young people about the consequences of living your life on social networking sites. Cyber bullying is not just a “teenage term” it is making its way into business circles and Human Resource departments are beginning to address the issue when discussing harassment with employees.

Since this is just the beginning of the next decade we have to start somewhere to rectify the problem of bad behavior. According to Linda Klebe Trevino and Gail A. Ball in an article printed by the Journal of Management, management’s attention to unethical behavior and subsequent delivery of appropriate punishment to offending employees has a positive effect on changing the behavior norm in an organization. For a change to occur the punishment needs to be perceived as fair and consistent by the other employees. The expectation that the situation will be addressed is as important as the punishment. In the same article rewarding ethical behavior was also discussed. This approach is equally effective as long as management pays attention to reward ethical behavior fairly and consistently. Outcome expectancies on the part of the employees are critical to the success of either approach. 

I am optimistic that we will start to talk civilly one on one to each other again in the near future. The Decade from Hell is over and a new day with limitless possibilities is here. Now that we are aware that social and professional networking need not dance so closely I hope the tide will change and the boundaries will return between personal and professional networking.

Check out our on-line store www.aplsgroup.com for Communication resources to support today’s blog

The clock movement changes the balance between personal time and professional responsibilities.  Even though the hour difference is a yearly occurrence, to many workers it is another adjustment in a demanding business year. The recession has been a formidable challenger to “business as usual.” Managers and employees have been required to stretch themselves to the limit and are expected to be grateful that they are not part of the unemployed. With daylight savings time we gained more daylight hours but initially lost an hour’s sleep. The time will be absorbed, as it is every year, and the worker will adjust but at what personal cost?

The current trend in business is to produce more with less. If we look at the statistics, American’s are working more and relaxing less than most industrialized nations. It is imperative that workers take personal responsibility for stress relief. Stress is a leading culprit behind heart attaches, strokes, diabetes, depression, and high blood pressure. Since money issues are the pink elephant in many households, stress relief has taken a back seat or is a luxury people think they can’t afford. In reality they can’t afford to ignore stress relief without dire consequences.

Here are a few ideas that might help you relax and lose some of the stress you have been holding on to lately. Feel free to try one or more solutions to get your life back in balance.

• Walking /Running    * FREE*
  Explore your neighborhood
  Visit a local park
  Check to see if a local mall will allow mall walks during non business hours
  Local public school tracks
  Lunchtime around work area

• Bike riding

• Water Exercise
  Swimming (YMCA, gym, community pool)
  Water aerobics classes (YMCA, gym, community pool)

• Organized Exercise
  Aerobics classes (YMCA, gym, school/community)
  Yoga (gym, studio, school/community)
  Tai Chi (gym, studio, school/community)

• Sex
  Safe, responsible sexual interaction

• Journaling
  Write down your thoughts, dreams, aspirations, irritations for your eyes only

• Laughter/Humor
  Rent/buy humorous films to watch and laugh out loud
  (Examples) Wedding Crashers, 40 Year Old Virgin, The Odd Couple, BIG, When Harry Met Sally, Bells Are Ringing, Trading Places, Pink Panther, There’s Something About Mary, What’s Up Doc
  Go to a local comedy theater

• Read  (lose yourself in the words)
  Fiction, non-fiction whatever strikes your fancy
  Books on tape
  Kindle

• Music/Dance
  Get an iPOD and download songs you like by your favorite artists
  Dance to the songs on your iPOD
  (Example) Any Motown, Rolling Stones, Beatles, Bob Marley

• Social Interaction
  If you like people plan a BBQ, game night, date night with significant other

Stress can be a silent killer. An hour’s sleep loss does not seem like much on the surface but add that to job stress, family stress, financial worries and it can build to a dangerous overload. It is not selfish to investigate ways to relieve personal stress and then indulge yourself when you find a suitable outlet. Balance in life is the key to longevity and good health. Next year when daylight savings rolls around we’ll be prepared.

I recently read an article by Eli Davidson, a popular executive job coach, who strongly suggested that the resume is an archaic piece of paper. She went as far as to say, “Burn the resume”! Ms. Davidson contends that in the electronic age with Twitter, FaceBook, YouTube, and other networking sites on the Internet, the resume is not the essential tool for securing professional employment that it once was. I am not prepared to jump on that bandwagon yet, even though I will admit business is increasingly relying on technology for recruiting and job placement. However, the resume is not dead. It has morphed into a living document that can be a traditional business form or a twenty first century talking point document.

Resume resources usually have abundant ideas about general content, design, and presentation but very few publications give advice about how to prepare a marketing plan to showcase your best business assets. A good marketing plan provides the cornerstone information for an effective mobile resume. In other words, a resume that is reflective of your past and current skill sets and is ready to be updated at a moments notice. The mobile resume is an important piece of job search strategy. The marketing plan takes the stress out of creating an eye- catching resume because all of the pertinent information is readily available. The constantly evolving marketing plan is the life- blood of the mobile resume.

A formidable marketing plan does not begin to take shape when you are looking for a job or changing careers. The optimum time to start building your marketing plan is when you begin thinking about a new career direction. You are not doomed if you get a late start. However, if you do not start at all you may miss a great position because you do not have the right resume. Start preparing your marketing plan today by implementing the following eight steps:

• Set up an employment file in your computer
  Keep track of employment history, education, professional contacts

• Catalog your business accomplishments
  File awards, commendations, mentorship, training

• Develop lifelong learning strategies in various subjects
  Visit free college lectures online. Develop interests outside of your field. Travel for pleasure and networking. Document your experiences.
  www.lecturefox.com www.extension.harvard.edu/2009

• Stay educated in your field
  Professional development, read journals, seminars, webinars
  Take notes and keep them in a file for easy access.

• Volunteer outside your comfort zone
  Learn and/or develop an untapped skill. Diversify your skill sets.
  Document your experiences.

• Stay current in technology
  Visit websites with work world content. www.workforce.com
  Develop a list of your proficiencies in hardware and software.
  Create a list of website “favorites” for quick reference.

• Research companies periodically to size up the fit.
  Learn about companies that interest you. Your general knowledge could be critical during a job search. Create a file for your research.

• Socialize for fun and networking
  Meeting people can translate into social and business contacts.
  Collect and catalog business cards. Join a team or a social group.
  Attend meet and greets to make yourself visible.
  Websites provide opportunities to make connections. (Ex. Linked In)
  Avoid provocative photos/information on social networking sites.

If you follow the eight- step strategy the marketing plan you create will help you build the perfect mobile resume. Remember, the best time to find a great job is when you are not looking for one. The mobile resume will keep you in tip- top employment ready shape.

For more information on this topic please visit our online store. A few popular titles are Networking for Success, Job Search That Works, Strategic Resumes, and Career Skills for the New Economy.