Now that you've graduated, please DO color outside the lines...

Not likely something you heard from any of your educators at any stage of your academic development (unless maybe it was an art instructor) and still not something encouraged by all employers. but let's examine why it's relevant to your professional pursuits.

A recent article based on a study of preschoolers and pedagogy, and I'm paraphrasing loosely, has it that kids today have far more formal education starting much earlier than at any other time in history but with a lesser ability to problem-solve and learn new things unless directly being taught by someone through specific instruction. The article was in favor of removing the idea of curriculum and structure for preschoolers and giving kids the chance to experience the world and learn instead through play and interaction with other kids.  Those silly underachievers! ;)  Seriously though, the gist is we're more educated  than at any other time in history, but not necessarily  better educated; especially if you find value in perspectives other than those offered by professors/educators and textbooks.

No, I'm not suggesting skipping high school and college or even kindergarten!  I'm suggesting trying new things and exploring new approaches that interest you even if they don't come easy or aren't necessarily convenient.  I'm suggesting embracing life as a learning opportunity.  I'm saying, don't wait to be taught something new.  Reach out, stretch out if necessary, and learn something new if for no other reason than that it isn't something you already know!

Plenty of crossword puzzle finishers on this planet already.  Do yourself, mayhap your career, a favor and be the person with enough confidence in their problem-solving to actually start one...vinny

Which one are you?

I had an awesome candidate interviewing for a position, and they spec'd out on almost every technical detail imaginable.  I made sure that they were appropriately prepared: knew the name/title of the interviewer, had the job description, understood the position responsibilities and was monitoring interview feedback along the way.  All signs were positive...right up until I spoke with the hiring manager.  That might have even been positive if she had been able to answer her own, not my, question.

The candidate presented very well, sounded knowledgeable on all fronts, had a solid career trajectory, reputable employers, good tenure, etc.  So what went wrong you ask?  It came down to a lot of 'we',
'us', and 'our' terms when asked to describe 'his' individual contribution(s).

I know, it conveys a sense of collaboration and being part of a team.  What wasn't made clear to this particular hiring manager is what 'they' specifically did as part of said team.  In my hiring manager's words, "Everything about this candidate tech's out but I'm just not certain if they're a good team player or just a player on a good team.  The first I definitely need; the second...I have plenty of those already."

Do plug yourself into the equation and demonstrate through the use of words like 'we', 'us' and 'our' your team-player-ness,  but don't forget to share what your specific contributions are/were or you may leave a prospecive employer asking the same question...vinny

Being Eligible for Re-hire isn't the same as being Re-hired!

I recently heard  a colleague say this on their way to a new engagement, "I'm leaving on good terms and I'm eligible for re-hire".  As kindly as I knew how I suggested that being eligible to return doesn't a) guarantee that you'll be welcomed back because, and this is just a maybe, b) people might not be excited about what you consider to be 'good terms'.

A mentor of mine would phrase it this way, "what is, just is" meaning there isn't a lot you can do once you've driven the stake.  People (which is what your past, current and future employers/co-workers are) have opinions and you may not know how all/any of them may affect you until you try to return, and even then you may not know! What if you didn't actually do anything wrong during your tenure that would make you ineligible for re-hire, but because of 'who' you are, these same people weren't necessarily sad to see you go? What if they were initially sad but then afterward found that feeling replaced with anxiety or annoyance over a less than seamless transition?  Did you leave a mess in your haste to exit, did you exercise PTO to offset the notice you gave them, will those left behind be able to pick up where you left off?  These are questions you should try to get in front of!

Here are some basic suggestions that may help:
1) Give ample notice even if you assume you'll be 'walked out'
2) Create a transition plan for offloading your current workload including status updates
3) Draft a formal resignation letter expressing your appreciation for the people you worked with and the opportunities you were given
4) Don't look like you're dying to get out of there

Nope, none of these 4 things will guarantee a smooth road back but you'll at least know, and so will they, that you did what you could to remove some of the inconvenience associated with your leaving...vinny