Career Repair: you already have the right tools

Career Repair

From our childhood to our current career, we tend to gravitate towards activities and projects that require our natural strengths. Why? Simple—we get pleasure from using our talents in situations that motivate us.

The problem is we do some things so naturally and effortlessly, we think, “Doesn’t everybody do it this way?” No, they don’t. You have a knack for achieving certain results using certain talents because that’s what energizes you—and you make it look easy. Other people might be able to do the same thing due to training or experience but it’s grunt work and drains them (they always wish they were doing something else).

Natural Strengths

For example, some individuals get energized by having an impact on the physical world. If there is a piece of equipment, or machinery, or a vehicle, or a household appliance that breaks down or is performing poorly, they repair it, or restore it to its original state. You can tell it energizes them because you can hear them humming, or whistling or singing, or just bouncing around happily as they do what comes naturally and easily to them.

If this talent is caught early in life and channeled into a particular vocation then recognized and rewarded by an employer, they might even end up with a long and happy career as an aircraft mechanic with an airline, or a pipe-fitter in a refinery, or a mechanic in the military, or a maintenance worker for public transit, or one of hundreds of jobs available from hundreds of different employers.

Even if they lose one job, they can quickly adapt or retrain for something similar in another sector because equipment, machinery, and vehicles will always wear out, or break down, or need replacing and require individuals who have a knack for impacting such physical objects with their natural talents and learned skills.

The same is true if you like to have an impact on people, or like to control how, when and where a project or plan will proceed. Or, if you are energized by pursuing and reaching a goal or a target. Or, if you get juiced by engaging in a process of discovering, developing or expressing.

True Job Security

Each general human inclination can be narrowed down to reveal your particular motivational pattern, and that pattern can be matched to dozens of specific jobs in specific work settings.

This is true job security. When you take the time to understand your motivational pattern then you don’t have to worry if you lose a job because you will already know what other sectors of the economy will recognize and reward you for what comes easily to you.

Don’t let our volatile economy catch you by surprise. Get a JobJoy career assessment done today so that you can do some long-term planning for real job security.

You already have in your hands the right tools to repair and grow your career. Put them to work in your favour.

Are you ready for the new world of work?

New Career

It’s easy to manage your career when the world of work is stable and follows a set of rules that both employers and employees agree upon. This was the ‘cradle-to-grave’ job security that formed an unwritten social contract for decades since WWII. It allowed our society to move forward with political stability and economic affluence.

Hey! rub-a-dub-dub, three fools in a tub,

And who do you think were there?

The butcher, the baker, the candlestick-maker,

And all of them gone to the fair.

This nursery rhyme captures the spirit of that social contract, the notion that a rising tide of GDP floated all boats and carried everyone along on a light-hearted trip to a future of fun.

That social contract has been torn to shreds in North America by changing social and economic conditions, such as the hollowing out of the manufacturing sector and the millions of high-paying unionized jobs that went with it; the outsourcing of other jobs to Asia; the shift to lower-paying service jobs; the pervasive 24/7 reach of cellphones and other technologies that make it harder to establish boundaries between work and home; and other social trends and issues.

Did you know that the top 10 in-demand occupations of 2015 had not been invented in 2000? Or, that more information will be created next year than was created in the last 5,000 years. Or, that the average person will make 7 to 14 occupational changes by age 38?

Yes, it is much more difficult to manage your career in this millennium than the last. Did you wake up this morning dreaming of a future as a:

• Gamification Specialist
• Social networking affiliate manager
• Nano-mechanic
• Old age wellness manager
• Memory augmentation surgeon
• Weather modification police
• Waste data handler
• Personal brander/communications advisor
• Parallel programmer?

Probably not. If you thought about the changing world of work at all, you probably asked yourself: “Where do I fit in this world? What is available to me? How do I achieve a balance between my needs and all of the forces and influences around me?”

Big business, big government, and big unions have shown quite clearly since 2000 that they cannot provide guaranteed careers for a lifetime of work because they cannot control external variables, such as financial markets, climate change, technological revolutions, terrorism, and other influences on the economy.

These questions are best answered, I suggest, by shifting our career management strategy from an objective perspective, one that uses linear thinking–such as go to a good school, get good grades, get a good job, and climb a ladder of promotions and income—because that job-for-life will not be there.

Instead, we need to prepare our selves and our children to think about work in terms of fluidity and flexibility to meet the challenge of much change in a short period of time.

In order to meet these challenges in the external world, we may need to better master our internal world, to get a better understanding of our talents, beliefs, motivations, and values in order to shift efficiently and effectively with the twists and turns of a global economy and social upheaval. We need to know what hard skills we are suited to acquire and sell in the marketplace, and we need to know what soft skills we are suited to developing to sell those skills. In short, we need to think more subjectively.

Prepare yourself and your children to adapt to this rapidly changing world. Moving from an objective way of thinking about career to a subjective way of thinking is not easy but it starts with understanding your “life story” and how it relates to the kind of work we are best suited for as individuals and where that connects to the social world.

In the coming months, I will write more about how you can build and sustain the energy, enthusiasm and skills to be continuous adapting to this changing world of work, and especially how to find the fun in doing so!

It’s a New Year: Are your career goals organized around solving problems or creating what you want? – part 1

New Year 2015

You have a job now, right? And maybe you don’t like it. Or you’ve been thinking about a midlife career change but you don’t know what else you could do and still make money.

So, now your life is taken up with reacting to the circumstances of your situation. How can I work less and make more? I hate the office, how can I work 3 days at home, 2 days at the office? My colleagues annoy me, how can I transfer to another unit? I’m stressed out, how can I get leave with pay?

In short, these problems start to dominate your everyday life. You are trapped into reacting against the prevailing problems of your life–they suck up your time, energy, and money as you seek a way out.

Problem solving is one of the worst ways to try to build the life you want. Here is a simple truth: you can solve all of your problems and still not have what you want. For example, you get leave without pay only to find that the same position is not waiting for you when you return to work; instead, the new job is worse! Or, you transfer to another unit, only to find the work is boring or the workplace toxic. Or, you find no motivation for working by yourself at home, you can’t get the work done, and you get laid off.

When you are trapped into reacting against the prevailing problems of your life, you are led away from thinking in terms of desired outcomes. When you are in this problem orientation, you get ‘stuck’ in your career. You can’t create from that orientation.

Creating the career you want is certainly possible when you approach it as an orientation and a skill. A creative orientation is a process that involves proven steps that move you from where you are now to a state of being that doesn’t yet exist. If you were to create a painting, a sculpture, or a poem, you are creating a product that doesn’t yet exist. You can do the same thing with career change—you can create an outcome that doesn’t yet exist.

If your career is the subject matter of the creative process, then you need to have some idea of the outcome, what it might look like, feel like, knowing what you want. That might sound simple but it is where most people get stuck. Instead of working on what it is they want, they work on answering other questions: What will make me happy? How should I live my life? What is my purpose? What is meaningful to me? Important questions, to be sure, but the answers are not necessary for creating what you want in a career.

Most people get stuck in their career because they can’t “see” another option. They don’t think about what they want, but rather, what they think they should want from a limited menu of available items. The subtext is: find the proper response. For example, at this age, you should be in this kind of position earning this amount of money in your career. We are supposed to think there is a proper response. If your circumstances don’t match that “proper response” then your life becomes a problem, rather than what you truly want based on your natural inclinations. This is how problem-solving rather than creating becomes the organizing principle in your life.

This is an important part of the work I do as a job change expert—to create a ‘new’ picture, an accurate and reliable picture, of what that work or career might look like, based on a creative orientation, by focusing on your natural strengths, motivations, values and preferences.

Then, on the skill level, you create that new picture. Creating the career you want is not rocket science but it is a skill and like any skill needs to be learned and applied in an efficient and effective manner to get the outcome you want.

That will be the subject of my next post.

The Peter-Out Principle

Peter-out Principle

As we get older, it is harder and harder to do work we don’t enjoy. Why? Because our energy gets drained by such work…leaving us less and less energy for what we really want to do. This is the Peter Out principle, not to be confused with the infamous Peter Principle.

I have written elsewhere about that one, the notion that people get promoted on the job because of their natural flair for doing certain kinds of work until they reach a level of incompetence because that new job doesn’t require any of their natural talents or motivations. Or, to put it in more simple terms, people advance in their career until they stop having fun.

Many others, of course, never find that fun to begin with. They fall into a job, or take a job because they needed to support their kids, or because they don’t know what else to do. Work, for them, often becomes a grind, a duty, or an obligation to pay bills, cover the mortgage, or take care of family. It’s our bargain with the devil of job security that leads to dissatisfaction or worse:

“I’m stuck. I’m shackled in the golden handcuffs. I have good leave benefits and look forward to a half decent pension, but I do not enjoy the work that I am doing. I crave that creative side that seems to be missing from my life and yet I never seem to get around to. I find that there needs to be a buffer of time to get the ‘creative juices’ flowing- time I don’t seem to have after-work commitments and commuting. I feel like I’m banging my head against a brick wall….” This is a complaint I hear again and again from men and women in mid-career or middle age. It is experienced by huge numbers of people.

This is the Peter-Out Principle in action. The origin of the phrase peter out is thought to be associated with the name St. Peter, which in medieval France may have morphed into slang for the male sex appendage. So, to peter out means to fall off in power, to dwindle away to…nothing.

As far back as 1962, psychologist Abraham Maslow discovered that one of the best–if not the best–way to achieve personal power is through work. “All human beings prefer meaningful work to meaningless work. If work is meaningless, then life comes close to being meaningless.” In his hierarchy of needs, Maslow was simply pointing out what we all know to be true: that work is not just about making money, it’s also about making meaning.

Doing our work well requires some competency, confidence, or power. When our enthusiasm for work fizzles out, fades away, we might say we are petering out. When we work just for money, our desire for meaning, for vitality, for life ebbs away, tapers off, melts away–it peters out!

When considering this truth, I can’t help but think of Hazel McCallion, the mayor of Mississauga, Canada’s 9th largest city, who first won office at age 57 and just retired at age 93. If she worked only for money, she’d have retired a long time ago. No one could accuse her of petering out! She is one example of many who prove it is never too late to find work that energizes you.

As a job change expert, my goal is to help you do so by identifying, defining and mobilizing your Aptitudes, Attitudes, and Appropriate Actions.

Managers Control Timing of Hiring: Get in Their Pipeline

People Pipeline for Managers

This is one of the key principles that I use when helping my clients find permanent positions. Every hiring manager has a pipeline that they fill with prospective employees because (1) they are always looking for good people, and (2) they know they must hire them at some point. It’s not a question of IF but when.

A year ago, one of my clients got laid off after 25+ years with the same employer, a large defense contractor. My client was devastated but keen to get a similar job ASAP. He did what most people do, and sent out dozens of resumes to online postings with no positive results. He got extremely discouraged, even angry. He’d never needed to look for a job before, and it was a very negative experience for him.

I’m not saying he or anybody else shouldn’t look online but the U.S. Department of Labor reports that only 5% of people in the workforce are hired by submitting resumes to online postings. Therefore, I suggested to my client that he spend only 10-20% of his time & energy looking for a job that way, and to be more pro-active in his job search by networking for referrals to find job opportunities, not job vacancies.

I have written elsewhere on the difference between a job vacancy and a job opportunity, and how to find them. The key here is I coached my client on how to reconnect with former clients and brief them on his new employment priorities and preferences and ask, “Do you know anyone I can talk to?” One such approach resulted in a referral from a contact in Halifax to a hiring manager at a naval engineering firm in Montreal.

My client arranged a coffee meeting during one of the manager’s routine visits to Ottawa last November. That manager indicated there may be some job opportunities opening up in the near future. My client came to count on this vague verbal hint at a job. He followed up by email and phone for several months and heard nothing back…and got very discouraged again.

I reminded him that getting another job was his top priority but the hiring manager had other pressing concerns, another crisis to deal with, another fire to put out. And, he may be waiting for the conclusion to a very large deal that could take more time to come to fruition than he or anybody expects.

I encouraged my client to maintain the rapport he established with that manager by sending him an update every 2 months. In the meantime, I suggested to my client that he keep looking for other opportunities. He was able to land a few short-term contracts.

Then out of the blue this week, that hiring manager called this week to offer him a permanent job starting next month almost to the day of their coffee meeting a year ago!
You can’t control the timing of a job opportunity. It will materialize according to the needs and priorities of the employer.

Your job as a job seeker is to get in the pipeline, maintain a relationship with the hiring manager, keep your skills current, and persist with your job search.
In this stagnant economy, persistence pays off!

Avoid Burnout & Advance Career – Get in the zone!

Advance Career

Flow−the experience we have when we’re “in the zone”−has been studied for decades by psychologist Csikszentmihalyi. During a flow state, people are fully absorbed and highly focused…they lose themselves in the activity.

When your work utilizes your natural talents and motivations, when your daily grind is helping to create what really matters to you in life, then you are in your right work. There is a flow to it, an innate satisfaction abounds from it, and you derive genuine joy from what you do, a joy that is clearly evident to others.

Every job has a downside. We all have tasks we detest. Doing calculus homework in high school, for example, might be boring and hard if you have no knack for solving logical problems through numbers. You start but feel mentally exhausted, and you know you’re not getting the right answers.

But, you might also be an aspiring architect. Your math teacher clearly explains in detail how calculus can help you design more creative and ambitious structures. Your aspiration is personally important to you and the idea of creating interesting structures fascinates you. Suddenly, you see calculus in a new light. Instead of feeling exhausted by your homework, you now feel energized and motivated to learn to solve these problems. It’s the same work, but it now has a very different psychological effect on you.

Similarly, you might be in a helping profession, such as counselling, and have a strong desire to be self-employed in private practice working one-on-one with individual clients. But you can’t practice unless you have a funnel of clients who want your services. You don’t have a sales bone in your body. You once had a sales job and suffered burnout–it almost killed you.
But, now you gladly research sales and marketing tools techniques and implement them because your aspiration for self-employment is greater than you distaste for sales. You start to get clients and feel energized which, in turn, keeps you motivated to do the sales and marketing necessary to bring in clients.

Research shows that interest helps us perform our best without feeling fatigued. In one recent study, psychologists asked a group of undergraduates to work on word puzzles. Before they began, they were told them how exciting and enjoyable the task would be. Then they read a statement that framed the task as either personally valuable or of neutral value.

Those who read the first statement, and who also thought the task would be enjoyable, solved the most problems. Their engagement was more efficient because they were “in the zone” and not simply working on problems for a long period of time.

Psychology experiments often get participants to squeeze a spring-loaded exercise grip for as long as they can while performing another task to see if this increased performance makes people feel fatigued, or if high interest in a task maintains their mental resources. Much like the self-control needed to stay on task when we would rather do something more fun, resisting the urge to let go of your grip when it becomes uncomfortable also requires self-control. And that exertion of self-control is mentally fatiguing.

So, in a follow up study, psychologists found that people who thought the puzzle was highly enjoyable and highly important not only performed among the best, again, but they also squeezed the hand grip the longest. In other words, they solved the most problems, and it was not mentally exhausting for them. In contrast, those who were uninterested in the task generally performed worse, let go of the grip sooner, and were mentally fatigued by the effort.

Interest matters. It is crucial to keeping us motivated and effective without emptying our mental gas tank, and it can turn the mundane into something exciting.

Knowing the subject matter that most interests you, knowing your natural talents and motivations can help you harness “flow” to your advantage—to find your right work or advance your career.

Imagine working for a great boss every time!


Today is National Boss Day. 3 out of 4 employees report that their boss is the most stressful part of their job! More employees would prefer a new boss over a pay rise when it comes to improving their satisfaction at work. Ouch!

If you have a great boss, show your appreciation. Good or bad, bosses are a fact of life, and have been since ancient economies established master-slave relationships—the Pyramids were not built with collective agreements!

While workplaces today are (perhaps?) a little more humane, most of us have to navigate the power dynamics that go with any employer-employee relationship.

Some individuals are very flexible and can adapt to the operating style any boss. The rest of us actually have a preference for being managed. In fact, certain management styles bring out the best in us.

Operating Style of your boss can lead to conflict

I’m not talking about personalities here—whether your boss is warm, cold, two-faced, compassionate, analytical, judgmental, whatever. I’m referring to their operating style and the way that you, as an employee, best relate to authority.

For example, some employees need a hands-off relationship with a boss who allows them to exercise independent control over their specific area of responsibility. If they end up with a boss with a ‘directorial’ style—one who wants them to operate and perform in the manner the boss identifies as correct, appropriate, or most effective—then conflict is inevitable.

Without a clear understanding of this dynamic, we can get ourselves into a lot of hot water with bosses. As a career expert for the past 20 years, I have seen employer-employee conflicts played out in all kinds of scenarios…many of which could’ve been avoided or minimized if the individual—whether they were a boss or subordinate—had clarity about their preferred management style.

How do you prefer to be managed?

Most of us have never been taught or shown how to interview a potential boss for their preferred operating style, or how to negotiate with a boss in order to help them manage us in a way that brings out the best in us.

For example, if you function most effectively under a manager who provides you with initial support and direction at the outset of a new assignment of responsibility, then leaves you pretty much alone to carry it out…you probably need to learn how to tactfully help them do so.

But, if you get stuck with a micro-manager, you’ll have to grin and bear it, wait them out (the average tenure of a middle level manager is 2.5 years), or find another job–because this is a clash of styles that cannot be resolved through negotiation.

Many clients have described to me “a great boss” who provides intermittent support and direction at key points in a task, assignment, or responsibility. For them, the right manager offers assistance in making critical decisions. These individuals work best when they can count on their boss to have their back when unforeseen difficulties arise.

Others actually work most effectively with a micro-manager, a boss who provides continuous support throughout—touching base frequently and offering direction and advice when needed. But, if they end of up with a boss with a leader style, who prefers to paint the big picture and inspire others to follow him/her (or their program, cause, or mission) and leave the details to others, then they might dismiss this manager as inept or ‘political.’

Collaborate means to co-labor

In some cases, I have met clients who remember a single ‘great boss’ experience, followed by a series of bad bosses. A deeper analysis of their motivating situations reveals that they function most effectively under a manager who treats them as an equal, who works with them as though you were involved in a joint effort. In order to thrive at work, these individuals need an open-minded manager who has a genuine interest in their ideas and suggestions, as well as one who offers suggestions and advice when they ask for it or need it. When they don’t get it, they blame the boss.

Some even quit their jobs and go solo, only to discover they hate working on their own and need the dynamic of a workplace to bring out the best in them but they don’t know what that is until we do a deep analysis of their enjoyable experiences at work and outside of work. Then we discover they thrive in situations where they collaborated with others towards a goal.

Collaborate comes from ‘co-labour,’ or working together, and this kind of dynamic between employer and employee does not occur often, although when it does occur, interestingly enough, it tends to be a female boss who prefers to interact with subordinates in a participatory rather than authoritative fashion, preferring not to rely on administrative policies but on keeping others involved and keeping the momentum going.

There are bad bosses and good bosses in the world of work. But each of us can learn to better manage our relationships with authority by understanding what operating style used by a boss brings out the best in us. Then we can help create that at work or, at the very least, look for a manager who prefers to work with our preferred style.

Job Change is not easy when family & friends put pressure on you to stay in a job misfit


Krista English came to see George Dutch after seeing his name in the Yellow Pages and then looking at his website. “She was at her wits end with a job she was supposed to like,” said George.

Krista had been a nursing case manager and, since she spent a great deal of her time working with insurance companies and attorneys, she and her family thought it would make sense to get an MBA (Masters of Business Administration).

After finishing her Masters degree, she got a good job at a bank working with small businesses. “Life in the business world is quite different from nursing and in some ways she had not thought about before,” said George.

“As a nurse, I am 100% patient driven. The jobs I got after my MBA were totally sales oriented models. That makes sense in business—and I did well—but it really wasn’t me,” said Krista.

“I did so well as an Account Manager & Financial Advisor, they wanted to promote me into management where I wouldn’t work with clients. I not only got pressure at work, but from my family and society. We’re expected to want to be promoted.”

“Krista was not in an unusual situation,” said George. “She was being torn apart by worry and anxiety. She was in the wrong work environment.

“Often a bad situation is made worse by a number of stressful factors, such as unreasonable workloads; or the prospect of an impending layoff due to a change in the economy; or the expectation that they be available 24/7; or a change of job conditions from flex-time at home to face-time in the office; or the fear of being squeezed out of being competitive due to lack of educational credentials; or the unspoken pressure from family to maintain a high income at any price.”

Whatever the circumstances, Krista felt an overwhelming need to get out of her current job field. George said that her short term goal was to avoid the pain. The long term goal was to find a better job fit…if she only knew what it was! In the meantime, her priority was to maintain or improve her compensation package.

“There are two contradictory goals at work here,” according to George. “She wants a new job that will give her more vitality and joy, but she also wants to avoid financial insecurity.

“Krista was an example of the essence of being stuck,” said George.

“I had no energy on weekends,” said Krista. “I was drained. It took everything I had to go in to work 8-5 Monday to Friday. I had nothing left for the weekends.”

“In order to avoid a future that might be financially insecure, she couldn’t take action to move out of her current job field because she didn’t know what else to do; therefore, to move immediately meant she might end up financially insecure. Damned if she does take action, damned if she doesn’t.

She was likely to remain stuck for as long as she seek a long term solution to a short term problem.

“A career transition is not the solution to a short term problem-an unpleasant work situation. A transition takes time. It is best to do during a period of stability without overwhelming financial or psychological pressures. A transition is oriented around creating the kind of life you want; it is not oriented around problem solving,” according to George.

George said that, in order to solve her problem, she needed to learn to separate her contradictory goals. Her mismatched work environment is a short term problem requiring a short term solution.

As distasteful as it was for her, she realized that her best chance of getting out of her unpleasant environment, while maintaining her current pay check, was to do the same thing as a job change for another organization; or, cross the street, and purchase the services (that she was selling) for large organizations. Or, repackage her skills and market them for a related but different job target.”

George said, “She realized that the first thing she needed to do was take care of herself by getting out of her mismatched work environment. She needed to get into another job for the SHORT term in order to build up the capacity to make a transition over the LONG term. So first she had to get out of the crisis and take the time to transition.”

She did that by working as a program coordinator and teaching some clinical skills for a medical group.

“Making progress towards a long term goal is about building the life you want,” said George. “She understood that her long term goal was to have a career that fits her deepest values and top priorities and that it is possible but takes time and energy, two things that are in short supply when in crisis.

“Her JobJoy assessment helped her become more conscious of who she really was, and provided her with an impetus to change her situation,” said George.

“George was amazing,” said Krista. “He had me write a narrative of my life. What he does is the most amazing thing. He helps people understand their core purpose. Who they are and what that looks like in their careers. He helped me see that I was out of alignment with that.

“That’s huge. He was able to give me permission to be me. I kept hearing ‘You have a great job,’ but it wasn’t me. He sort of gave me my music back.”

Krista is now a rehabilitation case manager again, but now she enjoys all the things she liked about it in the past and a lot more because she knows now how to leverage her motivational pattern into her work. She works with a multi-disciplinary team to treat individuals with catastrophic injuries, such as brain injuries due to car accidents. She uses her influencing talents that better align with her deepest values to be of service and leave her mark on people by nurturing their potential or encouraging growth.

“Now my current job is awesome. I still use all my business skills. And I work directly helping patients. My salary has gone up by about $35,000 in a year and a half.

“Jobjoy is absolutely a possibility and George can help it happen.”

~with Nick Isenberg

Five Critical Ingredients For Successful Job Change


Current social and economic trends are forcing an increasing number of workers into job changes.

Many professional jobs, for example, that involve tasks that can be routinized or automated–including IT as well as accounting, even law–are being outsourced to firms in Asia, especially India and China, but also Malaysia, Vietnam and the Philippines. In North America, the number one workplace disability is depression and related mental/mood disorders, which forces many workers to voluntary seek a job change to protect their well-being.

Job change is the new workplace reality. Whether its voluntary or involuntary, most of us will have to learn to make effective job changes quickly in order to protect and promote our careers.

I’ve noticed in my own field of career management, I am increasingly learning new online technologies to increase my ability to provide high concept, high touch services to my clients. Providing personalized, customized reports on job matches for my clients is not something that can be easily routinized or automated.

Recent careers research, based on results employing 7725 participants and 62 career intervention studies (Brown, Ryan & Krane 2000), concluded that FIVE CRITICAL TREATMENT INGREDIENTS improve the effectiveness of career choice outcomes and decision-making.

1. Workbooks and written exercises. A JobJoy client usually writes out 8 stories about times in their life when they are doing what they enjoy most and do well, preferably stories about events/activities outside of work! This short 3 min video explains how, as does this short blog entry.

2. Individualized interpretations and feedback. Individualized feedback on test results, goals, future plans, etc. regardless of intervention format. I provide my clients with a personalized, customized JobJoy Report, a complete, accurate and reliable picture of their motivational pattern.

3. World of work information. My JobJoy Report matches a client’s motivational pattern to specific jobs in specific work settings. They are also given a strategy to move from where they are now into a better jobfit. I also use written materials that require clients to do their due diligence on job change, to write their goals, future plans, occupational analyses, etc.

4. Modeling. I insist that anyone can make a successful job change and earn more with better work-life balance. Yes, a job change is challenging…that is why I put a lot of emphasis on helping my clients conenct to other clients who have made successful job changes.

5. Attention to building support. This e-jobjoy newsletter is just one way that I provide ongoing support to clients but I try to help each client develop activities that will build support for their career choices or plans.

I use these five critical ingredients because they are proven tools and techniques for successful job change. Clients deserve not just any ol’ tool but proven effective tools. I take my responsibility, seriously, to facilitate proven methods that will match their strengths and motivations to specific jobs, in order to help them earn more and live a better story.

Too Creative For Tech?


During the past 20 years as a job change expert, I have met dozens of men and women in hi-tech careers with a passion for a creative activity.

The computer programmer who builds customized electric guitars. The senior network specialist who travels the country to compete in paintball. The ITIL specialist who hosts folk music concerts in his home. The software designer who provides black belt martial arts instruction to hundreds of students. The systems development manager who studies astronomy. I can go on and on.

But in every case, none of these individuals developed a new career, or even
a second career, around that particular passion. Everyone is creative, everyone
has passions. But not everyone can create a job out of their passions. Why?

Because it’s not about taking one particular activity/passion and building a
new career around it, like someone having a passion for sewing, and saying, “I
love sewing so I’m going to work as a tailor or a seamstress.”

The software programmer does not usually give up a lucrative job to eke out a
living customizing electric guitars, unless they had FaceBook shares they cashed
in during the IPO, or their parents die and leave them a fortune, or they win
the lottery….it happens, sure, but rarely.

The simple fact is that the earnings of hi-tech professionals are much
greater than what they could make with their hobby passion. That’s what holds
them back, the trade-off between having fun and having financial security. They
believe the two are mutually exclusive.

For years, they’ve been molded by what they do, and paid extremely well for
doing it. Even if they come to hate their work, they believe there only option
is to stick to their hi-tech job box. They want to bust out of the box but fear
negative consequences. It’s called a rut, which is sometimes described as a
coffin with the ends knocked out.


In the same way that the rut is linear, stretched out in one direction, they
think of their options in terms of the same left-brain, cause-and-effect
relationship. They see a line between what they do now and what they are
passionate about, and the connection does not compute.

They are focusing on the component parts of their lives, instead of looking
at the relationships between the parts. When they are doing what they enjoy
most—whether it’s building guitars, devising winning paintball strategies,
hosting folk music concerts, teaching martial arts, or studying astronomy—they
are engaged in a motivational pattern, one that is organized around their key
success factors.

It’s all about the pattern, the relationships between those factors that
energize them. Those factors can be defined, the pattern can be mapped. When
they see how their passion simply reveals certain aspects of their pattern, they
see how their talents and motivations match many kinds of jobs or careers in
specific work settings.

Instead of having one rather risky option organized around their passion,
they now have a dozen or more financially viable options organized around their
motivational pattern.

Busting out of the box is then possible. The dead end rut gives way to
shining path of real opportunity for a new kind of life, one that offers
financial security and job joy!