Navigating the job market in the construction industry can be daunting, especially when balancing your current role with the search for a new opportunity. Whether you’re seeking growth or a better fit, our Featured Professionals service is designed to connect you with top-tier opportunities while keeping your current job secure.

Why Choose Featured Professionals?

We’ve reimagined how construction professionals explore career growth, offering you a confidential and effortless solution to advance your career. Here’s what sets Featured Professionals apart:

TOP-TIER OPPORTUNITIES
High-quality companies approach you with roles tailored to your unique skills and aspirations. You set the parameters for your ideal employer, ensuring every opportunity aligns with your personal and professional goals.
EFFORTLESS CAREER ADVANCEMENT SUPPORT
With minimal effort, you can securely explore career-advancing opportunities without disrupting your current role. Our streamlined process makes it easy to consider exciting possibilities while maintaining your peace of mind.
CONFIDENTIALITY
Your privacy is our top priority. We represent you anonymously, ensuring your identity is disclosed only when you’re ready to engage with a potential employer.

How Does It Work?

Crafted Representation: We create a confidential, non-identifiable outline of your skills, experience, and career goals. This ensures companies see the value you bring without compromising your identity.
Opportunities That Come to You: Hiring authorities review your anonymized profile and express interest if their roles align with your aspirations.
Your Decision, Always: You retain full control—review opportunities, engage with roles that excite you, or decline without obligation.

Who Qualifies for Featured Professionals?

Our service is tailored for experienced construction professionals who:

Excel in their field and seek meaningful, high-quality opportunities.
Uphold professionalism and a commitment to excellence.
Are ready to align their career paths with their long-term goals.

Our Mission: Meaningful Work with Meaningful Relationships

At its core, our mission is about building aligned construction teams with human sensitivity. We believe a job isn’t just a task—it’s your time, your future, and how you spend your life. Through Featured Professionals, we connect exceptional talent with top-tier employers to foster meaningful relationships that elevate lives and careers.

Take Control of Your Career Today
Joining the Featured Professionals list is simple. Fill out the interest form HERE or email us directly ([email protected]) to start your journey toward a better career—securely, confidentially, and effortlessly.

Your next opportunity is closer than you think. Let us bring it to you.

View our Featured Professionals page.

Self-presentation in interviews is a delicate balancing act. On one side, you want to showcase your strengths, aspirations, and potential. On the other, there’s a risk of crossing the line into overselling or even deceiving, whether intentionally or not. Striking the right balance is critical not only for landing the role but also for setting yourself up for success once you’re in it.

So, where is the line between being generous and optimistic about yourself versus overselling or deceiving? Let’s break it down.

What Does Generosity Look Like?

Generosity in self-presentation means framing your experiences and skills in the best possible light while staying truthful. It’s about:

Highlighting Transferable Skills: Emphasize how your previous experience equips you to excel in this role, even if the context or industry is different.
Sharing Your Aspirations: It’s okay to talk about where you want to grow and what you’re excited to contribute, as long as you’re clear about your starting point.
Owning Your Learning Curve: If you don’t have experience in a specific area, focus on your ability to learn and adapt rather than trying to obscure the gap.

Generosity means believing in your potential and advocating for yourself with honesty and enthusiasm. It’s about leaning into your strengths without pretending you’re something you’re not.

What Does Overselling Look Like?

Overselling happens when optimism crosses into exaggeration or dishonesty. Examples include:

Inflating Achievements: Taking sole credit for a team accomplishment or overstating your role in a project.
Overstating Skills: Claiming expertise in areas where you have only limited experience or none at all.
Hiding Weaknesses: Pretending that you’re flawless rather than acknowledging areas where you’re still growing.

The problem with overselling is that it sets up unrealistic expectations. If you land the job under false pretenses, you risk being unprepared for the challenges ahead, damaging your reputation, and straining your relationship with your employer.

The Risks of Deception

Deception, even in small ways, undermines trust. Employers rely on interviews to assess fit, and misrepresentation—whether about your skills, experience, or even your motivations—can lead to:

Mismatched Roles: You might end up in a position you’re not equipped to handle, leading to stress and underperformance.
Damaged Relationships: Once discrepancies come to light, trust between you and your employer is eroded, making it difficult to build a strong working relationship.
Career Setbacks: Misrepresentation can hurt your reputation and close doors to future opportunities.

Hard-Hitting Examples of Lack of Authenticity

Example 1: Inflating Leadership Experience
A candidate claimed to have led a team of 20 people in their previous role, positioning themselves as an experienced manager. In reality, they had only occasionally supervised a small project team of three. When they were hired into a managerial role requiring oversight of a large department, their lack of leadership skills quickly became evident. The stress of managing a role they weren’t prepared for led to mistakes, strained team relationships, and their eventual resignation after only six months. This left the employer scrambling to fill the position again and damaged the candidate’s professional reputation.

Example 2: Hiding Gaps in Technical Skills
A candidate applied for a role requiring advanced knowledge of a specific software tool, claiming they were proficient. In truth, they had only a basic understanding and hoped to “figure it out” on the job. Within weeks, it became clear they couldn’t meet the technical demands, leading to missed deadlines and frustration among their colleagues. The employer lost trust in the candidate’s abilities, and the candidate’s confidence took a severe hit. Ultimately, they were let go, and the entire hiring process had to start over, wasting valuable time and resources.

Example 3: Misrepresenting Project Leadership
A candidate boasted about “building” a $20 million luxury home, giving the impression they had led the project from start to finish. In reality, they had only worked on a small part of the project and were not in a leadership role. Worse, they had been dismissed from the project due to performance issues. Once hired into a role requiring similar high-level project management, their lack of expertise became painfully obvious. The employer’s disappointment and the candidate’s inability to deliver led to a swift termination, creating reputational damage for both parties.

How to Stay on the Right Side of the Line

To balance confidence with honesty, consider these principles:

Be Specific: Use concrete examples to illustrate your skills and achievements. Specificity builds credibility and avoids overgeneralization.
Acknowledge Growth Areas: Employers value self-awareness. If you lack experience in a certain area, frame it as an opportunity to learn and grow.
Speak to Potential, Not Perfection: It’s okay to be optimistic about what you can achieve, as long as you’re clear about where you’re starting from.
Avoid Absolutes: Instead of saying, “I’m an expert in X,” say, “I have significant experience in X and am excited to deepen my expertise further.”
Be Prepared to Back It Up: Anything you say in an interview should be supported by examples or evidence. If you can’t back it up, don’t say it.

Questions to Ask Yourself

Before presenting yourself in an interview, reflect on these questions:

Am I being truthful about my role in past achievements?
Can I provide examples to support every claim I’m making?
Am I framing my growth areas as opportunities without misrepresenting my current abilities?
Will what I’m saying set realistic expectations for the role?

Conclusion

The line between being generous and optimistic versus overselling or deceiving lies in intention and transparency. It’s about advocating for yourself while staying grounded in truth. By presenting yourself authentically, you not only increase your chances of landing the right role but also set the stage for a successful, trusting relationship with your future employer. Confidence and honesty aren’t mutually exclusive—together, they form the foundation of professional integrity.

This interview prep guide is designed to help you enter your interview fully prepared, with a solid understanding of the role and company, answers to common questions, and thoughtful questions to ask your interviewers.

Check out our FREE GUIDE here.

Why Prep?

Reduces nerves by building confidence
Shows genuine interest and professionalism
Helps you answer questions clearly and specifically
Highlights your fit with the role and culture
Reveals any questions or concerns early
Increases your chances of making a strong impression
Helps you negotiate

Interview Logistics

Being prepared for logistical details helps reduce last-minute stress, allowing you to focus on making a strong impression.

Tip: Planning these details in advance helps you feel confident and focused, showing the interviewer that you’re punctual, reliable, and prepared.

1. Confirm Interview Details

Date & Time: Double-check the interview date and time, including time zones if applicable.
Location: Identify whether the interview is in-person or virtual. For in-person, confirm the address and any specifics about parking or building access. For virtual interviews, make sure you have the correct meeting link.
Travel Time: Plan for congestion and traffic at the interview time and day.
Interview Length: Ask for an estimated duration to help you plan your day and pace yourself.

2. Technology Preparation (For Virtual Interviews)

Platform Familiarity: Ensure you’re comfortable with the meeting platform (e.g., Zoom, Teams). If it’s new to you, do a quick test run to familiarize yourself.
Internet Connection: Use a stable internet connection in a quiet, distraction-free space. Avoid public Wi-Fi if possible.
Backup Plan: Have a backup plan for any technical glitches (e.g., a mobile hotspot) and keep contact info handy.

3. Dress Code

Confirm Attire Expectations: Check with your recruiter about dress expectations. It’s generally safe to match or slightly exceed the company’s typical dress code.
Virtual Setup: For virtual interviews, ensure your background is clean and professional with good lighting.

4. Prepare Contact Information

Save Contact Details: Keep the recruiter’s or interviewer’s contact information accessible in case of last-minute changes or issues.

5. Plan Arrival or Setup (For In-Person Interviews)

Timing and Transportation: Plan your route and aim to arrive 10–15 minutes early.
Parking Details: Confirm parking availability or look for alternative options if needed.
Building Entry: Some locations require ID or check-in, so have identification ready.

Research the Company and Interviewers

A solid understanding of the company’s mission, culture, and recent developments allows you to tailor your responses and demonstrate genuine interest.

Tip: Mentioning insights from your research demonstrates that you’ve thoughtfully prepared and helps you stand out.

1. Company Background

Mission & Values: Review the company’s mission statement, values, and guiding principles. Consider how these align with your own values.
Company History: Understand the company’s origin story, major milestones, and unique market position.
Recent News: Check for any news articles or press releases to gain insight into recent projects, expansions, or awards.

2. Product/Service Knowledge

Key Offerings: Familiarize yourself with the company’s main products or services, especially those relevant to the role.
Competitive Edge: Identify what differentiates the company in the marketplace and think about how your skills could support these strengths.

3. Industry Overview

Market Position: Understand the company’s standing in the industry (e.g., market leader, fast-growing startup).
Challenges & Opportunities: Research any common industry challenges or trends that could impact the role.

4. Interviewer Profiles

Professional Background: Review each interviewer’s LinkedIn profile to understand their career history and current role.
Role at the Company: Consider each interviewer’s position in the company and what they might prioritize in a candidate.

5. Competitive and Cultural Awareness

Company Culture: Look into the company’s work environment and values. Social media and Glassdoor can offer insights.
Reputation and Reviews: While reviews are subjective, patterns in feedback can provide valuable cultural context.

Understanding the Job Description

Fully understanding the job description allows you to tailor your answers and convey that you’re the right fit.

Tip: Tailoring your answers to specific language in the job description shows that you understand the role and the company’s values.

1. Identify Core Responsibilities and Skills

Primary Duties: List the main responsibilities, noting how your experience aligns with each.
Essential Skills and Qualifications: Prepare examples showcasing your experience with required skills.

2. Performance Expectations and Key Metrics

Key Performance Indicators (KPIs): Note any KPIs or goals mentioned, and reflect on experiences where you’ve met similar targets.

3. Role’s Contribution to the Organization

Team and Department Goals: Consider how the role fits within the team and company. Be ready to discuss how you can contribute to broader goals.

4. Key Competencies and “Soft Skills”

Behavioral Attributes: Prepare examples showing leadership, communication, problem-solving, and adaptability.

5. Clarify Any Unclear Points

Ambiguities in the Job Description: Make a note of any unclear responsibilities or expectations to ask about in the interview.

Develop Answers to Common Questions

Preparing for common questions helps you approach the conversation with confidence.

Tip: Structure your answers to reflect the company’s core competencies and cultural traits.

1. Behavioral Questions Using the STAR Method

Situation, Task, Action, Result: Structure your answers to give a clear, concise narrative.
Example: “Tell me about a time you overcame a challenge on the job.”

2. Questions About Skills and Experience

Technical Skills: Prepare specific examples showing your proficiency with required tools or processes.
Soft Skills: Share stories that highlight teamwork, communication, and reliability.

3. Motivation and Career Goals Questions

Why This Role?: Be ready to explain why this role excites you and aligns with your goals.
Long-Term Goals: Show ambition and growth by discussing the skills you hope to develop in this position.

4. Company Fit and Culture Questions

Values Alignment: Connect your values and past experiences to the company’s mission.
Adaptability: Share examples of times you adapted to change in past roles.

5. Problem-Solving and Initiative Questions

Problem-Solving Examples: Prepare examples that demonstrate critical thinking and proactivity.
Conflict Resolution: Describe how you’ve handled workplace conflicts constructively.

Preparing Your List of Greatest Work Accomplishments

Prepare a list of your top work accomplishments to showcase your skills and impact. Keeping these examples in mind helps you answer questions about your strengths and successes confidently. Here’s how to make your list strong:

1. Choose Accomplishments That Demonstrate Relevant Skills

Focus on achievements that highlight the skills and qualities most relevant to the role, such as leadership, project management, or technical expertise.
For example, if the role emphasizes team coordination, include an accomplishment where you successfully led or collaborated on a challenging project.

2. Use the STAR Method to Structure Your Examples: This structure helps you tell a clear, concise story that demonstrates your impact.

Situation: Briefly describe the context or challenge.
Task: Explain your role in addressing it.
Action: Outline the steps you took.
Result: Share the positive outcome, ideally with measurable results.

3. Highlight Quantifiable Results Where Possible

Numbers and metrics strengthen your examples by making your impact tangible. Include details like project timelines, cost savings, productivity increases, or customer satisfaction improvements.
Example: “Increased project efficiency by 20%, finishing two weeks ahead of schedule and saving $10,000.”

4. Include a Range of Accomplishments

Show versatility by preparing examples from different areas of your work, such as leadership, problem-solving, and technical skills. This makes you well-prepared for a range of questions.
Aim for 3–5 accomplishments that collectively demonstrate a wide skill set.

5. Practice Summarizing Each Accomplishment

Practice describing each example in a few sentences so you can quickly adjust your response based on the question.
Keep each summary concise but impactful, focusing on the actions you took and the outcomes you achieved.

Prepare Questions to Ask Interviewers

Asking thoughtful questions demonstrates engagement and helps you assess if the company is the right fit for you.

Tip: Choose questions that resonate with you and adapt them as the conversation flows. Asking insightful questions reinforces your interest in the role.

Role Responsibilities

“What inspired the creation of this role, and how has it evolved since then?”
“How does this role directly contribute to the company’s success, and what specific impact are you hoping it will make?”
“What are the biggest gaps or needs within the team that this role is intended to fill?”
“How would you describe the ideal candidate’s approach to the responsibilities of this role?”
“Are there any particular strengths or experiences from past employees in this role that you’d like the next person to emulate or expand upon?”

Culture

“How would you describe the on-site and office culture here, and what type of team dynamics tend to thrive?”
“How do you prioritize safety and quality on projects, and how are these values reinforced among team members?”
“What steps does the company take to support professional growth in a fast-paced, high-stakes industry like construction?”
“How does the company approach work-life balance, especially during peak project phases?”
“Are there any unique cultural aspects of this company that impact how projects are managed?”

Challenges

“What are the main challenges facing the company in the current market (e.g., supply chain issues, labor shortages), and how is this role expected to help address those?”
“What are the biggest obstacles the team has encountered in recent projects, and how did they work through them?”
“Are there particular issues this role has faced in the past, such as resource constraints or schedule delays, that I should be aware of?”
“What challenges does the team anticipate with new technologies or regulations, and how would I help navigate them?”
“How does the company handle unexpected changes in project scope or timelines?”

Team Structure

“Can you tell me about the structure of the project teams I’d be working with, including the roles and responsibilities of each team member?”
“How does this role interact with subcontractors, suppliers, and other key stakeholders?”
“Are there any cross-functional teams or departments that collaborate on projects to ensure smooth operations?”
“What’s the typical reporting structure for project managers, estimators, and superintendents, and how do they collaborate to meet project goals?”
“What are the typical communication methods between the field and office teams, and how often does alignment happen on project objectives?”

Process Details

“What project management software or tools does the team rely on to manage timelines, budgets, and resource allocation?”
“Can you walk me through a typical project lifecycle here, from bidding and estimating to final project closeout?”
“How does the company handle quality control and inspections throughout each project phase?”
“What’s the process for addressing and documenting safety and compliance issues on-site?”
“How are cost controls and budget adjustments managed when unexpected challenges arise?”

Position & Company Goals

“What are the immediate goals for this role within the first few months, and what specific project milestones would you like to see achieved?”
“How is success measured in this role, and what KPIs or metrics do you prioritize for project outcomes?”
“What does long-term success look like for this role, especially regarding project efficiency and client satisfaction?”
“Are there any specific technical skills, certifications, or construction experience that would be particularly valuable in this position?”
“How do you see this role evolving over the next few years as the company grows or takes on more complex projects?”

Interview Next Steps

“What are the next steps in the interview process, and is there a timeline you’re aiming to follow?”
“Will there be additional interviews, and if so, whom can I expect to meet with?”
“What qualities or experiences are you prioritizing as you evaluate candidates for this position?”
“Is there anything else you need from me to help with your decision-making process?”
“When should I expect to hear back, and is it alright if I follow up if I haven’t heard by then?”

Next Step With Ambassador Group

Questions Your Recruiter May Ask You In The Debrief

“How do you feel the interview went, and what stood out to you most about the company and role?”
“Were there any aspects of the role or company that surprised you or that you’d like more clarity on?”
“To what extent do you feel your skills and experiences align with the team’s needs and the project challenges discussed in the interview? Could you share specific examples of how you’d approach these challenges or areas where you might need additional support?”
“What did you find most exciting about this opportunity, and are there any reservations you have about moving forward?”
“If you were to step into this role, what do you think would be the biggest challenge, and how would you approach it?”
“Did you discuss another interview with the team?”

As the owner and founder of Ambassador Group, I’ve spent the last decade as a construction recruiter, helping thousands of candidates improve their lives and careers through effective negotiation. Today, I’m excited to introduce a powerful new tool that can take your compensation negotiations to the next level: a custom Compensation Negotiation GPT.

Why This Matters

Compensation is complex. Too often, job seekers fixate solely on salary, overlooking crucial factors like commuting costs, bonus structures, benefits, healthcare, and other perks. This GPT is designed to guide you through a comprehensive assessment of your total compensation package and help you make informed decisions.

How It Works

Let me walk you through the key features of this Compensation Negotiation GPT:

Negotiation Strategy: The GPT assists in developing a strong, ethical, and persuasive negotiating position to improve your offer.

Holistic Assessment: The GPT prompts you to consider all aspects of compensation, from base salary to retirement benefits and everything in between.

Offer Comparison: It helps you compare your current package to a new offer, turning an apples-to-oranges situation into a clearer apples-to-apples comparison.

Step-by-Step Guide

Practice: Use the GPT to roleplay negotiation scenarios and refine your approach.
Input Your Details: Start by entering your current compensation details, including salary, bonuses, benefits, and any other perks.
Analyze New Offers: If you have a new offer, input those details for a comprehensive comparison.
Set Goals: The GPT will help you identify your priorities and set realistic negotiation goals.
Develop Strategy: Receive guidance on how to structure your negotiation, including talking points and justifications for your requests.

Real-World Example

Let me share a quick example of how this works. When I input a sample scenario with a $132K salary and a $10K discretionary bonus, the GPT walked me through considering factors like healthcare costs, commuting expenses, and retirement benefits. It then calculated the total package value at around $170K – a figure many candidates might not realize on their own.From there, the GPT helped brainstorm strategies for negotiating larger performance bonuses, providing a framework for justifying the request and aligning it with company goals.

Continuous Improvement

I’m committed to making this tool as helpful as possible. If you use it and have feedback or suggestions for improvement, please let me know. Together, we can refine this GPT to better serve job seekers across industries. Remember, effective negotiation isn’t just about asking for more – it’s about understanding your value, aligning with company goals, and presenting a well-reasoned case for your desired compensation. With this AI-powered tool, you’re better equipped than ever to navigate these complex conversations and achieve your career goals. Let’s revolutionize how we approach compensation negotiations, one conversation at a time.

Use this FREE tool HERE

Some consider them a fool’s game, others, a talisman. And still yet, others consider them a formality akin to providing your driver’s license number on an application – a part of the process, but not affecting your candidacy.I am talking, of course, about job references.

Despite their occasional stigma, professional references can have a decisive effect on one’s candidacy. They have resuscitated unpromising candidates, highlighted humility and strong relationships, and even unveiled fallow candidates which were otherwise the paper-perfect-fit but doomed to disappointment.

Reputations absolutely do make a difference to how skilled hiring authorities piece together their final picture of you. But with such stakes at hand, how do you choose wisely, and what exactly should they say?

FIVE WAYS TO MAXIMIZE YOUR ATTRACTIVENESS WITH HONEST AND CRITICAL REFERENCES

The most job-winning references we conduct have intense optimistic constructive criticism for the candidate. And likewise, some of the most useless references read like a medal of honor decoration. Wouldn’t everyone want glowing references? What, then, is a good reference?If you are just now cultivating good references in your job search, it may be too late. Developing strong relationships, alliances really, that can provide game-changing references takes dedication to the success of those around you. If that’s something you can grow in, get busy growing. You don’t want to be asking that person who ‘owes you one’ for their professional input to your career, or worse, not realize they won’t reflect well on you.

1. LEVERAGE REFERENCES WHO ARE INTIMATELY FAMILIAR WITH YOUR PROFESSIONAL EXPERTISE

Good references can come from a variety of persons: supervisors, subordinates, peers, and clients. But what really sets them apart primarily is that they’ve worked with you. Whether it be any of the above mentioned, they should be able to recall specific examples of how you have demonstrated certain skill sets that are relevant to the opportunity in question. Bob, the ice cream man, may have great 35-second conversations with you every Friday evening, but he won’t lend credible insight to your character and expertise. Choose someone who worked with you enough to know both your strengths and opportunities for growth in detail.

2. CAPITALIZE ON THEIR HARD WORK BUILDING A STRONG INDUSTRY REPUTATION

References from the owner or responsible manager are often superior in quality to a reference from a peer or subordinate. Their insight is heavily weighted because their responsibility and perspective often see contributions and struggles in the broader situational context. In addition, people with responsibility have a built-in incentive to be clear and honest about their recommendations because their reputation as a manager or owner is connected to their analysis. They graciously impart their good industry standing to you via their thoughtful reference. A peer or subordinate can more easily be persuaded to provide a glowing, dataless reference.

3. DON’T ASK YOUR REFERENCES TO SUGARCOAT ANYTHING – GET BRUTALLY HONEST

It is essential to trust that your prospective employer and your references want what’s best for you.

If you can’t, run. Otherwise, trust them.

Please allow me to explain: We all have weaknesses and opportunities for growth and improvement. The only way to thrive at your next job is to collaborate with your next boss on your opportunities for growth.

This is the only way to grow personally and organizationally.

People working closely with you can be of tremendous value in pointing these things out, as we all have blind spots. Choose honest references who have worked closely enough with you to see your excellent qualities, and closely enough also to advise where your next company might support your opportunities for improvement.

It’s important to recognize that criticism of a reference does not necessarily mean that candidate is poorly suited. It often means that the candidate has the character and relationships to provide critical references with similarly strong character and an interest in seeing them succeed, not coddled.

Prepare your references to provide real insight. Encourage them to be honest. Some incorrectly believe that only glowing praise may be shared in a reference. The fact is, blindingly optimistic references are untrustworthy.

They only provide a data point that the candidate is capable of providing shills to hock their qualities and disrespect the vetting process intended for their success and the company’s.

A good reference-taker wants to have a meaningful conversation with a reference provider about the true nature of your character, contribution, skills, and growth opportunities.

References who, when asked about opportunities for growth, shrug and suggest that you descended angelically from heaven to bless anyone lucky enough to hire you, ironically, are detracting from your credibility.

4. LAY DOWN WITH DOGS, WAKE UP WITH TICKS.

Birds of a feather flock together. If the reference you’ve provided can’t construct a sentence without cursing, how should that be perceived?

If your reference is sexist, racist, or loose-tongued about their negative experiences in life, how should that be perceived?

A consistent lack of professionalism in references is a serious indicator that you haven’t spent much time with the market superstars that are serious about their professionalism, ethics, and communication.

5. YOU MUST BE IMPORTANT TO THEM. IF THEY WANT YOU TO SUCCEED, THEY WILL MAKE THE EFFORT.

Great references provide their perspectives in a timely manner. It is a data point about the strength of your relationship. Express your gratitude for their sacrifice of time and perspective so that you can achieve your goals.

If you have worked with great leaders, and are a leader yourself, you should not have a hard time providing allies who can contribute to a great career transition for you in a timely manner.

In conclusion, put effort into strategizing which references will best represent you and communicate with them beforehand so that they are prepared to help you put your best foot forward.

Be selective about who you choose. Choose only people that have observed you as an employee, colleague, and leader.

Don’t avoid the ones that might have some constructive and optimistic feedback among the positive, as those are the ones that may be of greatest use to your target organization and, ultimately, your success.

Click to magnify.

Sometimes pictures are worth far more than a thousand words. This one might be worth 100,000 words. There are so many lessons and points jam packed here. Contemplate it.

If you follow the road to success, you see there are many pitfalls along the way. You need to keep your eyes open. Many people rush over the threshold of Opportunity but fall into the dark holes of Illiteracy or Conceit. Hotel Know It All has many rooms. So does the Mutual Admiration Society, from which the balloon Hot Air floats. And the Always Right Club has plenty of members. Vices lead immediately to the river of Failure; the same is true for The Faker. Bad Habits lead quickly to Oblivion – as does a Bad Reputation. Jealousy and the desire to Do It Tomorrow are portrayed as spiders with webs that trap many. Weak morals appear to be an elevator to the top of the mountain but actually send you down a chute right back to the beginning. Have a look at this view of “The Road to Success.” Over one hundred years after it first appeared, it is still fresh.

We have a couple bookshelves stuffed with excellent wisdom for employees (and me) to read. Most of what I’ve learned over the years comes from books. If you consider the life altering and improving value books have, it is incredible you can buy them so cheap. Inexpensive books are one of the wonders of modern capitalism. A few thousand dollars in books, and the requisite time to read them, can be worth millions or billions and make life much easier by learning from the mistakes of others.

Business

Traction; Get A Grip On Your Business
The First 90 Days
What They Don’t Teach You at Harvard Business School
Built to Last
Antifragile
In Search of Excellence
Your Marketing Sucks
Strategy; Pure and Simple
Zombie Loyalists; Using Great Service to Create Rabid Fans
Remote; Office Not Required
Built To Sell
Jamming; the Art and Discipline of Business Creativity
Fooled by Randomness
The One Thing
Zero to One
The Intelligent Investor
The Practice of Management
Out of the Crisis
Business Leadership the Marine Corp Way
High Output Management
The Deming Management Method
The Great Game of Business
How not to be Wrong
How
The Hard Thing about Hard Things
Leave it Better than you Found it

Hiring

The Fred Factor
Hiring for Attitude
Hiring Greatness
Job Interviewers
Hiring the Best
The Smart Interviewer
Who
Topgrading

Team leadership

Good to Great
Five Dysfunctions of a Team
The Art of Influencing Anyone
Dealing with Difficult People
How to be a Great Boss
Grit
Extreme Ownership
One Minute Mentoring
The Armed Forces Officer
Gaining Favor with God and Man

Negotiation & Sales

Go for No!
The Negotiation Book
You Can’t Teach a Kid to Ride a Bike at a Seminar
Pathways to Change
Negotiating for Dummies
Negotiation; readings, exercises, and cases
Bargaining for Advantage
Negotiating with Giants
Secrets of Power Negotiation
Million Dollar Consulting
American Negotiation Behavior
How to Negotiate Anything
Compelling Selling
The Greatest Salesman in the World Part 1 and Part 2
Thank You For Arguing
Start with No
How I Raised Myself from Failure to Success in Selling
Smart Calling
The Ultimate Sales Machine
SPIN Selling
Exceptional Selling
Persuasion Engineering
Never Split the Difference

Recruiting

Search & Placement
The Rich Recruiter
The Ideal Team Player
Recruiting 101
The Professional Recruiter’s Handbook
The Recruiter’s Almanac
Mastering the Art of Recruiting
Cold Calling Techniques
Headhunter Hiring Secrets
How to Become a Better Executive Recruiter
Billing Power
The Recruiter’s Adventure Book

Communication

Difficult Conversations
Public Speaking and Influencing Men in Business
Fierce Conversations
“I Can See You Naked” A Fearless Guide to Making Great Presentations
The Definitive Book of Body Language
How to Say It; for executives
Just Listen
Power Questions

Employee satisfaction in their work relies on three factors, per the excellent book ‘3 Signs of a Miserable Job’ by Patrick Lencioni.

Relevance. How do employee’s help improve other’s lives? These people may be customers, coworkers, or their boss. People feel fulfilled when their work has an appreciable positive impact on other people’s lives. The more you can connect their efforts to positive impact, the better. Having a culture of gratitude for their work is an important first step in relevance.
Measurability. Can employees’s work be measured and useful feedback be provided on better ways to do the work. Key performance indicators should always be employed so that the employee can have confidence their work is satisfactory or so they know they need help. Make it clear to employees how they know they are doing a great job.
Feeling known and understood. Most of us spend an incredible portion of our lives at work. The people and team dynamic in the workplace is ABSOLUTELY CRITICAL. Team members must care about one another. The key to caring about one another is first to know about one another. This kicks off early in one’s introduction to the company by ensuring they are properly introduced and welcomed to the team. They should not have to earn the respect of the team, they should have it because they were hired. They should feel that their team and manager care personally about their success and the influential factors in their life.

Consider the flip side of these three points.

How are people to be motivated to sacrifice, in any way, if they feel their work is unnecessary or trivial? This goes for senior executives to burger flippers (thank you!)

How can great performance be expected if it is not defined? After all, don’t we need to inspect what we expect?

What kind of company culture will shallow relationships produce? Will people stay late to help one another solve problems? will people readily admit mistakes if they don’t feel valued? How quickly will the motivated be thinking about how they can start a business to do this on their own?

Know your people. Communicate their relevance to everyone in the company and customers and create systems to affirm great contribution. Create objective standards and track performance while providing regular feedback and mentorship.

Let me tell you a story about your perfect interview. It’s a short and simple story. You make it look easy.

You have reviewed all the material you can find on the company and position
You arrive slightly before your interview feeling mentally sharp from your full night of rest
You greet the receptionist with warmth
You greet your interviewers with a wide smile and professional enthusiasm
You are relaxed and enjoying the opportunity to meet other industry professionals
You listen carefully to their questions, pause before responding, and provide concise, honest, and on-topic answers
You ask simple contextual questions and prepared questions and listen carefully to understand.
You conclude the interview with gratitude for the opportunity and share your attraction to the role, if appropriate.
You ask for their preferred next step and schedule the next meeting before leaving
You send a gracious thank you note (hand written for extra points) to all the interviewers

That is how you nail the interview.

Negotiations are nerve-wracking. When it comes time to negotiate a raise with your boss, anxiety may kick into hyperdrive. Time of year and current economic climate doesn’t hold much weight in the matter either. Your raise is strictly about your work performance and what you feel you deserve in compensation for that performance.

FIVE TIPS

Every great raise negotiation follows the same general guidelines. Speaking one-on-one with your boss might not happen too often, so it’s important to have everything planned before the discussion begins. It’s always good to prepare for a few counterpoints as well.

Here are five easy tips to help prepare you for a proper negotiation:

Justify Everything: Before you even mention that you want to speak with your boss, write out all of your accomplishments, especially your recent ones. Any achievements that have directly positively affected the company are even better. A good-faith negotiation relies on justification, not leverage.
Perks and Benefits: If there are any specific perks or benefits you want to include in your negotiation, always speak about those first. This will keep them at the forefront of the conversation.
Stay flexible: There are lots of ways to elevate your employment terms.
Ask How to Make More: It can be difficult to pin down what ‘worth’ means. Asking your employer what their criteria for raises and greater compensation is may make your efforts quite simple.
Timing: Consider approaching your boss when you’ve just completed a large project or have a review coming up. Follow good news.
Be professional: Understand that most negotiations end in mutual compromise and that you most likely won’t receive 100% of what you ask for. Trust your boss to work with you to get you everything he or she can! Be a good-faith negotiator.

Learning to negotiate with your boss can help you excel in negotiations elsewhere. Specifically, you could be in a management position one day and have to negotiate a raise for one of your employees.

MISTAKES TO AVOID WHEN NEGOTIATING A RAISE

There are also concrete mistakes that people tend to make during their negotiations that you will want to avoid.

Some of these mistakes include:

Never take things personally or allow your emotions to cloud your judgment
Avoid comparing your performance with others
Never give an ultimatum. By the way, bringing a job offer from another company is an ultimatum. It is coercive negotiating.
Don’t make it seem like your current position is a problem
You’re making a pitch but don’t put on a show
A negotiation is a collaboration and requires aligned interests. If you are only focused on your benefit, and not that of the company, your boss, or the team, you will run into far more resistance.

Raise negotiations are a relational art form. You can only plan so much. The flow of the negotiation will take over at some point. Above all, remember to stay present during the negotiation and to listen to what your boss is saying, not what you will say next.