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Take Action for Your Career

July 23rd, 2014

Life comes at us fast. The best-laid plans get pushed aside when more urgent items arise. One way to stay on top of things is to keep an active to-do list.  Plans are not straight lines that work exactly as they might appear on paper, said Sunny Klein Lurie, Ph.D., chief executive officer of Fast Focus Careers. Having a to-do list you refresh often gives you a greater advantage to take action and get things done for your career.

Remember, Dr. Lurie added, with no specific targets, it is tougher to achieve end results. Keeping goals visually and refreshed as often as possible, you can avoid getting sidetracked.
Your to-do list should reflect the top four actions that must get done today. By designating these actions as priorities, you are more likely to get them done in a timely manner. Don’t fret about checking them off in perfect order. That’s not realistic, Dr. Lurie said.

The best way to ensure you accomplish the items on your to-do list is to make it a ritual in your life. The more you make it a ritual, the better the probability that you will follow through with it. If you have to decide continuously what to do throughout the day, the more difficult it is to make it happen.

Keep your to-do list manageable.  Plain and simple, if your list is too long, it is difficult to achieve, Dr. Lurie advised. Be realistic about how much and what tasks you have to do. Consider your schedule for the day and what availability you have to complete additional tasks.

How to avoid procrastinating

Many people with great intentions at the beginning of their day slowly lose momentum. The biggest obstacle is avoiding action. There are a few ways to handle items you avoid, Dr. Lurie suggested.

Plan ahead to do the most challenging item at your peak performance time when you have the clearest thoughts and most energy to get through it faster.

Attach a personal incentive that gets you in the right frame of mind to do the work. For example, as a quick warm up to get ready for the task, go ahead and read entertainment news for a few minutes if that is something you enjoy doing. The point is to find a couple of activities that are more fun than work just to get you going.

If you hit a roadblock on accomplishing an item on your list, walk away for 10 minutes. Go outside, grab a snack and come back with renewed energy. If you really need a boost to make it through your list, consider a quick call with an upbeat person you know. Optimism is contagious.

By Terri Mrosko with Sunny Lurie, The Plain Dealer, Employment Section

Posted By Sunny Klein Lurie, Fast Focus Careers


How to Follow-Up On Your Resume

June 18th, 2014

 

By Herberger

By Herberger

Career Image blogCareer Image blogIn today’s job market, submitting a resume and cover letter isn’t enough to find a job. You have to be proactive about landing the position you want. A simple way to grab an employer’s attention is to follow up after you’ve submitted a resume. Here is some career advice that will help you have a successful follow-up and stand apart from your peers.

Don’t rush it

Wait approximately two weeks before you follow up. It’s safe to assume the hiring manager is busy - particularly if they’re amidst a hiring campaign. They will have received numerous applications. Give them time to have reviewed the documents you sent before you start back in about your own application.

Call

The best way to follow up with a resume is to give the right person a call. It gives you a chance to show them your personality, your impeccable manners, and that you’re a motivated individual.

What if you don’t know who to call? If you have the name of the company, chances are you can find the name of the hiring manager somewhere online. If you can’t find a name, contact the company and ask to speak to the person in charge of hiring for the open position – don’t give up quite yet.

What if you get their voicemail? Easy - call back. Don’t leave a message until you’ve gotten their voicemail at least twice.

Call in the morning. You’re more likely to reach someone before their day has become a tangled mess of meetings and emails.

If calling isn’t an option, email or a handwritten note are both acceptable. They will still show initiative and bring you to the forefront of the hiring manager’s mind.

Don’t just ask if they received your resume

This is your chance to truly impress the manager. You should express your interest in the position and the unique skills you can bring to the company. Make sure that you’ve reread the job description and researched the company. Just like your cover letter, what you say should speak directly to what they’re looking for.

That seems like a lot to say but remember not to take up too much of their time. The point of the follow-up isn’t to have an entire phone interview, it’s to bring your resume to the top of the proverbial pile and have it looked at again. You want to express your enthusiasm but be brief and respectful of the manager’s schedule.

Written by Team ZipRecruiter
Posted by Sunny Lurie, Fast Focus Careers


Stand Out in Your Interview

June 4th, 2014

You’ve just landed a job interview for a position you really want. Congratulations. Now, you know you only get one chance to impress, but how exactly do you do that? Given all of the conflicting advice out there and the changing rules of getting a job, it’s no wonder that job seekers are confused about how to best prepare for and perform in an interview.

What the Experts Say
One common piece of advice is to “take charge” of the interview. John Lees, a career strategist and author of The Interview Expert: How to Get the Job You Want and Job Interviews: Top Answers to Tough Questions, says this advice is misleading: “The reality is that the interviewer is in control. Your job is to be as helpful as you can.” Claudio Fernandez-Aroz, a senior adviser at Egon Zehnder International and the author of Great People Decisions, agrees: “You need to help interviewers do the right thing since most of them don’t follow best practices.” According to Fernandez-Aroz, who has interviewed more than 20,000 candidates in his 26 years as a search consultant, most interviewers fall prey to unconscious biases and focus too heavily on experience rather than competence. It’s your responsibility to make sure this doesn’t happen. Here’s how.

Prepare, prepare, prepare
Most people know they need to show up to the interview having done their homework, but both Fernandez-Aroz and Lees agree that people rarely prepare enough. “You can never invest enough in terms of preparation. You should find out as much as possible about the company, how it’s organized, its culture, the relevant industry trends, and some information about the interviewer,” says Fernandez-Aroz. He also advises researching the specific job challenges. This will allow you to demonstrate you have what it takes to fill the role.

Formulate a strategy
Before you enter the room, decide what three or four messages you want to convey to the interviewer. These should “show the connection between what you have achieved and what is really needed to succeed in the specific job and context,” says Fernandez-Aroz. Lees says the best way to do this is to draft narratives ahead of time. “People buy into stories far more than they do evidence or data,” he says. Your stories should be concise and interesting. Make sure they have a good opening line, such as, “I’m going to tell you about a time that I rescued the organization.” Then, learn them like the back of your hand. Know how they begin and end so you can relay them without stumbling or sounding like a robot. Whenever possible, use one of your stories to answer an interview question.

Emphasize your potential
“No candidate will ever be perfect, and you will be no exception,” says Fernandez-Aroz. Instead of harping on where your resume might fall short or letting the interviewer do the same; focus on your potential. This is often a far better indicator of future job performance. “If your past achievements are not directly related to the job, but you’ve demonstrated a great ability to learn and adapt to new situations, you should very clearly articulate that,” says Fernandez-Aroz. For example, if you’re interviewing for an international role but have no global experience, you might explain how your ability to influence others in a cross-functional role, such as between production and sales, proves your ability to collaborate with different types of people from different cultures.

Ace the first 30 seconds
First impressions matter. Lees points to psychological research that shows that people form opinions about your personality and intelligence in the first 30 seconds of the interview. “How you speak, how you enter the room, and how comfortable you look are really important,” he says. People who perform best in interviews start off by speaking clearly but slowly, walk with confidence, and think through what “props” they will carry so they don’t appear over-cluttered. Lees suggests rehearsing your entrance several times. You can even record yourself on video and play it back without the sound so you can see precisely how you are presenting yourself and make adjustments. The same applies to phone interviews. You need to use the first 30 seconds of the conversation to establish yourself as a confident, calm voice on the line.

Don’t be yourself
Lees calls the “be yourself” advice “demonstrably untrue.” He says, “It’s a trained improvised performance where you’re trying to present the best version of you.” Bring as much energy and enthusiasm to the interview as you can. But don’t oversell yourself. Because there’s an oversupply in the talent market, employers are wary that people are exaggerating their experience and skills. “If you’re going to make a statement about what you can achieve, you need to back it up with hard evidence,” Lees says.

Be ready for the tough questions
Many people worry about how to answer questions about a pause in their work history, a short stay at a recent job, or other blemishes on their CV. Again, the best approach is to prepare in advance. Don’t just have one answer for these difficult questions. Lee suggests three lines of defense. First, have a simple, straightforward answer that doesn’t go into too much detail. Then have two additional answers ready so that if the interviewer follows up, you have something further to say. For example, if you didn’t finish a degree that would’ve been helpful to the job, be ready to answer an initial question with something like, “I felt it was better to go straight into the work world.” If the interviewer pushes further, be ready with another level of detail, such as, “I thought about it carefully. I knew it would carry negative connotations but I thought I would learn a lot more by working.” Lees says, “The key is to never be pushed so far that you are left high and dry without a smart answer.”

Be flexible in the room
Even with all of the right preparation, you can never predict exactly how the interview will go. “You need the radar working in the room. A good candidate knows how to tweak the performance to play to different situations,” says Lees. Ask yourself: Do I need to supply better answers? Do I need to work on my tone? Do I need to just shut up? “A lot of interviewers like to hear themselves talk and you should be willing to let them,” says Lees. Adapt to the circumstances.

When it’s going poorly
There are times when it’s clear the interview is not going well. Perhaps the interviewer is not engaged or you stumbled over answers to some important questions. Resist the temptation to agonize over what’s already happened. “That’s a surefire way to get lost,” Lees says. Instead, focus on the moment. “Concentrate on answering the current question as if it’s the first,” he says. You can also redirect the conversation by acknowledging the situation. You might say something like, “I’m not sure if I’m giving you what you need” and see how the interviewer reacts. “You just have to be sure you aren’t digging a deeper hole,” says Lees.

Written by: Amy Gallo, contributing editor at Harvard Business Review.

Posted by Sunny K. Lurie, Fast Focus Careers

 


Job Hopping is More Acceptable

May 5th, 2014

Long-term employment is becoming less popular in a modern world characterized by: lay-offs, mergers and acquisitions, instant dissolution of global businesses and an increasing dependence on global workers.

Gone are the days when employers could expect to have a pile of resumes containing job for lifers with uninterrupted tenures, (especially as research suggests that the average employee is changing jobs perhaps every 3 to 4 years). In the good old days, employers could simply discard candidates with multiple short tenures on the basis that they were job hoppers, but these days, a large proportion of the candidate pool is comprised of job hoppers and employers need to be better at analyzing job hoppers in a modern context.

One of the first things that employers need to do is let go of the prejudice surrounding job hoppers as there are many positive aspects to this type of employee; I have outlined three of the most positive ones below.

1. Adaptability

Job hoppers can gain more experience and skills from each new environment they work in, so more roles, environments and sectors means more experience. As well as this, job hoppers may have honed their relationship building skills, being able to quickly integrate into teams and build rapport. And using their skills in different jobs and environments will have helped to keep their skills sharp.

2. Signs of ambition and high achievement

Job hopping can also be a sign of ambition. In the old days and especially in larger companies, career progression could be done from your arm chair or office chair. Climbing the corporate ladder meant going upstairs to the next floor. But, in today’s environment not only are employees more ambitious, (largely due to a harsher economic climate), many employers and jobs do not have advancement opportunities and if an employee wants to progress he or she needs to change companies. So job hopping shows initiative and a willingness to progress.

3. Not afraid to take a risk

Job hopping can also show that a candidate is courageous and not afraid to take a risk. Many employees stay in roles they are not happy with because it’s the path of least resistance and they are not comfortable with the risks associated with moving. Job hoppers are often bold enough to take the risk of making the move. It means they may be more flexible and may be prepared to take on new roles in your company.

There is an obvious criticism of job hoppers in that they may be unsettled and aimless, but, many people go through a phase in their career when they are simply searching for the right role and this is commonly seen at the start of one’s career; so, don’t frown too hard on graduates who change roles very frequently in the first five years as they may just be looking for the right fit and who knows your company could be it. This can also happen to candidates who are in career transition. Just make sure you interview them closely to ensure your role is right for them.

Also, don’t over look the fact that job hopping could be simply as a result of the difficult climate and the job hopping may have largely been out of their control, e.g. relocation, redundancy, mergers and acquisitions, reduction in permanent contracts, etc. In these circumstances, job hopping does not necessarily suggest a lack of commitment or focus, which means they can still be an asset to your business.

So, it’s no longer suitable for employers to immediately consign job hoppers to the resume bin, as job hoppers characterize our industry and employers need to be able to understand and assess job hoppers in the context of their individual circumstances and then appoint the one most suited to the role.

Written by Kazim Ladimeji, Recruiter.
Submitted by Sunny K. Lurie, Fast Focus Careers


Think Like an Owner for a Career Change

March 13th, 2014

Your actions are all initiated by you. Many career professionals will agree that YOU must take the initiative to change your current career. Owners and entrepreneurs don’t wait; they initiate. They use stress, fear and other emotions to propel their businesses into action.

Owners and entrepreneurs believe in an ability to build and direct their own destiny. This mindset puts you in the driver’s seat. You permit yourself to have the power. You don’t hold off until others give you permission and allow you to achieve. Owners understand they must take charge of growing and adapting their business, just as we need to do in our career.

You DO NOT have to be fearless to run your career as an owner. Just as owners may have some prudent fear in running their business, you may have fear of failure and of wasting money, time, and energy. Fortunately, you can succeed with fear. So, if your fear of not trying slightly outweighs the other factors, then that’s all you need to forge ahead. However, owners operating in a volatile economy must have a game plan that embraces change and promotes the development of survival skills to sustain their organization.

When thinking like an owner, be sure to consider:

  • Taking Initiative

Owners are aware that things could fall apart at any time, even when things seem to be going well. They understand they must consistently take initiative to make changes in their business if and when a new direction is needed. Complacency and extended delays in business are simply unsustainable. The same is true for careers. Staying stuck in a career that is no longer working has a way of taking hold if we remain stagnant. The longer we are in limbo, the more mental or financial pain we endure from not moving forward. Sometimes we need a jolt to get unstuck. The main point is take action when it’s time to seek a new career.

  •  Tolerating Risk

Change, and therefore progress, always involves risk. Not crazy risk, but reasonable levels of risk. The people who are by nature risk-averse will feel uncomfortable with that. But experience tells us that perhaps the only way to offset the fear of the unknown is to understand the greatest risk comes from sticking with business as usual. If people can be convinced that a career at a standstill could mean soon being unemployed, they may suddenly develop an appetite for trying something new. In this new work era, risky is the new safe. Give it a chance, try something you normally wouldn’t do. Start small, read news from unusual sources, check in with an old colleague, or sign up for an online learning program in a completely new field. See how that feels, then take it up a notch.

  • Moving After a Disappointment

Don’t fixate when things go wrong. Successful owners do not avoid mistakes and failures; they learn from missteps and move on. When attempting something new, if it doesn’t work somewhere along the way, or you don’t get the position you want simply try again with a different strategy. Disappointments are a normal and expected part of the career-rebuilding process. Don’t become preoccupied with the negative. When reinventing your career, if you have a letdown, embrace the lessons and keep going. It’s important to pull the lever and move on.

At the end of the day, only you can take charge of your career. Find the drive and ambition required to pursue the job you wish to have. With the right mentality anything is possible. Live it, own it, change it!

By Sunny Klein Lurie, Excerpt from her new book, “Jolt Your Career From Here to There: 8 Strategies for Career -Change Success”

 

 


8 Simple Steps for a Great Interview

February 6th, 2014

You landed the interview. Awesome! Now make it work.

Easily three-fourths of candidates make basic interviewing mistakes for jobs ranging from entry-level to executive.  Here are eight practical ways to shine:

1. Be likable. Obvious? And critical. Making a great first impression and establishing a real connection is everything. Smile, make eye contact, be enthusiastic, sit forward in your chair, use the interviewer’s name…. Be yourself, but be the best version of yourself you possibly can. We all want to work with people we like and who like us. Use that basic fact to your advantage. Few candidates do.

2. Never start the interview by saying you want the job
. Why? Because you don’t know yet. False commitment is, well, false. Instead…

3. Ask questions about what really matters to you.
(Here are five questions great job candidates ask.) Focus on making sure the job is a good fit: Who you will work with, who you will report to, the scope of responsibilities, etc. Interviews should always be two-way, and interviewers respond positively to people as eager as they are to find the right fit. Plus there’s really no other way to know you want the job. And don’t be afraid to ask several questions. As long as you don’t take completely take over, the interviewer will enjoy and remember a nice change of pace.

4. Set a hook. A sad truth of interviewing is that later we often don’t remember a tremendous amount about you — especially if we’ve interviewed a number of candidates for the same position. Later we might refer to you as, “The guy with the alligator briefcase,” or, “The lady who did a Tough Mudder,” or, “The guy who grew up in Panama.” Sometimes you may be identified by hooks, so use that to your advantage. Your hook could be clothing (within reason), or an outside interest, or an unusual fact about your upbringing or career. Hooks make you memorable and create an anchor for interviewers to remember you by — and being memorable is everything.

5. Know what you can offer immediately.
Researching the company is a given; go a step farther and find a way you can hit the ground running or contribute to a critical area. If you have a specific technical skill, show how it can be leveraged immediately. But don’t say, for example, “I would love to be in charge of revamping your social media marketing.” One, that’s fairly presumptuous, and two, someone may already be in charge. Instead, share details regarding your skills and say you would love to work with that team. If there is no team, great — you may be put in charge. If there is a team you haven’t stepped on any toes or come across as pushy. Just think about what makes you special and show the benefits to the company. The interviewer will be smart enough to recognize how the project you bring can be used.

6. Don’t create negative sound bites.
Interviewers will only remember a few sound bites, especially negative ones. If you’ve never been in charge of training, don’t say, “I’ve never been in charge of training.” Say, “I did not fill that specific role, but I have trained dozens of new hires and created several training guides.” Basically, never say, “I can’t,” or “I haven’t,” or “I don’t.” Share applicable experience and find the positives in what you have done. No matter what the subject, be positive: Even your worst mistake can be your best learning experience.

7. Ask for the job based on facts.
By the end of the interview you should have a good sense of whether you want the job. If you need more information, say so. Otherwise use your sales skills and ask for the job. (Don’t worry; we like when you ask.) Focus on specific aspects of the job: Explain you work best with teams, or thrive in unsupervised roles, or get energized by frequent travel…. Ask for the job and use facts to prove you want it — and deserve it.

8. Reinforce a connection with your follow-up.
Email follow-ups are fine; handwritten notes are better; following up based on something you learned during the interview is best: An email including additional information you were asked to provide, or a link to a subject you discussed (whether business or personal.) The better the interview — and more closely you listened — the easier it will be to think of ways you can make following up seem natural and unforced.

Posted by Sunny Klein Lurie, Fast Focus Careers

Written By J. Haden

 

 


Top 5 LinkedIn Mistakes

December 8th, 2013

The Top 5 LinkedIn Mistakes People Make

LinkedIn can be a very powerful tool in developing and enhancing your career or helping you build your business. There are, however, common LinkedIn mistakes that even the most competent professionals make – and then they wonder why LinkedIn isn’t working for them.

Here are common LinkedIn mistakes you need to watch out for.

1) Not using keywords properly

This is perhaps the most prominent LinkedIn mistake people make when crafting their profiles. They focus so much on polishing their profile’s looks that they totally forget to to put keywords in their profile headline and summary.

If you do not enrich your LinkedIn profile with keywords, you will never appear on the site’s list of results when a prospective client or employer types in their needs. For example, if you are a marketing consultant, then the phrase “marketing consultant” needs to be placed in your headline and profile summary in order for people searching for that phrase to find you on LinkedIn.

2) Joining groups but not participating

Another very common type of LinkedIn mistake is to join a myriad of professional groups but never taking the time to join in the discussions.

Groups are one of the most powerful tools available in the LinkedIn networks. They allow professionals to share their ideas and opinions about things, and users are empowered to display their professional competence in these discussions. Join a group and take the time to share your own professional thoughts on the topics at hand.

3) Trying to sell yourself on group discussions

LinkedIn is NOT the place to explicitly advertise your products and services, although you can do so in a subtle and unobtrusive manner.

People bluntly promoting their wares are not welcome in LinkedIn. Advice and professional feedback are the topics of discussion, and these are your primary tools for marketing your products and services. Help out potential employers or give some advice to prospective clients and you are already marketing yourself.

4) Emailing people you don’t know

Some of the more common LinkedIn mistakes involve emailing people out of the blue. This can quickly get you kicked off LinkedIn if people report “I don’t know this person.”

Emails are closely guarded on LinkedIn, and are meant to be used by close contacts and professional associates. If you want to contact someone you don’t know on LinkedIn look for connections on the network who might be able to introduce you.

5) Not using a custom URL

LinkedIn allows its users to create a customized URL in place of the default URL, and this feature is often ignored by newer users.

Not taking advantage of this tool greatly reduces the chances of prospective clients and employers finding your account. You can change your URL where it says “Public Profile/edit.” Use your name, if it is available, as this will greatly increase your profile’s uniqueness and visibility in the network.

By Carol White
Posted by Sunny Lurie, Fast Focus Careers


What if I Don’t Have a Passion?

October 20th, 2013

National Public Radio story: I know I’m supposed to follow my passion. But what if I don’t know my passion? LISTEN to the answer to the questions below…

As a fairly recent graduate of an Ivy League institution (with a bachelor’s degree), most of my classmates seemed to have some idea that career and life path choice should be driven by a “passion” such that the right choice is self-evident to the chooser. What does this belief mean to you as a social scientist? …

You may sense where this is going …

Assume I have no such passion. Furthermore, I am a fairly well-qualified young generalist.* What paths should most appeal to me if my goal is to maximize doing “interesting” work? Doing meaningful work? Achieving social status? (Which of these goals should be primary?) Need I try to develop a passion before selecting a life path/career, and if so, how do I do it?

All the best, Max

*Two years out with a BA from an Ivy League school. Top 10 percent of the class but not an academic rock star. A record of primarily reading/writing-intensive courses, as well as basic to intermediate economics, calculus, statistics, a proofs course. Time spent abroad in study and travel, though no foreign language fluency. Two years in the private sector with a decent amount of analytic and management experience, but without a big name behind it.

- Max Kornblith sent the question above to Tyler Cowen, an economist.

Posted by Sunny Klein Lurie, Fast Focus Careers


Find a Better Career

February 14th, 2013

Tough times can shake people’s faith in their ability to make a career change to something better. In the midst of a sluggish economy many people are staying in unsatisfying jobs where they are unhappy and under-employed. To pull free of the wrong job fit or find a rewarding career after a job loss, it’s time to rethink your approach. Here is one important step to take to begin the process of finding a better career.

Discover YOU: your strengths and passions.

Often individuals who thrive consistently have high self-awareness about their strengths and passions. Many successful people including Oprah and Richard Branson, Virgin Air have said a condition for great achievement is passion. When your strengths and passions are applied in your work, your potential and enthusiasm are limitless. People who use their strengths and talents are more than three times as likely to report an overall excellent quality of life.

Once you clarify your authentic strengths and interests, you’ll be a powerful force when interviewing and striving toward your career goals. Do not look for a new job before you identify your strengths because you are likely to become underemployed and mismatched in the wrong position.

So how do you determine strengths to select a path that is right for you? Begin by brainstorming what triggers your enthusiasm and what motivates you. Sit down in a quiet place to list 20 things you like to do. Then look for patterns. Do you prefer working with data, people, things or ideas. You may discover, for example it’s more important than you realized to be physically active and your work should not be behind a desk all day. Or you want to be around busy and loud environments, which might rule out a secluded one-person office. You’ll know a particular career is right when you are curious and enthusiastic about getting started.

Get clear about yourself by answering the following questions:

- What is one skill or strength you do well that you would like to use in your work?

- Which of your previous work results are you proud ofand what were you doing?

- What tasks and topics get your heart racing?

- If you could do one thing in your professional life that would have the most positive impact, what would it be?

After completing the questions, it helps to talk through your answers with someone. Talking about yourself with a peer helps to uncover patterns and shines a brighter light on your skills and interests. It is critical not to isolate during a career move; it’s the kiss of death. Sometimes what you need most is a person who believes in you. It’s interesting that other people often can see for us what we may not see for ourselves. Other people can push us through walls that block us, sometimes just by having a new set of eyes on the problem. Often creative ideas are born during discussions with a different perspective. Many times, all it takes is an encouraging word or new idea from a friend to move forward. But a career change is not easy and next time we will cover the next step to help you handle change.

by Sunny Lurie, Fast Focus Careers


Thinking About a New Career

January 13th, 2013

2178788631_4554876975-1A low risk way to test a new career is try it on the side. Many people want to experiment before leaving their full time job. Even if you are busy, “side launching” is a viable and effective way to begin your new career or business. These ideas can help you get going:

1. Be disciplined and consistent about the hours you choose to work on your idea. Is it from 5 to 7am before your family life or other commitments begin — or are late evening hours better? Are you carving out time on the weekends? Be honest and clear with yourself about where to find pockets of time and make it a part of your routine; your road to success will be faster.

2. Decide whether and when to tell friends, colleagues and your boss. You may be surprised by their enthusiasm and support. When I knew I was leaving Key Bank to begin my own company, I told my manager several months ahead and they were supportive.

3. Determine benchmarks for yourself that indicate when you would consider making your side work a full time venture. What would you be willing to sacrifice for a time if it meant being able to devote more energy to your new career? Be realistic but also be willing to go for it! Thanks to Ladies Who Launch for these ideas.

-Sunny K. Lurie, Ph.D.



Dr. Sunny Lurie photos by Perkoski