The Exclusive Career Coach

Lesa Edwards
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The Exclusive Career Coach

The Exclusive Career Coach is presented by Lesa Edwards, CEO of Exclusive Career Coaching. This weekly podcast covers all things career management including job search strategies, interviewing tips, networking tools, maximizing LinkedIn, salary negotiations, and managing your mindset around your career.

  1. قبل ١٠ ساعات · إضافة

    Goodbye For Real This Time

    I thought last week was my last episode of The Exclusive Career Coach as I move over to my new podcast, The Exclusive Career - but I missed a few steps and the first episode of the new podcast didn't get published. The first two episodes are up now on all the major platforms, so I hope you'll check it out! Want to reach out? Lesa@theexclusivecareer.com

    ٣ من الدقائق

  2. ٦ شعبان

    An Ending...and a New Beginning

    I want to begin this episode by saying how very proud I am. Of myself, for producing more than 350 episodes of content for my audience. For learning and growing as I prepared these episodes, which in turn helped my clients tremendously. I’m also proud of you, listener, for choosing to consume my content rather than some other podcast (or in addition to). For choosing to improve your ability to interview, write a resume, get a promotion, manage your relationship with your boss. All the things. Those of you who are on my mailing list know that my business, Exclusive Career Coaching, is becoming The Exclusive Career. This is the last episode of The Exclusive Career Coach podcast. I’m moving from serving several clients at one time, with smaller engagements, to working with just a few clients every year in a 6-month coaching relationship. My new package is called The Exclusive Career Accelerator (TECA), and it is designed for high-achieving mid- to later-career professionals who want to go all in on their careers. They are currently employed but planning to make a move within the next 6-9 months. They need the usual things – resume, cover letter, LinkedIn profile, job search strategy, interview coaching, networking coaching, how to leverage LinkedIn, how to negotiate a salary. They also get 5 hours of research support from me and my team – to help them formulate their Target Employer List and research those companies, to find key contacts at companies…whatever they need. And I will make personal introductions to key networking contacts for each client. Beyond that, they want to work on whatever may be holding them back professionally. Perhaps their boss has given them some feedback they want to work on, or they have self-identified an area they want to improve, or they want to take one of their emerging strengths to the next level and see it become a signature strength. What kinds of things, you may ask?-Managing your relationship with your boss-Executive presence-Communication skills-Identifying, and leveraging, your personal brand-Shifting your mindset around your boss’s or a colleague’s behavior-Navigating corporate politics-Self-confidence-Setting yourself up for success-Issues around managing a team And so many more. Accelerator clients will meet with me 3X/month for a total of 18 sessions, which does not include the sessions we will schedule to work on their marketing documents. But I don’t leave them hanging after the six months is up. If they still haven’t landed their next role and are continuing to actively search, I will continue to support them for however long their search takes. I’m confident in offering that because I know my program works – and clients won’t need those extra sessions. Why am I doing this? Because increasingly, I’ve felt frustrated with the limitations of my existing coaching packages. I was only able to give each client a small piece of my zone of genius – and I wanted to change that. To work with fewer clients using a model that allows me to give them absolutely everything I have to offer. There are other programs out there like this. Here’s what is different about my program: 1) it is 100% 1:1 coaching, customized to exactly what you need, when you need it; 2) your documents will be written by one of fewer than 25 Master Resume Writers in the world. Other companies that provide these kinds of services either outsource the writing to subcontractors, often with little to no experience, or have in-house writers who are paid very little for their efforts. I’m going to be openly marketing the price tag for the Accelerator, so here it is: $12,000. If you paid upfront, I’m offering a $2K savings, bringing it to $10,

    ٢٠ من الدقائق

  3. ٢٩ رجب

    Six Networking Strategies That Leverage What You're Already Doing

    According to a Jobvite survey, employee referrals are 5X more likely to land you a role than just applying online like the rest of the universe.  Here’s the thing: Networking is the key. But it doesn’t have to be hard, or feel terrible. What if networking was just part of your professional life, like keeping your credentials current or meeting with your boss or direct reports?  AND…and this is a big AND…networking should be an ongoing part of your professional life, not just when you are job searching. After all, if only people who are job searching are networking, who are they networking with?  Here are 6 strategies for incorporating networking into what you’re already doing.  Network where you’re already going. Perhaps you are in a book club, or your kids are in school sports, or you attend regular fitness classes, or are a member of a church. Choose conversation over the quick exit. You never know when you’ll be in the right place with the right person at the right time – whether it is for your benefit, theirs, or mutual.  Become active in your online communities.Leverage social media to connect with people you already share an interest with – parent groups, industry- or job function-relevant groups, or people who share a hobby. Engage with content, sharing, and commenting to build a network where you already participate.  Check in via email. Touch base via emails with your current contacts to keep your relationships active. As I like to say, LinkedIn shouldn’t be the place where your contacts go to die. A simple, “Hi, what’s new in your world?” or “Here’s a resource I thought you would be interested in…” goes a long way.  Utilize your organization’s social platforms. Leverage your company’s internal platforms like Slack, Yammer, or Intranet forums to interact with colleagues throughout the organization.  Accept those invitations. From professional association webinars, a neighborhood get-together, a random lunch invitation, or Happy Hour with the gang – say yes to an invite and go with the goal of engaging in intentional conversation.  Connect with connectors. I call these people “Centers of Influence” – they seem to know everyone. When you speak with them, be sure to ask them “who else do you think I should speak with?” followed by “Would you be willing to make the introduction?”  How to make sure this actually happens.Here are five tips to make sure these ideas become part of your professional routine: -Schedule time. I like to think of networking as a low-level priority in my schedule. I am doing it on a regular basis, it isn’t taking a ton of my time, but it’s happening. To do this – it must be on my calendar. For example, set aside 15 minutes each week for email check-ins with your connections.  -Set goals. For example, decide to leverage your organization’s internal networking platform to reach out to 2 colleagues each week. Then reward yourself for achieving your goal – it’s the cumulative effect of these small wins that make the difference. -Follow-up and follow through. As you meet people, be sure to send thank you’s as appropriate – this will also serve to remind them of what they said they would do for you. When you promise to do something for someone else, be sure to get it done – it’s your reputation at stake. -Equal exchange of energy. As I like to say, don’t be a barnacle in the networking process – aim to give at least as much value as you get. This will feel so much better.           -Regularly evaluate and make adjustments.

    ١٥ من الدقائق

  4. ٢٢ رجب

    How to Navigate a Job Search for Remote Work

    In the first episode of the year - #350 – I talked about the job market and what to expect in 2025. In this episode, I want to dive into the unique challenges of looking for a remote position. The upside is that you aren’t limited geographically in your search.The downside is that neither is anyone else. Your competition can be fierce. Remote jobs are becoming limited again—the percentage of fully remote jobs on LinkedIn fell from 18% in 2022 to 9% in 2023.  According to one website focusing on nonprofit jobs, remote postings receive 4.5 times as many applications as hybrid postings.  Let’s start with some good resources for remote jobs. If you’ve listened to my podcast much, you know how ineffective job boards can be – especially at mid to higher levels. Having said that, unless you are at the executive level, I recommend about 25% of your job search efforts be spent on passive strategies, which includes job boards. Increasingly, job postings are stating whether the work is in office, remote, or hybrid. If it doesn’t and this is a deal breaker for you, I recommend attempting to contact the company’s HR department to get clarification before you waste time applying to a position where remote work isn’t a possibility.   Here are some favorite boards for remote work:  * General Job Boards: LinkedIn: Utilize advanced search filters to target remote positions. Indeed: A vast database, use keywords like "remote," "work from home," or "WFH." Glassdoor: Can provide insights into company culture and employee reviews. * Remote-Specific Job Boards: Remote OK: A popular and well-regarded platform. AngelList: Known for tech and startup roles, with a strong remote focus. FlexJobs: Subscription-based, but often has highly vetted remote positions. Remote.co: Another comprehensive resource for finding remote jobs.  In an active (networking-based) job search, query “companies that promote remote work” or similar prompts to help with your list of target employers. Conversely, you could query “companies that don’t allow any remote work” to see if any of your target employers are on that list. Again – Glassdoor can also help with this information.   Here are some important considerations when deciding to seek remote work: ·      Identifying Legitimate Opportunities: The rise of remote work has also seen an increase in scams. Be vigilant and only apply to positions from reputable sources. Never, ever send money or provide personal information upfront.  * Legal & Tax Implications: Research employment laws and tax regulations in your location. * Setting Up Your Workspace: Create a dedicated workspace that is comfortable, ergonomic, and free from distractions. Be prepared to discuss your setup in an interview and explain how you will minimize interruptions WITHOUT divulging personal information they can’t ask about.  * Maintaining Work-Life Balance: Set boundaries between work and personal time to avoid burnout. * Tailor Your Approach: Tailor your resume and cover letter to emphasize skills needed for working remotely including time management,

    ٢١ من الدقائق

  5. ١٥ رجب

    Seven Feedback Mistakes Managers Make (with Bruce Tulgan)

    I got an article some time ago on “Feedback Mistakes Managers Make” in the rainmakerthinking.com newsletter from Bruce Tulgan. Bruce was previously a guest on The Exclusive Career Coach on two occasions: #148 - How to Be Indispensable at Work: https://www.exclusivecareercoaching.com/posts/2020-10-07-148-how-to-be-indispensable-at-work-interview-with-bruce-tulgan (https://www.exclusivecareercoaching.com/posts/2020-10-07-148-how-to-be-indispensable-at-work-interview-with-bruce-tulgan) And #157 – Managing – and Being Managed – Remotelyhttps://www.exclusivecareercoaching.com/posts/2020-12-02-156-managing-and-being-managed-remotely-interview-with-bruce-tulgan (https://www.exclusivecareercoaching.com/posts/2020-12-02-156-managing-and-being-managed-remotely-interview-with-bruce-tulgan)Today’s episode is a deep dive into the mistakes managers make around providing their direct reports with appropriate, time-sensitive feedback. Bruce gives seven mistakes that are based on his company’s extensive research.  Bruce also talks about the number one thing employees can do to receive better feedback from their boss.  You can find Bruce at: Bruce@rainmakerthinking.com (mailto:Bruce@rainmakerthinking.com)  I make reference to this podcast in the episode, so here’s the link:How to Have a Successful 1:1 Meeting with Your Boss: https://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss (https://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss)  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

    ٤٨ من الدقائق

  6. ٨ رجب

    What You Need to Know About the Job Market and Job Searching in 2025

    We’re talking about the job market and the job search for 2025 – a forecast, coupled with some how-to’s.  These seem to be universally accepted as the expectations for the 2025 job market:

    ٢٣ من الدقائق

  7. ١٧‏/٠٦‏/١٤٤٦ هـ

    A Framework to Help You Prepare for the New Year

    This is my last episode of 2024. I’m a huge fan of evaluating what went right and what didn’t – and what changes you want to make for 2025.  The point I want to make, loud and clear, is that change doesn’t have to be massive. Incremental change can be highly effective – and more achievable.  I’ve used this framework on the podcast before, but it’s still great so I’m using it again. I first learned it from my first coach, Denise Hedges. She recently made reference to this 4-step change model in a recent newsletter, which reminded me that I wanted to do this exercise during my planning retreat for next quarter.  Here it goes: STOP … START … CONTINUE … CHANGE. What do you need to STOP doing? Maybe it’s something you can delegate. Maybe no one needs to do it anymore.  What do you need to START doing? What is a habit, practice, or activity you want to begin to do? Perhaps you want to commit to a walking program or go back to school for an advanced degree. It could be something simple like intentionally greeting everyone you see on your way into the office every morning.  What do you need to CONTINUE doing? Make sure that, in your efforts to make some changes, you don’t throw the good out. Keep engaging in the activities and behaviors that have worked for you this year.  And what do you need to CHANGE about how you’re operating? Maybe it is an activity you must do every day, every week, or every month…and you hate it. Is it possible that changing HOW you do the thing could make it less unbearable…or even enjoyable? OR is there a way you could do something more efficiently?  As Denise goes on to say, “Most people go at the change process piecemeal, addressing one or two things at a time in isolation vs. looking systematically at everything that’s susceptible to improvement. “And that’s not where the gold is. Especially since the things that likely garner most of your attention are problems … things that need fixing … vs. opportunities and enhancements you may be overlooking.” “Stop, start, and change are about doing things differently. It’s easy to focus on what needs to be fixed. “Continue” is just as important. Make sure to give yourself credit and acknowledge what’s working. Recognize and appreciate what’s made you successful and valued by those you serve. Don’t concentrate solely on how you can do better.  “You’re undoubtedly doing a lot of “right” things and doing a lot of things well.” STOP … START … CONTINUE … CHANGE. Ask yourself these four simple questions and journal your answers. Then come up with a plan to achieve each.  As I wrap up the podcast for 2024, here are mine for you: STOP trying to make other people happy at your own expense. You can’t control other people’s thoughts or feelings, so focus on your own happiness.  START questioning your beliefs. A belief is a thought you keep thinking…and many of us choose to think thoughts that don’t serve us. Even if the belief is true: Does it benefit you to think it?  CONTINUE self-improvement. Never stop learning, growing, and evolving. The opposite of this isn’t stagnation, because if you aren’t moving forward, you’re moving backward.  CHANGE an activity or habit that no longer services you. Bored with your workouts? Take up pickleball. Change the way you go to work every day…or the first five things you do when you get there. Commit to changing your relationship with your boss or a co-worker.  You are brilliant! I know this because you are choosing to listen to my podcast instead of something that doesn’t help you grow. I wish you for the happiest of holidays and a wonderful start to 2025.

    ١٠ من الدقائق

  8. ١٠‏/٠٦‏/١٤٤٦ هـ

    Why Poor Employee Engagement is a Leadership Problem (with Dr. Roger Gerard)

    In this episode, I speak with Dr. Roger Gerard, the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. Roger talks about leadership’s important role in employee engagement – and why hiring for cultural fit is so important. Roger walks us through three types of employees a leader may encounter – the cynic, the apathetic, and the naysayer – and how to lead each. Roger’s 5 simple promises leaders need to make and keep sound so easy, and yet so few companies actually do this well. We also talk about what an employee can do when leadership isn’t holding up their end of the bargain, whether intentionally or unintentionally. Dr. Gerard is the author of Owning the Room: Leading with Mind, Heart and Spirit to Make Extraordinary Choices in a Demanding World and the forthcoming title, Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis. He also co-authored On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry. To connect with Dr. Gerard please visit his website www.rogergerard.com (http://www.rogergerard.com/) and www.linkedin.com/in/rogerg (http://www.linkedin.com/in/rogerg). Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

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The Exclusive Career Coach is presented by Lesa Edwards, CEO of Exclusive Career Coaching. This weekly podcast covers all things career management including job search strategies, interviewing tips, networking tools, maximizing LinkedIn, salary negotiations, and managing your mindset around your career.

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    Lesa Edwards
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    ١٤٣٩ هـ - ١٤٤٦ هـ
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    © Copyright 2025 The Exclusive Career Coach
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    The Exclusive Career Coach

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