#1 Tip For Parents Who Want To Return To The Workforce
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Are you a parent trying to get back into the workforce after being out for five years, a decade, or longer? Are you trying to change careers altogether? Well, I'm here to tell you it is possible to return to your old career or start a new one.
Here's my best tip for parents who want to return to the workforce...
Start Small! @j.t.odonnell for parents trying to get back in the workforce... @workitdaily @j.t.odonnell #careerhacks#careeradvice#careertiktok#learnontiktok#edutok#parents#parentsoftiktok#parentsbelike♬ original sound - J.T. O'Donnell
My one piece of advice is to start small. Go to your local network and see who can hire you. You just want to get your foot in the door somewhere. You just want to get back out there. You just want to start working. That alone is going to give you some structure, a little pay, and an opportunity to grow your professional network.
Once you do that, people will be far more interested in hiring you for the higher-level positions because they will see that you've gone back to work at a lower-level position just to get back into the workforce.
Trust me, you won't be in that job very long. But getting yourself back into the workflow is the first step in the process of speeding up your career growth so you can get the job you really want.
Need more help returning to the workforce?
I'd love it if you joined my FREE community where professionals like you are learning how to become empowered in their careers so they can finally find career happiness and satisfaction. More importantly, I have tons of resources inside this community that can help you prepare for your next job search.
Sign up for my FREE community and become a Workplace Renegade today! My team and I are looking forward to working with you soon.
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Work It Daily - Career Events & WorkshopsCareer & Job Search Events Partner Boost Work It Daily's Career Events Jenna ArcandJuly 18, 2022
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July 20, 2022: How To Get A Promotion (And A Raise)
It can be tough getting that promotion at work, especially when you're not sure how to show you deserve one. If you want to get a promotion (and a raise!), attend this live event and learn how to make the case for a higher job title and salary.
What You'll Learn:
- Indicate that you’re ready to take your career to the next level
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Join us for Networking Masters (think Toastmasters but for networking)! During this interactive group session, you'll exercise your networking and presenting skills so you can be a more confident connector!
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July 27, 2022: How To Make A Career Change When You've Been Laid Off
Not sure if it's time to change careers, or how to make a career change when you ARE ready? Sign up for this live event to learn exactly how to make a career change when you've been laid off.
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July 29, 2022: Networking Masters
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Blog Why You Need A Data Strategy Before Data Governance (Part 3a) Anthony BrandaJuly 18, 2022
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Part Three A: Standing up the Data Management and Governance Teams: Why CDOs Don't Have More Impact
As we previously discussed, the final step in our five steps to achieving data governance is to stand up the data management organization, including data governance.
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As of this writing, I see many industry experts discussing how the chief data officer (CDO) role is struggling to gain traction in many organizations and how the CDO and often the analytics officer have yet to prove the value of the data analytics.
I believe some reasons for this are:
1. Strategic Perspective: Many organizations view data governance (DG) as primarily a tech function, not a hybrid or business-aligned one. While having DG report to tech leadership may work, these leaders must be well-versed in bridging gaps to other functions and are open to receiving organizational business input. If DG is part of tech, it can only be well represented across the organization if tech leaders see DG as a strategic enterprise necessity and an operational activity.
2. Skillsets: In many organizations, with DG and data residing in tech as a siloed vertical, I find the function cared for by only data architects and engineers. While these are essential functions, they cannot drive change, adoption, and business alignment alone. The customers of data governance (e.g. analytics, marketing, etc.) need to be heard by tech leaders with hybrid skills in DG technology and the business applications of data. These leaders with varied skills can drive out an integrated data and data governance strategy and framework.
[There may be other reasons—please let me know if there are other reasons.]
What I am about to say may ruffle some feathers, but of all organizational configurations, at least in financial services, and from observing what works and what doesn't, what works best for any DG program is when the analytics and data functions are under the same leader. This arrangement better aligns the business use of data through analytic insights.
I have seen centralized, hybrid, and decentralized functions. When analytics and business insights are closely connected to DG, there is a continuously reinforced learning loop. I will expand on this in another post. Still, when business needs and analytics teams drive and participate in data governance, change happens faster, and maturity and adoption rapidly increase. This also assumes a mature and well-governed analytics function with business alignment and linkage.
Data Governance is a hybrid function among the business, the data, and the technology teams. Said differently, data is the raw material with value added is transformed into information when you take information and combine it with a business need that becomes knowledge that has a business impact. Data governance and business lines all influence the components.
I've written about data management organizations (DMOs) and data governance organizations. What's the difference? I view data management as the day-to-day work of following the rules and policies set forth by governance by maintaining the data infrastructure. I believe the tight alignment of these functions is achieved if they are in the same team under one head of (HO), either the DMO or HO of data governance. Ideally, have data management (DM) and DG under one HO under the CDAO or have a HO of DG or DMO and HO of data management (a.k.a. HO data analytics platform) as direct reports to the CDAO.
There is a disturbing trend in some organizations to create ever smaller and smaller departments for data quality and governance that is separate from the DMO and the engineering teams that provide the plumbing and tooling to enable data governance. With such diffuse efforts, no wonder data governance teams and CDOs (in general) are not getting the traction they need. The impact is lessened by breaking the functional components down too finely, more handoffs are created, and additional cross-department efforts are required to align and implement all aspects of data governance.
Other industry commentators agree—this doesn't work well in either large or small organizations.
In my next post, I will offer my take on a data governance organization built for impact.
Readers: I'd like to hear your thoughts on this post. Let me know about your experiences with data management and data governance.
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I'm the first person to admit I'm a control freak. It's not like I can hide it anyway. If you've known me for even a short period of time, chances are you've seen me in action. And no, I'm not proud. Being a control freak isn't a good thing. In fact, some might call it downright annoying.
I used to make excuses for it: "I can't help it!" I'd say. "That's just the way I am!"
But, ya know what? That's not altogether true.
I know when I'm being overly controlling. I feel it. Just like an alcoholic yearns for one more drink, I crave control in any situation. I see myself jumping in, taking charge, directing the flow of traffic. It's cringe-worthy at times. And yet, I just continue to do it.
So recently, I decided to take control (release control) of the situation by exploring the causes and creating strategies for how I can improve my behavior. If you're in a similar boat, I encourage you to do the same. After all, being a control freak is even less likable than it sounds.
Why Am I Such A Control Freak?
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So, is there a reason for this kind of character trait? (Note: we're not going to call it a "flaw." It's just a thing that could be improved, okay?) Where does it come from?
After a little research (and some self-reflection), I've discovered that most control issues stem from a few things.
See if any of the following statements ring true for you:
- I have incredibly high standards and I don't trust others to uphold them.
- I have high anxiety and taking a leadership role makes me feel more comfortable and calm.
- I have a fear of disorganization, failure, and chaos. If I'm in control and bad things happen, it's my own fault. And I trust myself more than others to keep the bad stuff away.
- I have a love of the spotlight. By taking control, I often get all the credit or appreciation for a job well done.
- I have a big ego. I like to be in a position to show off my skills.
- I like to feel needed. Being the one in control makes my presence seem more important.
Obviously, the items on this list aren't very flattering. Don't worry; no judgment here.
It's also pretty easy to see that these issues might cause some problems.
What's Wrong With It?
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I used to tell myself that being a control freak wasn't such a big deal. Only, it is. And here's why:
1. It Can Seriously Damage Your Relationships
Think about it: When you try to control every situation, even if it's not your intention, others start to worry that you don't trust them. They also get sick of following your lead. You may notice friends and family starting to pull away from you, getting irritated or exasperated. Or perhaps they've simply given up and accepted you're the one who gets control. That's not really fair to them and, ultimately, they could end up resenting you for it.
2. It Can Cause You Emotional, Mental, And Physical Stress
And most of the time, it's completely unnecessary! When we always feel like we have to be in control of the world around us every second of every day, we're adding a tremendous amount of pressure to our lives. We do it to ourselves and it's just not healthy.
So, What Can I Do?
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If you're a control freak (like me), I have a few suggestions. These come from personal experience so trust me when I tell you they work. They're not all easy to do, but if you're dedicated to making a change, this is a great place to start.
1. Let Go Of Your Ego
Take yourself down a notch. You're great, but so are others. You have to share the spotlight and let others use their skills. Believe it or not, you're not the best at everything.
2. Delegate To Others
Start small. Train people how to do things if they aren't familiar. See what it feels like to rely on others to do the work. And enjoy how good it feels to watch them blossom with the added confidence you've shown in them.
3. Acknowledge You Can't Control Everything
Give yourself a break and learn to go with the flow now and again. Once you see everything works out just fine without your intervention, you'll get more comfortable with the idea.
4. Completely Give Up Control In One Small Area Of Your Life
Make a conscious decision to completely give up control in one small area of your life. Maybe you'll let others decide what's for dinner. Maybe you'll go on vacation without planning a single excursion. Maybe you'll just take a walk without knowing where you're going. Whatever you choose, let the circumstances and people around you take the lead. Bite your tongue, sit back, and relax. You're a passenger. Enjoy the view.
Now, it's worth mentioning control isn't always a horrible thing. It's wonderful to take control at times, show off your leadership abilities and your decisive point-of-view. But there's a point where it goes too far. Put yourself in check regularly.
And, if you're constantly being told that you're a control freak, don't just write it off as an inescapable character trait. Take a few proactive steps to share the spotlight and hand the reins to someone else. Everyone, even you, will be better for it.
Do you need help taking control of your career?
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This article was originally published at an earlier date.
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Originally posted on: https://www.workitdaily.com/parents-return-to-workforce