Being ready means being ready for change, whether we plan for it or it is thrust upon us.  The things that nudge us towards change are our wanting for something different because either the current situation isn’t working or we see and believe in the promise of something better.  Because change can be scary, unnerving, risky and even exciting, the degrees of readiness to embark upon change vary.  This is the case whether you are an organization or individual.

For individuals, you recognize that something needs to change, but you are not quite sure either how to change or if it will be worth the fear and skepticism you will need to overcome to take that first step.  You convince yourself that things aren’t so bad or doubt that things could be better.  You take a wait and see approach that lingers for weeks, months and sometimes years. 

For organizations, change can be culturally and financially risky yet is necessary given the current business climate.  Ensuring that you have the right coupling of roles and  people is essential.  However organizations hesitate to invest in building and developing  their workforce.  They too convince themselves they can squeak by for just one more quarter before making any changes.

Readiness relates to preparedness for change.  Being prepared is first about having a bigger vision about what you want the future to look like.  It is also about understanding what options lay before you.  And lastly readiness is about creating a plan to move forward, even if you don’t employ that plan immediately…..at least you are ready.

It is a shame that we  have become a society where self sufficiency and self reliance are applauded and asking for help has become viewed as a weakness.  Tackling the life’s challenges alone can be exhausting as well as self defeating.  With job loss often comes embarrassment and shame, making it even more difficult to reach out.  Reaching out to others not only can be comforting when it comes to riding the emotional waves of job loss, but essential in making to connections that could lead to job opportunities.

Asking someone for help is the biggest compliment you can give them.  Letting others support and bolster you during this time is not a sign of weaknes but a sign trust.  Exposing our vulnerabilities can actually bring people closer together.   Let’s face it, we need each other, especially in times of transition.

Let people know what you need, ask for what will be helpful, and be sure when it is all said and done you thank them and of course pay it forward, because you never know when someone will ask you for help.

How long you stay in a job and how it is viewed in the job market has shifted over time.  In days of old the longer you stayed in a job, the more favorably you were looked at as someone who is loyal and can keep a job.  Now if you have been in a job over 10 years you might be viewed as someone who only knows 1 ways of doing things, or someone who’s skills are not up to date.  So where is the fine line?

Leaving a job within a year will certainly raise some eye brows with prospective employers.  But what is more frowned upon and can be detrimental to a job search is when you have several jobs with tenures of less than a year or two.  This will call into question your loyalty, commitment and ability to hold a job.  The exception to this is for contractors.  Prospective employers understand that the nature of contracting is temporary and short stints and frequent moves are to be expected.  

So for those with a long and steady employment history, it is critical keep your skills current, seek out opportunities within your role or company to stretch yourself or learn something new.  Show that you are adaptable.  That is what is going to be attractive to future employers.

So whether you have short stints or long tenures, it will be essential to be able to explain your work history and demonstrate that your skills are sharp, you are flexible and committed to quickly making a contribution to that new employer.

Well intended people can often do the most damage.  This is often the case when it comes to the people who have agreed to be your references.  Good references need to be carefully selected and well coached.

When it comes to selecting your references, here are a few guidelines.

1. Choose people who have seen you work.  People in your personal life may have no idea about how you are at work. And adding people with big titles who have not worked with you directly may not be the best reference.

2. Choose a cross representational group which includes a boss, a peer, a direct report or maybe a customer.  It is a red flag to a prospective employer if a boss is not included on the list. 

3. Choose people who are articulate and accessible.  Job offers can get delayed if a prospective employer cannot reach your reference.  Also if you are uncertain about how your reference will represent you, think twice about adding that person to your list.

In terms of coaching your references.  Make sure your references know exactly what your current job search objective is, especially if it is different than the role they have seen you in.  Also be sure that they have a copy of your current resume and a copy of the job posting.  You want to make sure that if and when that reference is contacted, they can clearly and confidently convey to that prospective employer how you are the best fit for the job.

Therefore good selection and coaching of references will minimize the chance they will sabbotage your job search.