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Forbes
3 days ago
- Business
- Forbes
Be Easy To Work With: The Overlooked Career Skill That Drives Success
A group of professionals collaborating effectively "Be easy to work with." That was the most impactful piece of advice my mentor gave me early in my career. I had just stepped into a challenging stretch role that required me to grow quickly, learn new skills and make a noticeable impact. Eager to succeed, I reached out to her because she was an experienced and accomplished leader. When we met, my primary question for her was, 'How can I make the right impression and thrive in this new position?' I expected her to say things like "leverage your strengths," "work hard," or "be yourself." All solid advice, but that's not what she said. Her response was simple, practical and powerful: "Be easy to work with." That insight has stuck with me. Over the years, I have seen it hold true not only in my career but in the experiences of countless professionals and leaders I've coached and developed. Regardless of role, industry or level, being easy to work with is an underrated but essential skill that strengthens collaboration, builds trust and drives long-term success. 5 Practices to Be Easy to Work With Backed by research and practical experience, these five practices have consistently helped professionals and leaders become more collaborative, trusted and effective across diverse roles and industries. 1. Focus on We Instead of Me Do the people you interact with to get work done believe that you understand and have their best interests at heart, or do they feel you are leveraging the situation for selfish gain? Trust will remain low if others perceive you as focusing only on your interests. To build trust, you must approach working with others with a self-orientation of "we" versus "me." Taking the time to understand others' perspectives, goals and solutions is the foundation for successful collaboration. People will almost always bring varying views about any complex situation that requires collaboration for success. Asking open-ended questions to understand how others perceive the work at hand is a crucial first step in finding shared meaning for collaborative work. To establish a "We" perspective, you must regularly ask two types of questions: 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗧𝗼 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗢𝘁𝗵𝗲𝗿' 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗧𝗼 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗲 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 Taking the time to ask questions does not stop you from sharing your perspectives about the situation; it just means you choose to ask questions and understand others' views before sharing your own. 2. Deliver Results Credibility is built by consistently doing what you say and delivering quality work. I often see articles and posts that focus solely on the relational aspects of being an effective employee (such as kindness, empathy, listening and understanding), but do not give equal weight to the importance of delivering results. To build relationships and gain influence, people must believe you can and will get the job done. Consistency is a crucial aspect of reliability. Be someone others can rely on to get the job done. When you deliver on your commitments, trust is built. Establishing clear responsibilities, next steps and timelines enables people to rely on each other, whether meeting deadlines or fulfilling their duties. 3. Demonstrate Emotional Competence Our brains and bodies are hardwired to react when we feel threatened. This instinctive reaction is why many well-intentioned, skilled and competent individuals make poor decisions that negatively impact themselves and others. Understanding our physical responses to negative emotions helps us recognize when it's time to pause. Pausing allows our minds to catch up with our emotions before we react out of anger, fear, fatigue or frustration. Emotionally competent people do not blame circumstances or conditions for their behavior. During challenging interactions, establishing a long-term orientation by aligning our "in the moment" intentions to our longer-term goals and values helps us to: 4. Seek Feedback Regardless of your talent or level of effectiveness, you will have flawed perspectives or sometimes make mistakes. Asking team members, stakeholders or managers for their feedback demonstrates that you value their perspectives, have a growth mindset and want to continually improve. Since giving feedback feels risky for people, we must be deliberate about creating a safe environment by actively giving permission and expressing openness and desire to receive feedback about our performance. To regularly receive honest feedback, we need to minimize potential obstacles while encouraging others by: 5. Practice Reflection Reflection is a humbling yet powerful tool that helps us improve our performance. However, it is not easy, as it requires us to look honestly at ourselves, including our strengths, weaknesses and areas that need improvement. A practice of reflection often leads to insights, learning and ideas to test future experiences. Research shows that regular practice of reflection increases our capacity to demonstrate emotional intelligence, social skills and learning agility. Rolfe et al.'s (2001) reflective model is probably one of the simplest reflective models, as it centers on asking three straightforward questions: What? So what? Now what? This practical approach to reflection provides a framework for assessing experiences, making meaning of them and determining what they mean for future action. Below are some example questions for you to use to customize your reflection process: What? So What? Now What? Why You Should Be Easy to Work With Being easy to work with is often overlooked when professionals think about skill sets for advancing their careers and that is a mistake. No matter how high your level of technical skill, experience or intelligence, it will be your ability to effectively collaborate, communicate and adapt with others that will make the difference for long-term success. If you want to grow your influence, advance your career and build lasting professional relationships, start with this: Be easy to work with.
Yahoo
3 days ago
- Business
- Yahoo
Denny's CEO asks potential hires these questions at the interview—if they can't answer, it's an immediate red flag
Denny's CEO Kelli Valade isn't afraid to admit she's always working to be better—and she values that same humility in job candidates. Recognizing your weaknesses and asking thoughtful questions, she says, can set you apart in an interview. It's a mindset shared by Nvidia CEO Jensen Huang, who got his start as a Denny's dishwasher and credits the journey teaching him hard work and humility. Landing a job in today's market can feel like finding a needle in a haystack. Not only do you have to find a role that you're interested in—and are qualified for—but you also have to craft an application, resume, and cover letter that's interesting to both humans and AI. But once you land the coveted interview, that's when the pressure is on. Luckily, even during an era of AI-assisted interviews, there remain ways to stick out from the crowd. When asked what her red flags are in hiring, Kelli Valade, CEO of Denny's Corporation, noted that she asks applicants a few critical questions. One of the signs Valade looks for comes at the end of the interview, when she asks: what questions do you have for me? 'Have a thoughtful one or two. You don't really even have to have more than that,' she tells Fortune. 'Any more than that, actually, it's too much.' In fact, it often does not matter what the questions are, but the fact that you do ask shows you did your homework and are seriously interested, Valade adds. (However, Shark Tank star Barbara Corcoran advises candidates to ask, 'Is there anything standing in the way of you hiring me?') She also is sure to ask: what would they say makes you most effective at what you do? Typically, candidates are pretty well equipped to answer that question, Valade says. 'Then I ask them, what would make them more effective?' she explains. 'Which basically is saying, what are your weaknesses? And there you'd be amazed at how many people can't answer that, or would say, 'I've not thought about it.' And so really what you're saying is, 'I've not thought about my weaknesses.'' The 55-year-old admits that she herself is a work in progress, but what's helped her stand out throughout her career is not shying away from admitting her areas of improvement. It's something she hopes to see in her employees, too. From Denny's dishwasher to leading the world's biggest company Now that you know tips for getting hired at Denny's, you may ask, why work at the restaurant chain? There may be no more notable member of Denny's employee alumni than Jensen Huang. The now billionaire CEO of Nvidia started his career at the diner as a dishwasher at just 15 years old—and it's experience he credits for teaching him about hard work. 'I planned my work. I was organized. I was mise en place,' Huang told students at Stanford's Graduate School of Business last year. 'I washed the living daylights out of those dishes.' 'No task is beneath me,' he added. 'I used to be a dishwasher. I used to clean toilets. I cleaned a lot of toilets. I've cleaned more toilets than all of you combined. And some of them you just can't unsee.' And while his time at Denny's came well before Valade's tenure, she says they are now friends today—and the billionaire continues to pay homage to the diner. His LinkedIn notably only includes two employers: Denny's and Nvidia. He also made an appearance last year at Denny's franchise convention and partnered with the company to launch a special edition 'Nvidia Breakfast Bytes.' 'Start your first job in the restaurant business,' Huang said in 2023. 'It teaches you humility, it teaches you hard work, it teaches you hospitality.' From hostess to CEO Valade started her career in the restaurant space at just age 16, when she landed a hostess job at TJ's Big Boy. Decades later, she began climbing up the corporate ladder in the human resources world—with the dream of one day becoming a chief people officer, not necessarily becoming a CEO. So when she was tapped to jump from head of HR to chief operations officer at Chili's, self-doubt was her first instinct. 'I didn't think I could do that at the time,' she recalls. 'I thought, I think you're looking for the wrong person here. I don't know. My first instinct was, I'm not sure I know how to do that.' While the feeling is natural, she adds leaders—and especially women—should self-reflect on whether you are holding yourself back from a greater potential. 'Push yourself and challenge yourself on why you may not feel like that,' she adds. After later rising to brand president at Chili's and CEO of Red Lobster, Valade was tapped to become Denny's CEO in 2022, centering her career on two of her favorite things: people and pancakes. This story was originally featured on Solve the daily Crossword
Forbes
4 days ago
- Business
- Forbes
Risky Job Seekers: How To Stand Out And Snag Your Dream Career
What lengths do you need to go to in a competitive job market to stand out and land your dream job? Job seekers and recruiting managers are always looking for clever ways to stand out in the job search process. And in the 2025 competitive job market, standing out is essential to getting hired. Job seekers are constantly guessing at how to make a good impression, differentiate themselves and meet recruiter expectations. Sometimes risky job seekers who stick their necks out and demonstrate confidence over credentials are the applicants to land the dream jobs. Risky Job Seekers Often Snag The Dream Jobs Putting your confidence over credentials is a hard sell, but there are cases where it works for the right person. Before Shawn D. Nelson became the founder and CEO of Lovesac, he applied for a job at one of Salt Lake City's top restaurants with zero fine dining experience. Under 'qualifications,' he wrote just three words: 'I'm dead sexy.' They hired him. That early moment sparked a personal philosophy that still guides Nelson's leadership today: 'The world doesn't always need qualifications. It needs confidence. It needs people willing to be seen.' It's the same principle that's made Lovesac a standout brand: bold, untraditional and built to last. If you're like most job seekers, you have job jitters scarier than a trip to the dentist, holding a spider or skydiving. Chances are, the last advice you want to hear is to take risks on a job application or during an interview. You want to put your best foot forward, and you already have an endless list of things to remember: how to develop your resume, how to dress, what to say, eye contact, body language, questions you do or don't ask and how to begin and end the interview. But if you play it too safe and keep a low profile, you could disappear in the morass of applicants and become invisible in the 2025, highly-competitive job market. Sticking your neck out could win the prize. So don't hide behind the proverbial potted plant in the corner of the recruiter's office. Keeping a low profile won't land the dream job. It's more likely to keep you unnoticed. Risky Job Seekers Are Willing To Fall Off The Bicycle So the challenge is knowing the line between outrageous and risky. I spoke with Dr. Rebecca Heiss, author of Spring Board: Transform Stress to Work for You, and she underscores considering the cost of inaction. 'We're quite good at predicting and measuring the costs of our actions,' she reminds us. ''I might look foolish. I might fail. I might be rejected.'' Heiss says what we neglect to measure are the costs of our inactions—how not showing up or asking the question ultimately can cost you more than any cost of action. 'Go big and play all-in. Regrets are far more painful and offer no lessons to grow,' she advises. If you've got a job interview coming up, Weiss advises that you send intimidation packing and speak up, present a unique idea and try new things. 'Remember how thrilling it was to get on a bike for the first time, even though you knew the chances of falling were fairly high?' she asks. 'We got on anyway, took a few falls and have been riding ever since. You need to approach professional opportunities with this same mindset—regardless of how big or little that opportunity might be. According to Peter Duris, CEO and co-founder of Kickresume, chances are, you might not be preparing for the right questions because hiring managers are throwing candidates curve balls. Another way of falling off your bicycle is to prepare to talk about your failures, not just your strengths. Duris points out that 22% of companies ask about a candidate's previous failure or mistake and acknowledges that it can feel awkward, but recommends that you not let that stress you out. 'It's really about showing how you solve problems and bounce back from tough situations,' he insists. 'We've all messed up at some point; it's how you handle it that really matters.' He bases his recommendation on Kickresume's science-backed study that looked into over 250 interview questions from 50 top companies, including Apple, Unilever and Google to find out the topics hiring managers are likely to ask about. They found that, instead of preparing to speak about your strengths, you might be better off to address your career failures and mistakes. Their findings show that companies want to know about your previous career failures, and 10% of hiring managers ask questions about working with difficult colleagues or how you would deal with conflict within the team. This line of inquiry shows the importance of working relationships and conflict resolution skills, the study suggests. Over half (54%) of the companies ask job candidates to share stories from their previous experience, with a question that uses a phrase like 'Describe a time when…' —which goes to show the importance of being able to back up your experience with evidence. Questions about how you might perform in a real life work environment are also common. 'Our research shows that common interview questions often ask you to prove you've got the right skills, qualities and experience for the job,' Duris comments. 'So, before your interview, take another look at the job description and think about some good stories that show you've got what they're after.' Companies tend to ask for your positive qualities as well, like a question about a previous achievement, with 26% asking candidates to describe something they have achieved and 16% wanting interviewees to name their 'proudest achievement' or 'greatest achievement.' And 16% of companies might want to know what you would achieve if you were hired. One example is the company Square, who asks, 'How long will it take you to begin working on projects and make a meaningful contribution at Square?' A Final Wrap On Risky Job Seekers Most recruiters are searching for job candidates with a growth mindset that drives profits. They understand that risky job seekers aren't careless or outrageous and not necessarily the rebels or troublemakers. And they know they're not 'yes candidates,' either. They're more cautious of job applicants who play it safe, conform and seek approval to protect their own self-esteem, security and ambitious goals than the common good. And more impressed with non-conforming, risky job seekers, who tend to work for the greater good of the company. Questions about your previous career failures and mistakes might not seem like a positive way to prepare for a job interview. But business leaders like Duris, advise that taking risks can help you impress hiring managers, provided you answer in a way that presents you in a good light. Playing it too safe, on the other hand, can prevent you from standing out in the interview process. If you want to be among the risky job seekers, find that one place where you've been hiding and find one unpredictable bridge to jump from to sprout your wings or that limb to go out on to reach the fruit of the tree in your next job interview.
Fast Company
4 days ago
- Business
- Fast Company
5 job search habits young job seekers should ditch immediately
After nearly four decades on Wall Street and over 15 years mentoring students and young adults, I've witnessed countless young professionals struggle with their job searches —not because they lack talent, but because they're trapped in counterproductive habits that sabotage their success before they even begin. The job market has never been more competitive. With AI tools and vast information resources now available to every applicant, the baseline for what constitutes a 'good' application has skyrocketed. Today's job seekers have access to sophisticated résumé optimization tools, interview prep platforms, and industry insights that previous generations could never have imagined. And that means that simply having a polished resume or knowing basic company facts no longer differentiates you from the competition. A saturated job market The COVID-19 pandemic intensified this competition exponentially. Economic disruptions created a massive pool of highly competent applicants—seasoned professionals who were laid off, recent graduates whose traditional entry points disappeared, and career changers seeking more stable industries—all competing for fewer available positions. What we're witnessing is an unprecedented bottleneck, where exceptional candidates are struggling to get through recruiting filters just because the volume of qualified applicants has overwhelmed traditional hiring processes. This saturation means that even talented individuals with strong credentials are facing rejection after rejection, not due to inadequacy, but due to sheer numbers. Employers who once received dozens of applications for a position now receive hundreds, forcing them to rely on increasingly narrow filtering criteria that can eliminate excellent candidates for arbitrary reasons. In this new landscape, it's the candidates who go above and beyond—who demonstrate genuine initiative, build real relationships, and create tangible value—who separate themselves from the pack. The tools are available to everyone, but it's how strategically and creatively you use them that determines your success. The reality is that most new job seekers are their own worst enemies, repeating the same ineffective strategies that virtually guarantee disappointment. If you're serious about launching your career, it's time to break these five destructive habits immediately. Stop the Spray-and-Pray Approach I see this mistake constantly: talented graduates treating job applications like a numbers game, firing off identical résumés to every posting they find. During my years at one of the largest banks in the United States, I reviewed countless résumés. The generic submissions were easy to spot and equally easy to dismiss. Employers aren't looking for someone who can fill any role—they want someone who genuinely understands (and is passionate about) their specific position. Every application should tell a story about why you and this particular company are a perfect match. Research the organization, understand their challenges, and demonstrate how your skills address their specific needs. Yes, this takes more time—but would you rather send 50 thoughtless applications that get ignored, or 10 targeted ones that actually generate interviews? Embrace LinkedIn as Your Career Command Center I'm amazed by how many job seekers still treat LinkedIn as an afterthought. In today's digital world, your LinkedIn profile is often your first chance to make an impression. Worse yet, many young professionals create a profile and then abandon it, missing countless opportunities for meaningful connections. Your LinkedIn presence should be as polished and strategic as your résumé. More importantly, it should be active. Share insights about your industry, comment thoughtfully on posts from professionals you admire, and regularly update your network on your career journey. We encourage young adults to view LinkedIn as a relationship-building platform, not just a digital résumé. The connections you make today become the foundation for opportunities in the future. Many of our most successful clients have landed positions through LinkedIn relationships they cultivated months before they even began their formal job search. Abandon the Perfect Role Fantasy One of the most career-limiting beliefs I encounter is the idea that you should wait for the perfect opportunity. Young professionals often turn down roles that don't match their exact vision, convinced that holding out will yield something better. This perfectionist mindset ignores a fundamental truth: careers are built through progression. Some of the most successful individuals I've mentored started in positions that seemed unrelated to their ultimate goals but provided invaluable experience and connections. Early in your career, prioritize learning and growth over title and salary. A role with exceptional mentorship, challenging projects, or exposure to senior leadership can be far more valuable than a prestigious position where you'll be isolated or underutilized. The goal is forward momentum, not immediate arrival at your destination. I often tell my mentees that your first job is rarely your last job, but it's always your launching pad. Choose roles that accelerate your trajectory, even if they don't perfectly align with your original vision. Master the Art of Strategic Follow-Up The job search doesn't end when you walk out of the interview room: that's when the real work begins. Yet countless candidates don't take full advantage of promising opportunities by failing to follow up appropriately. A thoughtful follow-up message accomplishes several critical objectives: it demonstrates your genuine interest, reinforces key points from your conversation, and keeps you visible during the decision-making process. More importantly, it shows that you understand professional norms and can manage relationships effectively. Your follow-up should be personalized, referencing specific moments from your conversation and reiterating how you can contribute to their team's success. This isn't about being pushy—it's about being professional and maintaining momentum. I've seen talented candidates lose opportunities to less-qualified competitors simply because they assumed their interview performance would speak for itself. In a competitive market, every advantage matters, and strategic follow-up can be the difference between getting the offer or being forgotten Stop Waiting Until Your Senior Year to Think About Career Strategy One of the most limiting mistakes I see is students who coast through their first few years of college without any career planning, suddenly panicking during junior or senior year when they realize competitive roles require years of preparation. Today's job market rewards those who think strategically early. The most coveted positions, whether in finance, consulting, technology, or other competitive fields, increasingly expect candidates to have meaningful internship experience, relevant projects, and established industry connections. Students who wait until their final years find themselves competing against peers who've been building their credentials since freshman year. But let me be clear: starting later doesn't doom your prospects. I've mentored countless students who discovered their career direction during their junior or senior years and still achieved remarkable success. The key is understanding that you'll need to accelerate your efforts and be more strategic about your approach. The real mistake isn't starting late; it's continuing to delay action once you recognize the importance of career planning. Whether you're a freshman or a senior, the best time to start building your professional foundation is right now. The Path Forward Throughout my career mentoring young professionals, I've watched talented individuals gain access to opportunities they never thought possible by simply approaching their job search with the same intelligence and intention they bring to other aspects of their lives. Remember, your job search can be a demonstration of your professional capabilities. Employers are evaluating not just what you've accomplished, but how you approach challenges, manage relationships, and execute strategies. The job market may be competitive, but it's not impenetrable. With the right approach, persistence, and strategic thinking, you can transform your job search from a source of frustration into a launching pad for the career you truly want.
Forbes
6 days ago
- Business
- Forbes
The Reason Your Job Search Isn't Working Is Not What You Think
The Reason Your Job Search Isn't Working Is Not What You Think How do I get employers interested? I'm finding companies are hiring more junior people in roles that I'd like to do. – Corporate Communications I have applied for jobs at my current title and have not even received an interview. One of my top companies has posted an assistant opening, which is a big step down. Should I still apply? – Higher Education I'm hitting the glass ceiling. How do you know whether to keep working on it or look elsewhere? – Life Sciences All of these questions come from job seekers not getting results in their search and assuming one particular reason. For Corporate Communications, the reason is employers preferring younger candidates. For Higher Education, it's that they have been applying to the wrong-level job. For Life Sciences, it's the glass ceiling. These aren't unreasonable hypotheses. The glass ceiling does exist in some places, you do need to apply for jobs that fit (this includes the right level of job, as well as other factors), and employers will have their preferences (and sometimes that's not you). But what if you're wrong? The Reason Your Job Search Isn't Working Is Never Just One Thing There are multiple reasons why a candidate gets hired (or doesn't), so there are multiple reasons why your job search works (or doesn't). For example, if you submit a resume and don't get called in, it could be that your resume needs improvement, or it was submitted after a shortlist was already determined, or it was never considered because the company doesn't actually look at unsolicited resumes and only takes referrals. If you're getting interviews but not moving forward, it could be that you're not selling yourself compellingly enough, or other candidates interviewed better, or the job is different than its posting (which happens quite frequently) and you need to better uncover what the employer really wants. Focusing On One Issue Prevents You From Improving Your Overall Job Search If you fixate on one issue, you neglect other areas of the job search. Work on your resume, but also work on nurturing a strong professional network, in case resumes aren't reviewed or referrals are prioritized. Work on your interview technique, but also do your research so you can speak to the key issues your target companies are facing, regardless of how informative the job posting is. Work on generating multiple leads and juggling multiple live openings at a time because you may be a strong candidate and still be bested by other strong candidates or be in process for a job that changes in scope, gets farmed out internally or to a freelancer instead of hired for, or gets cancelled for some other reason unrelated to you. Focusing On The Wrong Issue Can Lead You Down The Wrong Career Path If you pick a discouraging, intractable issue to fixate on (e.g., glass ceiling, preference for junior candidates), you might convince yourself to aim lower than you'd like (like this experienced professional considering an internship). Or you aim for roles or industries you're not as passionate about, or give up your job search entirely. Even if you manage to press on, you might show up with a chip on your shoulder when you interview or network. You may think you're fine, but the people you interact with, especially experienced interviewers, may sense even the slightest negativity. Keep An Open Mind When Troubleshooting Your Job Search Instead of looking for the one, the real, the most important reason why you're not getting the job search results you want, think of as many potential reasons as possible. This isn't to burrow into the negative, but rather to show yourself that there are many roads to improvement. Use this troubleshooting list to build your job search to-do list, so that you tackle your job search from multiple fronts – resume, LinkedIn, networking, interviewing. Shore up weak spots, build on strengths and keep things interesting enough that you stay motivated and persevere.
