I get a lot of questions about following up after a job interview. Today, I want to give the ABC’s of interview follow-up, as well as some creative options for staying in touch throughout the decision-making process.

Today, we’re talking about organizing your job search. For some of you, this may be a foreign concept – why would I need organization to look at job boards? I just look at them and apply to as many jobs as I possibly can – right? Wrong. I’m not going to go into detail with specific job search strategies – I covered that in multiple other episodes. Rather, what I want to cover today is the structure of your job search…dedicating time for your job search and using that time to your best advantage.

For some of you, you may want help with your goal. For others of you, you may want to make a job or even a career change this year. For still others, you may want to position yourself for success in your current role. These are all great reasons to hire a coach, so I wanted to dedicate an episode to helping you find the right coach for you.

Let me start by saying I’m a planning geek. Goals and strategies excite me, and I love realizing the aggressive goals I set for myself. Today, I’m inviting you to pick an area of your professional life that you would like to see massive change in. We’ll work together to create a plan to make it happen!

A difficult employee is a term used to describe a person who acts in a careless, unprofessional, or irresponsible manner in the workplace. It is easy to get into a victim/villain mode with a difficult employee—thinking that they are intentionally doing the things they are doing to “get you” as the boss. This type of thinking puts you as the supervisor in a helpless, disempowering position with the difficult employee having power over you. So, how do we manage difficult employees? Let’s talk about it.