Hi All!

I was recently contacted by The New York Times to be interviewed for an article that ran in the print and online editions of the paper. The reporter who contacted me is someone who has interviewed me before for other NY Times articles, and I was interested in this new topic she approached me with.

Basically, she wanted to explore if email was “dying” with the huge influx of Millennials (aka Gen Y) coming into, and in, the workforce, since they are more text-happy. And she also wanted to discuss email etiquette and how all of this is impacted by generational dynamics.

The article is entitled: What to Think About Before You Hit ‘Send’ by Alina Tugend. Here’s an excerpt:

It seems almost passé to write now about how to use e-mail. After all, haven’t most of us moved past that to tweeting, texting, Facebooking and whatever the social network flavor-of-the-month is? 

No. It’s still a vital part of business communication (and personal, too, at least for those over 25 or so). Yet as common as e-mail is, far too many people don’t know how to use it well — or understand the risks they run of using it inappropriately on the job.

“The death of e-mail has been greatly exaggerated,” said Mike Song, chief executive of GetControl.net, which provides training on time management and e-mail efficiency. Research by his company has found that most employees spend at least a third of their time at work on e-mail.

And while many people do use LinkedIn, Facebook and instant messaging, none of those outlets have replaced e-mail, for the most part, but they have added yet another method of communicating — and another way to waste time.

CLICK HERE TO READ THE ENTIRE ARTICLE!

I discuss communication dynamics and the multigenerational workforce a lot in seminars that I conduct, as well as discuss email and business etiquette in the workshops I conduct for Millennial employees. And I can tell you, YES, there are many challenges with how different generations interact, in person and online. And many “older” generations are frustrated with how Millennials use email AND write their emails.

But, it will improve over time…it’s just one more little thing everyone needs to be aware of to discuss openly at work!

Bye for now,

Lisa

Hi All!

While on a recent plane flight, I came across an article in USA Today about a new book, and its author, that I thought was very interesting and inspiring. But, before I jump into telling you about it, let me take a minute to explain why the article about the Boomer author’s journey grabbed my attention:

In October of 2011, I released my third book, “Boomers into Business: How Anyone Over 50 Can Turn What They Know into Dough Before and After Retirement”. I wrote it because there are a lot of new shocking statistics about how horribly prepared more than 47% of Boomers are for retirement (or even have enough money to cover their basic bills when they get older!). So I wrote my latest book to provide career options that Boomers can consider to make more money now, on-the-side of their current job if they’re employed, as well as what they can do after they “retire” from their current job or career to generate income later in life.

There. That gives you a general overview as to why the article topic grabbed my attention…now, back to that.

The book is called, “Diary of a Company Man: Losing a Job, FInding a Life”, written by James. S. Kunen (Lyons Press). And it tells his journey of being a 59 years old Baby Boomer executive who was fired from a good job at Time Warner, and found himself in what he, along with many other Boomers, describe as a place of: Too young to retire and too old to hire.

So, there Kunen was, caught in that scary place that many Boomers find themselves in where they find it hard to get a new job, yet they’re too young to quit working because they don’t have enough retirement savings, and/or they need to make a living now just to make ends meet.

I don’t want to give away the ending and how he survived this, so you’ll either have to read his book or read the article I did to get more details. But I will provide you with this brief book description from his Amazon book page:

The funny, insightful, and inspiring story of a 1960s campus radical turned corporate PR man who finds himself, along with his fellow baby boomers, in a place called “Too Young to Retire and Too Old to Hire”.

James S. Kunen—author of The Strawberry Statement, an account of the 1968 student uprising at Columbia University—chronicles his adventures on the road to finding meaning in work and life.

He traces his evolution from a rebellious youth who sees working as a kind of death, to a laid-off corporate executive who experiences not working as a kind of death, to a reinvented and reinvigorated individual who discovers something important and meaningful to do.

The experience of falling victim to America’s recession-ravaged economy (and the people who run it) leads him along a career path far different from anything he had planned. After years of making a living, Kunen finally learns how to make a life. Diary of a Company Man will be a revelation not only to baby boomers but to young people trying to figure out what to do with their lives.

So, how did he reinvent himself? Did he become self-employed? Did he find another corporate job in a different career? If you’re a Boomer and find yourself in a similar situation as Kunen, what can you do? Or if you still have a job but need to make more money for your retirement account, what can you do? Or if you’re looking for something you can do to generate income past 65 years old, what can you do?

For starters, you can pick up a copy of Kunen’s book, or my new book, for some ideas (both of our books are available in print and Kindle)! Unfortunately, all of this is a stark reality for over 35 million Baby Boomers, and the time to start thinking about future financial security, and career options, is now!

Hi All!

I recently came across a great blog post by Carol Phillips, a colleague of mine who is also a Millennial (aka: Gen Y) Expert, however she focuses on them as consumers, whereas I tend to focus on them more as employees. And Carol is also the President of BrandAmplitude, LLC and runs the Millennial Marketing blog.

The blog post she wrote, and that I’d like to share with you, is entitled: What the Occupy Movement Means to the Millennial Vote in 2012.

Here is an excerpt from Carol’s blog post:

In the recession-dominated four years since the last Presidential election, Gen Y has gone from being optimistic and ‘hopeful’ to discouraged and angry.  The shift seemed to have happened quite suddenly, triggered by the realization that trillions of stimulus dollars, gigantic industry takeovers and costly bank bailouts were insufficient to create jobs and give young adults a toehold in the economy.

Why ‘sudden’? Even as little as a year ago, I would never have predicted anything like the Occupy Wall Street movement. In fact, when Jon Stewart and Stephen Colbert launched their “Rally to Restore Sanity/Fear” in Washington DC last October, I wondered whether it would resonate with a generation notable for its lack of protest and desire to work within the system to create change:

“… the truth is, this generation does care. They are caring by not participating, by disassociating. Stewart also understands this; he gets their approach. They are conservative liberals. They want to change the system without marching down Main Street. Without lowering themselves to the same tactics, name calling and bickering they detest. It’s hard to have a voice when you are disgusted by the tone of the conversation. So instead of joining, they are quiet rebels who challenge the status quo by the way they live, not how they protest. …. The “Rally to Restore Sanity” was a TV staged event they attended, not a grass roots rally they created. Just like Demand TV or ITunes, it was offered up and they clicked “attend.”

When you’re hurting, inequity is an easy concept to grasp — just ask any four year old.  In 2011, evidence of unfairness was easy to find.  The concept that lit the spark was growing lopsidedness in wealth distribution. The target of resentment was easy to find, as well – Wall Street. The way money is made by corporate fat cats and Wall Street bankers became the focus of Millennial discontent, not those who set the rules in Washington. This is good for Obama, and bad for Republicans who are more associated with the 1% than the 99%.

So, what does Carol think it will take to win the Millennial vote in 2012? Click here to read her entire blog post and see what she has to say!

Bye for now,

Lisa

Hi All!

Okay…so for over 5 years companies have been hiring me to conduct presentations about how to manage, recruit and retain Millennials (aka: Generation Y). And, as an expert, they also hire me to conduct training workshops for Millennial employees that cover leadership, business etiquette, generations at work, communication and personal branding for career success. BUT, according to an article I came across yesterday, it looks like I might see an uptick of even more Fortune 500 companies contacting me.

Why? Well, according to the article entitled, “Gen Y Traits in the Workplace Unveiled” by Kristin Burnham, she shares:

Millennial Branding together with Identified.com, studied 4 million Gen Y Facebook profiles to obtain better insight into how members of this generation operate professionally-a topic of increasing importance as they are projected to make up 75 percent of the workforce by 2025.

According to the study, only 7 percent of Gen Y reports working for a Fortune 500 company-a statistic in line with another report that predicts that 40 percent of the Fortune 500 will no longer exist 10 years from now.

So, where are they going to work? The article states:

Instead, Gen Y workers are turning to startups in which the hiring process tends to be much quicker than that of the Fortune 500, and where Dan Schawbel says Gen Yers feel they can make more of an immediate impact.

While Gen Yers are turning more to startups for employment, they’re also branching out on their own in what Schawbel calls an “unprecedented entrepreneurial spirit.” “Owner” is the fifth most-popular job title, trumped by “server” (No. 1), “manager” (No. 2), “intern” (No. 3) and “sales associate (No. 4).

Retention is also a challenge with Gen Y because according to the report, they only average 2 years at their first job.

These are serious statistics and facts that large companies need to be aware of. If 75% of our workforce is going to made up of Millennials by 2025 (that’s only about 10 years away!!) companies need to start preparing NOW for a solid recruitment and retention plan of talent. I’ve been preaching this for a long time and the smart companies are already doing everything they can to retain their younger talent because they know their companies’ future well being NEEDS younger talent now, and they need to groom them for future leadership positions.

On average, 1 Boomer is retiring every 8 seconds, so companies are also scrambling to retain their employees who are 55+, too. NOT every Boomer was affected by the economic downturn so we have millions of them who CAN retire comfortably at 60-65 years old but companies need their expertise and knowledge to help the younger employees grow.

I’ve written TONS of articles, and have been interviewed by countless media, about these topics because it’s ALL true. But I also find many companies still have their head in the sand and suffer from denial. I have endless research material on the labor shortage the US is facing, and it’s based on the perfect storm of birth rates, Boomers retiring, etc. The numbers don’t lie, people!

Sure, because of the current economy it’s still an “employers” market…however I’ve been warning executives in my seminars that it will change soon, and the competition for talent is going to re-ignite and then it will turn into an “employee” market again and employers will be begging for top talent…and employees will be in control of the whole enchilada.

EMPLOYERS: Start planning NOW and get ahead of the curve…and if you’re a Fortune 500 company, as many of my clients are, YOU really need to take all of this seriously!

Bye for now,

Lisa

Hi All!

Read these scary statistics carrefully. They are fightening:

According to this 2010 report, The EBRI Retirement Readiness Rating^TM: Retirement Income Preparation and Future Prospects, by Jack VanDerhei and Craig Copeland of EBRI.org: 47.2% of older Boomers (56-62) are at risk of outliving their retirement savings. And 43.7% of younger Boomers (46-55) are at risk of not having enough money for basic monthly expenses when they retire.

These sobering statistics have millions of Boomers currently wondering, “What can I do to generate income, full-time or part-time, that is flexible, interesting, fun, possible to start on a tight budget, and do way into my golden years?”

I wrote my newest book, “Boomers into Business: How Anyone Over 50 Can Turn What They Know into Dough Before and After Retirement”, to answer those questions. I explain how to take what you know, from your career experience or hobbies, to develop a “topic expert” platform that can lead to consulting others, conducting training seminars online and offline, developing many strategies for on-going passive income, and much more.

And it doesn’t matter whether you’ve been an employee your whole career or whether you are currently self-employed. Nor do a person’s education level, career background, or business experience matter. The book was written to take a lot of guesswork out of the process.

Basically, most everyone knows something, from their career background, life experiences or from a hobby that other people will pay to learn about. Whether you’ve been an HR professional your whole career, or a construction worker, homemaker, lawyer, Life Coach,  housepainter, or a lover of growing roses, my book teaches Boomers how to monetize what they know to create a good income, in a wide variety of ways, as a topic expert.

And the book not only teaches how to determine a topic focus and how to create a unique brand platform, but it also outlines the tools needed to launch. Plus, I asked 15 other business experts to provide chapters on PR, marketing, and social media strategies, plus many more business-building and revenue generating ideas.

The reviews on Amazon have been great so far, and here are 2 examples of how my new book is helping those who read it:

“I’m now 50, a single mom with a teenage son, and I’ve worked at Title Insurance companies for over 20 years. I currently don’t have enough money to retire comfortably in my 60’s and have been trying to figure out what I can do make money on-the-side of my day job,” says Kathy F. in San Jose, CA. “ ‘Boomers into Business’ was a godsend! It opened my mind to possibilities I had never thought of before and I’m now developing ideas for an expert platform and consulting business that will provide me with the additional income I need to be more comfortable now and later in my life.”

“This book was so helpful, easy to follow and really fun to read! It’s loaded with
ideas that I can refer to again and again,” shares Marilyn F., a 62-year old Boomer in Santa Cruz, CA. “I’m already self-employed but learned how I can expand my services to be much better off financially. Plus, I learned tons of new marketing strategies that are really effective. I highly recommend this book to any Boomers wanting to improve their financial futures or who are seeking ways to change their career path.”

So, if you can relate to anything you’ve read in the blog post, check out my book on Amazon. It’s available in both Print and Kindle versions, and for a small investment it could bring you a serious return that can help your retirement picture.

And, for any of you Millennials (aka: Gen Y) wondering what to get your Boomer parents for Christmas, my book is a great gift idea! You’ll be responsible for helping your aging parents and this book might help improve their future income situation.

Bye for now!

Lisa

Hi All!

I came across this interesting article today on Yahoo! Finance and wanted to share it. The information provided is certainly helpful for recent college grads, college students, and Millennials (aka: Gen Y) in the workforce to be aware of as they plan their career paths.

Normally, we see tons of articles that are about “the hottest careers“, so I thought a topic about careers that are the most overrated was a fun twist!

Here’s an excerpt from the article, 12 Most Overrated Jobs, by Daniel Bukszpan, courtesy of CNBC:

When parents look at their young children and imagine what they’ll be when they grow up, many different possibilities come to mind. They dream of little Junior growing up to be a surgeon, or perhaps a commercial airline pilot, or maybe a banker, and they imagine a rewarding future of power, prestige, and high pay.

The reality is actually a little different. The job search portal CareerCast.com , created a list of 12 jobs that are traditionally believed to be great occupations, but that actually look a lot better on paper than they might be in reality.

Despite the public perception of some of these jobs as impressive and rewarding, some have less-than-stellar salaries and frankly lousy hiring prospects. Others come with so much on-the-job stress that the six-figure income barely seems worth it, particularly when the work involves the safety and well-being of others.

Whatever the case, CareerCast.com characterizes all of the following jobs as overrated, but with important caveats: “A job that’s overrated doesn’t mean it fails to serve an important function in our society. In fact, these jobs play an integral role in our workplace,” says the website . “It’s just that the hype surrounding them sometimes makes these jobs sound much better than they really are.”

So, are you curious what the 12 most overrated jobs are??? I’m sure you are!

Click here to find out!

Bye for now!

Lisa

As you read this, Millennial (aka Gen Y) Professionals are being actively recruited prior to, and upon, college graduation. Many are already busy navigating the waters of their first (or second) professional job since graduating.

And as I write this, well-known companies are hiring me to conduct seminars to educate their HR executives and internal recruiters about attracting and recruiting Millennial Professionals, as well as conduct seminars to educate their Gen X and Boomer employees about managing, motivating and retaining them. So, this isn’t just me saying they are a big deal to the future of our professional workforce; companies all over the U.S. and abroad are starting to see it, too.

But before I get into why they are creating a new dimension to diversity, let me give you a snapshot of why this new generation of young professionals has become such a hot commodity in the media and the business world. One key factor is the looming reality of the Boomer Brain Drain that companies across the country are going to feel over the next decade. Here’s one simple statistic, out of many, from the Office of Employment Projections that will quickly put this into perspective: The average large company in the U.S. will lose 30-40% of its workforce due to retirement over the next 5-10 years. Ouch.

And we have as many Gen Xers on the planet as there are going to be, so the replacements for this massive Boomer exodus are the Millennial Professionals. That is why M.B.A. students were being offered amazing employment packages a few years ago, and impressive signing bonuses were being offered. And, due to demand for talent, that trend will pick-up again as the economy recovers. Basically, out of head count necessity, recruiting and retaining them has turned into a big, competitive business.

Through the research for my books, I also realized many Gen X and Boomer professionals in today’s business world rarely have a clue about this new generation entering their domain. This research also led me to understand that the Millennial Professionals have their fair share of complaints about their older work colleagues, and one of their biggest complaints may surprise you.

Aside from companies clamoring to implement, or improve, their rewards and recognition programs, and scrambling to find unique ways to recruit and retain Millennials, they are also dealing with a new dimension to diversity this generation creates. Here is the big complaint I alluded to that may surprise you: Many Millennial employees are claiming to be victims of reverse age discrimination.

We all know age discrimination has typically referred to older employees feeling bumped out by younger co-workers. And this is still an on-going issue as reflected in high profile lawsuits that involve older employees suing companies like FedEx and The Tropicana Casino. In both cases, older employees claim they were laid-off so that the companies could replace them with younger employees who they could be paid less.

But I recently moderated a panel made-up of 5 Millennial women, between 22-26, and they each came from different companies whose names you’d know. All the women had Master’s degrees and each panelist came from a different ethnic background.

When I asked them if they felt they had the same opportunities as their male colleagues, they all quickly said that they felt that gender discrimination was a non-issue (from what they had experienced thus far). And they said that their race was not an issue at work. But they ALL said they face age discrimination on a regular basis and that it was very frustrating.

The 100+ audience members (mainly women in leadership positions ranging in age from 30-60) found this to be so interesting. Most Boomer and Gen X women in business have been battling gender discrimination for years. And, on top of that, many Boomer and Gen X women of color have had to also deal with race discrimination in the workplace. So it was a surprise to the audience that these Millennial women felt neither of those things affected them (at this point in their careers). To them, it was all about not getting respect from older employees because of their age.

Several of the panelists went on to say that they were thankful they were entering the business world at a time when so much correspondence is done online, and relationships are forged virtually, because it gives them the opportunity to establish their credibility with colleagues before having to meet them in-person. Each of the women did look young and they felt that was a liability. I was quick to say they wouldn’t feel that way when they were older…they’d be praying to look young again! But all joking aside, I understood what they were saying and respected their frustration.

On a positive side note in terms of diversity, we have a strong generation of young women coming up and a generation where gender and race lines are becoming blurred. A majority of Millennial women were raised to believe they could do anything boys could do and they were just as important and as smart as boys. This is also the first generation where boys and girls hangout together as platonic “buddies” starting from a young age through college. This is also a generation where over 80% answered “Yes” when asked if they were okay with marrying, dating, or having a life partner outside of their race (2007 California Dreamers Survey conducted by New America Media).

After moderating that panel, and speaking to many more Millennials about their experiences with age discrimination, I now really emphasize the importance of respecting them as “people” when I talk to Boomer and Gen X executives in my popular Get A Grip On Gen Y Seminar. I let them know this generation expects to be respected from Day One, regardless of their age or experience, and that a key strategy for retaining them is respecting their ideas and encouraging them to offer opinions. This may seem like common sense to you, but I talk to many Millennials whose bosses disregard their ideas and/or rarely ask their opinion about anything. Unlike some Boomer and Gen X employees who may tolerate this from their bosses, Millennials will quickly quit.

It is critical for employers to recognize that aside from race, gender and lifestyle diversity, age diversity is now something to be aware of. Younger employees probably won’t sue you based on age discrimination like older ones might, but they can still wreak havoc on your company’s stability. It’s impossible to grow and groom your next generation of leaders if they don’t stay!

Hello!

I recently read an interesting article written by Jessica Stillman for BNET.com about PricewaterhouseCoopers’ 2011 Global CEO Survey. And I wanted to share one of the key findings from it that I believe you’ll find interesting and helpful regarding what Millennials (aka: Gen Y) value most from their employers. This info may surprise you!

Plus, the results of PcW’s survey support why prestigious organizations, such as Johnson & Johnson, eBay, Intuit, Wells Fargo and various colleges, have hired me to conduct my Personal Leadership Branding Workshops and my Millennial Leadership Business Boot Camps for their Millennials.

Key Survey Result You Need to Know:

PwC’s new report states: “For Millennials, training and development is the most highly valued employee benefit. The number choosing training and development as their first choice of benefit is THREE times higher than those who chose cash bonuses. And 98 percent surveyed believe working with strong coaches and mentors is an important part of their development”.

PcW spoke to 1,200 company leaders and government officials from 69 countries for this report, and according to Stillman’s article, the results for attracting and retaining the best Millennial talent boils down to: Play down hierarchies, play up achieving mutual support of larger goals versus just moving up the ladder, and provide Millennials with mentorship and career development training.

And with the massive talent shortage company’s are facing, now and especially in the future, a majority of the CEO’s surveyed stated that recruiting and retaining the best talent of young workers is a major concern of theirs. So they are very focused on what younger employees require to work for their companies…and stay working for them.

As I mentioned earlier, many well-known organizations have hired me to conduct my popular leadership and business etiquette seminars, and personal branding workshops, for their Millennial talent. And this new PcW study shows why!

You can visit my website for more info and see all the presentations that I can conduct for your Millennial employees or college students.

Bye for now!

Lisa

Hi All!

Nowadays, most people seem to be solely focused on social networking online. And, yes, while I am a firm believer that Twitter, Facebook and LinkedIn are AMAZING tools for making professional connections, I find that many Millennials (aka: Gen Y), and even members of older generations at work, such as Gen X, Generation Jones and Boomers, forget about “the other” type of networking…attending industry mixers and professional association gatherings!

Quite honestly, I find that attending in-person networking events can typically yield me positive business results faster than relying on social media networking. Therefore, I make an effort to include in-person networking to my personal brand-building mix.

But, I also find that many people are not that great at using their valuable networking time wisely. As a result, I make sure to include tips on “effective networking at events” in the Personal Leadership Branding seminars and Millennial Business Boot Camp workshops that I conduct for corporations and college students. It is key to your career success!

So whether you’re a job-seeker or simply wanting to expand your professional network outside of your office to “increase awareness for your personal brand”, keep reading!

Here are Ten Tips I suggest to make your off-line networking efforts successful:

1. Show-up with your business cards! People often forget their cards, or only bring a few, and that’s embarrassing. Bring a substantial stack so you don’t run out. And, if you’re a job-seeker who is unemployed, make your own cards and consider making them 2-sided so that you can list your qualifications on the back. Plus, bring copies of your resume “just in-case”!
2. Don’t be shy. Remember, everyone is there to meet new people, so you are all in the same boat. Find someone standing alone or a small group of people, walk up, extend your hand (for a FIRM shake), smile and introduce yourself. It may feel odd at first but people who network a lot are used to strangers approaching them. And if you say it’s your first time attending the mixer, they’ll normally want to help you meet other people.
3. Practice your 15-second “personal infomercial” (aka: elevator pitch) before you arrive. When someone asks what you do or why you are there, be able to explain yourself in 15-seconds or less. DO NOT bore people with a long personal pitch or a bumbling explanation about who you are and/or what you’re seeking.
4. You should take an interest in the people you meet first. It’s common to ramble on about yourself when you’re nervous, so make a serious effort to ask people questions and LISTEN to what they share closely.
5. Depending on the length of the mixer, try not to spend more than 5-10 minutes with each person. You’re there to meet a lot of people! Now if you’re really enjoying yourself with someone, maybe spend a bit more time. BUT, KEEP IN MIND, they may want to be moving on to meet more people, too, so don’t monopolize their time. They might be too shy to excuse themselves, so be mindful of time, and watch their eyes and body language!
6. If alcohol is being served, don’t overdo it. I’ve seen quite a few people early-on at an event making a great impression and then, after a few drinks, it goes downhill. Remember: If you’re an employee, everything you say and do at the event will not only impact your personal brand but will also reflect on your employer’s brand!
7. Make a lot of eye contact with people and smile! It’s all about human contact, and smiling will draw people to you. However when most people get nervous they tend to stand on the sidelines and hope people will come to them. A genuine, sincere smile will relax people and will make connecting with you more inviting…exuding confidence it key!
8. Practice being a good conversationalist. Rather than JUST talk about you, your job and your purpose for being there (or theirs), have a few interesting questions memorized, and ask about kids, travel, previous jobs, pets, sports, current events, etc. This can help you quickly bond with people beyond “business”. Also, by really listening to people (which many people are NOT great at!) questions will come up naturally that you can ask to keep the conversation going. And, personally, I avoid topics around religion and politics…there’s no need to get yourself into a potentially controversial conversation!
9. If someone approaches a group you’re talking to, immediately extend your hand, smile, and make them feel welcome. Remember, they are probably nervous, too!
10. Send a hand written follow-up note to all the people you meet (mail them within 1-2 days). The immediate thought, especially by Gen Y, is to send an e-mail or text message, but a good ‘ol fashioned “Nice meeting you” greeting card, sent via snail mail, makes a BIG impression on people, from ANY generation…because people rarely send them nowadays!

Okay, now find some good association mixers and industry events in your area, and try to attend at least 1-2 per month, consistently. There is a very good chance you’ll reap the benefits of your off-line networking efforts fast, such as: See your professional contacts database grow quickly; find career-building opportunities otherwise missed; and, for those of you job searching, potentially get leads on good job opportunities!

Here’s a great quote I read a while ago (but I can remember who said it): “Take your online connections off-line, and take your off-line connections online”. Great advice!

 Bye for now!

Lisa

New Book Explores the Good, the Bad and the Ugly of Internships in America Today!

Hi All!

I wanted to share this Press Release with you about a new book I highly recommend checking out, Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle, by Heather R. Huhman.

PRESS RELEASE:

Today’s internships are creating and evolving the next generation of our workforce – and generating controversy, urban myths, and false prophets. In her newest book, Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle (Happy About, 2011), career expert and experienced hiring manager Heather R. Huhman examines the condition of internships in today’s economy – and tackles the good, bad, and ugly.

Available on June 6, 2011, Lies, Damned Lies & Internships explores the current state of internships, buried in misconception, exploitation, and controversy, and gets down to what really matters: experience and education.

Huhman, who has been recognized by CNN/CareerBuilder for the past two years as a ‘top job tweeter you should be following’ and included in Monster.com’s ‘The Monster 11 for 2011: Career Experts Who Can Help Your Search,’ says, “As a five-time intern and proud intern-employer, I believe that an intern is hired to learn, not to go on coffee runs and make endless copies. In fact, internships aren’t meant to be ‘jobs’ at all. This book looks at both sides of the internship debate – and ignites a new discussion amongst legislators, employers, universities, parents, and, of course, interns.”

Lies, Damned Lies & Internships includes a forward by Mark Babbitt, CEO of YouTern. According to Babbitt, “It is time for all of us, across the board – corporate America, higher education and the intern candidates themselves – to focus on the importance of high-quality, mentor-based internships as a means to transition from academic pursuits to the real world.”

In Lies, Damned Lies & Internships, Huhman discusses:

• Recent controversies surrounding internships
• The importance of internships
• Characteristics of a good internship program
• How to create an internship program
• Current problems and possible solutions
• An analysis of “internships gone bad”
• How to turn an internship into full-time employment
• How to turn interns into full-time employees

Lies, Damned Lies & Internships is available for purchase and download at Happy About. Soon, the eBook also can be enjoyed on the Kobo, Kindle, iPhone/iPad, Nook, and Google Books. 

ABOUT HEATHER R. HUHMAN:

Heather R. Huhman is the Founder & President of Come Recommended, and has nearly a decade of public relations and marketing experience, specializing in media relations, content marketing, and social media. She is also a well-recognized career expert, an experienced hiring manager, and someone who has been in nearly every employment-related situation imaginable.

Grab a copy of her book today! It’s interesting and definately worth reading!

Bye for now,

Lisa