MFL
CAREERS
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About
Open or CloseMFL Careers is a focused, personalised and professional career consultancy, based in Melbourne Australia. Headed by its principal consultant, Maria Floudiotis, MFL Careers has more than 20 years experience in the career development industry.
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Maria is a highly experienced career development practitioner with more than 20 years experience working across a range of education, government, not-for-profit and corporate environments. She has held a range of leadership roles in career development and has worked with a diverse range of individuals and organisations, such as Sensis, RMIT University and the Victorian Department of Education.
In addition to her formal qualifications in career development, human resources and teaching, Maria is also an accredited executive coach and undertakes occasional lecturing in the postgraduate career development programs at RMIT University.
Maria is interested in people’s career stories and enjoys working with others to realise their potential and to achieve a fulfilling and rewarding career. She is also a Professional Member of the Career Development Association of Australia.
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Journal
Open or CloseHot off the Press
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Interested in finding out about different jobs?
16 June 2017
One thing I have discovered is that many people are more often than not, happy to talk about their job! Talking to people about what they do is a terrific way to research jobs/ industries you may be interested in.
Following are examples of questions you may like to ask:
- What is your current role and responsibilities?
- What do you enjoy most about your role?
- What do you like least about your role?
- What does a typical day in your role look like?
- How did you get to where you are today, i.e. what steps did you take to reach your current role?
- What was your work experience before undertaking your current role?
- What type of activities/professional development did you undertake?
- If I was to move into this industry/role, what skills/knowledge would I require?
- What sort of changes are taking place in your industry/occupation?
- What would you advise me about getting into this field? Would you have done anything different?
- Based on my current skills and experience, how would you rate my chances of entering the field?
- Can you suggest ways I could further develop the skills/gain the experience I may need?
These conversations can lead to a range of opportunities, such as introductions to other people who may be worthwhile talking to; the potential to get noticed for any future job opportunities you may be suited to; the chance to broaden your network; greater insight into the field/role you are interested in; and increased awareness of the skills you may need to further develop. Many clients feel inspired and energised after speaking to someone about their job and often comment on the value of doing so.
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Talking to my manager
23 October 2016
It is not uncommon for people to no longer feel challenged in their role, lose motivation or simply be bored. Some people may decide to look for work elsewhere or make a career change, while others may wish to remain working for the same organisation in the same role, with the hope it may change or look for another role within the organisation.
Managers play a pivotal role when it comes to supporting the career development of staff, yet many neglect to have regular career conversations with their team members. When was the last time you had a career conversation with your manager?
Talking to your manager about your career can result in a more fulfilling job and increased motivation and job satisfaction. Rather than wait for your manager to instigate the career conversation, think about arranging a time to meet with him/her to talk about your career.
It’s a good time to talk with your manager when you may be feeling the following:
- You feel your skills are not being fully utilised, the job is not challenging enough or you are bored;
- When you need help with your work or you may be learning something new;
- You are thinking of leaving your job or you hear about a role that interests you;
- You require greater role clarity and/or need to clarify expectations; and
- You may be experiencing a particular issue with an aspect of your work environment.
- Reflect on what you have achieved. Think back to feedback received from colleagues and managers;
- Look ahead to what you would like to do. What would make your current job more challenging or engaging? Is there a particular role you aspire to? Think broadly about all options. Be realistic about what you want to achieve; and
- Think about what skills you may need to develop.
How do you talk to your manager? It helps to do some preparation before you meet with your manager. Some things to consider can include:
You may be pleasantly surprised by the outcome of having a career conversation with your manager. For many clients, it has resulted in a move sideways, opportunity to work on a project, more challenging tasks, increased responsibility and greater development and networking opportunities.
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RESUMES - What should I consider?
08 September 2015
When it comes to creating or updating your resume, it can be a little daunting. While not an exhaustive list, following are some key points to keep in mind:
- Before you even put ‘pen to paper’, find out as much as you can about the position you are applying for and the employer.
- Think about your resume from the reader’s point of view not from your own - what are they going to want to see? What key skills, selection criteria and experience are they specifically looking for?
- Tailor your resume to each position you apply for. Ask yourself, does my resume “speak to the role” - in other words, does it highlight my suitability for the role?
- Ensure your first page contains relevant information and really gives the employer a sense of what you have to offer. The reader should be able to assess you on the first page of your resume.
- Keep it succinct - employers see many resumes and don’t have the time to read through too much detail and/or interpret the information!
- Keep it factual - avoid exaggeration and spin.
- Highlight relevance - draw direct links from your experience to the requirements of the position.
- Include relevant key achievements. Concentrate on what you have done and how you did it. Where possible, quantify your achievements.
- Pay attention to the layout, e.g. use bullet points where possible and bold for headings, keep it spaced out and easy to read - i.e. keep it simple!
- Use verb or action words to add energy and enthusiasm, e.g. presenting, developing, initiating, managing, analysing etc.
- Proof read - it’s a good idea to get someone else to read over your resume!
Invest some time in writing your resume so that it does give the reader sufficient information of your background and how it relates to an advertised position or potential job opportunities. A well-structured and thought-out resume is more likely to “open doors” for you, rather than one that just reads like a list of jobs you have done!
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“I’m 37 & still don’t know what I want to do when I grow up…”
29 May 2015
Can you relate to this? You are not the only person who may think this about their career! Many individuals find it challenging to work out what they want to do, or keep searching for the "right" role.
So, how can you work out what role/types of work may suit you? Reflect on the following questions to help you get started:
- Think back to all the roles you have held, including part time, voluntary, casual etc. Do any of these roles stand out, e.g. in terms of enjoyment, tasks you undertook? Which one did you enjoy most and why?
- When you read or hear about jobs, which ones do you find interesting?
- If someone said to you “you can have my job for the day” what would it be? Are there any related jobs you can think of?
- Have you ever looked on sites “to see what’s out there” e.g. SEEK, LinkedIn, etc., and come across jobs that appealed? Even if you didn’t apply for these roles, what made these roles attractive to you? What was it about these roles that stood out?
- Reflecting on your current role or most recent role, what did you like/dislike about it?
- What do you enjoy studying or learning about? If you have studied in the past, what did you enjoy studying most? Do you enjoy reading or talking about certain topics? What would you love to study if given the opportunity?
- If you were going to write your own job description, what would it include? What would you be doing on a daily basis?
As to whether there is a "right" role, start with what motivates and interests you. Reflecting on the above, should help you to think about what drives you, and also help you to focus on finding a more satisfying role.
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Moving on…
02 March 2015
John, (not his real name), was referred to me by an organisation for some career transition support. As his position was made redundant, he obviously felt very despondent and any confidence he once had, went out the window. Completely understandable given it can be a very stressful, daunting and life changing experience! Although it is often pointed out to individuals that they themselves are not redundant, but rather the position, it doesn’t make it any easier. Many individuals lose sight of the fact that they do have skills, experience and lots to offer - and often think they don’t have any options.
Individuals experience a range of emotions, including, but not limited to, disbelief, a sense of injustice, anger, a sense of loss, rejection, etc… so, what can one do to help themselves move on?
Based on conversations with people who have successfully moved on after their position was made redundant, following are some tips you may like to reflect on:
- Connect with others who may also be in the "same boat” - share job searching strategies and provide support and encouragement to each other. Try to surround yourself with positive people.
- Ask people who have successfully managed to transition to another role, how they went about it, i.e. what worked/did not work for them.
- Make the most of your time - although looking for your next role will require time and effort (almost as much time as you would normally put into work), ensure you make time for yourself and try to maintain social activities. Your social connections are just as important as your professional networks and can often result in ideas or possible introductions to other people.
- Reflect on your achievements, skills and experience and write these down. If you find this difficult to do, ask people for feedback. This can include friends, family, colleagues, etc. People sometimes struggle to identify their skills, so when you think of achievements (either personal or career), what do they suggest about you? What skills did you use to help you achieve what you did?
- Try not to see redundancy as shameful. By acknowledging and accepting their position was made redundant, people felt they were more able to move on, i.e. try to avoid using all your "thinking time” on what happened and instead, use it on steps you can start taking to help you transition to your next role; e.g. getting in touch with former colleagues/contacts to let them know you are available, updating your resume, asking people for feedback, and identifying job search strategies.
- Keep your options open - in other words, be flexible. Although you may be looking for a particular role, think twice before “closing the door” if offered a short term/temp role. It may help with finances, help further develop your skills and introduce you to different people along the way.
- Get external support, if needed; e.g. a career consultant, or some other qualified professional, depending on your needs - particularly if you have difficulty moving on.
John has successfully moved on from his redundancy and provides an insightful reflection: “…once I got over the initial shock and put most of my energy into thinking about actions I needed to take, I found doors started to open… I feel I am in a much better place and enjoying my new role… ”
The key to moving forward is to believe in yourself and to remain proactive in planning your next steps. Redundancy can be a time to make some changes to your career and can be the start of something exciting.
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What can I learn from others?
20 June 2013
Whether you are looking for your next challenge, sometimes feel that you are like a ‘square peg in a round hole’ or contemplating a career change, MFL Careers shares some insights on how people have changed roles or made a successful career change. MFL Careers asked a range of people what strategies helped them to make a career change and following are some key pointers:
Research
Most people interviewed said it helps to have some idea of what you want to do! This involves doing some research, whether it is talking to family and friends and other people in your network, or even considering job shadowing. Joel was interested in naturopathy but didn’t know much about it. In addition to reading about it, he also spoke to a couple of naturopaths and was given the opportunity to spend a day with one of them, i.e. job shadowing. By researching in various ways, Joel discovered becoming a naturopath was what he wanted to pursue.Reflect
According to Sue, it’s also important to reflect on your values, skills, interests - i.e. know yourself. Although she enjoyed her computing role, she often experienced a lack of motivation and at times “felt in a rut.” Sue spent time “reconnecting with makes me tick” and realised she was better suited to a role where there was greater variety.Find a mentor
Finding a mentor, “a great source of advice” also helped people such as Joel and Sue. Some people found a mentor in the field they hoped to work in and obtained lots of tips and advice for breaking into the industry/role. Mentors were also able to suggest other people they could talk to and/or introduced them to others.Networks
The support of others was crucial in helping people make a career change. All commented on reaching out to their contacts/networks was invaluable “in more ways than one.” It gave the opportunity to meet others who could be of some assistance and included everyone from friends and family to work colleagues and members of groups to which they belonged. As one person commented “it’s o.k. to request help when you need it.” Networking enabled many to meet a range of people who were able to help them make a smooth transition.Identify steps
“Breaking it down into easy steps” helped a few people, i.e. rather than “making a huge leap in one go.” In other words, once they worked out what they wanted to do, having a “plan” or “goals” was helpful. “Give it time, as it won’t necessarily happen over night.” And “don’t forget to celebrate each step/achievement along the way.”Transferable skills
Recognising their transferable skills was also invaluable in helping people. Zoe commented on how it “gave me more confidence to apply for different roles rather than purely administrative roles…I can see where my skills translate and areas I can potentially move into…” Creating a compelling narrative is important, i.e. one that makes the connections between your past and present, i.e. how your skills are transferable and the value you bring to the role.From talking to these people, what also stands out is that having realistic expectations, determination, adaptability, self-belief and at times a preparedness to make some sacrifices along the way were also important in making a career change. As Jane summed up “It’s a great feeling to know that I have so much to offer and don’t have to be ‘stuck in the rut’ I have experienced this last year."
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What makes a good mentor, a great mentor?
06 January 2013
“Seeing people learn, develop and grow” is what motivates Elizabeth Hartnell-Young, Director, Australian Council for Educational Research (ACER) Institute, to keep mentoring others. Elizabeth has been mentoring people since the 1980’s, both formally and informally, and is highly regarded by the many people she has mentored over the years.
In a recent interview with MFL Careers, Elizabeth shared her reflections on mentoring and how she approaches the mentoring relationship. As an advocate of mentoring and the contribution it can make to a person’s career development, Elizabeth notices that “…many formal mentoring programs tend to be quite structured.” While she thinks sometimes it works well to pair people up at the beginning, “…to be great it probably needs to have a bit more involvement of the person being mentored in making a selection and being committed to it. I think it’s more democratic and a good start to the mentoring relationship.” Although a structured program may be suited to some personality types, Elizabeth feels that “…some of the structured programs are a little bit rigid” and although “using workbooks, having pairs meet for a certain amount of time, setting goals etc. may be helpful in the beginning,” she is of the view that the mentoring relationship “…should be organic and should grow according to the changing needs,opportunities and inputs that both the mentor can offer and that the mentee expresses.”
When it comes to mentoring activities, Elizabeth finds it successful to see the relationship as a networking opportunity for the person being mentored. She views people she mentors as part of her network, “so, for example, I would invite the person I am mentoring to come to events. Rather than just meeting in a coffee shop and having a conversation, let’s go to a lecture… or let’s go to something that’s out of our normal zone and discuss it later on and see what we have taken from it. This might even be going to see a film. There’s a whole lot of activities that use a third point of reference, so it’s not just about one person saying I have this need and how can you help me, and the other giving advice. It’s more how do we respond together to some new knowledge, some new information that is out in the world that is relevant and interesting to us.”
Elizabeth also believes a great mentor keeps in touch and technology makes it so much easier these days. “I would suggest that a really deep and great mentoring relationship means that you are friends for life or at least professional contacts for life. There are many people in my life that I might have mentored or have mentored me that I would still see as being part of my professional network. I could call on them even after a 5 year gap, for example, via LinkedIn.” Valuing the people she has mentored over the years is important to her and “…part of the whole mentoring experience.”
And for people thinking they have to wait for a formal program to come along to acquire a mentor, according to Elizabeth “what you can do is contact anyone these days. I meet many people who are not shy in making contact and I actually think the internet has helped us with that.” It does not matter if half the people do not get back to you, and in Elizabeth’s case “many strong relationships have come out of contacting people.” Before approaching people she strongly recommends people be clear: “…you should make it clear to them what you are asking for.” This might be for example, wanting to meet with someone to get some advice about the industry they are in. As well as being clear, she advises people to be flexible and “take advantage of all the opportunities. Don’t just say I have a set of goals and I want to achieve those with a mentor but be open to new possibilities as they arise.”
With a real enjoyment working with younger people “who may have a different perspective on life or have knowledge and skills that I don’t have,” it’s not surprising Elizabeth keeps mentoring others and “loves celebrating their successes with them… I fully believe that we need to help each other if we are going to achieve, so I am happy to help people and I have also benefited a lot in my life from the assistance from others.”
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The MFL Careers website launches
01 January 2013
We are excited to announce the launch of the MFL Careers website. The website has been specially designed to be compatible with the latest mobile devices such as recent model iPhones and iPads. The website outlines who we are, what we do, as well as containing a news section that features regular career related stories. Make sure you visit our website regularly for the latest updates.
As always we value your feedback, so please feel free to contact us.
MFL Careers
PO Box 24426 Bourke Street
Melbourne 3001 Victoria
Telephone: 0419 536 991
info@mflcareers.com.au
