Moving Beyond the World of Dell...and What a Big World It is
After a year and a half of being a career manager, I realized that I wasn’t alone in getting caught up in the limited perception of the outside world while at a large company (or any company that is pervasive in your life). The trick is to recognize it, and then know what to do about it when you are ready to make a move.
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Nervous about Networking?
Today’s job market requires you to think more creatively about your job search strategies. Gone are the days when employees had two or three offers sitting on the table to evaluate. It is an employer’s market and they have the upper hand when it comes to recruiting talent. Today, plenty of people are looking for work, but not enough jobs exist for those seeking employment. As a result, networking is taking on a more important role in your job search strategy. Read More

Surviving Career Transition
For years it's been the same routine -- spend 50-60 hours a week at work and then another 10 hours thinking about how you hate your work. Everyday you ask yourself, "Why did I choose this career?" Like many people unhappy in their careers, your answer probably falls into one of three categories:

1. You chose the same career path as one or both of your parents.
2. Someone told you that you were good at X (i.e. math), therefore you should become Y (i.e., engineer or accountant).
3. You were undecided in college, so you selected a degree that appeared somewhat interesting.

How Working Mothers Manage Guilt
If you're considering re-entering the workforce, get ready to make tough choices and cope with daily guilt. You've made the decision to re-enter the workforce after taking a break to start a family. Going back to work will help with the family budget and it will help you get back on your career path, but this decision brings one more thing you may not have considered -- guilt associated with being a working mother.

Liberating Your Organization from Internal Hostage Takers, by Linda and Frank Ginac: Over the past year, The Ginac Group has had the opportunity to work with several companies on a variety of change initiatives. One of the more significant and interesting trends that has surfaced is employees who have or are attempting to make themselves more indispensable to increase job security. Some employees have become such an integrated piece of the organizational fabric that many CEO's feel their company is being held hostage. Even in a down economy when resources are plentiful in Austin, some CEOs feel that they cannot remove or replace these employees fearing that doing so will in someway cripple their company. Lack of action and indecisiveness are causing company performance to suffer while employee morale is negatively impacted causing a host of related management issues to surface. This paper presents a simple and effective process for identifying employees that are holding an organization hostage as a tactic for ensuring job security or to fulfill a need to control their environment. It provides guidance to the CEO on how to effectively identify and take corrective actions before the cost of failing to act or acting inappropriately causes long-lasting, potentially permanent, and often dire consequences.
Read Liberating Your Organization Today.

Trailblazing Couples: Ten Rules for living the Dual-Career Lifestyle, written by Linda M. Ginac. The typical family structure used to consist of a full-time working father, who was the sole wage earner, and a stay-at-home mom. Today, less than three percent of the population fit that stereotype. For many couples, life is no longer about men working and women caring. It's about pursuing long-lasting careers while blending family obligations. A career has become prominent in both partners' lives, and couples around the globe are advancing up the ranks at the same pace, earning equal compensation and are trying to figure out how to be star performers in the workplace and in the home.
Read Trailblazing Couples Today.

The Battle Cry: A New Organizational Philosophy is Needed in the Workplace, written by Linda M. Ginac. Work is a central component in our life and often requires us to adopt work values that may conflict with our personal values and life philosophy. Consequently, we cannot truly live with meaning unless a new organization philosophy that fosters spirituality in the workforce is adopted. Ginac discusses the key elements that are required for organizations to shift from those that don't recognize or support spirituality to those that embraces, accepts and support spirituality in the workplace.
Read The Battle Cry Today.

Leadership Lessons from Robin Hood, by Steven M. List: Throughout history, there have been extraordinary stories about people who have demonstrated exceptional leadership skills. They have experienced certain realities to which others have remained oblivious. They accomplished impossible missions and changed many people around them. Robin Hood is one of these leaders. In Leadership Lessons from Robin Hood, Steven explores the issues of leadership - what it is, how it works, and why it's important. In it, Steven presents the ultimate leadership crisis: uniting a team this is in such disarray that it threatens the entire mission. Steven's riveting tale makes a distinction between the the terms: leadership and management. Many of us just take them to mean pretty much the same thing. They're certainly used interchangeably in most organizations. And yet they are certainly not the same. This story serves as a timeless reminder that leadership requires courage and insight. In the story, Steven reveals many strategies and actionable ideas that can be used to overcome leadership hurdles and how build collaboration in a team.
Read Leadership Lessons from Robin Hood Today.

Common Sense Hiring Practices for the 21st Century, written by Linda M. Ginac: Current hiring practices are based on certain assumptions about candidates and their career achievements, and these achievements are used to predict the like hood of future success in a new position. Oftentimes, employers do not understand the job factors and behavioral questions to ask during an interview to help them identify if a candidate is truly a good match based on objective performance factors. The end result is a candidate hired based on emotion and likeability rather than on specific talents, abilities, knowledge and personality attributes required for the job and the culture of the company. This creates company-wide disruptions, stress and inefficiency not only in the hiring process, but also in company operations. This interview strategy guide holds promise for assisting hiring managers in their work to make successful, high-impact hiring decisions.
Read Common Sense Hiring Practices Today.

Hiring Top Software Development Talent, written by Frank P. Ginac: How can you find, hire, manage and keep the best possible software development talent? Institute formal and standardized software development hiring processes, and avoid politics, poor management and meager execution. Hiring top software development talent starts with establishing clear objectives for your team. Clear objectives explain the activities that must be accomplished, risks and dependencies. Next, create a hiring profile that explains in detail the necessary candidate qualifications, job factors, duties, responsibilities and skills required to be a top-performing developers in your organization. Lastly, be maniacal about hiring only those developers that match the hiring profile. The hardest part about the hiring process is following the last step. It's very difficult to stick to your hiring profile when you're understaffed and facing a deadline but it must be done. Hiring the right developer for the right job increases corporate productivity and avoids having to deal with non-performers down the road. This paper brings together the experience and wisdom of Frank P. Ginac, and will help you formulate a process to find culturally compatible risk taking self-starters with proven accomplishments.
Read Hiring Top Software Development Talent Today.

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Believe It or Not
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Career After Injury
You've been employed for many years and are on track to make it to the top of your career. As you've advanced up the career ladder, so have your breadth and depth of knowledge, skills and experiences. You've worked hard in your profession to be seen as a star performer and major contributor. Work ignites your passion. It defines who you are as a person. Your life and career are evolving just as you planned. Then the unthinkable happens.