3 Things You Need to Do Before You Apply For a New Job

3 Things You Need to Do Before You Apply For a New JobIf your current job isnt keeping you challenged and on your toes, stepping out into the field might be a great idea. So take a deep breath, make sure youre sure you want to quityour job, and do the following three things. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) 1. Re-evaluate your current gigWhat did you love about this job? Can you remember why you were excited about it in the first place? What did you learn? These questions will help you to make the best choice about your next gig. By being honest about the good and bad aspects of your current job, youll know better what youre really looking for with your next.2. Dont burn any bridgesYou need to look for new connections and new mentors, but you also need to keep up the relationships you already have. Be as active as possible in recruiting new talent into your network, and getting yourself out there in your new industry or work group, but do nt let your existing network fizzle. Youll never know when you might need those contacts.3. Come out in the openThe hardest part will be telling your current boss that you are leavingor thinking about leaving. But it is much better to be up front about this. Its the classy and professional move. Your boss will thank you for the lead time to fill your positionand a month to six weeks notice is much better than the standard two.As long as youre honest with yourself and your current boss, you can walk clear-eyed and contented into your next opportunity.

The Best Way to Attract and Retain Top Talent, According to Morgan Stanleys Carla Harris

The Best Way to Attract and Retain Top Talent, According to Morgan Stanleys Carla Harris For many companies, diversity and inclusion are top of mind. But identifying what it takes to actually achieve equality in the workplace and effectively implementing the strategies to make that happen is no easy feat. The annual Fairygodboss GALVANIZE summit was created to help business leaders do just that. Held Oct. 15-16 in New York City, GALVANIZE Making Womens Resource Groups Powerful brought togetherbei 200+ executives and Employee Resource Group leaders to identify actionable ways in which we can effectively address the most pressing needs of women in the workplace.Carla Harris, Vice Chairman of Wealth Management at Morgan Stanley, kicked off the event by speaking candidly about her own experiences. She began her career at Morgan Stanley mora than three decades ago, so she knows firsthand what it takes for a company to successfully attract and retain top talent. In fact, what initially d rew her to Morgan Stanley is whats kept her there for the past 30 years One thing stood out about Morgan Stanley, she recalled. When she was first introduced to the bank as a young adult, everybody I met was different from the last person I met. I thought, Theres a lot of different equations that equal success in this place surely there will be one for me. Where youre going to be long term successful is where you can really be you.Harris, who spoke with Fairygodboss Co-Founder and President Romy Newman, emphasized the importance of being able to bring your whole, authentic self to work. The fact that I could be and have a voice at Morgan Stanley has been critical to her trajectory, she said.Anotlageher factor key to retaining women is sponsorship, Harris said. She recalled that when she began her career, everyone seemed to be talking about mentorship. But I realized it was about having a sponsor the person who, behind closed doors, will say, you ought to get that promotion, she sa id. Nobody was talking about it at that time. I was always conscious about who was carrying my paper into the room.Harris explained that when she was working as an associate, and she and her peers were discussing the analysts who were coming up behind them, her fellow associates might refer to an analyst as a superstar or a disaster.The weight of the voice in the room carried the day, Harris said. I thought, Who is going to speak for me?Considering the fact that there are currently more CEOs named John than there are women CEOs, sponsorship is a particularly important component to leveling the playing field for men and women at work.Now that shes in a position of power, Harris certainly pays it forward and shes adamant that everyone who has a voice at the table follow suit. I make sure that I use my power, because I feel strongly that theres no point in having it if you dont spend it, she said.At Morgan Stanley, one way Harris and her colleagues use their power is through intention ality. They make a point of being deliberate about their diversity and inclusion strategy. Be demonstrative in saying its a part of your strategy, she advised, adding that if youre hiring, make it a rule to interviewat leasta few women and people of color not just one for each role.This intentionality is increasingly relevant for companies that want to attract and retain top talent, Harris noted, as diversity and equality has become more of the norm. As baby boomers, we were OK with being the only woman in the room because there was no choice. But millennials and younger generations need to see women in leadership, because they have seen it their entire lives. Thats what excellence looks like to them, she said.