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9 Ways To Face A Job Interview Without Fear

9 Ways To Face A Job Interview Without Fear

Interviews are tough and can be life-changing. Perhaps, this is what makes them so hard. The stakes are really ratcheted up when interviewing with more than one person. They’re all looking at you, while you are trying to come up with the answers that will capture for you that all-important job. In addition to picking out your best outfit, getting a good night’s sleep, and studying up to be able to answer the toughest questions, here are some tips that will help you on your job interview:

1. Practice, Practice, Practice (And Then Practice Some More)

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    Call up a friend and set up a mock job interview. Have them ask the toughestinterview questions. Repeat. Repeat so many times that you can confidently answer even the most difficult question in your sleep. Thoroughly review the job description and research the company to be well prepared.

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    2. Be Confident

    Your resume stood out from the crowd enough that you got the call-back. Remember this as you prepare and meet the interviewer. As you enter, think of someone you admire, and consider their qualities. Recall how this person comports themselves, how they walk, talk, and greet others. Remember how that person exudes self-confidence and you will do the same.

    3. Understand that This Too Shall Pass

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      Getting nervous is normal, this is an important achievement and just like anyone else you want to do well. Remember that the interviewer would not have called you in if you were not considered to be a good fit for the company. You have a great deal to offer the company and it is their loss if they should decide otherwise. Think positively about your job interview.

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      4. Stay Calm, All is Well

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        You can fool your brain into believing that all is well. When you act like everything is fine, surprising your brain believes your action. Be confident,and your brain and body will respond. Stand up straight and look each interviewer in the eye. Remember to take deep breaths, and relax. The company was interested enough in you to call you back, after all.

        5. Treat Yourself to Your Favorite Breakfast

        Get plenty of rest the night before. You want to put your best step forward. Don’t allow yourself to go to the job interview on an empty stomach. Enter in bright-eyed, bushy-tailed, and full of energy, not dragging. Show the interview team you are prepared to tackle the toughest task. Enter and exit with a winning smile.

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        6. Just Take It Easy

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          Just take it easy it’ll all be over soon. Every terrifying moment you spend in the interview room is a glorious moment to release. Relax. You have studied. You are prepared. A trick to help you relax: keep your hands under the table, when appropriate, and rub the flesh between the first finger and the thumb in a circular motion. Keep smiling, you’re almost done.

          7. Let Your Personality Shine Through

          Up to this point, all the interviewer knows about you is what has been seen on a piece of paper. In the “Tell me about yourself” portion in the interview, it is the time to let your personality shine through. Talk about how your core values are a match for the company. Askthe interviewer about his or her career during the question part of the interview, or share a passion that you have outside of work.

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          8. Don’t Be In A Hurry

          Take your time. The interviewers usually allot about an hour. Take this time to highlight your career, give tips on how you would improve the company, and discuss what is so special about your career. Think about your answers, even if you have rehearsed ahead of time. Pause before you answer. This makes it appear as though you are thoughtful, but not struggling during the conversation.

          9. Offer Your Assets

          The company is seeking the best qualified candidate for the job. That person is you. An interview is basically the “kick the tires” stage. The interviewer wants to know if you are the person with the best solution. Your job is to “make it so” and convey the type of assistance you and only you can offer the company.

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          Last Updated on June 18, 2019

          5 Types of Leadership Styles (And Which Is Best for You)

          5 Types of Leadership Styles (And Which Is Best for You)

          It takes great leadership skills to build great teams.

          The best leaders have distinctive leadership styles and are not afraid to make the difficult decisions. They course-correct when mistakes happen, manage the egos of team members and set performance standards that are constantly being met and improved upon.

          With a population of more than 327 million, there are literally scores of leadership styles in the world today. In this article, I will talk about the most common leadership styles and how you can determine which works best for you.

          5 Types of Leadership Styles

          I will focus on 5 common styles that I’ve encountered in my career: democratic, autocratic, transformational, transactional and laissez-faire leadership.

          The Democratic Style

          The democratic style seeks collaboration and consensus. Team members are a part of decision-making processes and communication flows up, down and across the organizational chart.

          The democratic style is collaborative. Author and motivational speaker Simon Sinek is an example of a leader who appears to have a democratic leadership style.

            The Autocratic Style

            The autocratic style, on the other hand, centers the preferences, comfort and direction of the organization’s leader. In many instances, the leader makes decisions without soliciting agreement or input from their team.

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            The autocratic style is not appropriate in all situations at all times, but it can be especially useful in certain careers, such as military service, and in certain instances, such as times of crisis. Steve Jobs was said to have had an autocratic leadership style.

            While the democratic style seeks consensus, the autocratic style is less interested in consensus and more interested in adherence to orders. The latter advises what needs to be done and expects close adherence to orders.

              The Transformational Style

              Transformational leaders drive change. They are either brought into organizations to turn things around, restore profitability or improve the culture.

              Alternatively, transformational leaders may have a vision for what customers, stakeholders or constituents may need in the future and work to achieve those goals. They are change agents who are focused on the future.

              Examples of transformational leader are Oprah and Robert C. Smith, the billionaire hedge fund manager who has offered to pay off the student loan debt of the entire 2019 graduating class of Morehouse College.

                The Transactional Style

                Transactional leaders further the immediate agenda. They are concerned about accomplishing a task and doing what they’ve said they’d do. They are less interested in changing the status quo and more focused on ensuring that people do the specific task they have been hired to do.

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                The transactional leadership style is centered on short-term planning. This style can stifle creativity and keep employees stuck in their present roles.

                The Laissez-Faire Style

                The fifth common leadership style is laissez-faire, where team members are invited to help lead the organization.

                In companies with a laissez-faire leadership style, the management structure tends to be flat, meaning it lacks hierarchy. With laissez-faire leadership, team members might wonder who the final decision maker is or can complain about a lack of leadership, which can translate to lack of direction.

                Which Leadership Style do You Practice?

                You can learn a lot about your leadership style by observing your family of origin and your formative working experiences.

                Whether you realize it, from the time you were born up until the time you went to school, you were receiving information on how to lead yourself and others. From the way your parents and siblings interacted with one another, to unspoken and spoken communication norms, you were a sponge for learning what constitutes leadership.

                The same is true of our formative work experiences. When I started my communications career, I worked for a faith-based organization and then a labor union. The style of communication varied from one organization to the other. The leadership required to be successful in each organization was also miles apart. At Lutheran social services, we used language such as “supporting people in need.” At the labor union, we used language such as “supporting the leadership of workers” as they fought for what they needed.

                Many in the media were more than happy to accept my pitch calls when I worked for the faith-based organization, but the same was not true when I worked for a labor union. The quest for media attention that was fair and balanced became more difficult and my approach and style changed from being light-hearted to being more direct with the labor union.

                I didn’t realize the impact those experiences had on how I thought about my leadership until much later in my career.

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                In my early experience, it was not uncommon for team members to have direct, brash and tough conversations with one another as a matter of course. It was the norm, not the exception. I learned to challenge people, boldly state my desires and preferences, and give tough feedback, but I didn’t account for the actions of others fit for me, as a black woman. I didn’t account for gender biases and racial biases.

                What worked well for my white male bosses, did not work well for me as an African American woman. People experienced my directness as being rude and insensitive. While I needed to be more forceful in advancing the organization’s agenda when I worked for labor, that style did not bode well for faith-based social justice organizations who wanted to use the love of Christ to challenge injustice.

                Whereas I received feedback that I needed to develop more gravitas in the workplace when I worked for labor, when I worked for other organizations after the labor union, I was often told to dial it back. This taught me two important lessons about leadership:

                1. Context Matters

                Your leadership style must adjust to each workplace you are employed. The challenges and norms of an organization will shape your leadership style significantly.

                2. Not All Leadership Styles Are Appropriate for the Teams You’re Leading

                When I worked on political campaigns, we worked nonstop. We started at dawn and worked late into the evening. I couldn’t expect that level of round-the-clock work for people at the average nonprofit. Not only couldn’t I expect it, it was actually unhealthy. My habit of consistently waking up at 4 am to work was profoundly unhealthy for me and harmful for the teams I was leading.

                As life coach and spiritual healer Iyanla Vanzant has said,

                “We learn a lot from what is seen, sensed and shared.”

                The message I was sending to my team was ‘I will value you if you work the way that I work, and if you respond to my 4 am, 5 am and 6 am emails.’ I was essentially telling my employees that I expect you to follow my process and practice.

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                As I advanced in my career and began managing more people, I questioned everything I thought I knew about leadership. It was tough. What worked for me in one professional setting did not work in other settings. What worked at one phase of my life didn’t necessarily serve me at later stages.

                When I began managing millennials, I learned that while committed to the work, they had active interests and passions outside of the office. They were not willing to abandon their lives and happiness for the work, regardless of how fulfilling it might have been.

                The Way Forward

                To be an effective leader, you must know yourself incredibly well. You must be self-reflective and also receptive to feedback.

                As fellow Lifehack contributor Mike Bundrant wrote in the article 10 Essential Leadership Qualities That Make a Great Leader:

                “Those who lead must understand human nature, and they start by fully understanding themselves…They know their strengths, and are equally aware of their weaknesses and thus understand the need for team work and the sharing of responsibility.”

                The way to determine your leadership style is to get to know yourself and to be mindful of the feedback you receive from others. Think about the leadership lessons that were seen, sensed and shared in your family of origin. Then think about what feels right for you. Where do you gravitate and what do you tend to avoid in the context of leadership styles?

                If you are really stuck, think about using a personality assessment to shed light on your work patterns and preferences.

                Finally, the path for determining your leadership style is to think about not only what you need, or what your company values, but also what your team needs. They will give you cues on what works for them and you need to respond accordingly.

                Leadership requires flexibility and attentiveness. Contrary to unrealistic notions of leadership, being a leader is less about being served and more about being of service.

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                Featured photo credit: Unsplash via unsplash.com

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