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Last-Minute Internship Checklist: 5 Things Do to Score Your Dream Job

Last-Minute Internship Checklist: 5 Things Do to Score Your Dream Job

Summer, the season of internships, is approaching fast. Perhaps you’ve been looking for top-notch internships with no luck or maybe you’ve just been too busy to start the search. With the pages of the calendar rapidly turning, you might be starting to feel panic settling in.

As your friends and classmates talk about the great summer internships they’ve nabbed, you might start worrying you’ve already missed the boat. Don’t despair just yet! Even though summer is right around the corner, the perfect internship is still waiting for you.

After all, 97 percent of employers are looking to hire interns in 2014, according to projections from the National Association of Colleges and Employers. With so many industries looking to add interns to the ranks, your odds of nabbing something aren’t impossible, even at the last minute.

Here is a last-minute checklist to help you turbocharge your internship search and score the position you’ve been dreaming of:

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Contact Your Mentor

If you’ve developed a relationship with an industry mentor, now is the time to work those contacts. Call or email your mentor and invite them out for an informational coffee. Explain your situation and ask for industry advice for how to find a great internship or what you can do to impress potential employers.

Perhaps you’re missing volunteer experience or maybe you need to spend some time delving into the latest technology before applying for your dream internship. Whatever the case, a mentor highly involved in your industry of choice can provide great feedback and top-notch advice.

Item #2: Reach Out to Your Career Center

The career center at your school is there to help, yet far too many students ignore this font of professional wisdom. Make an appointment with your career counselor and explain your internship goals and the connection they’ll have to your future career.

As a bonus, going to your career center can help you think deeply and critically about the type of internship you want to acquire and how it fits into your career goals. If the only reason you’re pursuing a certain internship is because it sounds “cool,” perhaps it’s time to reevaluate your internship search.

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Establish Relationships on Social Media

Social media is a great want to make inroads with the movers and shakers in your industry, as well as other students and entry-level talent. Take part in chats and discussions in your industry of choice using social media tools.

For instance, you can add your two cents to a relevant discussion on LinkedIn or take part in an industry-specific Twitter chat. You might have to do some legwork and research to find out where your industry spends time online, but it’ll be worth it in the breadth of your expanding network of contacts.

Check Out Niche Job Boards

Since you’ve done your homework when it comes to where your industry spends time online, now it’s time to find the niche corners where jobs and internships are listed. Sometimes finding the jobs posted in your niche can require some elbow grease, so don’t be afraid to ask mentors and social media contacts for advice on where to look.

When you’ve found sites with internship listings, look for information about the company, its internship program, and the company culture. The more information you’re equipped with, the more likely you are to find the best fitting internship for you and improve your chances of nailing the interview.

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Attend Hackathons and Networking Events

The Internet can be great for making contacts, but often nothing beats a little face-to-face interaction. In fact, in one survey 95% of professionals preferred in-person meetings when it comes to developing long-term business relationships.

While it might be intimidating, go to an industry-specific networking event or career fair. If you’re looking to break into the tech field, there’s probably no better place than a hackathon to show off your concrete skills and impress employers.

Remember to bring copies of your resume, put on your best professional attire, and really listen to what others are saying at the event. Don’t spend all your time asking for jobs or advice; instead, try to offer any help you can to new contacts. Most people are networking only for their own benefit, so by listening to the needs of others, you’ve already made yourself stand out from the crowd.

Create Your Own Opportunities

Don’t wait for opportunities to come to you — instead, you might need to aggressively hunt down the internships you want. Focus on the companies you’d like to work for and try to cultivate contacts within the organization. Ask for informational coffees and look for opportunities even if there’s no job ad posted.

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If you can’t find an internship with your dream company, expand your reach and look for opportunities you might not have otherwise considered. You never know — the last-minute internship you take now might actually change the course of your career.

It might seem late in the game to find your perfect summer internship, but all hope isn’t lost. If you hustle now and check these items off your last-minute internship checklist, you can still end up with a great job come June.

What do you think? What’s on your last-minute internship checklist? Share in the comments!

Featured photo credit: Mind Mapping/inpivic via flickr.com

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Last Updated on July 15, 2019

10 Signs of a Bad Boss and How to Deal with Them

10 Signs of a Bad Boss and How to Deal with Them

This is an article I didn’t want to write. Even if it appears that way on the surface, few things are black and white. Between the two colors is a world of gray. Notwithstanding the bosses who behave criminally, some of the people who carry the “bad boss” label have possibly been, or have the capacity to become, a “good boss.”

This is an article I didn’t want to write because I understand that depending on whom you ask, many of us could be labeled either a good or bad boss.

Perhaps another reason I didn’t want to write this article is because context matters. Context for the organization and context for the individual. What is happening in the organization? What is the culture? Is the “boss” in a position for which the individual is equipped to do the job? Is the person in a terrible place in life? The office culture, the relationship a team member has with a boss or board and the leader’s personal life can all influence how the person shows up and leads and how others perceive the individual.

But since I am writing this article, I will share a few signs that bosses are bad and in need of a timeout.

1. Bad Bosses Don’t Know and Haven’t Healed Their Inner Child

If you plan to lead people – well, if you plan to effectively lead yourself – you must get reacquainted with your inner child. Just because you are in young adulthood, middle age or the golden years doesn’t mean your inner child matches your chronological age. If you experienced trauma as a child, your inner child may be stuck at the point or age of that trauma. While you walk around in a woman’s size 10 shoe, your behavior may showcase an inner child who is much younger.

In a June 7, 2008, Psychology Today article, Stephen A. Diamond, Ph.D., observed,[1]

“The fact is that the majority of so-called adults are not truly adults at all. We all get older … But, psychologically speaking, this is not adulthood. True adulthood hinges on acknowledging, accepting, and taking responsibility for loving and parenting one’s own inner child. For most adults, this never happens. Instead, their inner child has been denied, neglected, disparaged, abandoned or rejected. We are told by society to ‘grow up,’ putting childish things aside. To become adults, we’ve been taught that our inner child—representing our child-like capacity for innocence, wonder, awe, joy, sensitivity and playfulness—must be stifled, quarantined or even killed. The inner child comprises and potentiates these positive qualities. But it also holds our accumulated childhood hurts, traumas, fears and angers.”

Sometimes the key that your inner child needs tending to is conflict with someone else’s inner child.

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Good bosses are aware of the ups and downs of their childhood, have worked or are working to heal their inner child and are aware of their triggers. Good managers use this awareness to manage themselves, and their interactions with others. Bad bosses are oblivious to how their inner child impacts not only their life but the lives of others.

2. Bad Bosses Are Unable to Accept Feedback

Bad bosses are not intentional about creating an environment where their peers and colleagues can share feedback about their leadership. They don’t solicit feedback. Given the power dynamic that managers, CEOs and others in leadership yield, they must go out of their way to solicit feedback, and they must do so repeatedly.

Before being completely honest, most team members will test the waters and share low-stakes information to get a sense for how their boss will respond. If the boss is angry or retaliatory, team members are less likely to risk being candid in the future.

So being unable to accept feedback takes on two forms: failing to proactively and repeatedly ask for feedback and reacting poorly when feedback is shared.

3. Bad Bosses Are Unwilling to Give Timely Feedback

The flip side of accepting feedback is giving feedback. Both require courage. It takes courage to open yourself up and accept feedback on ways that you need to grow. Similarly, it takes courage to share honest feedback about a team member’s or colleague’s performance or behavior.

Since not everyone is open to accepting feedback, whether they’re a manager or not, having an honest conversation about areas a team member or colleague has missed the mark, is not always easy. Still, good bosses will find a way to share feedback, and they’ll do so in a timely fashion.

Withholding feedback and sharing it months after a situation has unfolded or in a snowball fashion is unhelpful to the employees. One of the ways we grow as leaders is through feedback. When people have the courage to tell us the truth, that information allows us to progress.

4. Bad Bosses Are Unable to Acknowledge Their Mistakes

Owning their mistakes is like a disease to bad bosses; they do not want it. Instead of being risk averse, they are accountability averse. The problem is that they can only gloss over their weaknesses or failures for so long; the people around are able to see their flaws and weaknesses, and bad bosses pretending they don’t exist is not helpful. It is infuriating.

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However, bad bosses are masterful at reassigning blame. They are unable or unwilling to accept responsibility for mistakes — small or large. But career expert Amanda Augustine told CNBC “Make It” in May 2017, that “good managers also admit their mistakes.”[2] They don’t pass the blame or pretend they didn’t make a mistake. They own it.

5. Bad Bosses Are Unwilling or Incapable of Being Vulnerable

Vulnerability is an underrated leadership skill. But well-placed and well-thought out vulnerability enables employees to see their leaders’ humanity, and it creates a way for leaders to bond with their teams.

Bad bosses may talk about vulnerability, but they don’t practice it in their own lives, particularly in the workplace.

6. Privately, Bad Bosses Do Not Live Up to the Organization’s Stated Values

Bad bosses may publicly spout the values of the organization they work for, but privately they either don’t believe or don’t embody those values.

If they work for an environmental group, they may not practice sustainability in their private lives. Their words and actions are incongruent.

7. Bad Bosses Are Unable to Inspire Others

When bad bosses are unable or unwilling to take the time to inspire others, they lead through fear or command. Neither are helpful.

A culture dominated by fear will stifle creativity and risk taking that can lead to innovation. An autocratic management style will have a similar effect in that team, members will not feel they have the space to step outside of the box they have been placed in.

A good boss is someone who takes time to share the big picture and time to inspire their teams to want to be a part of it.

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8. Bad Bosses Are Disinterested in How Their Behavior Impacts Others

They are narcissistic and focused on self-preservation. In “19 Traits of a Bad Boss,” Kevin Sheridan said,[3]

“Terrible bosses are endlessly self-centered. Everything is about them and not the people they manage or what is going on in their employees’ personal lives. It is never about the team, but rather all about how good they look. Conversely, great bosses lead with integrity, honesty, care, and authenticity.”

Rather than seeing their team’s talents and seeing people’s full humanity, bad bosses believe their team exists to serve them. Families, personal life and priorities be damned. Bona fide bad bosses believe that their comfort should be prioritized over their team’s needs and desires.

9. Bad Bosses Have Likely Received Negative Feedback

Bad bosses have likely been told that they are poor supervisors. They have likely been told time and time again that their behavior is harmful to the people around them.

Perhaps they do not know how to change or are unwilling to change. But bad bosses certainly have received clues, insights and direct feedback that their management style and behavior are harmful to others.

Even when someone hasn’t explicitly said, “Your behavior is harmful to me and others,” the absence of feedback indicates a problem. It can mean that the leader’s team doesn’t feel safe enough to share feedback, that people do not believe the leader will act on what is shared, or that people have determine the best strategy is to avoid the boss as much as possible.

10. Bad Bosses Are Perfectionists

Bad bosses are driven by an internal urge to be perfect. Perfectionists don’t just want to be perfect; they want everyone around them to be perfect as well. This is a standard that neither they nor their team can live up to.

Since perfection is illusive, they spend their time chasing their shadow and being frustrated that they cannot catch it. They are unable to enjoy the journey and often block others from doing so as well. They let “perfect” be the enemy of “good.” Rather than embracing a growth mindset that desires to learn and improved, they are compulsive and toxic.

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If you are like me and you see yourself in parts of this list, do not despair. A bad boss can change. The key is seeking honest feedback and being willing to work through that feedback and your triggers with a therapist or coach.

The Bottom Line

Regardless of your age and the mistakes you have made, you can change and become a healthier leader whom others respect and appreciate.

Conversely, if you are employed by a bad boss, do everything in your power to take care of yourself. Understand that your boss’s behavior, even if directed at you, is not about you. Your boss’s reactions, if and when you make a mistake, is a reflection on that individual, not you.

To survive the work environment, think about the lesson you are meant to learn. You can do this with a trusted therapist or capable coach. However, if you deem the work environment to be toxic and harmful to your health, seek employment elsewhere.

In the end, this is an article I did not want to write, but I’m happy I did.

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Featured photo credit: Amy Hirschi via unsplash.com

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