The past months of pandemic-induced disruption to decades-long work processes have allowed large segments of the white-collar workforce to learn valuable new skills from the WFH experience. The University of Southern California Annenberg School for Communication and Journalism’s Center for Third Space Thinking suggests that remote employees were thrust into a crisis management experiment, that when successfully navigated, sharpened existing skills and added entirely new skills to an employee’s resume.

On the East Coast, in a more irreverent take on the same topic, Boston Magazine’s Marc Ackerman came to a similar conclusion on the value of newly enhanced or acquired skills, focusing on the ability of Gen Exer’s in particular to cope with hunkering down at home.

“The world of work in the post-coronavirus era will benefit from new skills and a new confidence among the tens of thousands of executive, technical, managerial and professional employees who have not only coped with the WFH experience but have learned and integrated new productive behaviors,” says Nancy Halverson, SVP Global Operations at MRINetwork. “The workplace will be a better place with a stronger base of resilient performers.”

As an operations leader in a network of almost 350 executive recruitment offices charged with improving the talent landscape of companies and careers all over the world, Halverson offers this distillation of skills cited by both USC and Boston Magazine along with her in-the-market observations:

Resiliency and adaptability. The workforce was plunged in to an immediate WFH sink-or-swim environment. Successful adopters were able to reevaluate priorities, sharpen focus on meeting deadlines and quickly learn how to integrate new technologies, like Zoom, WebEx, and Google Hangouts, to not only maintain communications but to improve meeting outcomes. Each day presented the need to address business challenges requiring looking at technology, management styles and team behaviors through a new lens.

Collaboration and empathy. WFH disruptions impacted individual team members in different ways based on unique at-home circumstances. Observant managers extended support and understanding to coworkers and subordinates who were not performing at optimal levels. That called for smart on-the-fly decisions and appropriate accommodations without sacrificing organizational goals. Building team collaboration is a challenging task in normal environments. Enhancing collaboration in a remote environment is a resume-worthy accomplishment.

Cultural Competency. Many organizations needed to immediately address rapidly changing market conditions. Business meetings, sales calls, product innovation, in fact virtually every function, required restructuring, shifting employees into new team environments with new process, establishing new goals, and metrics. As noted by the USC study, successful WFH adapters honed the ability to first observe different individual work styles and respond by devising, then implementing approaches that encouraged inclusivity, collaboration producing targeted results.

“As firms transition back to a more normal work environment over the next several months, be sure to look back and evaluate critical lessons and successful outcomes that you delivered as a manger,” noted Halverson. “Don’t waste the valuable skills you sharpened and new skills that you acquired and apply them throughout your career.”

Whether you’re a new employee looking to find success at the office or still early in your career and hoping to get advice from more experienced co-workers, finding a mentor is a good course of action. After all, having someone to speak with who can discuss your ideas or answer your concerns about work are highly valuable for a number of different reasons.

In fact, there’s data that shows that mentoring is statistically helpful for employees. “For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises, and increased opportunities,” according to Forbes. “Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing. In fact, mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees.”

To help, here are some tips on finding a mentor at work:

First, it’s crucial that you find someone who has the ability and the “desire” to help other people, according to Forbes. “A good mentor is sincerely interested in helping someone else without any ‘official’ reward. Good mentors do it because they genuinely want to see someone else succeed,” as noted by the publication.

Second, you should find a mentor who has the proper experience and skillet that you’re looking for in your own career. This will help you gain the information and help you need to put into practice yourself. “The best mentors have deep knowledge in an area that the mentee wishes to develop,” according to Forbes.

But beyond just finding someone who wants to help, you should also search for a mentor who has a growth mindset of their own. “The best teachers have always been and always will be those who remain curious learners themselves. Would you rather be advised by someone whose mind is shut because he knows it all or by someone whose mind is open because she is always looking to deepen her knowledge?” as explained by the news publication.

Finally, you should have a good idea of what you want to achieve. “What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor,” according to NPR.

In sum, finding a mentor at work can be extremely helpful in boosting your career success. By selecting the right person with the skills and knowledge that you need, you’ll be set up to achieve anything you set your mind to at work.

When there is major change at an organization, it's never an easy transition for employees like you who remain with the company. After all, you've given many months and even years to the business. There’s a good chance you've spent more time with your manager and fellow employees than with some of your closest friends during that period.

However, when there an organizational change; anything from a massive restructuring to a merger or layoffs; you need to do your best to ensure you're in the optimal position for future advancement at the organization. If you're an all-star employee, chances are you'll be asked to stay on with the company. That can mean a big opportunity for you to achieve growth and career advancement.

Therefore, it's important that you’re prepared to gain the skills you need, to be as successful as possible, during this potentially tumultuous time. According to a Forbes article by John Feldmann, this process, called upskilling, can be a crucial part of a changing company. "By upskilling current employees, companies can fill open positions while retaining their current workforce by creating learning opportunities," he notes.

Here are three strategies you can follow when your company goes through big changes and you want to make the most of the situation:

1. Speak with the company's leadership to understand the skills they need most

As soon as you find out that your company is going through change, speak with your manager as well as with any other company leaders you trust with your career. By doing so, you’ll show that you’re eager to learn more about the situation and are willing to do whatever it takes to help the company move forward.

That's something the Harvard Business Review recommends in an article about difficult reorganizations: "Once you've absorbed the planned changes, you need to think about what they mean for your day-to-day responsibilities and your potential job satisfaction."

After requesting to speak with leadership, take some time to think about the value you can bring to your organization. Reflect on the successes you've had, so that you can highlight them during these meetings. By doing your homework ahead of time, you'll show your manager and others that you have an impressive ability to plan ahead and a commitment to succeeding when times are tough.

During these meetings, it's also important to ask what they'll be looking for most from the team after the change has been enacted. Their answers can give you valuable information on how you can train and upskill yourself in the coming months.

2. Make use of online platforms that can help you learn

After a reorganization, responsibilities and roles are often condensed, so it's all hands on deck. You may find that you're now responsible for new day-to-day tasks that you hadn't previously performed. Having spoken with company leadership, you will be one step ahead, with invaluable knowledge to help you succeed in the new environment.

The next step is to learn as much as possible and gain the skills necessary for advancement. Helpful websites include LinkedIn Learning and Udemy. Both offer thousands of online tutorials, taught by world-renowned experts, that can truly help you thrive during this pivotal moment in your career and your company's journey.

Consider taking courses in topics such as:

- Leadership and management

- Data science

- Business software and tools

- Communication and public speaking

3. Consider enrolling in a certificate or degree program

Beyond learning about potential growth opportunities and taking one-off online courses, you can turn upcoming organizational change into a chance to go back to school or earn a certificate to boost your skill set.

While online learning platforms are great for gaining knowledge about specific subjects, getting a master’s degree or a certificate from an accredited institution can make you truly invaluable. Many reputable universities now offer online master's programs, making it that much easier for working professionals to continue their education.

There are many instances where your company can help you achieve this goal. For example, some organizations have tuition reimbursement or assistance programs that can help you earn a degree at a reduced rate. To begin this process, simply read through your employee benefits resource information or contact the human resources department.

Additionally, you should initiate a conversation with your manager once you start considering enrolling in an educational program. This will do a couple important things: first, it'll express your commitment to upward mobility at your company. It will also help you to determine workplace flexibility opportunities, that potentially can include adjustments to your work schedule to make a degree program work for you (and your team).

Ultimately, transformation at your company doesn't have to be frightening, or damaging to your career. Instead, use this period as a time for self-growth and to gain new skills. You'll then be able to pivot to bigger roles and more responsibilities in the wake of major change.

When your company is experiencing change, you may need to talk to your co-workers and other individuals with whom you are close, in order to process what is happening. After all, this can be a stressful time for you, and you'll probably find support in speaking with co-workers.

While it's indeed good to talk to others about how you're feeling after hearing about the organization's transformation or restructuring, there are ways to drive these conversations so that they are more impactful. This will enable you to have more productive discussions that can improve your changes of successfully tackling your changing worklife, which can ultimately lead to greater job satisfaction.

Here are three strategies you can follow when talking to your co-workers about change:

1. Listen to and be empathetic to others

If major changes to your office or personnel have just been announced, chances are you and many others you know have been affected. What's important to realize, is that your colleagues may have been impacted differently than you.

Therefore, it's critical that you spend some time listening to each another and opening up about what you've been told, how you're feeling and what your approach will be going forward. For example, someone you know at your company may have just found out they're being let go, along with many others from a specific department. Meanwhile, you may have learned that your own team overperformed and will be expanding. It's important that you act empathetically and show an understanding of and respect for your co-workers' situation. Think about how you would feel if the situation were reversed and you were the one who was being laid off.

Regardless of the situation, neither party should jump to any conclusions or assume anything about anyone. The last thing you want to do during a difficult period of organizational change is to cause your co-workers to feel alone or ostracized.

2. Be actionable and get answers to your question

After you've spoken with your co-workers and received information from your supervisor, you may still feel like you have unanswered questions. If so, don't shy away from getting more details about the upcoming change. While your company should be as transparent as possible during this transitional period, they may have missed some key points or been unable to share how you or your team will be specifically affected on a day-to-day basis.

It's never a good thing to be argumentative, so figure out a way to approach management and leadership in a positive, respectful manner. Speaking with your co-workers and others is one way to help you determine the best way to move forward. For example, you could structure a brainstorm session with your co-workers about how to approach company leadership in order to achieve a certain goal you have in mind or to get answers to a certain question. By being organized and specific, you're likely to get more response to your concerns and more answers to your questions -- which may go a long way to assuaging feelings of anxiety or nervousness in the coming weeks.

3. Embrace change and seek opportunity

After you've learned to lean on your co-workers for support and have reached out to leadership for actionable answers, it's now time to embrace the upcoming change and see what is actually in store for you.

Although organizational change can have a negative connotation, it doesn't necessarily need to be a bad thing. Look for opportunities over the next few months to make yourself invaluable to your organization. By focusing on your friendships with co-workers and keeping an open mind, you'll be primed for success and advancement instead of unmotivated and uninspired.

Whether you are passively or actively looking for a new role - two simple words bring a profound sense of comfort to what can be a stressful process: You're hired.

However, that sigh of relief among candidates isn't coming quite as easily as it once did, as an increasing number of employers have stepped up their vetting to improve the odds of finding the ideal person.

In addition to the standard job interview, more businesses today are including other evaluative tools to find the perfect match, such as gamification, writing tests, team interviews and personality tests. In fact, according to CBS News, among leading Fortune 500 companies, over 450 of them use various types of personality examinations before deciding to bring new people aboard.

Even though these added processes make finding the right person more drawn out - companies are using them more often because they're effective. After all, according to a study from CareerBuilder, hires who don't pan out wind up costing employers an average of nearly $15,000 per year for every person that's let go. As cost effective as these processes may be, they provide little comfort to job seekers, who may find the interview alone quite stressful. With the right game plan, you can ace these examinations, showing employers you have what it takes to succeed.

Here are a few things to keep in mind:

Take a deep breath

More important than anything else - relax. This is obviously easier said than done, but it's important to try to keep things in perspective and not put too much pressure on yourself; overthinking things can prevent you from being your authentic self. Keep in mind that there's really no right or wrong answer to the questions employers pose. They're simply inquiring about things to get a better sense of who you are and whether the position you're applying for is the right fit.

Research the employer

With just about every business having an online presence, it's easier than ever to go into the job interview with a good base of knowledge regarding the employer's brand, according to Inc. Regardless of whether the company has a separate career website or simply an "About Us" section at their website, you should be able to find information about the company's background and what it's like to work for them. Company review sites like Glassdoor can provider further insight on the employee experience. All of these sources combined can give you an idea of what your prospective employer may be looking for in terms of answers on personality tests. For example, evaluating whether you’re naturally inquisitive or highly organized. Keep in mind, though: You're assessing them every bit as much as they're assessing you. It's a two-way street.

Talk to colleagues or friends outside of your company

You may be surprised by how many people have either interviewed with a company or have experience with the additional evaluative tools employers are using. Talk to people that you trust to see if they have any insight on gamification, for example, should that be a part of the interview process. They may have tips that can help you prepare, so you're not going into it completely unaware of what to expect.

Put yourself in the position of the interviewer

It's impossible to predict the questions that you'll be posed when it comes to personality tests or team interviews, but try to put yourself in the shoes of the people who are doing the evaluating. What would you be looking to glean from the candidate? According to the Society for Human Resources Management, 62 percent of the evaluative methods used by employers today examine job seekers' behaviors. In other words, they're not testing for a right or wrong answer necessarily; they're looking to see if your mannerisms and characteristics are commensurate with the position for which you're applying. So even if you're not hired, it may be for the best; they may have more insight into what the position requires than you do. Or perhaps you might not find the work environment or expectations to your liking.

Confidence is something that every employer seeks in candidates. By trusting in your capabilities, you won’t have to worry so much about beating the evaluations, but instead focusing on approaching them with the understanding that the process will pair you with the job that's a good fit for everyone. Even if you think you may have been wrongly eliminated from an ideal role due to one of these tests, have confidence that your skills and experience will eventually land you in the right role at exactly the right time.

Invaluable -- something indispensable, vital and necessary to daily operations. That's what you want to be to your employer. Getting to that point takes hard work, dedication and awareness. You also need insight -- an understanding that goes beyond the obvious -- so that you can anticipate changes in the marketplace and grasp the implications of those changes for your company and for your career. Becoming aware of these changes will help ensure that you have a continually evolving career, as opposed to simply having a particular role or function.

Becoming an invaluable employee begins with a desire to learn

Strive to develop cutting-edge expertise. That means learning everything you can about what's changing in your world. Almost every industry sector is bombarded with new regulations and new technologies, including software, hardware and reconfigured processes. Many industries are also impacted by issues such as health and safety requirements and by compliance issues.

If you work in the banking arena, for example, you are no doubt aware that the Federal Reserve has proposed streamlining the annual stress tests that The Dodd-Frank Act of 2010 mandated for large banks. How will this move affect your position? How can you contribute to driving the effectiveness of your organization's risk and compliance programs? You may have the opportunity to be among the first to tackle the challenges that regulatory uncertainty imposes, and that will make you an invaluable team member.

Becoming an invaluable employee continues with informed responses to market shifts

Among significant shifts today is the Baby boomer shift. Many senior workers are delaying retirement due to employer demand, resulting in targeted retention programs. Baby boomers often have valuable institutional information that hasn't been systematically passed down, and this provides an opportunity for you to learn from them and build upon that knowledge. Recognize that Baby boomers have value and purpose, and they continue to contribute to the workforce in a positive way. You can leverage this expertise by acquiring senior mentors with the ability to challenge you and contribute to your becoming a more valuable employee.

Another shift that should command your attention is the BRIC Nations shift. The acronym stands for Brazil, Russia, India and China, four of the world's emerging but not yet fully developed economies. It is argued that these four countries will collectively be the most successful and influential in the world by the year 2050. Each of them has a unique, highly differentiated base of competitive advantages that are in demand globally, across both manufacturing and services-based industries.

Although each of these countries faces challenges that affect their projected dominance, their sheer size, their vast resources, and their youthful populations ensure that they will influence developments across most industries and companies. It is imperative that you understand the implications specific to your industry and your company. Identify areas of particular concern, project responses to increasing competition, and determine what would allow your company to meet this shift.

Becoming an invaluable player requires seeking out sources of insight

In today's world you can tap into an ever-increasing wealth of ways to develop insight into the world economy, your specific industry and the future. These include your social media contacts, your professional associations and your LinkedIn communities, all of which allow you to exchange information, learn about new developments and extend your range of influence.

Beyond this, social media is becoming a larger influence in the hiring process. A recent SHRM study, for example, showed that 35 percent of employers are hesitant to interview a candidate who does not have an online presence. Additionally, the 2018 MRINetwork Reputation Management Study found that 48 percent of candidates felt their social media presence would be an important factor to future hiring managers.

Social media is a powerful tool for networking. Network with your coworkers and add them to social sites. Twitter is a great way to follow important leaders in your field, to keep up with the most up-to-date information, and to follow companies that interest you. LinkedIn is a great resource to showcase your professional achievements and make connections with other industry professionals. Social media just gets bigger and continues to grow daily; using it effectively can aid immeasurably in your quest to become an invaluable player.

Becoming an invaluable player means managing your career

There are some clear "do's" and "don'ts" involved in making yourself indispensable to your company. Although they're mostly common sense, they are worth reviewing.

Avoid the following pitfalls:

-Don't become the "Legacy Expert"

-Don't become complacent

-Don't coast

-Don't suffer a post-accomplishment letdown

Advance Internally by:

-Documenting your current accomplishments

-Identifying the impact of those accomplishments

-Finding your next problem to solve

-Seeking a mentor

-Gaining the specialized skills

Advance Externally by:

-Identify a search consultant who dominates your market

-Identify the most important problems you can solve for a new company

-Identify the most important opportunities you can seize for a new company

-Be open to both direct hire and project work

-Your highest and best use might be reached as a contractor!

You have a great deal of control over the way your career progresses and how valuable you become to your employer. It requires effort and vigilance and smart planning. You'll face many challenges, but those challenges also represent great opportunity. Seizing those opportunities and making the most of them are among the most rewarding experiences you'll encounter during the course of your career.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

The past months of pandemic-induced disruption to decades-long work processes have allowed large segments of the white-collar workforce to learn valuable new skills from the WFH experience. The University of Southern California Annenberg School for Communication and Journalism’s Center for Third Space Thinking suggests that remote employees were thrust into a crisis management experiment, that when successfully navigated, sharpened existing skills and added entirely new skills to an employee’s resume.

On the East Coast, in a more irreverent take on the same topic, Boston Magazine’s Marc Ackerman came to a similar conclusion on the value of newly enhanced or acquired skills, focusing on the ability of Gen Exer’s in particular to cope with hunkering down at home.

“The world of work in the post-coronavirus era will benefit from new skills and a new confidence among the tens of thousands of executive, technical, managerial and professional employees who have not only coped with the WFH experience but have learned and integrated new productive behaviors,” says Nancy Halverson, SVP Global Operations at MRINetwork. “The workplace will be a better place with a stronger base of resilient performers.”

As an operations leader in a network of almost 350 executive recruitment offices charged with improving the talent landscape of companies and careers all over the world, Halverson offers this distillation of skills cited by both USC and Boston Magazine along with her in-the-market observations:

Resiliency and adaptability. The workforce was plunged in to an immediate WFH sink-or-swim environment. Successful adopters were able to reevaluate priorities, sharpen focus on meeting deadlines and quickly learn how to integrate new technologies, like Zoom, WebEx, and Google Hangouts, to not only maintain communications but to improve meeting outcomes. Each day presented the need to address business challenges requiring looking at technology, management styles and team behaviors through a new lens.

Collaboration and empathy. WFH disruptions impacted individual team members in different ways based on unique at-home circumstances. Observant managers extended support and understanding to coworkers and subordinates who were not performing at optimal levels. That called for smart on-the-fly decisions and appropriate accommodations without sacrificing organizational goals. Building team collaboration is a challenging task in normal environments. Enhancing collaboration in a remote environment is a resume-worthy accomplishment.

Cultural Competency. Many organizations needed to immediately address rapidly changing market conditions. Business meetings, sales calls, product innovation, in fact virtually every function, required restructuring, shifting employees into new team environments with new process, establishing new goals, and metrics. As noted by the USC study, successful WFH adapters honed the ability to first observe different individual work styles and respond by devising, then implementing approaches that encouraged inclusivity, collaboration producing targeted results.

“As firms transition back to a more normal work environment over the next several months, be sure to look back and evaluate critical lessons and successful outcomes that you delivered as a manger,” noted Halverson. “Don’t waste the valuable skills you sharpened and new skills that you acquired and apply them throughout your career.”

Whether you’re a new employee looking to find success at the office or still early in your career and hoping to get advice from more experienced co-workers, finding a mentor is a good course of action. After all, having someone to speak with who can discuss your ideas or answer your concerns about work are highly valuable for a number of different reasons.

In fact, there’s data that shows that mentoring is statistically helpful for employees. “For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises, and increased opportunities,” according to Forbes. “Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing. In fact, mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees.”

To help, here are some tips on finding a mentor at work:

First, it’s crucial that you find someone who has the ability and the “desire” to help other people, according to Forbes. “A good mentor is sincerely interested in helping someone else without any ‘official’ reward. Good mentors do it because they genuinely want to see someone else succeed,” as noted by the publication.

Second, you should find a mentor who has the proper experience and skillet that you’re looking for in your own career. This will help you gain the information and help you need to put into practice yourself. “The best mentors have deep knowledge in an area that the mentee wishes to develop,” according to Forbes.

But beyond just finding someone who wants to help, you should also search for a mentor who has a growth mindset of their own. “The best teachers have always been and always will be those who remain curious learners themselves. Would you rather be advised by someone whose mind is shut because he knows it all or by someone whose mind is open because she is always looking to deepen her knowledge?” as explained by the news publication.

Finally, you should have a good idea of what you want to achieve. “What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor,” according to NPR.

In sum, finding a mentor at work can be extremely helpful in boosting your career success. By selecting the right person with the skills and knowledge that you need, you’ll be set up to achieve anything you set your mind to at work.

When there is major change at an organization, it's never an easy transition for employees like you who remain with the company. After all, you've given many months and even years to the business. There’s a good chance you've spent more time with your manager and fellow employees than with some of your closest friends during that period.

However, when there an organizational change; anything from a massive restructuring to a merger or layoffs; you need to do your best to ensure you're in the optimal position for future advancement at the organization. If you're an all-star employee, chances are you'll be asked to stay on with the company. That can mean a big opportunity for you to achieve growth and career advancement.

Therefore, it's important that you’re prepared to gain the skills you need, to be as successful as possible, during this potentially tumultuous time. According to a Forbes article by John Feldmann, this process, called upskilling, can be a crucial part of a changing company. "By upskilling current employees, companies can fill open positions while retaining their current workforce by creating learning opportunities," he notes.

Here are three strategies you can follow when your company goes through big changes and you want to make the most of the situation:

1. Speak with the company's leadership to understand the skills they need most

As soon as you find out that your company is going through change, speak with your manager as well as with any other company leaders you trust with your career. By doing so, you’ll show that you’re eager to learn more about the situation and are willing to do whatever it takes to help the company move forward.

That's something the Harvard Business Review recommends in an article about difficult reorganizations: "Once you've absorbed the planned changes, you need to think about what they mean for your day-to-day responsibilities and your potential job satisfaction."

After requesting to speak with leadership, take some time to think about the value you can bring to your organization. Reflect on the successes you've had, so that you can highlight them during these meetings. By doing your homework ahead of time, you'll show your manager and others that you have an impressive ability to plan ahead and a commitment to succeeding when times are tough.

During these meetings, it's also important to ask what they'll be looking for most from the team after the change has been enacted. Their answers can give you valuable information on how you can train and upskill yourself in the coming months.

2. Make use of online platforms that can help you learn

After a reorganization, responsibilities and roles are often condensed, so it's all hands on deck. You may find that you're now responsible for new day-to-day tasks that you hadn't previously performed. Having spoken with company leadership, you will be one step ahead, with invaluable knowledge to help you succeed in the new environment.

The next step is to learn as much as possible and gain the skills necessary for advancement. Helpful websites include LinkedIn Learning and Udemy. Both offer thousands of online tutorials, taught by world-renowned experts, that can truly help you thrive during this pivotal moment in your career and your company's journey.

Consider taking courses in topics such as:

- Leadership and management

- Data science

- Business software and tools

- Communication and public speaking

3. Consider enrolling in a certificate or degree program

Beyond learning about potential growth opportunities and taking one-off online courses, you can turn upcoming organizational change into a chance to go back to school or earn a certificate to boost your skill set.

While online learning platforms are great for gaining knowledge about specific subjects, getting a master’s degree or a certificate from an accredited institution can make you truly invaluable. Many reputable universities now offer online master's programs, making it that much easier for working professionals to continue their education.

There are many instances where your company can help you achieve this goal. For example, some organizations have tuition reimbursement or assistance programs that can help you earn a degree at a reduced rate. To begin this process, simply read through your employee benefits resource information or contact the human resources department.

Additionally, you should initiate a conversation with your manager once you start considering enrolling in an educational program. This will do a couple important things: first, it'll express your commitment to upward mobility at your company. It will also help you to determine workplace flexibility opportunities, that potentially can include adjustments to your work schedule to make a degree program work for you (and your team).

Ultimately, transformation at your company doesn't have to be frightening, or damaging to your career. Instead, use this period as a time for self-growth and to gain new skills. You'll then be able to pivot to bigger roles and more responsibilities in the wake of major change.

When your company is experiencing change, you may need to talk to your co-workers and other individuals with whom you are close, in order to process what is happening. After all, this can be a stressful time for you, and you'll probably find support in speaking with co-workers.

While it's indeed good to talk to others about how you're feeling after hearing about the organization's transformation or restructuring, there are ways to drive these conversations so that they are more impactful. This will enable you to have more productive discussions that can improve your changes of successfully tackling your changing worklife, which can ultimately lead to greater job satisfaction.

Here are three strategies you can follow when talking to your co-workers about change:

1. Listen to and be empathetic to others

If major changes to your office or personnel have just been announced, chances are you and many others you know have been affected. What's important to realize, is that your colleagues may have been impacted differently than you.

Therefore, it's critical that you spend some time listening to each another and opening up about what you've been told, how you're feeling and what your approach will be going forward. For example, someone you know at your company may have just found out they're being let go, along with many others from a specific department. Meanwhile, you may have learned that your own team overperformed and will be expanding. It's important that you act empathetically and show an understanding of and respect for your co-workers' situation. Think about how you would feel if the situation were reversed and you were the one who was being laid off.

Regardless of the situation, neither party should jump to any conclusions or assume anything about anyone. The last thing you want to do during a difficult period of organizational change is to cause your co-workers to feel alone or ostracized.

2. Be actionable and get answers to your question

After you've spoken with your co-workers and received information from your supervisor, you may still feel like you have unanswered questions. If so, don't shy away from getting more details about the upcoming change. While your company should be as transparent as possible during this transitional period, they may have missed some key points or been unable to share how you or your team will be specifically affected on a day-to-day basis.

It's never a good thing to be argumentative, so figure out a way to approach management and leadership in a positive, respectful manner. Speaking with your co-workers and others is one way to help you determine the best way to move forward. For example, you could structure a brainstorm session with your co-workers about how to approach company leadership in order to achieve a certain goal you have in mind or to get answers to a certain question. By being organized and specific, you're likely to get more response to your concerns and more answers to your questions -- which may go a long way to assuaging feelings of anxiety or nervousness in the coming weeks.

3. Embrace change and seek opportunity

After you've learned to lean on your co-workers for support and have reached out to leadership for actionable answers, it's now time to embrace the upcoming change and see what is actually in store for you.

Although organizational change can have a negative connotation, it doesn't necessarily need to be a bad thing. Look for opportunities over the next few months to make yourself invaluable to your organization. By focusing on your friendships with co-workers and keeping an open mind, you'll be primed for success and advancement instead of unmotivated and uninspired.

Whether you are passively or actively looking for a new role - two simple words bring a profound sense of comfort to what can be a stressful process: You're hired.

However, that sigh of relief among candidates isn't coming quite as easily as it once did, as an increasing number of employers have stepped up their vetting to improve the odds of finding the ideal person.

In addition to the standard job interview, more businesses today are including other evaluative tools to find the perfect match, such as gamification, writing tests, team interviews and personality tests. In fact, according to CBS News, among leading Fortune 500 companies, over 450 of them use various types of personality examinations before deciding to bring new people aboard.

Even though these added processes make finding the right person more drawn out - companies are using them more often because they're effective. After all, according to a study from CareerBuilder, hires who don't pan out wind up costing employers an average of nearly $15,000 per year for every person that's let go. As cost effective as these processes may be, they provide little comfort to job seekers, who may find the interview alone quite stressful. With the right game plan, you can ace these examinations, showing employers you have what it takes to succeed.

Here are a few things to keep in mind:

Take a deep breath

More important than anything else - relax. This is obviously easier said than done, but it's important to try to keep things in perspective and not put too much pressure on yourself; overthinking things can prevent you from being your authentic self. Keep in mind that there's really no right or wrong answer to the questions employers pose. They're simply inquiring about things to get a better sense of who you are and whether the position you're applying for is the right fit.

Research the employer

With just about every business having an online presence, it's easier than ever to go into the job interview with a good base of knowledge regarding the employer's brand, according to Inc. Regardless of whether the company has a separate career website or simply an "About Us" section at their website, you should be able to find information about the company's background and what it's like to work for them. Company review sites like Glassdoor can provider further insight on the employee experience. All of these sources combined can give you an idea of what your prospective employer may be looking for in terms of answers on personality tests. For example, evaluating whether you’re naturally inquisitive or highly organized. Keep in mind, though: You're assessing them every bit as much as they're assessing you. It's a two-way street.

Talk to colleagues or friends outside of your company

You may be surprised by how many people have either interviewed with a company or have experience with the additional evaluative tools employers are using. Talk to people that you trust to see if they have any insight on gamification, for example, should that be a part of the interview process. They may have tips that can help you prepare, so you're not going into it completely unaware of what to expect.

Put yourself in the position of the interviewer

It's impossible to predict the questions that you'll be posed when it comes to personality tests or team interviews, but try to put yourself in the shoes of the people who are doing the evaluating. What would you be looking to glean from the candidate? According to the Society for Human Resources Management, 62 percent of the evaluative methods used by employers today examine job seekers' behaviors. In other words, they're not testing for a right or wrong answer necessarily; they're looking to see if your mannerisms and characteristics are commensurate with the position for which you're applying. So even if you're not hired, it may be for the best; they may have more insight into what the position requires than you do. Or perhaps you might not find the work environment or expectations to your liking.

Confidence is something that every employer seeks in candidates. By trusting in your capabilities, you won’t have to worry so much about beating the evaluations, but instead focusing on approaching them with the understanding that the process will pair you with the job that's a good fit for everyone. Even if you think you may have been wrongly eliminated from an ideal role due to one of these tests, have confidence that your skills and experience will eventually land you in the right role at exactly the right time.

Invaluable -- something indispensable, vital and necessary to daily operations. That's what you want to be to your employer. Getting to that point takes hard work, dedication and awareness. You also need insight -- an understanding that goes beyond the obvious -- so that you can anticipate changes in the marketplace and grasp the implications of those changes for your company and for your career. Becoming aware of these changes will help ensure that you have a continually evolving career, as opposed to simply having a particular role or function.

Becoming an invaluable employee begins with a desire to learn

Strive to develop cutting-edge expertise. That means learning everything you can about what's changing in your world. Almost every industry sector is bombarded with new regulations and new technologies, including software, hardware and reconfigured processes. Many industries are also impacted by issues such as health and safety requirements and by compliance issues.

If you work in the banking arena, for example, you are no doubt aware that the Federal Reserve has proposed streamlining the annual stress tests that The Dodd-Frank Act of 2010 mandated for large banks. How will this move affect your position? How can you contribute to driving the effectiveness of your organization's risk and compliance programs? You may have the opportunity to be among the first to tackle the challenges that regulatory uncertainty imposes, and that will make you an invaluable team member.

Becoming an invaluable employee continues with informed responses to market shifts

Among significant shifts today is the Baby boomer shift. Many senior workers are delaying retirement due to employer demand, resulting in targeted retention programs. Baby boomers often have valuable institutional information that hasn't been systematically passed down, and this provides an opportunity for you to learn from them and build upon that knowledge. Recognize that Baby boomers have value and purpose, and they continue to contribute to the workforce in a positive way. You can leverage this expertise by acquiring senior mentors with the ability to challenge you and contribute to your becoming a more valuable employee.

Another shift that should command your attention is the BRIC Nations shift. The acronym stands for Brazil, Russia, India and China, four of the world's emerging but not yet fully developed economies. It is argued that these four countries will collectively be the most successful and influential in the world by the year 2050. Each of them has a unique, highly differentiated base of competitive advantages that are in demand globally, across both manufacturing and services-based industries.

Although each of these countries faces challenges that affect their projected dominance, their sheer size, their vast resources, and their youthful populations ensure that they will influence developments across most industries and companies. It is imperative that you understand the implications specific to your industry and your company. Identify areas of particular concern, project responses to increasing competition, and determine what would allow your company to meet this shift.

Becoming an invaluable player requires seeking out sources of insight

In today's world you can tap into an ever-increasing wealth of ways to develop insight into the world economy, your specific industry and the future. These include your social media contacts, your professional associations and your LinkedIn communities, all of which allow you to exchange information, learn about new developments and extend your range of influence.

Beyond this, social media is becoming a larger influence in the hiring process. A recent SHRM study, for example, showed that 35 percent of employers are hesitant to interview a candidate who does not have an online presence. Additionally, the 2018 MRINetwork Reputation Management Study found that 48 percent of candidates felt their social media presence would be an important factor to future hiring managers.

Social media is a powerful tool for networking. Network with your coworkers and add them to social sites. Twitter is a great way to follow important leaders in your field, to keep up with the most up-to-date information, and to follow companies that interest you. LinkedIn is a great resource to showcase your professional achievements and make connections with other industry professionals. Social media just gets bigger and continues to grow daily; using it effectively can aid immeasurably in your quest to become an invaluable player.

Becoming an invaluable player means managing your career

There are some clear "do's" and "don'ts" involved in making yourself indispensable to your company. Although they're mostly common sense, they are worth reviewing.

Avoid the following pitfalls:

-Don't become the "Legacy Expert"

-Don't become complacent

-Don't coast

-Don't suffer a post-accomplishment letdown

Advance Internally by:

-Documenting your current accomplishments

-Identifying the impact of those accomplishments

-Finding your next problem to solve

-Seeking a mentor

-Gaining the specialized skills

Advance Externally by:

-Identify a search consultant who dominates your market

-Identify the most important problems you can solve for a new company

-Identify the most important opportunities you can seize for a new company

-Be open to both direct hire and project work

-Your highest and best use might be reached as a contractor!

You have a great deal of control over the way your career progresses and how valuable you become to your employer. It requires effort and vigilance and smart planning. You'll face many challenges, but those challenges also represent great opportunity. Seizing those opportunities and making the most of them are among the most rewarding experiences you'll encounter during the course of your career.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

The past months of pandemic-induced disruption to decades-long work processes have allowed large segments of the white-collar workforce to learn valuable new skills from the WFH experience. The University of Southern California Annenberg School for Communication and Journalism’s Center for Third Space Thinking suggests that remote employees were thrust into a crisis management experiment, that when successfully navigated, sharpened existing skills and added entirely new skills to an employee’s resume.

On the East Coast, in a more irreverent take on the same topic, Boston Magazine’s Marc Ackerman came to a similar conclusion on the value of newly enhanced or acquired skills, focusing on the ability of Gen Exer’s in particular to cope with hunkering down at home.

“The world of work in the post-coronavirus era will benefit from new skills and a new confidence among the tens of thousands of executive, technical, managerial and professional employees who have not only coped with the WFH experience but have learned and integrated new productive behaviors,” says Nancy Halverson, SVP Global Operations at MRINetwork. “The workplace will be a better place with a stronger base of resilient performers.”

As an operations leader in a network of almost 350 executive recruitment offices charged with improving the talent landscape of companies and careers all over the world, Halverson offers this distillation of skills cited by both USC and Boston Magazine along with her in-the-market observations:

Resiliency and adaptability. The workforce was plunged in to an immediate WFH sink-or-swim environment. Successful adopters were able to reevaluate priorities, sharpen focus on meeting deadlines and quickly learn how to integrate new technologies, like Zoom, WebEx, and Google Hangouts, to not only maintain communications but to improve meeting outcomes. Each day presented the need to address business challenges requiring looking at technology, management styles and team behaviors through a new lens.

Collaboration and empathy. WFH disruptions impacted individual team members in different ways based on unique at-home circumstances. Observant managers extended support and understanding to coworkers and subordinates who were not performing at optimal levels. That called for smart on-the-fly decisions and appropriate accommodations without sacrificing organizational goals. Building team collaboration is a challenging task in normal environments. Enhancing collaboration in a remote environment is a resume-worthy accomplishment.

Cultural Competency. Many organizations needed to immediately address rapidly changing market conditions. Business meetings, sales calls, product innovation, in fact virtually every function, required restructuring, shifting employees into new team environments with new process, establishing new goals, and metrics. As noted by the USC study, successful WFH adapters honed the ability to first observe different individual work styles and respond by devising, then implementing approaches that encouraged inclusivity, collaboration producing targeted results.

“As firms transition back to a more normal work environment over the next several months, be sure to look back and evaluate critical lessons and successful outcomes that you delivered as a manger,” noted Halverson. “Don’t waste the valuable skills you sharpened and new skills that you acquired and apply them throughout your career.”

Whether you’re a new employee looking to find success at the office or still early in your career and hoping to get advice from more experienced co-workers, finding a mentor is a good course of action. After all, having someone to speak with who can discuss your ideas or answer your concerns about work are highly valuable for a number of different reasons.

In fact, there’s data that shows that mentoring is statistically helpful for employees. “For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises, and increased opportunities,” according to Forbes. “Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing. In fact, mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees.”

To help, here are some tips on finding a mentor at work:

First, it’s crucial that you find someone who has the ability and the “desire” to help other people, according to Forbes. “A good mentor is sincerely interested in helping someone else without any ‘official’ reward. Good mentors do it because they genuinely want to see someone else succeed,” as noted by the publication.

Second, you should find a mentor who has the proper experience and skillet that you’re looking for in your own career. This will help you gain the information and help you need to put into practice yourself. “The best mentors have deep knowledge in an area that the mentee wishes to develop,” according to Forbes.

But beyond just finding someone who wants to help, you should also search for a mentor who has a growth mindset of their own. “The best teachers have always been and always will be those who remain curious learners themselves. Would you rather be advised by someone whose mind is shut because he knows it all or by someone whose mind is open because she is always looking to deepen her knowledge?” as explained by the news publication.

Finally, you should have a good idea of what you want to achieve. “What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor,” according to NPR.

In sum, finding a mentor at work can be extremely helpful in boosting your career success. By selecting the right person with the skills and knowledge that you need, you’ll be set up to achieve anything you set your mind to at work.

When there is major change at an organization, it's never an easy transition for employees like you who remain with the company. After all, you've given many months and even years to the business. There’s a good chance you've spent more time with your manager and fellow employees than with some of your closest friends during that period.

However, when there an organizational change; anything from a massive restructuring to a merger or layoffs; you need to do your best to ensure you're in the optimal position for future advancement at the organization. If you're an all-star employee, chances are you'll be asked to stay on with the company. That can mean a big opportunity for you to achieve growth and career advancement.

Therefore, it's important that you’re prepared to gain the skills you need, to be as successful as possible, during this potentially tumultuous time. According to a Forbes article by John Feldmann, this process, called upskilling, can be a crucial part of a changing company. "By upskilling current employees, companies can fill open positions while retaining their current workforce by creating learning opportunities," he notes.

Here are three strategies you can follow when your company goes through big changes and you want to make the most of the situation:

1. Speak with the company's leadership to understand the skills they need most

As soon as you find out that your company is going through change, speak with your manager as well as with any other company leaders you trust with your career. By doing so, you’ll show that you’re eager to learn more about the situation and are willing to do whatever it takes to help the company move forward.

That's something the Harvard Business Review recommends in an article about difficult reorganizations: "Once you've absorbed the planned changes, you need to think about what they mean for your day-to-day responsibilities and your potential job satisfaction."

After requesting to speak with leadership, take some time to think about the value you can bring to your organization. Reflect on the successes you've had, so that you can highlight them during these meetings. By doing your homework ahead of time, you'll show your manager and others that you have an impressive ability to plan ahead and a commitment to succeeding when times are tough.

During these meetings, it's also important to ask what they'll be looking for most from the team after the change has been enacted. Their answers can give you valuable information on how you can train and upskill yourself in the coming months.

2. Make use of online platforms that can help you learn

After a reorganization, responsibilities and roles are often condensed, so it's all hands on deck. You may find that you're now responsible for new day-to-day tasks that you hadn't previously performed. Having spoken with company leadership, you will be one step ahead, with invaluable knowledge to help you succeed in the new environment.

The next step is to learn as much as possible and gain the skills necessary for advancement. Helpful websites include LinkedIn Learning and Udemy. Both offer thousands of online tutorials, taught by world-renowned experts, that can truly help you thrive during this pivotal moment in your career and your company's journey.

Consider taking courses in topics such as:

- Leadership and management

- Data science

- Business software and tools

- Communication and public speaking

3. Consider enrolling in a certificate or degree program

Beyond learning about potential growth opportunities and taking one-off online courses, you can turn upcoming organizational change into a chance to go back to school or earn a certificate to boost your skill set.

While online learning platforms are great for gaining knowledge about specific subjects, getting a master’s degree or a certificate from an accredited institution can make you truly invaluable. Many reputable universities now offer online master's programs, making it that much easier for working professionals to continue their education.

There are many instances where your company can help you achieve this goal. For example, some organizations have tuition reimbursement or assistance programs that can help you earn a degree at a reduced rate. To begin this process, simply read through your employee benefits resource information or contact the human resources department.

Additionally, you should initiate a conversation with your manager once you start considering enrolling in an educational program. This will do a couple important things: first, it'll express your commitment to upward mobility at your company. It will also help you to determine workplace flexibility opportunities, that potentially can include adjustments to your work schedule to make a degree program work for you (and your team).

Ultimately, transformation at your company doesn't have to be frightening, or damaging to your career. Instead, use this period as a time for self-growth and to gain new skills. You'll then be able to pivot to bigger roles and more responsibilities in the wake of major change.

When your company is experiencing change, you may need to talk to your co-workers and other individuals with whom you are close, in order to process what is happening. After all, this can be a stressful time for you, and you'll probably find support in speaking with co-workers.

While it's indeed good to talk to others about how you're feeling after hearing about the organization's transformation or restructuring, there are ways to drive these conversations so that they are more impactful. This will enable you to have more productive discussions that can improve your changes of successfully tackling your changing worklife, which can ultimately lead to greater job satisfaction.

Here are three strategies you can follow when talking to your co-workers about change:

1. Listen to and be empathetic to others

If major changes to your office or personnel have just been announced, chances are you and many others you know have been affected. What's important to realize, is that your colleagues may have been impacted differently than you.

Therefore, it's critical that you spend some time listening to each another and opening up about what you've been told, how you're feeling and what your approach will be going forward. For example, someone you know at your company may have just found out they're being let go, along with many others from a specific department. Meanwhile, you may have learned that your own team overperformed and will be expanding. It's important that you act empathetically and show an understanding of and respect for your co-workers' situation. Think about how you would feel if the situation were reversed and you were the one who was being laid off.

Regardless of the situation, neither party should jump to any conclusions or assume anything about anyone. The last thing you want to do during a difficult period of organizational change is to cause your co-workers to feel alone or ostracized.

2. Be actionable and get answers to your question

After you've spoken with your co-workers and received information from your supervisor, you may still feel like you have unanswered questions. If so, don't shy away from getting more details about the upcoming change. While your company should be as transparent as possible during this transitional period, they may have missed some key points or been unable to share how you or your team will be specifically affected on a day-to-day basis.

It's never a good thing to be argumentative, so figure out a way to approach management and leadership in a positive, respectful manner. Speaking with your co-workers and others is one way to help you determine the best way to move forward. For example, you could structure a brainstorm session with your co-workers about how to approach company leadership in order to achieve a certain goal you have in mind or to get answers to a certain question. By being organized and specific, you're likely to get more response to your concerns and more answers to your questions -- which may go a long way to assuaging feelings of anxiety or nervousness in the coming weeks.

3. Embrace change and seek opportunity

After you've learned to lean on your co-workers for support and have reached out to leadership for actionable answers, it's now time to embrace the upcoming change and see what is actually in store for you.

Although organizational change can have a negative connotation, it doesn't necessarily need to be a bad thing. Look for opportunities over the next few months to make yourself invaluable to your organization. By focusing on your friendships with co-workers and keeping an open mind, you'll be primed for success and advancement instead of unmotivated and uninspired.

Whether you are passively or actively looking for a new role - two simple words bring a profound sense of comfort to what can be a stressful process: You're hired.

However, that sigh of relief among candidates isn't coming quite as easily as it once did, as an increasing number of employers have stepped up their vetting to improve the odds of finding the ideal person.

In addition to the standard job interview, more businesses today are including other evaluative tools to find the perfect match, such as gamification, writing tests, team interviews and personality tests. In fact, according to CBS News, among leading Fortune 500 companies, over 450 of them use various types of personality examinations before deciding to bring new people aboard.

Even though these added processes make finding the right person more drawn out - companies are using them more often because they're effective. After all, according to a study from CareerBuilder, hires who don't pan out wind up costing employers an average of nearly $15,000 per year for every person that's let go. As cost effective as these processes may be, they provide little comfort to job seekers, who may find the interview alone quite stressful. With the right game plan, you can ace these examinations, showing employers you have what it takes to succeed.

Here are a few things to keep in mind:

Take a deep breath

More important than anything else - relax. This is obviously easier said than done, but it's important to try to keep things in perspective and not put too much pressure on yourself; overthinking things can prevent you from being your authentic self. Keep in mind that there's really no right or wrong answer to the questions employers pose. They're simply inquiring about things to get a better sense of who you are and whether the position you're applying for is the right fit.

Research the employer

With just about every business having an online presence, it's easier than ever to go into the job interview with a good base of knowledge regarding the employer's brand, according to Inc. Regardless of whether the company has a separate career website or simply an "About Us" section at their website, you should be able to find information about the company's background and what it's like to work for them. Company review sites like Glassdoor can provider further insight on the employee experience. All of these sources combined can give you an idea of what your prospective employer may be looking for in terms of answers on personality tests. For example, evaluating whether you’re naturally inquisitive or highly organized. Keep in mind, though: You're assessing them every bit as much as they're assessing you. It's a two-way street.

Talk to colleagues or friends outside of your company

You may be surprised by how many people have either interviewed with a company or have experience with the additional evaluative tools employers are using. Talk to people that you trust to see if they have any insight on gamification, for example, should that be a part of the interview process. They may have tips that can help you prepare, so you're not going into it completely unaware of what to expect.

Put yourself in the position of the interviewer

It's impossible to predict the questions that you'll be posed when it comes to personality tests or team interviews, but try to put yourself in the shoes of the people who are doing the evaluating. What would you be looking to glean from the candidate? According to the Society for Human Resources Management, 62 percent of the evaluative methods used by employers today examine job seekers' behaviors. In other words, they're not testing for a right or wrong answer necessarily; they're looking to see if your mannerisms and characteristics are commensurate with the position for which you're applying. So even if you're not hired, it may be for the best; they may have more insight into what the position requires than you do. Or perhaps you might not find the work environment or expectations to your liking.

Confidence is something that every employer seeks in candidates. By trusting in your capabilities, you won’t have to worry so much about beating the evaluations, but instead focusing on approaching them with the understanding that the process will pair you with the job that's a good fit for everyone. Even if you think you may have been wrongly eliminated from an ideal role due to one of these tests, have confidence that your skills and experience will eventually land you in the right role at exactly the right time.

Invaluable -- something indispensable, vital and necessary to daily operations. That's what you want to be to your employer. Getting to that point takes hard work, dedication and awareness. You also need insight -- an understanding that goes beyond the obvious -- so that you can anticipate changes in the marketplace and grasp the implications of those changes for your company and for your career. Becoming aware of these changes will help ensure that you have a continually evolving career, as opposed to simply having a particular role or function.

Becoming an invaluable employee begins with a desire to learn

Strive to develop cutting-edge expertise. That means learning everything you can about what's changing in your world. Almost every industry sector is bombarded with new regulations and new technologies, including software, hardware and reconfigured processes. Many industries are also impacted by issues such as health and safety requirements and by compliance issues.

If you work in the banking arena, for example, you are no doubt aware that the Federal Reserve has proposed streamlining the annual stress tests that The Dodd-Frank Act of 2010 mandated for large banks. How will this move affect your position? How can you contribute to driving the effectiveness of your organization's risk and compliance programs? You may have the opportunity to be among the first to tackle the challenges that regulatory uncertainty imposes, and that will make you an invaluable team member.

Becoming an invaluable employee continues with informed responses to market shifts

Among significant shifts today is the Baby boomer shift. Many senior workers are delaying retirement due to employer demand, resulting in targeted retention programs. Baby boomers often have valuable institutional information that hasn't been systematically passed down, and this provides an opportunity for you to learn from them and build upon that knowledge. Recognize that Baby boomers have value and purpose, and they continue to contribute to the workforce in a positive way. You can leverage this expertise by acquiring senior mentors with the ability to challenge you and contribute to your becoming a more valuable employee.

Another shift that should command your attention is the BRIC Nations shift. The acronym stands for Brazil, Russia, India and China, four of the world's emerging but not yet fully developed economies. It is argued that these four countries will collectively be the most successful and influential in the world by the year 2050. Each of them has a unique, highly differentiated base of competitive advantages that are in demand globally, across both manufacturing and services-based industries.

Although each of these countries faces challenges that affect their projected dominance, their sheer size, their vast resources, and their youthful populations ensure that they will influence developments across most industries and companies. It is imperative that you understand the implications specific to your industry and your company. Identify areas of particular concern, project responses to increasing competition, and determine what would allow your company to meet this shift.

Becoming an invaluable player requires seeking out sources of insight

In today's world you can tap into an ever-increasing wealth of ways to develop insight into the world economy, your specific industry and the future. These include your social media contacts, your professional associations and your LinkedIn communities, all of which allow you to exchange information, learn about new developments and extend your range of influence.

Beyond this, social media is becoming a larger influence in the hiring process. A recent SHRM study, for example, showed that 35 percent of employers are hesitant to interview a candidate who does not have an online presence. Additionally, the 2018 MRINetwork Reputation Management Study found that 48 percent of candidates felt their social media presence would be an important factor to future hiring managers.

Social media is a powerful tool for networking. Network with your coworkers and add them to social sites. Twitter is a great way to follow important leaders in your field, to keep up with the most up-to-date information, and to follow companies that interest you. LinkedIn is a great resource to showcase your professional achievements and make connections with other industry professionals. Social media just gets bigger and continues to grow daily; using it effectively can aid immeasurably in your quest to become an invaluable player.

Becoming an invaluable player means managing your career

There are some clear "do's" and "don'ts" involved in making yourself indispensable to your company. Although they're mostly common sense, they are worth reviewing.

Avoid the following pitfalls:

-Don't become the "Legacy Expert"

-Don't become complacent

-Don't coast

-Don't suffer a post-accomplishment letdown

Advance Internally by:

-Documenting your current accomplishments

-Identifying the impact of those accomplishments

-Finding your next problem to solve

-Seeking a mentor

-Gaining the specialized skills

Advance Externally by:

-Identify a search consultant who dominates your market

-Identify the most important problems you can solve for a new company

-Identify the most important opportunities you can seize for a new company

-Be open to both direct hire and project work

-Your highest and best use might be reached as a contractor!

You have a great deal of control over the way your career progresses and how valuable you become to your employer. It requires effort and vigilance and smart planning. You'll face many challenges, but those challenges also represent great opportunity. Seizing those opportunities and making the most of them are among the most rewarding experiences you'll encounter during the course of your career.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

The past months of pandemic-induced disruption to decades-long work processes have allowed large segments of the white-collar workforce to learn valuable new skills from the WFH experience. The University of Southern California Annenberg School for Communication and Journalism’s Center for Third Space Thinking suggests that remote employees were thrust into a crisis management experiment, that when successfully navigated, sharpened existing skills and added entirely new skills to an employee’s resume.

On the East Coast, in a more irreverent take on the same topic, Boston Magazine’s Marc Ackerman came to a similar conclusion on the value of newly enhanced or acquired skills, focusing on the ability of Gen Exer’s in particular to cope with hunkering down at home.

“The world of work in the post-coronavirus era will benefit from new skills and a new confidence among the tens of thousands of executive, technical, managerial and professional employees who have not only coped with the WFH experience but have learned and integrated new productive behaviors,” says Nancy Halverson, SVP Global Operations at MRINetwork. “The workplace will be a better place with a stronger base of resilient performers.”

As an operations leader in a network of almost 350 executive recruitment offices charged with improving the talent landscape of companies and careers all over the world, Halverson offers this distillation of skills cited by both USC and Boston Magazine along with her in-the-market observations:

Resiliency and adaptability. The workforce was plunged in to an immediate WFH sink-or-swim environment. Successful adopters were able to reevaluate priorities, sharpen focus on meeting deadlines and quickly learn how to integrate new technologies, like Zoom, WebEx, and Google Hangouts, to not only maintain communications but to improve meeting outcomes. Each day presented the need to address business challenges requiring looking at technology, management styles and team behaviors through a new lens.

Collaboration and empathy. WFH disruptions impacted individual team members in different ways based on unique at-home circumstances. Observant managers extended support and understanding to coworkers and subordinates who were not performing at optimal levels. That called for smart on-the-fly decisions and appropriate accommodations without sacrificing organizational goals. Building team collaboration is a challenging task in normal environments. Enhancing collaboration in a remote environment is a resume-worthy accomplishment.

Cultural Competency. Many organizations needed to immediately address rapidly changing market conditions. Business meetings, sales calls, product innovation, in fact virtually every function, required restructuring, shifting employees into new team environments with new process, establishing new goals, and metrics. As noted by the USC study, successful WFH adapters honed the ability to first observe different individual work styles and respond by devising, then implementing approaches that encouraged inclusivity, collaboration producing targeted results.

“As firms transition back to a more normal work environment over the next several months, be sure to look back and evaluate critical lessons and successful outcomes that you delivered as a manger,” noted Halverson. “Don’t waste the valuable skills you sharpened and new skills that you acquired and apply them throughout your career.”

Whether you’re a new employee looking to find success at the office or still early in your career and hoping to get advice from more experienced co-workers, finding a mentor is a good course of action. After all, having someone to speak with who can discuss your ideas or answer your concerns about work are highly valuable for a number of different reasons.

In fact, there’s data that shows that mentoring is statistically helpful for employees. “For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises, and increased opportunities,” according to Forbes. “Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing. In fact, mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees.”

To help, here are some tips on finding a mentor at work:

First, it’s crucial that you find someone who has the ability and the “desire” to help other people, according to Forbes. “A good mentor is sincerely interested in helping someone else without any ‘official’ reward. Good mentors do it because they genuinely want to see someone else succeed,” as noted by the publication.

Second, you should find a mentor who has the proper experience and skillet that you’re looking for in your own career. This will help you gain the information and help you need to put into practice yourself. “The best mentors have deep knowledge in an area that the mentee wishes to develop,” according to Forbes.

But beyond just finding someone who wants to help, you should also search for a mentor who has a growth mindset of their own. “The best teachers have always been and always will be those who remain curious learners themselves. Would you rather be advised by someone whose mind is shut because he knows it all or by someone whose mind is open because she is always looking to deepen her knowledge?” as explained by the news publication.

Finally, you should have a good idea of what you want to achieve. “What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor,” according to NPR.

In sum, finding a mentor at work can be extremely helpful in boosting your career success. By selecting the right person with the skills and knowledge that you need, you’ll be set up to achieve anything you set your mind to at work.

When there is major change at an organization, it's never an easy transition for employees like you who remain with the company. After all, you've given many months and even years to the business. There’s a good chance you've spent more time with your manager and fellow employees than with some of your closest friends during that period.

However, when there an organizational change; anything from a massive restructuring to a merger or layoffs; you need to do your best to ensure you're in the optimal position for future advancement at the organization. If you're an all-star employee, chances are you'll be asked to stay on with the company. That can mean a big opportunity for you to achieve growth and career advancement.

Therefore, it's important that you’re prepared to gain the skills you need, to be as successful as possible, during this potentially tumultuous time. According to a Forbes article by John Feldmann, this process, called upskilling, can be a crucial part of a changing company. "By upskilling current employees, companies can fill open positions while retaining their current workforce by creating learning opportunities," he notes.

Here are three strategies you can follow when your company goes through big changes and you want to make the most of the situation:

1. Speak with the company's leadership to understand the skills they need most

As soon as you find out that your company is going through change, speak with your manager as well as with any other company leaders you trust with your career. By doing so, you’ll show that you’re eager to learn more about the situation and are willing to do whatever it takes to help the company move forward.

That's something the Harvard Business Review recommends in an article about difficult reorganizations: "Once you've absorbed the planned changes, you need to think about what they mean for your day-to-day responsibilities and your potential job satisfaction."

After requesting to speak with leadership, take some time to think about the value you can bring to your organization. Reflect on the successes you've had, so that you can highlight them during these meetings. By doing your homework ahead of time, you'll show your manager and others that you have an impressive ability to plan ahead and a commitment to succeeding when times are tough.

During these meetings, it's also important to ask what they'll be looking for most from the team after the change has been enacted. Their answers can give you valuable information on how you can train and upskill yourself in the coming months.

2. Make use of online platforms that can help you learn

After a reorganization, responsibilities and roles are often condensed, so it's all hands on deck. You may find that you're now responsible for new day-to-day tasks that you hadn't previously performed. Having spoken with company leadership, you will be one step ahead, with invaluable knowledge to help you succeed in the new environment.

The next step is to learn as much as possible and gain the skills necessary for advancement. Helpful websites include LinkedIn Learning and Udemy. Both offer thousands of online tutorials, taught by world-renowned experts, that can truly help you thrive during this pivotal moment in your career and your company's journey.

Consider taking courses in topics such as:

- Leadership and management

- Data science

- Business software and tools

- Communication and public speaking

3. Consider enrolling in a certificate or degree program

Beyond learning about potential growth opportunities and taking one-off online courses, you can turn upcoming organizational change into a chance to go back to school or earn a certificate to boost your skill set.

While online learning platforms are great for gaining knowledge about specific subjects, getting a master’s degree or a certificate from an accredited institution can make you truly invaluable. Many reputable universities now offer online master's programs, making it that much easier for working professionals to continue their education.

There are many instances where your company can help you achieve this goal. For example, some organizations have tuition reimbursement or assistance programs that can help you earn a degree at a reduced rate. To begin this process, simply read through your employee benefits resource information or contact the human resources department.

Additionally, you should initiate a conversation with your manager once you start considering enrolling in an educational program. This will do a couple important things: first, it'll express your commitment to upward mobility at your company. It will also help you to determine workplace flexibility opportunities, that potentially can include adjustments to your work schedule to make a degree program work for you (and your team).

Ultimately, transformation at your company doesn't have to be frightening, or damaging to your career. Instead, use this period as a time for self-growth and to gain new skills. You'll then be able to pivot to bigger roles and more responsibilities in the wake of major change.

When your company is experiencing change, you may need to talk to your co-workers and other individuals with whom you are close, in order to process what is happening. After all, this can be a stressful time for you, and you'll probably find support in speaking with co-workers.

While it's indeed good to talk to others about how you're feeling after hearing about the organization's transformation or restructuring, there are ways to drive these conversations so that they are more impactful. This will enable you to have more productive discussions that can improve your changes of successfully tackling your changing worklife, which can ultimately lead to greater job satisfaction.

Here are three strategies you can follow when talking to your co-workers about change:

1. Listen to and be empathetic to others

If major changes to your office or personnel have just been announced, chances are you and many others you know have been affected. What's important to realize, is that your colleagues may have been impacted differently than you.

Therefore, it's critical that you spend some time listening to each another and opening up about what you've been told, how you're feeling and what your approach will be going forward. For example, someone you know at your company may have just found out they're being let go, along with many others from a specific department. Meanwhile, you may have learned that your own team overperformed and will be expanding. It's important that you act empathetically and show an understanding of and respect for your co-workers' situation. Think about how you would feel if the situation were reversed and you were the one who was being laid off.

Regardless of the situation, neither party should jump to any conclusions or assume anything about anyone. The last thing you want to do during a difficult period of organizational change is to cause your co-workers to feel alone or ostracized.

2. Be actionable and get answers to your question

After you've spoken with your co-workers and received information from your supervisor, you may still feel like you have unanswered questions. If so, don't shy away from getting more details about the upcoming change. While your company should be as transparent as possible during this transitional period, they may have missed some key points or been unable to share how you or your team will be specifically affected on a day-to-day basis.

It's never a good thing to be argumentative, so figure out a way to approach management and leadership in a positive, respectful manner. Speaking with your co-workers and others is one way to help you determine the best way to move forward. For example, you could structure a brainstorm session with your co-workers about how to approach company leadership in order to achieve a certain goal you have in mind or to get answers to a certain question. By being organized and specific, you're likely to get more response to your concerns and more answers to your questions -- which may go a long way to assuaging feelings of anxiety or nervousness in the coming weeks.

3. Embrace change and seek opportunity

After you've learned to lean on your co-workers for support and have reached out to leadership for actionable answers, it's now time to embrace the upcoming change and see what is actually in store for you.

Although organizational change can have a negative connotation, it doesn't necessarily need to be a bad thing. Look for opportunities over the next few months to make yourself invaluable to your organization. By focusing on your friendships with co-workers and keeping an open mind, you'll be primed for success and advancement instead of unmotivated and uninspired.

Whether you are passively or actively looking for a new role - two simple words bring a profound sense of comfort to what can be a stressful process: You're hired.

However, that sigh of relief among candidates isn't coming quite as easily as it once did, as an increasing number of employers have stepped up their vetting to improve the odds of finding the ideal person.

In addition to the standard job interview, more businesses today are including other evaluative tools to find the perfect match, such as gamification, writing tests, team interviews and personality tests. In fact, according to CBS News, among leading Fortune 500 companies, over 450 of them use various types of personality examinations before deciding to bring new people aboard.

Even though these added processes make finding the right person more drawn out - companies are using them more often because they're effective. After all, according to a study from CareerBuilder, hires who don't pan out wind up costing employers an average of nearly $15,000 per year for every person that's let go. As cost effective as these processes may be, they provide little comfort to job seekers, who may find the interview alone quite stressful. With the right game plan, you can ace these examinations, showing employers you have what it takes to succeed.

Here are a few things to keep in mind:

Take a deep breath

More important than anything else - relax. This is obviously easier said than done, but it's important to try to keep things in perspective and not put too much pressure on yourself; overthinking things can prevent you from being your authentic self. Keep in mind that there's really no right or wrong answer to the questions employers pose. They're simply inquiring about things to get a better sense of who you are and whether the position you're applying for is the right fit.

Research the employer

With just about every business having an online presence, it's easier than ever to go into the job interview with a good base of knowledge regarding the employer's brand, according to Inc. Regardless of whether the company has a separate career website or simply an "About Us" section at their website, you should be able to find information about the company's background and what it's like to work for them. Company review sites like Glassdoor can provider further insight on the employee experience. All of these sources combined can give you an idea of what your prospective employer may be looking for in terms of answers on personality tests. For example, evaluating whether you’re naturally inquisitive or highly organized. Keep in mind, though: You're assessing them every bit as much as they're assessing you. It's a two-way street.

Talk to colleagues or friends outside of your company

You may be surprised by how many people have either interviewed with a company or have experience with the additional evaluative tools employers are using. Talk to people that you trust to see if they have any insight on gamification, for example, should that be a part of the interview process. They may have tips that can help you prepare, so you're not going into it completely unaware of what to expect.

Put yourself in the position of the interviewer

It's impossible to predict the questions that you'll be posed when it comes to personality tests or team interviews, but try to put yourself in the shoes of the people who are doing the evaluating. What would you be looking to glean from the candidate? According to the Society for Human Resources Management, 62 percent of the evaluative methods used by employers today examine job seekers' behaviors. In other words, they're not testing for a right or wrong answer necessarily; they're looking to see if your mannerisms and characteristics are commensurate with the position for which you're applying. So even if you're not hired, it may be for the best; they may have more insight into what the position requires than you do. Or perhaps you might not find the work environment or expectations to your liking.

Confidence is something that every employer seeks in candidates. By trusting in your capabilities, you won’t have to worry so much about beating the evaluations, but instead focusing on approaching them with the understanding that the process will pair you with the job that's a good fit for everyone. Even if you think you may have been wrongly eliminated from an ideal role due to one of these tests, have confidence that your skills and experience will eventually land you in the right role at exactly the right time.

Invaluable -- something indispensable, vital and necessary to daily operations. That's what you want to be to your employer. Getting to that point takes hard work, dedication and awareness. You also need insight -- an understanding that goes beyond the obvious -- so that you can anticipate changes in the marketplace and grasp the implications of those changes for your company and for your career. Becoming aware of these changes will help ensure that you have a continually evolving career, as opposed to simply having a particular role or function.

Becoming an invaluable employee begins with a desire to learn

Strive to develop cutting-edge expertise. That means learning everything you can about what's changing in your world. Almost every industry sector is bombarded with new regulations and new technologies, including software, hardware and reconfigured processes. Many industries are also impacted by issues such as health and safety requirements and by compliance issues.

If you work in the banking arena, for example, you are no doubt aware that the Federal Reserve has proposed streamlining the annual stress tests that The Dodd-Frank Act of 2010 mandated for large banks. How will this move affect your position? How can you contribute to driving the effectiveness of your organization's risk and compliance programs? You may have the opportunity to be among the first to tackle the challenges that regulatory uncertainty imposes, and that will make you an invaluable team member.

Becoming an invaluable employee continues with informed responses to market shifts

Among significant shifts today is the Baby boomer shift. Many senior workers are delaying retirement due to employer demand, resulting in targeted retention programs. Baby boomers often have valuable institutional information that hasn't been systematically passed down, and this provides an opportunity for you to learn from them and build upon that knowledge. Recognize that Baby boomers have value and purpose, and they continue to contribute to the workforce in a positive way. You can leverage this expertise by acquiring senior mentors with the ability to challenge you and contribute to your becoming a more valuable employee.

Another shift that should command your attention is the BRIC Nations shift. The acronym stands for Brazil, Russia, India and China, four of the world's emerging but not yet fully developed economies. It is argued that these four countries will collectively be the most successful and influential in the world by the year 2050. Each of them has a unique, highly differentiated base of competitive advantages that are in demand globally, across both manufacturing and services-based industries.

Although each of these countries faces challenges that affect their projected dominance, their sheer size, their vast resources, and their youthful populations ensure that they will influence developments across most industries and companies. It is imperative that you understand the implications specific to your industry and your company. Identify areas of particular concern, project responses to increasing competition, and determine what would allow your company to meet this shift.

Becoming an invaluable player requires seeking out sources of insight

In today's world you can tap into an ever-increasing wealth of ways to develop insight into the world economy, your specific industry and the future. These include your social media contacts, your professional associations and your LinkedIn communities, all of which allow you to exchange information, learn about new developments and extend your range of influence.

Beyond this, social media is becoming a larger influence in the hiring process. A recent SHRM study, for example, showed that 35 percent of employers are hesitant to interview a candidate who does not have an online presence. Additionally, the 2018 MRINetwork Reputation Management Study found that 48 percent of candidates felt their social media presence would be an important factor to future hiring managers.

Social media is a powerful tool for networking. Network with your coworkers and add them to social sites. Twitter is a great way to follow important leaders in your field, to keep up with the most up-to-date information, and to follow companies that interest you. LinkedIn is a great resource to showcase your professional achievements and make connections with other industry professionals. Social media just gets bigger and continues to grow daily; using it effectively can aid immeasurably in your quest to become an invaluable player.

Becoming an invaluable player means managing your career

There are some clear "do's" and "don'ts" involved in making yourself indispensable to your company. Although they're mostly common sense, they are worth reviewing.

Avoid the following pitfalls:

-Don't become the "Legacy Expert"

-Don't become complacent

-Don't coast

-Don't suffer a post-accomplishment letdown

Advance Internally by:

-Documenting your current accomplishments

-Identifying the impact of those accomplishments

-Finding your next problem to solve

-Seeking a mentor

-Gaining the specialized skills

Advance Externally by:

-Identify a search consultant who dominates your market

-Identify the most important problems you can solve for a new company

-Identify the most important opportunities you can seize for a new company

-Be open to both direct hire and project work

-Your highest and best use might be reached as a contractor!

You have a great deal of control over the way your career progresses and how valuable you become to your employer. It requires effort and vigilance and smart planning. You'll face many challenges, but those challenges also represent great opportunity. Seizing those opportunities and making the most of them are among the most rewarding experiences you'll encounter during the course of your career.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

The past months of pandemic-induced disruption to decades-long work processes have allowed large segments of the white-collar workforce to learn valuable new skills from the WFH experience. The University of Southern California Annenberg School for Communication and Journalism’s Center for Third Space Thinking suggests that remote employees were thrust into a crisis management experiment, that when successfully navigated, sharpened existing skills and added entirely new skills to an employee’s resume.

On the East Coast, in a more irreverent take on the same topic, Boston Magazine’s Marc Ackerman came to a similar conclusion on the value of newly enhanced or acquired skills, focusing on the ability of Gen Exer’s in particular to cope with hunkering down at home.

“The world of work in the post-coronavirus era will benefit from new skills and a new confidence among the tens of thousands of executive, technical, managerial and professional employees who have not only coped with the WFH experience but have learned and integrated new productive behaviors,” says Nancy Halverson, SVP Global Operations at MRINetwork. “The workplace will be a better place with a stronger base of resilient performers.”

As an operations leader in a network of almost 350 executive recruitment offices charged with improving the talent landscape of companies and careers all over the world, Halverson offers this distillation of skills cited by both USC and Boston Magazine along with her in-the-market observations:

Resiliency and adaptability. The workforce was plunged in to an immediate WFH sink-or-swim environment. Successful adopters were able to reevaluate priorities, sharpen focus on meeting deadlines and quickly learn how to integrate new technologies, like Zoom, WebEx, and Google Hangouts, to not only maintain communications but to improve meeting outcomes. Each day presented the need to address business challenges requiring looking at technology, management styles and team behaviors through a new lens.

Collaboration and empathy. WFH disruptions impacted individual team members in different ways based on unique at-home circumstances. Observant managers extended support and understanding to coworkers and subordinates who were not performing at optimal levels. That called for smart on-the-fly decisions and appropriate accommodations without sacrificing organizational goals. Building team collaboration is a challenging task in normal environments. Enhancing collaboration in a remote environment is a resume-worthy accomplishment.

Cultural Competency. Many organizations needed to immediately address rapidly changing market conditions. Business meetings, sales calls, product innovation, in fact virtually every function, required restructuring, shifting employees into new team environments with new process, establishing new goals, and metrics. As noted by the USC study, successful WFH adapters honed the ability to first observe different individual work styles and respond by devising, then implementing approaches that encouraged inclusivity, collaboration producing targeted results.

“As firms transition back to a more normal work environment over the next several months, be sure to look back and evaluate critical lessons and successful outcomes that you delivered as a manger,” noted Halverson. “Don’t waste the valuable skills you sharpened and new skills that you acquired and apply them throughout your career.”

Whether you’re a new employee looking to find success at the office or still early in your career and hoping to get advice from more experienced co-workers, finding a mentor is a good course of action. After all, having someone to speak with who can discuss your ideas or answer your concerns about work are highly valuable for a number of different reasons.

In fact, there’s data that shows that mentoring is statistically helpful for employees. “For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises, and increased opportunities,” according to Forbes. “Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing. In fact, mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees.”

To help, here are some tips on finding a mentor at work:

First, it’s crucial that you find someone who has the ability and the “desire” to help other people, according to Forbes. “A good mentor is sincerely interested in helping someone else without any ‘official’ reward. Good mentors do it because they genuinely want to see someone else succeed,” as noted by the publication.

Second, you should find a mentor who has the proper experience and skillet that you’re looking for in your own career. This will help you gain the information and help you need to put into practice yourself. “The best mentors have deep knowledge in an area that the mentee wishes to develop,” according to Forbes.

But beyond just finding someone who wants to help, you should also search for a mentor who has a growth mindset of their own. “The best teachers have always been and always will be those who remain curious learners themselves. Would you rather be advised by someone whose mind is shut because he knows it all or by someone whose mind is open because she is always looking to deepen her knowledge?” as explained by the news publication.

Finally, you should have a good idea of what you want to achieve. “What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor,” according to NPR.

In sum, finding a mentor at work can be extremely helpful in boosting your career success. By selecting the right person with the skills and knowledge that you need, you’ll be set up to achieve anything you set your mind to at work.

When there is major change at an organization, it's never an easy transition for employees like you who remain with the company. After all, you've given many months and even years to the business. There’s a good chance you've spent more time with your manager and fellow employees than with some of your closest friends during that period.

However, when there an organizational change; anything from a massive restructuring to a merger or layoffs; you need to do your best to ensure you're in the optimal position for future advancement at the organization. If you're an all-star employee, chances are you'll be asked to stay on with the company. That can mean a big opportunity for you to achieve growth and career advancement.

Therefore, it's important that you’re prepared to gain the skills you need, to be as successful as possible, during this potentially tumultuous time. According to a Forbes article by John Feldmann, this process, called upskilling, can be a crucial part of a changing company. "By upskilling current employees, companies can fill open positions while retaining their current workforce by creating learning opportunities," he notes.

Here are three strategies you can follow when your company goes through big changes and you want to make the most of the situation:

1. Speak with the company's leadership to understand the skills they need most

As soon as you find out that your company is going through change, speak with your manager as well as with any other company leaders you trust with your career. By doing so, you’ll show that you’re eager to learn more about the situation and are willing to do whatever it takes to help the company move forward.

That's something the Harvard Business Review recommends in an article about difficult reorganizations: "Once you've absorbed the planned changes, you need to think about what they mean for your day-to-day responsibilities and your potential job satisfaction."

After requesting to speak with leadership, take some time to think about the value you can bring to your organization. Reflect on the successes you've had, so that you can highlight them during these meetings. By doing your homework ahead of time, you'll show your manager and others that you have an impressive ability to plan ahead and a commitment to succeeding when times are tough.

During these meetings, it's also important to ask what they'll be looking for most from the team after the change has been enacted. Their answers can give you valuable information on how you can train and upskill yourself in the coming months.

2. Make use of online platforms that can help you learn

After a reorganization, responsibilities and roles are often condensed, so it's all hands on deck. You may find that you're now responsible for new day-to-day tasks that you hadn't previously performed. Having spoken with company leadership, you will be one step ahead, with invaluable knowledge to help you succeed in the new environment.

The next step is to learn as much as possible and gain the skills necessary for advancement. Helpful websites include LinkedIn Learning and Udemy. Both offer thousands of online tutorials, taught by world-renowned experts, that can truly help you thrive during this pivotal moment in your career and your company's journey.

Consider taking courses in topics such as:

- Leadership and management

- Data science

- Business software and tools

- Communication and public speaking

3. Consider enrolling in a certificate or degree program

Beyond learning about potential growth opportunities and taking one-off online courses, you can turn upcoming organizational change into a chance to go back to school or earn a certificate to boost your skill set.

While online learning platforms are great for gaining knowledge about specific subjects, getting a master’s degree or a certificate from an accredited institution can make you truly invaluable. Many reputable universities now offer online master's programs, making it that much easier for working professionals to continue their education.

There are many instances where your company can help you achieve this goal. For example, some organizations have tuition reimbursement or assistance programs that can help you earn a degree at a reduced rate. To begin this process, simply read through your employee benefits resource information or contact the human resources department.

Additionally, you should initiate a conversation with your manager once you start considering enrolling in an educational program. This will do a couple important things: first, it'll express your commitment to upward mobility at your company. It will also help you to determine workplace flexibility opportunities, that potentially can include adjustments to your work schedule to make a degree program work for you (and your team).

Ultimately, transformation at your company doesn't have to be frightening, or damaging to your career. Instead, use this period as a time for self-growth and to gain new skills. You'll then be able to pivot to bigger roles and more responsibilities in the wake of major change.

When your company is experiencing change, you may need to talk to your co-workers and other individuals with whom you are close, in order to process what is happening. After all, this can be a stressful time for you, and you'll probably find support in speaking with co-workers.

While it's indeed good to talk to others about how you're feeling after hearing about the organization's transformation or restructuring, there are ways to drive these conversations so that they are more impactful. This will enable you to have more productive discussions that can improve your changes of successfully tackling your changing worklife, which can ultimately lead to greater job satisfaction.

Here are three strategies you can follow when talking to your co-workers about change:

1. Listen to and be empathetic to others

If major changes to your office or personnel have just been announced, chances are you and many others you know have been affected. What's important to realize, is that your colleagues may have been impacted differently than you.

Therefore, it's critical that you spend some time listening to each another and opening up about what you've been told, how you're feeling and what your approach will be going forward. For example, someone you know at your company may have just found out they're being let go, along with many others from a specific department. Meanwhile, you may have learned that your own team overperformed and will be expanding. It's important that you act empathetically and show an understanding of and respect for your co-workers' situation. Think about how you would feel if the situation were reversed and you were the one who was being laid off.

Regardless of the situation, neither party should jump to any conclusions or assume anything about anyone. The last thing you want to do during a difficult period of organizational change is to cause your co-workers to feel alone or ostracized.

2. Be actionable and get answers to your question

After you've spoken with your co-workers and received information from your supervisor, you may still feel like you have unanswered questions. If so, don't shy away from getting more details about the upcoming change. While your company should be as transparent as possible during this transitional period, they may have missed some key points or been unable to share how you or your team will be specifically affected on a day-to-day basis.

It's never a good thing to be argumentative, so figure out a way to approach management and leadership in a positive, respectful manner. Speaking with your co-workers and others is one way to help you determine the best way to move forward. For example, you could structure a brainstorm session with your co-workers about how to approach company leadership in order to achieve a certain goal you have in mind or to get answers to a certain question. By being organized and specific, you're likely to get more response to your concerns and more answers to your questions -- which may go a long way to assuaging feelings of anxiety or nervousness in the coming weeks.

3. Embrace change and seek opportunity

After you've learned to lean on your co-workers for support and have reached out to leadership for actionable answers, it's now time to embrace the upcoming change and see what is actually in store for you.

Although organizational change can have a negative connotation, it doesn't necessarily need to be a bad thing. Look for opportunities over the next few months to make yourself invaluable to your organization. By focusing on your friendships with co-workers and keeping an open mind, you'll be primed for success and advancement instead of unmotivated and uninspired.

Whether you are passively or actively looking for a new role - two simple words bring a profound sense of comfort to what can be a stressful process: You're hired.

However, that sigh of relief among candidates isn't coming quite as easily as it once did, as an increasing number of employers have stepped up their vetting to improve the odds of finding the ideal person.

In addition to the standard job interview, more businesses today are including other evaluative tools to find the perfect match, such as gamification, writing tests, team interviews and personality tests. In fact, according to CBS News, among leading Fortune 500 companies, over 450 of them use various types of personality examinations before deciding to bring new people aboard.

Even though these added processes make finding the right person more drawn out - companies are using them more often because they're effective. After all, according to a study from CareerBuilder, hires who don't pan out wind up costing employers an average of nearly $15,000 per year for every person that's let go. As cost effective as these processes may be, they provide little comfort to job seekers, who may find the interview alone quite stressful. With the right game plan, you can ace these examinations, showing employers you have what it takes to succeed.

Here are a few things to keep in mind:

Take a deep breath

More important than anything else - relax. This is obviously easier said than done, but it's important to try to keep things in perspective and not put too much pressure on yourself; overthinking things can prevent you from being your authentic self. Keep in mind that there's really no right or wrong answer to the questions employers pose. They're simply inquiring about things to get a better sense of who you are and whether the position you're applying for is the right fit.

Research the employer

With just about every business having an online presence, it's easier than ever to go into the job interview with a good base of knowledge regarding the employer's brand, according to Inc. Regardless of whether the company has a separate career website or simply an "About Us" section at their website, you should be able to find information about the company's background and what it's like to work for them. Company review sites like Glassdoor can provider further insight on the employee experience. All of these sources combined can give you an idea of what your prospective employer may be looking for in terms of answers on personality tests. For example, evaluating whether you’re naturally inquisitive or highly organized. Keep in mind, though: You're assessing them every bit as much as they're assessing you. It's a two-way street.

Talk to colleagues or friends outside of your company

You may be surprised by how many people have either interviewed with a company or have experience with the additional evaluative tools employers are using. Talk to people that you trust to see if they have any insight on gamification, for example, should that be a part of the interview process. They may have tips that can help you prepare, so you're not going into it completely unaware of what to expect.

Put yourself in the position of the interviewer

It's impossible to predict the questions that you'll be posed when it comes to personality tests or team interviews, but try to put yourself in the shoes of the people who are doing the evaluating. What would you be looking to glean from the candidate? According to the Society for Human Resources Management, 62 percent of the evaluative methods used by employers today examine job seekers' behaviors. In other words, they're not testing for a right or wrong answer necessarily; they're looking to see if your mannerisms and characteristics are commensurate with the position for which you're applying. So even if you're not hired, it may be for the best; they may have more insight into what the position requires than you do. Or perhaps you might not find the work environment or expectations to your liking.

Confidence is something that every employer seeks in candidates. By trusting in your capabilities, you won’t have to worry so much about beating the evaluations, but instead focusing on approaching them with the understanding that the process will pair you with the job that's a good fit for everyone. Even if you think you may have been wrongly eliminated from an ideal role due to one of these tests, have confidence that your skills and experience will eventually land you in the right role at exactly the right time.

Invaluable -- something indispensable, vital and necessary to daily operations. That's what you want to be to your employer. Getting to that point takes hard work, dedication and awareness. You also need insight -- an understanding that goes beyond the obvious -- so that you can anticipate changes in the marketplace and grasp the implications of those changes for your company and for your career. Becoming aware of these changes will help ensure that you have a continually evolving career, as opposed to simply having a particular role or function.

Becoming an invaluable employee begins with a desire to learn

Strive to develop cutting-edge expertise. That means learning everything you can about what's changing in your world. Almost every industry sector is bombarded with new regulations and new technologies, including software, hardware and reconfigured processes. Many industries are also impacted by issues such as health and safety requirements and by compliance issues.

If you work in the banking arena, for example, you are no doubt aware that the Federal Reserve has proposed streamlining the annual stress tests that The Dodd-Frank Act of 2010 mandated for large banks. How will this move affect your position? How can you contribute to driving the effectiveness of your organization's risk and compliance programs? You may have the opportunity to be among the first to tackle the challenges that regulatory uncertainty imposes, and that will make you an invaluable team member.

Becoming an invaluable employee continues with informed responses to market shifts

Among significant shifts today is the Baby boomer shift. Many senior workers are delaying retirement due to employer demand, resulting in targeted retention programs. Baby boomers often have valuable institutional information that hasn't been systematically passed down, and this provides an opportunity for you to learn from them and build upon that knowledge. Recognize that Baby boomers have value and purpose, and they continue to contribute to the workforce in a positive way. You can leverage this expertise by acquiring senior mentors with the ability to challenge you and contribute to your becoming a more valuable employee.

Another shift that should command your attention is the BRIC Nations shift. The acronym stands for Brazil, Russia, India and China, four of the world's emerging but not yet fully developed economies. It is argued that these four countries will collectively be the most successful and influential in the world by the year 2050. Each of them has a unique, highly differentiated base of competitive advantages that are in demand globally, across both manufacturing and services-based industries.

Although each of these countries faces challenges that affect their projected dominance, their sheer size, their vast resources, and their youthful populations ensure that they will influence developments across most industries and companies. It is imperative that you understand the implications specific to your industry and your company. Identify areas of particular concern, project responses to increasing competition, and determine what would allow your company to meet this shift.

Becoming an invaluable player requires seeking out sources of insight

In today's world you can tap into an ever-increasing wealth of ways to develop insight into the world economy, your specific industry and the future. These include your social media contacts, your professional associations and your LinkedIn communities, all of which allow you to exchange information, learn about new developments and extend your range of influence.

Beyond this, social media is becoming a larger influence in the hiring process. A recent SHRM study, for example, showed that 35 percent of employers are hesitant to interview a candidate who does not have an online presence. Additionally, the 2018 MRINetwork Reputation Management Study found that 48 percent of candidates felt their social media presence would be an important factor to future hiring managers.

Social media is a powerful tool for networking. Network with your coworkers and add them to social sites. Twitter is a great way to follow important leaders in your field, to keep up with the most up-to-date information, and to follow companies that interest you. LinkedIn is a great resource to showcase your professional achievements and make connections with other industry professionals. Social media just gets bigger and continues to grow daily; using it effectively can aid immeasurably in your quest to become an invaluable player.

Becoming an invaluable player means managing your career

There are some clear "do's" and "don'ts" involved in making yourself indispensable to your company. Although they're mostly common sense, they are worth reviewing.

Avoid the following pitfalls:

-Don't become the "Legacy Expert"

-Don't become complacent

-Don't coast

-Don't suffer a post-accomplishment letdown

Advance Internally by:

-Documenting your current accomplishments

-Identifying the impact of those accomplishments

-Finding your next problem to solve

-Seeking a mentor

-Gaining the specialized skills

Advance Externally by:

-Identify a search consultant who dominates your market

-Identify the most important problems you can solve for a new company

-Identify the most important opportunities you can seize for a new company

-Be open to both direct hire and project work

-Your highest and best use might be reached as a contractor!

You have a great deal of control over the way your career progresses and how valuable you become to your employer. It requires effort and vigilance and smart planning. You'll face many challenges, but those challenges also represent great opportunity. Seizing those opportunities and making the most of them are among the most rewarding experiences you'll encounter during the course of your career.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

The past months of pandemic-induced disruption to decades-long work processes have allowed large segments of the white-collar workforce to learn valuable new skills from the WFH experience. The University of Southern California Annenberg School for Communication and Journalism’s Center for Third Space Thinking suggests that remote employees were thrust into a crisis management experiment, that when successfully navigated, sharpened existing skills and added entirely new skills to an employee’s resume.

On the East Coast, in a more irreverent take on the same topic, Boston Magazine’s Marc Ackerman came to a similar conclusion on the value of newly enhanced or acquired skills, focusing on the ability of Gen Exer’s in particular to cope with hunkering down at home.

“The world of work in the post-coronavirus era will benefit from new skills and a new confidence among the tens of thousands of executive, technical, managerial and professional employees who have not only coped with the WFH experience but have learned and integrated new productive behaviors,” says Nancy Halverson, SVP Global Operations at MRINetwork. “The workplace will be a better place with a stronger base of resilient performers.”

As an operations leader in a network of almost 350 executive recruitment offices charged with improving the talent landscape of companies and careers all over the world, Halverson offers this distillation of skills cited by both USC and Boston Magazine along with her in-the-market observations:

Resiliency and adaptability. The workforce was plunged in to an immediate WFH sink-or-swim environment. Successful adopters were able to reevaluate priorities, sharpen focus on meeting deadlines and quickly learn how to integrate new technologies, like Zoom, WebEx, and Google Hangouts, to not only maintain communications but to improve meeting outcomes. Each day presented the need to address business challenges requiring looking at technology, management styles and team behaviors through a new lens.

Collaboration and empathy. WFH disruptions impacted individual team members in different ways based on unique at-home circumstances. Observant managers extended support and understanding to coworkers and subordinates who were not performing at optimal levels. That called for smart on-the-fly decisions and appropriate accommodations without sacrificing organizational goals. Building team collaboration is a challenging task in normal environments. Enhancing collaboration in a remote environment is a resume-worthy accomplishment.

Cultural Competency. Many organizations needed to immediately address rapidly changing market conditions. Business meetings, sales calls, product innovation, in fact virtually every function, required restructuring, shifting employees into new team environments with new process, establishing new goals, and metrics. As noted by the USC study, successful WFH adapters honed the ability to first observe different individual work styles and respond by devising, then implementing approaches that encouraged inclusivity, collaboration producing targeted results.

“As firms transition back to a more normal work environment over the next several months, be sure to look back and evaluate critical lessons and successful outcomes that you delivered as a manger,” noted Halverson. “Don’t waste the valuable skills you sharpened and new skills that you acquired and apply them throughout your career.”

Whether you’re a new employee looking to find success at the office or still early in your career and hoping to get advice from more experienced co-workers, finding a mentor is a good course of action. After all, having someone to speak with who can discuss your ideas or answer your concerns about work are highly valuable for a number of different reasons.

In fact, there’s data that shows that mentoring is statistically helpful for employees. “For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises, and increased opportunities,” according to Forbes. “Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing. In fact, mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees.”

To help, here are some tips on finding a mentor at work:

First, it’s crucial that you find someone who has the ability and the “desire” to help other people, according to Forbes. “A good mentor is sincerely interested in helping someone else without any ‘official’ reward. Good mentors do it because they genuinely want to see someone else succeed,” as noted by the publication.

Second, you should find a mentor who has the proper experience and skillet that you’re looking for in your own career. This will help you gain the information and help you need to put into practice yourself. “The best mentors have deep knowledge in an area that the mentee wishes to develop,” according to Forbes.

But beyond just finding someone who wants to help, you should also search for a mentor who has a growth mindset of their own. “The best teachers have always been and always will be those who remain curious learners themselves. Would you rather be advised by someone whose mind is shut because he knows it all or by someone whose mind is open because she is always looking to deepen her knowledge?” as explained by the news publication.

Finally, you should have a good idea of what you want to achieve. “What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor,” according to NPR.

In sum, finding a mentor at work can be extremely helpful in boosting your career success. By selecting the right person with the skills and knowledge that you need, you’ll be set up to achieve anything you set your mind to at work.

When there is major change at an organization, it's never an easy transition for employees like you who remain with the company. After all, you've given many months and even years to the business. There’s a good chance you've spent more time with your manager and fellow employees than with some of your closest friends during that period.

However, when there an organizational change; anything from a massive restructuring to a merger or layoffs; you need to do your best to ensure you're in the optimal position for future advancement at the organization. If you're an all-star employee, chances are you'll be asked to stay on with the company. That can mean a big opportunity for you to achieve growth and career advancement.

Therefore, it's important that you’re prepared to gain the skills you need, to be as successful as possible, during this potentially tumultuous time. According to a Forbes article by John Feldmann, this process, called upskilling, can be a crucial part of a changing company. "By upskilling current employees, companies can fill open positions while retaining their current workforce by creating learning opportunities," he notes.

Here are three strategies you can follow when your company goes through big changes and you want to make the most of the situation:

1. Speak with the company's leadership to understand the skills they need most

As soon as you find out that your company is going through change, speak with your manager as well as with any other company leaders you trust with your career. By doing so, you’ll show that you’re eager to learn more about the situation and are willing to do whatever it takes to help the company move forward.

That's something the Harvard Business Review recommends in an article about difficult reorganizations: "Once you've absorbed the planned changes, you need to think about what they mean for your day-to-day responsibilities and your potential job satisfaction."

After requesting to speak with leadership, take some time to think about the value you can bring to your organization. Reflect on the successes you've had, so that you can highlight them during these meetings. By doing your homework ahead of time, you'll show your manager and others that you have an impressive ability to plan ahead and a commitment to succeeding when times are tough.

During these meetings, it's also important to ask what they'll be looking for most from the team after the change has been enacted. Their answers can give you valuable information on how you can train and upskill yourself in the coming months.

2. Make use of online platforms that can help you learn

After a reorganization, responsibilities and roles are often condensed, so it's all hands on deck. You may find that you're now responsible for new day-to-day tasks that you hadn't previously performed. Having spoken with company leadership, you will be one step ahead, with invaluable knowledge to help you succeed in the new environment.

The next step is to learn as much as possible and gain the skills necessary for advancement. Helpful websites include LinkedIn Learning and Udemy. Both offer thousands of online tutorials, taught by world-renowned experts, that can truly help you thrive during this pivotal moment in your career and your company's journey.

Consider taking courses in topics such as:

- Leadership and management

- Data science

- Business software and tools

- Communication and public speaking

3. Consider enrolling in a certificate or degree program

Beyond learning about potential growth opportunities and taking one-off online courses, you can turn upcoming organizational change into a chance to go back to school or earn a certificate to boost your skill set.

While online learning platforms are great for gaining knowledge about specific subjects, getting a master’s degree or a certificate from an accredited institution can make you truly invaluable. Many reputable universities now offer online master's programs, making it that much easier for working professionals to continue their education.

There are many instances where your company can help you achieve this goal. For example, some organizations have tuition reimbursement or assistance programs that can help you earn a degree at a reduced rate. To begin this process, simply read through your employee benefits resource information or contact the human resources department.

Additionally, you should initiate a conversation with your manager once you start considering enrolling in an educational program. This will do a couple important things: first, it'll express your commitment to upward mobility at your company. It will also help you to determine workplace flexibility opportunities, that potentially can include adjustments to your work schedule to make a degree program work for you (and your team).

Ultimately, transformation at your company doesn't have to be frightening, or damaging to your career. Instead, use this period as a time for self-growth and to gain new skills. You'll then be able to pivot to bigger roles and more responsibilities in the wake of major change.

When your company is experiencing change, you may need to talk to your co-workers and other individuals with whom you are close, in order to process what is happening. After all, this can be a stressful time for you, and you'll probably find support in speaking with co-workers.

While it's indeed good to talk to others about how you're feeling after hearing about the organization's transformation or restructuring, there are ways to drive these conversations so that they are more impactful. This will enable you to have more productive discussions that can improve your changes of successfully tackling your changing worklife, which can ultimately lead to greater job satisfaction.

Here are three strategies you can follow when talking to your co-workers about change:

1. Listen to and be empathetic to others

If major changes to your office or personnel have just been announced, chances are you and many others you know have been affected. What's important to realize, is that your colleagues may have been impacted differently than you.

Therefore, it's critical that you spend some time listening to each another and opening up about what you've been told, how you're feeling and what your approach will be going forward. For example, someone you know at your company may have just found out they're being let go, along with many others from a specific department. Meanwhile, you may have learned that your own team overperformed and will be expanding. It's important that you act empathetically and show an understanding of and respect for your co-workers' situation. Think about how you would feel if the situation were reversed and you were the one who was being laid off.

Regardless of the situation, neither party should jump to any conclusions or assume anything about anyone. The last thing you want to do during a difficult period of organizational change is to cause your co-workers to feel alone or ostracized.

2. Be actionable and get answers to your question

After you've spoken with your co-workers and received information from your supervisor, you may still feel like you have unanswered questions. If so, don't shy away from getting more details about the upcoming change. While your company should be as transparent as possible during this transitional period, they may have missed some key points or been unable to share how you or your team will be specifically affected on a day-to-day basis.

It's never a good thing to be argumentative, so figure out a way to approach management and leadership in a positive, respectful manner. Speaking with your co-workers and others is one way to help you determine the best way to move forward. For example, you could structure a brainstorm session with your co-workers about how to approach company leadership in order to achieve a certain goal you have in mind or to get answers to a certain question. By being organized and specific, you're likely to get more response to your concerns and more answers to your questions -- which may go a long way to assuaging feelings of anxiety or nervousness in the coming weeks.

3. Embrace change and seek opportunity

After you've learned to lean on your co-workers for support and have reached out to leadership for actionable answers, it's now time to embrace the upcoming change and see what is actually in store for you.

Although organizational change can have a negative connotation, it doesn't necessarily need to be a bad thing. Look for opportunities over the next few months to make yourself invaluable to your organization. By focusing on your friendships with co-workers and keeping an open mind, you'll be primed for success and advancement instead of unmotivated and uninspired.

Whether you are passively or actively looking for a new role - two simple words bring a profound sense of comfort to what can be a stressful process: You're hired.

However, that sigh of relief among candidates isn't coming quite as easily as it once did, as an increasing number of employers have stepped up their vetting to improve the odds of finding the ideal person.

In addition to the standard job interview, more businesses today are including other evaluative tools to find the perfect match, such as gamification, writing tests, team interviews and personality tests. In fact, according to CBS News, among leading Fortune 500 companies, over 450 of them use various types of personality examinations before deciding to bring new people aboard.

Even though these added processes make finding the right person more drawn out - companies are using them more often because they're effective. After all, according to a study from CareerBuilder, hires who don't pan out wind up costing employers an average of nearly $15,000 per year for every person that's let go. As cost effective as these processes may be, they provide little comfort to job seekers, who may find the interview alone quite stressful. With the right game plan, you can ace these examinations, showing employers you have what it takes to succeed.

Here are a few things to keep in mind:

Take a deep breath

More important than anything else - relax. This is obviously easier said than done, but it's important to try to keep things in perspective and not put too much pressure on yourself; overthinking things can prevent you from being your authentic self. Keep in mind that there's really no right or wrong answer to the questions employers pose. They're simply inquiring about things to get a better sense of who you are and whether the position you're applying for is the right fit.

Research the employer

With just about every business having an online presence, it's easier than ever to go into the job interview with a good base of knowledge regarding the employer's brand, according to Inc. Regardless of whether the company has a separate career website or simply an "About Us" section at their website, you should be able to find information about the company's background and what it's like to work for them. Company review sites like Glassdoor can provider further insight on the employee experience. All of these sources combined can give you an idea of what your prospective employer may be looking for in terms of answers on personality tests. For example, evaluating whether you’re naturally inquisitive or highly organized. Keep in mind, though: You're assessing them every bit as much as they're assessing you. It's a two-way street.

Talk to colleagues or friends outside of your company

You may be surprised by how many people have either interviewed with a company or have experience with the additional evaluative tools employers are using. Talk to people that you trust to see if they have any insight on gamification, for example, should that be a part of the interview process. They may have tips that can help you prepare, so you're not going into it completely unaware of what to expect.

Put yourself in the position of the interviewer

It's impossible to predict the questions that you'll be posed when it comes to personality tests or team interviews, but try to put yourself in the shoes of the people who are doing the evaluating. What would you be looking to glean from the candidate? According to the Society for Human Resources Management, 62 percent of the evaluative methods used by employers today examine job seekers' behaviors. In other words, they're not testing for a right or wrong answer necessarily; they're looking to see if your mannerisms and characteristics are commensurate with the position for which you're applying. So even if you're not hired, it may be for the best; they may have more insight into what the position requires than you do. Or perhaps you might not find the work environment or expectations to your liking.

Confidence is something that every employer seeks in candidates. By trusting in your capabilities, you won’t have to worry so much about beating the evaluations, but instead focusing on approaching them with the understanding that the process will pair you with the job that's a good fit for everyone. Even if you think you may have been wrongly eliminated from an ideal role due to one of these tests, have confidence that your skills and experience will eventually land you in the right role at exactly the right time.

Invaluable -- something indispensable, vital and necessary to daily operations. That's what you want to be to your employer. Getting to that point takes hard work, dedication and awareness. You also need insight -- an understanding that goes beyond the obvious -- so that you can anticipate changes in the marketplace and grasp the implications of those changes for your company and for your career. Becoming aware of these changes will help ensure that you have a continually evolving career, as opposed to simply having a particular role or function.

Becoming an invaluable employee begins with a desire to learn

Strive to develop cutting-edge expertise. That means learning everything you can about what's changing in your world. Almost every industry sector is bombarded with new regulations and new technologies, including software, hardware and reconfigured processes. Many industries are also impacted by issues such as health and safety requirements and by compliance issues.

If you work in the banking arena, for example, you are no doubt aware that the Federal Reserve has proposed streamlining the annual stress tests that The Dodd-Frank Act of 2010 mandated for large banks. How will this move affect your position? How can you contribute to driving the effectiveness of your organization's risk and compliance programs? You may have the opportunity to be among the first to tackle the challenges that regulatory uncertainty imposes, and that will make you an invaluable team member.

Becoming an invaluable employee continues with informed responses to market shifts

Among significant shifts today is the Baby boomer shift. Many senior workers are delaying retirement due to employer demand, resulting in targeted retention programs. Baby boomers often have valuable institutional information that hasn't been systematically passed down, and this provides an opportunity for you to learn from them and build upon that knowledge. Recognize that Baby boomers have value and purpose, and they continue to contribute to the workforce in a positive way. You can leverage this expertise by acquiring senior mentors with the ability to challenge you and contribute to your becoming a more valuable employee.

Another shift that should command your attention is the BRIC Nations shift. The acronym stands for Brazil, Russia, India and China, four of the world's emerging but not yet fully developed economies. It is argued that these four countries will collectively be the most successful and influential in the world by the year 2050. Each of them has a unique, highly differentiated base of competitive advantages that are in demand globally, across both manufacturing and services-based industries.

Although each of these countries faces challenges that affect their projected dominance, their sheer size, their vast resources, and their youthful populations ensure that they will influence developments across most industries and companies. It is imperative that you understand the implications specific to your industry and your company. Identify areas of particular concern, project responses to increasing competition, and determine what would allow your company to meet this shift.

Becoming an invaluable player requires seeking out sources of insight

In today's world you can tap into an ever-increasing wealth of ways to develop insight into the world economy, your specific industry and the future. These include your social media contacts, your professional associations and your LinkedIn communities, all of which allow you to exchange information, learn about new developments and extend your range of influence.

Beyond this, social media is becoming a larger influence in the hiring process. A recent SHRM study, for example, showed that 35 percent of employers are hesitant to interview a candidate who does not have an online presence. Additionally, the 2018 MRINetwork Reputation Management Study found that 48 percent of candidates felt their social media presence would be an important factor to future hiring managers.

Social media is a powerful tool for networking. Network with your coworkers and add them to social sites. Twitter is a great way to follow important leaders in your field, to keep up with the most up-to-date information, and to follow companies that interest you. LinkedIn is a great resource to showcase your professional achievements and make connections with other industry professionals. Social media just gets bigger and continues to grow daily; using it effectively can aid immeasurably in your quest to become an invaluable player.

Becoming an invaluable player means managing your career

There are some clear "do's" and "don'ts" involved in making yourself indispensable to your company. Although they're mostly common sense, they are worth reviewing.

Avoid the following pitfalls:

-Don't become the "Legacy Expert"

-Don't become complacent

-Don't coast

-Don't suffer a post-accomplishment letdown

Advance Internally by:

-Documenting your current accomplishments

-Identifying the impact of those accomplishments

-Finding your next problem to solve

-Seeking a mentor

-Gaining the specialized skills

Advance Externally by:

-Identify a search consultant who dominates your market

-Identify the most important problems you can solve for a new company

-Identify the most important opportunities you can seize for a new company

-Be open to both direct hire and project work

-Your highest and best use might be reached as a contractor!

You have a great deal of control over the way your career progresses and how valuable you become to your employer. It requires effort and vigilance and smart planning. You'll face many challenges, but those challenges also represent great opportunity. Seizing those opportunities and making the most of them are among the most rewarding experiences you'll encounter during the course of your career.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.