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May 7th – GBCS Update

We in GBCS are elated to bring you the latest in career development, below are a few items of interest.

Tools onetonline1

ONET Online is a great resource for updating a resume, or finding transferable skills.

Here are a few ways to best utilize ONET:

  • Occupation Quick Search houses millions of job titles with position descriptions to tailor a resume for any occupation
  • Crosswalks allows seekers to see related positions and their tasks for a career change
  • Advanced Search focuses on specific software or tools seekers may already be well versed with
  • Salary information is posted for all positions based on national and Minnesota averages



May 16, 7 p.m- Opus College of Business Visits Target Field TWINS

Join your fellow graduate business students and alumni at the beautiful Target Field to cheer on the Twins as they take on the Mariners. Tickets are still available, contact Amanda Wagner:

Saturday, May 17th, 5:00pm – 10 Year Full Time MBA Celebration, Solera

In May 2014, the 10th cohort of Full-time UST MBA students will graduate. Please join us to honor the accomplishments of all our alumni, catch up with old friends and share your current successes.

Dean Christopher Puto, Ph.D., along with the faculty and staff of the Opus College of Business, cordially invites you and a guest to the 10th Anniversary Celebration of the Full-time UST MBA. The festivities will include:

  • Cocktail hour: 5-6 p.m.
  • Dinner & remarks: 6-10 p.m.

As we look back over the last 10 years, we encourage you to share a favorite memory from your HiremeFull-time UST MBA experience when you register for the event. Photos and captions can be emailed to

Friday, May 23rd – Dean’s Commencement Reception

Saturday, May 24th – Commencement Reception/Ceremony

All MBAs, Career Tools, Interview, Job Search, Personal Development

Are You A Manager Or A Leader?

Both may sound the same, may even have the same results, but there are several resounding differences.

Managers manage tasks.  Leaders lead people. 

Managers delegate.  Leaders motivate.

Managers demand rigor and routine.  Leaders inspire trust and innovation.

Managers are given authority.  Leaders earn respect.

Managers have employees.  Leaders have supporters.

One is a title, the other is a mentality.

Managers have a transactional relationship with their subordinates.  A manager instructs what needs to be completed; the subordinate completes the task as asked. Managers may lead with a fear mentality, which does not provide room for growth, stability or respect.  Leaders appeal to his or her team’s motivational needs.  Leaders have charisma, a positive attitude and hold themselves accountable.  The ability to encourage others to work towards common goals while supporting individualism, creativity and advancement is the mentality needed in a successful leader.

The list below provides 10 Keys to Cultivating a Leader Mentality:

– Bill Mansell, president of MindPerk, Inc. :

  1. Countenance.  This is much more than planting a smile on your face (although you should definitely start there).  It means greeting people warmly, looking them in the eye with a genuinely kind and caring manner.  (If you don’t feel particularly kind or caring at first, that’s all right.  Just act the part.  Pretty soon you will begin to feel it, too.)
  2. Trust.  Team members need to know that they can trust you to treat them fairly and courteously.  Always give others credit for their work and their ideas.  This creates an environment where they feel safe giving their best effort and sharing their best ideas.
  3. Positive Atmosphere.  Everyone does better in an upbeat, positive environment.  Eliminate complaining, whining, and negative criticism from your speech.  Pretty soon, others will follow your lead.  Have fun with people and try to make their lives more interesting and enjoyable.  Even the most difficult job can become more bearable when you’re around people with a cheerful attitude.  Be that person.
  4. Be a Leader, Not a Boss.  A boss expects to be obeyed by virtue of his or her position, and therefore comes across as demanding, unfeeling, and, well, bossy.  People follow a leader because of the relationship, not the position.
  5. Be a Team Player. Jump in and help whenever necessary.  Never ask someone else to do or learn something that you wouldn’t be willing to do or learn yourself.
  6. Treat People Like Human Beings. No one likes being treated like a machine or a number.  Human resources are not assets to be exploited.  They are individuals with emotions, ideas, and creative talents.  Learn their names.  Become familiar with their hobbies, their family, and their personality.  You’ll get far more out of a person when you treat them like a human rather than a resource. Never put others down.  And when they do something extraordinary, let them shine.
  7. Be Human Yourself.  Don’t always be the perfect person.  I’m not saying you shouldn’t try your best.  You should.  But it never hurts to let people know that you didn’t always know everything, and that you, too, made mistakes and learned from them.
  8. Involve Team Members. Get their input in setting the vision, rules and structure of your organization.  Then insist that for the good of all, everyone comply.
  9. Express Sincere Appreciation. Say “thank you” early and often.  Set a goal to compliment an individual five times for every one time they need to be corrected.  Be quick to praise a job well done.
  10. Reprimand Respectfully.  If people need to be corrected or disciplined, do so without delay, with kindness and an obvious concern for their well being. When team members are reprimanded by someone who they know genuinely likes them and wants them to be successful, they will be much more likely to respond positively than if the reprimand comes from someone whom they dislike or fear.

Success Tip: People with charisma have amazing influence over others.  They pass through life inspiring greatness, uplifting spirits, and planting seeds of excellence. They are a valuable part of any team and command higher salaries.  The truth is, whether you are in management or not, you need to cultivate charisma.  It will help you at work, in your family, and your social life. (Mansell, 2012)

While reviewing the characteristics of a leader, factors besides personality contributed to an individual’s nature of being a leader.

“A surprising number of these leaders had some form of handicap in their lives which they had to overcome. Some had traumatic childhoods, some had problems such as dyslexia, others were shorter than average. This perhaps taught them the independence of mind that is needed to go out on a limb and not worry about what others are thinking about you.” (Leadership vs. Management, 2012)

While that may mean some individuals have a predisposition to be leaders than others, it does not mean that leadership cannot be learned or developed.   More importantly, all individuals should strive to strengthen their ability to lead and not manage.


Mansell, B., Cultivate Charisma. (n.d.). Business Training Self Improvement Resources – MindPerk. Retrieved (11/30/2012) from

Leadership vs. Management. (n.d.). Changing minds and persuasion — How we change what others think, believe, feel and do. Retrieved (11/30/12) from

All MBAs, Career Tools, Careers, Finance, Job Search, Operations Management, Personal Development, Sales & Marketing

The 2012 Trend of the MBA

According to recruiters across the globe, “Leadership, innovation, problem-solving, critical thinking and strategic planning are among the many skills that employers need in today’s market,” says the 2012 Graduate Management Admission Council 2012 Corporate Recruiters Survey.

Some of the leading complaints companies made were:

“Coach students to do more homework on the companies they are interviewing for; it’s frustrating to lose candidates who are just on ‘fishing expeditions.'”

“…prepare…the students to truly understand their motivators and what they are looking for in their career; just because a company has a household name doesn’t mean that it’s the best [fit] for everyone.”

“Overall, align candidate interests with the right potential career opportunities and do a better job of understanding what companies offer as a career platform.”

According to GMAC, MBAs should have several years of work experience prior to entering their degree program, and employers said they would like to see all candidates have industry related experience, either from a job or an internship.  27% of recruiters consider internships a primary factor in deciding whether to interview a candidate.

Employers also want leadership traits; those with examples and experience of aiding companies in enhancing their effectiveness, facilitating direction, providing delegation and progress as well as being innovative and effecting change, are in high demand.

Hiring projections for 2012 show that companies world wide are expecting continued growth.  Nearly 4 in 5 companies, or 79%, plan to hire at least one MBA candidate in 2012, an increase of 5% from 2011, and a nearly 30% increase from 2009. (GMAC Survey, 2012)  Hiring tactics still remain the same, as company based referrals lead the recruiting efforts.

While much dedication is placed on the technical skills developed during a student’s classroom tenure, the soft skills such as communication, time management, camaraderie,  and leadership, fostered while completing group projects, internships and presentations, develop each candidate as a whole.  With hiring trends increasing,  the demands of employers are as well.  Equipped with a well suited degree, strong professional and interpersonal skills, MBA graduates are well versed to tackle the turbulent job market.

To view the Graduate Management Admissions Council Recruiter Survey, click here.


GMAC – Graduate Management Admission Council®. (n.d.). Retrieved from

Career Tools, General Information, Job Search, Personal Development, Sales & Marketing

Editing Yourself – Successfully Selling YOU

The most essential business skill is the ability to “Self-Edit.”

This process involves the tailored creation and delivery of a great message that is not only powerful but also concise.  This message must also carry an authentic voice, that of the speaker, which is well suited to the audience.

Terri Sjodin, Owner of Sjodin Communications, National Best Seller and National Speaker, solves the difficulty of creating a perfect commercial as “The solution depends on your ability to “self-edit” and apply a tight analysis of your content—keeping the best parts of your message, and dropping the unnecessary—while still giving a rock-solid talk.”

Sjodin continues on to describe how to time the elevator speech or personal commercial as a process that must be practiced and timed out loud.  The speech must be balanced into specific points and or broken down into key important items.  For example, if there are 6 points and 3 minutes, 20 seconds should be designated to each point, which a conclusion to summarize and close the presentation or personal commerical.

“As you practice, you will develop almost a sixth sense about the timing. After a while, you will better understand how to flow through your content with smooth transitions from talking point to talking point. The best way to stay on track is to literally track the time and become aware of what it feels like when the clock is ticking,” says Sjodin. 

So how does one accomplish this?

Each presenter, job seeker, networker and peer must be aware of the common complaints his or her audience feels, and how to improve his or her talk next time, as well as how to get the buy-in of the audience.

Here a list of common complaints to get you started when considering your next presentation, conversation or meeting:

Push-back No. 1: I’ve heard this all before.

Self-edit trigger question: How do you open your talk in a fresh and timely way that creates an awakening in the mind of the listener?

Push-back No. 2: I don’t need this.

Self-edit trigger question: Ask yourself why do they need you, your company, and why now?

Push-back No. 3: I don’t think this is going to fix my problem.

Self-edit trigger question: Did you really show and illustrate for the listener the solution for how you can fix their problem?

Push-back No. 4: I don’t see myself doing that.

Self-edit trigger question: Did you help the listener “see their possible new future” and help them to visualize the change as worthwhile?

Push-back No. 5: I’ll think about it.

Self-edit trigger question: Did you “close” at the end of your talk? Meaning did you ask them to specifically do something, and, if so, what did you ask them to do? (Note: Many people conclude but do not close.)

Push-back No. 6: I’m bored.

Self-edit trigger question: Is my talk interesting, fresh, entertaining, insightful and/or fun? Did I tell a good story and use clever analysis?

Push-back No. 7: This is taking too long.

Self-edit trigger question: Did you let them know up front how long your talk would be and what you were going to cover? Did you stay within the time limits they requested?

Push-back No. 8: Where is this presentation going? He’s all over the board!

Self-edit trigger question: Begin with your goal and ask yourself, What do I really want to have happen as a result of my “talk or presentation” when I share it with others? Does it take the listener on a journey, with a clear beginning, middle, and end? Is there a sense of progression to your message, leading to a natural conclusion and action step?

By taking these audience push-back complaints into consideration and applying them to your personal pitch or next presentation, the message and outcomes are sure to be a success.

To read more regarding Terri Sjodin and other communication tactics visit:

Careers, Job Search, Personal Development

Career Mistake Worth $500,000

With a job offer on the table, far too many people, especially women, are quick to accept without considering their professional worth.  “Over the course of their careers, women stand to lose as much as half a million dollars just by failing to negotiate their first job’s starting salary,” says Lydia Dishman.  According to the 2012 Labor Force Survey, females currently contribute to 47.7% of the labor force, 35.4% held management positions and 22.9% detained senior management positions. With the hiring gap slowly shrinking, both sides of the gender fence should remember that a job offer is just an offer, until a contract is signed.

Excellent candidates, those that know their skills and expertise in relation to the position at hand are far better equipped, as well as more confident to navigate the daunting road of salary negotiation.

“Usually the salary range has 10% play,” argues Pat Palleschi, PhD, founder of the Executive Agency coaching firm.  The set range is best discussed with the hiring manager in a face-to-face meeting. For those cringing at the thought of taking a hard line in an initial meeting, Palleschi advises starting with a positive statement. “I really want to work for you but to perform at my best, I need to talk with you about the total rewards picture and work with you to create a total rewards package that will be both fair to you and motivating to me.”

When negotiating compensation is not an option, consider additional options, such as vacation time, a flexible schedule, telecommuting, tuition reimbursement, or other relevant possibilities. 

Kathy Sweeney, a certified employment interview consultant, advises candidates to “…look at their job description, identify areas where they excel such as making the company money, decreasing costs, or improving productivity, and detail those achievements in writing. Also, include work that isn’t part of their formal job description.” 

Lastly, timing is a contributing factor to the success of any negotiation process. With new positions, the negotiation should be done prior to accepting the new role.  For salary raises, the advisable times are when a company is doing well, and in the begging or middle of a fiscal year.   Although the answer may be a resounding no, it allows for insight into the company and how valuable employees may be seen.

Negotiation should be an important step in any occupation acceptance process; be sure to examine current pay scales in relation to the future occupation and location.  Sources that can assist are:

Department of, or


Article reviewed for this publication:

The One Career Mistake That’ll Set You Back $500,000

By Lydia Dishman, November 14, 2012