Graduate School: To Go or Not to Go?

Graduate School. To go or not to go? That is the question. And one I hear asked more frequently as of late. Nothing sends people to graduate school faster than a dip in the economy.

So what’s your answer? Well, maybe the better question is, what’s your intention?



To go?

Graduate school is a great option for people who need the degree and/or increased knowledge to pursue their selected career path. In other words, the graduate education is serving a purpose. The purpose could be to advance in a particular field, to obtain required credentials, or to receive specific training. Some people also just have a basic love of learning, and the process itself is worth their time and expenses.

Or not to go?

Avoiding the job market is probably not the best reason to go to graduate school. Neither is delaying your career decision-making or putting off your student loans. I’ve often heard people say they’ll go to graduate school first, and then decide afterwards what they want to do. Wouldn’t it make more sense to explore your options first, either through research or direct experience? You could then determine whether or not you actually need the graduate degree and more specifically, which degree best serves your career goal. Otherwise, you may finish graduate school and still be at a point of indecision. Only now you have graduate loans to pay, too. And you might even feel restricted in doing something that will directly apply your new degree.

Graduate school can open many doors and truly be a rewarding experience. So do your homework to ensure that it’s the right program, at the right time, and for the right reason. This is not to say that you won’t change your mind once you’re in graduate school. Chances are your career path will evolve throughout your study (and your life for that matter) based on experiences that you cannot currently foresee. However, the clearer and more intentional you are before going into it, the more likely you are to maximize the experience.

Take these two examples:

1. The Case of Miguel

As Miguel approached the end of his undergraduate study, he began to get nervous. What was he going to do after college? His grades were good, and he was an active student leader, but he hadn’t really taken the time to identify and explore his career options. Miguel’s family suggested he go to law school. Although Miguel didn’t really enjoy his summer job in a law office nor was he very intrigued by the work of attorneys, he liked the idea of obtaining a “higher” degree. He figured that whatever he decided to pursue, a law degree could provide the prestige and income he was seeking. Miguel applied and was accepted to law school. During his three years of study, he just went through the motions. He attended classes, studied hard, made good friends, but was never really energized by the profession. Now Miguel has finished law school, has passed the bar, and is still wondering, “What am I going to do?” He is a hard worker, which is why he is so frustrated by his current lack of motivation.

2. The Case of Maria

During her undergraduate study, Maria began thinking about the “next step” after college. She was intrigued by the legal system and really enjoyed her two summer internships at a law firm. She decided to conduct informational interviews with several attorneys in order to gain more insight into the different specializations of law. When applying for schools, Maria researched each school she was considering in order to determine which ones might best fit. She even connected with current law students at these schools to gain their perspectives and learn about their experiences. By the time Maria was ready to apply to law school, she felt confident in her decision. She was excited about getting started and spent the next three years participating in professional associations and student leadership opportunities within her program. She even carefully chose internships that would provide her with relevant experiences and networking opportunities. Now Maria has finished law school, has passed the bar, and is working for a firm, which truly embodies her values and interests in the legal field. It’s hard work, but she loves what she does.

Now these examples are not to say that Miguel is doomed for life or that Maria is the perfect role model for everyone. They merely represent two of the many approaches to career planning.

The moral of the story? Think about “why” before “how.” If you’re not sure why, maybe you need more time or more experiences before making a decision. And if you make a decision with which you are not happy, it’s not too late to re-evaluate and move in a different direction. You might be surprised as to how a seemingly “bad” decision at the time can end up serving you later. Maybe not in a way you had imagined but probably in a way that better suits you.

For more information about graduate school planning, visit Peterson’s Planner.


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Decisions, Decisions

Ever feel stuck making a career decision? You’re not alone. Career decision-making can be one of the most difficult parts of the career planning process. It can range from choosing a major, selecting your next career path, or deciding between two job offers.

Why is it so difficult to make a decision? Because we often don’t know a) why we are stuck and b) how we can move forward. The result? Confusion, frustration, and immobilization. Basically, running ourselves in circles. A former colleague brilliantly termed it “mental gymnastics.”

So, how do we dismount?

Let’s start with the “why.” Although there may be a number of reasons why people feel stuck in their career decision-making, the following three are the most common I see among my clients:

1. Lack of information: Not having enough information about each option to make an informed decision

2. Values conflict: Each option satisfies some of your work values (i.e., the “must haves”), but no option satisfies all of your work values.

3. Fear: The list could be endless here: fear of taking a risk, fear of failure, fear of success, fear of making the “wrong” decision, fear of disappointing others, etc.

Once you determine which of the above you identify with most (and it could be all three), the next question is “How do I move forward?”



1. Lack of information?

If you don’t have enough information about your options, it’s time to do your homework. Determine which questions are unanswered or where your information gap lies, and start your research. You can use the web, talk to others in the majors/careers/organizations you are considering, etc. Your research might lead to more questions, and that’s okay. Just be careful that your information gathering doesn’t become obsessive, i.e., endless search and no action. Again, determining and re-evaluating your search criteria can help prevent this from happening.

2. Values conflict?

Our work values can be used as criteria for measuring our career satisfaction. If your major/job does not satisfy your work values, you may experience a lack of motivation, stress, internal conflict, etc. Not pretty. To move forward, you must first clarify and articulate what your work values are (e.g., high income, flexible work hours, autonomy, creativity, etc.). Then prioritize or rank them in their order of importance. You now have concrete criteria for evaluating your options. There are great career exercises to help assist you with this process (Refer to link below.).

3. Fear?

I sometimes meet clients who have made their next career decision, yet are still not moving forward to pursue their goal. I often ask the question, “What would you do if you weren’t afraid?” And they can even tell me exactly what they would do. Fear can be immobilizing. The question to then ask yourself is this, “Which is more appealing to you now: a) the risk/opportunity that lies in the unknown OR b) your current situation?” Because until the answer is “a,” then you might not feel ready to act. Sometimes recognizing your fears as “barriers” can be enough to launch forward moving. At other times, your fears may reflect a long-established thought pattern.

Remember: You don’t have to figure this all out alone. Talk to a trusted friend/mentor or seek career coaching. Externally processing your decision can help you determine when it’s appropriate to honor your fears and when you need to challenge yourself and move past them. In other words, are your instincts protecting you or your negative thoughts debilitating you?

There are also great online tools to help you with your decision-making process—Check out The Florida State University’s guide on Choosing A Major or Occupation.


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"Ready, Aim, Fire! " What's Your Career Objective?

Creating your “spiel”:

Whether it’s talking to a prospective employer, networking with someone you know (or don’t know), or just explaining to people what you do, sometimes you need to “spiel” it out. I refer to it as “target practice” because it involves really clarifying and articulating your focus. Both for yourself and others.

During my own job search, I found target practice particularly helpful and productive. It helped me realize what exactly I wanted, and it gave the people in my network something concrete for which to help me look. After all, how are others supposed to know what you are looking for if you don’t even know?

So, how do you begin your target practice? Let’s go back to the basics:



Keep it simple. Stick with the traditional WHO, WHAT, WHERE, and WHY. I’m leaving out the “WHEN”—but you can add it in if you’d like.

1. The WHO:

This is your freebee. Because the “who” is you. Might as well start off easy to get your feet wet. And what do you know--You now have only have 3 more to go.

2. The WHAT:

The “what” answers the question, “What do I want to do?” It refers to the function or the type of work you want to be doing. Whether it’s accounting, graphic design, management, production, counseling, etc.—Prioritize the fields of work you find most motivating.

3. The WHERE:

This one should actually be plural, as in the “wheres.” It has 3 parts:

a. industry
b. employer
c. organizational culture

For example: “I would like to work in the entertainment industry, for a TV network, in an organizational culture that is fast-paced, innovative, and team-oriented.”

4. The WHY:

Here’s your chance to really articulate your relevant education, skills, and/or experiences. In other words, what about your background makes YOU compatible for a particular type of work and/or a particular industry?

For example: “The reason I chose advertising is because I excelled in both art and business in college; I am very creative and entrepreneurial; and I really enjoyed my previous work experience designing magazine and newspaper ads."

By articulating the “why,” you are highlighting your qualifications to prospective employers AND giving the people in your network language they can use when promoting you to others.

Putting it all together:

Now combine your who, what, where, and why, and you have yourself a career objective!

For example: “I am seeking a position in advertising within the entertainment industry. I’d like to work for a TV network in an environment that is fast-paced, innovative, and team-oriented. I chose advertising because I excelled in both art and business in college; I am very creative and entrepreneurial; and I really enjoyed my previous work experience designing magazine and newspaper ads.”

You obviously don’t have to memorize your spiel word-for-word or spit it out like a robot, but have a basic idea of how you are going to articulate yourself. Also keep in mind that you don’t have to pick just one objective. You can have several. You might decide you want to do marketing but are open to both the entertainment industry AND the pharmaceutical industry. As long as you don’t have a thousand (because that might be a little overwhelming), then having several options can be great.

Still feeling stuck?

After going through target practice, some of you might be asking the question, “What if I don’t know the who, what, where, and/or why?” Well, then that’s the place to start! Not the application process. Aim before you shoot. Those who say, “I’ll do anything” often end up just doing “anything.” With that said, sometimes our life situation requires us to find immediate employment, particularly for financial reasons. Even if you need to take a temporary job to earn some income, I encourage you to begin your target practice so that you are actively engaging in your career planning.


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If You're Happy and You Know It...

Positive Psychology: Can happiness make the world go round?

I first learned about “Positive Psychology” at a conference workshop. My ears instantly perked up at the mention of this new branch of Psychology. I had always marveled at the power of optimism, and to find out that there is research focusing on the science of happiness was quite intriguing!

For those of you who are unfamiliar, Positive Psychology was founded by Dr. Martin Seligman, Director of the University of Pennsylvania Positive Psychology Center. His theory is based on the “empirical study of such things as positive emotions, strengths-based character, and healthy institutions.” In 2005, Seligman’s work was featured in Time Magazine and more recently, the July/August edition of the American Psychological Association’s American Psychologist.

So what does this have to do with career planning? Everything! In my team development workshops, I often begin by asking people to write their first and last name on a piece of paper. Simple enough for most of us, right? Then, I ask them to do the same thing using the opposite hand. This of course evokes a few giggles and commentaries from the group. Afterwards, I ask one of the participants, “You know, John, you write really well with your right hand, but your left hand needs some work. Why don’t you just spend the next few months focusing on improving your left-handedness”? John responds with a puzzled look: “That seems like a lot of energy, when I already know that writing with my right hand is more natural.” My response: Exactly!”



How often do we spend time focusing on our “weaknesses,” when we would be more productive (and probably a lot more satisfied) focusing on our strengths? Organizations like Gallup Inc. apply this very concept in their business to increase customer engagement and maximize employee productivity. Their conclusion? It works!

Now this is not to say that we wouldn’t benefit from expanding our skill set or that we shouldn’t challenge ourselves. What it says, though, is that when we are contributing our natural talents, everyone benefits.

Check out Seligman’s web site called Authentic Happiness. You can read more about Positive Psychology and access its FREE resources. I recently took the “VIA Signature Strengths Questionnaire” and was quite pleased with the accuracy of my results. What these inventories provide, above all, is insight into ourselves and language we can use to describe our strengths, whether it’s for a resume/cover letter or during an interview. They can also help in understanding and enhancing our communication with others, both in our personal and professional lives.

As Albert Schweitzer so wisely said, “Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.”


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The Generational Re-Mix

Today’s blog entry was inspired by two similar (but different) conversations I had this past week. The first: a twenty-something professional expressing angst about managing employees “the same age as my dad.” The second: a fifty-something professional expressing frustration with “the kids of today.”

We often talk about the benefits of a diverse workforce in terms of ethnicity, gender, sexual orientation, etc. But what about age? Couldn’t the blending, “or re-mix,” of generations also be a plus? Wouldn’t we establish a more engaged work force or create a better product/service or reach a broader audience if we incorporated the strengths and knowledge of each generation’s perspective?

Obviously some organizational cultures may tend to attract certain generations over others, and some may target customers from specific generations. But with that said, it would seem to our overall advantage to understand the general personal and workplace characteristics across the generations in order to truly benefit from each.



So what generations are generally represented in today's society? Although the labels and timeline may vary by source, generations typically fall into the following 4 categories:

• Traditionalists (born before 1964)
• Baby Boomers (born between 1946 and 1964)
• Generation X’ers (born between 1965 and 1977)
• Generation Y, Millenials (born after 1977)

For more information on this topic, check out the 2 articles below:

1. This one was published in 2005, but I like Greg Hammill’s charts on the different generations and his reasons for why this is an important issue:

“Mixing and Managing Four Generations of Employees”

2. Erin White’s article is more recent. Read more about the different perspectives on generational theory and tips for making the “re-mix” work:

“Age Is as Age Does: Making the Generation Gap Work for You”


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Networking: Finding A Shoe That Fits

When it comes to networking, one size does not always fit all. Most of us have heard the old adage, “It’s not what you know but who you now.” And for some of us, it’s as easy as that. We have no problem talking to strangers. Or to walls for that matter. But for others of us, the thought of networking conjures up the image of a room full of people we don’t know. In other words: Awkward. Terrifying. And “No Way!”

Sometimes I wish I could erase the word “networking” from the dictionary, so as to erase the negative connotation and stereotypes associated with it। I’d then come up with a new word that blends “info sharing” with “relationship building” because that’s really what networking is. But the new fusion word probably wouldn’t be in the dictionary, and we might get some puzzled looks. So instead, let’s try and reframe…



I’m consistently asked, “How do I become a better networker?” Or “How do I become one of those people who can effortlessly work a room?” My answer: You don’t। The goal of networking is not to become someone you’re not because a) you might feel awkward and b) you might look awkward. Not a good combo. The goal is actually to identify a networking approach that is both compatible and comfortable with who you are. We all fall some somewhere along the continuum between “chatty patty” and “hermit.” It’s important to understand that there can be strengths and weaknesses associated with both extremes. Play on your strengths. Set realistic goals. Identify an approach that “fits.” And challenge yourself, without throwing yourself into a panic.

Here is a great link to “Successful Job Search Networking.” Pick and choose what works for you!




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