Energy, Passion and the Human Touch

An inside scoop to your dream career

Tips, hints and advice toward matching people and opportunity

How to Write a Cover Letter

No matter how good your CV is, you need to support it with an equally well-written covering letter or email. It will be the first thing that the employer sees, so you want it to make a positive impact. This is your chance to show that you understand the company and to link your experience directly to their requirements.


Written Cover letters

If you’re posting your CV to an employer, your cover letter should follow a formal structure that includes your address and contact number, the name of the person you’re contacting, their company address and the date. Once that’s done, you need to make the content of the letter really count:

  • Research the company
    Again, just like your CV, make your content relevant. Find out as much as you can about the company from their website, job adverts and descriptions, and the media. The more you know, the more you can tailor your letter to meet their specific requirements. Make it relevant to the current activities of the company – for example, if it has just expanded into a new country, mention if you speak that language.
  • Don’t waffle
    You’re not writing your autobiography, you’re notifying the employer that you have the skills, experience and attitude they need. If your letter is too long, the employer may not even bother reading it, so keep to the point. If you’re making a speculative approach you could try listing your skills against their requirements.
  • Always proofread
    There really is no excuse for leaving spelling or grammar mistakes in your letter but don’t rely on Word to fix everything for you. Read your letter over and, ideally, get someone else to check it too.

Email Cover letters

These days you’re more likely to email your application to an employer, rather than post it, but you still need to treat it with the same care and attention:

  • Don’t add your letter as an attachment
    Your email is your covering letter and you want the employer to be able to read it, no matter what. Sometimes the employer might have a problem opening an attachment (including your CV), so you want them to be able to read your letter at the very least. If you’ve done a good job researching them and highlighting your relevant skills, they may have enough information to decide to shortlist you even if they can’t open your CV.
  • Start with “Dear…”
    Don’t be tempted to use “Hi” or other less formal phrases in your email – this is still a formal application and you want to make a good impression.
  • Don’t use formatting
    Avoid bullet points, bold text and other formatting as you don’t know how the employer’s email software will display it. You want your email to be easy to read, so keep the layout simple.
  • Attach your CV as a Word doc
    Don’t forget to attach your CV and make sure you send it as a Word file. It’s the most widely used format so it should be viewable by everyone.

How To Write a CV

Your CV is one of your most important assets when you’re looking for a new job but you have to remember that it’s not all about you – you need to make sure it includes the information that a prospective employer considers important.

There is no absolute formula for how you should set out your CV but the following structure is the one likely to make the best impression with employers (it also has the benefit of being the most common format and so is the easiest for employers to compare with other candidates).

  • Personal details

    Name, contact information, nationality (but no photo). Repeat your contact information at the top of each page.

  • Personal profile

    A short, single paragraph outlining your skills and experience.

  • Employment history

    Include company name, job title, your responsibilities and achievements. Don’t leave any gaps between jobs.

  • Qualifications

    Unless you’re applying for your first job, don’t list every GCSE result. Shorten it to “10 GCSEs, including Maths A* and English B” or something similar.

  • Interests

    Not essential but it can be useful to show that you’re not just a work slave. Remember to keep it short.

There are several other things you can do to ensure that your CV hits the mark every time:

  1. Create a master CV

    Keep one all-encompassing CV on file, listing all of your employment information but never send it out. Use it as the basis for each job application.

  1. Start from scratch

    Create a new CV for every job. Your first CV was written from the perspective of a junior employee so don’t just add your latest job details to it, rewrite it!

  1. Sell yourself

    Use your personal statement to sell yourself in two or three punchy sentences that outline who you are and what you’re capable of.

  1. Keep it brief

    When you’re starting out in your career, you’ll struggle to fill one side of A4 but even when you’re many years (and jobs) down the line, you should still limit your CV to two pages. Employers don’t want to know everything about you – they can ask for more information if they interview you.

  1. Keep it clear

    Avoid using jargon – use plain, clear language and keep the tone positive but professional. And while we’re on the subject of things to leave out, don’t use graphics, unusual fonts or colours. Your CV should be clear and easy to read, not distracting.

  1. Get advice

    Ask three people to read your CV and give their honest opinion. Choose friends and trusted colleagues who know you well and who have some idea of the work you do. Be prepared to make big changes!

  1. Proof-read and proof-read

    This could be your first contact with a prospective employer, so don’t give them a reason to reject you just because you haven’t checked your spelling or grammar. Above all, make sure that your contact information is correct. You don’t want to miss out because you’ve mistyped your email address.

5 Simple Steps for Hiring Top Administrative Talent

1. Be more specific in your job postings

Just like candidate resumes can look the same for recruiters,many listings for admin positions come across as “same job, different company.” These generic and cut and paste sort of descriptions may yield candidates, but they fail to really speak to your company culture, what it takes to succeed in the role and at an employer and why top administrative talent should want to work for you instead of the competition.

Every new hire can create competitive advantage, and the thing about entry level talent is, you’re looking largely for potential – which means speaking not what candidates can do for you, but what you can do for the candidate, both in the short term and as a potential career destination.

Aspirational language, unique messaging and a differentiated employer brand will inevitably lead to better matches – and better hires – than the cut and paste approach too many employers currently take when recruiting for administrative roles.

2. Use Skills To Screen Out Candidates

In addition to attracting higher quality applicants, another simple step for more effective administrative hiring is to include more specific minimum requirements for the role and adding as many prerequisites as you think are required to get the talent you really want, not simply one who checks the few boxes required in most employers’ administrative job postings.

Obviously, candidates will continue to apply for positionswhether or not they’re qualified, but for the most part, this is an easy tactic for reducing overall volume by increasing the criteria for which candidates must self select. More requirements also means resume screening and candidate selection can be much more streamlined and much less subjective, reducing time to fill while also increasing quality of hire.

There is a fine line here between too few and too many requirements, however, so if you notice that after adding additional requirements or skills that there’s a noticeable drop off in applicants, or if there just isn’t a high enough supply of applicants to keep pace with hiring demand, you can always scale back your self-imposed barriers to entry as needed.

Chances are, though, if you’re realistic, that’s not going to be required.

3. It’s All in the Title

There are a million openings (literally) for “administrative assistants” (or some vanilla variation) posted every year. That’s why a simple way to stand out from the competition is to consider giving these positions a more eye-catching – and enticing – job title.

Creativity can go a long way here, but make sure it’s not too grandiose or misleading – unless you’re a retail bank, it’s not realistic to advertise for entry level roles with VP type of titles.

You also do not want to trick, fool or mislead your candidates as to the fact that the role, ultimately, requires the same sort of administrative work as positions with more mainstream sorts of titles. Instead, you want to appeal to more highly skilled applicants, or those who desire a company with opportunities for career growth and want more than just another job.

The best way to do this is by choosing job titles that align with internal career paths or professional job levels within your company, and providing a clear picture of where these jobs fall within the greater organizational hierarchy (and how to climb the ladder).

4. The Best of Both Worlds

Instead of simply hiring a dedicated admin, many companies have found success in hybridizing these support roles with other job openings. This is effectively killing two birds with one stone if done right, meeting multiple organizational needs with a single hire.

Consider distributing many of the administrative responsibilities you’d assign to a dedicated headcount more evenly amongst your current team; while this can often require a little bit of heavy lifting to reorganize your employees’ workforce and workload, you’re able to ensure that the most critical administrative tasks and duties are deputized to employees you already trust and know are qualified to handle them.

If many of these duties can be delegated or minimized for your new hire, you may be able to change the candidate profile towards a higher impact, higher qualified candidate who brings more to the table than someone whose job duties are restricted to support or admin duties.

Make sure to ask your current team what their greatest needs are in a new hire, and whether or not those supersede their willingness to take on more administrative work in order to facilitate filling these capability gaps. You’ll be surprised how seldom you’ll get any pushback from workers on a trade off that almost always pays direct dividends for everyone in the department.

5. Word of Mouth Matters the Most

It’s surprising that no matter how crowded or competitive the online recruitment marketing industry has become, almost80% of job openingsare actually never even posted to the public. Businesses instead rely heavily on professional networks and personal recommendations to fill open roles, which means for these mostly SMB employers, word of mouth is critical for recruiting success.

As any experienced recruiter knows, referrals and personal recommendationsyield higher quality, more qualified candidates than simply posting a job and praying for the best. This goes for administrative positions, too; always make sure to ask your current employees for referrals and reach out to your network for recommendations before opening the online floodgates.

Most of the time, you’ll find you don’t have to even post a position to find the right fit for any administrative role – assuming you can make word of mouth work for you. If you can, it’s the most powerful message any employer can send – and the most likely to resonate with the kind of administrative candidates your company is looking for.

How to Manage a Multi-Generational Workforce

Today, maintaining a business includes managing numerous sorts of individuals and age groups. There have always been multiple generations in the working environment, yet as of now we're encountering four generations working together than ever before in history! 

The varying generational qualities, hard working attitudes, and monetary points of view can make our occupations in administration very difficult yet how we deal with these distinctions is generally critical. Parts are being re-imagined and principles are being changed day by day. Change is inescapable and we have to perceive the positive effect a multi-generational workforce can have on our organization's prosperity.

Everyday I witness how the young feed off the more experienced generation, their insight, their wise ways of the world  and their years of experience earned. I see this being responded to by the older generation, as they feed off the younger generations eagerness, their vitality and their progressed and imaginative personalities. It's a good balance between the generations yet it's dependent upon us as leaders and supervisors to make a working environment which stimulates and supports these connections to expand the cooperative energy inside our groups. The roles of more established and more youthful employees are persistently being changed and progressively we are seeing more seasoned, experienced generations being driven and tutored by the youth.

I recently read that the US Marine Corps routinely put 22-year old lieutenants in charge of 45 year-old sergeants. The mentality behind this is evidently to empower "association" rather than one leading and the other following. It's a more shared approach that makes use of examination and engagement. Recent studies have demonstrated that partners gain more from each other than they do from formal training. I think we have to comprehend that with a specific end goal to make a happy and beneficial multi-generational workplace we have to understand that what has worked in the past will not work anymore.These four generations share some customary work values however these values may vary in opinion on the role of the manager, issues of loyalty, technical competence, and how much time must be spent on the job to define a good day’s work.

At this moment, we have to concentrate on how we can reshape our thinking and collectively find the correct way. As an organization, we are continually developing and as we experience the diverse phases of development, the make up of our workforce changes too. The more we comprehend the one of a kind hard working attitude, objectives and points of view of each generation, the more compelling we can be as leaders.

Business is challenging enough yet understanding the setting in which every generation was made gives crucial data to seeing how to recruit, train, and retain in order to truly appreciate what an asset we have in the multi-generational workforce.

6 Things Recruiters Focus on When Reviewing Your C.V

If you are looking for a job right now, you have come to the right place, but you have also come to understand that getting interviews to the jobs you have applied for can feel almost impossible at times. Frustration sets in and you are ready to give up, because you don't know where it is that you are going wrong in the application process. Let me ease your pain by saying this very cheesey line, "it's not you, it's me."

Research has shown that in today's job market recruiters will give your profile a mere six seconds before deciding whether to give you an interview or not. The six key areas they focus on are listed below:

1. Your Name

2. Your Current Title/Company

3. Previous Title/Company

4. Current Position Start Dates and End Dates

5. Previous Position Start and End Dates

6. Education

Therefore, when setting up your C.V be sure to keep it free of visiual clutter. Unnecessary images do not help, they only distract the recruiter. Make use of an organised layout and a strong visual hierarchy, and always remember to use these six key areas that recruiters spend their time gazing at.

What NOT To Do When Working With Recruiters

As a recruiting firm ourselves, we have heard our fair share of horror stories from candidates that have had a terrible experience when dealing with other recruiting firms.

Therefore to prove to you once again that we are the best at what we do, we thought we would highlight the five golden rules to always remember when working with recruiting agencies.

1. Never ever agree to pay any money to a recruiting agency for their services, or agree to any future financial obligations – e.g. re-paying their fees if you leave a job before their guarantee period is up.

2. Never do an “end-run” around a recruiter and apply directly to a job they told you about. That is extremely unethical, and almost never ends well. If, on the other hand, the recruiter does not submit you to their client company for whatever reason – then you have every right to go ahead and apply directly to that company on your own.

3. Do not sign any documents that promise “exclusive representation” by a recruiter. You have every right to work with multiple recruiters (as long as they are not working on the same job with the same company) and to continue applying directly to other companies. You should, however, inform your recruiter of other opportunities you are working on – especially if you are actually interviewing elsewhere, and may be getting close to an offer at another company.

4. Never lie to a recruiter about your qualifications, your experiences, your education, your salary history, or anything else! Be honest about everything, and expect the same in return.

5. Finally, do not put all of your job hopes into working with any recruiter, no matter how good they are. Job-Seekers should concentrate on their own networking activities designed to get them in front of decision-makers in their target companies.

Some food for thought. Real recruiting agencies do not find jobs for people, we find people for jobs.

How To Set Your Sights on a New Job in the New Year

The start of a new year is an ideal time to look for a new job – you're fresh with enthusiasm from making New Year's resolutions and you're ready to make changes to improve your life. If you're in a lackluster job that just isn't doing it for you, or you're still looking for a job, seize this opportunity to focus more clearly on where you'd like to head career-wise this year and extricate yourself from the old ways. In this article you'll learn a few ways in which you can resolve to get a better job this new year.

1. Think and stay positive about your abilities and the available jobs.

While the economic times are still low, your worth shouldn't be; you're a valuable asset to any company and this is how you need to think about yourself. Whatever the doldrums in the economy, there are still jobs to be had for the right person in your field, and this year it's going to be you. If you've been hunting around for a time, use the vibe of New Year to reinvigorate your search and to get back into the swing of searching further afield with eagerness. It is important to keep in mind that your attitude and posture will impact the way that a potential employer feels about you, so if you're not feeling positive, this will come across in the interview.


2. Look back over your previous job-hunting effectiveness for the past year.

If you've been job-hunting for a while, this may suggest that it's time to reassess your approach and to inject new strategies into your job-hunting. Even if you haven't been looking until spurred by a New Year's resolution, the following tips are a good steer:

  • Think about unsuccessful applications and interviews. Try to pinpoint what you did or didn't do that probably lost you the opportunity and a make a decision to remedy that part of your job-hunting.
  • Go through your CV. Look at how to improve it and how to represent yourself in a stronger light. What areas are you underselling yourself in? Just as some people exaggerate their values, quite a few more people make the opposite mistake of downplaying their skills and accomplishments. Think about what you have done so far and look for transferable skills and experiences that you can offer a new employer – this will help you to step out of the rut of staying within your same job type and will open up many more job possibilities. Stick to the truth, use concrete examples to back up your transferable skills and move yourself beyond your current or previous job description.
  • Have someone else read through your CV to pick up on mistakes and to check that it is making sense in the most concise way possible. If possible, have someone familiar with the industry you're aiming at working in read through your CV to see if it would make their radar pick up. It is important not to be defensive about needing help from other people to prepare yourself as best as possible for the job market; find people you can trust and who resonate with you and you'll receive invaluable guidance.


3. Consider whether you need to brush up your professional or technical skills.

This might be a great time of year to enroll in courses that build on or extend your existing knowledge, as a way to improve your job prospects. If you're already working, look for courses offered within your organization. If not, there are many opportunities offered through public colleges, night classes, and other courses that can boost your existing skills, whether or not you have college degrees. Sometimes it's the smaller but more specific skills that can set you apart from the other equally qualified people seeking the same job, and if having an up-to-date first aid certificate or computing skill can boost your chances, then give the course some consideration.


4. Start looking for suitable positions.

The broader your potential job pool, the better chances you'll have at finding a new job this new year. Don't be shy at selecting as many relevant jobs as possible that match your skill set and are realistically doable for you.

  • Think beyond where you live. While this might be a scary thought initially, if you are prepared to relocate from where you currently live, you widen the potential job pool even more, especially if you're prepared to move to a place that is a hub for the skills you've got. Even overseas might prove a promising option if you're keen and able to move this far.
  • Take great care with your cover letter. One-size-fits-all cover letters are the least likely to get you the job; personalize the cover letter to the job in question every single time. Make sure the cover letter is addressed to the person who will be reading it, clearly point out how you meet the requirements outlined in the job description and keep it short (about 3 to 4 paragraphs).


5. Prepare well for interviews.

Common interview mistakes include dressing down, not knowing much (or anything!) about the place you'd like to work for, and poor interview mannerisms. If you have problems with interviews, it is possible to get coaching but if that's not an affordable option, at least read as much as possible about interview techniques, and even better, have a friend or family member role play interview situations with your, using a range of normal to tricky questions. This will help to build your confidence, as well as getting you habituated to being interviewed and answering questions quickly but well.

  • Anticipate the key questions such as telling the interviewer your strengths and weaknesses, what you bring to the job, what interests you about the company and position, your willingness to work extra hours/travel/relocate, the ways in which your previous experience is relevant, and being asked if you have any questions. For some industries and jobs, it is also important to have a realistic but fair idea of what salary you believe is appropriate.


6. Be patient.

While this is your New Year's resolution, changing or getting a new job can take time and much of the year may pass before you find a new job. Provided you're expecting it to take time, you're less likely to fret and more likely to persist, which is important in ensuring that you don't lose sight of what you really want from your resolution to get a new job.

  • Plan a timeline. While you're still feeling enthusiastic and full of renewed vigor about the New Year, making a plan for the coming year's job search is useful because it can determine your goals for job-hunting this year and it will serve as a reminder of where you're headed should you find yourself feeling off course later during the year.

10 Secrets To Our Success That Will Make Your Hairs Stand

Owning your own recruitment agency can be a stressful organisation to run, in the sense that your own staff need to be the best of the best to prove to other organisations that you understand what it takes to recruit employees who are highly-competent and have the capabilities to grow with the organisation.

Energy At Work understands the companies we collaborate with in order for us to establish an extensive understanding of their corporate culture, talent requirements and skills shortage.

So in order to get into the festive season feeling of sharing we have decided to share our top ten secrets to recruiting the best candidates.

      1. Keep Familiar

What I mean by this is that it might always be best to hire people who you have a connection to and that you can vouch for. By getting to know our candidates on a personal level we are able to clearly identify those who fit with the ethos of those organisations we recruit for.

2. Candidates are an Investment

Real talent doesn’t come cheap, and we believe that if you invest the resources required to make take the candidate from a rough cut diamond to a shiny princess cut piece of perfection, that candidate will remain loyal to you and your organisation for many years to come as well as to help grow your business into its full potential.

3. Recruit 24/7

You don’t only have to consider candidates that you meet with, keep your eyes open at all times to search for talent in other areas besides the interview room. You will be surprised at the amount of skilled, intelligent, hard-working people there are doing other jobs just to get by.

4. Get in Touch with Potential Candidates Before the Interview

Calling candidates before setting up an interview with them can lead to saving you a ton of time. You can get a feel for the type of person they are over the phone as people tend to be less conservative and far more relaxed when having a telephone conversation with you.

5. Use Great Recruiters

Well, I must admit, I have eyed-out much of the competition out there and many recruiting agencies are worried only about placing large amounts of people into jobs which don’t suit them, leading to a placement failure. At Energy At Work, we take the time to get to know the candidate as well as the employing companies ethos and culture in order to place the right people in the most fitting positions with a company that they can feel comfortable at.

6. Test The Candidate

No, I don’t mean that you should give the candidate a written test. What I do mean is that before hiring a candidate it would be a great idea to give the candidate an internship to see whether the candidate is suitable for the position and if the candidate can fit into your company.

7. Identify The Over-Achievers

Over-achievers come in many shapes and sizes, but their personality traits are very similar. They will have a wonderful goal orientated, self-driving, self-awareness and glowing recommendations over and above their will to tell you all about their achievements.

8. Make Use of a Score-Card

Hiring people who don’t tick all your boxes when you are in need of staff members is not the way to recruit. If a person is not right for the placement then it is always best to turn them away and keep searching for the perfect candidate. They exist, we know all about them, and how difficult they can be to find.

9. Have Detailed Interviews

Use the interview time to really try to get to know the candidate. We are not machines, we are all human and in order to understand someone completely we must be able to relate to them on a personal level. Hence our slogan, Energy, Passion, and the Human Touch.

10. Make This Process The Norm

Running your own business leaves you with very little time to sit in on every single interview. By showing the other staff members the importance of the interview process, you will be guaranteed a positive placement.

I  hope you enjoyed this week's blog post!

- Christie Swanepoel ; Energy At Work CEO.



11 Unexpectedly Easy Ways To Get Your Promotion

It doesn't matter how old you are, if you consider yourself a millennial or not, something we all have in common is the desire to succeed. 

No one begins a career with the aim of staying in their initial starting position within the company, we all dream of having that fancy car, the big house, and all the luxuries that come with the benefit of succeeding, so we recently tracked down a few bosses to find out what it is they want in an employee when considering promoting them to a better position and this is what we got. 

  1. Be Confident Enough To Tell Your Boss When They Are Wrong

    That's not to say you should be arguing with your supervisors on a regular basis, but if you have a well-thought-out point that disagrees with your boss's plan, consider bringing it up directly. As this boss says, "I love it even more when a person has the data, facts, or examples to actually make his or her point."

  2. With Every Issue Comes A Possible Solution

    "Tell me what is going wrong and, even more importantly, what you are going to do to fix it." says the one boss.

    Ultimately, a mistake or issue is your boss's responsibility, so make sure your supervisor is aware of any large-scale or constant problems. This doesn't mean you should email every time the printer is a little wonky, but you should make sure your boss is apprised of any serious issues.

    This serves two purposes: First, it lets your boss know you're on top of the problem and working to fix it. Second, it gives your boss the time to work on his/her own solution, or at least prepare for a different course of action—and to present it to his/her boss.

  3. Don't Be Dramatic

    "Bring me drama and I am certain that you are not worthy of the next step."

    Your job is to make your boss's life easier, not plop your drama on his or her lap. Save that for your friends and family or your diary.

  4. Smile, It Looks Beautiful On You

    "Your boss would like to harbor the fantasy that you actually like your job, since she is paying you, spending more time with you than her family, and helping you more than you realize," one boss told us. "You can at least smile and seem like you are enjoying things in return."

    You don't need to blind every passerby with your pearly whites, but remember that no matter how close your deadline or how heavy your workload, other people will take their cues from you. If you're snapping at co-workers and frowning, they'll snap and frown right back. Instead, take a breath, put on a smile, and show your boss you appreciate the opportunity.

  5. Take Notes To Not Miss A Thing

    If you don't understand the direction when it is being given, clarify right then and there and take good notes instead of depending on your memory.

    We've all been there—nodding and smiling and filing away the tasks we're given in a meeting, only to get back to our desks having lost those mental files. Impress your supervisor by keeping a paper and pen (or laptop, if that's acceptable at your office) at hand, ready to record the things you need to remember. We have a theory that instead of it being called your memory, it ought to be called a forgettery. So, taking the time to write things down is especially helpful, as it gives you a minute to process your instructions and think of any questions you need to ask then and there.

  6. Always Attend The Office Party

    You know how they say that as many business deals are made on the golf course as in the office? That same principle applies to the office party. One boss points out that skipping the chance to socialize with your co-workers means you're missing basic office news (think: who is preparing to leave) and alienating yourself from the people who sit next to you 8+ hours of your day.

    When it comes time to pick a team member for an advantageous project or conference in Hawaii, who will be chosen? Not what's-her-name, that girl who never comes to the party.

  7. Don't Always Expect To Be Rewarded

    "In order to get a promotion, you need to actually be worth it!" says one boss. "Don't walk around with the air that you deserve it, because that sense of entitlement is going to get you nowhere."

    "Let's be honest—I promote people with good personalities. Your ability to be professional and also eager, motivated, and thoughtful about decisions and interactions with others is significant."

  8. Be A Team Player

    "Team player" is cliched for a reason—because every boss wants to see that quality in a potential employee. In recent years, "team" has come to replace every office unit from department to entire company, and every employee is expected to be a team player.

    Complaining about your role on the team is both futile and aggravating to your boss. Where is she supposed to find you a sub? If you aren't a team player, the real fix is to learn the rules of the game—and fast.

  9. Always Offer Your Help

    "You should be asking me if there is anything else you can be working on to help grow the company or the project, instead of waiting around for me to tell you what to do."

    There's another word for that, one that appears next on the "cliched for a reason" list: initiative. Clearly, you shouldn't be asking your boss to hold your hand during every step of a project, but a well-timed "What can I do to help?" or "I noticed that [task] needs doing—I'll tackle that," is much appreciated.

  10. Have A Solution

    Wrong: "You tell me you have a problem—well, actually, you whine about something which I understand means you have a problem—and you come in with zero solutions on how to fix it."

    Right: "You come up with new and successful ideas on your own and take initiative to do something we already do and do it better without being asked."

    It's really that simple.

  11. Know Your Job And Do It Well

    One boss had the following recommendation: "I think the best candidates for promotion are those who best can gently 'manage up' within their ranks and can find the balance needed to do gold star work while still knowing when to draw the line and say, 'I can do this for you, or I can do that for Mr. Smith, but I cannot get both done today. I feel like [this task] is the priority—would you agree?''


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