Your Reputation is on the Line

Prevention and Protection

The activities of the Trump WH are especially instructive. So many people who have hitched their stars to this liar and cheat are having their reputations tarnished.

Sean Spicer was considered a nice guy-until he took on his role as spokesperson for the WH. He has been left to lie, obfuscate, deny.

Is he likely to get a decent job again?

Sarah Huckabee philly.com/philly/news/politics/presidential/Sarah-Huckabee-Sanders-is-the-star-of-the-feel-bad-story-of-the-day.htmlis about to get her ass handed to her on CNN, having lied about the circumstances surrounding the dismissal of Jim Comey. Traitor Trump has come out with a completely different version of the events, today. So, who's lying-Trump or Huckabee?

Then we have that nut, Kelly Anne Conway
cnn.com/2017/01/22/politics/kellyanne-conway-alternative-facts/index.html
defending alternate facts regarding...well, anything that Herr Trump has to say, which happens to be at odds with reality. Who (or what) other than the highly questionable is going to hire something like that?

Of course we then have anyone associated with Jared Kushner
globalnews.ca/news/3432631/jared-kushner-sister-is-china-investors-visa,
the man without a voice, and accusations of influence peddling in China. Looking to emigrate to the USA? Do you have $500k that you would invest in a Kushner property?
Sayyyyy, you too could be an American!

Would anyone consider Jeffrey Lord
vox.com/2016/6/7/11880382/cnn-trump-jeffrey-lord
a credible voice on anything, defending , amongst others, Mike Flynn, Paul Manniford and Roger Stone against accusations of double dealing, if not out right treason??

This really doesn't look good on a resume:

• I was involved with the Trump WH
• I was involved with the Trump election campaign.
• I spoke out in support of The Donald

Now admittedly, these are extraordinary times.

But, they are instructive.

So that you are not likewise roped into this kind of a storm, which will ruin your reputation, what should you do?

Check out the organization

Before you apply for a job, find out a bit about the program and organization you are considering joining.

A few topics to consider:

• Is sick time high or low? Where is it reported?
• What does the organization chart look like?
• Who might you report to?
• Check the qualifications of those with whom you might work and to whom you might report.
• Check out the way the organization is governed. Are board members listed? What are their qualifications? Are there governance policies?
• Is the organization unionized? Which unions? How's the management/union relationship?
• What is staff turnover like?
• How invested is the organization in continuing education for staff and managers?
• Is the budget balanced?
• How long has the position been vacant?

A final but critical question:

• Is there a statement of values, vision and beliefs for the organizatiom?

Check out your prospective supervisor

Again, before applying, is the supervisor likely someone you will want to work with.

A few (more) topics to consider

• What is (s)he like to work for? What is his/her management style?
• How long have his/her direct reports worked for her/him?
• What are the supervisor's qualifications?
• Is there a signature achievement under his/her leadership?

You apply-and get interviewed

The interview cuts 2 ways.

The people interviewing you will be looking for some information. But, you are also interviewing them.

And in particular, you are going to want to get a sense of what you prospective employer is like.

It is,after all, your life and your reputation on the line.

Finding out what his or her qualifications are, and whether these are current, is critical. You won't be happy working for someone with fewer qualifications than you have. You will also be disappointed if his/her qualifications are not current. And, (s)he will be especially threatened-if not now, certainly as you continue to develop your own profile.

Is he/she engaged in continuous learning?

If not, how likely is your prospective boss going to be thrilled if you are interested in aggressively pursuing your education with an intention to advance your career? 

This would be deemed threatening to his/her well-being and perhaps her (or his) corporate credibility.

What are his/her plans for the program immediately and in the future? If you are an innovator, or if you have built  your reputation as a change agent, you are not likely a fit for a status quo manager.

Ask him or her what qualifications make people on the team successful. This will give you a good idea about your fit. If you have a reputation as someone who takes your qualifications seriously, who upgrades regularly and who has pride in your own professional designation, it is important that those values are shared by your prospective team members.

If not, leave!

Find out what the biggest learning curve for the job is. The answer must fit with your skill set, and  your career interests. As a follow up, find out what a new person should know about the supervisor's management style. What might most annoy him/her?
Be careful on this one. In an interview, everyone wants to be charming.

If you don't get a straight answer, this isn't the job for you.

Ask about the person who once held the position. What is that person now doing? As a follow up, is there a career step for this job? If it appears to be the street, recognize that you are not going to be treated any differently than the predecessor. If there is no career step, or if the supervisor has not considered the question, this job likely is not for you.

Find out the supervisor's greatest area of sensitivity.
What is it?
Some managers can not abide being outshone by staff. Some want to make sure that they get all the credit. Others just wait in the weeds, allowing their staff step forward to shine-or...fail with the observation: "you know what rolls downhill" . If that's the answer, take a pass on this job.

Is there a signature program achievement? What might it be? Was it a team effort? How is the program viewed by stakeholders, clients, the community, funders? If you can't get a straight answer from your prospective employer, walk away (and don't look back!).

Can the supervisor define "quality" and how is this measured?

If not, then she (or he) will have absolutely no idea about how well you are doing the job.
That is bad.
If the boss doesn't know a good job from a hole in the ground, then how are you going to be treated fairly??

Which leads to the last caution.
Find out how people are evaluated, how often and when.
Beware of a process that is not performance based!!!
Beware of a boss who cannot define quality. 
Beware of the boss who believes in passing the buck!.

This is a lot of work.
It should be.
Its your reputation.
It is not a craps game. And, if you choose an abuser as an employer or if the organization has a reputation for harassment, you will regret your involvement with people who are morally ambiguous, even if you are not the one abused.
Your reputation will suffer.

The next blog will deal with how individuals witnessing bullying can develop a moral voice, beyond whistleblowing.