Happiness and Health over Career Success

Singapore professionals rank happiness and health higher than career progression – Business Insider Singapore

Money isn’t everything, and young professionals in Singapore seem to know that it certainly can’t buy you happiness.

That’s according to a recent study which showed that happiness (76%) is in fact, the top indicator of success among Singapore professionals, followed by health (74%), which is also listed high on the list.

Aspects of career progression didn’t show up high on what defines success, in the study conducted by professional networking portal LinkedIn.

For example, only 46% of all respondents listed promotions as an indicator of success, pay raises received 31% while a six-figure salary got 35%.

The study was conducted online between Oct 12 and Nov 2 last year with 18,191 professionals across 16 countries. 1,113 respondents were based in Singapore, said a statement on Monday (March 19).

Young professionals between the ages of 18 and 24 are also more pessimistic about their current levels of sucsess, with only 40% of respondents considering themselves successful.

Attaining success does take time, with 71% of respondents aged 55 and above viewing themselves as successful.

What defines success also shifts with age, along with changing priorities in life.

Some 39% of these young professionals saw marriage as a success indicator while only 17% of professionals aged between 45 and 54 had the same view.

Younger professionals, some 44% of them, also consider earning a six-figure salary as an indicator of success while only 20% of those aged 55 and above aspire to earn big bucks.

Across all age groups, leisure time and having a strong social network ranked high.

Respondents ranked travelling (59%) and having good friends (53%) as success indicators.

When it comes to perceived barriers to success, some 27% of respondents aged 45 and above believe their age impedes their ability to succeed while fewer younger professionals (11%) felt that way.

“To many of us, success may no longer just be about scoring that promotion, pay increase or other status symbols like a corner office, if at all,” said LinkedIn’s senior director of brand marketing and communications (Asia Pacific and China) Mr Roger Pua.

“Interestingly, we find that professionals also find fulfillment and feel successful in many other ways, reflecting their different lifestyles. It could be getting enough quality time outside of work with the people you love, for example or feeling a sense of belonging in their communities.”

Source: Business Insider Singapore

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Happy Career

6 Awesome ways a Career Coach can help you transform your career

Are you unhappy with your job? Do you feel like you are stuck in a career that you don’t enjoy? Turns out, you’re not alone. In fact, according to a recent survey of 4800 Australian workers, you’re in the majority.
According to the survey, conducted by Survey Sampling International on behalf of SEEK Learning, not only were less than 50% of Aussie workers happy with their jobs, only a small percentage of those were actively looking to do something about it.

Sound depressing right? Well, I think it is.

I started Future U Coaching when I hit this low point in my career. I was unhappy, confused, a little bit lost about what the rest of my career could look like. I did not know what I wanted to do but knew I didn’t want to keep doing what I was doing. I wanted to job that took me back to doing the thing I love. Somewhere along the journey of my career I lost sight of what that was.

As a career coach, my clients range from young adults to people over the age of 50. They all have their unique career problems. It is satisfying to hear the good news of a person that finally starts to see the results they deserve that leads to a rewarding career.

Check out my website to read the success stories:   Future U Coaching

Enough about me, let’s look at how a career coach can help you.

What You Can Expect

The greatest value of having a career coach is that you have someone who can challenge what you believe about yourself. You see a career coach will identify what we call “limiting thoughts” or “limiting behaviours”. Putting that in lay terms we help you overcome all your self-doubts, your sabotaging thoughts when it comes to your career.
Many of my clients want to find career happiness. They tell me how they are unhappy, stressed and disconnected from what they do? We work together to work out what happy career looks like. Our conversation will include the best job roles that fit with who they and what they want to do, identifying the perfect place to work, a place that fits with their sense of purpose and career goals.

1. Realistic Career Plan

Career Coach can help you establish career goals with a plan for success that is realistic; matches your goals and the type of career you want. How often have you spoken with someone about your plan, or shown it to someone for feedback and advice. We all know the adage, “if it is not written down, then it wont get done”. Yet most people tell me they have their career plan “in my head”. Sorry what was that adage again? Something about written down and getting done?

One of the keys to a successful career is to have a clear plan written down about where you want to get to and what steps you need to take to get there. Then you need to review this regularly to make sure that you are either on track OR that this is still the track you want to be on. There is nothing wrong with checking in with yourself and making the changes to your career goals.

I will review your resume, education, work experience and current occupation. At Future U Coaching we use modern technology to help discover the best roles for you based on your strengths, work preferences, skills, and education.
Find out more at:  Career Guide

Career coaches have an ethical duty to provide you with honest feedback to ensure your do what is required to achieve your career goal.

How would you feel about getting an expert and professional advice about your professional social media image, your resume, cover letter, answers to key selection criteria, LinkedIn profile, or a portfolio of work samples? Constructive feedback is provided on how to improve the appearance; content and most importantly the messaging. The feedback will be consistent with what human resources expect to see when selecting candidates for a job interview.

2. Interview Coaching

The act of role-playing with a friend or family member the night before a job interview is a good idea. However, there are 3 major problems with this approach:

1. They are not a qualified career coaching professional, so their advice is questionable
2. Your friends or family won’t know what the interviewer is looking for in the interview.
3. The night before is too late, it won’t do you much good

Doing some interview coaching is the best way to excel in an interview because most coaches will teach you things like: the value in your story; what to say in an interview and what not to say: the key words to use in the interview; your examples to illustrate your point; how to control your nerves; how to engage with the interview panel.
People who undertake interview coaching stand out in interviews.

3. Career Coaches are Transparent

Career coaches have the experience to advise whether a career decision is suitable for a person based on their level of education and experience. For example, an individual that has one year of experience in a field with a goal to work in an executive position will receive an outline of how to accomplish it with realistic action steps and timelines. In this example, career coaches work with you to put in place a career plan that will help achieve your goals.

4. Workforce Trends

To stay relevant as a career coach I study current trends of Australia’s workforce, economy and human resources sector. The discussions had with human resources professionals at leading organisations is a direct view of what is happening in the workplace and upcoming trends.

Can you imagine how helpful this information as you plan out your career? Imagine your anguish if you implement a career plan only to realise five years later that the industry is being taken over by robotic technology; blockchain disruption and algorithms. As an example, have a look at the workplace projections for accountancy. It is frightening!!!

5. A Source of Motivation

Career Coaching provides is a safe and confidential place to “offload” stress and to motivate you to find solutions to these issues. A professional that seeks consultation with a career coach can discuss difficult work situations.

One of my clients came to me very confused about where to next. They could not see a career however through coaching there “fog” lifted and they were able to put in place a plan to deal with it. However, they admitted with coaching to drive and motivate them to implement the solutions they probably wouldn’t have.

It doesn’t matter how brilliant a career plan may be if you don’t implement. A career coach you accountable for their short and long-term goals.

6. Your BONUS tip – The Future U Coaching advantage

Future U Coaching uses a technologically advanced online system that generates Career Reports which provides you with an understanding of your greatest strengths; your work preferences; and, most importantly the job roles that best suit you based on your skills. Interest and experience.

This online system provides a fabulous launching pad for planning out your career goals and identifying the roles that are going to give you the highest level of job satisfaction.

Check it out here future-u-coaching.harrisoncareerguide.com

Now that we have de-mystified career coaching I invite you to click on the Book Now button and schedule your obligation free 45 minutes Career Strategy Conversation. I encourage you to take this 1st step towards the rewarding and fulfilling career that you deserve.

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Find the career that you deserve

Coaching and Mentoring: are they two side of the same coin?

An interesting discussion emerged the other day on mentoring and coaching. It led to a conversation on whether mentoring and coaching were fundamentally different or are they simply two sides of the same coin. Is it simply the semantics of definitions that make them seem different?

So, who decides on the definition? An accepted definition of a ‘definition’ is: to describe exactly the nature, scope, or meaning of ‘something’. So, can you describe exactly what is mentoring and coaching, and in doing so, perhaps understand the similarities or differences?

The are several variations in definition however a Mentor is considered to be an experienced and trusted adviser. A trusted counselor or guide. Someone who gives help and advice to a less experienced person. In a verb context: to advise or train are used within definitions of mentoring.

Coaching has a strong historical connection with sports and therefore the words teach, instruct, guide or train are prevalent in definitions. However, if we consider a Career Coach, this broadens to be: a partner, advisor or sounding board who partners with you to set and reach goals, make decisions and find solutions for your problems.

In fact, the concept of a mentor is steeped in history.

Mentoring can be traced back to Greek mythology through the relationship between Mentor and Telemachus. From this ancient time, the word Mentor evolved to mean trusted advisor, friend, teacher and wise person. Since then, mentoring has become a fundamental form of human development where one person invests time, energy and personal know-how in assisting the growth and ability of another person.

The term coaching is a much more recent development and begins as a metaphor for ‘Coach’, derived from the word carriage. A coach carries people and in 18th century England, students used tutors to prepare for exams. The slang reference for tutors became “coach” because tutors quickly and comfortably carried students to their goal of passing their exams. Thus, coaching was first used in an educational context for an instructor or trainer and not in sport as many may assume. However, circa 1830, athletic coaches became known as “coachers” until the late 1880s, when the name transformed to “coaches.” It is therefore not unusual to immediately think of a ‘coach’ in sporting terms: many of us have had the experience of being coached, or being a coach in in some sport related activity at some time in our lives.

Have the historical definitions evolved so that we now see mentor and coach more in a modern work-related relationship world and how has this evolved?

Over the last 30 years or so, organizational mentoring has gained the attention of academics and practitioners. The concept of a mentor to support individuals has also evolved. Career coaches now have a significant role within modern workplaces.

It is beyond the scope of this article to undertake an investigative review of mentor and coaching theory; however, it is in the development of theory that new meanings for terms such as coaching and mentoring are created. Ideally, the evolution of each term is grounded in some academic rigor or framework, or at least influenced or developed by a significant practitioner in the field.

It is not difficult to undertake research to discover the relevant theories and who created them. For example, a large proportion of the research on mentoring in the workplace has been published since the 1970’s following the pioneering work of people such as Levinson, Darrow, Klein, Levinson, and McKee (1978) and Kram (1983, 1985). These early studies suggested that mentoring plays a key role in successful career development (Kram, 1985; Roche, 1979; Vertz, 1985).

Coaching began to shift from sport to the business world in in the early 80’s and gained traction with Graham Alexander, Alan Fine & Sir John Whitmore GROW model. By the mid-1990’s, IBM was arguably the first large company that made use of coaching as a strategy for developing people in a business or work context.

So, overlapping definitions, quite different history, yet coaching and mentoring are often used interchangeably.

A selection of the contemporary material on coaching and mentoring suggests that coaching is a sub-set of mentoring, while other material suggests coaching is a broader function than mentoring. In other words, while an individual is mentoring, some coaching practices may also be adopted; however, in coaching someone, an individual would not assume a mentor role.

Arguably coaching has a sharper focus on achieving outcomes based on identified goals. The process is more reliant on asking “good questions” and helping the coachee explore the best outcomes for themselves. Coaching is about finding solutions from within.

Mentoring is broader in nature; more reliant on experiential conversations between mentee and mentor and has an emphasis on learning from other people’s experience.

Coaching tends to be undertaken within a defined period while mentoring continues if the mentee chooses to remain in the relationship; and mentors probably need to establish rapport or relationships more quickly than a coach.

As you read and consider the diversity of definitions, opinions and evidence on the role of a mentor and the role of a coach, you may form your own opinion and view of what the role encompasses. Regardless of your definition, we suggest that if you are considering becoming a mentor or coach, there are common issues that need to be considered:

• You should build a strong relationship and focus on achieving improvement or development in the individual or groups that you interact with.
• Your relationship must be built on an ethical base which engenders trust and clarifies ethical considerations around “in-confidence”, privacy and disclosure.
• There should be very clear guidelines and a framework for your interactions as a coach or mentor.
• If the relationship is not effective, be prepared to change a coaching approach, or move to a mentor role, if that assists the individual to move through some real or perceived blockage in their development: blind commitment to a definition should not supplant adaptability and refinement in a relationship to achieve the broader objectives the individual (or team) seeks.

Above all else, there must be no doubt regarding the role and relationships you establish with your mentee or coachee. Enter a coaching or mentor relationship only after you have ensured that each party understands and agrees upon the terms of that relationship.

In counselling a professional colleague recently, they were concerned that their initial good efforts at providing support had transgressed so that the mentee was now using the mentor as a source of knowledge and a dependency relationship was forming. The key reason for this: there was no clear up-front agreement on the context, extent and nature of the engagement. Indeed, in analysing the relationship it is clear it appears that a lack of a clear agreement and purpose of the relationship; a lack of defined goals; and a lack of explicit boundaries have contributed to the relationship becoming less effective.

In conclusion, there are significant indications that mentoring and coaching are two sides of the same coin: both seek to improve the lives of others: while the objectives and processes may differ, what is critical for each is defining the relationship and ensuring each party understands and commits to the relationship at the outset.

Robert Cugno, Founder and Head Coach, Future U Coaching

Dr Greg McMillan, Director Career Guidance Centre and Professional Development Agency

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How to get a better job

4 Ways to Get a Better Job in 2018 – by Madison.com

You deserve to like your job and to want to go to work each day. Too many people make compromises when it comes to their professional life.

Maybe they sacrifice money for happiness or maybe it’s the other way around. If that’s you and you’re not 100% satisfied with your working life, then it’s time do something different.

That’s not easy and in many cases it’s scary. Reward very rarely comes without risk, but if you never take any chances or make any moves, you’ll never get anywhere.

 You might try to get a better job in 2018 and fail. If, however, that happens, all will not be lost. You will have learned something from trying and, even if you don’t get all the way there, odds are you’ll be closer to, if not a dream job, at least a better one.

Getting a better job generally requires having a plan

1. Ask for it

It seems silly, but if what you want is to advance at your current job or with your present employer, you need to speak up. You know what your goals are and where you want to be. Your boss doesn’t and he or she may think you are content right where you are.

Ask for a meeting and talk about where you are and where you want to go, Be open to negative feedback and ask what you can do to make your career goals happen.

It’s not likely that you will get promoted simply because you ask for it, but talking could get the ball rolling. Of course, going public with your desires could also lead to you learning that you have farther to go than you think.

2. Plan for it

Whether it’s with your current employer or elsewhere, it’s best to have a plan. That might be one you create yourself where you plot out the steps needed to obtain a better job or it could be an action plan made with or by your boss.

Be honest in creating your plan and be detailed. Break down any skills you may need or things you clearly need to do in order to get the job you hope for. That might be as specific as “get certified in X” to something as broad as “work on my public speaking skills.”

3. Go public

 There are times when a job search needs to be secret. If your current employer won’t take it well, then you have to be quiet when you network.

Even if you can’t go full-on public, it’s still possible to get the word out. Let your closest friends and associates know you’re looking to make a move. Attend industry events and make connections. Let those people know what your interests are without specifically saying you are looking.

It may take subtlety, but there are ways to get word out without your employer knowing you’re looking. Of course, every situation varies, so be as bold or as subtle as you need to be.

4. Go for it (with an open mind)

Just because you have one goal in mind does not mean your thinking should consist of getting there or bust. Sometimes there are enjoyable diversions along the way.

 For example, once I wanted to be in charge of a daily newspaper. I did not get that job but was offered the chance to edit the Sunday edition of three daily papers. It wasn’t the destination, but it was a step on the road that clearly got me closer to where I wanted to go.

Have an open mind and be curious. Sometimes work you never considered is worth pursuing and in other cases an unexpected detour helps you get where you ultimately want to go.

Better can be a lot of things

A better job is not so easy to define so be open in what you consider. Sometimes, anything different can be better and sometimes a change can show you you’re going the wrong way.

More money or better benefits may be the “better” that matters now or maybe career satisfaction or locational flexibility is key. For most people, there’s no clear answer and sometimes happiness can be found someplace other than where we’re looking for it.

Original Article

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Shine at your job interview to get noticed

So you want to shine at job interviews. You saw that job and went for it. Updated your CV. Wrote a snappy cover letter that addressed all the key selection criteria. And you got the call you’ve been hoping for, the one that excites you and scares you, but gets you one step closer to landing the job.

“Can you come in for an interview?”

Yay, you’re in the door, one more hurdle to go. Impressing at the dreaded interview.

This is the stage of the job hunt where people often panic and lose their focus.

People will offer all sorts of well-meaning advice that will be contradictory, based on myths, out of date or just plain wrong! All this does is lower your confidence.

What you need to do is inspire confidence. Show them that you are the right person for the role.


Own it like a boss –

The trick is to project confidence not arrogance. Too much swagger makes you look like a know-it-all. Too much perfume or after-shave will send their allergies into over drive.

Interview success is about making the interview panel believe that you are the right person for the role. They need to believe in YOU and your ability to do the role. Many of the “right people” have missed out on jobs because they couldn’t sell themselves.

Your personal confidence, your projection of confidence, convinces an employer that ‘you’ve got this’, that you can already see yourself doing this job.

Confidence is contagious. Your self-belief makes it easier for the interview panel to believe that you’re the right person for the job.


How to project confidence:


  • Walk into the interview with purpose.
  • Make sure to walk with your head up and shoulders back.
  • Smile while walking
  • Focus your gaze on the interview panel.
  • Firm hand shake and look at the other person while shaking hands.
  • Don’t rush.
  • Organize yourself and your notes before starting the interview.
  • Look the interview panel in the eyes when answering questions.
  • Turn your attention to the person asking the question but also engage others in the conversation.


Confidence killers:


  • Walking in and looking around the room.
  • Looking at the floor when walking into the room.
  • When walking in trying to introduce yourself before people are ready for you.
  • Arm thrust out for a hand shake in walking in
  • Having a stern or frightened look on your face while walking
  • Staring or talk too fast.
  • Doing  the ‘looking them up and down’ trick. It’s unprofessional and a bit creepy.


Ways to wow:


  • The balance is to be enthusiastic, positive and confident without being a conceited ‘big-head’.
  • Not talking over the top of others.  If you need to butt in do it politely and professionally.
  • Listen to the question you are being asked, don’t just run through your rehearsed responses in your head.
  • Show some pride in yourself by carrying yourself upright and proud, and with a smile.



Robert Cugno, established the Future U Coaching so that you can achieve your career goals so that you can lead a rewarding and satisfying work life.  Future U Coaching provides unique coaching programs that are designed to navigate and accelerate your career.  Click www.futureucoaching.com.au for further information.

Don’t panic: smash your job interview

Panic is bad. It is debilitating and the mortal enemy of the job candidate in their first face-to-face meeting.

In my experience of interviewing prospective employees, I was constantly amazed by how many, perfectly eligible applicants would ruin their job prospects because of panic.

Panic made them sound incoherent and confused; appear uncertain; and act fidgety.  None of this inspired confidence that the person in front of me was the right person for the job.

In all stages of nervousness, panic is an extreme one. If you can control your nerves then you will prevent panic and enhance your chances of smashing the interview.


Oxygen is free – use it.

Breathe often, and breathe deeply.

Of course you will be nervous and a bit tense when you enter the interview room. These feelings of tension and nervousness are normal.  No matter what you do these feelings will be present and you should embrace and control them.  Unlike panic, nerves or tension are a good thing.  They keep you sharp, they keep you focused and it proves that you care.  It proves that the process is important to you.  Everyone knows we perform best when something matters.  I would be concerned if I was about to be interviewed for a role and I was not a little nervous or tense. HOWEVER, you can’t let nerves turn into terror.


When we are nervous, we release adrenalin that activates our fight or flight response.  These responses are instinctive protective mechanisms and the last thing you want to do in an interview is to act on instinct.  In an interview you need to be clear-headed, strategic and in control.  So you need to control your nerves.


How do we do this?  With deep breathing before entering the interview and then after each question.  Take a deep breath before starting your answer to each interview question.


The value of breathing deeply is that it is a natural antidote to adrenaline.


Deep breathing controls your nerves.


Furthermore, deep breathing give you a chance to “buy time”.  By taking a deep breath you are giving yourself time to:


  • Think about the question
  • Better understand what is being asked
  • Structure your thoughts and your examples
  • Identify and provide the information they are seeking
  • Speak in your normal voice at your normal pace.


 How to panic proof


  • Wear a good deodorant. Nobody wants to see sweat patches under your arms.
  • Listen to relaxing music on the way in
  • Stay hydrated so your mouth isn’t dry and makes your words clam up

Reasons to paint a picture during job interviews

The two killer mistakes made by people in interviews are:

  • Not providing enough of the right information (missing the point), or
  • Providing too much information in an unclear, incoherent manner (babbling)

Generally, interviewers want to hear clear, coherent and well-structured answers to their questions.  They want to hear answers that show that you have listened to the question, understood it and provided the evidence they need that you have the right experience and skills.

The best way to do this is to “paint a picture” for them.  The “Say it, Prove it, Say it Again” formula allows you to do this.  It is a story-telling technique that keeps you focused on the question.

It forces you to answer the question clearly, provide proof, and reinforce your point.  This technique also takes the listener on a journey with you, which creates engagement and connection.


First phase: Say it

The 1st “Say it” is about presenting the facts that you can / have done whatever they are asking you about.


Let’s look at an example:

InterviewerHow do you provide excellent customer service?

You: For me excellent customer service is about managing and then meeting my customer’s expectations.  My last 3 roles were customer service focused where I had to understand what the customer needed and find them a solution. I have learnt many ways of providing excellent customer service. 

You have told them the answer they need to hear however it is not very engaging and there is no proof you can do what you say. Interviewers like proof.

Proof that generates the following:

  • Confidence
  • Trust
  • Belief

This where story-telling becomes powerful and will make you stand out.


Second phase: Prove it

The “Prove it” is about providing a short and succinct example (story) that “paints a picture” for the interviewer.


You: Recently I served a customer that was ……. (tell your story and make it vivid, make the interviewers feel like they were there AND link it to what you said previously)


Last phase: Say it again

The “Say it again” is a short factual sentence that reminds the interviewer that you have answered the questions that they asked.  Sometimes I call this the “As you can see” statement because …….


You: “As you can see I have high level customer service skills that come from extensive experience and from the customer service training I have completed that meet the needs of the role.” 

This approach works because it provides you with a clear structure to answer all interview questions. It provides the interviewer with a clear answer to their questions with supporting evidence by way of your example.  “Saying it again” reinforces or underlines the answer for the interviewer.

Don’t tell them you’re right for the job. Show them. And show them with a little flair.

Some humor can be a nice way of revealing some of your personality. Choose an example that makes you shine but that is also interesting to hear about and makes you memorable for all the right reasons.

The reason why Trust trumps skills in the process of getting the job

As a career coach, I’ve discovered the reason many people don’t land the job. It is because they don’t understand the core quality an employer is looking for when assessing candidates for a role. When I ask the simple question “What do you think you need to do to be successful in a job interview?” the most common response is:

“Show I have the skills to do the job”  “Prove I am the best person “

Those answers aren’t wrong BUT they do miss a crucial point. The job doesn’t always go to the smartest candidate, the most qualified candidate, the candidate with the most experience, or the sharpest CV. The job always goes to the person the panel trusts!

So the best way to ace an interview is to build trust with the interview panel.

How you build trust in a job interview is by answering two core questions that the panel never explicitly ask:

  1. Can we count on you to do your job our way?
  2. Are you a good fit for the business?

Answer these two trust building questions, and you put yourself in the best position to score the job. So what does this mean for how you respond to interview questions? Every statement you make should frame around showing you have the skills for the job. Your answers should support as why you can do the job in a way that fits with the way the company operates. To prepare, you can practice your best behavioral answers and examples of your personal strengths.


If you’ve made the short list for an interview usually means an employer believes you have the skills to do the job. Meeting them face-to-face is your chance to personalize that skill set by showing an employer who you are. Persuading them that you’re not just the best choice for now, but for whatever lies ahead.


Meeting them for a chat is when you get to show them they can ‘trust’ you to do the job in the context of their business. They want to see that you can you be flexible. That you collaborate and that you are able to modify your approach to fit with how they do business.

Employers want people who don’t cave under pressure when faced with problems but instead find smart solutions to problems. People who are  team focused, collaborative, resilient and adaptable are most likely to get hired.


This means you need to demonstrate how you’ve applied your skills to achieve positive outcomes and how you have changed or modified your approach to suit existing business protocols. That might sound conformist, but that’s the point. At the interview stage employers are generally looking for people who will slot right in – people who will embrace the business systems, processes and culture.


Troublemakers and disruptors might be great for new tech economies like Uber and Airbnb, but most employers want people who think like them, work like them, to achieve their goals. They don’t want “revolutionists” they want “evolutionists”.


A “good fit” refers to fitting in with the company culture, which is driven by purpose, vision and values. Using the same words in your responses as they use on their website when stating their purpose and values shows that you are a good fit to their business. Doing this creates a sense of similarity between yourself and the employer which enhances trust.

It is important to note that it is you who must fit with the business purpose, values and culture and not the other way around.


During the interview process getting that fit right works both ways.   You might realise that your values don’t match those of the business. If they’re hankering for weekend work that puts profit before work life balance, or if they’re military style micro mangers and you need creative freedom to thrive you might ask yourself “Why am I here, am I a good fit for this company?”

A mismatch of values between yourself and your employer will have a significant negative impact on you.  Generally, people who exhibit a mismatch suffer from higher levels of stress; lower levels of job satisfaction; performance issues; and difficulties creating close connections with colleagues.


So yes, build trust to show them you can do this job better than anyone else. But don’t forget to listen to your own instinct in deciding whether this company feels right for you. Ask yourself “What job suits me personally”. The Vulcan blessing in Star Trek is ‘Live long and prosper’. Find the perfect match in the job hunt and everyone along the command chain can ‘Work long and prosper.’

How a career coach can cure you of a toxic job and improve your work life balance

If you’re feeling sick, you go to the doctor. Put on some kilos? A PT will push you to exercise.  Need ideas to build your dream home? Time to get an architect. Want to put on an Instagram-worthy wedding like the celebs? Leave it to the wedding planner to bring the magic. Where do you go to improve your work life balance?

When it comes to our jobs, our careers, the place where we earn money to live, the people we’re spending most of our days with, we often plod along on our own – confused, deflated, unsure of our next step. Many people never ask the question “do I need a career coach”?

When people ask me what I do, I tell them “I inspire people to achieve their career goals so they can have a happy working life”.

Yes, that’s long talk for “I’m a career coach”. And while it’s not often you hear about career coaches, I’m the coach that is probably one of the most important to have. Because you have to ask yourself, what good is great health, a rockin’ body, a stunning new home, and a flashy wedding if the job you go to every day leaves you feeling flat, bored, or stressed.

Your dream job doesn’t happen by accident. You find your dream job just like you find good health, a designer home and a wedding to remember – with the guidance of an expert.

Just like all of life’s specialists who we trust to give us the right advice and direction, a career coach will help you tap into your innermost desires for a job that doesn’t just bring a wage, but nurtures you and gives you a sense of purpose:


A career coach will listen to you and asking the right questions so you can:


  • find your own answers and solutions
  • identify your career goals
  • explore ideas, concerns and fears that are holding you back
  • take concrete steps to achieve your career goals
  • stay on track in achieving your work ambitions

It’s my job to act as a beacon for you – a light of hope and reason – through what can often be a daunting process when thinking about your next step.

In order to get there, I’ve got tools that will help in find out about yourself, guiding your decisions, and then positioning yourself:


  • Job Role / Career Preference Assessments
  • Personality tests
  • Values, Traits & Strength tests
  • Personal branding strategies
  • Social media strategies
  • CV + Cover Letter templates

I’m the doctor, the personal trainer, the architect and event planner for your career.

If you’re earning a fortune in a job that makes you smile, you don’t need me.


But if you’re not there yet, make time for a check up with a career specialist who can diagnose your discontent and work out the cure, through the best career advice. I also provide career counselling for graduates, to accelerate your career from the beginning.


It’s the appointment that could resurrect your work life.

Take your first step to becoming your future u.

Contact me for a no obligation conversation by signing up to my web page or email me directly at robert@futureucoaching.com.au . I will explain the process of career counselling in this session.



For more great information: Connect with us!

Like us on Facebook at @futureUcoaching
Follow us on Instagram @futureucoaching
Follow us on twitter @futureUcoaching

Ready for your Free Career Strategy Conversation?

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Speak personally with our Founder and Head Coach Robert Cugno, who will help you find career happiness

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