To Safeguard Your Career, Follow the 'Thriver' Exalllple
DOUG DIBBERT ' 70, president
LISA BEERS, accountant
BRENT CLARK ' 84, chief financial officer
SUNANDA DILLON, data entry clerk
DAVE DONALDSON, mail room, 962-3979
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ME MBE RSH IP
DrANE PADGETT ' 91, membership coordinator
RAolEL SCHIFFMAN ' 98, assist. membership coordinator
RICK DAVIS ' 85, director of enrichment
LAURA CARTNER ' 93, coordinator of reunions
LINDA CONKLIN, coordinator of career services
JENNIE HEMINGWAY, assist. coordinator of clubs
MEREDITH LARSON ' 93, coord. of retirement studies
LARRY l.ARJ.Jsso ' 92, coord. ofextended study programs
TANEA PETTIS ' 95, assist. coord. ofstudent programs
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REGINA OUYER ' 75, editor
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RECORDS AND INFORMATION SYSTEMS
RoGER. NELSEN, dir. ofalumni records & info. systems
SUSAN AUSTIN, records assistant
TRACY CHRISMON, records assistant
PRISCILLA FULCHER, records assistant
JULIE GONYA, network administrator
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MARTHA MILLS '80, records assistant
JOAN PENDERGRAPH, asst. director of alumni records
STARLA WARD, records assistant
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Marc h I Aprif 1999
We all have a natural tendency to become complacent about our careers, particularly when things
are going well. However,just as we need to
keep our bodies fit to stay healthy, we need to
pay attention to our careers and keep them fit
When companies have downsized, reorga-
nized or right-sized in the past few years,
there always are people who seem to land on
their feet - even in the face oforganizational
chaos. These people have developed a new
attitude about the workplace based on self-
reliance and self-sufficiency. They understand
that there is a new contract that requires
employees to manage their own careers. The
career ladder and mentors of past organizations
no longer exist, and lifelong employment with
one company is no longer the norm. Changes
in the business climate have created a need for
employees to create their own opportunities
for advancement, either within their company
or with another company.
These "thrivers" know themselves. They are
able to assess their personalities, strengths,
interests, skills and values and identify possible
career options. They are able to articulate how
they add value to the organization and can
give specific examples of their accomplishments.
They also have an identity that is not defined
exclusively by the company they work for or
their job title.
They produce the right results. They impress
management by understanding what they are
expected to produce and at what cost. They
achieve results on time and within budget. In
the world of work people are judged on
results, not just effort expended.
They have the ability to "manage up."They
know what is most important to their man-
ager and do it. They schedule regular meetings
with their manager and ask for feedback on
their performance. They avoid surprising their
manager. If trouble is brewing, they make sure
their manager is informed and not caught off
They are lifelong learners who maintain
state-of-the-art skills. They continue to learn
new skills so they can continue to add value.
They join professional organizations and take
on leadership roles. They keep informed about
trends in their business or industry and know
what their competitors are doing.
They recognize that personality counts.
They are the kind of people with whom other
people want to work. They understand and
manage their own emotions and the emotions
with LINDA CONKLIN
of others. They resist the impulse to be
arrogant or rude. They support others in time of
need. They are active listeners and listen for
feelings, not just facts.
They also understand that appearance
counts. They stay mentally and physically fit.
They get enough sleep and avoid becoming
burnt out. They exercise to reduce stress and
weight. They also dress appropriately for the
culture in which they work. They are aware of
their appearance and get haircuts, polish their
shoes and maintain their wardrobe.
They manage their finances and plan for
the future. They pay themselves first and put
money in savings every pay period. They keep
their career options open by having enough
money in reserve so that they can afford to
take time to look for a new job ifnecessary.
Statistics indicate that a job search takes about
one month for every $10,000 of income.
Experts recommend that you have the equiva-
lent ofsix months' income in savings to pro-
tect you if you lose your job.
They also recognize the difference between
income and wealth. Income is what you pro-
duce with your mind and your hands, and it
ends when you stop working. Wealth is your
money working for you. Wealth requires that
you invest wisely and let your money accu-
They seek the advice of a financial consultant,
work out a long-range strategy and stick with
it. Thrivers are people who have a support sys-
tem of friends and professional contacts that
they have nurtured throughout the years. This
support system provides information, advice
and encouragement in good times and bad.
When you are managing your career, it also is
called your network.
People who thrive in the world of work are
people who are conscious ofthe people and
events around them, and they recognize that it
is not enough to just do your job. What are
you doing to safeguard your career?
Linda Conklin is the GAA~ coordinator ofalumni
career services. For more information on career-reLated
issues, contact her at (919) 962-3749 or bye-mail