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Author Archive for Dean DeGroot

Simple Questions: Surprising Answers

The right interview questions can help you really get to know your clients. More than you might think.

In my work with career clients, I have found it useful to have a set of standard questions—a structured interview— that I ask most clients in our first session. My structured interview currently consists of 21 questions in two categories: Work-Related and Personal.

At the end of my Personal questions list is this simple question: “What has been a great movie or book that has impacted you? Why?

When I ask clients this question, I learn a lot about their values and motivations. Often, too, the characters in books and movies behave in a way that’s consistent with my clients’ preferences or philosophy of life.

Here’s a small sampling of client answers:*

Atlas Shrugged

The Bible

Man’s Search for Meaning

The 7 Habits of Highly Effective People

American Beauty

The Lord of the Rings

Saving Private Ryan

The Shawshank Redemption

Star Wars (Original, 1977)

As I’ve said, the answers can tell me a lot about clients’ values, motivation, preferences and philosophy of life. The power of this question also relates to story. Often the stories we’re attracted to in some way relate to our own struggles. Sometimes they suggest options we hadn’t considered.

By their nature, stories can also provide a kind of closure or resolution, which can be comforting when our own stories are incomplete—when they’re still being “composed” as our lives progress.

Where the Magic Happens: Digging Deeper into Client Responses

As you may know from your own experience interviewing clients, the magic often happens in the follow-up—what both you and the client learn from the client’s answers and your subsequent discussion.

Let’s consider a few examples from the list above. Man’s Search for Meaning, a book by Holocaust survivor Viktor Frankel, is all about the resilience of the human spirit under adversity. Discussing this book with a client can help them articulate and overcome their own obstacles, as well as shed light on their values, philosophy of life, and even spirituality.

The Shawshank Redemption brings hope in the face of adversity. Discussing it, and movies like it, can yield important insights about how clients view themselves and others, as well as bring to light a client’s experience of injustice.

Clients’ answers to this question can also reveal events or issues happening in their lives that might otherwise go unmentioned. For example, a client in his fifties who cited the movie American Beauty was having a mid-life crisis and helping a friend through his. I likely never would have discovered this had I not asked the question.

Finally, clients’ answers to this question can provide you with clues as to how they like to learn. For example, clients citing books may love to read, and that can help suggest options when assigning them homework.

Learn More About the Value of the Structured Interview

In Game Plan: An Insider’s Guide to Effective Career Assessment, I go deeper into my structured interview and how it can open up clients—and the career counselors and coaches who work with them—to new insights and opportunities.

I also explain how, when used properly, a structured interview gives you more control over your first session with clients and ensures you get useful information early on in the process.

The book includes the full 21 questions, as well as numerous examples of client answers. For example, in the client case studies, in a section called “Clues from the Structured Interview,” I show how answers to a few key questions offered major insights.

One of my structured interview questions asks clients what job duties or responsibilities were (or are) most or least favorite. A client who had been fired repeatedly from manager positions had an interesting answer:

His favorite duties? “Troubleshooting and engineering work”

His least favorite duties? “Supervising others and dealing with ‘people stuff’”

A major clue to why managing people didn’t suit him!

Questions about movies and books or favorite job duties may seem mundane on the surface. But the answers to these questions can lead to a rich array of insights which, when combined with formal assessment results and additional analysis, give hope and direction to clients.

*If you’d like to see a list of the other books and movies my clients have cited in their answers, contact me at dean@innerviewconsulting.com and I’ll send you my complete list.

Game Plan: An Insider’s Guide to Effective Career Assessment, co-authored with writer and editor Liz Willis, was published in January 2022. You can read more about the book, including testimonials from career assessment professionals, at careerassessmentguide.com.

What’s Your Game Plan? Assessment Could Hold the Answer.

In my work with clients, I strive to help them answer the following basic questions: What kind of work do you want to do? Where do you want to do it? With whom do you want to work? I call these questions, collectively, a game plan.

However, the game plan I use in my process is not a plan in the classic sense. Rather, it’s a set of criteria for what you need to thrive in your work, along with a list of action steps that encourage you to bring these criteria into reality.

Let’s say my client wants to be a web design consultant (the What) working as an independent from home (the Where) with smaller companies and entrepreneurs (the Who). Possible action steps might be getting certified in web development software or seeking small-business training.

Of course, clients seldom have a clear game plan when they first come to see me. Instead, we get there through assessment—a structured interview, testing via relevant career assessment instruments, and further processing and discussion. The game plan then serves as a handy tool for capturing insights gained during the assessment process.

Career Counselors and Coaches Need Game Plans Too!

As career development professionals, we’re no different from our clients. We need to find a path that’s right for us, including knowing the skills or services what we want to offer, the work environment that feels right to us, and the type of clients we feel most comfortable serving.

In Game Plan: An Insider’s Guide to Effective Career Assessment (more on the book after this article), I put together my own game plan as an example—not so much to find a way forward as to affirm that I was still on track after 30+ years in the business.

Here are some highlights from my personal “What, Where, and Who” criteria (for my full game plan and game plans for my client Kevin and coauthor and collaborator Liz Willis, see chapter 8 in the book):

  • What. Analyze, implement, debrief assessment data. Counseling/coaching individuals in transition or those experiencing a loss. Presenting, facilitating or instructing groups on life/career topics. Work allows for a variety of functions and clientele.
  • Where. Private practice so I can control my schedule, variety, clientele, and type of work. Steady pace most of the time, but able to take on ‘crunch’ projects at times. Culture is open, respectful, with clear communication; nonpolitical in nature.
  • Who. People on the front lines, operations folks; individual contributors; some managers but few if any executives. Provide practical and tactical advice to people who are willing to try things out, follow through, and take ownership of issues that impact them.

Here are a few of the action steps I recorded for my plan: “Attend networking/professional organizations at least monthly. Find new speaking opportunities (aim for three a year), particularly related to career or bullying topics. Meet with Mastermind group each month for new/fresh perspectives.”

Because I’m currently comfortable with who I am and how I spend my time, my game plan criteria and action steps make sense for now. As I get closer to retirement, my game plan will undoubtedly change, and I’ll make adjustments accordingly.

The Link Between the Game Plan and Assessment

In putting together your game plan as a career development professional—especially if you’re new to the field—one of the most important decisions you’ll make is where you’re going to work. For me, private practice is ideal, but you may prefer the support and social network of a school, university, consulting firm, or government agency.

The “Where,” of course, also drives the “What” and the “Who” to some extent. What function you want to play? Do you want to be an independent, part of a team, or a leader or manager? Do you want to work with students in a school or university, or individual clients in private practice? Perhaps a consulting firm would be a better fit for you. Most importantly, what kind of clients would you be most effective serving?

Assessment can help you answer these questions.

Here’s an example from my own career. One of my favorite assessment instruments—one that I’ve had myself tested in several times over the years—is the California Psychological Inventory (CPI). The CPI is particularly useful for measuring leadership potential. While my own leadership potential has risen gradually over time, I prefer to advise and support others rather than lead or supervise them. This fits perfectly with my role as a career counselor, coach, and consultant.

To see how this plays out in my game plan, consider the second statement I make under “Who,” above: “Provide practical and tactical advice to people who are willing to try things out, follow through, and take ownership of issues that impact them.”

The bottom line: I enjoy supporting others who are willing to take responsibility for themselves. But I refuse to hold their hand or boss them around! This is in keeping with both my CPI results and results from other instruments that measure leadership in some way.

Once you find congruence between your game plan and what you’ve learned about yourself through assessment, not only will you be on your way to greater career success, you’ll also enjoy peace of mind knowing you’re pursuing something you’re well suited for.

 

If you’re new to career counseling and coaching and want to learn more about assessment, my new book, Game Plan: An Insider’s Guide to Effective Career Assessment, co-authored with writer and editor Liz Willis, is available to order from Amazon or your favorite book retailer. Part 1 of the book, Assessing Yourself and Your Career, is geared toward those new to the field, or working career counselors and coaches interested in adding more comprehensive assessment services to their offerings. It’s full of tips and strategies on specializing in assessment, assessing your strengths, and building your network—all from the perspective of someone who’s been there and overcome the hurdles.

The Great Resignation: A Great Time for Career Assessment

Career assessment—interviewing clients, testing them, and helping them define who they are and how they can best use their strengths in the workplace and beyond—is a valuable service we offer as career development professionals. And with the Great Resignation resulting in large numbers of people quitting their jobs and seeking new career opportunities, we’re at a moment when assessment services are more valuable than ever.

Let’s look at some of the numbers being reported on resignations, the likelihood of resignations, and movement towards self-employment.

4.5 million workers voluntarily quit their jobs in November 2021, 4.3 million in December 2021 (Job Openings and Labor Turnover Summary, U.S. Bureau of Labor Statistics, 2/1/2022).

40 percent of employees surveyed answered “somewhat likely,” “likely,” “very likely,” or “certain” when asked to consider the likelihood that they would leave their jobs within the next three to six months (“Great Attrition or Great Attraction: The Choice is Yours,” McKinsey.com, 9/8/21).

9.44 million. That’s the number of self-employed estimated by the BLS, 500,000 more than at the start of the pandemic (“New Data Finally Shows Why People Are Quitting Their Jobs. It’s Definitely Not Because They’re Lazy,” Inc.com).

According to McKinsey, to attract and retain employees, companies often offer “quick fixes” in the form of bonuses, wage increases, and other material perks. But what employees really want is “a renewed and revised sense of purpose in their work”—a greater sense of connection, identity, and meaning. Similarly, according to Inc., the increase in the number of self-employed suggests that people are looking for more control and flexibility in their work.

How Career Assessment Can Help Us Meet This Moment

Over the last 30+ years, I’ve helped hundreds of clients fine-tune their resumes, gain greater confidence in selling themselves in interviews, and become more effective networkers. However, helping people through difficult transitions is at the core of what I do. And seldom do these transitions involve only career change or job search. Often other major life changes are happening at the same time—a new baby, a death in the family, a major illness, marriage, divorce, graduation, a new business.

When we add the Great Resignation with all its upheaval to these life events, we have a level of change occurring in the workforce we haven’t seen in decades. And when people are going through this degree of change and transition, some kind of rethinking and reevaluation is almost always needed. That’s where career assessment comes in.

First, an effective interview can unearth dreams, motivations, and patterns that shed light on what clients really want, and hint at what might be a better fit for them. When combined with other assessment components and techniques, the interview can provide clients with new insights and awaken them to new possibilities.

Second, a battery of tests, or formal assessments, can help clients discover—or reaffirm—objective facts about their interests, personality, personal preferences, and social needs, and this can often help inform their next career move or development opportunity.

Third, focused discussion and special tools can help clients “process” the information they’ve gained from assessment and turn it into a concrete plan of action. Nothing is more useless than assessment that leaves our clients unenlightened and unsure of their next steps.

Let’s Be More Intentional About Our Careers

When I interview clients, I always ask them how they ended up in the field they’re in. Several years ago I analyzed the responses of over 300 clients to this question, and I learned that 58% had arrived at their current work by happenstance—in other words, by following a pathway they had not consciously chose. Not surprisingly, that often led to career disappointment!

Today, with the Great Resignation putting more people in the driver’s seat, many are in a position to be more selective and calculated in their approach to their own career development and job searching. For clients who come to us for guidance, that’s where career assessment can be invaluable.

When our clients know what’s important to them, what motivates them, and what kind of careers and work environments best fit their needs, they’re able to create a more meaningful plan of action. They’re able to move forward with more vigor, with the fuel they need to get to their next opportunity.

Finally, career assessment is not just for our clients, it’s for us as career development professionals as well. In our zeal to help others, we often forget to attend to our own career needs. We, too, need to know what’s most important to us, what motivates us most in working with clients, and what kind of work best fits our interests and strengths. The Great Resignation has opened up unprecedented opportunities for all of us. Let’s not waste them!

Dean R. DeGroot is a licensed psychologist career consultant and owner of Innerview Consulting. His efforts have allowed others to gain new tools and insights and explore new possibilities for social and career connection. Dean has published journal articles in the UK on career practices. Recently he launched the book “Game Plan:  An Insider’s Guide to Effective Career Assessment”, along with his co-author, Liz Willis.

Three Strategies for Avoiding Career Isolation

If you’re feeling alone and isolated, chances are you need to reach out more to others. Here are three powerful ways to connect.

Do you ever feel like you’re cut off from the information you need to advance your career? That you’re
completely alone in your career quest or job search? What you’re experiencing is career isolation, and if
you don’t guard against it, it can keep you permanently on the other side of success.
Fortunately, you do not have to face the career search alone. There are many ways to connect with
others that can lead to new friendships and new career possibilities. Three proven ways are expanding
your network, finding a mentor, and forming a success team or advisory committee.

Expand your Network

Reaching out to others through networking is a proven way to expand your horizons and avoid career
isolation. When you think about networking, don’t just think about your job search. Think about all
aspects of your life—career, friendships, learning, spiritual growth, recreation, family, and community.
This is your “circle of connection.”
Now, think about ways you can start to connect in these areas of your life, and write them down. As you
do this, you will find that there is some overlap. For example, you may decide you want to make new
contacts in your field and also gain some key skills to revitalize your career. Joining a professional
association can meet both these needs, and also result in new friendships.
Perhaps the best networking resource I’ve seen in recent years is the book The 20-Minute Networking
Meeting. Marcia Ballinger with Nathan Perez provide a compact, step-by-step process for not only being
a more effective meeting manager but someone able to turn their network contacts into great
advocates or “evangelists” for your campaign.

Find a Mentor

When you’re in career transition, a good mentor can smooth the way by helping you identify your
strengths, point out opportunities you may have overlooked, and help you strategize your next steps. A
mentor can also help you distinguish “pie in the sky” from reality—invaluable information when you’re
on the outside looking in.
The keys to finding the right mentor are communication and trust. You should be able to discuss career
issues openly and honestly. So, start with a discussion about what the two of you need, and expect to
get, from the relationship. While you may have different personal styles, it’s important that you have
common interests and are comfortable working together.
Many professional organizations create mentoring-protégé opportunities. Today, it’s all about
development and quickly gaining real-world experience. A mentor may give you this kind of boost.

Form a Success Team

Another valuable strategy is forming a success team or advisory committee. In their book Teamworks!,
Barbara Sher and Annie Gottlieb describe the process of setting up a group of peers who can help each
other with brainstorming and problem-solving on career and other life issues.
Success teams are not only a way to get out and meet others, they are also an excellent opportunity to
develop your own leadership and mentoring abilities. In success teams, everyone benefits, because
many heads are put together to solve problems and offer solutions. Such teams are the ultimate
antidote to career isolation. They can also be “the family you wish you had,” providing support and
comfort when you’re discouraged or under stress.
Don’t let career isolation keep you from success when help is readily available. Use one or all of the
above strategies to reach out to others, and both your career prospects, and your life in general, will
benefit.

Dean R. DeGroot is a licensed psychologist career consultant and owner of Innerview Consulting. His efforts have allowed others to gain new tools and insights and explore new possibilities for social and career connection. Dean possesses a master’s degree in Behavior Analysis & Therapy from Southern Illinois University at Carbondale. He has been involved in post-graduate work at the Carlson School of Management located at the University of Minnesota. Dean has published journal articles in the UK on career practices. He is also Past President of the Minnesota Career Development Association (MCDA).

Getting Noticed in the Employment Market

Focus your energy, expand your network, improve your presentation—and watch your job search take off.

Although we currently have a job market where there are more openings than job applicants, there’s always a challenge of getting noticed for opportunities that you wish to get noticed for. Here are three ways to ensure you’re moving forward and not just spinning your wheels.

Find a Focus for Your Search

As the saying goes, if you don’t know where you’re going, how will you know when you get there? Do you know, for example, what your job target is? What skills, abilities, values, and interests you bring to a position? What demand there is for the work you want to do? An effective search demands focus.
To understand yourself better, do a career self-assessment, take time to reflect on past
accomplishments, and write down things you’re passionate about. If you’re not good at this kind of self-reflection, ask a trusted friend, family member, or colleague for feedback. What do they see as your strengths, weaknesses, and possible roles? This may be a difficult but usually beneficial discussion.

Some government agencies can also provide resources for you job search, such as this link from the MN Department of Employment and Economic Development (DEED): https://mn.gov/deed/job-seekers/job-guide/

To learn more about a job target or current trends in the job market, commit to doing some serious research. Doing research of some kind is imperative. Online articles from magazine or newspapers sources, blog posts at various career sites, and even going to the library can still be a valuable place to find directories on industries and professional organizations.

If you’re looking for employment trends, here are some great links to consider:

Occupational Outlook Handbook: https://www.bls.gov/ooh/

Career One Stop: https://www.careeronestop.org/

O-NET:  https://www.onetonline.org/

Reach Out through Networking

If you’re isolated from others, your job search will be that much slower. If you don’t currently have a network, don’t despair. Start by asking your friends, family, or colleagues for help or referrals. This will give your job search some much-needed momentum.
In addition, take advantage of job transition groups in your community. These groups, which meet at work centers, libraries, and other venues, allow you meet others with similar goals, share ideas, and start building your network. Even during the Covid 19 pandemic, various job transition groups have met virtually or in person. Here are two sites to consider:

Wooddale Church has provided transition/search resources for decades: https://jobtransition.net/

Career Force has job support groups (MN): https://www.careerforcemn.com/workshop-category/job-clubtransition-supportnetworking-group

Perhaps the best networking resource I’ve seen in recent years is the book “The 20-Minute Networking Meeting”. Marcia Ballinger with Nathan Perez provide a compact, step-by-step process for staying focused in your networking meeting and winning people over as advocates of your search efforts.

Polish Your Presentation

As you start to get out there and interact with others, the way you describe yourself and what you offer becomes critical to your success. Two aspects of your presentation to be particularly aware of: articulating your key marketing points and polishing your nonverbal presentation.
To articulate your key marketing points effectively, you must have a clear idea of what you offer and how you’re different. This is where the focus mentioned earlier is critical. Know what value you bring that distinguishes you from the competition, and be able to communicate it concisely. Today, individuals need to understand the concept of “brand”, whether it’s in an interpersonal interaction or on your LinkedIn webpage. William Arruda & Kirsten Dixson illustrate the power of standing out in their book “Career Distinction: Stand Out by Building Your Brand.” As you interact with others during networking and at interviews, how you look, smile, sit, stand, and
make eye contact can all have a major impact. In addition, a positive attitude, confident voice, and good listening skills help drive your message and clinch that all-important interview.

If you’re a professional, most everyone uses LinkedIn to standout –a business/professional version of Facebook is how I describe to people unfamiliar with the site. According to Maddy Osman of the Kinsta Blog (February 17, 2020), there are nearly 740 million LinkedIn members across 200 countries, by far the best social network for lead generation that exists. People get noticed by writing articles/posts, making comments on others’ posts, and they can give you the appearance of being a “thought leader” or at least a capable expert. Each LinkedIn member provides a unique profile and this is where you can describe your strengths and “brand”. This will allow others to see what you “bring to the table”.

Regardless of good or bad market conditions, being focused, connected, and polished in your presentation, will enable you to be in a better position to get noticed and land the job that’s right for you.

Dean R. DeGroot is a licensed psychologist career consultant and owner of Innerview Consulting. His efforts have allowed others to gain new tools and insights and explore new possibilities for social and career connection. Dean has published journal articles in the UK on career practices. Recently he launched the book “Game Plan:  An Insider’s Guide to Effective Career Assessment”, along with his co-author, Liz Willis.

Five Steps for Discovering Your Personal Place

A key secret to career success is to discover who you really are and where you belong in life and work. Learn how.

Are you living out someone else’s idea of what you should be doing? Perhaps you’re stuck in a career
you worked hard at but that no longer makes you happy. Or maybe there’s something you’d really like
to do with your life, but the way you currently spend your days has no relation to that goal.
Finding your personal place is about living up to your potential. Below are five steps to get you moving in
that direction. By helping you see new possibilities and, in some cases, moving you outside your comfort
zone, these steps move you closer to your personal place:

  • Start with a career assessment. Trapped in a job that’s wrong for you? If so, you may not know
    your real strengths. By providing you with an objective overview of your aptitudes, personality,
    interests, and motivations, a career assessment helps you see yourself in a positive new light.
  • Tap into the wisdom of others. In their book Success Teams, Barbara Sher and Annie Gottlieb
    suggest forming a group of peers to give each other feedback on career and other issues. Success
    teams can help by challenging your beliefs, broadening your perspectives, and sharing invaluable
    resources.
  • Test-drive a possible career. Is there something you’ve always wanted to do? Give it a try! In
    Working Identities: Unconventional Strategies for Reinventing your Career, Herminia Ibarra argues
    that you can’t just think your way to a new career, you need to take action.
  • Get a reality check. It’s easy to spend our days in a fog, thinking we’re getting somewhere but
    really just spinning our wheels. A reality team—your success team or other objective advisors—can
    help you determine if what you’re doing now will get you to where you want to be.
  •  Consider your calling(s). As Greg Levoy explains in Callings: Finding and Following an Authentic
    Life, callings are those intuitive messages that come to us in dreams, longings, and random
    thoughts. If we listen closely, they can tell us important things about our place.
    As you can see, the ideas above—assessing your strengths, reaching out to others, trying new things,
    listening to your intuition—all involve increasing your awareness in some way. If you combine that new
    awareness with concrete goals and purposeful action, you’re sure to arrive at the place you’re meant to
    be.

Dean R. DeGroot is a licensed psychologist career consultant and owner of Innerview Consulting. His efforts have
allowed others to gain new tools and insights and explore new possibilities for social and career connection. Dean
possesses a master’s degree in Behavior Analysis & Therapy from Southern Illinois University at Carbondale. He
has been involved in post-graduate work at the Carlson School of Management located at the University of
Minnesota. Dean has published journal articles in the UK on career practices. He is also Past President of the
Minnesota Career Development Association (MCDA).

Do You Have a Velveteen Career?

This poignant children’s tale can teach us much about discovering our authentic selves and making the most our lives.

In The Velveteen Rabbit, a young toy rabbit feels different and less valued—less real—than the other
toys in the boy’s nursery. But when the boy starts playing with him exclusively, the rabbit suddenly feels
loved and appreciated. Later, however, as the boy recovers from scarlet fever, the rabbit is discarded for
a newer, cleaner toy.

Luckily, a magic fairy rescues the rabbit from the trash pile and takes him to the meadow where the real
rabbits live. There, she transforms him into a live rabbit, and suddenly he’s able to run, jump, and play
just like the other rabbits. Finally he is real.

Career Lessons from The Velveteen Rabbit

In the current job market, it’s easy to feel like the rabbit. Maybe your company is going through a
“reorganization.” Just when you’re feeling settled and loved and respected, out to the trash pile you go,
replaced by a younger, fresher, less worn-out newcomer.
Like the rabbit, your task now is to become more “real”—to discover work you’re passionate about and
an environment that truely suits you.
Here are three suggestions to help you in your quest:

  • Learn what’s “real” for you. What will give you “hind legs”? A brand new career? A job that
    affirms your key values? Work that allows you more control or influence? Greater work/life
    balance?
  • Ask for help when you need it. Tap your network. In his search for an identity, the rabbit
    learned from others along the way: the Skin Horse and other toys in the nursery, the boy, and
    the magic fairy.
  • Identify your true “clan.” What field or work environment makes most sense for you? The
    rabbit never forgot his experience with the boy. But when he joined the rabbits, he knew he had
    found his true home.

Unlike in the story of the velveteen rabbit, there won’t be a magic fairy to rescue you, so you’ll have to
engineer your own transformation. But you do have it within your power to learn what you’re made of.
And if you follow your passion and connect with others who share that passion, you, too, can become
more real.

Dean R. DeGroot is a licensed psychologist career consultant and owner of Innerview Consulting. His efforts have
allowed others to gain new tools and insights and explore new possibilities for social and career connection. Dean
possesses a master’s degree in Behavior Analysis & Therapy from Southern Illinois University at Carbondale. He
has been involved in post-graduate work at the Carlson School of Management located at the University of
Minnesota. Dean has published journal articles in the UK on career practices. He is also Past President of the
Minnesota Career Development Association (MCDA).

Bullying References and Resources

This list provides a great overview of resources on the subject of workplace bullying along with strategies and coping behaviors to survive.

  • Davenport, N., Schwartz, R.D., and Elliott, G.P. Mobbing: Emotional Abuse in the American
    Workplace. Civil Society Publishing, Collins, IA, 2005.
  • Futterman, S. When You Work for a Bully: Assessing Your Options & Taking Action. Croce
    Publishing Group, Leonia, NJ, 2004.
  • Garms, E. The Brain-Friendly Workplace: 5 Big Ideas From Neuroscience to Address
    Organizational Challenges. ASTD Press, 2014.
  • Kusy, M. & Holloway, E. Toxic Workplace! Managing Toxic Personalities and their Systems of
    Power. Jossey-Bass (John Wiley & Sons, Inc.), San Francisco, CA, 2009.
  • Namie, G. & Namie, R. The Bully at Work: What You Can Do to Stop the Hurt and Reclaim Your
    Dignity on the Job. Sourcebooks, Inc., Naperville, IL, 2nd Edition, 2009.
  • Namie, G. & Namie, R. The Bully-Free Workplace: Stop Jerks, Weasels, and Snakes from Killing
    Your Organization. John Wiley & Sons, Inc., Hoboken, NJ, 2011.
  • Rozakis, L & Rozakis, B. The Complete Idiot’s Guide to Office Politics. Alpha Books, Indianapolis,
    IN, 1998.
  • Ryan, K.D. & Oestreich, D.K. Driving Fear Out of The Workplace. Jossey-Bass Publishers, San
    Francisco, 1991.
  • Seligman, M.E.P. Learned Optimism: How to Change Your Mind and Your Life. Pocket Books,
    New York, 1998.
  • Simmons, R. Odd Girl Out: The hidden Culture of Aggression in Girls. Harcourt Books, San
    Diego, CA, 2002.
  • Sutton, R. The No Asshole Rule: Building a Civilized Workplace and Surviving One that Isn’t.
    Warner Business Books, NY, NY, 2007.
  • Watkins, M. The First 90 Days. Harvard Business School Press, Boston, 2003.
  • Workplace Bullying Institute: http://www.workplacebullying.org/