Favorite Friday Radio Interviews with Job Talk America

Favorite Friday Radio Interviews with Job Talk America I regularly do interviews on the radio here are links to 4 Ive done for Job Talk America: 10-12-10: The Simple And Important Steps To Start Blogging To Help You Get A Job 6-30-10 : How To Get Noticed Among 40,000 People In Linkedin 6-23-10: How To Use Facebook To Get A Job 6-15-10: Your Job Search Data Is All Over The Place. Now What Do I Do? I like interviews but dont do them as often as I did when the LinkedIn book first came out. I hope you enjoy these short interviews Favorite Friday Radio Interviews with Job Talk America I regularly do interviews on the radio here are links to 4 Ive done for Job Talk America: 10-12-10: The Simple And Important Steps To Start Blogging To Help You Get A Job 6-30-10 : How To Get Noticed Among 40,000 People In Linkedin 6-23-10: How To Use Facebook To Get A Job 6-15-10: Your Job Search Data Is All Over The Place. Now What Do I Do? I like interviews but dont do them as often as I did when the LinkedIn book first came out. I hope you enjoy these short interviews

4 Candidate Warning Signs for Startups Recruiting Sales Talent

4 Candidate Warning Signs for Startups Recruiting Sales Talent As challenging as effective recruiting can be for any industry, trying to find high-quality sales talent may be one of the hardest tasks facing any hiring managerâ€"especially for a startup. After all, a world-class sales team can make all the difference in your ability to effectively find new clients, improve customer satisfaction, and grow your business. There are plenty of valuable attributes hiring managers should look for in a successful sales professional, including coachability, shared values, and other traits that will allow them to easily blend with your team. Unfortunately, there are some things that show up through the hiring process that frequently receive a lot more weight than they should. Hiring managers may get excited when these topics come up, but in reality, some of these attributes may not actually make that much of a difference. In some cases, they could actually have a negative effect on your future sales results. With that in mind, you should proceed with caution when considering the following factors during your hiring process: 1. Industry-specific experience only matters so much Yes, industry-specific experience can be a valuable bonus when hiring new sales talent. Unfortunately, many hiring managers have a tendency to let the fact that someone once worked for a similar company overshadow attributes and experiences that are actually much more important. For example, while a sales candidate may have prior experience selling digital marketing software, that doesn’t mean that they have the capabilities to sell your digital marketing software. After all, there’s a big difference between pay-per-click marketing campaigns and social media management tools, even though they both fall under the same umbrella of digital marketing. The differences in what companies in the same industry offer can impact everything from your sales cycles and price points to your target audience. While industry-specific experience can be valuable, a better bet is to look for individuals whose experience includes selling products or services that are directly comparable to yours in terms of pricing, value propositions, and target audience. 2. A history of non-sales positions at other startups can be troubling Not all sales jobs are created equal. In fact, some sales professionals don’t spend any of their time acquiring new customersâ€"rather, they make a living by taking care of preexisting customers and ensuring their continued satisfaction. Or they might serve in a managerial position, overseeing the work of a sales team rather than making sales themselves. While there’s nothing wrong with those types of responsibilities, most startups are far more worried about building that customer base in the first placeâ€"as they should be. A sales professional whose prior experience landed more in the “caretaker” or managerial side of the industry may have made countless calls each day, but that doesn’t necessarily translate to the ability to demonstrate the ins and outs of your product and close a sale with a potential client. So how do you avoid this sales hiring pitfall? Dig deeper into a sales candidate’s experience. If their prior work at other startups doesn’t include the exact type of sales tasks you need help with, you’re probably better off looking elsewhere. 3. A difference in sales cycle preference is cause for concern Each company has its own unique sales cycle, and if you don’t pay careful attention to these differences during the hiring process, it could result in quick burnout for your new hire and less-than-stellar sales results. This ties in to the point regarding industry-specific experience, namely that different products and servicesâ€"even in the same industryâ€"often result in vastly different sales processes. There are few areas where this more apparent than in the sales cycle. While some companies are able to utilize a short sales cycle where team members can close a sale in a single call, others might require a more gradual approach. This is especially true of B2B software companies. Some offer a free 30-day trial as part of their sales funnel, while others get customers to make a full purchase or subscription after a single in-person presentation. Even though the products are similar, the sales cycle is completely different. A sales representative may have excelled in a one-call sales environment, but that doesn’t necessarily mean they have the unique skill setâ€"or the patienceâ€"that is often required when dealing with a longer sales cycle. The closer of a match you can find, the better. 4. A ‘big name’ from a ‘big company’ means little It’s something we see all the time in business, politics, and even the sports world. An organization will look to a “big name hire”â€"a well-known individual with a track record of success with an equally well-known company or team. You’ve probably been tempted to look for a similar hire to boost your company’s panache and results. However, when it comes to startup hiring, going for a “big name” from a “big company” is probably one of the last things you should do. Famous, well-established brands and startups are worlds apartâ€"and not just in their levels of market penetration. Sales representatives at big-name companies have a lot of luxuries that startups simply can’t offer, like pre-existing contracts and established marketing departments with a huge swath of resources. Startups generally don’t have either of these thingsâ€"in fact, sales representatives at startups are often forced to rely on talent and determination alone as they build a client base for their company. A sales representative coming from a large company could have a difficult time adapting to the startup mentality and struggle as a result. Rather than looking for an expensive “big name” hire, you’ll likely get better results by looking for individuals with quality experience helping other startups get off the ground. Conclusion Finding top sales talent isn’t always an easy task. But as you watch out for these hiring pitfalls, you can more effectively screen applicants and find the sales professionals who will actually make a positive difference for your company. Main image Credit: Pexels

Leadership Development is All About Layering Marla Gottschalk

Leadership Development is All About Layering Marla Gottschalk Photo by Joel Jasmin Førestbird on Unsplash The challenge of developing leaders can loom as a daunting prospect. Contributors arent prepared to lead others when the opportunity arises, and the cascading effects quickly compound. One reason that might explain the predicament, is an underlying belief that early career experiences and leadership roles are completely distinct entities. In reality, many of the skills required for success at various career levels, overlap and remain critical over time. If we could approach development as a layered phenomenon â€" building core strengths over a longer period of time â€" we could take a fresh approach to development. Leadership readiness doesnt materialize as the result of completing an inflexible, structured development program. Becoming a capable leader is an evolution â€" a co-mingling of training, coaching, and exposure to the types of challenge that offer the opportunity for both insight and growth. As discussed in the research of Zenger/Folkman, we have made a habit of unwisely delaying when developing leaders. While we often begin managing others in our 30s â€" focused leadership development may not begin in earnest until much later. This creates a precarious skill gap, which can leave an organization both under-powered and unprepared. In fact, we should begin nurturing future leaders much sooner, reinforcing key skills acquired along the way. This would address the layering of skills necessary to build a strong potential leader bench. Identifying potential leaders in this manner, has a number of key strategic advantages; the first of which is improved succession planning. Additional research discussed at HBR, illustrates this layered dynamic quite clearly. Some of the skills required to progress through levels of management, may be more stable than previously considered. While specific skill emphasis may change with level â€" certain skill sets remain front and center for the long-haul. Thinking strategically, for example, is a perfect case in point as it is often associated with high level leaders. But, as discussed by the researchers, there are a set of skills that are critical to you throughout your career. And if you wait until you’re a top manager to develop strategic perspective, it will be too late. Testing developing capabilities with techniques such as stretch assignments (aligned with organizational initiatives and coupled with their current role) should also serve as an integral part in development. This offers opportunities test skills on the open road. However, within modern organizations, retaining talent longer-term, becomes a critical obstacle. Here, transparency and a mutual exchange agreement become crucial. We should consider making a commitment to those with considerable promise openly â€" offering the stability they need to hunker down and become emotionally invested. Here are few other early development topics we could consider: Delegating. Often a sticky subject, delegating confidently demands that we strike a delicate balance between time and control. If we dont allow others the opportunity to handle the tasks at hand, we risk squelching motivation and our own potential to lead. Persuasive Communication. Becoming an effective communicator remains a core skill set throughout our work lives. This becomes especially critical as we move toward leadership positions. Conflict Management. The capability of facing difficult or uncomfortable challenges, head on â€" is critical. Developing this skill often takes time and mentored practice to master. Awareness of Functional Links. Organizations are comprised of many moving parts. Becoming keenly aware of the inter-dependencies is a critical skill as we move toward a leadership roles. Alliance Building. Leading is essentially knowing how to collaborate and build positive, lasting bonds with those that around you. If you cannot inspire energy toward a meaningful goal, your leadership quotient is limited, at best. Global Awareness. In this day and age, leaders need to consider global reach. Developing a honed industry-wide perspective, is vital to move forward. Idea Management and Intrapreneurship. Team contributors desire opportunities to explore their ideas and spread their wings. Having the ability to identify, evaluate, champion and execute the ideas of the team, is critical. What are the challenges your organization faces with leader development? Please note: This post previously appeared at LinkedIn. It was time to share this content here. Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a charter member of the LinkedIn Influencer Program. Her thoughts on work life have appeared in various outlets including Talent Zoo, Forbes, Quartz and The Huffington Post.

What we can learn from the lies people tell

What we can learn from the lies people tell I love watching people lie. I know that I probably have the same feelings the liars do, the feeling of being stuck. I like to think about what I do when I have that feeling, how people cope with it, and how much pain we can handle before we become our worst selves. Lately, I’ve been thinking about these lies and the feelings that provoke them: 1. The lie about expectations.   Have you heard of Ashley Madison? Its the site that caters to married people who want to cheat on their spouse. We could debate about the ethics of that business model (or this one), but I think Ashley Madison might have made up for their questionable ethics by using their data to provide one of the biggest insights to marriage problems that Ive read in a while: Guess which is the second most popular day of the year for women to sign up for Ashley Madison? Im leaving a blank spot for you to guess. The second most popular day of the year for women to sign up for Ashley Madison is the day after Mothers Day. That report was a major surprise to me. But just think: Women want to be appreciated for being a mom. In a world where women have more power and more opportunities than ever before, what they want, still, is to be appreciated for where they are devoting their time and energy. Whatever a woman is doingworking long hours outside the home, staying at home with one kid and a nanny, or anything in betweenthe woman perceives that she is putting a large amount of her intellectual and emotional energy into parenting and she wants recognition for that. The outside world does not value parenting openly, it only values earning money. So its up to a spouse to recognize a parent for parenting. When I coach people and they tell me they want to focus on work issues instead of relationship issues, I remind them that if you get a divorce, your career options shrink fast because you have to support two families.  Your earning power goes down and your power to control your own life goes down. So Mothers Day is really a career issue. If you want to keep your career options open, tell your spouse you appreciate her. But the biggest lie in all of this is that women tell themselves Mother’s Day doesnt matter. The reason men ignore Mothers Day is because the women dont say, Mothers Day is important and heres what I want you to do.  Thats fine. Its fine to tell your spouse what you want. This is true in most of lifetell everyone what you want from them. Youre much more likely to get it. And much less likely to have to lie about the decisions you make later. 2. The lie about inadequacy.   It turns out that Scott Thompson, the new CEO of Yahoo, lied on his resume. Thats right. His degree is in accounting, but he added computer science, which is, of course, much more relevant to the high-flying jobs hes held. Which goes to show that no one is immune to having feelings of inadequacy. This is important to remember when youre managing up. Making sure the people above you in your organization love you is probably the most important part of your career, because if you do great work but you annoy everyone, people wont care that you do great work. The key feature of managing up is finding your bosss weakness.  Many of you work for supremely confident types. But Thompson shows us that no one, really, is supremely confident. And while everyone wants help, not everyone asks for the help they need. Thompsons been lying on his resume for a long time. Which is, of course, how it goes with lying. You start the lie, when you think its a small, innocuous lie, but then you have to keep lying, and you never really know how big the lie will get. Theres a great childrens book about this topic, where the lie turns into a monster and follows the boy around. 3. The lie about fear. I think a lot of people resist hearing what is true because they dont want to have to face that theyre wrong. For example, people love to mock the idea of managing your personal brand. They say how stupid it is, and how transparently self-obsessed it is. But the truth is that people want to be able to find out about you easily, and the people who malign the idea of personal brand simply dont want to take the time to help people find out about them. It requires learning to be good at something new and people dont want to hear that they have to do that. Homeschooling is another example of a truth people dont want to hear. Its so incredibly clear that the education reform movement favors individualized learning. And people pass over that information as if its impractical. But you can do whatever you want with your own kids. You can give your kids the opportunity to learn on their own, which is exactly what experts advocate that you do. Its just that many people dont want this to be true because it undermines how they planned on educating their kids. They don’t want to be wrong about what’s best. The thing is, its okay for personal branding to be a must-have career skill and still you dont have it. Its okay for homeschooling to be definitely a better education for your kids and still youre not doing it.  It’s ok to be wrong. Admit you’re wrong and then consider a new choice. Which brings me to plastic surgery. I was wrong about this. I looked at the research about good looks and drew the conclusion that since good looks give you an advantage in everything, everyone should get plastic surgery. But when I asked Gordon Patzer, the king of attractiveness research, about my theory, he said that in fact, plastic surgery does not make people better looking in other peoples eyes. You still are what you are to other people. Which means that plastic surgery is useless. And, forget those self-esteem arguments as well. The Wall St. Journal reports that women who get plastic surgery are likely to have poorer body image than women who dont get plastic surgery. And the plastic surgery does not help. Their poor body image persists. Not that this information doesnt stop me from obsessing about looks. And the photo up top is one of the 10,000 photos Ive sent to Melissa to have her fix my outfit.  But now I know that getting a chin implant is like getting a salary increase, really: You are happy for awhile, and then you go back to whatever happiness level you are usually at. Salary doesnt increase your baseline happiness and neither does plastic surgery. So I was wrong. And Im telling you this to let you know that its okay. Because the first step to finding the truth is to realize that it is okay to be wrong.

#DebutTalk Twitter Chat - Company Culture

#DebutTalk Twitter Chat - Company Culture Were going to say this right here, right now. Company culture can truly make or break a business for what is a company without a productive and happy workforce? A great company culture is difficult to achieve. So this week we enlisted the help of FDM Group, a firm that prides itself on its great company culture, to provide us with their sage wisdom. We were also joined by Jeffery Lovejoy, FDM Groups UK and Ireland Recruitment Manager.Read on for the best insights from last weeks #DebutTalk: Q1. What does a great company culture look like? Our hosts said: A1. A great company culture inspires greatness in all. It’s one people want to talk shout about both inside outside work #DebutTalk https://t.co/sW80TaBjlF â€" FDM Group (@FDMGroup) February 16, 2017 A1 Watch the team in action. Do they have the pep to their step, smile, Laugh, but work hard too. if so apply! #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A1 2/3 When researching a company go visit them on sight! Many companies like @FDMGroup run open evenings. #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A1 3/3 Open evenings are a great opportunity to be able to see the Company culture 1st hand and gain some insight. #DebutTalk #FDMcareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A1 If the company supports your learning and development, its probably a company worth staying with #debuttalk #fdmcareers â€" Kate Francey (@kvfrancey) February 16, 2017 Our #DebutTalk participants said:   A1 Fun, collaborative, supportive and as interested in your personal development as the organisations outputs #Debuttalk @DebutCareers â€" Cat Turhan (@cattyfantastic) February 16, 2017 A1 Its when every employees voice is heardrespected. A place of creativityteam work, where youre happy to walk in every day #DebutTalk â€" OlgaK. (@KoolMissOK) February 16, 2017 A1) Ideally should feature: Mass collaboration Learning networking opportunities Advocacy Beers #DebutTalk â€" Alex Bourgeois ???? (@wakanouka) February 16, 2017 A1. It looks open. Where employees feel safe, listened to. A company whos vision has a strong buy-in from the employees. #DebutTalk https://t.co/19NnyLOZPY â€" Brenda Wong (@brendaisarebel) February 16, 2017 A1: There is no barrier between the highest and lowest levels in the company you feel at ease knowing you are valued regardless #DebutTalk https://t.co/TC6wtxce2y â€" Hiran Adhia (@Hiran_Adhia) February 16, 2017 Q2. Should transparency be a key part of every company’s culture? Why/Why not? Our hosts said: A2. W/out transparency, people loose trust. Our @juicerio social feed to puts our culture on display #DebutTalk https://t.co/OEyWhG6H7P https://t.co/xp6aXW9lET â€" FDM Group (@FDMGroup) February 16, 2017 A2 Yes! Finding the right career is like finding the perfect marriage both parties needs to say I do! Its about fit #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A2 2/3 You have to remember that at the end of the day you want to be happy and enjoy what you do. #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A2 3/3 A company with a strong culture that matches you as a person. Thats when you find the perfect career marriage #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Our #DebutTalk participants said:   A2: It would be ideal! Transparency can really amp up the trust you have internally externally and deepen relationships! #DebutTalk https://t.co/hj2plYmjFW â€" Sorfina Shamsudin (@SorfinaMusic) February 16, 2017 A2. Yes! Being open, honest allowing colleagues to voice their opinions develops trust and stronger relationships??????#DebutTalk https://t.co/4RI8UDfFjB â€" Fumi (@FumiETC) February 16, 2017 A2: at the risk of being a contrarian, transparency is gr8 but with limits. You cant have 100 people trying to cook a meal. #debuttalk â€" Michele Trusolino (@MrTruso) February 16, 2017 A2: Ideally yes, however this is often not the case, especially in big companies with a lot of layers. #DebutTalk https://t.co/s5HEPhOpxE â€" Cristina Astorri (@Ascrissy) February 16, 2017 Q3. Is it easier to create a great company culture in a small company? Our hosts said: It may look easier in smaller companies, but if your values are wrong, your culture will reflect that, big or small #DebutTalk #FDMCareers https://t.co/VuRNWp7JOd â€" FDM Group (@FDMGroup) February 16, 2017 A3 Big or Small it doesnt matter. Culture needs to come from the top down. Those at the top set the standard. #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A3 2/3 Yes its easier in a smaller company but some of the best cultures Iv seen have been from Global Companies #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A3 3/3 Global Companies that have strong company cultures make it apart of their DNA. Thats just who they are. #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Our #DebutTalk participants said:   @DebutCareers A3. Often. Easier for different layers to get to know each other etc. But that’s no excuse for big ones not to try. #debuttalk â€" Zaki Dogliani (@ZakiDogliani) February 16, 2017 @DebutCareers A3: Easier because its less people to include, but also perhaps harder with less resources at your disposal. #DebutTalk â€" Elizabeth Hurst (@BethHursty) February 16, 2017 A3. You dont have to know everyone for a great culture. Strong company values can be strong enough to feel part of it #DebutTalk â€" Ellie Taylor (@ellietayloruk) February 16, 2017 A3. Never really thought about it until tonights #DebutTalk but honestly bad company culture can actually halt your ability to enjoy life! â€" Miss Sophie (@letsdostuffs) February 16, 2017 Q4. Name an organisation with a fantastic company culture, and tell us why. Our hosts said: A4 Loads check out @FDMGroup @Virgin both with One thing in common Work Hard Have fun attitude with strong values #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Great point! It’s about balancing hard work with fun moments like a #mannequinchallenge #DebutTalk #FDMCareers https://t.co/YcpHVNLpbp https://t.co/W7u3muKcO2 â€" FDM Group (@FDMGroup) February 16, 2017 I couldnt agree more. They make you feel like family even though your not apart of the company. #debuttalk https://t.co/xGMDY30cnM â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Our #DebutTalk participants said:   A4: @Skyscanner! Flexible working conditions, healthy work-life balance, big on personal development, collaboration innovation #DebutTalk https://t.co/OTIHcgRxJ0 â€" Sorfina Shamsudin (@SorfinaMusic) February 16, 2017 @DebutCareers 100% @nextofficial. A great retailer to work for. Super supportive whilst I was at uni and just great teams #DebutTalk pic.twitter.com/TmkzJpHaFY â€" Tom Wakelin ?? (@T_Twake) February 16, 2017 Other than @DebutCareers ofc, I feel @DeloitteUK has a good culture, due to their treatment of candidates during recruitment #DebutTalk â€" Sonali Gidwani (@sonaliggidwani) February 16, 2017 @DebutCareers cheesy, but @MicrosoftUK its the only company Ive interviewed at that made me feel 100% comfortable being me #DebutTalk â€" Ben Donkor ?? (@FR314) February 16, 2017 Q5. How important is company culture for the success of a business? Our hosts said: .@DebutCareers A5. Incredibly important! No one wants to work for or with a company with an awful culture #DebutTalk pic.twitter.com/bdENgRMX0j â€" FDM Group (@FDMGroup) February 16, 2017 A5 When a company has the right culture it drives the right behaviour which creates more #Opportunity for employees #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Our #DebutTalk participants said:   A5. Company culture is crucial for employee productivity and happiness. If companies arent looking to improve this, leave! #DebutTalk â€" Brenda Wong (@brendaisarebel) February 16, 2017 @DebutCareers A5. It definitely has an impact on productivity, motivation and can deliver great results. #DebutTalk â€" Sonali Gidwani (@sonaliggidwani) February 16, 2017 A5 Very. If you feel valued as an employee, you are more productive and make the companys mission your own. #DebutTalk @DebutCareers â€" OlgaK. (@KoolMissOK) February 16, 2017 A5: Its imperative especially when there has been a restructure or a change of leadership. If the team isnt working well then ??#DebutTalk https://t.co/g1Hl8Y1lfF â€" Monique Perks (@MoniquePerks) February 16, 2017 Q6. Is company culture purely about employee happiness? Our hosts said: A6. Much bigger than just staff happiness. A great culture inspires and impacts others, like partners and clients #DebutTalk #FDMcareers https://t.co/P9dMq3ppVg â€" FDM Group (@FDMGroup) February 16, 2017 A6 1/2 Company culture also drives consumer customer experience behaviour which will drive the businesses forward #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 A6 2/2 Look @Apple for example. One of the most popular brands in the world and their company culture drives Consumer behaviour #DebutTalk â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Our #DebutTalk participants said:   A6.Happiness isnt everything. Its about empowerment, encouraging learning, working towards building a great legacy together #DebutTalk https://t.co/2bTQGMQujs â€" Brenda Wong (@brendaisarebel) February 16, 2017 @DebutCareers nope, but its often linked to happiness. Your company should foster a culture of learning, improving yourself #DebutTalk â€" Ben Donkor ?? (@FR314) February 16, 2017 @DebutCareers A6: Im really sick of the rhetoric of millennials want ping pong tables like yes I want perks but also substantial things â€" Elizabeth Hurst (@BethHursty) February 16, 2017 Q7. Bonus Question: Tell us about your workplace company culture experiences. Our hosts said: A7. At #FDMcareers we encourage more than just hard work. CSR campaigns like #Movember inspire competition and fun! #DebutTalk #FDMCareers pic.twitter.com/LdY6xT7qiy â€" FDM Group (@FDMGroup) February 16, 2017 A7 @FDMGroup we work hard to focus on inspiring #Graduates #Digitalcareers and have a fun working environment #DebutTalk #FDMCareers â€" Jeffery Lovejoy (@JefferyLovejoy1) February 16, 2017 Our #DebutTalk participants said:   @DebutCareers A7. @youngposthk @IISuperwomanII #DebutTalk #fdmcareers couldnt fit my excitement into 140 characters ?? pic.twitter.com/0mOJ1iEMBf â€" Sonali Gidwani (@sonaliggidwani) February 16, 2017 A7: American workplace culture is VASTLY different to the UK. I think it is more about the individual #DebutTalk https://t.co/shp30kaYcJ â€" Monique Perks (@MoniquePerks) February 16, 2017 Next weeks topic: A topic close to our hearts for next weeks #DebutTalk: Mental Health at Work. Were looking forward to seeing you all there! pic.twitter.com/SGAz2CNWjK â€" Debut (@DebutCareers) February 16, 2017 Join us for a much needed chat about mental health at work! You can RSVP to our Facebook event here. Images via Pexels, Unsplash Download the Debut app and  get Talent-Spotted by amazing graduate employers! Connect with Debut on Facebook and Twitter