Brazen careerist

Where ambitious young professionals connect and grow

cory huff

Portland, Oregon

Netbiz.com

Marketing

The Abundant Artist

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Groups (6)

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Ryan Paugh My Twitter widget on my blog stopped working about the same time that Twitter launched their new look. Can anyone out there help me fix it? Not sure what I should do ...

68 weeks ago from Blogging and Wordpress Bloggers

cory huff: Did you try erasing it and reinstalling?
68 weeks ago

Ryan Paugh: Turns out that Twitter Tools made some updates so I had to reset a bunch of stuff. Very annoying, but I was able to fix the problem. Took me ...MoreTurns out that Twitter Tools made some updates so I had to reset a bunch of stuff. Very annoying, but I was able to fix the problem. Took me about 15 min. Thanks for responding Cory.
68 weeks ago

cory huff Planning a Social Media Strategy: Thursday October 21 at 12:30 PM http://cintamedia.com/social-media-company-portland/social-media-meetup

68 weeks ago from PDX Brazen Careerists

cory huff Planning a Social Media Strategy: Thursday October 21 at 12:30 PM. Keybank building 1222 SW 6th Ave http://cintamedia.com/social-media-company-portland/social-media-meetup

68 weeks ago

Benjamin Jancewicz Hey guys, If you're in between jobs, consider freelancing! A new freelance group has been created for employers to post up temporary work. Check it out! http://www.brazencareerist.com/network/hire-a-freelancer

108 weeks ago from JobSTART 101

cory huff: thanks for this!
108 weeks ago

Alexandra Levit: Great suggestion, Ben, thanks!
108 weeks ago

Coach Al Johnson Hi Inspiratude fans. Lets debate among us... What do you professionals struggle with more? A) Lack of experience B) Lack of tenure C) Lack of title D) Lack of confidence Let me know what you think? See YOU at the top, Coach Al Johnson www.coachaljohnson.com www.inspiratude.com

109 weeks ago from Inspiratude Coaching Solutions

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Scott Rafferty: I would have to say that there are two categories that are more within your control, and two that aren't. I struggle with the two that aren't.

I ...MoreI would have to say that there are two categories that are more within your control, and two that aren't. I struggle with the two that aren't.

I think that within the contexts of an organization, tenure and title are more important to the (generally) older leadership than they are to young employees. The old hierarchical ideology (and great fallacy) is that title and tenure determine competency. So when you haven't been at an organization long enough to get these two under your belt, it can be hard to build credibility with some.

The two that ARE within my control are "Experience" and "Confidence." If I am not experienced with something, the onus is on me to go out there and create those experience-building opportunities. And confidence is internal to each individual, and is usually a combination of knowledge and experience.
96 weeks ago

Barbara Hall: I struggle with getting no respect from other employees. My boss is confident in my abilities and the work I produce. He respects me. However, I ...MoreI struggle with getting no respect from other employees. My boss is confident in my abilities and the work I produce. He respects me. However, I work in a very small office and everyone else who works here has been here for almost 30 years! There are a handful who give me zero respect no matter what I can prove or show. And unfortunately I don't think there is much I can do to change their opinion of me.
My work is very different from theirs (I am the only person in the "marketing dept" and the first "creative" to work at this company) So I think its just a misunderstanding of what I actually do all day.
96 weeks ago

cory huff @agoodhusband

110 weeks ago from Brazen Careerists on Twitter

Coach Al Johnson For now we are the mighty three, but this group will certainly grow with time. Lets see if together we can attract 100 active members by Jan 15th! First conversation question - what do you all do to "Take Ownership" of your career vs. hoping someone else will come along and manage it for you? See YOU at the top, Coach Al Johnson www.coachaljohnson.com

111 weeks ago from Inspiratude Coaching Solutions

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Coach Al Johnson: Cory - thanks for sharing. Is this all 100% verbal, or do you use any templates/documents?

Barbie / Garrett - how about you guys!

@Garrett - ...MoreCory - thanks for sharing. Is this all 100% verbal, or do you use any templates/documents?

Barbie / Garrett - how about you guys!

@Garrett - welcome to the site and group my fellow Grainger-ite!

See YOU at the top,
Coach Al Johnson
www.coachaljohnson.com
111 weeks ago

cory huff: Good question Al. I usually document everything I suggest.
111 weeks ago

Ryan Paugh With all of the great debate going on in this network, I think it would be really cool if we could channel that energy to come up with a running list of attributes Gen-Y looks for in a company. Please share your thoughts by clicking the Reply button on this comment.

111 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Lindsey Donner: For me, the top qualities I look for in an employer or company are:

(1) Schedule flexibility;
(2) Management that rewards results and talent, not ...MoreFor me, the top qualities I look for in an employer or company are:

(1) Schedule flexibility;
(2) Management that rewards results and talent, not seniority.
(3) As others have also noted - a commitment to managing and mentoring talent.

It's my belief that most companies should strive to meet those 3 items, but I realize I'm unusual in that I have worked mostly for small companies - some larger corporations are still stuck in a more traditional mode, and if it works for them, we can't necessarily assume they'll change - YET!
101 weeks ago

Christopher Lomas: We regularly see the following as essential:
1. Clear, Fair EXPECTATIONS set
2. TRUST given
3. OWNERSHIP shared
4. an opportunity to develop their ...MoreWe regularly see the following as essential:
1. Clear, Fair EXPECTATIONS set
2. TRUST given
3. OWNERSHIP shared
4. an opportunity to develop their unique IDENTITY
98 weeks ago

Coach Al Johnson Hi all. I lead the Talent Management pillar of my company's (W.W. Grainger) Generational Business Resource Group. One of the things we are discussing is how to make Grainger more relevant for Gen Y and Millennials. Curious to hear from you all - what are two or three things that are important for a company to offer for you to want to work there? See YOU at the top, Coach Al Johnson www.coachaljohnson.com

111 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Christopher Lomas: Al, be TRANSPARENT about how they can progress. Let them see their career journey. So often we see Gen Y leave in clients we work with simply ...MoreAl, be TRANSPARENT about how they can progress. Let them see their career journey. So often we see Gen Y leave in clients we work with simply because they couldn't visualise how they 'could' stay.
98 weeks ago

Christopher Lomas: Also, re mentoring/ career coaching Gen Y, we have built a model at Naked that we have beta tested successfully with a load of Gen Y and taken in ...MoreAlso, re mentoring/ career coaching Gen Y, we have built a model at Naked that we have beta tested successfully with a load of Gen Y and taken in (and taught) to various CEOs/ MDs/ line managers in FTSE companies. Let me know if this is of specific interest in REF to your answer to Josh.
98 weeks ago

Yuri Artibise Perhaps when big companies take responsibility for the over consumption in our society, the media companies take responsibility for the 'dumbing down' of TV and start providing insightful programs from a range of perspectives, or the food companies take their share of responsibility for marketing additive and unhealthy foodstuffs to children, them they might begin to be seens as representative of companies that Gen Y (and others aspire to work for).

112 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Kelly Cuene: I agree with you both - we need to curb our spending, but also hold companies accountable for their actions, and there are some on this list that ...MoreI agree with you both - we need to curb our spending, but also hold companies accountable for their actions, and there are some on this list that seem to align better with Gen Y than others. Being thoughtful about where we spend our money is key.
112 weeks ago

Bryon Ownby: I know from working for a company on this list, demographically we have a younger staff than prior companies I've been with. Also, we try to ...MoreI know from working for a company on this list, demographically we have a younger staff than prior companies I've been with. Also, we try to provide people full autonomy with their jobs (almost like an internal entrepreneurial) and a chance to grow and develop professionally in a formal setting, and encourage others to give back to the community. This is more than some places I have previously experienced. As Kelly stated, as long as the consumer demands it, the business will produce it.
112 weeks ago

cory huff I'm with Steven. Not a fan of this list. There are a lot of small companies out there that are really amazing to work for - this list seems to be playing to the lowest common denominator. Most of us want something pretty different from an employer besides high pay and a green initiative, chief among them for me being work/life balance and career growth opportunities - I'll never work at a company where I have to stay in the same position for years and years.

112 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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cory huff: Colleen, that's a brilliant idea. Encouraging Brazen to work a little harder and create local lists of Gen Y companies is a great idea. You could ...MoreColleen, that's a brilliant idea. Encouraging Brazen to work a little harder and create local lists of Gen Y companies is a great idea. You could also break it down by industry or ethos (best non-profits, best social media companies, etc). Brazen has a great resource for building these lists - the members!

Penelope, it is indeed great news for people who live and work in major markets - most of these companies don't have major operations in Portland, OR - and I don't want to move.
112 weeks ago

Meghan Flynn: Penelope - for me, the fact that large companies hire the most in Dec and Jan puts this whole list into a new perspective: I'm looking for a job ...MorePenelope - for me, the fact that large companies hire the most in Dec and Jan puts this whole list into a new perspective: I'm looking for a job and knowing which large companies, at least under the somewhat limited criteria, are good for Gen Y, is a huge help. Maybe that should have been part of the presentation?
112 weeks ago

Lauren Johnson For those of who you do not think the Green Score is an appropriate part of the criteria, what would you replace it with? Would you prefer a list that reflected corporate citizenship instead?

112 weeks ago from Brazen Careerist's Top 50 Gen-Y Companies

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Meghan Flynn: But its difficult to quantify corporate citizenship. How do you compares programs helping underprivileged kids with those that supply emergency ...MoreBut its difficult to quantify corporate citizenship. How do you compares programs helping underprivileged kids with those that supply emergency relief? The Green Score, on the other hand, is a straight up score that is easily comparable. However, I agree it's not very useful on its own: like Penelope said in her blog, it's an indication the company "understand the value of being a good corporate citizen", but doesn't every national company have a green policy these days anyway?
112 weeks ago

Andrew Staltari: I remember not to long ago when the green score started to become the in thing. To quote a professor I had "the green score is nice, but it does ...MoreI remember not to long ago when the green score started to become the in thing. To quote a professor I had "the green score is nice, but it does not get rid of the dirty laundry." The point, look at a corporation's recent dirty laundry. You will get a good idea of where the corporation has been, and what direction the company is be headed.
111 weeks ago

cory huff I've done sales, acting, sales management, search engine marketing management, and social media consulting. I am now working on my own side business where I teach other artists how to sell their art online. I have no idea where this is going, but it's a fun ride!

113 weeks ago from JobSTART 101

Alicia DuClos: I'm interested in your side venture of teaching artists how to sell their art online. In what stage is it in, if you don't mind me asking..
113 weeks ago

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