By Kimberly Kafafian

 

When you think of what it takes to be a successful business leader, the qualities that often come to mind are business savvy, creativity, vision, motivation, excellent communication skills, adaptability, problem solving, empathy, etc. One thing that doesn’t typically jump out is neurodiverse. Businesses often think of neurodiverse employees more narrowly as simply those who need special accommodations, rather than seeing their neurodiversity as a strength. As a neurodiverse person and business owner, I like to think of my dyslexia as my superpower! It is what helps me find creative solutions to real work problems every day. And I’m not alone in my thinking (did you know that 35% of business owners are dyslexic?) There are some pretty famous business leaders and entrepreneurs who credit dyslexia as a contributing factor in their success.

The Dyslexia Superpower

While many think of dyslexia as an impediment, dyslexics bring SO MUCH to the table when it comes to business leadership, such as:

• Out of the box thinking
• Complex problem solving
• Ability to retain facts
• Abstract thinking

The unique skill sets of dyslexics enables them to take companies to new heights, which is backed by research. A study from Cass Business School in London found that 35% of entrepreneurs in the US and 20% of entrepreneurs in the UK showed signs of dyslexia compared with just 5–10% of the overall population. And a survey of 69,000 self-made millionaires indicated that 40% of them showed signs of dyslexia. These are some significant correlations.

Super Successful Dyslexic Business Leaders

You might be surprised to know that many well-known entrepreneurs and business leaders have leveraged their dyslexia superpowers. Here are just a few.

Richard Branson

The founder of the Virgin Group, made his first million by age 21. His innovative thinking not only impacted the entertainment industry, but disrupted the transportation field with such businesses as Virgin Airways, Virgin Rail Group, and most recently with Virgin Galactic. He founded Made By Dyslexia, a nonprofit that spreads the word about the value of dyslexia, and has stated, “My dyslexia has shaped Virgin right from the very beginning and imagination has been the key to many of our successes.”

Charles Schwab

An out of the box thinker, Charles Schwab revolutionized the financial industry. Despite struggling in school, he only recognized he had dyslexia at age 58 when his son was diagnosed. When asked how dyslexia affected him, he replied “I think it leads to a better visualization capability, conceptual vision.” 

John Chambers

Although he originally viewed it as a weakness, the CEO of Cisco came to see his dyslexia as the source of his greatest strength: his ability to visualize vast amounts of data, quickly draw connections, and see around corners. These qualities enabled him to lead Cisco through multiple economic downturns.

Jamie Oliver

Famous top chef, restaurateur, and cookbook author, Jamie Oliver, believes how his brain works helps him in his profession. “I’ve found my dyslexia to be such a gift in the job,” he says.

Across a variety of industries, these business leaders have not found success despite their dyslexia, but rather because of it.

 

By Kimberly Kafafian

 

As an employer, you have a duty to understand dyslexia. Why? For starters, 15-20% of the population is dyslexic; that translates into roughly 30 million working adults. Second, if you want to successfully navigate your organization during this unprecedented period of digital transformation, you’ll want dyslexics on your team. And, if you want to optimize their performance, you’ll need to provide them with tools that can help them succeed. But the only way you can attract, engage, and retain dyslexic talent is if you have a firm grasp on just what dyslexia is and isn’t.

As a dyslexic, I have worked for leaders who heard the word dyslexia thrown around and simply assumed it was a learning issue that negatively impacted one’s ability to perform their job. They didn’t recognize the strengths that dyslexics can bring to the workplace or how to support these workers so they could reach their full potential. 

I understand first hand the struggles dyslexic’s face in the recruitment process, as well as in the workplace thereafter – if they can get past the interview! In my work as an HR professional, I apprise my clients of the unique gifts dyslexics possess and how those gifts can directly benefit their organization – when that talent is properly nurtured. In essence, I give them a tutorial on how the dyslexic mind works, along with the recruitment strategies they should be employing and the development tools they should be supplying. Below pretty much sums up how I explain this genetic difference to them, which I believe can help business leaders across all industries and sectors.

What Dyslexia Is

Dyslexia is a neurodiverse condition that can cause reading, comprehension, spelling, writing, and speaking issues. It’s categorized as a learning disability, and it stays with a person for life; dyslexia is not something you simply outgrow.

The dyslexic brain has difficulty recognizing and processing information. It can have issues matching letters to their phonetic sounds (decoding), reading in an automatic way, and understanding what is being read. 

But dyslexia is SO much more than the challenges listed above. The dyslexic brain is imaginative, creative, problem solving, curious, and excels at communication. It has an enhanced ability to understand patterns and evaluate possibilities, as well as visual space, ideas, and new concepts. And, it has a unique talent to understand the self, connect with others, and empathize. (In case you didn’t notice, these are the soft skills employers across the globe are currently seeking in their hires!)

What Dyslexia Is NOT

It is of utmost importance to note that dyslexia is NOT caused by problems with intelligence. I cannot stress this enough. In fact, some incredibly successful business leaders are dyslexic, such as Richard Branson (founder of Virgin Group), Charles Schwab (who revolutionized the financial industry), John Chambers (CEO of Cisco), and Jamie Oliver (famous chef, restaurateur and cookbook author). It is actually the differences in the dyslexic brain that helped make these leaders into who they are, and they are quick to recognize that.

Despite popular belief, dyslexia is not seeing letters and/or words mixed up or backwards.

Dyslexia is also not an attention issue. All too often dyslexia gets lumped together with ADD or ADHD. While the differences can commonly co-occur, they are mutually exclusive.

It is also separate from dyscalculia, which is an issue with reading and writing math.

Empowering Dyslexic Thinking in the Workplace

As the nonprofit Made By Dyslexia, which was co-founded by Richard Branson, noted, we should be empowering dyslexic thinking in the workplace. As the organization revealed in its report Value of Dyslexia 1, dyslexic thinking skills match the skills of the future as outlined by the World Economic forum, and its latest report noted these thinking skills are vital for the workplace of today. 

To learn more about the specific traits dyslexics can offer an organization, read my blog Dyslexia Strengths in the Workplace, and for tips on how to support this talent pool, read Dyslexia Tools for the Workplace.

 

By Nicole Martin

 

Research reveals that recruiters spend an average of only 7.6 seconds reviewing a resume. And for many open positions, a recruiter may never even see your resume, nevertheless spend time on it, thanks to applicant tracking software that can flag or even automatically reject a resume based on set specifications. Add to that the fact that most resumes (professionals with less than 10 years experience) should be only 1 page in length, and the stress is on to craft the perfect summary of your credentials that will attract the eye of the computer and the recruiter.

With space and time at a premium, and autobots in control, it’s important to leave out the fluff and focus on featuring information on your resume that’s most important to the position and landing that key interview. Let’s address what to exclude.

Things to Leave Off of Your Resume

The following list is not exhaustive, but it hits the popular information I see time and again on resumes that I feel should be omitted. 

Unprofessional Email Address

Save the witty email addresses for communicating with family and friends. Set up an email, such as a Google or Microsoft account, that will look professional to recruiters. I recommend trying to obtain an email address that uses your name, i.e., Mary.Smith@domain.com.

Complete Mailing Address

In today’s WFH environment, you do not need to necessarily include your full mailing address.  If you’re looking to obtain a position at a local business near your home, include your city and state. In the case of a remote position, you can leave your address off completely to free up space.

Objective Statement

I believe this is just a waste of space. In its place, I recommend inserting a Professional Summary that highlights important career achievements, qualifications, and why you would be a good fit for the position and company.

Non-Professional Related Social Media Accounts

While an updated LinkedIn or other professional profile is relevant, personal social media accounts should be excluded UNLESS they reflect your personal brand, i.e., you use the account to exclusively promote yourself professionally. These accounts should be included at the top of the resume with your contact information.

Your Age

It is not necessary to add your age to your resume. If the position to which you are applying has an age-related requirement, you only need to state that you meet such requirements; you don’t need to list your birth date. Also, if you are more senior in your career, you may want to leave off dates of earlier positions and even graduation dates. This could help avoid any unconscious bias around age.

Photographs and Imagery

In today’s digital world, you may be tempted to include your headshot, or perhaps graphics that demonstrate achievements – don’t do it. Recruiters may reject a resume simply because the photo is included as they don’t want to be accused of discrimination. Those bots I mentioned may also flag or reject your resume because of such imagery due to the restrictions set and/or because of difficulty reading them.

Company-Specific Jargon and Buzzwords

Don’t think you are positioning yourself well by using hot buzzwords. Recruiters see right through this tactic. I’m not saying ignore using a term simply because it is a hot one right now; if it is relevant to your position then include it. Just don’t use it for the sake of using it. And definitely keep out any terminology that is past or current employer jargon. You want to use language that anyone can understand.

Unexceptional Grades

If your grades aren’t great. Leave them off the page. You want to hone in on positive achievements. If you are not a recent grad, you can save some space by taking off your GPA and any details about coursework.

Detailed Information about Short Term Positions

Not every position is long-term. For those less than a few months, keep the descriptions short and focus on the other positions.

References

It is no longer necessary to include references or even the line “References Available Upon Request” on your resume. If the recruiter or interviewer wants references, they will ask you to provide them.

Salary Mentions

Don’t list past or current salary. This is something that can be addressed during an interview if required. You should note that 20+ states and 20+ local governments prohibit employers from asking for salary history. 

First Person Language

Refrain from using I, We or My. Instead, use action verbs.

Detailed Information about Hobbies and Interests

While mentioning your hobbies and interests gives recruiters a glimpse into your outside work life, and may even enhance your resume if the activities are related to the type job to which you are applying, don’t go overboard. A line or two is sufficient.

Overall, keep it simple. Stick to your skills and achievements. Eyes are drawn to the key factors and the easier you make that for the computer bots and recruiters, the better your chances for landing an interview. 

For more tips, read my blog Basic Resume Writing Tips. 

 

By: Nicole Martin

 

It’s all about first impressions when it comes to resumes. Just as a website has mere seconds to capture a visitor’s attention before they hit the back button, a resume has basically the same amount of time to draw interest before it’s moved to the trash. Your resume needs to have all the bells and whistles to get the job done. It’s the most important part of your job search and your first – and maybe only – chance to present yourself to a potential employer. So you need to make every second count by optimizing your resume for the initial scan, the second round, and the interviews. 

Over the course of my HR career, I’ve reviewed a lot of resumes – plenty of which never made it past my scan test. I’ve put together a list of resume writing recommendations to help you get noticed and land the interview.

10 Resume Writing Recommendations

1. Stick to a Simple Format

It’s important to make your resume as easy to read as possible, and that starts by choosing a format that’s easy on the eye. Create sections using headers, subheaders and bullets. Bold headers and job titles so that they immediately jump out. Use a classic, clean layout, which is simple to scan.

2. Vary Fonts, but Don’t Get too Creative

An aesthetic resume is best. I recommend using only two different fonts, any more than that is hard on the eye and distracting. I also advise keeping with the classics: Cambria, Arial, Calabri, Garamond, Georgia, Helvetica, Times New Roman and Verdana. Avoid heavily stylized fonts.

3. Trim Superfluous Content 

How long your resume is really depends upon level of experience. If you are in the workforce 1-10 years, you should keep your resume to one page. Beyond that, it can be 1-2 pages. So you really need to make the most of your landscape. That means omitting extra, non-relevant content like an objective section and references, as well as stopping yourself from providing too much information on hobbies and interests or short term positions. For more information on what to exclude, read my blog What Not to Put on a Resume. 

4. Tailor Resume to Job Position

I cannot stress this enough! No recruiter wants to see a generic resume. They want to know that you took the time to really understand and demonstrate how you are a good fit for the position. You can show them that you are the right person for the job by customizing your resume for the position to which you are applying. Review the job posting for the relevant keywords and then pepper them throughout your resume – but do so naturally. Make sure your resume hits on all the key qualifications that the employer is looking for.

5. Include a Professional Summary. 

Directly below the contact information (name, address, phone number, email address, and professional profile link) at the top of the resume, I recommend adding a Professional Summary. Think of this as your elevator pitch. What do you want potential employers to know about you? Write a short paragraph or a few bullets that highlight your achievements and skills, along with why you would be a good culture fit. Be sure to include keywords from the job description to really make your resume stand out.

6. Use Action Verbs

When writing your resume, avoid using I, Me, We. Instead, focus on action verbs like spearheaded, achieved, capitalized, drove and exceeded. Indeed has provided a long list of terms to help you.  

7. Demonstrate Results

In following the action verbs suggestion, don’t just say what you did, show them by providing information on the results you have achieved. Use numbers and metrics to give recruiters a clear sense of what you have accomplished. 

8. Catch Typos

Read over your resume, then read it again, and again. Ask others to read it over for you. You want to make sure there are no spelling or grammar errors, or any other typos, such as spacing, font, and alignment.

9. Make Your Resume ATS Friendly

Many companies use applicant tracking software to do the initial resume scan. This software looks for keywords and set qualifications, among other things, which just underscores the importance of customizing the resume, as well as making it easy to read. To help these bots pass the resume on to a human, follow the recommendations above and also create a copy of the resume in simple text format. 

10. Be Honest

While you may be tempted to, don’t stretch the truth. It will only come back to haunt you. Employers run background checks. In addition, your lies could become obvious when you start work. 

After your resume is complete, ask yourself the following questions:

• Does the resume include the key information from the job description that the recruiter will be looking for, i.e., degree, certification, experience?
• Does it highlight your achievements over tasks?
• Does your career path make sense for the position?
• Do you fit the company’s culture and if so, have you noted that?

Don’t send out your resume until you have answered yes to each question.

 

By Nicole Martin

 

Summer and vacation, the two are almost synonymous. But many workers opt to not take their allotted time off. And of those that do, a substantial number feel like they can’t completely unplug from work and truly unwind. In my experience, I can tell you that neither of these scenarios are good for employers or employees. In fact, skipping vacation and/or failing to disconnect from the office can be doing more harm than good to both the employee and the company. 

Employees Need a Break

Working long hours without taking the necessary time off to rest and rejuvenate can negatively impact employee health, both physically and mentally. Studies show the toll such work practices have on one’s physical health. The Framingham Heart Study found that men who didn’t take a vacation for several years were 30 percent more likely to have a heart attack compared to men who took time off, and that women who took a vacation fewer than every six years were almost eight times more likely to develop coronary heart disease or have a heart attack as those who took a vacation at least twice a year. Skipping even one year of vacation time could pose risks. A study by the State University of New York at Oswego found that vacationing each year reduced the overall risk of death by around 20% and the risk of heart disease by 30%.

Failure to take an adequate break can also result in burnout, which has a multitude of physical and mental consequences such as insomnia, anxiety, headaches, stomachaches, muscle aches, nausea, high blood pressure, and depression. 

On the flip side, ample research demonstrates the positive impact of vacation time – whether the employee goes away or not – on one’s health, such as lower stress levels and decreased depression.

But it’s important to take a true break from the office during your time off, and in today’s hybrid work world, employees are finding this increasingly more difficult to do. A recent poll from Fishbowl by Glassdoor found that most professionals have a hard time unplugging from work during their vacation time, with 54 percent of professionals saying that they are unable or do not believe they can fully unplug while on PTO.

Employers Benefit from Rested Employees

While the reasons for employees to take vacation time are obvious, employers also benefit from their workers taking paid time off. The Society for Human Resource Management’s Vacation’s Impact on the Workplace Survey revealed that employees who take all or most of their vacation time are more likely to experience higher levels of job satisfaction, be more productive, and perform better than those who do not. This is underscored by internal research from EY, which found that employees who use more vacation days end up with better performance reviews. 

Time away from work can help reduce the burnout, stress, and physical ailments that impact an employee’s ability to do their job, while simultaneously decreasing dissatisfaction and disengagement. This respite can even provide a fresh perspective and get creative juices flowing.

So, Why Aren’t Employees Taking Advantage of PTO?

Everyone’s situation is different, but across the board, employees tend to skip vacation time for the following reasons:

Desire to Get Ahead at Work. By not taking PTO, they think they are demonstrating their commitment and dedication to the company, believing it will enhance career development.

Pride. These employees may see opting out of vacation time as something to brag about, like a badge of honor.

Guilt. Many employees simply don’t take the time because they don’t want to let their employer or teams down. They feel no one can do their job while they are out or that their team members will be left to pick up the slack.

Pressure to Meet Deadlines. This is particularly true in the current climate where teams are short staffed and feel like they cannot get their projects completed in a timely manner.

How You Can Encourage Employees to Take Real Time Off

• Create policies that encourage and provide for a better work-life balance and the use of vacation time. Build these values into your culture.
• Offer voluntary benefits packages with vacation options so that the cost can be deducted from paychecks over time and/or offer vacation stipends.
• If possible, shut offices down for a specified period of time when there is a lag to force employees to take vacation time, such as during the summer or between Christmas and New Year.
• Implement a zero contact policy to prevent vacation from becoming a remote work environment by not allowing communication when the employee is away or after hours.

Encouraging employees to take time away to recharge will lead to a more creative, innovative and motivated workforce. This in turn will improve retention rates, save money and drive growth.