Regina King Inks First-Look, Multi-Year Deal With Netflix And Fans Love It

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Regina King

Regina King has just inked a first-look deal with Netflix to produce films and television series, prompting much excitement on social media.

King’s company, Royal Ties (King, Royal ― her mind!!), has partnered with the streaming service for the multi-year deal, which typically gives the company the right of first refusal for unwritten projects. Her sister, Reina King, will be head of production for the new company.

Regina King, who won an Oscar for Best Supporting Actress for “If Beale Street Could Talk,” recently took home an Emmy for her role in Netflix’s limited series “Seven Seconds.”

“Regina King is a multi-faceted talent both behind and in front of the camera. She’s been a trailblazer for years, with boundless creativity and impeccable taste in projects, and we couldn’t be more thrilled that she will bring her formidable talents to Netflix,” Ted Sarandos, Netflix chief content officer, said in a statement.

King said in the release that she’s “beyond thrilled to join the Netflix family.”

“They are at the top of their game and as an artist, I am so excited to come play in this wonderful sandbox they have created for storytellers,” the actress said.

Fans have been showing love on Twitter, calling King “admirable” and her Netflix deal “well deserved.”

Continue on to Black Voices to read the complete article.

Watchmen: An HBO Limited Series

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Watchmen movie poster

Set in an alternate history where masked vigilantes are treated as outlaws, WATCHMEN, from executive producer Damon Lindelof embraces nostalgia of the original groundbreaking graphic novel, while attempting to break new ground of its own.  Regina King leads a cast that includes Jeremy Irons, Don Johnson, Jean Smart and more.

ownhbo.com/watchmen

#WatchmenHBO

Working from Home? Here Are Some Tips

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Pensive african woman using laptop computer while sitting at home with cup of coffee

Most advice about how to make working from home actually work focuses on the practical: The right office space. The right desk. The ergonomically perfect chair. The right software, the right messaging platform, the right apps…all the “stuff” you need to make remote work actually work.

Yet, ask most people who made the transition to working from home what they struggled with most – and continue to struggle with—and they will list things like staying motivated, managing their time wisely, avoiding distractions and staying on task—none of which has anything to do with “stuff.”

When I first started working from home, I instinctively replicated my old office environment. I bought a big desk. Nice credenza. Conference table. Large filing cabinet. Fancy chair. A cool land-line phone. To paraphrase the eminently quotable Chris Rock, that’s what I was accustomed to.

So, I assumed that’s what I needed.

But none of those things made me efficient, much less effective. I missed the “structure” of the workplace, the natural rhythm of a workday that, even though I was in charge, was still only partly under my control.

So, more often than I like to admit, I sometimes drifted. I was easily distracted. I was easily bored. I missed the structure. I missed the sense of urgency that the presence of other people helps foster.

Then I took a step back and thought about my most productive days. Not just the days I got a lot of things done, but the days I also got a lot of the right things done.

They all had one thing in common: A mission. An outcome, a deliverable—something tangible that created a real sense of purpose.

If you’re struggling to work as effectively from home—or if your employees are struggling to work as effectively from home—shift from focusing on tasks to focusing on outcomes. (Don’t worry; tasks are the foundation of outcomes.)

Before you end your workday, list what you need to get done tomorrow and determine the single most important thing you need to get done tomorrow.

Then, before you step away, set up your workspace (which, if like mine, is simply your computer desktop) so you can hit the ground running the next day. Have the reports you need open. Have the notes you need handy. Make sure the questions you need answered already have answers.

Then sit down and dive in.

And commit to completing everything you need to get done. Allowing yourself to give in to excuses, rationalizations, etc. is a slippery slope—and becomes a habit extremely hard to break.

But will be less of a problem when you get your most important task done right away. Starting your day with a productive bang naturally creates the momentum and motivation you need to move on to whatever is next on the day’s outcome list.

And the next. And the next.

Because completing a task is fine, but achieving an important outcome is satisfying, fulfilling, and motivating.

So never forget: What matters is what you accomplish from wherever you work. Success has nothing to do with your desk, or your chair, or your office space. (Today, my “office” is my backpack and my computer and wherever I feel like sitting.)

Success is all about what you achieve, and achievement always starts with knowing what you want to accomplish. And more importantly, why.

Jeff Haden is a keynote speaker, ghostwriter, LinkedIn Influencer, contributing editor to Inc., and the author of The Motivation Myth: How High Achievers Really Set Themselves Up to Win.

Source: Owl Labs

Meet Brittney Nicole: Navy Veteran Turned Fashion Entrepreneur

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A clothes rack filled with women's coats

Transitioning from military life back into civilian life is a challenge for any veteran. While there are many different approaches in choosing a career, one U.S. Navy Veteran decided that she would approach her career choice by following her passions.

Always having a love for fashion, Brittney Nicole decided to open her own clothing business, Coco’s Wardrobe, upon her retirement from the U.S. Navy.  The New Orleans based boutique designs, manufactures, and sells women’s clothing that is meant to look as good as they feel, blending comfort with style. All of the clothing in Nicole’s shop has a women’s desire to feel confident and comfortable at the forefront of everything that is produced.

In addition, Nicole has also began selling uniquely designed face masks in response to the COVID-19 pandemic.

The Original Broadway Showing of Hamilton is Coming to a TV Near You

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Lin Manuel Miranda on stage as Alexander Hamilton

By Natalie Rodgers

A fully taped production of the Broadway hit, Hamilton, written by Lin-Manuel Miranda, is being released to Disney+ in its entirety on July 3, 2020, just in time for Independence Day.

Originally due to premiere as a theatrical release on October 21, 2021, the movie has been moved up to provide a sense of hope and comfort due to the uncertainty of the COVID-19 pandemic.

Because of the cultural and historical impact that Hamilton has had since its Broadway debut in 2015, Disney plans to make the experience more captivating and to include as Disney quoted, “the best elements of live theater, film, and streaming.”

Creating this kind of atmosphere will not be a difficult task, due to how the filmmakers have already produced it. The production was filmed from various camera angles from the show’s original Richard Rodgers Theatre home and filmed across three different performances in in 2016.

The production will include all of the original Broadway cast members, including Leslie Odom Jr., Renee Elise Goldsberry, Phillipa Soo, Jonathan Groff, Daveed Diggs, upcoming In the Heights star Anthony Ramos, and of course, Lin-Manuel Miranda as Alexander Hamilton.

 

Photo: Getty Images 

LeBron James, Bad Bunny, Jonas Brothers to throw class of 2020 a virtual graduation

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LebRon James speaking in front of large audience

The LeBron James Family Foundation recently announced that it will celebrate seniors in a special event called “Graduate Together: America Honors the High School Class of 2020″ at 5 p.m. Pacific on May 16 with help from superstar guests.

The Los Angeles Lakers star has drafted Bad Bunny, Pharrell Williams, the Jonas Brothers, Chika, YBN Cordae, H.E.R., Ben Platt, Megan Rapinoe, Yara Shahidi, Lena Waithe and Malala Yousafzai for the hourlong special. It will air simultaneously on ABC, CBS, Fox, NBC and the streaming platforms Complex Networks, Facebook app, Instagram, People TV, Snapchat, TikTok and YouTube.

We learned early on in our work with students and families in Akron that education is so much more than academics. It’s about a shared experience, a journey we’re all on together — students, parents, educators, community members and everyone around them. With that not being possible right now, we’ve been working to find ways to help families get through this really difficult time,” James said in a release.

“These students have worked incredibly hard for this and there’s no way we can let that go unrecognized. While this won’t be the graduation experience they were supposed to get, we hope we can still give them something special because they deserve it,” the basketball great added.

The commercial-free, multimedia event — which will be curated by high school students and educators across the country with support from the American Federation of Teachers — will feature a collection of vignettes, commencement speeches and celebrity performances.

Students, families and teachers will be encouraged to submit photos and videos using #GraduateTogether for a chance to have them included in the telecast. Don’t know what to do with your senior portrait? Artist JR is inviting seniors to share them for the virtual yearbook celebrating the nation’s 2020 high school graduates. Local TV stations also will feature shout-outs to high school students in their communities.

Continue on to the LA Times to read the complete article.

BECOMING – OFFICIAL TRAILER

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MIchelle Obama book jacket cover

BECOMING is an intimate look into the life of former First Lady Michelle Obama during a moment of profound change, not only for her personally but also for the country she and her husband served over eight impactful years in the White House.

The film offers a rare and up-close look at her life, taking viewers behind the scenes as she embarks on a 34-city tour that highlights the power of community to bridge our divides and the spirit of connection that comes when we openly and honestly share our stories.

Film Release Date: May 6, 2020
Format: Original Documentary Feature

Directed by: Nadia Hallgren
Produced by: Katy Chevigny,
Marilyn Ness, & Lauren Cioffi
Co-Producer: Maureen A. Ryan
Executive Producers:
Priya Swaminathan & Tonia Davis

A NOTE FROM MICHELLE
I’m excited to let you know that on May 6, Netflix will release BECOMING, a documentary film directed by Nadia Hallgren that looks at my life and the experiences I had while touring following the release of my memoir. Those months I spent traveling—meeting and connecting with people in cities across the globe—drove home the idea that what we share in common is deep and real and can’t be messed with.

In groups large and small, young and old, unique and united, we came together and shared stories, filling those spaces with our joys, worries, and dreams.

*BECOMING is the third release from Higher Ground Productions and Netflix*

To view the documentary now available on Netflix visit, netflix.com/Becoming.

#IAmBecoming

3 Things You Need To Know About A May Job Search

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Professional Black Man Standing Outside the Office

It’s impossible to predict what the job market will have in store over the next few months. Even as economic data continues to trend downward, it is hard to guess in what ways hiring demand for the rest of the year will be shaped by widespread reopening of the economy and the requirement to put in place new public health measures.

If you need or have a strong desire to get a new job, you’ll want to start getting ready for a multitude of scenarios. While the job market is slow at the moment, it could ramp up faster than you expect or in industries you aren’t yet targeting.

It’s fair to prepare yourself for a longer job search than you would have experienced this time last year, but don’t give up on your efforts. Before you launch or continue your job search, here’s what you need to know to help you face this month’s unique challenges and find new opportunities.

1. You’ll benefit if you stay on top of hiring trends

No matter how bleak hiring data may appear at the moment, many companies will still have new, interesting and unexpected jobs that need to be filled this year.

Right now, companies are still trying to figure out how they will operate in this new environment once social distancing guidelines lessen or are removed. What they can’t foresee is how much customer demand they will have, how consumer behavior and personal values may have permanently changed and what they will need to do to make their business more resilient in the future. All of these factors will create significant changes to their corporate strategy, exposing leadership gaps and creating new talent needs.

As hard as it is to imagine right now, the business world will get back to operating at full capacity but likely in a very different form. Some companies will experience a long-lasting or permanent shrinking of their business while others will find ways to quickly innovate and expand. This process of resetting the corporate landscape will take some time and it hasn’t fully begun yet. Many leaders are still trying to deal with their most immediate problems which are largely centered around managing their cash flow.

You’ll have a head start and huge competitive advantage if you pay close attention to the news over the next few months and prepare to target the new and unexpected jobs that will soon be needed. If you don’t make it a regular habit to follow sites that focus on business-related content or watch business-only news channels such as CNBC, this is the time that you need to start. Consider this research a major part of your job-searching tasks.

Admittedly, there is no guarantee that you will be qualified for the jobs that emerge or that they will be in the right geographic location for you. But you can’t even begin to assess the fit, work to match your skills to the new needs or consider remote working options if you aren’t even aware that these new jobs exist.

Start this month by building the habit of monitoring the business world more closely than you normally would and be on the lookout for emerging hiring trends.

2. Your networking will be more effective when it’s done slowly

Unfortunately, there are few new ideas on how to best conduct a job search. You’ve likely heard it again and again, but networking is still the most efficient use of a job seeker’s time.

This month, work to reactivate and strengthen your network through personal outreach and check-ins. While you should focus on networking daily, resist the urge to mass email your résumé or have transactional discussions. Difficult times and prolonged social distancing have left many people craving a sense of community, which creates the perfect environment for genuine networking.

Instead of jumping right to your desire to be on the radar for job leads or blasting out copy and pasted emails about your background, try a slower and more methodical approach. Invest time in writing better emails and catching up without a specific ask at the end of your message. These tactics are much more effective in the long run. When the market warms up again, these efforts will have been beneficial in deepening your connections, so that the more direct inquiries you send later will be better received.

The key to developing a stronger relationship is to focus first on the connection with the individual and not on your job search. Be sure to remind people that you care about them beyond your professional needs. This will help them care enough to keep you top of mind when new opportunities inevitably start developing.

3. Once started, your hiring process may move faster than usual

In a booming job market, one of the hardest things about conducting a search is never knowing when a job lead is worth your effort. Many of the jobs you’d see online were outdated or low priorities for the recruiters and hiring managers. Other openings were for jobs that the company hadn’t thought through very well and weren’t sure what they actually wanted or needed in the position. Even in a hot market, it was a frustrating experience to find motivated hiring managers, and job processes often went on longer than necessary.

If there’s any good news about conducting a job search during hard economic times, it’s that almost every job lead you see or hear about is indeed a well-formed position and a priority at the company. If it wasn’t, it would not be open right now.

Jobs that open in the next few months will be created out of necessity—something urgent needs to be built or fixed in the business or someone important resigned—and need to be filled as soon as possible. This can work in your favor if you stay diligent about monitoring job openings throughout the otherwise slow month ahead and are ready to engage your network to find a contact for these searches immediately.

Keep in mind that these jobs will be filled quickly and competition will be fierce. Due to the large number of applicants that are recently unemployed, it will be harder than ever to simply get noticed without a personal contact. This is yet another reason why networking should be your top priority all month long.

Continue on to Forbes to read the complete article.

The More Diverse the Management, the Higher the Profits

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A group of diverse employees looking and writing on a whiteboard

By Stacey A. Gordon

A financial study of 1,000 large companies by McKinsey & Co. found that the more diverse the management, the higher the profits, compared with companies composed of less diversity.

Companies in the top 25 percent with the most ethnic executives outperformed other firms with profits 33 percent higher than those in the bottom 25 percent with fewer ethnic workers. Firms more inclusive of women in management showed 21 percent more revenue than those with fewer women in executive roles.

Corporate hiring and training in the field of Unconscious Bias and Diversity and Inclusion is on the rise. Before Virgin America was purchased by Alaska Airlines, they offered my LinkedIn Learning course on Unconscious Bias in their in-flight entertainment to spread awareness of workplace diversity—which can be a difficult subject to talk about at work.

Approximately 96 percent of men enjoy executive positions where they unconsciously promote other men. Given even a slight 1 percent bias in favor of males, research shown in the Unconscious Bias course determines that promoting men over and over due to unconscious bias can leave women and minorities losing out approximately 60 percent via promotions over 20 years. This costs companies not only money, multicultural expertise, and outlook in our global economy, but also compels experienced female employees to opt out when they learn how certain companies select candidates. The Unconscious Bias course opens our minds to how we filter out the biases we’ve grown up with and the complicity of the treatment we see happening in the workplace.

So how do we succeed in hiring a more diverse workforce, while ensuring employees feel like they belong in the environment?

The first step is to be aware of language. As an example, I participated in a Diversity and Inclusion Summit where one of the speakers, a CEO of a large insurance company, was asked how she ensures the company’s recruiters employ hiring practices that result in diverse candidates. She stated there was no need to do anything differently because experienced and skilled candidates will apply and make their way through the system—because those hiring look solely at skills—not race or ethnicity. Yet, the fact that there are so few black, Latino or LGBT employees at her company is not due to a lack of skill. The meritocracy argument has been proven time and time again to be a feeble excuse for maintaining the status quo. Unconscious bias creeps into our review process as well as our decision-making by giving us the impression we’re being fair, when really, we are making assumptions. Assuming a candidate deliberately omitted information rather than simply forgot is one way our language betrays us. As an alternative, to “It’s unfortunate that you lied,” try, “This probably was an oversight.”

The second step in gaining greater awareness is to stop assuming that hiring women and hiring professionals of color check the same box. If every time the word “diversity” is mentioned at your company, you are actually talking about “women,” then it’s time to broaden your outlook.

When I was a manager at a Fortune 100 financial services company, I was the only black female manager on the entire west coast, and only one of three black managers. I dreaded participating in the management retreats because the only time anyone would listen to me was when I spoke about the Women in Financial Services annual event. No one seemed to care that my management style resulted in the recruitment and retention of one of the most diverse and profitable teams in our division. I wanted to be recognized for my successful contribution to the company’s bottom line, not simply because I was spearheading a women’s event. Our voices need to be heard, and we want to be noticed for our contributions, not merely for the box we check at a company gathering or on an EEOC report.

Third, don’t be the organization that makes statements like “I don’t want to lower the bar.” It’s insulting and racist by definition. What can be inferred from this statement is that the person hiring does not want to deviate from the current organizational structure or process because “It has worked so far.”

The bonus phrase, “We just want a good fit” is just as disastrous. It can be replaced with “We can’t find any qualified [Black, Latino, Asian, female, LGBT, disabled or veteran] applicants.” But the result is the same. No change.

Why change at all? To avoid the blunders we see repeated around the globe, to reap the financial benefits of diverse workforce and to create an inclusive organization that isn’t lowering the bar, but raising standards of behavior for everyone, leadership included.

We all want to work somewhere that makes us feel that we belong. If you’d like your company to be one of those workplaces, maybe it’s time to review your policies, your goals and your behavior toward current and future employees. By stopping to reflect on how you can think and act differently, you will be well on your way to cultivating a more diverse workforce.

Our offices will never be the same after COVID-19. Here’s what they could look like

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office picture with at least 6 feet of spacing

It’s hard to imagine now—as most of us are reading this in quarantine, with our feet propped on Costco boxes of spaghetti noodles—but we will one day have to go back to our offices. COVID-19 won’t be eradicated, and not everyone will be immune. But we’ll still be expected to sit at a desk and work. So how will work…work?

That’s the question that commercial real estate company Cushman & Wakefield is answering already, because in the past month, the company has helped 10,000 organizations in China move nearly one million people back to work. Using learnings gathered in China, along with World Health Organization data and the advice of medical specialists, the firm developed a new concept inside its own Amsterdam headquarters dubbed the Six Feet Office. It’s both a working laboratory and a showroom for the firm’s clients meant to call attention to how people might safely go back to work in offices (which is, of course, in Cushman & Wakefield’s financial interest).

Jeroen Lokerse, head of Cushman & Wakefield in the Netherlands, led a rapid, one-week redesign of the company’s own office space to encourage better hygiene and social distancing. The core premise is to ensure that six feet, the recommended measurement for safe social distancing, stays between people at all times. This behavior is encouraged through properly spaced desks, but also visual signals, such as a circle embedded in the carpeting around each desk to ensure people don’t get too close.

“[We’re] using design to nudge behavior,” says Despina Katsikakis, head of Occupier Business Performance at Cushman & Wakefield. “And part of this is, how we shift very ingrained behaviors and expectations of how we work.”

Using arrows on the floor, people are also encouraged to walk clockwise, and only clockwise, in lanes around the office. This one-way traffic is the same approach that healthcare workers take in hospitals to help avoid the spread of pathogens.

Each morning, employees are also asked to grab a paper placemat for their desk. At the end of the day, the paper is thrown away, which could help mitigate some contact-based spread of COVID-19 on office surfaces.

Cushman & Wakefield is even installing beacons into its office, which track the movements of employees throughout the space via their phones. Those beacons will be a way for the company to audit the efficacy of its own design—did people get too close or not?—and they may be used to audibly alert people when they break the invisible six-foot barrier. (Yes, to anyone who works outside an office management company, this sounds extremely invasive.)

But is it enough? (No.)

While these ideas do hold some promise, the question remains whether or not a six-foot buffer really is enough to prevent the spread of a virus as contagious as COVID-19. The virus can live on surfaces for days at a time, and it can float for three hours in the air, waiting to infect people who breathe it in. Through that lens, the efforts to keep people separated may help for a brief encounter, but they probably don’t go far enough in spaces that many human bodies are sharing for eight or more hours at a time—especially spaces that are as notoriously poorly ventilated as office buildings. Most office HVAC systems don’t bring in much, if any, fresh air. Instead, they recirculate what’s already inside, which is a mix of carbon dioxide from our exhalations, chemicals that off-gassed from building and decorating materials, and, of course, airborne pathogens. (Studies for indoor air quality get 100 times less funding than outdoor air, which is why you might not have heard much about this.)

Cushman & Wakefield agrees. “Improved air filtration is probably the single most important lesson learned from China,” says Katsikakis. One reason that the labor force has returned to work so quickly is that China’s office buildings have been installing high-end air filtration systems for several years now, and the country even introduced its own indoor air certification standard, in response to rising pollution. (Many offices are also running in rotational shifts, to keep the number of people in an office at once to a minimum.)

Continue on to Fast Company to read the complete article.

Photo Credit:  Cushman & Wakefield

The Highest In-Demand Job

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man writing paycheck from company

Whether you are a currently in the field, used to be in the field, or strive to enter the field, California is calling for thousands of medical professionals to come and treat those affected by COVID-19.

As the spread of COVID-19 continues, medical centers across the state have begun to reach capacity for the number of patients being treated for the virus. Because of this, temporary medical centers created from non-traditional medical spaces have allowed for more people affected by the virus to be treated.  For example, the Los Angeles Convention Center, a building typically used for conferences and trade shows, is being transformed into a temporary hospital by the National Guard. This transformation is also rumored to happen at the Los Angeles and Oakland Coliseums. Even centers not treating the novel coronavirus are being created to relieve the pressure from current hospitals. U.S. Navy ships have already transformed themselves into hospitals and have begun to accept patients not fighting the coronavirus.

However, with more medical centers comes a higher need for medical professionals, especially since California is expected to reach peak diagnoses in May.

To fill the gap for medical professionals, Governor Gavin Newsom signed an executive order that allowed for an increase of medical professionals to be allowed to work, waiving certain licensing and requirements to get medical students into the workforce faster.

Newsom is also encouraging retired medical professionals to temporarily come back to the workforce to join the cause. David Miller, the research director for SEIU-United Healthcare Workers West, has suggested that out-of-practice medical professionals can still be deemed useful in areas of triage and medical transfers.

Natalie Rodgers
Black EOE Journal contributing writer

JUST MERCY

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JUST MERCY is a powerful true story that follows young lawyer Bryan Stevenson and his battle for justice as he defends a man sentenced to death despite evidence proving his innocence.

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#JustMercy

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9 steps to take right now if you’ve been laid off

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A few weeks ago, everything may have felt stable in your career. Now, with the coronavirus outbreak continuing to have a tremendous human and economic impact, you’ve suddenly been given the unfortunate news: You’re getting laid off.

Suddenly, you’re left asking yourself, “Now what?”

If dealing with a global pandemic isn’t enough, how do you bounce back from a career setback at a time when the entire world has come to a screeching halt, with entire industries facing destruction and other companies freezing hiring?

While your job prospects at this moment may seem bleak, you can still take steps to improve your chances of landing your next role.

SOLIDIFY RELATIONSHIPS
In the midst of a crisis, the connections we have with others often make all the difference. Now is the ideal time to set up meetings with colleagues to ensure you’re reinforcing the professional bonds you’ve built.

These days, that means hopping onto a one-on-one video chat instead of grabbing lunch. But you should use your remaining time still employed to explain your situation, share your plans, and explore ways you and your connection can help one another, now or in the future.

REDUCE SPENDING
Given the uncertain circumstances we’re in with COVID-19, landing your next role may take even longer than usual. You need to buy yourself as much time as possible. Reduce or eliminate any discretionary spending you can. This means cancelling extra spends like subscription and streaming services. Cut expenses related to activities that are prohibited or restricted due to social distancing measures—pause your gym membership, cancel expensive holidays, and avoid ordering out too frequently.

By bringing down your expenses, you not only alleviate financial pressure, but also allow yourself to job search with less desperation and more confidence.

ACCEPT WHAT’S HAPPENED, AND MOVE ON
Although you may be frustrated, or even angry at how this layoff occurred as a result of something completely outside your control, accepting you’ve been laid off will help you pivot as quickly as possible. Instead of ruminating too much about could haves and should haves, create an action plan for yourself.

Build a job search to-do list that could include updating your résumé, writing a cover letter template, asking for recommendations for your LinkedIn profile, polishing up your social media profiles, reaching out to industry contacts, and practicing interview responses. Use these guidelines to increase your chances at landing that next job.

CAPTURE YOUR MOST RECENT ACCOMPLISHMENTS
Make sure you’re taking stock of all your key accomplishments as you move on from your current role. Record all your significant accomplishments in a document somewhere, so you can eventually transpose them as bullet points onto your résumé. Ensure your résumé is updated and ready to send when opportunities arise.

Moreover, now is also a good time to ask your former manager for a recommendation, which you can feature on your LinkedIn.

REBUILD YOUR PERSONAL BRAND
In the middle of a professional setback, not to mention a global pandemic, your response will say a lot about you. While a layoff can understandably feel like a blow to your career narrative, facing adversity and setbacks are an opportunity to redefine your personal brand.

What actions will you proactively take to bounce back? What contributions will you make to others in need? Use this as a time to reinforce qualities like persistence, proactivity, and positivity that may be attractive to your future employer. For example, come up with creative ways to reach out to prospective employers. Self-publish articles on LinkedIn or Medium that convey your key skills and interests. Avoid speaking negatively about your former employer, and concentrate on your strengths.

REFRESH YOUR ELEVATOR PITCH
When explaining a layoff, people too often come across as defensive, bitter, or insecure. The best way to avoid this is to get comfortable with the fact that getting laid off is not a result of your actions. Take this time to remind yourself of your key accomplishments, skills, and the strengths you intend to bring to your next role.

From there, script out exactly what you’ll say when people ask what happened, so you can speak candidly about it and come across as focused on the future over the past. Make sure you have a clear 2-3 minute career narrative ready to go in response to the question, “Tell me about yourself.”

Start with a high level overview of the key chapters in your career, followed by a verbal summary of your goals, experiences, accomplishments, and transitions for each of those chapters. Afterwards, finish up by going through the characteristics of the job you’re seeking, and why the company and role is a perfect fit.

With this short summary, you can come across as polished and professional when someone inquires about your work history.

SHARE NEWS OF YOUR LAYOFF
While this involves putting your pride to the side, broadly sharing news of your layoff with others can help open the doors, whether that means someone reaching out to talk or offering information on an opportunity.

Be sure to do this only after you’ve clarified your desired role and refined your elevator pitch, both of which will present you as focused.

With current circumstances, you’ll want to do this delicately to avoid seeming self-centered amidst a global pandemic. Keep in mind that any person you reach out to may have been directly affected by COVID-19. Make it crystal clear you’re aware of the current outbreak, along with the immense pressures everyone is under. Avoid coming across as entitled or pushy at a time when people are dealing with their own struggles and priorities.

It goes without saying, you should be polite and understanding if people don’t have time to respond.

BEGIN VIRTUAL NETWORKING
With many cities on lockdown for the time being, you can’t exactly attend in-person networking events or invite someone for a coffee. However, you can still network quite effectively. People working from home may be more open to speaking with you because they’re yearning for human connection.

Set up informational interviews over web conference platforms like Zoom or Skype. Join the increasing number of online webinars, virtual job fairs, or virtual meetups to establish professional connections with others from your home office.

FIND A SOURCE OF FUEL
The world is filled with uncertainty right now. Every single person I know is uncertain about the future of the world, their careers, or someone they love. Bouncing back from a traditional layoff is already stressful. Trying to bounce back from it in the middle of a global pandemic? Even more overwhelming.

One way to combat this is to find a source of fuel to help you through this trying period in your career. That may mean ensuring you’re staying healthy, taking care of yourself, or finding a source of inspiration through books, podcasts, or career resources to lift you up. When I need inspiration, I typically turn to inspirational TEDx Talks about career transitions, or I tune into podcasts, like How I Built This, that remind me how most successful people have had to overcome adversity during their career journeys.

Recognize this period may be one of the most difficult times in your career. Sometimes just realizing something will be an uphill climb is comforting when your life and career is not going as expected. Ground yourself with the awareness this will likely be a marathon, not a sprint, so pace yourself.

Continue on to Fast Company to read the complete article.

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