Why Employers Should Should Promote a Culture of Occupreneurship

I have been asked many times, especially when working with executives, “Why would I want my staff to be Occupreneurs? Won’t that put my company at risk of having high turnover?”

My answer is always the same.

Do you want the best people or not?

Implementing The Occupreneur® Approach within your organization and encouraging your staff to own their careers in an entrepreneurial way benefits them individually, but it also and crucially greatly benefits you, your organization, and your clients and customers in these four ways:

1.     Occupreneurs take pride in their work in a way that other employees do not. One of the main principles of The Occupreneur® Approach is owning your career like entrepreneurs own their businesses. Like entrepreneurs, Occupreneurs take a great deal of pride in their work because they think of themselves and the services they provide to their best client (you) as a business in and of itself. Essentially, they work as a service provider to you, like a consultant, and their job is to understand what your needs are, what you expect of them, and then how they can provide a service to fulfill that need and expectation. Because of this mentality, client satisfaction (your satisfaction, since they treat you like their client) is of the utmost importance to them.

2.     Occupreneurs have a roll-up-their-sleeves attitude, doing what is necessary to get the job done, even if that means having to do work that other employees would either just not do or would delegate. It’s very common that most employees, especially as they move up the corporate ladder, feel that they’ve paid their dues and no longer need to do jobs that they once did and are happy they no longer have to. But sometimes, it’s necessary to perform those tasks in the absence of an available colleague or subordinate to do it. Often, employees would spend time complaining about this situation or would just ignore its necessity -- anything not to do something they might now feel is beneath them. Occupreneurs do not have this mentality. Like one of my recent clients who started his own business after many years in executive roles, Occupreneurs do whatever they have to do to make sure the client is serviced to their satisfaction.

3.     Occupreneurs are naturally leaders. Because of their ownership mentality, they approach everyone as if they were their partner, meaning they approach everyone as if they were a client. In fact, when using this approach, you are considered their best client. In their interactions, Occupreneurs assess what the needs are of those around them and then figure out how they can help. They are also encouraging of others and cheer on the successes of those around them. Because of this, Occupreneurs are sought out by their colleagues, managers, and direct reports as the go-to person for solving problems, brainstorming solutions and getting the job done. And, as managers, they lead by example and they also lead from behind.

4.     Occupreneurs only stick around as long as the relationship is working, but don’t overstay their welcome. Another question I ask my executive clients in response to their initial question is, “Do you want a staff full of employees who are no longer serving your business?” Their answers are always, as you can imagine, “No!” Occupreneurs know when they are no longer providing value to their client (you) and will either try to adjust their approach to their work or will recognize that the relationship may be coming to an end. If the latter, because they are in constant communication with you as their client to make sure they understand your needs and expectations, chances are, for you, the feeling is mutual.

Occupreneurs Don’t Worry About AI

There’s a lot of talk recently about AI replacing people in the workforce. And it’s causing many people to worry about the future of not only their own jobs, but about the prospect of future opportunities and the future of the overall workforce. I know this feeling all too well. When I was a member of the New York Stock Exchange, I remember when computers did in fact replace the majority of the jobs of my colleagues and friends. I remember the stress that so many were under, and I remember their fear that if they lost their jobs, they “wouldn’t be qualified for anything else.” In fact, that mentality was, in part, what inspired me to become a career coach.

In truth, it’s a choice to get caught up in that way of thinking, and there is a better way to overcome the threat of technology replacing people. That is, The Occupreneur® Approach. The Occupreneur® Approach puts professionals in the mindset of owning their careers like entrepreneurs own their businesses. And because they think of themselves as a business, Occupreneurs know how to overcome the threat of technology by doing these 5 things:

They figure out what AI can’t do that they can do well and then they make sure they’re really good at those things. AI can’t do everything, and it can’t do everything well. One of the main principles of The Occupreneur® Approach is to know what you’re good at and/or constantly learning to develop current and new skills.

They know how to set themselves apart from the competition. AI is no different than a colleague or another candidate. Sure, AI can do some things at the push of a button that might take a human longer to do, but, just like people, AI has its limitations. Focusing on what you’re good at and making sure you market yourself through interactions with others and through your work will make you a “go to” person for the things AI can’t do.

They’re not afraid of pivoting. Most employees get attached to the job they are used to doing and when it’s time to shift gears, either by evolving their current job or knowing when it’s time to find a new one, they have a hard time letting go. Occupreneurs see each job as a stop on their journey, and they’re always willing to learn something new or segue for the benefit of their clients and careers. (Side note: Occupreneurs treat every employer, manager and colleague as a client.) They ebb and flow with change, and, as a result, they are open to opportunities that others might turn away from.

They do the basics as well as AI. AI shows up on time, does the job it’s asked to do, and is generally reliable. AI also doesn’t complain when asked to do more. One of the cases for replacing people with technology is the productivity boost or the ROI. So, show up for work, be on time and look presentable. And always be ready to roll up your sleeves and do what’s needed to get the job done!

They drown out the noise. It’s so easy to get caught up in the story of the week, month or year, especially with social media making information consumption, at times, overwhelming. And it can be very hard to drown out all the noise, some of which is designed to instill fear in you. I’m here to tell you that, for your own well-being, it is imperative that you focus on what you can control and not think too much about what you can’t. There are ways in which technology, specifically AI, will replace human workers. Yet, one thing I’ve learned is that when technology takes over in one area, there leaves opportunity for humans to focus on other areas. In fact, doing so often takes the level of product to the next level because the menial work is being handled. So, before you panic or feel defeated by AI, remember that Occupreneurs see its value as an opportunity, and so can you! 

Is The Opposite of ‘Quiet Quitting’ Working Hard? Well, Not Exactly…

With all the talk about Quiet Quitting, there seems to be a misconception about what the term really means. Essentially, ‘Quiet Quitting’ is doing exactly what the job requires, no more, no less. The idea is that employees who subscribe to this philosophy are sick of going above and beyond what is required of them, and they are now only going to do what’s absolutely necessary to get by.

In my recent piece on the subject, I challenge this line of thinking, suggesting that the only one who is hurt by this mentality is the ‘quiet quitter.’ In truth, this trend is a huge opportunity for those who want to get ahead in their careers and their industry. In fact, the opposite of ‘Quiet Quitting’ is not killing yourself and working round the clock. It is working smarter. Before you roll your eyes and tell me that’s great in theory but doesn’t work in practice, let me lay out for you what it means to work smarter. First, I can tell you that it does not mean being a slave to anyone. It does not mean being the one who the work gets dumped on. So, what does it mean?

Here are three characteristics of an Occupreneur that illustrate what it means to work smarter:

Check your attitude. How we think about work determines how we work. If you think of work as a drudgery, it will be. If you think of it as an opportunity to contribute to society and better your life, then it will be. As the saying goes, “What we think about comes about.” You get to choose how you think. The second piece of this is that if you’re doing work that you love, that fulfills you and that aligns with your values and goals, your attitude about that work will follow suit. It won’t feel like work, and it definitely won’t feel like a drudgery.

Be clear about expectations. Expectations are a two-way street. One of the main principles of The Occupreneur® Approach is to treat everyone around you as a client -- and treat your employer or ‘boss’ as your best client. (We will refer to these folks as ‘internal clients’ going forward.) When you think this way, you are more likely to approach interactions more intentionally, proactively, and precisely, rather than passively, waiting to be told what to do. As client-facing professionals can tell you (if you’re not client facing yourself), one of the most important things that should come out of interactions with clients is a clarity about the client’s needs and how you plan to fulfill those needs. When interacting with your internal clients, make sure you do the same. First, listen to what they need and what they want you to do, and then repeat back what you heard them say and, if you can, a little bit about how you plan to do that work. This cuts down on the time it will take to do and complete the job because you won’t get caught up in first figuring out what to do. Or you won’t find yourself doing what is not needed or expected, causing you to have to redo the work or experience disappointment from your ‘client.’

Enroll others or delegate, where appropriate.  If you believe the old adage, “If you want something done right, do it yourself,” I would ask you to challenge your thinking. While I, too, sometimes think that way, when it comes to working smart, this way of thinking can be a detriment. Another principle of The Occupreneur® Approach is knowing what you don’t know and surrounding yourself with those who have the knowledge or skill you don’t. Even if you don’t have direct reports, recognizing what you don’t know or what you might need help with is important. Through strong professional relationships and alliances (which Occupreneurs have), ask others for their expertise in getting the job done. If you have direct reports, this means delegating and empowering others to do the job.

Whichever approach you choose, the takeaway is that Occupreneurs don’t quietly quit because work is never a drag. Because, let’s face it, sometimes it is. But always remember, Occupreneurs own their careers so their jobs don’t own them!

Forget Quiet Quitting. Do This Instead.

While everyone else seems to be quitting quietly, it’s a great opportunity to own your career path loudly.

There’s a lot of chatter nowadays about so-called “quiet quitting,” which is essentially people deciding to do the bare minimum of what their jobs require of them. The trend has been praised, particularly among younger workers, as being an empowering approach to setting boundaries at work and preventing companies from taking advantage of workers. Critics are deriding the trend as a sign that workers are being lazy at worst, and, at best, not showing their potential to move ahead.

I’m pretty much in the camp of the critics, though I am not actually critical. Truth is, the vast majority of the American workforce has always found a way to keep boundaries. Indeed, roughly 60% of people here work hourly – meaning they essentially punch a clock. Now, some of these workers want to work more, but are constrained by company overtime restrictions, but most of them put in their eight-hour days. Many salaried employees do the same. Indeed, many offices fill up at 9 and clear out at 5.

People should maintain some balance, and they should feel the freedom to work at their own pace.

But I’m most interested in the ones that see this as an opportunity to rise up and work harder and smarter. In fact, the more people who are quiet-quitting, the easier it will be for you to stand out and advance.

I firmly believe and teach that people should own their careers like entrepreneurs own their businesses, something I’ve called The Occupreneur Approach. Most of my clients have worked in highly competitive corporate environments, and the edge they’ve received has come from applying some entrepreneurial principles to their daily work, like being innovative, treating their bosses and colleagues like clients and bringing a drive and energy to their work environments.

The trend toward quiet quitting presents the perfect opportunity for people who want to move ahead and stand out in environments where many employees are doing the bare minimum. There is nothing wrong with wanting to find a balance between work and your life. There is also nothing wrong with setting some boundaries in the workplace. But it doesn’t have to be a zero-sum game. Just because you are owning and pushing your own career doesn’t mean you are sacrificing your life. In fact, the recognition and mobility that comes with taking ownership over your career always improves your life, from giving you a personal sense of growth and accomplishment, to building strong professional networks, and, crucially, from enjoying more financial reward.

Entrepreneurs know this. Leaving a job to start your own business isn’t easy. It takes work. When you own a business, there are no days off, let alone set office hours. You live and breathe your work, because it’s your creation. You can’t quiet-quit a company you own. You live loudly and proudly and revel in your work.

Does that mean that somehow you have lost work-life balance? Hardly. Entrepreneurs will tell you their lives are vastly improved because of the sense of ownership they feel over their work and their lives. Work-life balance has always been a myth. Entrepreneurs, though, find better work-life harmony.

You can, too. Even if you don’t own a business, you can absolutely own your career. You can walk into the office or hop on a Zoom with a sense of accountability and responsibility for the success of your team and your company. That will make you stand out, and almost always leads to promotions, more money and increased recognition. If it doesn’t work at your current company, this approach is bound to make you more marketable – and more appreciated – at another company, particularly now when jobs are harder to fill.

If people want to practice quiet quitting, that’s their choice. But really driven people who want to move up, get noticed and improve their lives through career mobility can’t really worry about what others are doing. They must own their actions and own their careers. They must replace the building of boundaries with their own boundless energy.

Bridging the Gap Between College and Your Career

Colleges are supposed to set us on our work path, but, increasingly, there’s a gap you have to fill to go from diploma to meaningful career.

Neither college graduates nor employers themselves seem satisfied in how universities are preparing graduates for work. A recent survey by education-technology company Cengage survey found that 19% of recent graduates said their college experience did not provide them with the skills needed to perform their first job after getting their degree. Worse, in that same survey, 53% said that hadn’t even applied to an entry-level job in their field because they felt unqualified, and 42% said they felt unqualified because they didn’t believe they had the skills that were listed in the job description.

Employers also indicate that they’re not convinced candidates are ready. A 2021 survey by the Association of American Colleges & Universities indicated that only 62% of employers thought college graduates “possess the knowledge and skills needed to succeed in entry-level positions.” For people who wanted to rise in their careers, the bad news got worse: 55% of employers believe college graduates have what’s needed for advancement and promotion.

Why is this? Employers are not looking for knowledge when it comes to hiring people at the beginning of their careers. They aren’t going to hire you on your qualifications. You don’t really have any, except for the occasional internship or part-time job. They are hiring on qualities. They want people because of their skills, habits and approach to work and life. That same AACU survey said employers prefer skills like teamwork, critical thinking, data analysis and interpretation, applying learning in real-world settings, and digital literacy in their new hires. They also valued mindsets and attitudes like drive, work ethic, the ability to take initiative, self-confidence, persistence and self-awareness.

So how do you bridge this gap?

Mine Your College History for Relevant Experience

You experienced a ton in college, and that experience is valuable to employers. If you held executive positions in a sorority or fraternity, you no doubt learned collaboration, good communication skills, critical thinking and data analysis. If you played a sport, you learned the value of competition, leadership and teamwork. Determine which skills you mastered in college outside the classroom and reposition your job search around those factors.

Consider a Post-Graduation Internship

You may not step on the first rung of your career ladder on the day you graduate, but that doesn’t mean you have to settle for a job in the interim. Many companies are beginning to offer experiential internships instead of entry-level positions to recent college graduates. True, you will sacrifice salary and benefits in these internships, but you will gain valuable real-world experience. What’s more, these positions almost always put you at the head of the line for full-time work when jobs become available. Find your dream company and take an internship as a way in.

Hire a Coach to Focus on Your Values

Sometimes we can’t see the milk carton in front of us when we open the refrigerator. Getting an outside persepctive from a career coach or a mentor in your chosen field always helps in figuring out how to bridge the gap from diploma to career. Coaches in particular are great in helping you assess what values you can bring to an employer. That focus on values often helps crystalize how you should begin your career search and can help you understand yourself better.

3 Ways to Combat Stale Ideas

It’s been a while since I sat down and wrote.

There’s a very good reason why.

For about a year, I was churning out content on a regular basis. I was full of ideas and able to write them down in what I hoped were creative and relevant ways that helped my audience find some of the answers they sought.

But then I found myself struggling each week to come up with new ideas and interesting content.

So, I stopped. I decided to take a break. Why?

Because I needed to get "unstuck," gain some perspective and allow for new ideas and creativity to find their way back to me. 

Entrepreneurs know better than anyone the ups and downs of running a successful business. We thrive on good ideas and communication. And sometimes we just get stuck. We need to find ways to fight stale ideas and get back to the creative, disruptive and innovative thinking that fuels us.

Here's how I did it:

Read more here.