Category Archives: Checking out Coaching and Career Services

Oh hey! This is the sixth post in this new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?

In this feature, I interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decisions about finding the right person or organization for your needs.

All that being said, I’m pleased to present this interview with Jade Koekoe. Jade is an Australian coach. I found her through her website, which is lively, well-designed, and popped up in my top three results when I searched “librarian career coach.” It’s no surprise that one of her specialties is marketing.

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Tell us a little bit about your own career path. What did you do before you were a coach (or what do you do in addition to coaching)? How are you connected to libraries or LIS?

One thing you should know about me is I’d rather be busy than bored (a saying from my Grandma). I’m a Graphic Designer, Coach, and Librarian and I do Library Marketing. I started as a Graphic Designer but found the cutthroat nature of that industry so demoralising. So when I had my 1st child, I went back to University and did a Bachelor of the Arts in Librarianship and Corporate Information Management. I remember hours of reading my lecture notes to my then-newborn to help me study. 

Fast forward a few years when I got work in the industry, I realised each workplace was excited to learn I had design, web, and marketing skills. Over the years I also learnt about the particulars of the job application process for GLAMR (Galleries, Libraries, Archives, Museums, and Records Management) roles, how to teach people and organisations the importance of having a good online presence, refined my knowledge of communication policies, and constantly dived into the analytics of any and all marketing software.   

About 8 years ago, a colleague suggested I create a business and sell the skills I was already giving to the industry. When they suggested that, it was like a light bulb moment, if I had an actual brand it would be easier for people to find me and I could help MORE PEOPLE! So Misskoko the Librarian was born. I don’t make nearly enough money to live off of my business, but for me, it has always been about helping someone get that next job or helping a small organisation get their footing when it came to social media and marketing.

And I’ve helped many do that, which is worth the world to me. 

Why did you decide to become a coach?

Suppose I could help someone cut their time in half reaching a goal with their next job, or in marketing their organisation. Then that is time well spent. 

How long have you been coaching? 

About 8 years and a good 8 years it has been too. 

What’s your coaching philosophy? Or give us your elevator speech!

/opens a tab to her website because I like the elevator pitch I have there 😛

A good online presence is everything and I’m here to help you make the best impression you can with yours.

When you are seen, you get more job offers and you get more loyal clients. I use my library and marketing knowledge to effectively get you on people’s radars and help you develop lasting connections.

Because let’s face it, once you’ve connected with someone, they remember you and that’s always good for business! If you want to get a kick start on your ultimate goals, get in touch and let’s find out how I can help you become GLAMRous.

Do you have a specific demographic or specialty?

Well, looking at the GLAMR acronym, I have helped more librarians, libraries and museums than I have anyone else. But when it comes to applying for jobs in galleries, archives and record management there are so many cross-over skills with libraries and museums. A lot of the same language is used in job applications too. There is a reason why we are all usually placed together under the “Information Management” umbrella.

When it comes to marketing each organisation in the GLAMR acronym, some have it easier than others. Galleries have physical items to sell and Museums and Public libraries have such a wide events program that there is something for everyone. Archives, Records and Libraries that aren’t public libraries don’t have it so easy. 

I currently work part-time in an awesome library, called the PMI Victorian History Library. I do their Communications and Marketing and they are what you’d call a special library that’s a bit of a hidden gem (I’m working on making it not so hidden!). I am in a position to constantly learn what works and what doesn’t for an organisation that doesn’t have it so easy. And I’m more than happy to share those learnings in a workshop or coaching session for anyone else who does marketing in the GLAMR industry too!

But in saying all that, if you work in GLAMR and need to become GLAMRous, hit me up. 

How does it work? What are your services, how do you meet with clients, and how much does it cost?

I am willing to meet clients online and in person, however, in this post-COVID world I’ve found that more people prefer to do online things. This also gives the option of our session being recorded for people to refer back to later. I have separated my services into three sections: for Librarians, for Libraries and Speaking. 

For Librarians, I focus on helping you make your job application and/or Online Presence rock. 

For Libraries, I focus on helping you build your Online Presence from the ground up or I upskill current staff so you can pivot your content marketing strategies to use social media, video and email marketing better. 

Speaking…. Well, it speaks for itself, yes? 

Pricing reflects the activity and hours I’ll be working with my clients to achieve their goals. But my hourly rate is $170 AUD.

If someone is interested in being coached, what should they ask in order to find the right person to coach them?

Firstly, I ask people to reflect on what sort of guidance are they looking for: someone who will tell them step by step what is next or someone who will help them creatively achieve their goals? How a person answers that question usually guides them to the type of coach they need. 

It’s also important to know a coach’s qualifications and/or experience, what their coaching philosophy is and if it’ll vibe with them. 

How can you tell coaching is working?

Whenever I start with a new client we set some goals together. I also encourage people who are looking for a coach to have two or three things they want to achieve with the experience. But overall, if you feel an increased self-awareness, you are changing how you do things at work and you have increased energy at work, those are indicators to me that you have reconnected with your career and are benefiting from coaching.  

What are some indicators that the coaching relationship might not be working?

Self-doubt, that is a big one. If you find you are negatively questioning your actions or abilities after a coaching session. You should kindly thank your coach for their time and then discontinue any future work with them. 

Do you want to share any success stories?

I had one client who was really struggling to put their value down on paper. They had worked for the same company for twenty five years, and worked their way up within it. In that time, they had not needed a resume to get to the next position or project they worked on within that company. 

So basically we have someone who had done a massive amount of really interesting work, but no experience in qualifying it for an job application or interview process. 

My client could talk circles around me when it came to the technical side of the work they did. But we needed to work on their confidence in other aspects like showing and not telling about their amazing work ethic and interpersonal skills that made them so likable and so good to work with. After a few sessions with me, they finally understood the idea of writing an application to show the hiring company how each of their skills and talents would be of direct benefit to them. 

We were doing all this work on a time limit too. My client had gone for a couple of jobs already and not heard anything back, but they had one more in their sights that they wanted to apply for. They realised they needed help and employed me. With my help, they applied for the job they really really wanted…and got an interview. 

They did their interview, came back from it feeling really positive but unfortunately didn’t get the job. However, my client was over the moon. They felt, with my help, it had finally clicked and they had cracked the code of the job application process. They’d been applying for roles they KNEW they had the experience for but couldn’t understand why they weren’t even getting an interview call.  

Do you have any top-level advice for job hunters?

Learn to network. It’s really just making professional friends. No matter where you are in the world, in the GLAMR space, especially in libraries, everyone seems to know everyone else. We are a small industry so networking gives you a chance to: 

1. control the narrative that your colleagues know of you,  
2. learn from people within your industry
3. find people who get just as excited as you about… the abundance of community shaped classification systems that are popping up recently that are much more relevant than Dewey! (yes, this might be something I’m watching with fascination and excitement).  

You don’t need to go to networking events to network, it is something that can be done anywhere, anytime. Honestly, just think of it as making a new friend. 

Introduce yourself, talk about something you learned recently, ask them about their professional journey, find some common ground. The most important thing however is to follow up, make the connection and keep it thriving.

Is there anything else you’d like to tell us about coaching, job searching, or life in general?

I usually say the same thing every time to this type of question, I learned it from Hank and John Green and by being a nerdfighter. This saying is something I remind myself of often, because it pushes me to bring my best self to the table. And when I do that, I know I’ve done the best I can, even if things don’t quite go as planned.

DFTBA – Don’t Forget to be Awesome. 

Are there any links you’d like to share? (For example your website or other work, or career resources you particularly like. Please try to keep it to around 3)

Sure! Here are a couple links to my: 

Products (practical guide for job hunters coming soon!): https://misskokothecuriouslibrarian.com/shop/ 

Website: https://misskokothecuriouslibrarian.com/ 

YouTube Channel: https://www.youtube.com/@Misskokolib
Redbubble Shop: https://www.redbubble.com/people/misskoko/shop 

And LinkedIn: https://www.linkedin.com/in/misskokolib/ 

Oh hey! This is the fifth post in this new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?

In this feature, I interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decisions about finding the right person or organization for your needs.

All that being said, I’m pleased to present this interview with Helen Rimmer! When I asked folks on social media to help me make a list of folks offering career services in LIS, Helen’s name came up several times – with enthusiastic support for her work. Helen is the first person in this series to be based over in the UK.

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Tell us a little bit about your own career path. What did you do before you were a coach (or what do you do in addition to coaching)? How are you connected to libraries or LIS?

I spent over two decades in library and higher education leadership roles in UK Universities. I loved being a librarian and worked up to being a Head of Service (Library Director) in a UK university. My career was very much in the liaison and customer services areas and for me libraries are all about the people, whether those who work there or the users that come in and access our services, and I realised they were what I loved most about libraries. Don’t get me wrong, I love books, resources and archives, but it was the people that kept me enjoying my work and feeling I made a difference. This background gave me a profound appreciation for knowledge, personal development, and the transformative power of positive environments. It’s where I learned the importance of supporting others in their quests for personal and professional growth, setting the stage for my transition into coaching. 

Why did you decide to become a coach?

I think a lot of coaching skills overlap with librarianship, we are often asking insightful questions, we should be practicing active listening and we all know the joy when you see a library user’s penny drop moment. I also had a coaching style to management and leadership but the transition to coaching was driven by a desire to leverage my library and LIS background to make a meaningful impact with my fellow librarians.  I recognised the range of pressures faced by librarians and LIS professionals, including the rapid evolution of information technology, the shifting landscape of user needs, compassion fatigue from continuous high levels of service expectation (especially post-pandemic), toxic work environments that can drain morale and motivation, and the all-too-common feeling of frustration from career stagnation, I identified a crucial opportunity to support people. My goal is not just to help them adapt to these challenges but to thrive amidst them, turning obstacles into stepping stones for personal and professional growth.

How long have you been coaching? 

I have been “officially” coaching for 6 months, having recently completed my coaching certification but prior to that I used a lot of coaching skills as a mentor, manager and leader. Working with fellow LIS workers has allowed me to hone my approach, developing strategies and interventions that are specifically tailored to the challenges and aspirations unique to these fields. I also study for a PGCert in the Psychology of Kindness and Wellbeing at work which enables me to bring a lot of Positive Psychology to libraries. I have brought these interests together in my facebook group Librarian Lifelines where I hope to grow a community of people who want to improve their wellbeing and those of their workplaces through kindness. I occasionally do free guided coaching sessions in there.

What’s your coaching philosophy? Or give us your elevator speech!

My coaching philosophy is rooted in the belief that every librarian and LIS professional possesses untapped potential to lead, innovate, and impact their community positively. By fostering resilience, strategic thinking, and a culture of kindness, my goal is to empower my clients to navigate the complexities of their roles with confidence and to envision and achieve a fulfilling career path that aligns with their values and strengths.

Do you have a specific demographic or specialty?

Ah, well beyond librarianship, I am particularly passionate about supporting individuals who find themselves at pivotal crossroads in their personal lives—whether returning from maternity leave, transitioning to an empty nest, or navigating any other significant life change.

Life transitions, even those that are celebrated or planned for, can profoundly impact one’s professional identity and sense of purpose. Such periods often bring feelings of being ‘stuck’ or uncertain about the next steps in one’s career. My approach to coaching is holistic, recognising that personal experiences deeply influence professional choices and satisfaction. By creating a supportive and empathetic space, I help individuals explore their values, strengths, and aspirations, enabling them to emerge from these transitional phases with clarity and confidence.

For librarians and LIS professionals, these transitions can be particularly nuanced. The field’s dynamic nature requires a balance between deep technical knowledge and the soft skills necessary to serve diverse communities effectively. Those returning from a significant leave may feel out of step with technological advancements or shifts in community engagement strategies. Similarly, individuals experiencing major life changes, like an empty nest, may find themselves reevaluating their career ambitions and seeking more fulfilling or flexible roles that align with their new circumstances.

In addressing these challenges, I offer a range of services tailored to librarians and LIS professionals at transitions. This includes one-on-one coaching to rediscover and align their professional goals with their current life stage, workshops on managing change and building resilience, and strategies for personal and career development that consider the whole person—not just the professional identity. My goal is to empower clients to navigate these transitions with grace, making informed decisions that lead to a fulfilling career and balanced life.

Whether returning to the workforce after maternity leave, adjusting to new personal circumstances, or simply seeking to rediscover a passion within the library and LIS profession, my coaching provides the tools and support necessary to transition with confidence.

How does it work? What are your services, how do you meet with clients, and how much does it cost?

My services include one-on-one coaching, team workshops, and organisational wellbeing strategies. Sessions can be conducted in person or online, depending on the client’s location and preference. Pricing is structured according to the type and length of service, with an initial consultation to tailor my approach to each client’s unique needs. Generally people book in for 6 one hour sessions fortnightly but I also have clients I meet with monthly over a long period. My current hourly base rate is £250 per hour (approx $325).

A distinctive element of my coaching practice is the integration of the Strengthscope assessment tool, which is particularly beneficial for librarians and LIS professionals. I chose to add Strengthscope because research shows people who understand their strengths are –

3 times more likely to report a high sense of wellbeing

6 times more likely to feel engaged at work

8 % more productive

And 15% less likely to be looking for a new job. 

Strengthscope is a leading strengths assessment tool that helps individuals and teams understand their unique strengths and how these can be leveraged for maximum effectiveness in their roles. For librarians who often face challenges of staying abreast of technological advancements while maintaining a high level of service and engagement with their communities, understanding and applying their strengths can be transformative.

Incorporating Strengthscope into coaching and development processes enables librarians and LIS professionals to:

• Identify and play to their strengths, leading to increased engagement and satisfaction in their work. By understanding what they do best, individuals can focus on tasks that align with their strengths, leading to higher productivity and fulfillment.
• Navigate transitions and challenges more effectively. Whether returning from maternity leave, adjusting to an empty nest, or facing significant shifts in the workplace, a clear understanding of their strengths helps individuals to adapt and thrive during periods of change.
• Enhance team collaboration and efficiency. In team workshops, Strengthscope provides a common language for discussing how diverse strengths can complement each other, fostering a more collaborative and positive work environment. This is particularly valuable in library settings where teamwork is essential for delivering high-quality service.
• Develop resilience by understanding how to use their strengths to overcome obstacles and challenges. In a field that is constantly evolving, resilience is key to maintaining wellbeing and job satisfaction.

By utilising Strengthscope, my aim is to empower librarians and LIS professionals not just to succeed in their current roles, but to thrive and grow within their careers. This strengths-based approach complements the traditional focus on fixing weaknesses, shifting the emphasis towards building on existing talents and capabilities for a more fulfilling and effective professional life. 

During the initial consultation, we can explore how Strengthscope® can be integrated into your personal development or organisational strategy, ensuring that the coaching journey is precisely tailored to bring out the best in you or your team.

I also have some a free downloads to help people in various areas of their lives and will be launching a group coaching programme for librarians this summer.

If someone is interested in being coached, what should they ask in order to find the right person to coach them?

Other than ensuring they are qualified it’s crucial to ask each coach to articulate clearly how their approach offers distinct advantages over other forms of support such as mentoring, counseling, or consulting. Specifically, you’re looking for them to explain how their coaching methods facilitate a unique kind of growth and learning that aligns with your goals and challenges.

A coach should be able to describe how their process:

• Empowers You as the Driver: Unlike other forms where advice and direction are often given, a coach supports you in taking the lead in your own development. For example, I  would explain that I facilitate sessions where clients set their own goals and develop action plans, ensuring they’re fully engaged and in control of their journey.
• Facilitates Self-Discovery: A key differentiator of coaching is its focus on self-discovery. For example, I use reflective exercises that help clients uncover their true values and motivations, guiding them towards insights that drive meaningful action.
• Creates Accountability: Detail how their coaching framework includes setting clear, actionable goals and regularly reviewing progress towards these goals. For example, I establish regular check-ins with clients to review achievements and obstacles, fostering a sense of accountability and sustained momentum.
• Is Future-Focused and Action-Oriented: For example, I work with clients to not only envision their future but to break down the steps needed to get there, emphasising actionable strategies that move them forward.
• Builds on Your Strengths: I incorporate Strengthscope® into my practice to help clients identify and leverage their unique strengths, thereby enhancing their effectiveness and satisfaction in their personal and professional lives.
• Offers Tailored Support: For example, I customise each coaching session to address the individual’s specific circumstances, challenges, and goals, ensuring the coaching experience is highly relevant and impactful. I dance in the moment as I think every client will come with different things and a good coach needs to be able to flex.
• Fosters Resilience and Adaptability: I coach clients on developing resilience through mindset shifts and practical strategies, preparing them to adapt and thrive amid career and life transitions.

How can you tell coaching is working?

It’s about the trust, the growth, and an enjoyable journey you share with your coach on the way there. When you find yourself looking forward to your coaching sessions as a highlight of your week, you’ll know you’ve struck gold. 

But it is important to remember that trust builds and the aha moments may not always be huge every session. For me one of the best things about coaching is when you go away from your session buzzing and the thoughts and ideas carry on percolating.

What are some indicators that the coaching relationship might not be working?

I think like any relationship we need to accept that sometimes we just don’t click with everyone. Signs of this include if trust starts to wobble, either because the coach or the client can’t fully open up, that’s the first sign something’s off. Without the freedom to ask those deep, probing questions or the space to share real, honest thoughts, you’re missing out on what makes coaching so powerful.

Then there’s the matter of turning all those conversations into action. It’s fantastic to have space to air out your thoughts and wrestle with big questions, but if you’re not walking away with some clear insights or steps you can actually take, something’s not clicking. Coaching should light a path forward, helping you move closer to your goals, step by intentional step.

And let’s talk about the basics—showing up on time, keeping each other accountable, and following through on commitments. These are the nuts and bolts that keep the coaching relationship running smoothly. If these start to slip, it’s a sign the gears aren’t meshing well.

For librarians and those in the LIS field, there are a couple more red flags to watch for. If you’re not seeing progress on those library-specific goals, or if your coaching chats feel out of sync with the unique challenges of library work, it might mean the fit isn’t quite right. Coaching should feel tailor-made, especially when it comes to navigating the specialised world of libraries. If the advice feels too one-size-fits-all, it’s probably not tailored closely enough to the LIS world.

Do you want to share any success stories?

I am going to turn to my testimonials from my website for this as I want to maintain confidentiality but these are things people have said publicly. I have helped many people find the career or place they want to be and this one sums it up nicely “Throughout our sessions, Helen expertly guided me through deep reflections on my personal values and how they align with my career goals, leading to profound realisations about my professional path. The focus on wellbeing has been particularly impactful, offering me strategies to maintain balance and promote mental and emotional health in my daily work life.”

This sums up my sessions well and often people come to me thinking they want to completely change career but whilst some do find a pathway out of librarianship others find a balance where they can realise they want to tweak things or work on promotion but that broadly they are happy with their choice of career.

Do you have any top level advice for job hunters?

I always try and help clients to see that the journey to your next opportunity is not just about updating your resume or acing interviews. It’s about a deeper exploration of yourself, your limiting beliefs, your strengths, and finding your ikigai—or your reason for being, which brings joy, fulfillment, and a sense of purpose to your work.

Developing a Broad Skill Set: Today, having a well-rounded skill set that includes digital literacy, project management, and user experience design is crucial. These skills not only make you versatile but also open doors to diverse roles within the library and information sector. Remember librarianship is full of transferable skills. But beyond just acquiring skills, it’s essential to reflect on how these align with your ikigai. Ask yourself: Do these skills contribute to work that I find meaningful and fulfilling? Do they leverage my strengths and address areas I’m passionate about improving?

Networking and Professional Development: Engaging with your professional community through networking can lead to unexpected opportunities and insights. As you connect with others, listen carefully not just for career advice but for clues to deeper questions about what makes work meaningful for others and how they’ve navigated their paths. This can help you identify your own values and motivations, further clarifying your ikigai.

Identifying Limiting Beliefs: Often, what holds us back from pursuing our ideal career isn’t the lack of opportunities but our own limiting beliefs. Whether it’s thinking you’re not skilled enough to pivot into a new role or fearing change, these beliefs can be significant barriers. In my experience helping individuals in the LIS field, addressing and challenging these beliefs opens up new pathways. By recognising your unique strengths and how they can contribute to your field, you can start to dismantle these barriers.

Leveraging Your Strengths: Understanding and playing to your strengths is not just about doing what you’re good at; it’s about finding where your capabilities meet your passions. This alignment is at the heart of ikigai. When you apply for jobs, highlight not just your skills but how they’ve driven success and satisfaction in your work. Share stories that illustrate how you’ve made a positive impact, leveraging your strengths to overcome challenges.

Listening to Red Flags and Looking for Green Flags: As you explore potential opportunities, stay attuned to both red flags that may signal a mismatch with your values or ikigai, and green flags that indicate an alignment. For example, a culture that prioritses continuous learning and supports professional development is a strong green flag for anyone who values growth and knowledge.

Preparing for Interviews: Go into interviews prepared not just to answer questions but to ask them. Inquire about the organisation’s values, its approach to innovation and problem-solving, and how it supports employees’ growth. These questions can help you assess whether the role and the organisation align with your ikigai and offer a conducive environment to leverage your strengths.

In my work with LIS professionals, I’ve seen firsthand how aligning one’s career with their ikigai, challenging limiting beliefs, and playing to their strengths can transform the job hunting process from a daunting task into an empowering journey of self-discovery and fulfillment. Remember, finding the right job is not just about the role itself but about finding a context where you can thrive, contribute, and find joy in your work.

Is there anything else you’d like to tell us about coaching, job searching, or life in general?

Ooh I really need to share about kindness and wellbeing because Coaching isn’t just a personal journey; it’s a really useful support for those of us who dare to dream of a better workplace, one that thrives on diversity, inclusivity, and genuine care for each individual’s wellbeing. If you’re among the bold, the visionaries who imagine a work culture that doesn’t just aim for productivity but cherishes each person’s unique contribution and fosters a sense of belonging, then coaching is a tool that can amplify your impact.

For those passionate about transforming the workplace, coaching offers more than just personal growth—it becomes a platform for systemic change. It equips you with the insights to question outdated practices and the courage to propose new models that prioritise mental health, work-life balance, and continuous learning. Coaching arms you with the clarity and conviction needed to advocate for environments where kindness and empathy are not just encouraged but embedded in the very fabric of organisational culture.

This vision of change is not just about altering policies or introducing new programs; it’s about shifting mindsets. It’s about creating spaces where every voice is heard, where the barriers to entry and success are dismantled, and where diversity is seen as the organisation’s backbone. 

By focusing on coaching that emphasises empathy, resilience, and the strength found in diversity, you’re not just preparing yourself for the future of work; you’re helping to shape it.

If you’re motivated by the desire to make work better for everyone, coaching can serve as a powerful ally. It can help you identify the areas within your organisation or industry that are ripe for innovation and guide you in leading the charge towards more meaningful and equitable work environments. Through coaching, you can develop the leadership qualities necessary to inspire and mobilise others towards this shared vision, creating a ripple effect of positive change.

The journey towards changing the status quo begins with individual action but thrives on collective effort. It’s about each of us taking the insights gained from coaching and using them to inspire, challenge, and support others in our pursuit of a better workplace. This is a call to those who see beyond the current state of affairs, who believe in the power of kindness, wellbeing, and respect to redefine what it means to be successful at work.

Are there any links you’d like to share?

Website – https://thekindbraveleader.co.uk/

Blog and Podcast – https://thekindbraveleader.co.uk/

Pre-order my book! https://alastore.ala.org/kindlibrarian 

Also my LinkedIn – https://www.linkedin.com/in/helen-rimmer-kindness-and-wellbeing-coach-librarian-trainer-facilitator/ 

Oh hey! This is the fourth post in this new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?

In this feature, I interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decisions about finding the right person or organization for your needs.

This interview is with Steve Butzel, who I first connected with on LinkedIn. He is himself a beneficiary of coaching, and his specialty is library directors.

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Tell us a little bit about your own career path. What did you do before you were a coach (or what do you do in addition to coaching)? How are you connected to libraries or LIS?

Prior to becoming a coach, I started my career as a school teacher and sports coach. I loved these jobs, but after 3 years, I decided to explore other pursuits. I worked briefly in the for-profit sector before soon starting working in libraries.

While earning my master’s degree in library and information science, I worked several interesting part-time jobs at archives as well as public, academic and special libraries, before landing my first full-time job as a reference librarian at a public library.

That began a 20+ year career in public libraries which included serving as a reference librarian, reference department supervisor, library assistant director, library director and interim library director. I also served in leadership roles in state and national library associations.

Why did you decide to become a coach?

I chose to become a professional coach because I wanted to serve as a convener of safe and supportive spaces for librarians to…

• holistically explore and express how they are feeling about serving in the capacities in which they are working
• candidly reflect on their own level of performance, where they are excelling, and where they might like to improve and grow
• grapple with challenging librarianship trends and industry topics as they show up in their workspace
• review where they are in their career and what next steps they might like to take and how
• establish personal, professional and career-related goals and develop pathways to achieving these goals

How long have you been coaching?

I have been coaching for the past 3 years.

What’s your coaching philosophy? Or give us your elevator speech!

My coaching philosophy is founded on the belief that the client is the ultimate expert on themselves, and my job as coach is to serve as a facilitator, guide, supporter, cheerleader, challenger and provider of resources to help my clients determine, refine and achieve their goals while becoming their most vibrant and authentic self. 

Ultimately, I support and empower clients to create the life and the career they truly desire, which is both enriching and sustainable over the long term.

Do you have a specific demographic or specialty?

Right now I work with library directors, but I aspire to broaden that to librarians holding any position within a library or information science organization. I have also worked with professionals in other industries, as well as with librarians transitioning to new or related industries.

How does it work? What are your services, how do you meet with clients, and how much does it cost?

My clients make a 3, 6 or 12 month commitment when they decide to work with me. We meet weekly on Zoom for 60 minutes, plus clients are able to email or message me between sessions. In addition, I offer a once a month group coaching call for my clients.

Cost varies depending on the length of time clients commit to from the start.

If someone is interested in being coached, what should they ask in order to find the right person to coach them?

One question I’d suggest they ask is whether or not the person has any professional training in coaching. 

I’d also recommend they ask the person how they differentiate coaching from mentoring, counseling or consulting.

In addition, I’d suggest they ask themselves what kind of a coach they truly want. Do they want a coach who is “the expert” and is going to tell them exactly what to do, or do they want a coach who will approach the relationship as a co-creative experience, in which the coach skillfully facilitates a process whereby the client gains insights and achieves goals through taking purposeful action.

How can you tell coaching is working?

Great question! Ultimately, coaching is working when the coach/client relationship is resulting in the client gaining greater clarity about themselves and their goals, and is translating that awareness into achieving their goals through taking intentional action.

Another way I can tell when a coaching relationship is working well is that there is a deepening sense of trust between coach and client. As a result the client feels more comfortable and safe being vulnerable and expressing themselves fully. Similarly, a coach will sense that it is safe to ask questions that will more likely evoke deeper awareness within the client.

Lastly, I can tell coaching is working when both the coach and the client are increasingly investing themselves in the coaching alliance, doing reflective work in between sessions, holding themselves accountable, and coming prepared to every call.

What are some indicators that the coaching relationship might not be working?

As I discussed above, trust is the foundation for any coaching relationship, so one indicator a coaching relationship is not working is a lack of trust, on behalf of either the coach or the client. Without this trust, coaches and clients won’t be willing to be vulnerable with each other, either in asking the right questions or in offering honest self-reflections.

Another indicator is if coaching conversations are not translating into actionable insights for the client. While there is plenty of room in coaching for venting and meaningful exploration of issues, ultimately, the coach/client relationship should result in insights and actions which forward the client toward achieving their goals.  

Of course, if either the coach or the client are not showing up on time, being accountable to each other, and “doing their homework,” these are all signs the coaching relationship isn’t working.

Do you want to share any success stories?

As much as I would like to, I need to maintain the confidentiality of my clients and their experiences. I will say, however, some of my favorite moments have come when clients make major energy shifts, gain significant new insights, develop healthier outlooks about themselves and their career, and accomplish the goals they set out to achieve.

Do you have any top level advice for job hunters?

• Remain open and curious about possibilities throughout the job hunting process. Make note of what lights you up along the way, especially those things that surprise you.
• Due your due diligence and be well prepared when approaching an opportunity
• When taking actions, limit your attachment to the outcome, and instead focus on being your authentic self.
• Be on the lookout for limiting beliefs you may hold that shrink your view of what is possible and what you are capable of. Learn to identify these beliefs and how to deconstruct them. (Coaches are really good at helping you do that!)
• Remember that job hunting is not a linear path. It is an iterative process during which you will be learning every step of the way.
• Job hunting is easier done with others.

Is there anything else you’d like to tell us about coaching, job searching, or life in general?

I first experienced coaching as a client, and it had a major impact on my life. It opened my mind to entirely new ways of perceiving and understanding myself and the world, and it helped expedite achieving some of my most important goals, both personal and professional. 

I’ve also discovered that many of the best coaches I know and many of the coaches I trained with while earning my certification as a professional coach are truly “my people.” They are curious, open-minded, nonjudgmental, kind, optimistic and high energy. They have a knack for seeing possibilities, creating and spreading joy and helping others do the same for themselves. Being around them just feels good and brings out the best in me. 

By becoming a coach, I made a declaration to myself to spread similar energy and serve people in similar ways. Doing so for the past three years has been incredibly gratifying and expansive for me. I know this is what I’m meant to be doing, and I hope to encourage more librarians to consider coaching as a tool for personal and professional growth.

Lastly, I have found coaching and job searching make a great couple. In order to effectively job search, one must first have clarity about who you are at your core, what you value most, the kind of people you most enjoy being around, and the kind of activities that bring you the most joy and gratification. This is a large part of what coaching is about. Without this foundation, job searching becomes a more transactional and sometimes even superficial exercise, and can result in short term gains but not necessarily lasting, long term desirable results. 

If I can be of service to anyone reading this, I hope you will feel comfortable reaching out. I would enjoy learning about where you are in your career and life now, and where you might like to go!

Steve’s Links

Uncomfortable Fun (Steve’s Coaching Business)

LinkedIn

Oh hey! This is the third post in this new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?

In this feature, I interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decisions about finding the right person or organization for your needs.

All that being said, I’m pleased to present this interview with Ellen Mehling. I’ve known Ellen for a while, and her insights have been featured here on Hiring Librarians several times.

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Tell us a little bit about your own career path. What did you do before you were a coach (or what do you do in addition to coaching)? How are you connected to libraries or LIS?

I was a special librarian and archivist in a library for people with blindness and low vision, before I started working in public libraries. In my first public library job I worked in what was called “special services” which included services to those with disabilities (matching my previous experience) and job seekers (which was new to me).

Why did you decide to become a coach? 

Very soon after I started work that included assisting people with their job search, I began to get requests to present and write on various topics related to job searching outside of my library, and individuals started asking for assistance too (both in the field of librarianship and in other fields). Later I worked for a library school, and advised the LIS students there, and also worked for a library consortium writing a blog of job search and career Q&As, teaching/presenting on job search subjects, and doing individual advising. There was, and still is, a strong demand for such assistance and instruction, and I found I enjoyed doing it in addition to my full time work, so I thought, “why not?”.

How long have you been coaching? 

Next year it will be 20 years(!) which is shocking to me when I think about it. When I started I had no idea it would become such a long lasting gig.

What’s your coaching philosophy?

My philosophy is that people need encouragement and kindness during the job search as much as they need solid, practical advice and strategies that work. Job searching can be difficult. It can be discouraging when you are putting in effort and not seeing the results you want, or maybe not seeing results at all. 

I take care to manage expectations, regarding both the job search and my role as an advisor, and that sometimes means not telling people what they want to hear. For example, if someone wants  to “outsource” all of their job search tasks (including resume and cover letter writing), I advise them that while I understand the impulse especially if you are not getting interviews, deception is not a good idea – and it is deception when you submit something someone else has written as if it is your own work. 

Sometimes job seekers have unrealistic ideas of things like: how networking works, or how long it will take to find a job, or even whether they’ll get a response from an employer after applying. Steering them away from improbable expectations, always with respect and kindness and encouragement, can help to make the job search process less stressful. I give advice and feedback and options that, based on my experience both as an advisor and as a successful job seeker, will give the applicant the greatest chance of success, emphasizing that the choices have to be made and the work done by the applicants themselves.

Do you have a specific demographic or specialty? 

Most of my clients are library workers. That’s just how it has worked out, through word of mouth, mostly.

How does it work? What are your services, how do you meet with clients?

My services right now and in recent years are mostly resume and cover letter reviews, advising sessions to discuss strategy and options, and mock interviews. This one-on-one assistance can be in person or via Zoom, and resume and cover letter reviews are via email.

If someone is interested in being coached, what should they ask in order to find the right person to coach them? 

I would ask specifically what the service(s) entail to make sure that you and your advisor/coach are on the same page about what is needed and what can be provided. I would also ask about the advisor’s experience and their philosophy.

How can you tell coaching is working?

Individually, if the advisee feels that they have the information and advice and instruction and strategies to have a successful job search, they’ll have more confidence as they edit their resume for a specific job and/or write a compelling cover letter. Someone who is feeling discouraged will write a very different cover letter, for instance, than someone who is feeling positive about themselves and that job and their chances of getting it. Practically, their application documents and networking are working when they are getting interviews and offers. A mock interview can help an applicant to feel less nervous and (again) more confident as they go into an interview, and that can make all the difference in how the interview goes. I tell advisees, “If you are going to make a mistake, make it with me and not in an actual interview!”

What are some indicators that the coaching relationship might not be working? 

If there is a lack of rapport, and resistance of the applicant to doing anything more than they’ve been doing, or anything different than they have been doing – even if they are not seeing the results they want and they are seeking guidance from an advisor or coach(!) This happens a lot more than you might think. It’s another unrealistic expectation; they want different results than they have been getting, with no change of strategies or effort. The response to each proposed tactic, every piece of advice, every suggestion, is “Yeah, but…” followed by why that won’t work for them. If there’s a lot of that, it may not be the right fit of advisor/advisee, or not the right time.

Do you want to share any success stories? 

A few people I have advised now work for the library system where I work, so I’ll see them from time to time. One still refers to me as her “mentor”. I have advised others on positioning themselves successfully for promotions – it is a joy to see someone focus on what they want and get it; it’s inspiring! Just a couple of months ago a young man I had advised late last year told me he had gotten hired and had been at his new job for two months and thanked me – I loved hearing that!

Do you have any top level advice for job hunters?

This is something that you hear over and over, but that’s because it really is so important: network, network, network! A large, robust, healthy network is crucial to job search success, and it takes time to develop and requires care and effort to nurture. Dig your well before you are thirsty!

Is there anything else you’d like to tell us about coaching, job searching, or life in general?

I think the job search process and resume writing and cover letter writing should be taught in high schools – some schools do and some don’t, but these are skills everyone needs. 

If you use AI/Chat GPT to help you write your application documents, always review and edit what AI creates before sending anything! The resume and cover letter represent you; make sure what you are submitting is accurate and flattering and is targeted to the job you are applying for.

Finally, don’t ever lie on a resume, or cover letter, or interview. Just don’t. Employers don’t want employees that are dishonest, it is very likely to backfire, and it brings bad karma.

Links:

LinkedIn: If you’d like to get in contact with Ellen, please reach out here.

Work Life: A blog about job searching and work, written by Ellen in her former position

And Ellen recommends: Ask A Manager has fantastic, no nonsense, practical advice for job seekers, and for all kinds of workplace situations too. I read it all the time.

Oh hey! This is the second post in this new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?

In this feature, I interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decisions about finding the right person or organization for your needs.

All that being said, I’m pleased to present this interview with Angela Pashia. You may remember her from her post about her Leaving Libraryland class. In addition to teaching, she offers individual coaching services.

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Tell us a little bit about your own career path. What did you do before you were a coach (or what do you do in addition to coaching)? How are you connected to libraries or LIS?

I was an academic librarian for 12 years, focusing on teaching information literacy and supporting academic departments as a liaison. I left that role in August 2023 to take the leap into self-employment as a coach!

Before becoming a librarian, I was a PhD student in anthropology, until reality set in – the job market for anthropology professors is so bad that it makes the library job market look absolutely fabulous in comparison. 

When I decided to drop out of my PhD program, I had no framework or support to help me figure out what else I could do with my life, so I latched onto the first idea that came to mind. At the beginning of my Master’s program in anthropology, we had a library instruction session, where I learned that there’s such a thing as a subject librarian. That seemed like an option that wouldn’t require me to step too far out of my comfort zone. I very much approached that change from the “what CAN I do?” perspective, instead of “what do I WANT to do?”

So, when I realized in 2022 that I needed to make another big career change, I spent a lot more time exploring what I actually WANT to do before making any leaps. 

Why did you decide to become a coach?

I have to admit, part of what led me down this path was a misunderstanding of what coaching is! 

My favorite parts of my librarian job were mentoring junior colleagues and teaching a credit-bearing information literacy course. It wasn’t just the teaching in any format that I loved, it was specifically teaching a group of 24 students over the course of a full semester, which let me actually get to know them as people, at least a little bit.

So, when I stumbled across a video online about becoming a book coach, I envisioned a blend of those roles – mentoring / guiding / teaching someone about the process of creating a book and getting it published. That sounded really cool!

I spent a while doing more research, and then enrolled in a coach training program accredited by the International Coaching Federation (ICF). Along the way, I learned that professional coaching is distinct from those other roles. Coaching focuses on partnering with the client and exploring the knowledge they bring to the table and their agency in working through challenges. The emphasis is on building an equal partnership, in contrast to the comparatively hierarchical nature of a more experienced mentor or teacher sharing their knowledge with a less experienced mentee or student. 

How long have you been coaching? 

It has only been about a year and a half since I started coaching as the ICF defines coaching. I think my mentoring was always kind of in the middle between how the ICF characterizes mentoring and coaching – it wasn’t pure professional coaching, but my background in constructivist and critical pedagogies led me to ask a lot of questions as a mentor, rather than just expounding on how I navigated different experiences and dispensing advice. 

What’s your coaching philosophy? Or give us your elevator speech!

I specialize in asking thought-provoking questions that empower you to discover your own path to success in reaching your goals. I’m not here to guide you through doing things the way I did them or to simply tell you what to do. I’m here to support you in finding what works for you to achieve your goals. 

Do you have a specific demographic or specialty?

Broadly speaking, my specialty is supporting your professional development, whatever that means for you. I currently offer group programs in leadership development – Developing a Coaching Approach to Leadership – and exploring your career options outside of libraries – Leaving Libraryland. I know those may seem kind of contradictory! But my focus is on helping you navigate your next career move, no matter what direction you want to go. 

That broad focus applies to my individual coaching, as well. One recent client needed support in setting clear, attainable goals for the upcoming year and developing a plan to actually make progress on those goals. Another client is working on their communication, particularly when they need to deliver constructive criticism. Another client is building a strategy to make the most of their current position while they work toward a milestone in experience, while also exploring their options for what they actually want to do next.  

How does it work? What are your services, how do you meet with clients, and how much does it cost?

I hold meetings online – generally on Zoom unless you request another platform. Group programs are outlined in advance, and for individual coaching, we’ll work out the details in a free, no-obligation “chemistry call”. Individual prices vary depending on how often and for how long we’ll be meeting. A single 60-minute session starts at $250, but I offer discounts for signing up for a package, usually 2 sessions per month for at least 3 months. 

For individual coaching, we start with a free “chemistry call”, where we’ll talk about your goals and whether I’m the best person to support you, and then I’ll offer a free sample 20ish minute coaching session. That’s really important for a couple of reasons. First, I don’t want to take your money if I don’t think that you’ll get good value from working with me. For example, I recently met with a potential client who I would have loved to work with because they’re doing really cool stuff, but as we talked, it became clear that what they really need is a business coach to help them launch their own business. I’m still learning the business side of things myself! And so I recommended that this person look for someone with experience in that area. 

Second, it’s important to work with someone you’ll be comfortable talking with and opening up to. I spent years arguing against “hiring for fit” in libraries, because that tends to be a way to perpetuate implicit biases systematically. But, in picking a coach to work with, it’s really important for you to feel comfortable with them. For example, I tend to be a slow talker, which some people find helps them slow down and be more thoughtful, and other people find incredibly annoying! As a coachee, I work better with a coach who tends to also talk at a slower pace, because I wind up feeling rushed when I try to work with someone who is really high energy and talks really fast. Neither way of talking is inherently better or worse, it’s just a matter of making sure you’ll be comfortable working with this person. 

If someone is interested in being coached, what should they ask in order to find the right person to coach them?

One important question is what to expect while working with this person. Coaching is an unregulated industry, which means anyone can call themself a coach, with or without any formal training. The ICF, and the training programs that they accredit, define coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” In practice, this means that I mostly ask questions to help you work through a challenge. If I have information that I think you might find useful, then I’ll offer to share it, but I won’t pressure you to do anything. Assuming you’re interested in hearing the information I think is useful, I’ll share it, and then ask how that lands for you. This is great if you’re trying to explore what careers outside of libraries might be a good fit for you, and work through whether you really do want to leave libraries, but not a great fit if what you’re actually looking for is a consultant to review your resume!

The other big question that comes to mind is for you to ask yourself during your initial consultation – how much energy do they spend asking you questions about your situation versus talking about themself? Are they genuinely interested in getting to know you and your situation? Of course they’ll need to share some information about how they work, but you should feel like they are genuinely curious about YOU and your particular situation. 

How can you tell coaching is working?

When coaching is working, you develop more clarity about what you actually want to be doing and how to achieve those goals, and have more energy to put into the work needed to achieve those goals. That may mean getting clear about what really matters most to you and reflecting on how well your life is currently aligned with those core values, and then exploring how to improve that alignment. For example, once you’re clear on your values, how evident are those values in the way you lead your team? How could you shift the way you lead to be in better alignment with your values?

And when coaching is working, you keep thinking about and reflecting on your goals between sessions. After a session, you’re excited to start putting whatever next steps you discussed during the session into practice. 

What are some indicators that the coaching relationship might not be working?

When you log off from a call and then don’t think about what we talked about until you’re getting ready for our next session, then it’s not working. 

If your sessions start to feel like an unpleasant chore, then that’s a bad sign!

Do you want to share any success stories?

I’ve helped people get clear on their goals and build manageable strategies for how to achieve those goals, whether that meant developing ADHD-friendly ways to stay on track with job applications or developing strategies to get their workload under control so they can devote time to writing for publication. I know those aren’t as flashy as some stories of helping a client land a new 6 figure job or whatever, but I think it’s important to celebrate the small, relatable wins, too!  

Do you have any top level advice for job hunters?

The most important advice that comes to mind for job hunters is to be really clear on what you want to do and articulate how your experience will help the potential employer reach their goals. Working with a coach can help you get that clarity for yourself, so that you can better target your search to the types of positions and institutions that you’ll actually want to work at.  

Is there anything else you’d like to tell us about coaching, job searching, or life in general?

You may be able to use professional development funding (if you have it!) for career development coaching to help you succeed in your current role. That won’t work for coaching on your job search, but it is something you could ask about when you get to the stage of negotiating for benefits!

Angela’s Links

Learn more about how I can support you in reaching your goals

Schedule a free, no-obligation “chemistry call”

LinkedIn

My upcoming classes via Library Juice Academy

Oh hey! This is a new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?

In this feature, I’m going to interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the Library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decision about finding the right person or organization for your needs.

All that being said, I’m pleased to introduce Alison King as the first interviewee. Alison runs King Career Services. She provides a number of services, including a few courses on job hunting. Her specialty is “Leaping Librarians” – she’ll tell you more about what that means later in this post.

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Tell us a little bit about your own career path. What did you do before you “leaped” into career services (or what do you do in addition to this work)? How are you connected to libraries or LIS?

My first library job was as a page at 16 years old! After graduating from college, I worked library jobs at a charter school and then at Drexel University’s medical library (and continued working at the public library at night and on weekends). While working at Drexel, I got my MLIS and then went on to become the children’s librarian at the same public library where I had been working as a page all those years (full-circle moment)! My final library job was as the middle school librarian at an independent/private school. Around 2021, I realized that I no longer loved being a librarian and wanted to pursue copy editing as my full-time career–I had been proofing/editing dissertations as a side gig for several years at that point. In April 2022, I launched my own post-pandemic, career-switch job search. Fortunately, I landed a full-time, remote copy editing job after 4 months (just in time to not have to return to working at the school library in August). Now, I work full-time as a copy editor at a digital marketing agency and as a resume writer/career consultant (most often, for librarians/LIS folks) in my free time.

Why did you decide to make the move to providing career services?

Initially, I got into resume writing several years ago because a friend asked me to edit her resume–but after I did some research, I realized that I couldn’t just edit a resume like I would a dissertation. Things had changed a lot since the last time I had done a job search, which was only about 5 years prior! There was a whole strategy behind it, and the more I learned about it, the more excited I was to dig deeper and help people land a fulfilling job! During my own job search, I made a ton of mistakes and had a rough time, even though I was well-informed about job search strategy from helping my clients. It was the most challenging job market I had ever encountered (post-pandemic, with a ton of competition for remote jobs especially), and I took copious notes during it because I knew I needed to help others to not make the same mistakes I did. Last year, I was inspired to niche down my career services and focus on helping people like me–librarians and LIS folks!

How long have you been doing this? 

I’ve been writing resumes since around 2021 and declared my library niche in late 2023.

What’s your general careers philosophy? Or give us your elevator speech!

I help librarians/LIS folks make the next big leap in their career, whether that’s moving up within libraries or moving out into a new job or industry altogether! My philosophy is that a successful job search must be based on strategy; what worked for you 2, 5, or 20 years ago will likely not work now. With so much competition in this nutty job market, you have to have a clear sense of your target (the exact type of position you want to get) and of yourself (AKA your branding). Every aspect of the job search (your resume, cover letter, LinkedIn profile, interview, email communications, networking, etc.) needs to be laser-focused on your target position and remind potential employers of your “secret sauce” or unique value you will bring to them. Librarians often struggle to pinpoint their own value (we tend to downplay our accomplishments), so working with someone like me makes it easier to manage all the strategic parts of the search and get an outsider’s perspective on what makes you an employable and desirable candidate!

Do you have a specific demographic or specialty?

Leaping Librarians! That’s the term I coined to describe my ideal clients. As mentioned above, I love helping librarians (non-degreed and MLIS/masters level alike) and library-adjacent folks take a courageous leap to find fulfilling work, either in or out of libraries. An interesting thing about resume writers is that we can write for just about any profession–it’s all about asking the right questions (and you can imagine how my background as a librarian has helped with that). But I found I especially loved working with library/LIS types because they are generally really engaged in the process and want to learn the “why” behind the strategy. Plus, librarians enjoy working with me because I “get” them. I know about the different skills and tasks that librarians take on and also understand the reasons many librarians are unhappy in their current roles (safety concerns, lack of advancement opportunities, inflexible hours/work conditions, etc.). They’re many of the same reasons that I launched my own career switch–so no need to justify your reasons to me!

How does it work? What are your services, how do you meet with clients, and how much does it cost?

I offer several different services at various price points. When someone fills out the contact form on my website, I get in touch with them to tell them if I’m available to help. If so, we have a 20-minute Zoom chat to discuss their goals and my process—that’s generally when we decide which service is best for them. 

• Resume/Document Writing: This is my signature, done-for-you service. Essentially, I ghostwrite the docs needed for a successful job search. We start with a 90-minute Strategy Call so I can gather all the info I need to write. Over 2-3 weeks, I write and then send you drafts of each doc to review so you can make corrections or suggestions (it’s a collaborative process, and I like it that way so you feel comfortable with the end result). Pricing varies based on the level of position you’re applying for, years of experience, difficulty of career transition, and other factors…but the ballpark starting range for this premium service is $800-1000 and can go up to $2500+ for all the bells and whistles. While this may sound astronomical to some, the idea is that you invest now to earn more in your new job–plus, you get my undivided attention for our time together and learn a whole lot that you can take with you in future job searches!
• Document/Targeted Coaching: For those who prefer a more hands-on, DIY service, I offer document coaching. You pick which docs you want us to work on, and then I meet with you on Zoom for an hour each session. For example, with a resume, we focus on making your accomplishments focused on impact for the employer, and we also work on branding, formatting, and whatever else is needed. For three days after each call, I offer unlimited email support as you work through the changes yourself. I also offer sessions for interview coaching/practice and LinkedIn/networking strategy. Price: $250/hour; includes the unlimited email follow-up.
• Courses & Downloadables: This is my most budget-friendly and quick option. I’m sensitive to the fact that not everyone is in a position to pay to work with me one-on-one, so I’ve compiled my knowledge into courses and PDF downloadables that you can access immediately and revisit as often as you need to. Currently, my Teachable school offers courses covering these topics: DIY Resume Writing for Leaping Librarians, Best-Ever Cover Letter, and Get Organized to Get Hired (easy hacks to reduce overwhelm during the job search). I also have instant downloadables available, like a daily accomplishments journal for easier resume writing and an interview preparation resource. Pricing: As low as $12 for downloadables and around $50-200 for each course. I’m always adding to the courses and downloadables, and I recently earned a career coaching certificate, so watch out for other services and programs being added throughout the year!

If someone is interested in working with someone like you, what should they ask in order to make sure they found the right person?

I’m so glad you asked this because mutual fit is so important when you hire someone to help with something as important as your career. 

What is your process/how will this work? 

Make sure the provider can clearly describe their process; if they don’t have a service agreement/contract, then you should move on to someone else. If they seem unsure of their own process or can’t articulate it, seek out a more experienced professional.

How do you keep up with best practices for the modern job search? 

Good answers include professional development through reputable career associations like National Resume Writers’ Association (NRWA), Professional Association of Resume Writers and Career Coaches (PARWCC), Career Directors International, and Career Thought Leaders. I’m a member of all of these and regularly attend their webinars and conferences. If the provider has earned certifications, that may also be a good sign. For example, I am an NCOPE (Nationally Certified Online Profile Expert – for LinkedIn content/optimization), CPRW (Certified Professional Resume Writer), and CCTC (Certified Career Transition Coach); you can confirm my certification status on each of those websites. I mention that because some unscrupulous scammers will add those abbreviations to their name on LinkedIn to try to make it look like they earned a credential when they did not!

Do you want to share any success stories?

It’s hard to choose just one, but I will say that the feedback I get over and over is that my clients have a newfound sense of confidence going into their job search. So often, we just let our careers happen to us rather than stopping to take stock of our own value. That’s why the branding piece is so important–when you know who you are and what you have to offer, your whole job search transforms.

I do think it’s important to note here that I don’t keep track of a “success rate” and I never guarantee that working with me will result in a job offer. That’s pretty typical in the careers industry. Think about it: I could write you an incredible resume and give you all the information and resources you need for a successful job search. However, if you don’t apply that knowledge and do the work that is necessary to follow through, then your search may be unsuccessful. That said, my clients who do the work and use the docs I write typically do end up getting hired for the job target they wanted!

Do you have any top level advice for job hunters?

• Use your network, and keep expanding it (preferably before you ever need to use it). If you’re not on LinkedIn, start using it and connecting with strangers in the job/field you are targeting next–I promise, it’s not that scary, and it can help in so many ways. You’ll be amazed at how many people want to help as long as you can clearly tell them what you’re looking for and convey your “secret sauce.”
• Your mindset matters. I’m not overly “woo-woo”, but this was something I realized in my own search. I know how discouraging it can feel to be stuck in a job search (remember, I was there not too long ago). I’m not suggesting that you practice toxic positivity; private venting is a necessary exercise–but make sure you’re not venting in a public place (like Facebook groups or on LinkedIn where potential hiring managers could see). Scarcity mindset will only limit you, so you have to make yourself believe that this is a job out there for you and that you are worthy of getting it! I truly believe having rock-solid branding helps you through all this. These are some of the things that turned my job search around when I had hit rock-bottom and was losing all hope.
• If your job search has stalled, identify the breakdown. If you’re not getting interviews, your resume needs attention. If you’re not making it past interviews, those skills may need a refresher. If you’re making it to the final selection but not getting the offer, you may need to strengthen your value proposition or get more creative about how you present yourself in the final interactions. Track your progress, look for the patterns, and don’t waste time on activities that don’t address your problem (e.g., If you’re consistently getting interviews for the type/level of job you want, then you don’t need to rewrite your resume over and over).
• Watch out for scammers and bad actors! This is, unfortunately, a big problem in the industry–unscrupulous scammers capitalize on the desperation or insecurities of jobseekers and charge a low fee like $99 for a resume. What you get back is no better (or even worse) than what you send them. As I mentioned above, professional services will probably be closer to $1,000 than $100. Also, watch out for scam job ads. This is especially prevalent with work-from-home jobs and any postings that are very vague or have higher-than-expected salaries. I’ll admit that I almost fell for one of these myself–it was pretty convincing, and I almost ignored the red flags because I wanted it to be real. Finally, be wary of anyone who contacts you to interview for a job you never applied to. Use your librarian skills to research and be skeptical of anything that sounds fishy.

Is there anything else you’d like to tell us about working with a resume writer, job searching, or life in general?

Many people are resistant to the idea of hiring a resume writer (or maybe you are just learning it’s a real profession)! In truth, we’ve all been done a disservice. Somewhere along the way, we were taught that resume writing is easy (it’s not) and that you are the only person who can or should write your resume (which may or may not be true for you). Writing your own resume is incredibly difficult because it requires you to be objective about your experience and value. Writing a great resume requires you to think like a marketer, as if you are the “product” being presented to the “customer” (potential employer). 

Plus, you only write your resume a handful of times through the course of your life, so how are you supposed to excel at something you do only infrequently? It’s certainly not impossible, and many people can write their own successfully–I created the DIY Leaping Librarian resume course to help make it easier. But if this (or any part of the job search) is continually tripping you up, it may be time to ask for help. As I always say, when a task gets too difficult, annoying, or downright boring, it may be worth it to have a pro do it for you! I’m here to guide you so your job search can be shorter, less painful, and more fulfilling in the end. 

Please feel free to follow and connect with me on LinkedIn. I love chatting with Leaping Librarians and would be happy to explore how I can help you take the leap into a job that fits your needs!

Alison’s Links

Website: www.kingcareerservices.com

Downloadables: https://store.sendowl.com/s/277d796e-5528-4b4a-bb5a-0b8647d33ae5

Royal Career Academy – Teachable School/Courses: https://royalcareeracademy.teachable.com/