Ella Kallish is a nationally syndicated columnist with 17 years experience marketing candidates directly to decision-makers inside business organizations throughout the United States. Her "Ask Ella" column now offers you personal, strategic and tactical advice on all your workplace questions. E-mail Your Question To Ella

Dear Ella,

I am a strategy consultant working for a major consulting firm. Last week I interviewed with one of our main competitors. The meeting consisted of five separate interviews and took four hours. When I left, I had this sinking feeling that I may have shared more information than I should have about my company and the client projects we are currently servicing. When is it acceptable to beg off answering questions which have answers that contain proprietary information?

Dear When Is It Too Much Information:

For years, companies have interviewed candidates in order to get a handle on what their competitors are doing, but won't divulge. Hence, many companies will schedule meetings with candidates they have no intention of hiring in order to "pick their brains."

The best way to manage this difficult inquiry is to keep a mental note on how much information they are willing to share with you about their special projects or strategic direction initiatives. If they are playing their cards close to their chest -- respond in kind.

It is also important to remember that the information you are sharing regarding business solution strategies is the same information that your company is charging thousands of consulting dollars for to their clients. The best way to answer a question that requires you to share proprietary information is this: "I can speak to your question theoretically and from an aerial view, but the specifics on this subject are proprietary to my firm -- at this point in our relationship, I'm sure you understand that it would be unethical for me to go into more detail." If a company wants you to blueprint a business solution for them during the interview process, exit stage right.

Dear Ella,

My husband and I recently adopted a little boy younger than 5 years old and per my employee handbook, I am entitled to "adoption" leave similar to that of a woman who just gave birth to a baby. My company tells me now that the employee handbook I have is null and void as there are new HR "draft" policies that will come into effect in September 2001. Therefore my adoption leave is considered to be family medical leave -- which translates into no pay at all. Is this legal?

Dear Is This Legal:

The definition of "policy" as found in the Webster's Dictionary is: The writing or instrument in which a contract of insurance is embodied; an instrument in writing containing the terms and conditions on which one party engages to indemnify another." Therefore, by definition, a policy change must first be executed in writing and then this writing instrument should be distributed to those it indemnifies in a timely and clear manor.

If, however, as you state in your letter to me, your company only had a "draft" policy in place at the time you adopted your son (a "draft" is not a policy; it's a work in progress), then you should still legally be covered by your existing policy. I suggest you contact a human resource or corporate benefit attorney in your state for clarification on this matter.

Dear Ella,

I'm employed with a school district and my position is closely related to that of a teacher. I prepare lesson plans, teach, motivate and prepare end-of-the-year reports. For some reason this school district won't pay any more for this job than what they would pay to a janitor/custodian. I plan to work on the negotiating team to increase our salary, but if these negotiations fail, I will be looking for a job elsewhere. Do you have any suggestions on how I can continue to work with children and increase my wage at the same time?

Dear Do I Have Any Suggestions:

Yes, you need to go back to school and get your teaching certificate.

Teachers here in the United States are in great demand -- such a great demand that educational institutions working in alliance with the school boards are developing new programs that allow aspiring teachers to gain rapid entry into the school system even before their certification process is completed. These new educational programs allow students to instruct in the field while they work to complete their teaching certificates. Certain criteria must be met, however, before you can be accepted into these programs. Contact your local community college, university or the board of education in your area for detailed information. Educate yourself while you seek to educate others.

Dear Ella,

I found out last November that layoffs at my company were imminent and that my particular department (marketing) was the most vulnerable. In May of this year, I was finally given formal notice that my job was being cut. While I was presented with a small severance, it's not enough to sustain me though this difficult market until I find a new job in my area of specialty. I need a job quickly but can't seem to find one. What can I do?

Dear What Can I Do:

WAKE UP AND SMELL THE COFFEE!

Gosh -- I can't believe how many letters I get from professionals that saw the writing on the wall but stayed anyway and did nothing proactively to find a new company for which to work until they formally got the axe.

When you get the axe, it's usually around the same time your competetors are laying off their people, too, so for you to move to another company with similar business applications is almost impossible.

Please, people, make it your business to regularly read newspapers and industry journals that offer insight to latest industry market trends -- don't live and work in a vacuum! Your job and your career are your responsibility -- not the company for whom you work. If you see market downturns in your sector or a possible merger or acquisition for your company on the horizon, start looking for a new opportunity immediately. Playing it safe and hoping that you won't be one of the unlucky ones laid off is similar to the tactic the ostrich takes when it buries it's head in the sand hoping to avoid the inevitable.

Now what should you do? Go back to school to retool your skill set while you look for work. Your new academic experience will improve your marketability and open new network channels of opportunity. Get to work, then GET TO WORK!

Dear Ella,

I work for a company that just laid off 30 percent of its work force. Senior management has told me that I am not one of those that will be laid off and that, in fact, I am about to be promoted (I guess so that I can do the work of those they let go). My question is this: Are massive layoffs at a company a signal of instability?

Dear Is This Company Unstable:

No. In fact, laying off a considerable portion of your workforce injects a huge amount of cash flow back into your company. Employees are a company's No. 1 overhead expense and bolstering the bottom line by cutting jobs seems to be the general course of action in today's corporate world.

However, in order to determine viability of a company, you need to examine the cohesiveness of its management team to its strategic vision and then the viability of the products or services it offers. You can have a management roster that reads like a "who's who," but if they are all on a different ideological page -- strategy (if one exists) never gets implemented successfully. Your company may very well be on its way to economic recovery -- but you are in the best position to know the answer to this question as you have an insider's view and can best determine if this is a horse you want to bet your income on or not.

Next week: Mail Bag

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Written by Ella Kallish.
For more information on Ella Kallish, go to www.ellakallish.com.
Ella Kallish is also available for corporate and group seminars.

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