Shake Shack to try 4-day workweek at Vegas location

Shake Shack to try 4-day workweek at Vegas locationShake Shack to try 4-day workweek at Vegas locationIts a win for the four-day work week milkshake and burger joint Shake Shack will experiment with a four-day workweek at some of its Las Vegas locations.The move is part of a battle to increase manager retention, CEO Randy Garutti said duringthe JPMorgan investment conference last Thursday, according to HR Dive. It has never been harder to find great people to lead restaurants, Garutti said.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreShake Shack is pulling out all the stops to get managers to stay, introducing an equity program for general managers giving them a stake in the company. There are also equity awards of $10,000 to each general manager, as was saidduring a February earnings call.Shake Shack joins other three- to four-day workweek restaurants such as Michelin-starred Norwegian rest aurant Maaemo, 21212 in Edinburg, Scotland, and Alabama locations of the chain Aloha Hospitality. Economists have also argued that there are numerous benefits of this condensed work week.The restaurant business is currently in a bind over the need toattract and keep employees in a tight labor market in an industry with high turnover more than 70% for the second year in a row, according to the Bureau for Labor Statistics.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Make Your Personal Branding Outstanding

Make Your Personal Branding OutstandingMake Your Personal Branding OutstandingMake Your Personal Branding OutstandingMake Your Personal Branding Outstanding PDFNote Youll need Adobe Reader to view the PDF file above. Download Adobe Reader.Wednesday, January 8, 2014Regardless of your age or career level, why should you care about creating a distinct Personal Brand at work? Its simplesuccessful executives focus on managing their Personal Brands every day and leistungspunkt this effort for their extreme professional successIn this info-packed, fast-paced webinar, professionals who truly care about their career growth will learn how to create, promote and manage a unique Personal Leadership Brand to stand out at work and within their industry.Presenter, Lisa Orrell, is a globally renowned Personal Branding Leadership Expert who is hired by many well-known companies, such as eBay, Wells Fargo and Johnson Johnson, to conduct workshops on this topic for their employees of all ages and lev els. So if you want to excel in your career, and/or possibly feel in a rut at work, you dont want to miss this webinarOverview of What You Will LearnWhy defining managing a Personal Brand can improve your career successHow to create develop a Personal BrandThe key components of a successful Personal BrandWhat personality traits you possess that work or that can be sabotaging your Personal Brand (that you may leid even be aware of)Why executives who care about their Personal Brands focus on understanding their multi-generational workforceHow your communication relationships with others will improve by focusing on your Personal Brand at workPresented byLisa OrrellThe richtungerations Relations ExpertLisa Orrell is globally recognized as The Generations Relations Leadership Expert. As such, shes the author of 3 top-selling books Millennials Incorporated Millennials into Leadership and Boomers into Business. And her fourth book, Your Employee Brand is in Your Hands, will be availabl e in March 2014.Lisa is also an in-demand professional speaker and consultant hired by well-known organizations, such as Wells Fargo, Johnson Johnson, eBay, Paul Mitchell, and Pepsi. Her popular presentation topics include Understanding generational dynamics in the workplace improving the recruitment, management and retention of Millennial talent educating Millennial employees on how to be effective young leaders at work and Personal Branding for Career Success. Based on her expertise, she has been interviewed by countless media, including NPR, MSNBC, ABC, New York Times, and The Wall Street Journal.Webinar Transcript Make You Personal Branding Outstanding (08 Jan 14)Good afternoon. Im Jim Thompson, senior writer with Monster. Id like to thank you for joining us today for this exclusive webinar, hosted by Intelligence. Todays webinar is entitled, Make Your Personal Branding Outstanding. Thought leader Lisa Orrell, will be presenting this afternoon. Lisa will discuss how a distinct personal brand of work helps foster your success. Before we get departureed, I would like to mention a few housekeeping items. Todays presentation and a copy of the recording will be posted on hiring.monster.com within the next two to three geschftlicher umgang days. Please click on the Resources tab and navigate to HR Events to obtain your copy. All registered participants will also receive an email with a direct link to todays materials. Intelligence helps HR professionals improve work or performance, retain top talent, and enhance recruiting strategies. We analyze and collect data from over four million unique job searches performed on each day. We invite you to visit hiring.monster.com and read our in-depth reports and analyses. For our latest materials, click on the Resources Center tab when you visit the website.After the presentation, therell be time for questions. ur meeting manager will help facilitate the QA. Please feel free to schrift your questions into the available sp ace during the event, and well make every effort to include them in todays session. If youre listening to todays presentation via telephone, youll be placed on mute until the QA session begins.Now we would like to provide some background on our speaker, Lisa Orrell. Lisa is globally recognized as a relationship and leadership expert. Shes the author of three top-selling books, including Millennials Incorporated, Millennials into Leadership, and Boomers into Business. Lisas fourth book, Your Employee Brand Is in Your Hands, will be available in March. Lisa is an in-demand speaker and consultant, hired by organizations such as Wells Fargo, Johnson Johnson, eBay, Paul Mitchell, and Pepsi. Her presentation topics include understanding generational dynamics in the workplace, improving recruitment, management and retention of Millennial talent, educating Millennial employees on effective leadership strategies at work, and personal branding for career success. Lisa has shared her expertis e with a wide range of media outlets including MPR, MSNBC, ABC, The New York Times, as well as The Wall Street Journal. Lisa, I would now like to turn the webinar over to you.Thank you, Jim. I appreciate that. Welcome, everybody. Im really glad to be here, and I appreciate you taking the time out of your day to join us. Im really excited about this topic. Its one that Ive talked about quite a bit. Typically, this is a three-hour in-person live workshop that I do. Ive conducted it probably over 20 times for eBay, as well as clients such as Johnson Johnson and Wells Fargo. So it is a popular topic, and its a hot topic. mora importantly, I feel that its a really important topic. I want to go ahead and get started. Like I said, typically this is about a three-hour workshops worth of content. Ive got about 40 to 45 minutes. So I want to go ahead and get started. Lets jump right in and talk about how to make your personal leadership branding outstanding at work, so that you stand out and excel in your career.I want to start by talking about why thats important. During todays webinar, youre going to binnenlandsee quite a few slides such as this one, where there are prozentsatzs from actual people that I do know. Some of them I do know, and some of them I dont. Youll see the titles there. My attitude is that if a COO or any C-level, VP-level, or director talking about their personal brand and why its so important, then its good enough for everybody here on the call. For those of you that are looking to stand out, notlage only at work but also in your industry, for more recognition for career success, then this is a topic that you definitely want to be paying attention to. Take a look at that quote. Weve also got this one, Having a defined personal leadership brand can take you far, even farther than youd originally envisioned. And more likely so, if you proactively build and manage it. Thats just a couple of quotes from folks whom I highly respect, and whom I know ar e extremely successful. They focus on personal branding and managing their personal branding every single day of their lives.Why is it also important? Well, wherever you go and whatever you do, youre an ambassador, not only for your personal brand but also your companys brand. People do evaluate you. We all have that little judgmental side to all of us. We all take a look at people and judge on how they look and how they act. Those are the schrifts of things that you need to be aware of when youre creating your personal brand and how you want to be perceived by people. The main thing too is that your personal brand, which is basically your reputation, will follow you. ur goal today in a very short period of time is to discuss the different attributes and things you need to be aware of when creating and managing your personal brand.One thing to be aware of when it comes to personal branding is that its not just who you are now. More importantly its about who you aspire to be. What ar e the certain traits that you possess that perhaps you need to be working on, either positive or possibly negative? Maybe youve got temperament issues. Maybe youre not that great of a listener. Maybe you tend to make things a little bit more about you than you should, versus how it should be for your employees or perhaps for your coworkers. Ive conducted this workshop like I said, for a wide variety of companies all over the country, with attendees that come from different levels everywhere from junior employees that just graduated college, all the way up to senior vice president levels. I will tell you that a vast majority of the people, say over the age of like 35 or 40, do tend to come up to me afterwards and go, My gosh. I really wish people were talking about personal branding back earlier in my career. It really would have made a difference in my career path and my career success at this particular time. Again, it is something to be highly aware of, because people that I know who are extremely successful in the corporate environment follow and manage their personal brand on a regular daily basis.Lets get into some personal branding basics, or the kind of the ins and outs of what is a personal brand and what is not a personal brand. Take a look at this quote here, before we jump into the actual basics themselves. This is a very powerful quote. I spoke with the facilitator or moderator of a panel where I had five female executives, each from different large corporations, all of which you would know. The whole presentation that we did was based on personal branding for career success. This quote pretty much says it like it is. Be aware that people are watching what you say and what you dont say, what you do and what you dont do, every single day. Your opportunities, and indeed your reputation, will be impacted by the actions and decisions you make day-to-day, every day. Thats a very powerful statement, and it is the essence of what personal branding is abou t. Are you consistent with who you are? Are you consistent with your brand promise? Can people rely on you? Can people understand what youre about and know how youre going to act in any given situation?Heres what personal branding isnt. Its not your title, its not your business card, and its not anything that you see here on this list. Its not what you wear its not how you look. Those are all the things that support what your personal brand is, if you think of yourself like a product. A personal brand is truly what people feel about you. It can be defined by other people and not you, which is why its so important for you to be keenly aware of your personal brand. Define who you are and what you stand for, and have clarity on who you are and what you stand for so that you are promoting and putting out the personal brand, and getting the schrift of recognition and reaction the way you want it. Otherwise, you dont take control of it, and youll have other people defining your personal b rand, putting out there information that is probably not going to be correct. This will make a little bit more sense as we move on. If you get absolutely nothing out of todays webinar, absolutely nothing at all, except what you see right here on this slide, then Ive done my job. I will consider this a success.When someone has contact with you at any point in time, one of two things happen. Your personal leadership brand is reinforced, or it is weakened. What you say, what you dont say, how you act, how you treat someone, how you treat someone in a meeting, the types of snide comments that you might make, the type of body language that you might put out there, rolling your eyes, and working on your mobile device while someones trying to talk to you all play into how you are perceived. You want to use your personal brand as a barometer of how you act and what you say on a daily basis.When I do this as a workshop and we have a lot of activities, I dive a lot deeper into what we need to do when we first get started on personal branding, because you have to be thinking about yourself in terms of how you act and what youre about. Take a look at somebody like Sam Walton. He goes out of his way in this particular quote, Its all about how you make other people feel, as well. Even if youre in a management role right now and you have people that report to you, if you aspire to get into a management and leadership role within your organization, or even if you dont plan on wanting to manage other people, you will always be working with other people. What can you be doing to boost the self-esteem and take care of people around you? That is something that really marks an effective, strong, respected, personal brand. Its how you treat other people. I know that that sounds like common sense to some of you, but Im telling you right now, its not common practice. Ive got endless stories about people talking to me about their managers and leaders. They say, I really wish that they were here in this workshop today, Lisa, because my boss could really use hearing some of this information. Theyre everything on the other side, and their personal brand is tarnished because of it basically, because of how they treat people.When we talk about this, I want to talk about this a little bit in terms of a leadership versus a management mindset. My goal and hope is that everybody on this call, and that everybody that I facilitate and provide private coaching for, becomes everything on the left side under the leaders header. With a leadership mindset, you seek employee commitment, whereas with a management type mindset, you seek employee compliance. Ill go ahead and take down the list here. Im sure that fruchtwein everybody on this call, at one point or another, has worked for somebody on the right side, under the managers.Recently a very good friend of mine left a job, because her boss was the bottom one. He took credit for everything but never gave credit for anybody on the kollektiv. She worked her rear end off for a major presentation, and he took all the credit. She provided her letter of resignation shortly thereafter, because she just couldnt take it anymore. Who are you? What are you? Do you find that youre more on the left side under leaders? Are you more under the manager type of mindset where, its kind of really all about you, and you dont really care that much about the people that you work with? My goal is to get people more into the leadership mindset, regardless of what role you currently have within your company or what level you currently have with your company. For any of you who are more entry level, the sooner you can get your head around a leadership mindset, the sooner you will start acting like a leader and a respected leader. You cant start developing your personal brand at any level until youre very clear on who you are and who you aspire to be, along with the things that you personally need to be working on and the changes y ou need to make.I work with a lot of senior executives. They have anger issues. I have to tell them, Youve got to work with a life coach, or Youve got to get into therapy. Youve got to make those changes for yourself, because its tarnishing your personal brand, and its affecting your career success. Are you someone whos very shy? Is that something that you want to work on? The perception of you is that you dont have a whole lot to say, a whole lot to offer, or a whole lot to contribute to the team. You might be filled with great ideas and be the smartest person in your organization, but people arent aware of that because youre shy. If I work with people that are saying, Yeah, Im shy. I need to work on that because its a personal brand perception of me that Im not thrilled with. Then I tell them that they need to be working on things like joining a local Toastmasters organization or something that can get them out in front of people and help them break through why they are shy.We als o want to talk about the attributes of an effective leader. It starts with having to manage relationships with others, but more importantly, it starts with managing the relationship that you have with yourself. I also like this when it comes to communication. Weve all had this happen, where you say something and then you wish you could take it back. Have that little one second, split second rule where you ask yourself whether whats ready to fly out of your mouth is going to strengthen your personal brand. Is it going to weaken your personal brand instead? Attributes of an effective leader include understanding what motivates each team member and each of your coworkers, along with taking time to get to know who they are. We have a short period of time on this webinar today, so I cant go into a whole bunch of case studies that I typically share when I conduct this as a three-hour workshop for employee groups.I will say, though, that its sickening how many employees tell me that their manager has no idea if the persons married or not married, or is in a significant other relationship, or has kids or doesnt have kids. You need to know all those types of things about your coworkers and especially your employees, because you have to understand what motivates them. What might motivate someone for extra time off so they can go to their kids baseball game might not be something that motivates a different employee. He or she might be motivated by time off to go snowboarding or by cash bonuses. You never know. Youve got to know what motivates each team member.I dont need to go down this entire list, because some of them are self-explanatory. Look down at the fifth one, where it says, strategists beyond core competencies. Thats an important one for any of you who are on this webinar today and are concerned about your personal brand, because you want more notoriety within your organization. Perhaps you want more notoriety within your industry overall. Heres the bottom line . If you want to be perceived as a thought leader within your company and a thought leader within the industry, so that you get invited to be a panelist at major conferences, or you want the media to interview you because you are a thought leader in your industry, or because you would like more recognition, you do need to focus on being a strategist beyond your core competencies. Do you spend fruchtwein of your time just doing the work that you were hired to do, or do you take the time to learn more about whats going on in the industry, and perhaps even in other areas of your company? Its only then that you can bring unique ideas to the table and make the media even want to interview you. If you dont have anything interesting to say, or any new insight on trends that might be happening in your industry, then theres not really much to interview you about. If you come up with new thought leader type ideas, those are the types of things that will attract media attention to you for inte rviews or attract opportunities for you to speak at large conferences, so you get more industry recognition. Even on a kind of a smaller micro level, though, if you want to be a thought leader within your company, consider what youre doing to educate yourself on trends that are happening within the industry and within the company? What can you bring to the table, even just in your Monday morning meeting, so that you stand out even just in your department?Again, take a look at the other things here, where it says, possessive, compassion, and empathy. Those are huge leadership traits. Do you care about people? How do you treat people? When it comes to communication, I do seminars on active listening and providing effective feedback. Its a really big deal. Thats why I get into things like WIIFM. That acronym there stands for Whats In It For Me? fruchtwein of us tend to listen to people in that way. You immediately start future thinking what theyre going to say, and start thinking about what it is that you want to say, versus really listening to them. I like to use that old saying, Youre given two ears and one mouth. Use the ratio accordingly. Most of us are horrible listeners. For one very positive attribute, in terms of your personal leadership brand, you can be known for being an extremely good listener. That is huge and hugely respected, because so many people are not good at listening. They talk over people, or theyll start moving their body language to start jumping in on what they want to say, before the persons even ended their sentence. Again, I do entire seminars just on that one topic, because it is such a problem in the corporate workforce.The final principle that you see here is the WAIT principle, which stands for Why Am I Talking? Do you find yourself starting to talk all the time in meetings and all that? Ask yourself why youre talking right now. I actually have some managers that I require to put on a wristband or a rubberband. When they start to talk, they have to snap themselves to make them realize, Oh, all right, why am I talking? Should I be talking? Am I doing this just to hear myself talk? Im sure a lot of us have been in meetings where that one person on your team goes to raise their kralle or goes to start talking, and you feel the entire energy of the room shift. They go, Oh no, not that person, because theyre just going to go, on and on and on. Ive conducted this workshop like Ive said, many, many times. Ive had people come up to me after the break and go, You know what, Im that guy. Im that guy who constantly talks in meetings, and I can just feel the energy shift. I know its just terrible. Im realizing its because Im just one of those people that goes on and on and on. Im really not offering anything of value to the conversation. How can I overcome that? So I work with people after presentations to talk about this type of stuff, to help them with those things. It is affecting their personal brand reputation, and ultimately its affecting their career.So when we get into understanding your multi-generational team members, another area that I talk a lot about is a topic that my first two books were on and something companies hire me all the time to come in and talk about. I have one seminar thats very popular, Improving Communications Across the Generations, as well as seminars on How to Recruit Management, and Retain the Millennial Generation also known as Generation Y. I certainly dont have the time to go into all of the different steps, and all those types of things about understanding generational dynamics, particularly the millennial generation in the workforce, because thats not what this topic is about today. I will say, though, that it does play a major part. More and more over the brde couple of years, Ive got senior vice presidents, VPs, and directors of diversity calling me to come in and do presentations at their organizations. They see that the generational diversity issue has be come the new diversity issue that a lot of companies are facing.Id like to go ahead and jump into talking about the generations a little bit. The better you understand that, the better you can communicate with people. Those are things that all reflect well on your personal brand. The generational snapshot is what you see coming up right here. One thing I will point out is that a lot of people within organizations that I speak to think that the disconnect, or the friction, tends to be between the Millennial generation and the Boomers. Its kind of like the younger people not understanding the older people and the older people not understanding the younger people. Im here to tell you today that quite honestly, the biggest point of contention between generations actually is between Gen X and Gen Y. Thats typically when youve got like a 33 or 34-year-old manager, Gen X, and like a 24 or 25-year-old employee. The reason for that is that not only are they very different from a generational upbringing standpoint, but I will say that they did have very different upbringings, and they are very, very different people. It tends to be that Gen X tends to be pretty abrupt. Gen Y tends to be much more warm and fuzzy, wants to talk a lot, and wants to communicate often. That tends to be where the conflict is a lot of the time. Theyve got much more of a sibling dynamic, versus Millennials with Boomers have more of a parental dynamic, because the Boomers created the Millennials. If we get into the communication preferences, with the Millennials its kind of desensitized. You have to abandon that current approach, which tends to be a rut for a lot of Gen Xers. I have a lot of Gen Xers that constantly say to me, the Millennials are driving me crazy. The Millennials drive me crazy. Im like, I know. I understand it. So I have to talk to all the different generations to help them understand each other better, so that we can reduce the friction within the organizations.Now under there it says, require respect. That may sound like common sense, but unfortunately its not common practice. I deal with and do workshops on how to become a young, effective, and respected leader. My whole second book, Millennials into Leadership, is on that topic. I work with a lot of Millennial groups and organizations where they tell me that they dont get a lot of respect at all. You know, they go to raise their hand or contribute something in a meeting. People tend to be like, Yeah, whatever. You dont know what youre talking about. Youre too young. They feel shut down, when the reality is that a lot of time they do bring good information to the table, and they want to be heard. They dont like delayed feedback at all.There was a big research study done. I cant say the name of the organization on this webinar, but I will say that it was a huge research study on delayed feedback and communication. Over 900 Millennials were surveyed in the workforce and asked, How often would you like to speak to your direct report boss? Something like over 90 percent of Millennials responded that they want to communicate with their bosses at least once a day. Now, if I have a whole group of managers in front of me, I typically get a big Oh, no, with people rolling their eyes like, Oh my gosh. Most Gen X or older generations, are like, Im fine if I dont talk to my boss. Im fine if its once a week. Whereas the Millennials will say, no, they want to talk often. They also want close ties to their boss. One thing that Millennials do say to me all over the place and one of the number one complaints I hear from Millennials is that, their one-on-ones with their direct report bosses are cancelled on a regular basis. Thats a big problem, and its something that smart organizations are actually starting to penalize managers for, because it affects the retention level of the younger generation, which they need. By 2020, over 75 percent of the workforce is going to be the millennial generation. Let me get into Gen X. Gen X tends to be very different from Millennials. They want straight, succinct, communication, Just give me the facts. Tell me the point. I dont want to know what you did this weekend. I dont care if you got a new puppy on Sunday. I dont care what your date in your anlass was like on Friday. I dont care. I dont want to know about all that stuff. Whereas the Millennials tend to be like, Hey, guess what I did. Hey, guess what happened over the weekend. That tends to be a big rub. So a lot of times I have to educate Millennials on, You know, keep it to yourself. They dont want the big schmoozefest. They dont want to go there. Then we get into Gen Jones, which tends to be a hybrid between Gen X and Boomers. The Boomers tend to be much more outgoing, and tend to be a lot of kind of that warm and fuzzy approach like the Millennials do. Like I said, the Boomers created the Millennials. Millennials didnt just hatch from pods like in the movie Cocoon, at the bottom of a pool. They tend to get each other. One of the things that I have to tell the Millennials too is that the Boomers and Gen X tend to get very annoyed when Millennials just walk in and say, Hey, I want to have a meeting now. I have to educate Millennials a lot on things like, Dont just do that. It irritates them. Contact them first. This is just a quick snapshot of the different dynamics between generations and their communication preferences. Again, I do seminars on it where we go into a lot more detail. Its good for everybody to get a brief snapshot of this because again, it does affect your personal brand, how you treat others, and how you conduct yourself.Lets get back into the whole personal branding and talk about how we can start creating your personal brand, and not only who you are now, but also who you aspire to be. The number one thing here is that you dont want to be someone that youre not, as you see with this quote here. You want to be who you are. What comes naturally to you? Its not about what your boss wants you to be, or what your company wants you to be. The beauty of personal branding is that it helps you determine who you should be working for, the type of boss you should have, and the type of company that you should be working for. I deal with people all the time where we talk about this kind of stuff and it helps them determine, Yeah, you know what? I had that interview and I dont think that boss that would be my boss, would be a good fit with my personal brand, or I dont feel that that promotion into that other department would be a good fit for my personal brand, or that company overall would be good for my personal brand, or a good match with my personal brand. It can help you as a barometer, in determining those types of things as well. What you want to do is decide what you want to be known for. You can get into things like visual brand attributes as well, that support your personal brand and make you stand out.See that picture ther e with the striped socks. I have one young lady whos in her twenties at a large company that most everybody on this webinar would know. She was the only female engineer in a large department of all male engineers. It is kind of a conservative company, so she has to dress appropriately. Its not a Google-esque type of work environment where its really casual. Its much more buttoned-up than that. She had to put on nice kind of dress attire. She started wearing weird socks to work because she was like, You know, Ive got a fun personality, and I want that to stand out.Ive got some people here saying that theyre not seeing an image. I dont know if someone behind the scenes can maybe check that out. Ive got picture of a guy here. Lets see.Anyway, there is a picture of a person who is in striped socks. The young lady started wearing wacky socks with her conservative work attire, and she became known for wearing wacky socks. She started a blog where she would take a picture of her socks that she was wearing that day, along with a motivational quote. It also had her picture, a headshot, so she got some brand recognition for that. One day she was walking down the corridor to go to lunch, and a senior executive was coming down the hall. This is someone that she would have not normally ever have met, because of how different they were in terms of their roles and levels within the organization. He stopped her and he said, Hey, arent you the gal who wears the weird socks? She said, Yeah. He said, Why dont you show me what socks you have on today. She showed him. He said, You know, I got to tell you. Every morning, my admin makes me look at your blog to see what socks and motivational quote youve got going on. Now, my wife and my 16-year-old daughter at home are aware of it. Youve become like the talk of the town around our house and in my department. He then asked her if she was busy at that moment. She said, No, Im going to lunch. He said, Well, can you skip lunch? She said , Sure. He took her into a meeting where it ended up getting her on a team for one of the biggest product development projects and launches that the organization had done in years. It all started with her having more recognition and that visual brand attribute of her socks to help her make her stand out.Ive got countless stories of things like that where somebody takes it. Of course youve got to back it up with how good you are at your job, and all the other personality traits you have. Thats just an example. You know, Ellen DeGeneres is known for her tennis shoes. Donald Trump is known for his wacky hair. You can choose to bring in a personal or a visual brand attribute as you create your personal brand to stand out, or you dont have to. Ive got some people that they want to get known for always wearing red, but not head to toe. That would be weird theyd look like an elf. Certain things like, being known for always having on a red pair of shoes or some sort of red accent on their b ody in somewhere.Ive got someone saying, Cant hear sound. Im not sure if that goes for everybody or not. Not sure, but I will continue because Im not getting any other messages on my end from the producer crew. One of the main things you want to do is that you want to be able to live your brand persistently and consistently. If you do choose to have a visual brand attribute, you want to make sure that you do it on a regular basis. It would be kind of weird if you chose to wear weird socks, but you only did it once a month. That would be odd. You want to be able to do it on a regular basis. Its not only what you wear, if you do choose a visual brand attribute, but also its how you conduct yourself. Its all about being consistent.As a two-step process here, were going to take you to the first one. You want to determine your overall brand personality. Do you take a look at some of these famous people up here? Steve Jobs is cool, hip, cutting-edge, resourceful, irreverent, and innovativ e. Those are all things that show how he conducted himself on a regular basis and even how he looked. It would have been very odd if he came out in a $5,000 suit during major announcements or global media launches for Apple product announcements. That would not have mapped to Steve Jobs brand of wearing jeans and a black mock turtleneck. It also shows how a personal brand at that level permeates into the overall culture of the company and communicates that Apple products are cool, they look cool, they work cool, they feel cool, and they do cool things.With Oprah, its the same type of thing. She brings in not only that caring attribute, but she also does other things for people outside of that. She brings in personal attributes and permeates them into proactive things, like doing nice things for people. Its the same thing with Ellen. Shes compassionate. She does nice things on her show and for people that are in need of things, like somebody coming back from serving time for our coun try, somebody whose child is ill, or somebody whos down on their luck. She does things like getting them new cars and paying their rent for a year. She brings those qualities into action. Those are types of things that people can do within companies to stand out. If youre a compassionate or giving person, you can do things like, putting together walkathons or putting together food drives. Bring your compassion into work. That also helps you stand out and get notoriety for your personal brand as well. That maps your personality traits that you have. You take a look at the different other ones here like Sir Richard Branson of Virgin. Everything about him permeates into what the Virgin brand is about. Its innovative, and its unique. If youve ever flown on a Virgin airline, its a unique travel experience. Its those types of things. What are the types of words that you can use to describe yourself, not only who you are now, but also who you aspire to be?Then you want to put together your personal brand positioning statement. I have executives that put this together and actually hang it on their wall. They have it nicely mounted and framed. They tell their employees, If Im ever not acting like this, you have the right to call me on it. I have organizations that bring me in to take them through this workshop, within teams experiencing dissension, as a team-building exercise. The better everybody can understand each other, the better everybody can get along. You want to put together your positioning statement. It kind of becomes the essence of who you are and what you stand for. Obviously it needs to be believable and enforceable, because it is your personal brand. You dont want to be putting things out there that arent really a part of who you really are and who you aspire to be. Then you wont be putting it out there on a consistent level, and it cant be trusted.An example of one is I want to be known for being honest, fun, respectful, supportive, hardworking, and in novative, so that I can deliver effective results and solutions for my employer, my team, and my peers. The type of positioning statement you want to put together is something that you can be. You want to be known for being fun. Great. Are you fun, or are you not fun? You want to be known for being hard-working. Are you, or are you the person who never really volunteers for anything or never takes on that extra project? You want to be thinking in those terms and putting that together, and you can certainly sit down after youve written one. One thing I advocate in the workshops I do is to run it by your boss by coworkers who you trust. Get their opinion on what they think about you, in words, and adjectives, and descriptions of you, that maybe you havent even thought of, and that you werent even aware of.The one last thing that you can do is, check in with yourself. The list that you see here is one that I advocate for people to check in with weekly. Ive got management teams and orga nizations, and their employees require them to do this either every Friday or every Monday. Answer these questions while youre on the treadmill, while youre working out, while youre walking your dog, or while youre commuting. What more can I offer? Do I or am I willing to go beyond what is expected in my job description? How productive am I? How innovative am I? Ask those questions and check in with yourself on a regular basis. Its key to notice if you start answering these things in more of a negative. You know like, How productive and innovative am I? Well, not as much as I used to be. Can I be more so? Yeah, probably, but I just dont feel motivated to do that. Are my contributions essential? Well, maybe. I dont know. I dont really care that much anymore. Do I or am I willing to go beyond whats in my job description? Well I used to be, but not anymore. If you start answering these questions in those types of ways, its also a good barometer that somethings wrong. Something has chan ged in you or within the organization. Maybe youve gotten a new boss, and its not meshing well with your personal brand. Maybe youre getting burned out and you need a change in the department, in the company, or in your role. These types of things help you keep in line with your personal brand and help keep you in touch with yourself. You should always try to maintain yourself in a place thats not only good for yourself but also good for the organization.Overall what weve talked about here in a short period of time is that developing your leadership mindset starts now, regardless of what level you are. Again, the sooner you start thinking like a leader, the sooner you start acting like one. You never want to stop learning and honing your leadership skills. You want to be respectful of all of your team members. Remember the WIIFM, Whats In It For Me, and the WAIT, Why Am I Talking, principles. Weve heard about never assuming, because the word assume breaks into that acronym. You want to be praising your team members and other individuals often. Its a positive thing. The more you put out in a positive way, the more they start doing it for you as well, unsolicited. They start talking about you behind your back in a positive way. They become promoters for you, and they become brand advocates for you. You want to be able to create and live your personal brand on a consistent basis, and you want to go beyond what is expected of you. Again, for those of you who want to build your personal brand within your organization and stand out more at work or in the industry, youve got to go beyond what is expected of you in order to become known as a thought leader. You want to be clear on who you are, what you want, and who you aspire to be.Typically, as I do this as a workshop, we also do a whole segment on how to be your own publicist at work, how to promote yourself more at work, how to get the word out about you more at work, as well as how to be your own publicist outsid e of work. We dont have the time to do that today, but you really need to think in those terms. How can you be your own publicist at work? What are ways that you can be promoting yourself, so that people are more aware of who you are?All right. That needed to come in at quarter till the hour, and were right on time here. So I want to say thank you very much. Those are covers of my books, there. The one on the left, Your Employee Brand Is in Your Hand, is the one that Jim mentioned that will be out in March, available on Amazon. You can learn more about me and the different seminars and topics that I bring to the table by going to my website at theorrellgroup.com. You can certainly send me an email if you have any questions at lisatheorrellgroup.com. I want to thank you very, very much for your time today. I hope that you got something out of it, and I hope it got your wheels turning a little bit. With that, Id also like to thank again for inviting me. This is probably about the four th webinar that Ive done for them. I always enjoy my time, and we always have a great turnout. So thank you again, everybody. Jim, Im going to hand it back to you.Thanks very much, Lisa, for sharing your insights with us today. At this time, Id like to turn it over to our meeting manager, who will help support our question and answer session. If we do have any questions queued up at this time on your side, well take them now. Or we can take the questions that have queued up on our side.Thank you. Ladies and gentlemen, if you would like to register for a question via the phones, please press the 1 followed by the 4. You will hear a three-tone eingabeaufforderung to acknowledge your request. Your line will then be accessed from the conference to obtain information. If your question has been answered and you would like to withdraw your registration, please press the 1 followed by the 3. If you are using a speaker phone, please lift your handset before entering your request. Once again, that is 1 followed by the 4 on your telephone. Also feel free to ask the other web chat feature. One moment please as we take the first question.While were waiting for questions to queue up on our operators side, Im going to start up with our questions that have been typed in. Lisa, the first one addresses privacy concerns. Is there a way to handle folks who may be a little bit shy about sharing their personality traits? Can they develop their personal brand and still get the point across, if you will?Im not sure, and I apologize. Im not sure that I fully understand the question. To me, putting out your personal brand and who you are is who you are. If theres some incredibly bizarre dark side to your personality that you prefer people not to know at work, then its totally appropriate to keep that to yourself. In terms of who you are at work, it shouldnt be anything that youre hiding unless of course like I said, its something that is a little off the beaten path or that might cause offense. I dont know if that answers the question.I think you hit it on the head, Lisa. Its just traits you wouldnt want to be very forthcoming about. You know you need to work on those types of things. Thank you, I appreciate that.Ive mentioned this earlier in the webinar. If its something along the lines of anger issues or some pretty heavy insecurities, those are the sorts of things that come up when I do the workshop. A lot of times it turns out almost like a group therapy session. Its time to look at those things and find the help that you need to overcome those things. It might not be something that you necessarily want to share with everybody, but at least you become aware of it and then you can start working on it privately.Definitely, thank you.Its all about self-awareness, really.Very good. All right, Id like to check in with Jasmin to see if some questions have queued up on her end before we proceed with the rest from us.For the time being, there are no questions queued up the other phone lines. As a reminder, ladies and gentlemen, to register for a question, it is the 1 followed by the 4. I will turn things back over to you, Jim.Great. Thank you, Jasmin. All right, heres our next question. Im going to paraphrase it, since its a fairly lengthy one as well. Ill try to edit it down a little bit. We have an example of someone in the HR group who had a supervisor that has breaking promises as an aspect of his or her personal brand. For a subordinate or a peer, is there a way to address a negative personal brand? Could you suggest a delicate way to approach that?Yeah, I get hit with those types of questions a lot, because unfortunately, there are issues in the workforce all the time. If it is your boss, its a matter of how comfortable you feel about addressing it. Perhaps having one or two other people go with you to have a one-on-one or a direct conversation with that individual. One of the things to be aware of is that its not what you typically say t o people its how you say it. If you approach somebody, and youve got something sensitive to talk to them about, you can approach it in a way thats more of an attack, like, We need to talk to you because were really sick of how the fact that you always break your promises. Everybody here is really mad about it. That will immediately put people on the defense. If you handle it in a way where its like, We have something really sensitive to talk to you about, or I have something really sensitive to talk to you about. Im kind of uncomfortable with it, but its something that has become so much of an issue to me, that I do need to talk to you about it. If you approach it in that type of way, a lot of times that will calm someone down enough to have them hear you.Another key thing that you want to do prior to talking to someone is really asking them before you start in. Are you in a mindset right now where you can really talk to me about something kind of heavy and sensitive? or Is there a better time? Because you dont know necessarily, what they might be going through at that particular moment, either. Get someone when theyre really ready to actively listen to what you have to say. I look at it this way. Lifes too short. If youve got a boss or a coworker with traits that are really starting to bother you or affect your work, you have the right to bring it up. The only alternative is, to leave, because youll be so unhappy there. If you can possibly help that person bring something to light thats sensitive and help them make the changes, then its kind of win-win for everybody.Thats great, Lisa. Thanks for those insights. Id like to ask again. You had mentioned some acronyms, and we have some folks that are interested. Redefine those, because I think those were important phrases that you gave us today.Yeah, there were two acronyms in particular that I shared today. One is WIIFM, W-I-I-F as in Frank, -M as in Mary, WIIFM. That stands for Whats In It For Me? This tends to be how a lot of us listen to people. You start talking to me, like, Hey, Lisa. I wanted to know if I could talk to you about how you can help me with this presentation I have coming up. I immediately start going into, Oh my gosh. Im already too busy. I cant believe this person is going to ask me to help them with more stuff. Theres not enough hours in the day. Im starting to describe what it is that I need help with, but the reality is, all I wanted to say to you was, Youve got two slides in a PowerPoint presentation I saw you do last week. Can I use those in my presentation? Its something that would take you two minutes to do. We start going there. Our minds just start going into, How is this going to affect me? Its been proven over and over again that we only hear about 50 percent of what someone tells us because we check out. We start going off in different directions. So avoiding whats in it for me and really setting everything aside and listening to what someone has to say is critical, in order to be known as an effective leader. Its a very positive attribute for your personal brand.The other one is WAIT, W-A-I-T, the WAIT principle, and that stands for Why Am I Talking? This is about pausing yourself when youre about ready to start talking in a meeting or when youre having a one-on-one with someone. Ask yourself real quickly, Why am I talking? Why am I getting ready to talk? Is what I am about to say relevant? Does it add value, or is it just listening to myself talk? A lot of people like to just talk. I had somebody come up to me couple a weeks ago after a workshop saying, Weve got somebody on our team whos that person. She never stops talking in meetings. The whole morale of the meeting goes down every time she starts talking. She just goes on and on and on and doesnt add any value. How can we talk to her about that? They actually wanted to talk to her about it after coming to the workshop. I hear these types of things all the time. I think those were the two main acronyms that I shared.Super. Thanks very much, Lisa. I think weve all fallen victim to that last acronym a lot more than wed like. Jasmin, again, Ill check in with you very quickly to see if you have some questions on your end. If not, well proceed along here.We do have a question over the phone lines. The question is from the line of Paul. Please proceed with your question.Lisa, some of my teammates are on the call as well, and we work for a very large global organization. Some of the personality brands that we see promoted are the aggressive, hard-charging, bull in the china shop kind of brands that seem to get the most attention, if you will. How do we as a group build that brand that overcomes that need to be that kind of personality type, when were not? We might be less hard-charging. Maybe its that nice people finish last dilemma that Im kind of bringing in the context there. How do we build that brand in the midst of that culture, with the opposite of some of t hose traits?Thats a great question, Paul, and I appreciate youve asked me that. Its one that I actually get often. What it boils down to is determining whether working in a company with that type of culture maps to who you guys are. It might be that you are the nice people brand, which tends to have the people that want to work for you. Youre going to attract the nicer people. Thats who you want to be surrounded with, and thats that type of organization you want to be in. Ill tell you, the ones that are the hard hitters may move up the ladder, but there comes a point where they stop moving up the ladder. They end up having a high turnover rate, because people dont end up wanting to work for them for very long. They leave for those reasons. Weve got a major labor shortage starting now for the next 20 years, so a lot of companies I know are getting rid of all their mediocre managers and finding the top talent. People dont leave companies typically. They leave managers. They need to be able to retain the talent. My attitude is if you feel that your career is hitting a roadblock because youre not buying into that type of culture, then it might not be a company thats a good fit for you. Im just being honest.The other side of it too is that over time, I think were going to all start seeing a change in the type of leadership that we have and kind of a shift to a more open communication nicer type of work environment. A lot of that has to do with the fact that so many Millennials are going to start moving more into management and leadership-type roles. As the Millennials tend to be much more of a kumbaya type of generation, they want to communicate a lot, and they like whats fair for everybody. It will start moving out the older mindsets that have kind of always been that hard-driving, hard-line, like what you were describing. There is going to be a natural shift over the years. Its certainly not going to be tomorrow, but already 15 percent of managers are Millennials . Our oldest Millennials are hitting 30 years old right now, so theyre not all just entry level any more. Youll kind of see it happen naturally like that. My attitude is that you dont want to shift your individual personal brand into something youre not, for the sake of moving up the ladder within your organization. Be who you are, and stick to who you are. It will happen, maybe a little slower than some of the other people that are much more aggressive in style. Overall, you will move up, or it will, like I said, prompt you to move to another organization that does respect and have that type of value system within their corporate culture.Thank you.It really does become a barometer for you. I have people and companies all the time. Theyre like, Ive decided about the offer package, and the pay, and the stock options, and blah, blah, blah. After working there for six months, though, I just realized that the corporate culture does not match well with my personal brand. I need to go som eplace where it does. I hope that answers your question, Paul.Thank you.Sure.Thank you, Lisa. Now that weve reached the top of the hour, Im going to stop our questions. We will forward all the questions that we didnt get to this afternoon. Well send those your way, Lisa, if you wouldnt mind taking a look at those.Sure.Great, great. Thanks again for sharing your experience today, Lisa. This will conclude our webinar this afternoon. A recording of this event, as well as the presentation materials, will be available shortly on our hiring site, hiring.monster.com, under the Resource Center tab. Thanks again for joining us. Please join us again in February, for additional in-depth webinars. Have a great day.

What Successful People Have in Common- The Muse

What Successful People Have in Common- The MuseWhat Successful People Have in CommonFor my book, Getting There A Book of Mentors, I spent five years interviewing some of the most successful people alive (Warren Buffett, Michael Bloomberg, Anderson Cooper, Sara Blakely, Jeff Koons, Kathy Ireland, Les Moonves, to name a few). Here are the six things I found them all to have in common1. They Understand Their Circle of CompetenceIn his Getting There essay, legendary investor Warren Buffett explains that its essential to understand yur strengths and weaknesses. When youre deciding what to pursue, knowing what to leave out is as important as knowing what to focus on. Buffett quotes Tom Watson (the founder of IBM) who said, Im no genius but Im smart in spots and I stay around those spots.Buffett explains, My brain is not a general-purpose brain that works marvelously in all situations. There are all sorts of things that Im no good at and there are all kinds of investment opportunities Im no t able to comprehend. I understand some kinds of simple businesses. I cant understand complicated ones. Coca-Cola, for example, isnt very complicated. Its a durable product and the appeal is universal. I try to find businesses I can grasp, where I like the people running them and think the price makes sense in relation to the future economics.John Paul DeJoria, billionaire co-founder of the Patrn Spirits Company and John Paul Mitchell Systems, advises, Do what you do best and try to find others who can fill in by doing the things you are not good at. For instance, I am terrible at details- accounting especially, so I hire accountants to help me. This frees me up to focus on the things I do excel at and I can run a more efficient operation.No one is good at everything, but everyone I spoke with became incredibly successful by honing in on what they excel at. So, look for your natural strengths to see where you can stand out.2. They Harness Their PassionsYouve probably heard this befo re- and for good reason The path to success is almost guaranteed to be arduous, but if you love what you do youll thrive on the inevitable challenges and have the stamina to achieve your potential. If you pursue something just for the money or because you think you should, it probably wont end well.World famous scientist J. Craig Venter (a.k.a., the first person to sequence the menschenwrdig genome) says, So many people get pushed along in the system, and because they dont really know what they want to do, they practically let their careers be chosen for them. If youre not passionate about what youre doing, its hard to be successful at it. You can show up and do whats required, and you can even do your job well, but thats not where real success is going to come from. Success comes from doing something extraordinary with passion and intensity.3. Their Career Paths Are FluidGood news, career changers, well-known entrepreneurs demonstrate that its OK if your initial plan doesnt work ou t Whats essential is to always keep your eyes open for new opportunities and be open to change. For examplecraigslist founder Craig Newmark stumbled upon his businesses while trying to pursue a social goal.Michael Bloomberg only decided to start his own company, Bloomberg LP, after being fired from his job at Salomon Brothers.Jillian Michaels, who runs a health and wellness empire, dedicated herself to that field after being fired as a talent agent.Les Moonves, the President and CEO of CBS, originally pursued acting, but eventually realized he would be happier on the other side of the camera.Moonves elaborates, Things sometimes come at you and hit you in the face. If your path is rigid, youll likely miss out on opportunities...I shifted from acting to producing theater and realized it felt great. Before long, I shifted again and got my first job in TV as a development executive at Columbia Pictures Television.If you keep coming across obstacles, see if theres another opportunity you can pursue that might be a better fit.4. They Create Their Own OpportunitiesSuccessful people dont just wait around for someone to recognize a talent in them and offer them a big break. It would be awesome if the world worked that way, but unfortunately it rarely does. If you want something, you have to figure out a way to make it happen.For example, Anderson Cooper wanted to be a foreign news correspondent but couldnt even get an entry-level job at any of the major networks. He ended up working as a fact checker for Channel One, an agency that produces news programs for high schools.Cooper quickly realized that people tend to pigeonhole you in whatever role youre in, and sometimes you have to do something drastic in order to change peoples perception of you. So he quit his job, borrowed a friends video camera, and went overseas to shoot stories by himself. Living on a mere five dollars a day, Cooper made his videos as interesting and dangerous as possible, then offered them to Cha nnel One for such a low price that they couldnt refuse. This bold move is what launched his career and enabled him to live his dream.Dont put something off indefinitely because youve yet to get a green light. Sometimes, the only way to demonstrate youre ready for a new project is to go out and start it. 5. They Question EverythingInnovators dont blindly follow others. They think on their own and understand that just because something has been done one way for years doesnt mean that its the best way, or that another way wont work.For example, in the mid 1970s Gary Hirshberg noticed that we were changing the way food was made, for the worse (injecting animals with hormones and antibiotics, spraying fields and produce with toxic pesticides, and using chemical fertilizers, all with no real knowledge of what would happen to kids who grew up on a diet containing these things). Hirshberg started promoting organic food before most people knew what the word meant. He soon co-founded the orga nic yogurt company, Stonyfield Farms. He recalls, When I tried to get retailers to carry Stonyfield yogurt, which was a little more expensive than the nonorganic brands, theyd say, Does organic mean it has dirt in it? It was difficult to get stores to carry our products.It took Stonyfield nine years to make its first nickel, but it is now the largest organic yogurt company in the world.Hirshberg says, Challenging conventional wisdom can be scary, but most major changes happen because someone asked Why not do it differently? If you dont ask, you dont get.6. Theyre ResilientMost people who are well known for their achievements have failed- numerous times. However, they eventually found success because they were able to stand back up and try again, or learn from their mistakes and try something new. The point is They forced themselves to keep moving forward.Author Jeff Kinney spent eight years writing his first Diary of a Wimpy Kid book only to have it rejected by multiple publishers. Abrams finally gave him a option and there are now over 115 million Wimpy Kid books in print (not to mention the movies).John Paul DeJoria was fired from three jobs and lived in his car on $2.50 a day. He went on to found John Paul Mitchell Systems and the Patron Spirits Company.After establishing his own architectural practice, Frank Gehry found himself on the verge of bankruptcy several times before reaching solid ground.Matthew Weiner shopped his TV show around Hollywood, but it was rejected all over town. Mad Men finally made it to the screen seven years after it was written.I have come to compare life to a game of Whack-A-Mole. (You know that arcade game in which players use a mallet to hit toy moles back into their holes?) Well, life seems to whack us all over the head from time-to-time- in big ways and in small ways. In ways that have to do with our career and ways that have to do with our personal lives. They all intermingle.The people I interviewed are where they are today because, even after getting whacked multiple times, they found a way to lick their wounds then pop back up with a smile. This is what you must do in this world. So, the next time you get a whack, recall a specific story that inspires you, then figure out a way to pop yourself out of whatever hole you happen to be in.This article was originally published on LinkedIn. It has been republished here with permission.

Tips on What to Do When You Get Fired

Tips on What to Do When You Get FiredTips on What to Do When You Get FiredSuppose you go to work each day and really think you are doing a good job and one day all of a sudden you go into work and youre told that you are being fired and that this is your last day? Today we had this conversation with a recent alum that had just graduated last year. As can be expected she welches very distraught when she learned that she was being fired for no apparent reason. She had started at the company as an intern and in only 2 months she was hired for a full-time regular position. Initially, she was thrilled to get this job and that her job search was finally ended but after only 6 months on the job she went in and found herself getting fired. As with many situations when employees are fired on the spot, there is usually a great deal of information that the employee does not know. This person was told that she was fired due to her bosss inability to turn the department around and that she was le t go as a result of this and because the company was doing some restructuring. The good news was that the company told her that they would issue her a paycheck for the next couple of weeks but once she realized that a deposit had not been made into her bank account, she called the company and was told that she was fired for cause and that the company was retaining a lawyer. This can be an unsettling experience for anyone fired from a job, but for a new graduate, it can be extremely upsetting when they are not at all sure why they were fired in the first distribution policy. The fact that the company first offered to pay her wages for the next several weeks and then turn that around and say that she may be facing a lawsuit, the entire situation went from badeanstalteanstalt to worse and she found herself concerned about her ability to find a new job. Tips on What to do When You Get Fired Dont let getting fired overwhelm you.Like most people, you probably think getting fired will never happen to you. Unfortunately, many people get fired for various reasons and oftentimes it is no fault of their own.Maintain your self-confidence and self-esteem.Even though once you learn that youve been fired and are naturally feeling shocked by the experience, its important to put the situation into perspective and realized that it may have more to do with the company than it does about you.Check to see if you are eligible for unemployment benefits.Unfortunately firing an employee abruptly and for no apparent reason seems a bit unfair since there are basically no laws to protect employees from these kinds of situations. In this instance, the employer may have threatened a lawsuit to keep the employee at bay and to even discourage her from applying for unemployment benefits. Definitely, find out if you qualify for unemployment. Clean up your resume and cover letter and begin sending it out to employers.Once you get over the initial shock of being fired, its important to take a proactive stance and begin getting your resume and cover letter out there.Begin networking with family, friends, faculty, previous employers, etc.Dont let getting fired hold you back from contacting your personal and professional network. This may seem difficult at first but youll be amazed at how people will understand and be willing to help you in your search. Dont bad mouth your previous employer.Bad mouthing a previous employer is a sure way of not getting hired once you complete an interview. Potential employers do not want to hear bad things about previous employers and it may get them thinking negative thoughts about you.Find people you can do some practice interviewing with or practice alone making sure you do it out loud.The best advice we have for ?preparing for an interview is practice, practice, practice. You will want to make sure you get most of your mistakes out there prior to the actual interview. Dont lie on your resume, cover letter, or in an interview.Keep your resume and cover letter positive by focusing on your strengths and interests and what you have to offer the company. For the interview be prepared to answer the question, Why did you leave your previous employer? The best way to answer this question is to keep it short and sweet and focus on changes or restructuring that may be taking place in the company.Be prepared to move on.Too many times its easy to focus on something negative thats happened to us in our life. When it comes to the job search its important to forget or learn from the past and move on as quickly as possible. Keeping yourself positive and focusing on the future will help you to be prepared and focus on the next steps required to become successful in the workplace.

The Ultimate Handbook to Best Resume 2017

The Ultimate Handbook to Best Resume 2017 How to Choose Best Resume 2017 You have to offer relevant, concise details. Be certain that your contact information at the very top of each page of your resume is accurate. The site is also very aesthetically appealing and simple to navigate. There are a lot of websites out there made just to assist you write your resume. Just take a look at the work description, in case you have this, and customize your resume accordingly. You are able to read more about the procedure for producing your value known inside my latest article. To be able to bring something unique to the table you are going to have to refer to other resume examples too. You may also take advantage of the best resume examples 2016 using the creative formats if youre in the movie business, if youre an actor or whether youre a creative director. A well-written executive cover letter may also help you distinguish yourself among your peers. As a rule of thumb, the font y ou need to use for an executive resume ought to be clear, scalable and legible. The surface of your executive resumes very first page is deemed prime real estate. If you want to talk about the format of your executive resume and what options youve got, feel free tocontact usat any moment. You really need to put your very best foot forward, he explained. Not everybody likes to compose Some people dont like to write, and a few people dont have the crucial skills. When trying to find a great resume sample the very first thing most individuals do is head to their favourite search engine and start searching. A voreingestellt issue is that many individuals dont understand how to create a resume or write one. Share your focus of direction, respectfully call out a few instances of succeeding, then invite them to find out more by taking a look at your resume. Its obvious that writing a resume is a challenging task that demands an exceptional degree of skills, but with practice, itll be easier each moment. It combines the key qualities that allow you to get ideal for a position, and your personality for a leader. The aim of your resume is to secure you the interview. You have to promote your executive candidacy beyond qualifications if you prefer to conduct a highly prosperous executive job search campaign. Youre going to observe an excellent executive resue sample. It is important that you work with an executive resume writing service which brings out the very best in you and can help you uncover what you may have overlooked. The very first part of an executive resume should be simplified into three distinct sections. Write your executive resume one particular section at one time if youve got to. You may believe that you are the ideal candidate, but youd never know whether the hiring manager can properly make from the text on your resume. Within seconds, hiring managers will figure out if your executive resume is well worth another glance. Its difficu lt to understand what hiring managers are seeking Only if we could into the mind of the individual hiring would it make it simpler to write the specific words they have to see. The resume sample has a strong ability to keep a readers interest over the span of the full document. In developing a professional resume, you might adhere to the format of nontraditional resumes or you could also comply with the simpler route and have a modern-day expert profile. Since you may see the practice of locating a resume sample is much less straightforward as it first seems. The majority of people do take support from resume templates, but a resume template alone are not able to force you to look to be a perfect candidate in the front of the HR manager. Best Resume 2017 - What Is It? For example, utilize a search engine optimisation executive resume template if youre applying in an information technology organization, company, or industry where the work function which is going to be given to you, in case you be hired, including online content creation. behauptung resumes highlight skills and projects initially, along with education. Persuasive writing with a concentration on offering tangible ROI to your upcoming employer.

The Tried and True Method for Acting Resume Example in Step by Step Detail

The Tried and True Method for Acting Resume Example in Step by Step Detail What the In-Crowd Wont Tell You About Acting Resume Example Take into consideration the work description as you decide what things to include. A complete, well-designed waiter resume resume is vital so that you can find that call for a last interview. For example, as a waitress youre guaranteed to produce skills in customer support, sales, and multi-tasking, all which might be very valuable to a prospective employer. Hiring agents are interested in TYPES of people to hire, and a well-done headshot will offer you a far higher possibility of getting an audition. Different job postings are likely to have different key terms, different job duties listed, and so forth. You need your resume to create the recruiters call you for an interview, but they will need to learn how to reach you. Even in the event that youve never held an official job, its still true that you have life experience thats applicable to t he work search. Utilizing an expert profile rather than a career objective is a significant method to quickly demonstrate a possible employer why they need to invest mora time into reading the remainder of your resume. If you follow the advice above you will have an interesting, compelling resume summary that is likely to make the reader want to find out more about you even regardless of your lack of work experience If this is the case, you are going to want to emphasize a number of the soft skills commonly needed for customer tafelgeschirr employees, such as being a superior communicator and having strong interpersonal skills. An energetic and quick learner whos committed to excellent customer services. Acting Resume Example - the Story Only then are you going to catch the recruiters interest. You should be aware that a great deal of resumes are screened by software that looks for keywords associated with the job that youre applying for. Whether youre searching for your very first job or your next one, you will need a resume that shows employers that youre a skilled professional. Thus, when you sit down to compose your first resume, attempt to consider your prior jobs in a new light. Since many different kinds of companies hire administrative coordinator, the work environment may vary greatly. 1 Dozens of individuals are applying for the job that you desire. Employers like to realize that you have work experience of some sort, at least. Possessing real world experience in just about any field may be an asset to you. As a C.N.A. you have to know that the discipline of health care is an extremely competitive and challenging field of work. Most hospitals and healthcare facilities want phlebotomists they hire to have no less than a tiny experience. There are lots of jobs out there in the industry business, so begin putting your administrative coordinator resume together once possible Among their many distinctive tasks, administrative coordinators ma ke certain their businesses are operating smoothly. You might have fixed your LinkedIn profile to get ready for your upcoming job, and thats fantastic. Furthermore, you can find out more about IT careers on Monster. The more information you can give about your function in your prior jobs, the better. Make a list of absolutely whatever youve done that may be useful on a resume. In some instances, you can opt for a more modern strategy and include your picture and a couple more personal information about you. Whatever resume format you opt to use, be positive your format remains consistent throughout the document. Related Heres how to compose an acting resume format in a couple of straightforward actions. Make sure that your points are applicable to the work description. One of the methods in which you are able to entice the interest of the admissions board is via opening your statement with an intriguing hook that will bring in the reader s attention. Luckily, it isnt too co mplicated to assemble a solid resume when you own a format in mind. The sheer number of variables that may derail youre endless

The Performance Review Making the Best of the Situation Before, During, and After

The Performance Review Making the Best of the Situation Before, During, and After Performance reviews are like a corporate Judgment Day you may think youre doing just fine by the powers that be but there is always the chance that they may see things a bit different. And woe unto those found lacking (no raise for you). And while no one can control the time or outcome of the review, you can take steps to use the evaluation to help your career and make you more certain that you are making good with the higher ups. Believe it or not, performance reviews actually work better as a two-way conversation. Instead of sitting across from your boss while your every flaw and failing is dissected you should come equipped with your own self-promoting ammunition. If you have particularly good performance numbers this period share them. Have you received unsolicited praise from clients? Show it off. Have you gone above and beyond with projects and other initiatives where you can easily demonstrate your positive contributions? Make it clear where credit for success is due. Use the evaluation for promotional purposes instead of a mechanism for diminishing your self-esteem.And if your boss doesnt perform regular reviews, ask for one. Though you probably dont enjoy them, you do need to know how you are viewed by your employer so that you can adapt your efforts to improve your reputation and continue progressing toward your career goals. And since performance reviews are usually the harbinger of promotions and raises, expecting one on the horizon may not be such a bad thing after all.Once youve made it into the review with your self-promotion pack in hand focus on keeping yourself as calm and confident as possible. And perhaps most importantly, dont turn the review into an argument. If your boss starts listing ways that youve underperformed and need to improve, dont fight it. But that doesnt mean you cant point at the positive contributions you have made to the organization. Bring out your pre-made list of achievements to show your value. And be sure to formulate a plan with your boss so that you can better measure your progress throughout the next period. If you stay in regular communication with your boss between reviews, he or she can keep you abreast of areas where you need to improve, which will do wonders for your next evaluation.Coming out of the review, you should be well informed of an action plan including your short-term goals and how you can best meet them. If you find that you need to develop your skills, look into taking a continuing education class, work toward a certificate, or self-study ansprechbar or with study guides. And if your review consisted of a complete dressing down full of unhelpful criticism, contempt, or other implications that your boss just doesnt like you or your work, you may want to take the opportunity to begin look for opportunities els ewhere.

Avionics Test Station Component (2A0X1) Job Description

Avionics Test Station Component (2A0X1) Job DescriptionAvionics Test Station Component (2A0X1) Job DescriptionWhen you are on the ground working on an airplane that flies faster than the speed of sound, you have a great deal of responsibility not only for the care of millions of dollars of equipment, but the lives of the pilot and crew, and the military members on the ground that aircraft is supporting. Do you see yourself as someone who can handle this type of responsibility? How about the Crew Chief of the Air Force Demonstration Team - The Thunder Birds. Duties and Responsibilities Fine Tuning Air Force Flight Equipment Todays Air Force is equipped with some of the worlds fruchtwein sophisticated electronic systems in its aircraft - jets, planes, and helicopters. Avionics Test Station and Components specialists (AFSC 2A0X1) are responsible for ensuring that the complex electronic systems remain perfectly calibrated. These professionals inspect and maintain everything from aircraft radar and weapons control to the testing equipment essential to the maintenance process. The air crew works each day until the aircraft are ready and operationally safe for service. When the crew and these aircraft are deployed, every system has to be in perfect working order as it is a matter of life, death, and mission success. Here is a list of the responsibilities of the Air Force Specialty Code 2A0X1 Inspects, maintains, programs, and calibrates avionics equipment, SE, and aircraft components.Removes and replaces assembly components using hand tools, soldering devices, and electronic instruments.Repairs EW systems and pods, sensor systems and components, wiring harnesses and interconnecting cables.Services, replaces, and cleans filtration and cooling components, and performs maintenance on test stations and avionics SE.Repairs amplifier and logic circuits microwave equipment servomechanisms radio frequency circuits video displays and power supply circuits. Loads computer prog rams. Aligns, calibrates, and modifies avionics test equipment, SE, and aircraft components. Thoroughly understanding avionics weapons systems along with Air Force policies and procedures is a requirement of the AFSC 2A0X1. Some of the detailed responsibilities in this area include the following Manages integrated avionics activities and complies with directives, policies, and procedures.Complies with maintenance standards. Initiates deficiency reports, maintenance analysis documents, technical data changes, and equipment records. Interprets, establishes, and complies with training, security, and safety standards.Ensures compliance with directives governing handling, use, and disposal of hazardous waste and material.Records information on data collection forms and automated systems.Directs and controls maintenance, calibration, and inspection of integrated avionics test stations and aircraft components. Plans and organizes integrated avionics activities.Plans and organizes integrate d avionics equipment assembly, calibration, repair, modification, and maintenance activities.Plans physical layout of facilities, and ensures SE and spare parts availability. Specialty Qualifications Knowledge Knowledge is mandatory of electrical theory and electronic fundamentals, including solid-state, binary, digital, octal, and hexadecimal numbering systems metrology principles Boolean algebra computer logic, and programming principles and language printed circuitry microwave, radar, and electronic warfare principles microminiature solid state devices operating principles of avionics components supported by test stations electrically actuated mechanical device theory operating principles of basic measuring and testing devices interpreting schematic, logic, data flow, and wiring diagrams interpreting programming tables and technical publications using, caring for, and applying special, standard, and common hand tools interpreting testing, measuring, and referencing devices concep ts and application of applicable maintenance directives Air Force supply procedures and use and disposal of hazardous waste and material. Education. Completion of high school is desirable with courses in physics, algebra, trigonometry, and computer principles.Training. For award of AFSC 2A031X, completion of the applicable suffix basic avionics test station and components course is mandatory.Experience. The following experience is mandatory for award of the AFSC indicated (Note See Explanation of Air Force Specialty Codes). 2A051X. Qualification in and possession of AFSC 2A031X. Also, experience in functions such as identifying performance and isolating malfunctions encountered with avionic components using and repairing avionic electrical, electronic, and mechanical equipment or aligning and calibrating avionic test stations and SE.2A071X. Qualification in and possession of AFSC 2A051X. Also, experience performing or supervising functions such as installing, inspecting, repairing, or overhauling avionic test stations and SE. Other. The following are mandatory as indicatedFor entry into this specialty, normal color vision as defined in AFI 48-123, Medical Examination and Standards.For award and retention of AFSC 2A031X/51X/71X, eligibility for a Secret security clearance, according to AFI 31-501, Personnel Security Program Management.Deployment Rate for this AFSC Strength Req K (2A0X1A) and J (2A0X1B, 2A0X1C, 2A0X1D) Physical Profile 333132 Citizenship Yes Required Appitude Score E-67 (Changed to E-70, effective 1 Jul 04). Technical Training Course L3AQR2A031A 451 (2A0X1A) Location K Length (Days) 45 Course J3ABR2A031A 003 (2A0X1A) Location S Length (Days) 74 Course L3AQR2A031B 451 (2A0X1B) Location K Length (Days) 45 Course J3ABR2A031B 004 (2A0X1B) Location S Length (Days) 67 Detailed Career Training Information for This Job (2A0X1A) Detailed Career Training Information for This Job (2AX1B)

How to Make A Temp-to-Hire Job Full-Time and Permanent

How to Make A Temp-to-Hire Job Full-Time and PermanentHow to Make A Temp-to-Hire Job Full-Time and PermanentIn todays competitive job market, many employers want to take the time to find the ideal employee for each job. One way they do this is by offering temp-to-hire positions, also known as contract-to-hire positions. A ?temp-to-hire position is one in which an individual is hired for a temporary period (often about 3 - 6 months). At the end of this period, the employee is eligible for a full-time position. However, the employer can choose to dismiss the employee rather than offering her a full-time job. A temp-to-hire job serves as an extended job interview the employer can observe the employee and decide whether she is a good fit for the company, and the employee can also assess whether she would want to work at the company permanently. Some people shy away from temp-to-hire jobs because they are risky there is no guarantee that you will get a permanent job. However, temp-to-hire jobs are becoming mora popular in a variety of industriesand are often worth considering. Tips for Making Your Temp Job Permanent There are a number of things you can do to make aya your temporary job turns into a permanent one. Here are a few tips on how to ensure your temp-to-hire job ends in a hire. Perform Like Its a Permanent Job Mindset is everything in a temporary job. If you perform like you know you will only be there for a short while, you will only be there for a short while. From day one, you want to treat the job like its a permanent one that means always putting your best foot forward. Be sure to come to work on time (if not a little early), and stay as late as you need to complete your assignments with care. Going above and beyond with each assignment will demonstrate your commitment to and enthusiasm for the job. Follow the Dress Code You want your employer to know that you take this job seriously, and dress is one way to communicate your dedication. Fig ure out the dress code for employees at your level (either by observing coworkers or contacting your HR representative) and be sure never to dress more casual than that standard. However, you do not want to dress up much more than the dress code requires, either you want to demonstrate that you can fit in seamlessly with the company culture. Get to Know the Company Some employers complain that temp-to-hire workers do not take the time to learn anything about the company. Learn as much as you can about the company to demonstrate your investment in the job. Know your companys history, its earning reports, its key clients, and its culture and mission. Demonstrating a concern for the future of the company will let your employer know you are in it for the long haul. Learn as Much as You Can Demonstrate to your employer that you are eager to learn, and can learn quickly. Even if there is a task or skill that is only peripherally related to your position, you should take the time t o learn it. This will show that you are interested in all aspects of the company. Of course, you should also never be afraid to ask questions. It is more important that you ask a question and learns something correctlythan keep silent and get something wrong. Build Relationships Get to know your co-workers immediately chat with them during breaks or lunch to develop relationships. Make sure your coworkers can see your strong work ethic when you can, offer to help your co-workers with projects. If you befriend your coworkers and convey to them your skills, it is more likely that they will fight for you to remain at the company permanently. Even if you are not hired permanently, you will have widened your professional network, and can potentially use your coworkers for referrals. Take Initiative Be on the lookout for ways to go above and beyond. If you finish a task ahead of time, ask if there is something else you can do (or, better yet, come up with a task that you know woul d be useful, and offer to do it). Before leaving for the day, ask your boss if she has everything she needs for the day. These little things will demonstrate your value as an employee. Be Patient It will be hard to wait to find out if you will be offered the permanent position or not. However, you do not want to ask your boss whether or not you will be hired right away. Be patient convey your interest in the job and company through your work ethic. Towards the end of the temporary period (most likely there will be a formal final interview in which you and your boss discuss your future at the company) convey your interest in the position and remind your boss of the ways in which you have been an asset to the company.

This is what actually happens in your brain when you have a near-death experience

This is what actually happens in your brain when you have a near-death experience This is what actually happens in your brain when you have a near-death experience The term, Near-Death Experience, was premiered by American psychologist and philosopher Dr. Raymond Moody in his best-selling book Life After Life, published all the way back in 1975. The book is premised by the then yet to be officially identified phenomenon that sees individuals experience curious sensations when facing impending death: Distortion of time, dissociation, correspondence with either the diseased or the central figure of their particular persuasion. The inherently mystical elements associated with NDEs described by those studied in Moody’s meditation and the medical mediations of others, often reinforce a belief in the numinous.  When religion was our only mode of medicine, psychology, morality, and law this estimation made a lot more sense. Today, advancements in science have effectively robbed these positions of all their ethereal splendor. Love doesn’t come from the heart, dreams aren’t portended from deities, time is relative, and empathy is likely a survival byproduct of evolution. Everything that makes you-you has all to do with the squishy meat in between your ears-the same likely goes for the ineffable strangeness of near-death experiences.  The findingsAccording to new findings presented at the 5th European Academy of Neurology Congress, presented by researchers from the Rigshospitalet, Copenhagen University Hospital, University of Copenhagen, Denmark, the Center for Stroke Research, Berlin, and the Norwegian University of Technology, Trondheim, Norway, as many as one in 10 people have had near death experiences. The team of experts enlisted 1,034 participants from 35 different countries. The experiences occasioned the most in this specific study group were as follows: Abnormal time perception (87%), exceptional speed of thought (65%), exceptionally vivid senses (63%), and out of body experiences (53%).  Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neurosci ence, and more!The severity of each encounter was determined via an exhaustive questionnaire assessment tool called The Greyson Near-Death-Experience (NDE) Scale. Scoring a seven or higher   indicated a true NDE; for whatever it’s worth 53% of respondents that reported a true NDE, described it as a “pleasant experience.”    A notable association was established between reports of true NDEs and Rapid Eye Movement Sleep intrusion into wakefulness. During REM the brain is extremely active, so when the phase intrudes into wakefulness it’s not uncommon for people to experience visual and auditory hallucinations.    Lead researcher, Dr. Daniel Kondziella, who is also a neurologist at the University of Copenhagen, had this to say about the unexpected correlation,“Our central finding is that we confirmed the association of near-death experiences with REM sleep intrusion. Although the association is not causality, identifying the physiological mechanisms behind REM sleep intrusion into wakefulness might advance our understanding of near-death experiences.”REM sleep intrusion on wakefulness was more prevalent in participants that scored a seven or above on the Greyson NDE scale than in people that scored below a six.Dying to knowThe intense psychological effects that accompany NDE have also been evidenced in people that experience trauma, heart attacks, traumatic brain injuries and many variations of emotional or physical pain. Victims of every one of the conditions indexed have mentioned the famous light at the end of the tunnel. The popularity of this scenario in particular may be authored by its spiritual significance, though decorated cosmologist, Carl Sagan once suggested the tunnel might actually be us remembering our birth canal in our final moments. Culture seems to play a huge role in governing what each individual experiences while on the brink: Hindu’s report meeting Yamraj, Christians report meeting Jesus, and so forth. On balance, these halluc inations are associated with positive and anxiety reducing emotions, with participants reporting hellish incarnations belonging to a relative minority. Even still, the truth isn’t as poetic as the one many people privilege. The fundamental personality of an NDE is determined by the location in the brain that originated it.  NDEs that occur in the left hemisphere of the brain are typically less philosophical in nature. Individuals might perceive time differently or be deaf to the physical nature of things. Conversely, NDEs that stem from the right hemisphere of the brain father the most commonly reported form: apparitions, voices, communicating with the dead, hearing music. Different regions of the brain are responsible for distinct experiences, though the why can only be guessed at by professionals.  High volume changes in the temporal lobe, which is involved in primary auditory perception and processing sensory information and memory, produces psychotic symptoms in those sufferin g from schizophrenia. It thus follows that unusual activity in these lobes would energize abnormal perceptions and sensations. Another popular theory posits that the body makes an effort to reduce feelings of stress and physical pain by releasing specific chemicals or endorphins during near-death experiences.    The DMT theoryYou might be familiar with the DMT theory-the leading chemical based theory meant to lend reason to the preternatural   circumstances of a common NDE. The theory has gained popularity in recent years in in part due to discussion podcasts like The Joe Rogan Experience or Making Sense.  Dimethyltryptamine is a psychedelic substance found naturally in some plant species. The connection between near-death experiences and DMT was first established in a study conducted by professor of psychology, Rick Strassman between 1990 and 1995. The participants in the study group reported NDE after being injected with the psychedelic, which set Strassman on course to uncover th e broader implications of the chemical and its role in modeling the kind of experiences that attend our march back to the maggots.  Strassman believes that the brain has a reserve of DMT stored in the pineal gland, that it releases after birth and just before death or alternatively in instances of extreme stress. This theory, though well received, has yet to be substantiated. It has since been proven that the body does indeed produce endogenous DMT, as small quantities of the substance have been found in human urine, blood and cerebrospinal fluid-no one quite knows where or why the body makes this stuff, however.    That isn’t to say Strassman’s hypothesis is wanting for merit. Just last Thursday a peer reviewed paper published in the journal Scientific Reports motioned that the mammalian mind not only possesses the tools to produce DMT, it has the capability to produce a quantity sufficient enough to be biologically relevant. Jimo Borjigin, Ph.D and his team of researchers from the University of Michigan, extend the legacy of Strassman’s famous spirit molecule experiments, altering only one element of its finds dramatically by contesting that the pineal gland isn’t the only area of the brain capable of producing DMT.   In a series of tests conducted on rats and then examined against a human translation, the team found that the rodents contained two enzymes required to make DMT while humans contained only one: and not just in the pineal gland, but in the hippocampus and cerebral cortex as well.However close we get to quieting the ambiguity surrounding the endogenous production of DMT, it’s important to remember that the similarities that link the two experiences, DMT trips and NDEs, are fairly broad. They both locate a certain alternate state of consciousness but there are important distinctions as well. For one thing, the body would have to produce an exorbitant amount of DMT to mimic the mystical effects noted in the trial settings.   In fact, just last year one expert estimated that the pineal gland would need to produce around 25 milligrams of DMT in a few minutes to be considered as a serious explanation for the hyper-reality associated with NDEs.  NDE effects might owe themselves to a lack of oxygen, or be the aftermath of millions of cells slowing dying at once. Ultimately, the human consciousness is helplessly energized by the mechanisms that dictate the nature of its undoing, so much so otherwise ludicrous postulations have been allowed credence for a lot longer than they should have. Prophetic anecdotes like Steve Jobs’ famous “Oh wow”, or even humorous ones like Voltaire’s, “This is no time to be making enemies,” continue to change the rules of the morbid riddle.  There’s a freshet of literature that confirms ruminating on death more often enhances life, than it impoverishes it. Remember there would not be a Crime and Punishment without the awakening brought on by a last minute pardon that spared its au thor. There would be no Starry Night,  without the shadowed episodes that lighted Vincent’s path to the east window of Saint Remy. No Mortality, had Hitchens yielded his wit to his malady. It’s important and healthy to consider death as a serious and neutral numen. Near death experiences don’t necessarily provide us with an insight into the abyss beneath the cradle but they do foreground the significance of our utter terror and lack of regard for it. Nietzche once remarked upon how strange it is that everyone knows death is coming, yet it exercises almost no influence on us. NDEs are so rousing becuase they foreshadow another act, the “party goes on, and you’re not allowed to leave.”Near-death experiences might be products of biological function, vehicles of delusion, or assuagement from forces unknown- though to be honest, the varied and specific accounts studied do well to caution me against getting my hopes up. It very well may be that transient trips to hyperspace, and the brunches with Jesus are just dress rehearsals for an eternity of nothing.