This is how to be a good man, according to a few good men

This is how to be a good man, according to a few good menThis is how to be a good man, according to a few good men2018 has been a whirlwind year for social change. As the MeToo movement has manifested and matured, its spread beyond headlines to ripple through offices across the country. Its raised awareness about workplace sexual misconduct, but experts say its also sparked unwanted backlash from men who do bedrngnis fully understand what the movement means.In this environment, where everyones more hyper-aware than ever about how they behave around their colleagues, advocates keep emphasizing how important it is to bring men into the conversation. Its leid enough for women to talk to women, they say. Its time for men to once again have a seat at the table, this time for a discussion thats largely about them.In that vein, Quartz at Work focused the fourth issue of its How Well Win series on the other half of the population - men. Through interviews with 50 prominent guys in tech, law , politics, entertainment and other industries, Quartz got to the core of what it means to be a man in the 21st century, and how men can be better allies.Here are some of the best quotes from that projectKaramo Brown, Queer EyeThe biggest threat to men istoxicmale behavior that stops them from fully respecting themselves and others. Its time that men startunderstanding we are stronger as humans when wesupport and respect each other. And that gender norms or idealizedgenderspecificbehavior is destructive tous all because its limiting. Men can and should be expressive,emotional, vulnerable, respectful,strong, and providers as women are all those things as well.Paul Feig, directorYou know, the most toxic thing that I hear all the the time from very well-meaning people is when I say, We need to get women on the crew wherever we can. And people will always say to me, But we also have to make sure we get the best people for the job. And I find that terrible, because what theyre saying is, Oh we know you want to meet your inclusion riders, but we cant get somebody whos not good for the role. And its like, why the (expletive) would I possibly hire somebody whos not good for the role?Its such an onerous, kind of innocuous way to further the sexism because its saying that Im somehow going to compromise and not hire somebody whos great, which I would not do because theres so many great women out there. It doesnt do me any good if I hired somebody who was not great for the job.Mark Suster, venture capitalistEvery time I pen an article, I am deeply criticized by a small minority of women who either think my tone is off, or I am too clueless of male predatory behavior, or that I am inadvertently infantilizing women, in their view. Honestly, it stings to read these criticisms. What I want to tell men is that however badly it feels to be criticized for speaking up, you should empathize with what it must feel like to be a woman who speaks up against a powerful man. Knowing how badly those women, from Anita Hill to Rose McGowan, have been treated for coming forward, and that any small injustice you face pales in comparison, should motivate you to get over your personal sensitivities and speak up.Cory Booker, New Jersey senatorWhile most men dont have first-hand experience with gender-based discrimination, we can still be powerful allies for advancing womens rights. We need to do a better job of listening to women and standing up for whats right, even when its not popular or comfortable.Ayo Sogunro, human rights lawyer and authorI avoid nominally labeling myself as a feminist because I think labeling tends to imply ownership of an experience and- in the case of men- this creates a risk of driving and leading a conversation that is not primarily about mens experiences.Darren Walker, Ford Foundation presidentThe Me Too movement has really underscored for me the courage it takes to speak truth to power- and the necessity of it. So many of the women who have s tood up and told their stories have done so despite serious personal risk, and have faced some really disturbing, and at times discouraging, backlash. Thats heroic. Its through that kind of bravery that change happens. Its incredibly important for men to stand with women as allies, to show that gender-based inequality is everyones problem, and fixing it is a collective responsibility.Tom Perez, Democratic National Committee chairEfforts to achieve gender equality are not some sort of an attack on men. The irony for men is that they balk at such efforts to their own detriment. When we talk about womens issues, were really talking about finding solutions that make our society better as a whole. Gender pay inequality hurts families and our economy. Lack of access to family leave, reproductive health care, child care- that doesnt just hurt women, it hurts working families everywhere, including the men who belong to them.Ezra Klein, Vox founder and editorWhat I didnt understand before M eToo was the pervasiveness of sexual harassment and sexual fear that acted as a weight on women all the time, that made simply existing safely in the workplace an effort that men didnt have to put in and often didnt see.Alexis Ohanian, Reddit co-founderAfter we defeated the Stop Privacy zugreifbar Act (SOPA) and the Protect Intellectual Privacy Act (PIPA), I thought about running for office, and two of the most powerful men in the country told me (separately) that this country needs more women in positions of power, and that if I really wanted to make a difference, I should be working to help get the very best women into those roles.Leadership means knowing when to lead and also when to follow. There are opportunities for us to be great leaders in our society by recognizing and empowering the best among us.

Marine Water Survival Training

Marine Water Survival TrainingMarine Water Survival TrainingIn the Marine Corps, you will spend time in the water, either crossing the beach from an amphibious ship, traversing rivers and creeks on patrols, or simply taking swimming classes to ensure your capable in the water. Because if a Marine cannot swim, he or she is ineffective on 75% of the Earth and cannot be a Global Combat Support ordnungsprinzip and be Fully Operationally Capable. Yes, being able to swim and survive in the water is that important. The Marine Corps has a system to teach swimming, water safety, and water survival in hostile water environments. The Marines earned their Marine Combat Instructor Water Survival (MCIWS) qualification at the Aquatic Center upon completion of the MCIWS course, the service members were certified to administer swim qualifications for their unit. According to Marine Gunnery Sgt. Tim Sisson, the director of water survival for the Expeditionary Warfare Training Group Pacific, the MCIWS swim qualification, is one of the toughest swim qualifications in the military. The MCIWS course ranks in the top five of the most physically demanding courses in the Marine Corps, as many trainers are also highly motivated and move into RECON and MarSOC programs within the Marine Corps. Having a hintergrund in swimming / water polo athletics prior to serving is helpful as you need to be very comfortable in the water, capable in the water with both swimming and treading. The challenge begins before the course starts. Prospective students are required to be Water Survival Qualified and complete a pre-test demonstrating their level of fitness in the water. The pre-test includes a 500-meter swim in less than 13 minutes, 25-meter underwater swim, and a 50-meter brick tow. The brick tow requires a person to carry a 10-pound brick out of the water while swimming a designated distance. Getting good at this test can require swimming 5-6 days a week in preparation to score competitively. Be ing able to swim at least a mile is a workout is ideal for the level of swimming ability the program is searching for. On a recent class twenty-six students passed the pre-test and were admitted in the course, although not all of them completed the three weeks of training. Week One The first week of the course is focused on conditioning, swimming fundamentals, and rescue techniques, but the toughest part of the course welches training day five. On this day, the students are required to save a simulated frantic drowning victim who drags them underwater. The life saving test is similar to water wrestling with a highly aggressive instructor. The student must demonstrate pressure point applications to relieve himself of the drowning victim and then swim the victim to safety. If a student does not pass this practical application testing, they are refreshed on the techniques and allowed one more opportunity to show proficiency before being dropped from the course. The second week of t he MCIWS course was devoted to the teaching aspect of the course. Students learned cardiorespiratory resuscitation and rescue breathing, additional types of rescues for drowning victims and furthered the skills they learned during the first week of class. It includes rescuing a drowning victim with the additional burden of all their combat gear. The final week consisted of evaluations, including showing proficiency in the water with their hands or feet tied together. This technique is designed to instill confidence in the students and in the methods they learned during the course. It shows them that if they use the fundamentals taught to them and that they can survive in the water, even if they are tied. To graduate and earn the MCIWS swim qualification, students must also give a 20-minute lecture on a swimming topic of their choice, show proficiency in different strokes in the pool, and perform other specific tasks to prove their competency in the water. So not just knowing how to swim is critical for the MCIWS instructor, but being able to teach swimming and water survival is a must. Many Marines have a goal with the MCIWS qualification is to train Marines and Sailors to be fighters, so they could live to fight another day and then go back home to their families.

Regular Employee Feedback to Replace the Annual Review

Regular Employee Feedback to Replace the Annual ReviewRegular Employee Feedback to Replace the Annual ReviewNobody enjoysannual wertmiger zuwachs reviews. The prospect of a manager sitting down at the start of each year with an employee to dissect conduct and work during the previous 12months is daunting for all involved. Neither the employee whose work is under review nor the manager conducting the meeting wants to be there. Annual wertmiger zuwachs reviews are not viewed as effective by managers, workers, HR leaders or senior leadership. In fact, only49 percentof employees find that reviews are accurate, while90 percentof HR heads believe annual reviews do not yield accurate information. Not only are reviews viewed as flawed, but they also take a lot of time which stifles productivity and wastes talent resources that would provide benefits if they were invested in other activities. Todaysagile workforce needs nimble new strategies, processes, and tools toenable feedback between emp loyees and managers. Fortunately, best practices and technology tools are available to help any organization move beyond the dreaded annual review and improve their employee performance feedback and evaluation process. Replace Annual Reviews With Regular Feedback Employee engagement is typically an ongoing focus for company leaders. Many people say that they dont enjoy coming to work, largely because they arent getting thefeedback and coachingthey need to feel engaged. Whilehappy and involved employees lead tobetter business outcomes, only around 30 percent of the U.S. workforce isactively engaged at work,according to Gallup. In response to this growing awareness, companies are replacing annual reviews with frequent check-ins. Adopting more regular assessments is a significant tool for companies to encourage employee engagement, eliminate the burden of the annual review, andoffer managers a chance to connect, listenandprovide valuable coaching. More than one-third of U.S. compan ies have moved to a regular feedback model, according tosome estimates. This move is driven in large part by distaste for the annual review and concerns about retention. The Why and How of Regular Employee Performance Feedback According toDeloitte, the thought of changing a process that takes thousands of hours a year, at an estimated cost ofmillions, is daunting especially if leadership is unfamiliar with the regular feedback practice. While time is needed to get everyone on board with the transition from annual performance reviews to regular check-ins, or one-on-one meetings, it is important to help leaders understand why employee evaluations need an upgrade. Todays workforce wants and needs frequent feedback.Millennial employees, in particular, have a particularneed for regular feedback a demand that will grow in the coming years. Between the increasing adoption of agile project management and technological advances like AI and machine learning, the pace of work is rapidly ac celerating. Real-time feedback is increasingly a necessary component to foster engagement and productivity. Weekly and monthly check-ins also provide a way to review challenges and opportunities, while giving direct feedback and outlining achievements and stretch goals. Topicsdiscussed in your one-on-one meetingsshould include immediate workload and how employees are tracking toward accomplishing existing goals, plus any training or development opportunities that could improve performance. You can also identify gruppe collaboration opportunities and ways to improve productivity. Identifying job competencies and incorporating peer feedback in the meeting adds to the value of the discussion. Performance Management Software Can Boost Employee Engagement Regular reviews with employees thrive on interpersonal connection and you need to establish goals and write them downto help focus employee efforts. However, important ideas can fall through the cracks if one-on-ones are held with a pen and paper or on a spreadsheet. Although the information will be preserved, this is an insufficient way to foster improved performance. Employee reviews are more effective when online software is used to help manage the meetings, helping guide the conversation through collaborative agendas. Most technology built to support employee performance have the added benefit of integration with existing software, like calendar functions and document management. Finding the right tools will help managers and employees gain the maximum benefit from moving from annual reviews to regular feedback. The right performance management software can help enhance the ongoing review process by providing A one-on-one management tool to help hold managers accountable for keeping these meetings and making them a priority.Collaborative agendas where managers and team members can both add topics for discussion in the next one-on-one. This can help ensure that the conversations dont always focus on the cur rent workload, but also include future goals and growth opportunities.?Performance snapshots to make it easy for managers to see and acknowledge successes, as well asencourage improvement in areas where performanceis less than ideal.? Training enrollment so managers can instantly identify and assign training courses and development opportunities. Employees who see their companyproviding strong advancement opportunitiesare likely to beless motivated to find another job. Empowering teams with the tools to ensure feedback and performance assessment are consistent can help boost engagement, strengthen employee-manager relationships, and ultimately improve productivity while cutting out the potentially crippling costs of annual reviews. Benefits of Replacing the Annual Review Across the Entire Organization Making the switch from annual reviews to ongoing performance managementand one-on-ones can take time, money and effort. Overhauling an enshrined process such as annual performance reviews, in which the organizations leadership already has a significant financial investment, is a challenge. However, removing the universally despised annual review programassures it will no longer be a drain on resources, with accompanying negative impact on employee engagement and team unity. Although managers and their employees also have more on their plates than conducting andparticipating in regular performance discussions, the potential benefits and progress are too great to pass up. Regular, ongoing feedback has been shown toimprove the companyat every point, including in collaboration, creativity, and innovation. Making consistent, incremental improvements throughout the year- rather than attempting to fix everything during a single annual meeting- will have an equally profound positiveimpact on the bottom line, something every leader will appreciate.

Music Industry Tips on Indie Label Contracts

Music Industry Tips on Indie Label ContractsMusic Industry Tips on Indie Label ContractsBefore you read on, you should know that different music labels use different kinds of contracts, and as the financial stakes get higher, the contracts get mora complicated. The information found here is most applicable to a small, independent record label, though the basic ideas can apply to any record label contract. Also, be aware that this advice is leid binding and not intended to take the place of professional legal advice. What Should Be In a Contract? The first things that should be included in a contract between an indie label and an bewegungsknstler are the basics - who is making the deal and what the deal covers. It is usually a contract between the label and the artist or band, but the agreement can cover several different items, such as A licensing deal for an existing album, already recordedA licensing deal for current album in production, plus a deal for the label to release one or more future studio albumsA deal for a band to record one or more live albums that the label will releaseA licensing deal or recording deal with firstrefusal on one or more future recordings. The Term The term refers to the length of time the label will own the album covered by the deal. It is obviously in the best interest of the label to get the album for as long as possible, but the term can be anywhere from a couple of years to forever. A term of between five to ten years is fair, and depending on how much experience your label has under its belt, the lower end of the spectrum is expected Its good for indie labels to include an option to renew the term for another set period in the contract. Keep in mind that the terms of ownership will be determined by whether you buy the album or if you license it. Selling Destinations An indie label contract should specifically state where the label has the right to sell the album. If you are a US based label, and the band already has a deal in the UK, then you cant very well try to sell the record there, too. A fair way to do this for bands and label is to have the contract cover areas where the label has distribution, but the band does not already have a deal and then include a clause in the contract stating that the label can seek licensing or distribution deals in other territories for the album. Financial Advances Advances are advances against future earning of the band, so only promise an advance that you think you can easily recoup from the album sales. A good rule of thumb about advances, if you are a small label, is that big advances are a waste of cash. If money is tight, everyone is much better off if the label skips paying out a big advance and instead saves that money to spend on promotion. Selling records is an expensive business - if you want it to work, you need to spend your money on a promo budget, not an advance. Spending Caps Bands dont make money until the label makes back all the money it has spent on the album (with the exception of mechanical royalties, which labels have to pay no matter what. That doesnt mean the band is required to let the label spend and spend and spend. Its good to include a spending cap in an indie label contract that says the label will consult the band after spending X amount of cash. It will save loads of hassle in the long run when the band is complaining about money and complain that you have overspent on their release. Making Money It is the crucial parte of the indie label contract. You need to specify how and when the band can expect to be paid. First, it is important to state here that the band will not be paid until the label makes back the money it has spent on the album (include the advance). Then the contract needs to state how any profit after the label recoups costs will be divided, for example 50/50 evenlyPercentage deal (in the labels favor such as 70% of sales to the label) Theres no real right or wrong here. La rge labels almost always have percentage deals, but going 50/50 is sometimes the easiest way of accounting for a very small label. Those Little Extras There are lots of extra expenses that crop up in the course of releasing an album, and now is the time to address them. For instance, if youre releasing on vinyl, if the band wants a full-color gatefold sleeve, you can include in the contract that they have to chip in up front. If you dont want to pay tour support, include that in the contract as well. Now is the time to anticipate any costs that might arise with a particular release that you want to avoid, and get it in writing that the label is not going to foot the bill for unterstellung expenses. The Fine Print The list above details the basics that an indie label contract should include, but that doesnt mean those things are the only thing that can or should, be on a contract. The following are just a few of the optional things that can be included on an indie label contr act. They may or may not apply on a case by case basis Accounting - This gives the band the right to audit the labels books relating to their release at a given interval - say once a year. It can be as simple as meeting for a drink and showing the band how things shake out, or it can be as formal as having an account come in and check things out.Licensing Deals - If the label licenses the album to a label in another territory, or if the label licenses a track from the album for use in the media, how does the fee get divided?Acceptance and Delivery - This clause is a major label contract staple that is seldom used by indie labels - but you should be aware that it is out there as an option. It means that the label does not have to release a record that deviates from the kind of music they thought they would be getting and that the music has to ?recorded in a format that could be played on the radio.?

How to handle ghosting in the workplace

How to handle ghosting in the workplaceHow to handle ghosting in the workplaceAfter an evening of witty banter, a nice bottle of vino and a catch-your-breath kiss goodnights, you thought you might have met someone special. So when you didnt hear from them ever again? The disappointment was fierce. Some call them magical unicorn first dates, while others use select profanity to describe the ordeal, but the not-so-technical term is often referred to as ghosting.While popularized by dating culture, the same concept is common in the workplace setting. Whether its a consulting client who stopped responding to your emails or a possible employer who interviewed you three times and disappeared, its difficult to explain and approach this phenomenon.As career and branding expert Wendi Weiner Esq., defines, This is a situation where a person vanishes like a vapor out of nowhere. Generally, its where someone is engaged and speaking with you, and then one day, they are just gone. Luckily, career experts shed their best advice for dealing with this spooky situation, all while maintaining your professional coolWhat to do when a client ghosts youYouve put together the proposal, completed a few hours of work, turned in your first draft, youre excited to receive feedback from a new client and then crickets. Considering there is a higher amount of freelancers in the American workforce than ever before, developing client relation skills is a new must-have for any portfolio. Weiner says its better to be proactive instead of reactive in this case by implementing deadlines, timelines and most of all - contracts that are signed before you roll up your sleeves.If you didnt plan ahead and youre stuck with a non-responsive client who, um, owes you money? Career expert and founder and president of the Points Road Group, Alyssa Gelbard says to pick up the phone. Though its not a sure-fire way to warrant a response, it does show your dedication and could push them to move faster. If you havent actually started an official working relationship, but youve had phone calls and given them your figures, its appropriate to follow up once a week for up to three months before throwing in the towel.Coworker ghosts on their parte of a project.Like most relationships, the one you share with your colleagues is among the trickiest. This can be especially true when youre at the same level in your career and you are friends outside of the office. Even if you love their sense of humor and knack for picking great restaurants, they might not live up to the quality of work you aspire for. Weiner says coworkers dropping the ball is an all-too-common workplace concern. To avoid this, ask for clear guidelines, deadlines, and responsibilities from the get-go. If this didnt happen or your manager isnt one to assign specifics, its professional to pull your friend aside and ask them if there is something beyond regular avoidance going on. Opening the lines of communication are most importan t in these situations at work, particularly when it is a coworker, Weiner says.If this isnt effective or the issue persists, Gelbard recommends getting your babo - or their boss - involved Your colleague is supposed to conduct research, draft a document and do analysis - and suddenly flakes on deliverables and doesnt respond when asked about their status. If its important and critical to what youre doing, confront them - firmly, but politely - in person and if thats not possible, call them. If they still havent responded, CC their boss to protect yourself from consequences (and possible reputation damage) of a late or incomplete project, she explains.Manager ghosts on feedback/request for raise/promotion.Before you define this circumstance as ghosting, Weiner reminds professionals that its customary for a manager to take several days or even several weeks to provide feedback on this topic. Because they will often have to go through levels of approval, following-up right away mi ght be taken as antsy. If its been more than a month, career coach Nancy Spivey says to set up an open, candid and strategic meeting your manager. How so? Turn the tables on them to prove how beneficial this move could be.Talk with your boss about how your contribution supports the organizations goals and his or her role in achieving them. Provide solutions to initiatives and challenges of the organization. In other words, work to get your boss promoted and then your boss will have more incentive to get you promoted. Make it about how you help the organization and your boss succeed rather than just about your own agenda for a promotion, she explains.Employer ghosts after an interview/second round interview.Though it might be too late now, Spivey says its always appropriate to ask for hiring timeline before you leave the office. This is a traditional question that outlines next steps and gives you a timeframe to work off of when you follow-up. Though you know by now to thank your int erviews via snail mail or email, when do you continue the conversation if you dont hear from them? It all depends, Spivey explains. If they promised to get back to you on Friday and its Monday, shoot off an email. Still dont hear from them? Give it a few more days and try to calm your nerves. Things happen all the time in organizations that delay hiring initiatives and it may have nothing at all to do with your candidacy for the role so dont give up Many employers appreciate persistence, just dont stalk them, she says.As a last resort, Spivey recommends LinkedIn So many times it turns out that you will be connected by second or third level contacts, which can make people think twice about their overall professional reputation and image rather than just a current situation. This just might get you the response you were seeking.

Buying Resume Qualifications Example

Buying Resume Qualifications Example Resume Qualifications Example No Longer a Mystery An Objective at the start of a resume is pretty much passe, except in a couple of conditions. The resume summary will function as their sales pitch. You desire an overview of qualifications if you would like the quickest way to secure more interviews without a whole lot of work. Your summary of qualifications should incorporate a fine array of examples that produce your resume really stick out. The Importance of Resume Qualifications Example Title Clerks should possess understanding of the materials, tools and methods utilized in the area. Resumes may be used for a number of reasons, but most often theyre utilised to secure new employment. Top Resume Qualifications Example Choices Among the responsibilities mentioned previously, Title Clerks need to collaborate with the personnel of the business in order to acquire various testimonial documents and to prepare and transmit documents to the ideal folks in order to satisfy title requirements. You ought to be worried no more. Resume is a schrift of document utilized by individuals that are seeking for employment. With all resumes its vital to select the proper format. View our Elements table to make certain youre hitting on the essential locations. Our thorough guide on how best to compose an ideal cover letter in 8 simple steps will certainly help you out. To begin, review information on different components of a resume and whats included in each element. When you read the example CV, have a look at the close of the article for a couple more tips. The education part of your entry-level resume can produce the hiring manager say the words above. Overview of qualifications resume example Contact local company proprietors who have been your clients and procure contacts of folks who may be searching for a house loan. If youre asking for work in an extremely ethnic area and youre bilingual, you presently have a s kill that is helpful to the job and ought to make that clear on your resume. If it comes to locating the suitable assistant manager job, an intriguing resume is vital. Working in a security field makes integrity very important, and youre going to want to display your employer that multiple folks can speak to your integrity and character, features that are a little more difficult to see in different regions of the resume. Resume samples are a beneficial means to direct your own writing. Keep in mind work description will have very long laundry list of all excellent nice-to-have abilities. The ones its possible to see in the original job posting. What Has to be Done About Resume Qualifications Example Before You Miss Your Chance In addition, you can find out more about healthcare careers on Monster. Resume objectives are from time to time thought to be the old schooltype of resume. The Career Objective is intended to provide the hiring manager a reason to carry on reading yo ur resume. An objective is often as straightforward as your preferred job title, but it could also show off the skills you aspire to utilize in your next position. Your objective statement can be a couple of sentences where you speak about what kind of job position youre seeking for and what skills you must obtain it. Your unique skills that are applicable to the job at hand should be mentioned, for the reason that they arent necessarily obvious from many other work and education listings on your resume. Bear in mind that while enrolling in Certified Nursing Assistant classes on the internet can go quite a way toward your CNA license, some sections of your training has to be carried out in person. Heres What I Know About Resume Qualifications Example Your letter of qualifications shouldnt be a request to assess your resume or reasons why youre interested in the position. The qualifications summary is put close to the top of the resume. You have to offer sufficient detail to display your qualifications as a candidate. To have the ability to make an effective qualification summary introduction, check out a few of these examples to grasp the structure and fashion of qualification summaries. After a couple job applications, you will be custom-fitting qualifications summaries in a couple of minutes. If theres a list of preferred qualifications, your materials should tackle any of those which you have too. Regarding CNA classes, online services supply you with all the crucial knowledge that will help you ace the written portion of the certification exam, and a number of the much better programs out there even offer students chances to get practical clinical experience although not from home, naturally. On the flip side, functional resumes are ordinarily used by fresh graduates or individuals who have less experience but want to grab the work vacancy. Lets look at Server resumes and how youre able to make yours shine You may then tailor your experien ce section to the work offer. People with experience will profit from having an overview of the resume. You will have to understand how to upsell and mention related products and unique offers though you assist customers, and youre going to also need to convince customers just in search of information which the suitable time to buy is now. If youre on the lookout for a position in customer assistance, whether its at a call center or face-to-face, use our absolutely free customer service resume sample that will help you land an interview ASAP. The provided resume samples for customer service jobs are tailor-made to generate a candidate seem strong and distinctive, and the flow and format of the resumes are excellent for the interviewers to become impressed and receive all the appropriate information at the saatkorn time. As youre going to learn how to create a kickass customer service resume. This case of a customer service qualifications summary is similar to a mini-resume.

Adding Value to what Really Matters

Adding Value to what Really Matters Regardless of where you are or how you got there or how you do your job, arguably the most important thing you can do for yourself in the modern workplace is add value to drive creativity within your own life. Every day you work to add value to your industry, your employer, your accomplishments, and your life and to find creative ways of delivering that value to others. No matter the receiver of that value, be it your team, customers, students, or an organization as a whole, the first step to succeeding in their eyes is to deliver a better value for their needs.A primary resource for the creative employee is to watch the actions of others, listen to their ideas and histories, and merge your ideas with the best of theirs to maximize your output. Using the Internet, you can study the lives and actions of people all over the world and in a seemingly infinite univer se of varying occupations, lifestyles, and worldviews. Combining ideas that are already out there in the world in new ways can lead to novel products and services that generate real value for people.The key to creating value out of the copious resources already around us is to genuinely care about what you do and how it helps other people. Compete with the world in a way that requires you to deliver as much additional value as you can, every day. Apply the ways in which you care for your closest friends and family members to your everyday work. Observe the way people are cared for in places that you love to frequent and use those practices in how you approach others. Forget your title, your education, your employer, and your salary and focus on caring more about the details of your job and everything you do there in order to do it as well as you can.Find a purpose within your professional life. Your job is merely a set of tasks used to fulfill a larger purpose, but every action with in the grand scheme generates positive and negative consequences for the larger organizational apparatus. In order to passionately care for what you do you must know why you do it and believe in that purpose. Caring about what you do and who you do it for reflects through the value of your work when you do the best you can every day.Part of recognizing the larger purpose of your work is to realize that no one works in isolation. Both directly and indirectly, the work of others is interwoven into your own efforts. You are part of a larger community, be it your organization, a professional, private, or public community, or the global marketplace and the only real value from your work comes from the benefits it effects upon other people within the larger picture. This value gives the hard work you dedicate to the details of your job the real meaning about which you can truly care or love.

Choose Your Words Carefully

Choose Your Words CarefullyChoose Your Words CarefullyPeople like to feel comfortable. And they usually feel most comfortable around other people who are like them. So it follows that, as a salesperson who is trying to build rapport with prospects, youll want to match your word choice to your prospects likes and dislikes. Making Prospects Feel Comfortable Choosing your words wisely is an important component of making your prospects feel comfortable with you. That means avoiding sales or industry jargon unless your prospect has already used that phrase or otherwise demonstrated that they prefer a highly technical level of conversation. If you do end up in a situation where you absolutely have to use an industry-specific word - for example, the prospect asks you a question about how the product does a certain task - take the time to explain what the technical term means or at least use it in a way that makes the meaning obvious. If you use a phrase your prospect doesnt understand, you will most definitely make them uncomfortable. No one likes to say What does that word mean? to someone theyre considering doing business with. And if your prospect says nothing, then theyll feel uncomfortable and also wont understand what youre saying a recipe for disaster. An even worse situation occurs when you use a highly technical word that YOU are not 100% familiar with. If you misuse an industry word and your prospect realizes that fact, youll sound like an idiot. The prospects trust in you and your level of expertise will go right out the window. When in doubt, stick to less technical terms even if you think it doesnt sound as professional. Use Language Appropriate for Your Prospect When you design your standard sales presentation, keep the language at a level that youre sure will make your prospects comfortable. If it becomes clear during a presentation that your prospect is mora technically minded, you can always raise the technical level of your pitch... but only use words that you are completely familiar with. On the other hand, if the prospect is the one to use a technical word or phrase and you dont know what it means, you may feel embarrassed about admitting your ignorance to the prospect. Whether to speak up or remain silent will depend upon the situation. If you feel youve already developed a pretty good rapport with the prospect, go ahead and ask. You can actually make the prospect feel better about you because hell enjoy having the chance to teach you something (and thus feel smarter). If youre having a tough time creating a connection with the prospect, you might be better off not saying anything. But in that case, write the word or phrase down and look it up later or ask a colleague what it means. Then youll know what it means the next time you run across a technical-minded prospect. Avoid Words That Evoke Negative Feelings Aside from jargon, there are a few words its better to avoid in a sales presentation. As a rule, stay aw ay from words and phrases that might bring up negative feelings in your prospect. For example, using the word contract might make your prospect feel restricted or conjure images of being trapped with your company, so you might train yourself to say agreement instead, which has a much mora positive association. Of course, sometimes the situation will require you to say contract. In that case, go ahead and say it. Youll only make your prospect more uncomfortable if you contort your language all around just to avoid a relatively harmless phrase.

Competency-Based Interview Questions

Competency-Based Interview QuestionsCompetency-Based Interview QuestionsCompetency-basedinterview questionsrequire interviewees to give specific examples of times in which they demonstrated particular skills or attributes. Generally, unterstellungquestionsrequire interviewees to describe a problem or situation, the actions they took to handle it, and the end results. They allow the employer to quickly evaluate a candidates mindset, and gauge how a candidate handles certain situations. Competency-Based Interview Questions Often, these types of questions begin with the phrases Describe a time when... or Give me an example of a situation where... Interviewers may ask questions about a variety of competencies depending on the skills requiredfor the specific job. For example, while an interviewer for a retail job may ask competency-based questions about communication and gruppework, an interviewer for an upper management job may ask questions about leadership, independence, and creati vity. How to Prepare for Competency-Based Interview Questions To prepare for competency-based interview questions, make a list of aptitudes and attitudes that you think are important for the job for which you are interviewing. Check the job listing for examples of required skills and abilities. For example accountability, ambition, approachability, compliance, conflict management,critical thinking, delegation, flexibility, inclusiveness, influencing, initiative, resourcefulness, risk taking, etc.Next, list situations in which you have demonstrated each of these competencies. Once you have prepared a list of situations, review it. By thinking of examples before the interview, you will be able to answer questions quickly and concisely. For each skill, write down the situation, the actions you took to handle the problem, and the ultimate results. This is a modified version of theSTAR interview review response technique. STAR stands for situation, task, action, result. Using this te chnique will help you give a brief, coherent, and structured response to interview questions. How to Answer Competency-Based Interview Questions Choose Your Example Before answering the question, think of a specific example of a past situation that answers the situation given. Try to use an example that is relevant to the job youre applying for. For example, while problem solving can be a skill you use in a variety of situations, focus on a time when you had a specific work-related issue in the office, and how you managed it. Be Concise It is easy to wander when answering a competency-based interview question, particularly if you do not have a specific situation or problem in mind. Provide a clear, brief description of the situation, explain how you handled it, and describe the results. By focusing on one specific example, your answer will be succinct and on topic. Do Not Place Blame If you are describing a particular problem or difficult situation (for example, a time when you had to work with a difficult boss), it may feel natural to attack or distributions-mix blame on another person. However, these questions are aboutyou, not about anyone else. Focus on what you did to manage the situation do not dwell on other peoples issues or failures. Examples of Competency-Based Interview Questions Adaptability Tell us about the biggest change you have had to deal with in your previous employment. How did you handle it? Communication Tell us about a situation where you failed to communicate appropriately. In hindsight, what would you have done differently?Describe a time when you had to explain something complex to a colleague. What problems did you come across and how did you deal with them? Creativity Tell us about a time in which you developed an unconventional approach to solve a problem. How did you develop this new approach? What challenges did you face and how did you address them? Decisiveness Tell us about a decision you made that you knew would be un popular with certain people. How did you handle the decision-making process? How did you handle other peoples negative reactions? Flexibility Describe a situation in which you changed your approach in the middle of a project. What made you decide to change your approach? How did you work to implement this change smoothly?Describe a situation in which you were asked to perform a task you had never performed previously. Integrity Tell us about a time when someone asked you to do something you objected to. How did you handle the situation? Leadership Describe a time in which you had to improve a teams performance. What challenges did you encounter and how did you address them? Resilience (How do you deal with stress?) Describe a time in which you received negative feedback from an employer, colleague, or client. How did you manage this feedback? What was the outcome? Teamwork Describe a time in which members of your team did not get along. How did you handle the situation?Describe a ti me in which you were a member of a team. How did you positively contribute to the team?

The 7 deadly sins leaders commit that hold them back

The 7 deadly sins leaders commit that hold them backThe 7 deadly sins leaders commit that hold them backThis Seven Deadly Sins is a group of vices within religious teachings that are known as excessive versions of ones natural aptitudes. Though identified by desert fathers in the third century as passions one needed to overcome, these shortcomings have relevance in todays work environment.1. Pride that you are mora capable than your employeesHow gratifying is it to be dubbed King Know-It-All when everybody hates your guts? When you make all the decisions and give continual directives it cuts off their independence and desire to take risks. Innovation suffers and disengagement grows. Hire good people and get out of their way.2. Sloth in your dedication to develop your personal growth and that of your teamYou develop projects but how often do you develop your emotional intelligence? When was the last time you asked an employee, Where do you see yourself three years from now? What proje ct would you like to develop? What mindful routines do you practice daily that keep you calm and confident?3. Gluttony in your desire for perfection so that you look good, managing the perfect employees who develop flawless quality and stellar productivity metrics for your own kudosBe vulnerable. Stop looking in the mirror and look your team members the eye. Are they worn out? Discouraged? Can you relate to them? Do they know you have been where they are? Do you care about them?4. Lust after all the other managers who have superior people, mora resources and better jobsAnd fairies fly and prince charming is in everyone elses house. Stop dreaming about other pastures. The grass is green right under your own feet. Own it.5. Envy of leaders who have more power than youTrue power comes from searching inside yourself to play to your own signature strengths. Dont play to weaknesses or youll only be mediocre. We envy things we admire. What can you learn from the people you envy? Be a mindf ul observer without judgment. There is always a lesson in discord. Treat envy with curiosity.6. Wrath to those who make mistakesGetting even with someone who has hurt you is like drinking poison and expecting the other person to die. We forgive not for the other person but to free ourselves from oppression that develops into angry behavior and negative thoughts. Next time you see a child being scolded ask her how much she wants to help that parent do a chore.7. Greed to have it all which leads to unrealistic expectations of yourself and your teamWe live in a society that constantly reminds us we need to have more. More time, money, thin, young. That expectation is insatiable. Nothing is ever enough. When do you celebrate your successes? The shorter the distance between what you want and where you are, the happier you will be.Mary Lee Gannon, ACC, CAE is an executive coach and corporate CEO who helps busy leaders get off the treadmill to nowhere to be more effective, earn more, be mo re calm and enjoy connected relationships with the people who matter while it still matters. Watch her FREE Master Class training on Three Things to Transform Your Life and Career Right Now at www.MaryLeeGannon.com.