7 Ways to Reduce Your Job Search Stress During the Holidays

7 Ways to Reduce Your Job Search Stress During the Holidays7 Ways to Reduce Your Job Search Stress During the HolidaysDont let holiday stress slow down your job search. Try ansicht stress-busters today. The job-search process can be incredibly stressful. Throw in a hectic holiday season with its shopping trips, family dinners and endless to-do lists, and its enough to send anyone over edge. Luckily, there are a number of low-cost ways to reduce your stress levels while maintaining a productive job search.Take a quick break from your work and give these solutions a try.Get movingExercise is a great way to feel good and relieve stress. Discover which workouts you enjoy most and incorporate them into your weekly calendar. The extra endorphin release will naturally boost your mood. If time is limited, consider downloading one of these free workout apps or opt for a quick walk around the gruppierung during lunchtime.Load up on vitamin CYour morning orange juice could do more than just boo st your immune system. Research has shown that foods rich in vitamin C such as peppers, guavas, and kale can help people manage their stress more effectively by helping to lower their levels of cortisol, a hormone linked to stress.Organize your workspaceMess breeds stress. Dont let your cluttered desk get in the way of a productive workday. Block off a half hour to tackle your workspace. Once your desk is organized, consider adding a plant to the space incorporating a little greenery into your work environment has been proven to reduce stress, lower blood pressure, and increase positive feelings.Play with your petResearch has shown that playing with or petting an animal helps lower blood pressure, lessen anxiety and boost your immunity. A simple game of fetch can elevate your serotonin and dopamine levels nerve transmitters that are known to have pleasurable and calming properties. So take a few minutes to cuddle with your pet. Dont own a dog of your own? Click on the following lin k to learn how you can rent a pet.Listen to classical musicIf youre feeling overwhelmed, try listening to some calming music. Studies have found that playing music such as Live365s relaxing classics music station has a positive effect on the brain and body by lowering lower blood pressure and reducing your levels of cortisol, a hormone linked to stress. If classical music isnt your thing, try listening to the sounds of rain falling or ocean waves to reap the same benefits.Have a good laughFeeling in over your head? Laugh your stress away Every time you laugh out loud it enhances your intake of oxygen-rich air, stimulates your heart, lungs and muscles, and increases the endorphins that are released by your brain. In fact, Web MD reported that just thinking about having a good laugh is enough to lower your stress hormone levels. So watch your favorite Big Bang Theory episode or rom-com and let out a hearty laugh.Take a deep breathActivate your bodys natural relaxation response by prac ticing mindfulness techniques such as controlled breathing or meditation. Close your eyes and concentrate on taking a few slow, deep breaths. This simple exercise will slow your breathing and decrease your blood pressure, helping to calm your body and soothe your mind. Try these six breathing exercises to decompress in ten minutes or less.Incorporate these little stress-busters into your regular routine to help relieve your stress and maintain your job-search momentum through the holiday months.

Podcast The Future of Education and Grand Challenges

Podcast The Future of Education and Grand Challenges Podcast The Future of Education and Grand Challenges Podcast The Future of Education and Grand ChallengesWelcome to the fourth episode ofASME TechCast, a new podcast brought to you by the editors of ASME.org andMechanical Engineeringmagazine that brings you the innovators, innovations, and issues that push the envelope of engineering.This week we speak with Evelyn Wang, who was recently named the head of MITs Department of Mechanical Engineering. We talk about some of the new educational models and grand research challenges shes implementing into the curriculum and how those impact the way mechanical engineering is being taught not only at MIT but in other universities as well.We also feature a segment by Chitra Sethi, Mechanical Engineering magazines managing editor, who reports on MITs new $1-billion Stephen A. SchwarzmanCollege of Computing and how AI, big data and other technologies are changing the curriculum at the some of th e largest colleges in the country.Listen to More ASME TechCastsRoma Agrawal and Building theCase for a Diversified WorkforceRobert Giasolli on How Engineers Close Communication Gaps with New Colleagues

The science behind how long therapy takes

The science behind how long therapy takesThe science behind how long therapy takesFinding a therapist was one of the best decisions of my life.At the time, I had been struggling withsymptoms of post-traumatic stress disorder(although I didnt know thats what I was experiencing), an eating disorder (I didnt want to admit), and high anxiety levels (so high that my relationship and performance at work were taking a nosedive). I felt like my life was falling apart and I didnt know what to do.How Do I Know When To Find A Therapist?I made every excuse to avoid finding a therapist.I dont have enough time. Therapy costs too much. I can handle this on my own.Its too hard to find someone.But at the end of the day, I knew getting help from a professional was the only way I was going to feel better and I needed to make it work.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreCynthia Catchings, LCSW-S, and Vi rginia-based licensed Talkspace therapist shared that clients who are ready to succeed in therapy usually show the following signsTired of a situationTired of the negative emotions affecting themThe desire to be seen as soon as possibleFollow up with scheduling subsequent sessionsAttend sessions on a regular basisArrive on time and are eager to participateReceptive to suggestions from the therapistWhat Is The Time Commitment?Usually, therapists meet with clients weekly or once every two weeks. However, there is no one-size-fits-all approach as it depends on your unique needs and goals. Some forms of therapy require daily sessionsI have clients that I have seen for years and are on a once a month maintenance plan and others that require once a week appointments, Catchings said. Similarities in clients that I see for longer periods of time aresevere depressionor anxiety or dependency issues.How Will I Know If Im Getting Better?I constantly asked my therapist this question when we firs t started working together. I wanted to make sure it was worth it. I wanted to see results ASAP and move on with my newly acquired happy life. Wasnt that what I was paying her for?I quickly realized it wasnt that simple. Instead of giving me a straight answer, my therapist taught me how to check-in with my body and mind, to elendice for myself how I felt about a certain thought, feeling, or situation. A big part of my healing has beenlearningabout the tremendous wisdom of our bodies and feeling empowered to voice my opinions instead of always looking for answers outside of myself.Every session is a good opportunity to empower a client, Catchings said. Utilizing the correct techniques and therapeutic tools can be very beneficial to help clients see that it is their responsibility to do the work and be open to change. Catchings added, As their therapist, I walk next to them and they guide me, but at the end, they always have the power to make the needed change.When Will I Be Done With Therapy?The amount of time you spend in therapy is deeply personal and depends onyour individual needs, goals, and resources. The number of recommended sessions varies by condition and treatment type, however, the majority of psychotherapy clientsreport feeling better after 3 months those with depression and anxiety experience significant improvement after short and longer time frames, 1-2 months 3-4.Conditions such as post-traumatic stress disorder typically take around 15-20 sessions for 50% of patients to feel improvement. Its been found that those treated withCognitive Behavioral Therapyreport feeling better after around 10-20 sessions. I have had many success stories with clients who had situational issues that only needed brief therapy services, said Catchings.However, it is important to mention that therapy is not only a way to solve a problem, but also a way of living, shared Catchings. In the same way that we go to the gym and exercise or tone our body, therapy is like ex ercise for our mind, heart, and soul.Over the years, Ive realized therapy isnt just about fixing one-off issues for me. Rather, its about regularly prioritizing my mental health so that I can show up as my best self no matter where life takes me.With an insatiable thirst for personal growth and commitment to living a happy life, I am grateful to have my therapist by my side as a skilled and trusted mentor to help me embrace every step of this wild and beautiful adventure called life.This article first appeared on Talkspace.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

How to Start an Affinity Group in the Workplace - The Muse

How to Start an Affinity Group in the Workplace - The MuseHow to Start an Affinity Group in the Workplace Mike Tickle found out he was dyslexic when he was in university. So naturally, when he entered the career space he wondered if there were others in the same position as him and how he could adapt to working while being dyslexic.What did he do? He found a group of like-minded people answering this exact question. He became involved in the British Dyslexia Association, and eventually began helping to implement dyslexia support groups in his office and others.Across the pond, Gina Calder was focusing her energies on a different group women. Calder worked her way up in the healthcare industry (bedrngnis known for its large numbers of women in leadership) with the help and support of her network. She realized that while I benefited immensely from that experience, I was kind of building that ratgeber network myself- learning directly from those mentors how to do things and how not to d o things- and really wanted the opportunity to provide that kind of guidance and support and coaching to other people, especially women and women of color and young women, she says.I was kind of building that mentor network myself- learning directly from those mentors how to do things and how not to do things- and really wanted the opportunity to provide that kind of guidance and support and coaching to other people, especially women and women of color and young women.Gina CalderA colleague recommended she read Sheryl Sandbergs purple drank In, and while initially she wasnt entirely sure it was going to include anything relevant, she was surprised to find herself drawn to the text. After holding their first group discussion about the book, Calder and her team piloted a Lean In Circle at her organization. Since starting, mora than 300 women leaders have parteicipated in and benefitted from the program, and there are even plans in place for the first all-male Lean In Circle.It was gre at to hear- and sometimes a little challenging to hear- that even for women who were much more seasoned, who had more experience, who had served in lots of different executive roles and organizationsmany of the challenges were the same, says Calder, now Vice President of Ambulatory Services at Bridgeport Hospital.Affinity Groups 101What Is an Affinity Group?An affinity group is defined in Merriam Webster as a group of people having a common interest or goal or acting together for a specific purpose. In the workplace, you may also refer to it by its more common corporate synonym, employee resource group. ERGs or affinity groups can be anything from sports leagues to book clubs to other random groups where employees hang out to share a common interest- but theyre often the fruchtwein powerful when theyre focused on creating a diverse and inclusive workplace. And they can take many forms veterans groups, faith groups, womens leadership groups, women in tech groups, groups for people of color, LGBTQ groups, disability groups, to name just a few examples.Whats the goal? Tickle likes to bucket the purpose of an affinity group into three categories There are groups that are there to drive change in the big picture, groups that are there for people to come together and create a safe space to share their experiences, and there are groups that are there to use a strength in numbers to help solve particular issues. While they can be organized and run in various different ways, they usually encompass one, if not all three, of these missions in some way or another.If Youre Wondering...What Are the Benefits of Having Affinity Groups at Work?Affinity groups hold plenty of benefits for employees and employers alike, especially those looking to put diversity and inclusion at the forefront of their business. A 2013 study conducted by the Center for Effective Organizations found that employee energy levels are higher when they participate in ERGs and that ERG membership provides employees with a more engaging and fulfilling work experience. The Employer Assistance and Resource Network (EARN) reports that ERGs can play a significant role in making workplaces more inclusive for those with disabilities, citing that they influence how comfortable employees are in disclosing their disability, help companies retain employees with disabilities, and increase employees job satisfaction, commitment, and productivity. And research published by the Center for Women and Business at Bentley University states that a majority of millennials are more likely to apply to and stay at a company that supports ERGs, and that over 75% of millennials reported that the presence of ERGs would have a positive impact on their level of engagement at work.Psychological safety is the responsibility of everyone, not just managers, not just individual contributors... You dont have to be an other or an underrepresented minority group to understand the importance of it.Melissa ObleadaBoth Ca lder and Tickle also argue that diversity and inclusion arent just hot-button topics right now- something almost every company is looking to get better at for the sake of their reputation and the retention of their best talent. Theyre also topics most everyone cares about and wishes were more prominent in the workplace.Psychological safety is the responsibility of everyone, not just managers, not just individual contributors... You dont have to be an other or an underrepresented minority group to understand the importance of it, says Melissa Obleada, the Diversity and Inclusion Program Manager at HubSpot whos been a part of launching their People of Color at HubSpot (POCAH) and LGBTQ+ Alliance groups. The more an organization can make it clear to everyone that theyre open to respectful dialogue, the easier it is for everybody to succeed and do their best work.The GuideHow Do You Start an Affinity Group at Work?While there are plenty of reasons why companies should promote affinity g roups in the office, it doesnt necessarily mean every company actually has them or has considered starting them. If youd like to launch one- whether because youre looking to mingle with like-minded individuals, create positive change in your organization, or support a specific group of individuals in the workplace- youve come to the right place. I spoke to several people whove done it at various organizations for advice for successfully getting your group off the ground.1. Have a Goal in MindEvery big initiative starts with an idea. Maybe youre looking to increase how many women engineers or people of color your company hires, to bring in more diverse skill sets and voices. Maybe youre a part of the LGBTQ community and want to create a safe space for employees to talk about their experiences. Or maybe youre fresh out of the military and looking to connect with other veterans to learn how to adjust back into the civilian workforce.These missions and many others are at the core of wha t makes affinity groups successful. You need to know what your goal is, and you have to be super clear about it. And you also have to have a clear vision of what achieving that goal looks like.Why? For one thing, this helps to define the rest of the steps youll take- who you include in the process, how you lay out your meetings, and what you take away from the experience. But it also gives you a leg up in getting your company leadership on board with your idea. Just like you cant walk into your boss office and ask for funding for a project you havent laid a plan for, you cant expect to gain the support of your company without first deciding what the point of your group is (and how itll benefit them, too- but more on that later).2. Find Your AlliesYou certainly dont have to go it alone when starting an affinity group- and getting some help may relieve some of the stress of building something from scratch and help you get some fiscal and emotional support from the rest of the organiza tion.Your allies may consist of people whore interested in co-founding the group with you. Or executive or senior mentors who are willing to sponsor you, set some ground rules, and advocate on your behalf to leadership. Or someone in menschenwrdig resources, your head of talent and culture, or a diversity and inclusion officer whod be excited to partner with you. It doesnt have to be a ton of people- even having one or two people on your side can instantly boost your credibility.Calder really reaped the benefits of having a senior person in her corner when starting the Lean In Circle. She took care of everything, she says, mentioning that her colleague made the dinner reservations, sent out the invites, facilitated discussions, and paid for the meals. And as we got support from the organization more broadlythe organization reimbursed her for the cost of the dinners.Tickle adds that your allies can also be people outside your company When an organization sets up a dyslexia network, s ometimes its really powerful for them to bring in somebody from a different companys dyslexia network to talk about what theyve done and how thats been beneficial to give people a feel for how it works in other organizations.Obleada emphasizes that its important to find people who feel similarly to you, and to make sure that when you start your ERG, theyll be your allies and support you in that. Theyll show up to meetings, theyll bring people to those meetings, theyll be your hype people. These shouldnt be people who are kinda-sorta on board- they should be ready to chip in when needed and stick it out for the long haul. More importantly, they should be sold on your goal and willing to advocate for you and the group when others question your decisions.3. Make Your CaseIf your team is thrilled by the idea of you starting an affinity group, thats great Hopefully the next few steps will be pretty painless.But sometimes you face resistance, either from fellow employees, leadership, or t he greater organization.When we were announcing these ERGs, particularly People of Color at HubSpotthere were absolutely people who pushed back and didnt quite understand the need for it. And surprisingly it came from people from both sides- people who were people of color as well as people who werent, says Obleada.You need the buy-in of your company. Obviously, because you cant start one without them. But for other reasons, too Theyll be the ones giving you funding, helping you grow and promote the group, and, oh yeah, the ones attending it You cant have a group without members, right?This means having a clear sell as to why this group will be beneficial for the business and for the companys culture.The stats above about how ERGs contribute to employee engagement and retention might help. And you can point to countless research (like this and this) that shows that diverse companies outperform less diverse companies.If theres a business performance target it can be tied into, says T ickle, thats an easy way to convince your employer that this isnt just a side project- its directly related to your day job. He explains that his dyslexia group has helped coach tons of people within his organization on assistive technology, which both helps him and other affinity group members build their communication skills and increases productivity across departments.Affinity groups can even help your bottom line. Obleada noticed that customers would see HubSpots LGBTQ initiatives on social media and write in to say how impressed and appreciative they were that a brand they partnered with supported this community. Having that brand recognition can be huge for retaining and upselling valuable clients.By having as many different views around the table as possible, youre likely to be more innovative, and youre likely to build a product that is relatable to the market.Mayokun Mac AlongeMayokun Mac Alonge, whos the CEO of The Equal Group, an organization dedicated to supporting comp anies in their diversity and inclusion efforts, adds that diversity of thought is a powerful business strategy. By having as many different views around the table as possible, youre likely to be more innovative, and youre likely to build a product that is relatable to the market, he says. Affinity groups can help build and nurture this.And sometimes your sell can be as simple as saying that theres not much to lose in giving it a shot. Adds Tickle Quite often these things are really low cost to run...so it can almost be pitched as a even if the return is small, the actual investment is small.Basically, says Calder, You want to make it easy for your organization to say yes.4. Work With the Resources You HaveWhen youre starting out, youll most likely need to work with what you have in front of you.That may mean meeting outside the office (or in a conference room after hours) and chipping in on a meal, like in Calders case or having employees bring in food and supplies potluck-style or getting volunteers and donors to help you launch that first or second event. Tickle, for example, explains that for the first couple external speakers he brought in, he managed to get them to come without paying them. Once he was able to prove that these engagements were getting a good amount of attendance, he argued his case for his organization to pay to fly in speakers from farther away.Especially when you work at a scrappier company like a startup, it helps to start small and be financially savvy. Youll impress your employer with your initiative, and when your efforts pay off, youll further build your case for deserving more funding, resources, and in-office time down the line.5. Outline What Your Meetings Will Look LikeYou probably dont want to have too much structure to your meetings, since youll want to allow for diversity of thought and conversation, but it does help to create a general outline of what your regular meetings might look and feel like to stay on track with your goals (and not to waste anyones time).First, suggests Alonge, Look into what other people within your industry are doing...what has worked well in different industries, what has worked well in different contexts, and see what parts of that you can apply to your context and your situation. Maybe you leverage your friends and past colleagues by asking how their companies run affinity groups, or maybe you reach out to other founders or diversity and inclusion specialists on social media to understand how you can best launch your own community. Or maybe you take a page out of Calders book and use preexisting guides- like Lean In- to inform your structure.Look into what other people within your industry are doing...what has worked well in different industries, what has worked well in different contexts, and see what parts of that you can apply to your context and your situation.Mayokun Mac AlongeThen, create an agenda. For People of Color at HubSpot, for example, we try to have it be a mix of educational, informative, and social, says Obleada. When they meet monthly, they start with updates and then bring a guest speaker or two in to give a presentation on anything from integrating diversity efforts into Greenhouse to making internal transfers more accessible for certain employees.But theyll also leave room for networking and connecting one-on-one. We always have people introducing themselves to one another for the first couple minutes of the meeting. she says.Tickle adds that the hardest part isnt getting an affinity group started- its keeping things going into a third, fourth, fifth meeting. If there are some quick wins that the group can achieve, to talk about, to show that it is generating momentum, he says, youll instantly maintain that enthusiasm and motivation. So make sure that with each schedule you outline for your meetings youre also considering the takeaways and mini-goals you want to accomplish over the course of your time together.6. Assign RolesJust as you want some structure to your meetings, its also crucial to discuss whos going to own what in terms of keeping the group surviving and thriving.Maybe, suggests Tickle, you hold an election for certain positions within the group where people rotate out every few months. Or if youre keeping things small and more casual, you simply direct someone to be the discussions facilitator. This person can ensure that everyones voice is heard in equal measure, that remote individuals arent being excluded, and that the conversation stays on topic and on time.7. Dont Forget to Be Remote-InclusiveRemote teams are becoming more and more the norm- and if youre looking to create more of a community around your affinity group, its smart to consider how youll incorporate your distant colleagues into the mix.Things youll need to consider include what technology youll need to bring them into the conversation, how youll lay out meetings or events so that anyone on any time zone can benefit from them, and what roles remote employees can play in spreading the word and supporting the cause state- or world-wide.At HubSpot, Obleadas team utilizes online chat to carry out conversations around articles, breaking news, or experiences between remote folks. Each affinity group they have has their own Slack channel, so no matter where you are or what time zone youre in, you have the ability to contribute to that conversation in real time or scroll back and see things you missed when you wake up in the morning, she says.In actual meetings, theyll assign someone the role as moderator for the remote team, making sure any questions they have are answered and theyre able to easily video conference in. And, she adds, when I open up all my meetings, I say, Thanks for coming, whether youre in this space right now or watching from Zoom, and I wave at the camera.8. Understand What You Can (and Cant) Do in the WorkplaceOne major hurdle Obleada had to overcome as she worked with her team to launch Pe ople of Color at HubSpot and the LGBTQ+ Alliance was understanding the limitations associated with affinity groups.My intern that summer when we formed POCAH came in with the attitude that you needed to dismantle the systems that oppress you, she says. And something we had a chat about was that when youre working at a public, for-profit company, you need to actually work within the systems to make them better, and you cant dismantle the systems because those are the systems that pay you, help your livelihood, employ you.When youre working at a public, for-profit company, you need to actually work within the systems to make them better, and you cant dismantle the systems because those are the systems that pay you, help your livelihood, employ you.Melissa ObleadaYes, part of your goal of starting an affinity group may be to challenge the status quo- to encourage your company to change some of the traditions, strategies, or beliefs that may be holding its employees back from being thei r most successful selves. That said, its important to remember that this is still your place of work- and so there are rules as to what is and isnt appropriate.Obleada, for example, highlights that theres a huge difference between professional activism and college activism. So for people who may be coming from organizations or environments that allowed for more freedom of expression, it may be difficult to organize and advocate for certain things under the constraints of a larger corporation.The key is to understand your context. Most importantly, be respectful, think constructively rather than reactively, and focus on what you can control. In other words, dont just come to meetings yelling about company policies, but rather brainstorm solutions and communicate them professionally. If you find that theres not enough room for you to express yourself or make a difference, consider whether youd be better off working for a company that cares more about the things youre looking to change .And remember that work isnt the only place where you can make an impact- you can volunteer, join local organizations, vote, donate, get involved in conversations, and do plenty of other things off the clock to advocate for better workplaces here and elsewhere.9. Think Constructively and HolisticallyAffinity groups arent just about benefiting the people directly involved, although thats a large chunk of it. A really successful affinity group considers how their work can benefit everyone in the organization, make their company a better place to work for future employees, and boost the companys direction and success.Calder, for example, explains that while Lean In Circles are very focused on the success of women leaders, ultimately the success and development of women leaders supports the success and development of all leaders, and the overall success of the organization and the outcomes of our patients and our communities that we serve.And affinity groups arent simply a place to vent about your problems- they can be solutions-driven groups that focus on how peoples experiences, opinions, and concerns can be learned from, built upon, and improved.For example, when someone shares a shocking story about something that happened to them at work, explains Calder, you want to validate the emotions and thoughts they might be having, but you also want to channel it into something constructive. How can this be prevented going forward? How can other people be better allies in a situation like this? What systemic change can be made to avoid these kinds of issues popping up? What would that change look like?Overall, an affinity group needs to be something that is meaningful to the participants of course, but is also meaningful to the organization. So how do you keep it constructive is something you constantly have to ask yourself, Calder says.10. Provide Internal and External UpdatesThe best way to ensure your affinity group continues to gain momentum and support? Provide t he rest of your organization with updates on your progress, initiatives youre running, events youre planning, resources you recommend, and other things you might be discussing or thinking about as a group- whether through a monthly newsletter, a Slack channel, or a presentation at your next company-wide meeting.bedrngnis only is this a great way to get other people involved or excited about your work, it keeps your senior sponsor and other leadership invested in your success because it gives them tangible positive outcomes they can see and refer to. Other benefits of spreading the word about your affinity group? If your HR team catches wind of your activities and advertises them to potential candidates, it can attract the right kind of talent and positive publicity to your organization. And if clients hear about it, like in Obleadas case, you can benefit from a boost to your brand.The biggest thing that leadership is going to look to is engagement because they cant ignore something that a lot of people are involved in.Melissa ObleadaThe biggest thing that leadership is going to look to is engagement because they cant ignore something that a lot of people are involved in, and it also lends your ERG a ton of credibility, states Obleada. 11. Be PatientGetting an affinity group off the ground takes time, energy, and a lot of trial and error- and even when its up and running youll face challenges in growing, creating new initiatives, and getting support. So be patient.Youre never going to flip a switch and have things be perfect right away, says Obleada, and you shouldnt expect change to happen overnight. Ultimately, she says, youre playing a long game.As Calder wisely puts it, you dont want to try to boil the ocean. Rather, take steps that are manageable for everyone. Be intentional about who you engage and include in your group, and get a lot of feedback early on. Run experiments and reiterate. Focus on the things that help you reach your goal. Celebrate the smal l wins rather than getting frustrated by your lack of progress. If you believe in what your affinity group stands for, itll be worth the work, and youll look back a year, two years, three years later and know you made a positive impact. It certainly worked for these people.

Leading Change Writing and Evaluation Strategies for the Senior Executive Service

Leading Change Writing and Evaluation Strategies for the Senior Executive ServiceLeading Change Writing and Evaluation Strategies for the Senior Executive ServiceLeading Change Writing and Evaluation Strategies for the Senior Executive ServiceKathryn Troutman and The Resume Place are excited to be offering a new two-day SES Application Writing Workshop at the Federal Career Training Institute in Catonsville, MD. Click here to learn mora about this classThe ability to Lead Change is a critical and exceptional executive competency. Leading Change is the first Executive Core Qualification (ECQ) that is required to write and prove in order to apply for a Senior Executive Service Application. The official definition also requires that the Leading Change examples include 6 leadership competencies1. Creativity and Innovation2. External Awareness3. Flexibility4. Resilience5. Strategic Thinking6. VisionLeading Change Tips from former US Mint Director, Phillip DiehlA tip from Phillip Diehl for leading change in government agencies is that employees have been through every change management slogan of the month and have witnessed management that have used those programs to mask other agendas. Their response to authentic change agents will range between skeptical to cynical. Theyve earned the right.During change, workers need to know that their work has value to a customer whether internal or external. Phillip Diehl, former Director, US Mint, 1994-2000. In the classic Leading Change Fast Company article, Mint Condition, Anna Muoio wrote that Philip Diehl knows how to make change deep-seated, far-reaching, this-feels-like-a-different-place kind of change.Coaching and Recognizing Leading Change Ideas from an Executive CoachNicole Schultheis, Attorney, Senior Executive Services Consultant and Writer, and President of Maryland Writers Association talks about her experiences coaching executives in the Leading Change examples. I write resumes for lots of lawyers and accountants, and I always ask them to tell me about the change they have been responsible for in their organizations. The phone usually goes silent at this point. I dont do change, theyll say. I only represent clients. Or Im just a policy wonk, or Im just an expert on esoteric subject matter. No one has ever asked them to think about the changes they have catalyzed. So then I ask them to think about a time of great stress or crisis in their agency, and what role they were playing.One client remembered that, in the wake of the assassination attempt on President Reagan, he was able to negotiate the promotion and eventual passage of several changes to the federal criminal code. These were reforms that none of his predecessors had succeeded in wrangling out of Congress. In a few minutes, we realized that within his simple answer were all of the competencies that made up his Leading Change ECQ.A finance whiz told me that after September 11, she had to gear up for the deployment of large numbers of a ctive duty military as well as reservists. Placing the pay information side by side, she noticed a disparity in certain accounting procedures between active duty and reservists. She leveraged that critical event into an opportunity to modernize an enormous payroll system, having vast reporting effects. No one had asked her to look at the long term effects of this reporting change, but there were plenty.Evaluating the Quality of Leading Change AchievementsA successful executive accomplishment analysis technique, invented by David Letterman and used by Executive Coaches, is to develop your Top Ten List of Accomplishments. This is a list of your most proud leadership accomplishments in the brde ten years. After you write your Top Ten, then map the accomplishments into the 5 ECQs Leading Change, Leading People, Results Driven, Business Acumen, Building Coalitions.Each ECQ also encompasses 5 to 7 Leadership Competencies. For Leading Change the leadership competencies are creativity and i nnovation, external awareness, flexibility, resilience, strategic thinking and vision. If the example demonstrates the Leadership Competencies and truly expresses change, then we review the examples for executive level decision-making and performance. We review the accomplishment to determine if the executive experience is unusually strong as a candidate for Senior Executive Service Corps.UNUSUALLY STRONG All of Phillip Diehls US Mint Transformation accomplishments described in the Mint Condition article would demonstrate his ability to Lead Change. Phillip did demonstrate strategic thinking and vision, was creativity and innovative, demonstrated external awareness, was flexible, and demonstrated resilience in leading the massive changes at the US Mint resulting in the US being named as Number 2 by the American Customer Satisfaction Index, next to Mercedes Benz.UNUSUALLY STRONG The Senior Finance Program Manager did lead change in modernizing the largest payroll system in the wor ld for the US Military by improving accounting procedures, fairness of pay and improving reporting effects for the most complex military payroll following Sept. 11. She did demonstrate strategic thinking and vision to recognize the need for change immediately. She was resilient, stets und stndig and flexible. She did demonstrate external awareness with the importance of solving this biggest payroll problem in history (probably).UNUSUALLY STRONG The Presidential Attorney did recognize the need for change in federal criminal code after the attempted assassination of President Reagan. He did demonstrate strategic thinking and vision by leading change in the federal criminal code, which took resilience, persistence, external awareness. This was innovative and creative in representing the reform that had never been presented or successfully accepted before Congress.Build Your Executive Leadership CaseThe government is changing in every department. Your ability to lead change, save money , and improve programs and services will be appreciated by all Americans. If you have unusually strong Leading Change achievements, document them in writing today. Measure them against the Leadership Competencies and build your case for a future Senior Executive Services position.

Things You Wont Like About Production Assistant Resume and Things You Will

Things You Wont Like About Production Assistant Resume and Things You Will People today appreciate the tough work PAs do and you might be surprised to find an offer from somebody who drops by the studio Possessing non-film work will advise you to dont have a lot of film experience to show. Since being a director is just one of the highest-ranking jobs you can have, it isnt the type of thing youll be able to come across an opening for online and apply for. Folks tend to choose the very first CVs in front of their face, so just make something which can be placed before their face. In case the position is held by means of a woman, it is suitable to call the job the very best girl. A titel letter is a personal introduction, enabling you to speak to an institution to suggest why it is youre suited to the positioned advertised. A strong cover letter can enhance your odds of finding the job. The Key to Successful Production Assistant Resume Immediately below your contact informati on you need to tell the hiring manager what sort of position youre looking for. Thus, theres no need to attempt to build one resume profile or write one particular profile title that fits every position you wish to submit an application for. Make sure you receive the information youre looking for. You should avoid repeating resume details. What to Expect From Production Assistant Resume? Production assistants play a crucial function in the entertainment media. Producers help set a budget for each department and after that track spending also. Communication Producers should have strong written and verbal communication abilities. It will also be helpful in teaching you about every part of the geschftlicher umgang. Its possible to progress on to numerous different occupations in the business, as an example, journalist, presenter or researcher. Pre-entry experience is crucial for developing additional technical abilities and demonstrating commitment to the business. You will a lso have to be ready to cover for colleagues that are on holiday or absent through sickness. Additionally, there are books solely written to assist you write fantastic resumes. It is extremely easy to read because it presents your data in an organized fashion. If youre searching to customize professional, pre-formatted resumes, have a look at our completely free downloadable templates. Resume writing can be challenging. Usually, hiring managers prefer the reverse chronological format because its a lot easier to read and find important key phrases. Pick your very best abilities which mirror the needs of the work ad. If youve got the skills that the business looks for in an applicant, youll get called for an interview. If you need assistance figuring out the way to do so, take a look at our office worker resume samples and expert writing tips. The working environment varies dependent on what it is you are working on. Furthermore, you wish to make sure youre providing specif ic detail and experiences that arent found in your resume. Still having internships on your resume makes you look new, but in the event the job is the exact same, you should use it to your benefit Not everybody is good at managing others, so in the event you can offer hard evidence of your people skills by quantifying the impact youve made through exceptional customer assistance, you are going to be irresistible to possible employers. Think of the main portions of your qualificationsthe things which you would want to have an employer to know right off the bat. The sort of work is extremely different. Youve got no true experience, and therefore dont attempt to hide it, since itll be instantly obvious to anyone reading. There are simply too many folks wanting to work in the entertainment market. Top Production Assistant Resume Secrets You may create the perfect manufacturing assistant resume using the subsequent expert tips and resume samples. Because of the character of work in the publishing manufacturing field, a manufacturing assistant should have an extremely acute attention to detail. He should be familiar with the technology and terminology commonly used on sets so that he or she knows what to do without having to ask any questions. He must be willing to put in long hours, as the production process can often be a grueling one. Job security could be an issue as the work is often dominated by short-term contracts. A complete job description is going to be furnished before interview. Dont just write about what you would like from the job. Film Production Assistant Resume Sample As a film production assistant searching for new employment, your resume is among the essential documents you must pay significant attention to. The Hiring Manager has to be captivated by your statement so he or shed be compelled to keep on reading your resume. Possibly a Director would be prepared to work as a Manager. Producers are often accountable for hiring.

3 Talent Acquisition Tips for Unmasking Candidates

3 Talent Acquisition Tips for Unmasking CandidatesOne of the biggest challenges in talent acquisition is one that nobody talks about masked candidates.Some hiring professionals arent even aware of their existence. Those who know about masked candidates, dont understand how to unmask them to decipher between cleverly disguised imposters and true top talent. Even hiring professionals who have a strategic hiring plan struggle with this dilemma.This masked appearance often leads to hiring people who arent a good cultural fit. Making the right hiring decision is the most common hiring challenge. The best way to overcome this obstacle is to get to know candidates for who they truly are. We asked a few hiring professionals to share how they improved their talent acquisition process by taking a peek behind candidates masks to find the real talent that aligned with their hiring needs. Here are the hiring tips they shared1. Get Coffee and Host Work SessionsIve found that there are two things d uring the interview process that can help gauge a candidates authenticity and cultural fitSchedule the first interview at a coffee shop or somewhere casual. If someones application looks promising, I like to meet for coffee for 30 minutes. I dont ask any job-specific questions at this point and prefer to just let the conversation flow naturally. This meeting has proved to be effective at getting an initial gauge on if the candidate might fit in well at Postali.Test culturalfit by meeting candidates in casual settings and having informal conversations.Click To Tweet Then, if it moves to the interview stage, coordinate a working session with the team. A candidate can talk about their skills and knowledge, but Ive found that seeing it in action is more effective. We recently interviewed for an SEO Director position. A few days before the interview, we sent the candidate some information about the topic of their working session. For about an hur during the interview, we brought in the m embers of the team that the candidate would work with, and they worked through a strategy together.This is helpful for two reasons. It is a quick way to understand if they can apply the skills on their resume in an effective way. Its also an opportunity to involve the whole team in a hiring decision.The people who are going to be working day-to-day with a candidate should feel comfortable after the working session. Even if a candidate passes the recruiter and hiring managers test, its a red flag if they cant work effectively with the team during this part of the interview process. John Sickmeyer, President of PostaliRecommended Reading Learn more about how to uncover hidden talents in this post on tips for interviewing candidates. 2. Test Their Knowledge and Check Their PastFrom my experience, the biggest mistake recruiters make is being too easily traktament by the confidence of a candidate. Its great when an interviewee seems in control and believes in their own competence, howeve r, its important to not let their charisma blind you to other faults they may have. How I try to draw out the authenticity is by seeing if theyve done their homework. A candidate who is serious about the job should have done some research on us beforehand and should know about/at least have some kind of opinion onOur productsA few things we do wellSomething we could potentially improveThe more of an understanding they have of our company, the more I believe they are invested in this job opportunity and that we arent just another notch in their interview belt. Candidates should have an opinion about your company. Ask for it during the interview process.Click To TweetTo truly identify fit during your talent acquisition process, focus on two primary things check their references, and look closely at their past work, if applicable. Talking with past employers is a great way to get a glimpse behind a candidates interview mask, and analyzing their portfolio will give you a better idea of how theyll fit into your work culture.Geoff Scott, Career Advisor and Resume Expert at Resume Companion3. Show Candidates a MirrorI talk with the person Im interviewing about our goal, which is to discover five different components of fit career, culture, experience, job, and work/life. There is some overlap in these five areas, but it gets to the different aspects of fit for both. Tell candidates your goal is to find 5 components of fit, including culture and career.Click To TweetIt is less likely an applicant will want to fake authenticity instead of exploring if it is a good fit for them, too. If people are unable to articulate these different things, likely, they are just looking for a job.Making a hiring decision based on interviews is the least reliable way to hire, yet this seems to be how the majority of hiring happens. In addition to prescreening, our method uses multiple points of reference from which to make a hiring decision, including salary and position research, bench marking studies, culture surveys, assessments, 360 references, peer input, social security number verification, work history verification, education verification, and hiring manager structured interview training and usage.Also, if it is a new position, scheduling frequent conversations to discuss how it is going is helpful. Sara Bradley, founder of Hunter Bradley Inc.How do you unmask talent during your talent acquisition process? Let us know

Coffee Meets Bagel CEO on turning down $30M on Shark Tank, working with family, and pursuing her dream

Coffee Meets Bagel CEO on turning down $30M on Shark Tank, working with family, and pursuing herbei dreamCoffee Meets Bagel CEO on turning down $30M on Shark Tank, working with family, and pursuing her dreamBefore she headed one of Millennials top stops for dating, Coffee Meets Bagel CEO Dawoon Kang took a gamble. She didnt have to, but an inner calling was urging her to do something different with her life. Coming from a family of entrepreneurs, Kang was working for JP Morgan when she wanted to start her own geschftsleben. Together with her two sisters, they started Coffee Meets Bagel, the Millennial dating app that stresses slow dating compared to hook-up counterparts like Tinder and Bumble.Kang recently visited Ladders offices in Manhattan to speak at length about her experience as CEO, the dynamic of running a company with her twin sister, why she left JP Morgan to chase her dream job, and what would she do if two employees met using her app.Career pivotYou worked at Avon and JP Morgan before leaving and starting Coffee Meets Bagel with yur sisters. Some would say thats a risk. What influenced yur decision in changing career fields?I grew up in an entrepreneur family. My sisters and I always knew that we wanted to start a business together. It was very inspiring, particularly my dad, because he ran a pretty sizable business which he built from ground up with his brother. It was a recycling metal business which had different factories. He actually built a lot of the plants himself. He was an engineer and patented a lot of them. He went through hiring and firing, sometimes going through layoffs - that was his baby. Sometimes he would just wake up and start talking about work. He probably didnt really care that we didnt really understand the things he was saying, but I think just the energy was very contagious.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraIt became so mething that we knew we were going to do. We just didnt know when. Of course, we all had our own interests as well. For me, particularly in finance, I went to Penn. Wharhr has a very strong presence on campus. I majored in psychology, I was a Liberal Arts major. I think part of me always saw finance as this mysterious power and intelligence. I kind of wanted to try it for the sake of finding out what its like to be in it. I was partially interested in the field of micro-finance for economic development and knew that in bestellung to get into something like micro-finance, like private sector finance, experience only helps. I never really saw that as my calling or anything. It was very intellectually stimulating. Theres always something exciting happening and youre surrounded by colleagues who are really driven and ambitious. I knew very quickly that this wasnt something I wanted to do for the long term because it doesnt feed my soul. I did it for three years and then at the time, my twin sister graduated from school. She said we always talked about starting something together, why dont we just try it now. Thats when I moved off.A lot of people ask me, Was it hard? I think because I grew up in an entrepreneur family it didnt seem that crazy to me. Jeff Bezos talks about this a lot because he also comes from Wall Street. He talks about how he started Amazon where he was packing boxes on the floor and what not. He uses this framework called regret minimization model. Its basically like imagine yourself when youre 60 looking back, what decisions will you regret making the least? I think thats where you dont want to be for yourself, no matter what the outcome is. I thought that was such a no brainer because I got to work on something that I wanted to do since I was little with two really awesome people. Being able to give it a go and create something that could impact millions of peoples lives, I mean, it just really felt like a no brainer.Making a name for yourself in a crowded spaceWhat about joining the dating app landscape? I feel like its always changing with whats hot and popular while others die off.Its never really changed. A lot of people really think dating just heated up recently, but its actually not true. Its always been like this, just not in mobile space. Theres never been a shortage of dating services. The competitive dynamic is still the same. The reason why we landed on dating because we think its an interesting problem. If youre going to do something for a long time, you better make aya its something that youre really passionate and invested in. It has to be really meaningful to you. We said, Hey, whats mora meaningful than enabling people to find someone significant in your life? It really does have a transformative impact on you. That felt really good for us. It was an interesting but very hard problem.We also saw market potential. There are millions of singles coming zugnglich globally. Its growing 15-20% every year. Its a very huge market. We also saw white space in this sea of dating services. We didnt really see a dating service that took this slow dating angle that focuses on quality. We really thought that was the best - and better way - to actually create real connections that add something more to your life instead of just swiping all day.The leadership transitionWhats the fruchtwein surprising aspect of being a CEO for you?One thing that I didnt realize starting off when you get to a company of 20-25 size, thats probably the biggest transition for a CEO whos a founder. When youre starting small as a founder, youre basically a product rolle. Your vision, and the problem you wanted to solve, you brought the product into life and youre just building it. Youre the product manager basically. Once your team becomes bigger, you actually become a manager and a leader. That transition is actually the hardest and the most jarring for a lot of founders because we start off as a product person and we feel like thats what we need to be doing. But you kind of start having to let go of that and you need to think about how to build an organization. That takes a lot of investment and work. Thats something that should be talked about more.Was it difficult for you?I think it caught me by surprise. It wasnt difficult. Luckily, I enjoy both - not every founder is like that. But I think I was caught by surprise by how I was spending too little time on leadership and managing and recruiting and retaining. Those all take a lot of time. There was a period of time at CMB that I saw some turnovers very unexpectedly that made me realize what should I be prioritizing at this juncture of this company. I realized I wasnt spending enough time at this area of my job which has now become more important because, in order for my company to be successful, I need have to succeed through my team. I cant be the one who is actually doing things anymore.Being that you run a dating app, whats your stance on inter-office dating?Our teammates use CMB and other dating services because we can always learn to go on dates. A lot of us are single and very much like our target user base. We actually have a singles channel on our Slack for all our singles and we have conversations like these. They are the first people our product and marketing team go to to get immediate feedback. In terms of office dating, we dont encourage. We dont have a specific policy on it.But, hypothetically, what if a coworker were to match with another coworker through CMB, would you encourage the relationshipI wouldnt encourage it like, Oh, I think you guys should date. Were very small so everyone knows each other. If they were to see each other on the app and something starts happening, I think thats great but Im not going to encourage that, per se. Its their personal thing. We encourage everyone to use CMB because they are single and dating. But if they are single and not dating, I dont want anyone to feel pressured to use it.Swimming with SharksIn 2015, CMB went on SharkTank and turned down reportedly the highest offer ever ($30 million) on the show. What were you hoping to accomplish on SharkTank?We were looking for a deal and exposure. Shark Tank is great because it gives you both.If Mark Cuban were to offer you $30 million today for CMB, would your answer be different?No, I dont think. The problem that we set out to solve which is dating is such a hard, exhausting thing. Its honestly gotten worse with the rise in Tinder and mobile dating apps that emphasize and causes all this swipe fatigue. Theres actually is even more and a real desire and real awareness with this not being the right model here. Years later now, I dont think theres better timing for a service like CMB because of how the dating industry has evolved.Coffee Meets Bagel had a big year last year. The app doubled its user number and raised $12 million in its Series B in 2018.The app underwent a redesign and introduced a ton of new features. Is there anything else on the horizon to look out for?We have so much stuff coming out that Im super excited about like our subscription program. We havent even rolled out the actual product because its still being built into a package that we want to present. But the experiments we have done have been extremely successful, but we want to make it into this ultimate dating hack where its a super no-brainer. Im sure Ladders audience falls into a similar category they want to be super productive and whatever they do, they want the biggest bang for their buck. If youre that person, its no brainer - youll become a CMB premium member because its a great way to get results fast. We are adding things like priority likes where youll always be the first to be seen by your potential matches. There will be unlimited likes. We give our users a limited amount of matches because if the user is actually exposed to too many, they are just going to be swiping. But if youre someone who s willing to prioritize and commit to dating and making a lot of room for it if youre becoming a premium member, obviously youre not going to swipe and youre going to still be thoughtful, so well give you more. You have access to activity reports, where youre with more data from your matches so youre not left wondering if they saw your chat, how likely are they to respond, do they actually typically initiate chats? Its kind of like your superpower.Were actually creating a section called Likes you for you, where youll actually spend only time on people that actually liked you. Its just going to power-boost your dating life which comes out in July. Its our way to fight to ghosting. Besides the subscription package, not everyone is going to have this approach of wanting the best bang for their buck. A lot of users are not going to want to do that. We want to make sure our basic service is still really good and differentiated and delivering our mission. There are features for everyone. My philosophy with how dating apps have evolved in the last few years is about swiping and what not.We get a lot of inspiration from other dating services like matchmakers like how can we bring in some of their ideas instead of being just a regular dating app. Theres going to be a lot of those features coming up in the summer.Whats the most enjoyable part about being a CEO?There are two things. If I think about the stakeholders of my company, its our customers, my team, and then my shareholders, which actually include my team and investors. What gives me joy the most is when Im able to make them feel joyful and fulfilling. Nothing makes me happier than that. For our customers, when we hear from them about what kind of impact Coffee Meets Bagel has had on them when they share photos or stories or their babies. Even if they didnt get married, they still learned something through the people that they met on Coffee Meets Bagel. Nothing makes me happier or more fulfilled than thinking my time was worthwhile.I would say my team has a higher impact on joy than even the customers. That might sound weird, but I work with my team on a daily basis. I come into the office and see them working so hard, building and making our vision come true. Seeing them with each other really gives me a lot of joy. Recently, we celebrated the anniversary of an employee. Any time theres an anniversary, we celebrate together. My teammate was celebrating his four-year anniversary with us. In the Valley, the average tenure is not even one year. This was a big milestone. He wrote me such a nice email about his reflection on the last four years and what kind of impact working at Coffee Meets Bagel and with me and the teammates has had on his life. It brought me to tears. Thats hands down the most fulfilling part of my job, making an impact on my team and working with my team.Of course, if something doesnt really go well, thats also the most stressful.Keeping it in the familyWhats the dynamic o f running a company with your twin sister, Arum? Id have to imagine there are times when you butt heads.Its not easy. The great thing is we have a level of trust and respect for each other. Thats something that needs to be talked about more. I feel its the most critical attribute you need to find in your partner or co-founder because even if theres a little bit of dent in trust, it causes a ton of dysfunction in your company between you and your co-founder. Even if she does something I dont understand, she has the best interest in the company and the best interest in me. She would put that ahead of her own needs or visa verse. I have no doubt in my mind about that which is really awesome.On the flip side, theres a lot of things we have to deal with being sisters, having that baggage and growing up as sisters when we were little. We started as co-founders. My older sister Soo left because she started a family and wanted to focus more on the family. My twin sister and I run Coffee Mee ts Bagel. Being twins, you get compared a lot growing up. You self consciously compare yourself to the other person. There were certain levels of a competitive dynamic that have gone on and on throughout our lives. We do butt heads from time to time, actually pretty frequently laughs. The good thing is we have the tools now to be able to work things out because sometimes it gets heated. I think its very important for our roles to be clearly defined such that whenever theres an issue that cant be resolved, we have to differ it to the other person when it comes to their own domain as long as we stick to that. In the very beginning, it was very hard to stick to that but now whoever owns that domain owns the ultimate call.5 questionsWhats the best advice you never listened to?I didnt never listen to it, but I definitely didnt get it. The value of relationships. Really, thats everything. Not only for the success of your business but for your life. At the end of the day, thats what matter s. If you actually got something at the expense of the relationship, youre going to regret it.Whats the last book you read?Im currently reading A New Earth by Eckhart Tolle. Hes a really amazing philosopher who really talks about the new earth. This might be a little bit out there laughs but peoples conciseness wakes up and we become aware of who we are as ourselves versus our ego. A lot of times we think its the same but its actually not.Are you a podcast listener? Have any youd like to share that impact you?One of my favorites isImpact Theory by Tom Bilyeu. I look up to him so much. A lot of things I share are tidbits that I get from him. He talks a lot about dating because he and his wife actually starting a company together and in the Impact Theory, he interviews a lot of great people. Sometimes, he has podcasts that are focused solely on relationship because of both of them on. Hes my hero.Do you have a morning or nightly routine you try to stick by?I have a set routine. Its no thing innovative that I do, but I have a gratitude journal. Sometimes I write or if I feel lazy or too tired, I actually tell my partner. In the morning, I do the same thing every single day. Its by this guy named Hal Elrod called The Morning Miracle. Its six things you meditate, exercise, visualize, you have affirmation and you read and write.Would you say this is your dream job?This is my dream job Its funny - I also went to business school and in the last semester, we have a seminar dedicated to life outside of school. I remember one of the alumni coming and he was talking about his job saying how he wakes up every day to go to work and how he feels grateful for having this job. He said he couldnt believe he got paid to do this. After he left, we were having discussions with our classmates, asking each other, Is that possible? We all concluded that wasnt possible and it was BS. Its so funny looking back on that because Im in the same position. Certainly there are days when I don t feel like this, but usually, I wake up feeling super energized and really lucky to do what I do. I feel really lucky for the team that I have and really humbled and honored by the opportunity. I think its a privilege to run Coffee Meets Bagel and I cant believe I get paid to do it.I could say I wish I could work a little bit less and thats something Im working on. It does sometimes get overwhelming.If someone is in your similar position thinking about leaving a solid, safe job to chase a dream, what would you tell them?This may sound out there, but take time to listen to yourself. That requires sitting still and listening to yourself. When it comes to a dream job that actually not in the realm of what youre used to, theres a lot of skepticism and doubts. You fear thats going to be there. Its going to sway you the other way. Its going to confuse you and you might end up believing that this isnt what you want to do. Its very important you create room to listen carefully about what y our mind and body is telling you. Keep inquiring. Figure out what the fear is and keep asking. Thats really an important element.I also think creating support is also very important. Of course, if you have more support, its going to feel less scary. If you have a supportive family, supportive friends or finding someone whos actually done this, its very important.I guess this is all mitigating fear so that you can actually just listen to what you really want. This also helped me out a lot. Imagine your worse scenario. For me, it was starting this thing and it not going anywhere. We said we were going to do this for a year. A year in the grand scheme of life isnt a whole lot of time. We invested our own money and I invested the money I was comfortable losing. After a year, if it doesnt take off we move on. Itll be a good experience and I could go back to doing what I was doing before. When I positioned it that way, it didnt feel like a big deal. To think its a choice I have to live wi th for the rest of my life is really scary. But that made it easier for us to make that change.

Why You Shouldnt Lie on Your ResumeAnd How Many Do Anyway

Why You Shouldnt Lie on Your ResumeAnd How Many Do AnywayWhy You Shouldnt Lie on Your Resume- And How Many Do Anyway2According to new research, 1 in 10 people surveyed have lied or embellished the truth on their resume, cover letter, or LinkedIn profile to help them get a job at a different company. Yet if job seekers or workers get caught lying about their professional credentials, it can result in serious consequences, including being fired from a job or not hired for an opportunity.The 2019 research findings from Blindwere based on responses from mora than 10,000 people from 17 different companies. The survey focused on workers in the technology industry, and resulted in over 1,000 respondents from various tech firms including Amazon, Facebook, Uber, Google, and Microsoft stating that the following statement was trueI have embellished or lied on my LinkedIn or resume/CV to help land another job.SAP, Amazon, Cisco, and PayPal topped the list of companies that had the most employees who admitted to this type of career-related lying (at 12.5%, 11.57%, and 10.78% of employees, respectively). Salesforce had the fewest employees who said that they lied on their resume or LinkedIn, at just 2.83%.According to Blind, when people lie on their resume, its often related to their age, academic degrees, technical abilities, or even their criminal records. Interview situations seem to generate a different set of lies about the job candidates references, previous salaries, and full work history.This isnt the first study that has documented a percentage of the job search population as lying- and it isnt just a tech industry phenomenon. In 2017, HireRight published an employment screening benchmark report that found a surprising 85% of employers caught job applicants in the act of lying on their job applications or resumes- an increase from 66% in the five years prior.In an article from Inc., J.T. ODonnell speculated on reasons why job seekers might feel compelled to lie even during times when unemployment rates are low, noting that applicant tracking systems- in which applicants must enter their details in a very specific format on the companys website- may be part of whats behind the increasing trend. Job seekers have gotten wise to the finicky nature of the technology and are lying on their resumes and applications in hopes of making the cut, ODonnell wrote.Regardless of how compelling your reason might be to stretch the truth during the application process, its not wise to fib to a potential employer about your hintergrund and/or credentials. While you may think that youre getting away with your story in the short-term, employers have multiple ways at getting at the truth, which include (as ODonnell points out)Online background checks, which employers can purchase to confirm everything from past employers for whom youve worked, to your salary history and criminal records.Calling people not on your reference list.While most employers will request tha t you provide a list of professional and/or personal references to validate your performance and character, not all recruiters or managers will stick to your list. As ODonnell explains Some recruiters research and secretly contact ex-colleagues of a candidate to inquire about his or her performance. Their goal is to speak to someone NOT recommended to them by the candidate, since most references have been coached to say only good things.Interview grilling.Using interview techniques such as behavioral interviewing, hiring teams may try to throw you off by drilling down into questions that require extensive detail of past experiences to answer. If you falter or cant justify the claimed experiences with concrete examples, then the gig is up.As you can see, lying during the hiring process is a risky business. If youre caught in the act, it goes without saying that you wont get the job that you want. Worse yet, your failure to tell the truth could affect your professional credibility wit h other employers and recruiters as well, since they may network and share their experiences. So instead of making something up on your resume, job application, LinkedIn profile, or during an interview, just do the right thing come clean about your work history and background to have the best chance of getting that offer.Wish you could talk through your job search and career questions with someone?SIGN UP FOR CAREER COACHING

Alchemists, princesses, sherpas, and other ridiculous titles in tech

Alchemists, princesses, sherpas, and other ridiculous titles in techAlchemists, princesses, sherpas, and other ridiculous titles in techIts already annoying enough to scroll through job-search boards and find an increasing number of misleading, jargony listings for ninjas, rock stars, and wizards across a variety of industries.But in the world of tech, job titles can reach new heights of the truly absurd. CB Insights made a list of the 25 most ridiculous titles in technology here are a few of the most over-the-top job descriptions to ever grace a business card.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAlchemists. Alchemy means changing something in a mysterious or inexplicable way a hard thing to explain to your boss. Quickstep has employed a dream alchemist, a specific position within the company which CB Insights says other companies might call a creative director or head of marketing. Other companies that have alchemists are Critical TechWork (UX design alchemist), Together Abroad (product and solutions development alchemist), and USALLIANCE (innovation alchemist).Security Princess. When coder Parisa Tabriz joined Google in 2015, she thought information security engineer sounded boring, and decided to re-title herself. Security princess felt suitably whimsical, she said, adding that it was a better title for handing out business cards with. Today, according to CB Insights, shes moved up to senior engineering director at Google and is responsible for the Chrome browser but she prefers to go by the much catchier title of browser boss.Galactic Viceroy of Research Excellence. This is the title of a Microsoft researcher with a sense of humor named James Mickens. Although Mickens is known for his vibrant personality, much of his current research focuses on the matter-of-fact goal of improving the quality of Web applications, said a profile about him on Microsofts Sto ry Labs website. Hes doing other cloud-related research that he cant yet discuss in detail but says, Most of my research is based on solving problems that I learn about from personal experience and from talking with everyday people such as the guy who gets stuck next to me on a flight.Chief Heart Officer. The second-most important position at VaynerMedia, Claude Silver isGary Vaynerchuks right-hand woman, Forbes explains. The chief heart officer is in touch with the heartbeat of every single person over 750 people across five offices. What does that actually mean? Shes the HR manager, basically.Its really the branding of HR and how weve chosen to rebrand, but it just makes so much sense its people its heart, Silver has said.Innovation sherpa. A title that began at Microsoft, according to CB Insights, today it is a vague catchall phrase used by tech freelancers. (No mountain-climbing required).Here are the rest of the ridiculous titlesInnovation EvangelistDream AlchemistWeekend Happi ness ConciergeHappiness EngineerSVG BadassTime NinjaInnovation AlchemistRetail JediSoftware NinjaneerTax WranglerRemote Funnel Marketing NinjaContent HeroMeme LibrarianConversion Optimization WranglerDigital ProphetBrand WarriorWizard of Light Bulb MomentsDirect-Mail DemigodFull Stack MagicianHumbly Confident Product DesignerYou 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 nestkken 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