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