HR Managers Dont Operate on Your Own Resume

HR Managers Dont Operate on Your Own ResumeHR Managers Dont Operate on Your Own ResumeAsk job seeker Amy nachhall Even for HR pros, writing your own resume is like someone trying to be their own doctor, dentist or lawyer.A dentist wouldnt perform his own root canal, and a human-resources executive shouldnt try to write herbei own resume.Going into her job search, Amy nachhall, a Baltimore HR executive, had seen enough homemade resumes to know success is elusive but she still gave it a try. My first resume was so terrible, now that I look back on it, Hall said.It is not uncommon for HR professionals to feel a little overconfident when it comes to their own resumes. After all, they read and review resumes for much of their work day.But Hall, who worked for retail companies, want to change industries, and realized she might need some help translating her experience for different verticals. She sought a professional resume writer and found Tina Brasher, a certified professional resume w riter who works with Ladders.Brasher put Halls original resume to rest and started fresh.When readers see a resume that is evidently self-written, they say this person doesnt know enough to not be their own doctor, dentist or lawyer, Brasher said. Todays job market is so tough that everybody professional needs help in marketing themselves. To do it yourself is an antique way of working.Dont hide the promotionsWhat does a professional resume writer see that even an HR pro like Hall might miss?Halls original resume listed her employment history so that a significant promotion at a major retail chain was lost in the mix. Hall had written the job titles and the corresponding dates in a way that made it seem as though she had simply transferred to a different team.Brasher reworked the presentation of dates and job titles to show Halls rise during her four years with the organizationAdvanced through lages of increased responsibility for Human Resources functions based on consistently exce eding goals and expectations for this retailer with 1600 stores and 366K employees.Halls original resume also included language and company jargon that were specific to her employer and wouldnt be recognizable by those reading her resume, especially outside retail, Brasher said. She translated much the job descriptions using more general terms.I put in keywords that any HR officials would be looking for that were not necessarily what her company would use, but that also showed her qualifications, Brasher said.Distinguish accomplishments from dutiesBrasher also discovered Halls job descriptions read like a list of job responsibilities and not the accomplishments she had achieved in those positions that are likely to impress a hiring manager.Job seekers ought to think of their work history in terms of results and accomplishments and not job titles, Brasher said.Using a detailed assessment of her career provided by HRLadder, Hall and Brasher were able to distinguish accomplishments ass ociated with every positions she held.For instance, the original description for one position readResponsible for formulating a strategy for and leading the development of Store kollektiv Leaders (STL) and Executive Team Leaders (ETL) for 2 districts comprised of 15 stores with sales totaling over $708 Million.Brasher crafted a new version of the same job description to highlight Halls achievements in the positionDrive HR mission and best practices, and mitigate legal risks in partnership with 2 District Team Leaders who manage 15 Store Team Leaders in 15 stores. Launch hiring strategies ensuring districts meet goals of 70% campus, 20% external, and 10% internal hiring, staff promotion and in-tern conversion goals. Assure District Team Leads effectively develop Store Team Leads in all aspects of Talent Management, as well as meet compliance regulations while avoiding unionization. Approve all corrective actions for Store Team Leaders and Executive Team Leaders. Train and develop tal ent for promote to the next level in collaboration with District Team Leaders.Readers spend maybe 30 seconds before they make a go, no-go decision to even read the whole resume. Your resume needs to be attention-grabbing, so that the reader within 20 seconds can get a picture of the candidates ability, Brasher said. They want people who can make them money or save them money.

Automation Threatens to Put Accountants Out of Work

Automation Threatens to Put Accountants Out of Work Automation Threatens to Put Accountants Out of Work According to research conducted by Oxford University and Deloitte, two of the ten jobs fruchtwein at risk of being totally automated in thenext two decades are financial accounts manager and bookkeeper.In light of this unsettling news, graduate jobs forum WikiJob issued a survey asking graduates interested in accounting careers how they felt about the threat. Arethey concerned? Is this issue making them consider alternative career paths where automation is a less significant threat?Machines Make Accountants NervousWikiJob found that three in four graduates (74 percent) looking to pursue a career in accounting are concerned that automation could make their role redundant within two decades. More than 50 percent of surveyed graduates said they believe bookkeeping is the area of accounting mostat risk of being replaced in the medium or long term by machines.This survey demonstrates the nervousness that many graduates are feeling when they look at possible careers in accountancy in the longer term, says James Rice, head of digital marketing at WikiJob. It probably is true to say that areas like bookkeeping and tax will struggle to attract higher-caliber graduates as time goes on because the job security will look increasingly precarious. The profession is in good health currently, but it must do all it can to persuade new recruits that their roles are ones that cant easily be automated in the future. Otherwise, accounting could find itself facing a recruitment crisis in years to come.In a surprising turn of events, fewer than half of the graduates surveyed by WikiJob said accounting was a good career choice. (Remember, WikiJob specifically surveyed graduates who indicated they were interesting in accounting careers.) Almost 40 percent said that they were unsure about the prospects for an accounting career, and two-thirds of respondents were considering careers in alternative industries.Attract Candidates by Downplaying the Bean Counter ImageMany graduates who are looking at careers in accounting realize that soft skills are increasingly important today. The survey suggests mora graduates are interested in the consultative side of accounting, where there is much more human interaction and a high level of strategic planning, making the positions very difficult to automate.To assuage the nerves of candidates and assure new recruits about their long-term job security, the accounting industry needs to make a strong case for those accounting roles for which there will be long-term demand and which will be very difficult to replace with automation.Some of those roles may even be created as a consequence of new technology, says Rice. Accounting firms need to show how soft skills, networking, management prowess, and creative thinking will be fundamental to the future accountant and say how thats a good thing, as many of the more boring tasks will be taken away from workers, which should make their tasks more interesting.Although many training programs and educational courses have yet to change their approaches to accounting, those adjustments may be coming soon.In a way, it might help accounting as it shifts away from the bean counter stereotype toward an image based more on consulting, professional relationships, financial insight, and creative solutions to business problems, says Rice. I think training programs will start to focus more on areas where people can provide value that machines cant deliver.

How to Succeed in Your Telecommuting Job Search This Year

How to Succeed in Your Telecommuting Job Search This YearHow to Succeed in Your Telecommuting Job Search This YearTelecommuting and remote work options continue to increase and improve the chances of finding flexible employment. But, a telecommuting job search, or any job search, can be difficult if you dont focus on the tasks that will help you succeed. Below well cover some of the stats surrounding flexible work, in particular, telecommuting, and how you can be successful in your telecommuting job search this year.The World of Telecommuting- In NumbersKnowing what you are getting into is half the battle. The numbers below can serve as indicators to help guide you in your search. Using these figures can assist in targeting your search to uncover the hidden, legitimate jobs that are available.31 percent of full-time employees do fruchtwein of theirwork away from their employers location.For every one legitimate job, there are60 job scams.75 percent ofwork-from-home employeesearn more than $65,000 a year.There has been a 79 percentincrease in telecommutingfrom 2005 to 2012.Telecommuting from home one day per week is the mostcommon form of remote work.76 percent ofremote job seekershave prior telecommuting work experience.37 percent of workerstelecommute from home.89 percent oforganizations support flexible workoptions.90 percent of HR professionals predict thatflexible work will increasein the next five years.Your Telecommuting Job Search This Year- Be SuccessfulStart your telecommuting job search hereTo have a successful telecommuting job search, you need to add a little more focus into your methods. Rather than doing a basic search for a job title or location, you need to factor in the type of flexibility you want to land- telecommuting. Using the tips below in your telecommuting job search can help guide your success.Invest in your search daily.To make the most of your time and have better success, you need to be active in your search every day. The sooner yo u find an opportunity and apply, the more likely youll get on someones radar.Dont limit yourself to a particular field.In other words, expand your horizons. Sure, you might be a healthcare professional, but your skills and experience can be used in other industries. Include these in your search.Expand your geographical search base.Telecommuting opens up a world of opportunities- literally. When you canwork from anywhere, why limit yourself to a particular geographical location. Get globalUpdate andtailor your cover letter and resume.Theres nothing worse than sending in an outdated resume and form cover letter. Get your documents up to date with current skills, experience, and contact information. Also, make sure to tailor these to every job and employer you apply for.Create a portfolio or website.Employers like to see your work, socreate a portfolio or websitewith your best and most recent projects. Include a bio about yourself, a bit of contact information, and links to other areas where employers can contact you, such as social media.Get busy on social media.If you arent on social media, do so now. elend only are you able to interact with employers and search for jobs, but you are also able to grow your network and get recruiters to notice you. However, make sure you keep your profiles clean, professional, and accurate. Consistency in your brand is essential.Personal branding is a must.If you arent sure what your brand is, nows the time to work on it. What are you about? Where do you want to go? What can you offer employers? Use this branding consistently throughout your search, including on social media, in yourfive-word job description, and in yourelevator speech.Optimize with keywords.To beat applicant tracking systems and to be more searchable, utilize keywords in your social media profiles, cover letter, portfolio, website, resume, and your search. Usecommon keywordsfor your desired industry, company names, job titles, and type of flexibility, locations , schedule type. Youll be surprised at the different results youll yield.Enlist the help of others.Job searching can be lonely, stressful, and sometimes frustrating. Create ajob search teamto help keep you motivated and accountable.Grow and nurture your network.Your network can be a springmainboard for opportunities. Make sure to reach out to current connections while also working to build new relationships. Opportunities include professional organizations, alumni groups, and job fairs.Search backwards.Rather than focus on your job title, start by focusing on an industry or company. Every employer uses a variation when it comes to job titles, so using a backwards search method can help you source new and different openings.Use .As a niche board for flexible work, is the one place where job seekers looking for telecommuting jobs can be safe. In addition to legitimate flexible job listings, provides job seekers with the tools and resources they need to be successful.Flexible work su ch as telecommuting is going to continue to grow, not only in popularity but also in opportunities. Hone your job search skills specific to finding telecommuting work and dig in to make the most of your time. Although atelecommuting job search might take a bit longer than a typical job search, thebenefits of working from homeare well worth it.Readers, are you conducting a telecommuting job search this year? What type of job are you looking to land? Share with us below

Tips for Training a Newbie Whos Slow to Catch On

Tips for Training a Newbie Whos Slow to Catch OnTips for Training a Newbie Whos Slow to Catch OnTips for Training a Newbie Whos Slow to Catch OnThere are quick learners, average learners, and those that just dont seem to get it. And if you fall into that latter category, nobodys going to tell you to your face (unless theyre asshats whose main goal in life is to make you feel like sludge). No, most people are more considerate than that. Instead, theyll complain about you behind your back until you finally figure out how to do what youve been hired to do. Ive listened to plenty of complainers from my teenage pizza house days up to where I am now and I admit Ive also voiced my own share of annoyances.So what can you do if youre a quick learner stuck training a new hire who seems to take forever to catch on?Practice patience. Remember There were times when you were the newbie, too. Recall how hard you worked to make a good impression and prove to your new employers they hired the right p erson (not to mention how good you felt when you didnt have to ask for help anymore). So allow a little extra time and patience when youre teaching the new hire. While you probably have a million other things to do other than train a new employee, set some time aside to make it your number one priority.Create cheat sheets. To make your life (and the new hires) easier, write down repetitive processes on step-by-step cheat sheets. Theyll serve as learning tools and instant reminders so the newbies dont have to come running to you if they forget what happens next.Reassess your expectations. Sometimes new hires just dont get it, no matter how many different ways you try to teach them. So you exhaust yourself with repetition and begin to wonder how on earth you learned everything so quickly and this guy is taking forever. Now stop pulling your hair out and digest this fact Everyones learning curve is different. Hopefully, when you hired him, you established your time frame expectations. For example You expect him to have X process down cold within three weeks. If that time limit has passed and hes still struggling, reevaluate your expectations, determine if its truly him, or (gasp) your teaching methods that are the root of the problem. Then address it accordingly.And consider this If management asked you to do the training, theres a good chance they see you as a good mentor, or think you have potential to become a manager, yourself. If so, this could be an important opportunity for you, too. Teach your newbie in a way that you would want to be taught, ask for feedback on your teaching methods, and keep in mind that training is temporary. Youll survive

SEAL Training Hell Week Information

SEAL Training Hell Week InformationSEAL Training Hell Week InformationOf all the battles a SEAL (Sea, Air, Land) must fight, none is more important than their first the battle of mind over body. The voice was back. That small, self-doubting messenger returned to pitch its familiar monologue, This is BS Why are you putting yourself through this? You are never gonna make it all the way, so quit now and call it a day Basic Underwater Demolitions and SEAL(BUD/S) instructors know the human machine is capable of amazing endurance even in the harshest of conditions and environments, but they also know the mind must be made to ignore the pleading of the body. As their name suggests, SEALs are trained to conduct operations in any arena, and successful candidates spend 18 to 24 months in training before being assigned to gruppes. Every step is a challenge, and each test is progressively more difficult. On average, 70 percent of candidates never make it past Phase One. For most, the greatest ch allenge lies in Week 4 of Phase One. A grueling 5.5 days, the continuous training ultimately determines who has the ability and mindset to endure. Welcome to Hell Week. Trainees are constantly in motion constantly cold, hungry and wet. Mud is everywhereit covers uniforms, hands, and faces. Sand burns eyes and chafes raw skin. Medical personnel standby for emergencies and then monitor the exhausted trainees. Sleep is fleetinga mere three to four hours granted near the conclusion of the week. The trainees consume up to 7,000 calories a day and still lose weight. The inner voice mimics the BUD/S instructor pacing the line of waterlogged men with his bullhorn. If you quit now you could go get a room at one of those luxury hotels down the beach and do notlagehing but sleep for an entire day Throughout Hell Week, BUD/S instructors continually remind candidates that they can Drop-On-Request (DOR) any time they feel they cant go on by simply ringing a shiny brass bell that hangs prominently within the camp for all to see. The belief that BUD/S is about physical strength is a common misconception. Actually, its 90 percent mental and 10 percent physical, said a BUD/S instructor at the San Diego facility. (Students) just decide that they are too cold, too sandy, too sore or too wet to go on. Its their minds that give up on them, not their bodies. Whaddaya think? All you have to do is get up and go smack the hell out of that shiny, brass bell. You KNOW you want to. It is not the physical trials of Hell Week that are difficult so much as its duration a continual 132 hours of physical labor. Through the long days and nights of Hell Week, candidates learn to rely on one another to keep awake and stay motivated. They tap one another on the shoulder or thigh periodically and wait for a reassuring pat in response that says, Im still hangin in there, how bout you? They cheer loudly when they notice a mate struggling to complete his mission and use the same as fuel when they the mselves feel drained. They learn to silence that inner voice urging them to give in and ring that hideous, beautiful bell. Sleep. He would do anything for it. He couldnt remember what day it was, or when he had last slept. But, he knew it felt good, and NOTHING about Hell Week felt good. He had been cold and wet for days. There were open sores along his inner thigh now from being constantly soaked. And every time he moved, the coarse, wet camouflage raked over the wounds, sending lightning bolts of pain through his body. Maybe the voice was right. Maybe he should just get up, walk over, and ring that bell. Commanding officers recommendation (prepared as a result of the panel) should include information concerning the members military and professional performance, degree and scope of technical competence and supervisory ability in present rating, eignung to perform as a commissioned officer, and ability to accomplish officer technical management and specialist functions of the progra m(s) and category(?ies) requested.? Only those individuals who have clearly demonstrated sustained superior performance, outstanding leadership abilities, and the potential to serve as commissioned officers should be recommended for these programs. A candidate must receive a favorable endorsement from the commanding officer (unit CO for SELRES personnel) to be eligible to apply to become an LDO. If a commanding officer feels an individual is not qualified for LDO, the commander will not forward the package. Individuals not receiving a favorable endorsement are to be counseled on what they need to do to improve their records to ultimately receive a favorable endorsement. Selection Boards Separate selection boards (one for active duty and one for inactive duty) meet at the Navy Personnel Command annually to consider applicants for the active duty and inactive duty LDO programs. Appointment to Limited Duty Officer CWOs selected for LDO will be appointed in the permanent grade o f LTJG (paygradeO-2) in the Navy (or Naval Reserves for inactive duty personnel). CWOs selected for LDO with at least 4 years and 1 day of cumulative active duty service to include (ADSW/AT) will be appointed in the permanent grade of LTJG (paygrade O-2E). Enlisted personnel selected for LDO will be appointed in the permanent grade of ensign (paygrade O-1) in the Navy (or Naval Reserves for inactive duty personnel). Enlisted personnel selected for LDO with more than 4 years of active duty service will be appointed in the permanent grade of ensign (paygrade O-1E). Selectees will be appointed as LDOs only if they continue to meet all eligibility standards as specified previously. Active Duty selectees must agree to remain on active duty for 4 years from the date of acceptance of appointment and may be required to transfer from current duty location. Selectees under the inactive duty program must continue serving in the Ready Reserve until the appointment is tendered. Upon acceptance, eachselecteemust agree to remain in the Ready Reserve for a period of 3 years from the date of acceptance of appointment. Candidates must break through ice-encrusted waters, jump in without the protection of their dry-suit, tread water for three to four minutes, pull themselves out of the water, then dry their clothes and gear off. While some might question the necessity of being inducted into this Polar Bear Club, SEAL candidates once again silence inner doubts and follow instructions as given. Even in the later phases of SQT, candidates call upon their mental determination to pull them through. I kept thinking of that scene in the movie Armageddon, said a fellow SEAL candidate and boatswains mate 3rd class. The rescue team going to the asteroid asked about the environment in space, and as NASA engineers described it, the heroes replied, Worst possible environment imaginable, thats all you had to tell us. Thats pretty much what Cold-Weather Trainingwas like for me the worst possibl e environment imaginable. After the completion of Cold-weather Survival Training, they are awarded their trident badge andNavy Enlisted Classification codeat Naval Special Warfare Center, Coronado, Calif. With terrorist threats on the rise around the world, SEALs are needed more than ever. Yet, even with a pressing need for more such men, training of candidates remains as tough as it has ever been. The 24-month training process will continue to separate the determined candidatesfrom the undecided. As Navy SEALs put their lives on the line defending America, each member of that team must know without a doubt that the man fighting next to him will not give in or punk out when things start to get rough. NO Shut up Shut up Shut up he silently screamed at the pessimistic voice as the sea came at him again. It worked He focused once again on the other SEAL candidates linked arm-in-arm with him in the wet sand. He could hear their combined sputterings and groans. He also heard the crash of the surf, but the defeatist voice inside his head was goneat least for the moment. Someone had to ring the bell before the group could crawl out of the icy water, but it wasnt going to be him, damn it He gritted his chattering teethand prepared for the next wave. After all, he told himself sternly, whats a little water to a SEAL?

Things You Should Know About Engineering Resume Format

Things You Should Know About Engineering Resume Format Together with mentioning the work type, if you are going to give a small description of your work in the cv then its going to be best too. In that situation, its better to tailor your resume for a mechanical engineering job to coincide with the language of the work offer. Regardless of the sum of work experience you have as an engineer, it is essential that you think of an eye-grabbing resume. Just continue scrolling down and discover how simple it is to make a perfectly outshining engineer resume. Technical skills incorporate the software youve got expertise in and can deal with. On the flip side, Functional Resume is perfect for beginners. Functional resumes are arranged so that youre able to platzset your abilities in the most obvious positions. Choosing Good Engineering Resume Format Download our totally free engineering resume format samples, add your own personal information and its completed. Also, have a look a t the 9 engineering resume format pdf thats totally free to download. Employing a sample resume format or template, it is easy to create your very own effective resume. Employing the combination format, you have the capability to disguise certain elements of your private history you dont want highlighted. Resume formats be sure that your best achievements are right there on the top, prepared to be noticed. Just be sure you can justify each inclusion Opportunely, engineering resumes have an extremely straightforward format. Well, here is everything that you will need to learn about an engineering resume format. Engineering Resume Format the Ultimate Convenience To pick the correct resume format sample is dependent on which sort of position you are trying to get. When do not have any idea about both formats, it may result in a dilemma, and you might falter in the exact first step of job application. Make certain that each part of information is about the position youre seeking 5. Your present job title Lets abflug at the start. If you believe you may need such a resume, you should search the internet for more information about it. Selecting the right resume format is important if you would like to receive the desired job. Even in case you dont enjoy the template, envision it using a different font. New versions of Word now have PDF writers and for older ones they may be downloaded at no cost from the net. Engineering Resume Format for Dummies All the job seekers must go through it at least on one occasion. No two jobs are made alike, so no two resumes will probably be the very same, either. Filtering out resumes for mechanical engineers is simple when you start with the ones which look strange. It is possible to also have a look at our Experienced Resume Formats if youre searching for more. In many other nations, a curriculum vitae is basically the exact thing as a resume. Therefore, a functional resume format is a favorite among college stu dents and fresh graduates keen to go into the corporate world for the very first moment. For instance, if youre a mechanical engineer, start looking for faculty in ME. It is possible to look at generic resumes, but engineering resume samples will be absolutely the most useful due to their specificity to your area. Your resume should be formatted in an easy, professional method. The man or woman to whom youre sending the resume may have a different variant of the software and for that reason wont provide the exact same result youre sending. Though there can be number of reasons to compose a resume, its primarily written to have a new employment. Though the style of resume is highly popular in the work market, there are particular disadvantages that cant be ignored. Ideas, Formulas and Shortcuts for Engineering Resume Format Your colleagues will have to trust you to work effectively in a team to offer an awesome experience for passengers and to make sure the security of the a ircraft and everyone onboard. Everybody knows the significance of a great resume. There are two methods to use your resume. There are many ways to compose a resume. So, the very first step you will want to do is toss your old resume. The reason most people today utilize the Functional resume format is the fact that it enables them to be creative with certain facets of their work history, highlight key abilities or hide long amounts of unemployment The disadvantages of employing a functional resume is that lots of recruiters, hiring managers view them with skepticism. If work experience isnt your key highlight or whether youve got an inconsistent work history, its best advisable to start your resume with your qualifications. Its applicable in case you have just graduated and dont have any expert experience.

The Over-Excitable Gifted Managing Talent and Five Forms of Excitability

The Over-Excitable Gifted Managing Talent and Five Forms of Excitability Are you over-excitable? You may be a genius. (Dont get overexcited that was only may). But, suppose you, in fact, are giftedsome kind of genius. Then, if the ideas and research of Polish physician and psychiatrist Kazimierz Dabrowski, his associates and proponents of his theory of positive degeneration are right, the odds are that you are also much mora excitable than the average person. Thats what their investigations into the personalities of gifted children and excitable adults have suggested, with implications for the management of gifted workplace talent. Hereafter, square brackets like these will enclose my comments on the research conjectures, observations and recommendations of Dabrowski et al.If there indeed is a genius-excitability link (that endures into adulthood), there will also be important implications, notlag elage only for yourself and children, but also for talent recruitment, utilization and managementincluding regarding the best strategies to use to accurately identify, create, guide and control career-related excitability (especially among the gifted), its triggers and its manifestations.Whats more, understanding how effective excitability management strategies should vary with the kinds of excitability involved is as important as understanding what forms of excitement to offer job candidates and employees through excitement managementirrespective of whether they are superhumanly gifted or not.Just as one thing is more exciting than the next, some people are more excitable than otherseither about specific situations or things (e.g., the last Super Bowl game or the Facebook IPO), categories of things (such as football games or the stock market) or simply more excitable in general (e.g., excited by chirping birds and sunsets, even after or because the football season and markets close ).Everybody knows that. But what not everybody knows is that research suggests thatThere at least five key kinds of excitability (with very different causes, manifestations, effects and implications for talent management).Gifted people are, on average, more excitable than others, i.e., are over-excitable.Excitability isnt always emotional or emotionally manifested (much as excitable neurons dont gush emotions).Although excitement generally sounds positive, over-excitability can have negative, as well as positive, experiential forms and consequences.Different kinds of (over)excitability can compete or comfortably coexist in the same person.In his work with gifted children and adult psychiatric patients, Dabrowski identified five kinds of excitability that the exceptional were much more commonly susceptible to, and to a greater degree, than the average. This susceptibility he called overexcitability or over-excitability to keep spell-checkers happy.Defining overexcitability as higher than average responsiveness to stimuli manifested as reactions that are significantly above-average in intensity, duration, and frequency, Dabrowski and his supporters see overexcitabilities (OEs) as innate manifestations of unusual receptivity, sensitivity and awareness that leads to what he called positive disintegrationpersonal growth through hyper-sensitivity and battles with ones self, ones experiences and ones various environments.Perhaps the mistaken stereotype of the (borderline) psychotic genius is, in parte, based on the greater risk of irresolvable inner and external turmoil and conflicts that heightened awareness, receptivity and sensitivity can create. However, the multi-decade Terman studies of gifted children (with IQs 140 and above) discovered, on average, much higher than general-population average levels of emotional stability, social and professional success, and overall mental/physical healthand lower divorce rates.What is distinctive about the Dabrowski model is that it takes a broader view of excitability than the conventional, office water-cooler viewpoint that equates excitement with woo-hoo fun. Moreover, the existence of multiple forms of (over)excitability invites the speculation that the five (and possibly more) forms may be independent of each otherthat each of us, genius or not, may be over-excitable (or simply excitable) in any one, none or more than one way simultaneously, at different times or in different situations.One practical implication of this is that job postings and descriptions designed to appeal to applicants should incorporate appeals to specific, even multiple forms of excitability, e.g., emotional, sensory, intellectual, psychomotor or imaginational (discussed below) .Another distinction of his theory is that Dabrowski focused on excitability, rather than on excitement (which is what most of us seem to dwell on, because it sounds like so much fun). In other words, rather than investigating what makes something inh erently exciting, Dabrowski focused on what makes someone excitedan emphasis on the attributes of the responder (including heightened receptivity, sensitivity and intensity) in inputting stimuli and in outputting excited responses.On the other hand, it may very well be that, under certain circumstances or in general for a given individual, being over-excitable in one way virtually eliminates being over-excitable in some of the other wayse.g., being emotionally over-excitable vs. being intellectually over-excitable (Ah, but then there was the Archimedes Eureka moment, which was probably both.)This makes understanding the (over)excitable employee (or child)and, because of their greater excitability, the gifted employeea complex, yet important challenge.The Five Faces of ExcitabilityAmong the five forms of OEs (and of excitability in general) identified by Dabrowski, three are stereotypical. The following is a description of them and of the appropriate management strategies pertaining to them1. Emotional OE This tends to be the most obvious to others, since it is manifested in frequently very visible, intensely experienced, extreme feelings, often experienced, expressed or displayed physically, e.g., through stomachaches, whoops and blushing. According to Dabrowski (and M.M. Piechowski), emotionally overexcitable people have a remarkable capacity for deep relationships and strong emotional attachments to people, places, and things. The research of Dabrowksi and Piechowski suggests that the emotionally overexcitable tend to display compassion, empathy, and sensitivity in relationships.However, against this, everyday familiarity with highly emotional, volatile, yet unsympathetic and hostile personalities, suggests caution is warranted in expecting compassion and empathy from every emotionally excitable child or adult. The always explosive and merciless Hitler suffices as a cautionary illustration.Management Strategies In her 2000 article, Overexcitability and the G ifted Child written for Communicator, the Journal of the California Association of Gifted Children, Sharon Lind recommends that in dealing with Emotional OE individuals EOEs, we should accept all feelings, regardless of intensity. She also recommends that EOEs be taught how to anticipate and prepare for their emotional and physical responses.Unqualified acceptance of EOE may work with the small children who were a key, but not exclusive focus of the article, but with 200-pound adults such unqualified acceptance could be very problematic, if those feelings include murderous rage. As for teaching, in the absence of some corporate self-sensitivity training, it is likely to be, in general, difficult to accomplish in the workplace.What may be helpful is to remain calm in the face of manifested coworker or employee EOE to be aware of a specific individuals EOE triggers and generally lower thresholds to be as sympathetic as sanity, the law, safety considerations and fairness allow and to a ttempt to address the triggers as equitably and rationally as one can.2. Psychomotor OE (PMOE) This is characterized by Dabrowski and Piechowski as heightened excitability of the neuromuscular system and includes an unusual capacity for being active and energetic, having a love of movement for its own sake, having a surplus of energy manifested in rapid speech, intense physical activity and a need for action.Strong psychomotor OE correlates with talking or acting compulsively, acting out, misbehavior, nervous habits and Type A workaholism, competitiveness or organizational obsessiveness.Care must be taken not to equate psychomotor OE with Attention Deficit Hyperactivity Disorder (ADHD), which is estimated to affect 4.7% of adult Americans. ADHD is a recognized DSM-IV disorder for which treatment and management, including medication, are recommended psychomotor OE is neither a DSM-IV listed condition nor otherwise a generally-recognized form of impairment. To equate ADHD and psychomo tor OE would be like equating Type A behavior (also not a DSM-IV category) and ADHD.In a second article, Before Referring a Gifted Child for ADD/ADHD Evaluation, Lind provides an excellent comprehensive checklist that compares PMOE with ADHD, for the purpose of preventing misdiagnosisa list with possible applications to adult workplace interactions and assessment.Management strategies With its main Dabrowski-influenced focus on children, Lind suggests allowing time for physical and verbal activity that is acceptable and not too distracting to others. In addition, it recommends providing time for spontaneity and open-ended, free-wheeling activities.Despite its emphasis on children, Linds OE article does suggest broader applicability of its observations and recommendations hence, much of this advice can apply in the workplace as well and in task assignments.For example, If one staff member seems to be more PMOE-oriented (i.e., enjoys the action more) than another, it may be smart to a ssign that employee whatever action-related tasks, e.g., visiting clients, document sorting, interviewing, leg-work, that may be required (consistent with the jobs overall duties). Likewise, setting clear goals with clear action-oriented, as opposed to, for example, analysis-oriented means to achieving them is likely to be very engaging to PMOE types or those in PMOE states.3. Sensual OE SOE This is expressed as a heightened experience of sensual pleasure or displeasure emanating from sight, smell, touch, taste, and hearing. It is positively manifested in intense and early appreciation of aesthetic pleasures such as music, language, and art, tastes, smells, textures, sounds, and sights or negatively, as intense aversion to various sensory stimuli, such as odors, sounds, colors or shapes.Presumably, smoke, sex, Star Bucks espresso and other psychotropic substances make it as add-ons to adult positive or negative lists.Paradoxically, as suggested above, such hyper-sensitivity to senso ry and sensual input may cause discomfort with sensory input, much as would be experienced by someone with super-dog hearing. This means that being very sensitive to or overexcited by something doesnt mean loving it, e.g., cigarette smoke or pollen.Hence, it is important to note that overexcited does not perfectly correlate with exciting, which, unlike overexcitement, always has a positive connotation, reflecting enjoyable stimulation.The remaining two forms of overexcitability tend to be less frequently noticed or experienced intellectual overexcitability and imaginational overexcitability, in part because of the dumbing-down influence of pop-culture, the entertainment and theme-park industries, texting, Facebook and consumerism and in part because there are fewer overt, outward observable manifestations of their quiet delights and turmoils than there are of emotional, psychomotor and sensual OEs, e.g., on a roller-coaster ride, dance floor or a football field.4. Intellectual OE IO E Dabrowski and Piechowski characterized this as a marked need to seek understanding and truth, to gain knowledge, and to analyze and synthesize. Intensely curious, IOEs are often avid readers, critical thinkers and unusually keen observers. They are able to concentrate, engage in prolonged intellectual effort, and be tenacious in problem solving. IOEs will tend to theorize, and even think about thinking, including moral thinking. Even among children, this focus on moral thinking often translates into strong concerns about moral and ethical issues, e.g., fairness or being concerned about conventionally adult issues such as homelessness.Those who experience IOE as a trait or a frequent state also tend to be independent thinkers, critical of and impatient with others who cannot or will not keep up with their intellectual pace.It is fair to speculate that IOE may also correlate with(over)confidence that is perceived by others as arrogance or conceitfacility of thought that comes across as contrived and unnatural (because of its difficulty, alien or theoretical quality, perceived irrelevance, abstraction, formality or uncool unconventionality)Management strategies Lind suggests showing the IOEs how to find the answers to questions, on the assumption it respects and encourages a persons passion to analyze, synthesize, and seek understanding. It also recommends encouragement of IOEs to act on their intellectualized principles and to be more tolerant of and less abrasive toward those with less intense intellectual excitability, interest or capacity.It seems needless to show adult IOEs how to find answers to questions, since they are very likely to be very practiced in not only asking questions, but also in looking for and coming up with answers. Indeed, showing them how to find answers may grate on another sensibility of theirstheir intellectual pride. So, in general, showing an IOE how to get an answer may be a major blunder.However, in the workplace, this advice ca n positively translate into making sure that IOEs have the resources neededincluding clear, coherent, consistent and comprehensive documentationto think problems and projects through.I once got horribly bogged down in a job designed for PMOEsseat-of-the-pants quick design of a computer programthat, because of poorly written, yet crucial, in-house self-teaching manuals, completely frustrated my IOE need for tidy documentation, free of contradictions, vagueness, incompleteness, etc.As for minimizing the risk of staff excitability-style clashes, in addition to IOEs being encouraged to accommodate non-IOEs, the non-IOEs in turn should be encouraged to reframe perceived IOE arrogance and artificiality as candor, (over)confidence, intellectual agility and mild eccentricity.5. Imaginational OE IMOE As the Imaginational OE reflects a heightened play of the imagination with rich association of images and impressions, frequent use of image and metaphor, facility for invention and fantasy, det ailed visualization, and elaborate dreams (Dabrowski Piechowski, 1977 Piechowski, 1979, 1991). IMOEs may have difficulty completing tasks when some incredible idea sends them off on an imaginative tangent.(Lind, Ibid.)Management strategies Lind, in her exposition of Dabrowski, says that imaginational people may confuse reality and fiction because their memories and new ideas become blended in their mind. Accordingly, she recommends help(ing) individuals to differentiate between their imagination and the real world by having them place a stop sign in their mental videotape, or write down or draw the factual account before they embellish it.Clearly writing with adults in mind, Lind adds that we should help people use their imagination to function in the real world and promote learning and productivity.In the workplace, this help could take the form ofinviting creative suggestions or interpretations in meetings (thereby providing an outlet and rewards for IMOEs)identifying, classifyin g, prioritizing and assigning job tasks, e.g., in an advertising agencys job description or meetings, with an eye on those specifically requiring substantial creative imagination.retaining control over meetings and brainstorming sessions to ensure that they do not degenerate into a contest of imaginations, an unwieldy surplus of ideas or group decision-making paralysis.To determine which OE type you are, if any, just ask yourself whether you found any of this irresistibly exciting. If the answer is no, this raises the possibility that you are none of the five..or that you are or I am an example of an as yet unrecognized sixth type.

How being a suck-up to the boss backfires on you

How being a suck-up to the boss backfires on youHow being a suck-up to the boss backfires on youFor all you suck-ups who kiss up to the boss in hopes of earning their favor, enjoy the benefits while they last, because this ingratiation comes at a cost to your work later. The act of maintaining a people-pleasing facade is work that takes up energy we could be using towards our actual job, a new study published in theJournal of Applied Psychologyfound.When you are faking sincerity, this acting performance depletes your self-control resources, increasing the likelihood that you will act out later on. This depletion is positively associated with employee deviance, and the indirect effect is stronger among employees with low political skill, the study found.Flatterers can be good actors but schwimmbad applesThese flatterers can be good actors but bad apples, researchers found. The time and energy it takes to become a yes-man depletes your self-control and increases bad employee behavior. When the researchers recruited mid-level managers at a software company to write diaries about their work days, they found that the more these employees engaged in ingratiating behavior, the more their self-control resources depleted at the end of the day.And once the self-control keeping employees in check ran low, these employees became more tempted to act out and be bad employees.Theres a personal cost to ingratiating yourself with your boss, Anthony Klotz, the lead author of the paper, said. When your energy is depleted, it may nudge you into slack-off territory. Employees became more likely to be rude to their coworkers, skip meetings, and unproductively surf the web instead of doing their jobs.Be suspicious of people who try to get in your good graces like this, and be careful about doing it yourself. Doing favors and mindlessly conforming your behavior to whatever your boss wants to hear may earn you a nod of approval now and then. But in the long-run, it backfires on you. It may gain you a reputation as a bad employee who is better at talking than working. And it breeds hostile resentment towards the higher-ups we flatter. No one enjoys kissing the ring.A study on ingratiating managers found that employees who flattered their bosses felt resentment towards them because the acting performance hurt their self-esteem it contradicted the ingratiators desired self-concept as someone who succeeds on the basis of talent and hard work. We want to get ahead on our own merits, not on the basis offalse compliments.

Build Your Business by Building Your People

Build Your Business by Building Your People Build Your Business by Building Your People What kind of leader are you? Do you build people up, helping them to see their strengths and potential? Or do your actions show them that youre more concerned about your bottom line.In recent studies, more than a third of employees who had recently quit a job said the number one factor in their decision was a lack of appreciation for their contributions.Recognizing your employees accomplishments costs your business notlagehing, but it can yield big dividends. Raises and bonuses are always helpful, of course, but demonstrating your respect and appreciation can be a far more powerful way to keep good employees in the fold.Your support triggers a chain reaction that can enable good employees to rise to greatness. They sense it when you believe in them. It builds their motivation and self-confidence. It boosts their drive to produce and succeedfor both themselves and the company.Building up your emplo yees isnt as simple as it sounds, though. In fact, for some its one of the biggest management challenges there is.It comes easily for some managers. Theyre born people builders, with enough charisma and optimism to attract friends and inspire loyalty. These people-magnets encourage their associates by recognizing whats good about them and what they do, rather than fixating on their weaknesses.Others have to work at it, though, and train themselves in communication skills that help them convey that same positive message.Either way, the key is sincerity. To be taken to heart by an employee, your individual encouragement must be based on a genuine understanding of your employees strengths and weaknesses, their business beliefs and personalities, and their similarities and differences. Yes, this takes effort, but imagine the potential return on investment.People-building doesnt mean ignoring unacceptable behavior. But effective leaders understand that they should praise their employees about 8 to 10 times more than they criticize them. This is not an arbitrary statistic research by the U.S. Army confirms that in order to accept and grow from criticism people need eight praises for every constructive criticism. Its all about finding the right balance of praise and criticism for the individuals you supervise.When its necessary to point out errors or suggest improvements, just be sure to phrase the feedback constructively to prevent defensiveness. A secret in giving feedback is always asking permission to give it. Employees will probably be more open to feedback because theyve been given some control of the dialog.By reframing critical feedback as constructive educational points, managers can translate a potential negative reaction into a positive one. The employees motivation, trust, and emotional engagement remain intact, and he or she is able to focus more on the message youre trying to send.Its a balancing act to deliver the right mix of praise and constructive c riticism, but its the best way for a manager tobuild people and build the bottom line at the same time.Adapted from Become a People Builder How to Maximize Employee Performance, by Sam Allman, Allman Consulting and Training, for ME Today.Building up your employees isnt as simple as it sounds, though. In fact, for some its one of the biggest management challenges there is.

Five Ways to Supercharge Employee Morale

Five Ways to Supercharge Employee MoraleFive Ways to Supercharge Employee MoraleFive Ways to Supercharge Employee Morale Bennington, ContributorDuring the Great Recession, as companies were simply bailing water trying to survive, employee morale and job satisfaction wasnt exactly high on the priority scale.But now that were all seeing a few green shoots in the economy, its time to turn your attention back to giving staff a little overdue tender loving care.Employee Morale and the Bottom LineOh.still thinking morale issues are just soft HR stuff?If so, consider this The Bureau of Labor Statistics estimates that it costs at least 25% of a persons salary to replace them.So if youre experiencing high employee turnover OR your staff is in place but just phoning it in, what do you think this is costing you in terms of client service, worker productivity and profit potential?The answer is Quite a bit. Besides, youve already spent a lot of money recruiting the best talent, right? Ok, then. L ets talk about how to keep them.Make people your bottom line. If theres one thing most companies dont seem to get, its that employees today want more than just a paycheck. They want to be happy at work, realize a great future, and feel connected to something bigger.Moreover, they want to work from a place of being inspired, not just compliant. If youre not sure where your company falls on this scale or how to get there, your first step is to conduct an employee survey.Hire a third-party administrator so employees feel safe to tell the truth simply ask themHow they feel about working for your organization.Do they know whats expected from them?Do they understand your company mission, vision and their place in it?Do they feel supported and regularly receive constructive feedback on their work?Do they have up-to-date technology? (This is a HUGE source of frustration for employees and yet so easy to fix)Would they describe your company culture as driven yet still collegial?Based on the survey results, identify your companys top three priorities for increased employee engagement and heres the kicker actually take action to address and resolve them.Give em a clear path. The January 2010 issue of the Harvard Business Review presented a study that found the 1 driver of employee motivation is an experience of progress. And yet, this is another area where companies dont get it.In fact, a recent study by talent management firm Cornerstone revealed that eighty-two percent of surveyed employees hadnt established ANY career goals with their manager and 53 percent said they didnt have an understanding of how their role contributed to the companys broader business objectives.Um, wow.So this is clearly where career development plans come in however, even businesses that offer plans usually get the process backward.In other words, most companies simply tell employees whats on their plan, thereby missing a big opportunity to increase engagement and, as a result, employee morale. But the process works best when supervisors outline the specific benchmarks that employees are expected to meet and then let the employee take over and offer solutions on how to get there.You may not agree with all of their tactics but the fact that you asked sets the stage for a discussion and not a morale-busting monologue.Understand that time really is money. Lets say you have a fabulous employee and you really want to give them a raise. No, wait. A bonus. Yes, a one-time bonus because that would be easier on the pocketbook. But oops either way you cant afford it.You still have some leverage, my friend, in the way of flexible-work arrangements, extra vacation days, mini-sabbaticals, working from home part-time and/or guilt-free exercise breaks.All of these little gems have been proven to boost morale without upping your payroll.Hire great managers. Its been said that people join companies and leave managers. If youve ever had a dud boss yourself, you know what Im talking about. E xcellent managers can make you want to skip to work. Lousy managers can make you hate your whole life.So in a very real sense the collective morale of your people rests on the competence of your leaders.One of my favorite tools for measuring managers is the Gallup Q12. Gallup spent 7 years and conducted literally thousands of interviews to distill the notion of engagement into a quantifiable questionnaire.If every company held leaders accountable for how their staff answered those 12 questions, wed have a very engaged workforce indeed.Make the connection between morale and recruiting. Heres the deal When your staff becomes disillusioned, your company brand becomes tarnished not just in their eyes, but in the eyes of prospective employees too.After all, everyone is on social media these days and if burnt out employees have taken to the web to talk about you, it will become even more difficult to attract the best talent.So in that sense, what can a negative impression from a current employee do to prevent you from finding future employees? Trust me, if ordinary people using social media can knock down dictators in Tunisia, Egypt and Libya you know this stuff is powerful.No, thats not just hyperbole because nothing less than your current and future competitiveness depend on the morale of your employees. So keep your staff happy. Because their engagement doesnt just contribute to the bottom line it drives it.Author BioEmily Bennington specializes in two distinct forms of career transition college students entering the workforce and women leaders entering executive management. Her work deep dives into what Stephen Covey famously referred to as the space between stimulus and response where she challenges executives to choose mindful, values-centered action. Emily is the author of Who Says Its a Mans World The Girls Guide to Corporate Dominationand the co-author of Effective Immediately How to Fit In, Stand Out, and Move Up at Your First Real Job. She can be rea ched online at emilybennington.com, on Facebook and on Twitter.