Finally I had a manual for myself

Finally I had a manual for myself
"You should go work in a bookstore without customers." This heartfelt advice Jeanette was a few years ago from her friend. Jeanette is highly sensitive and she was there then too cumbersome. She is now a valued residential counselor for mentally handicapped and she has the good sense to her. "That did not matter," says Jeanette, "I have something to do."

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Jeanette has taken careful steps to get this far. She is going to find out how they could cope with its high sensitivity. An important first step was to learn and accept its high sensitivity. Jeanette: "When I read about it, I finally knew what was going on, and I had a manual for myself." She understood better why they often become so intense was tired and could feel themselves unstable.
Highly Sensitive People or HSP (highly sensitive person), by their life experiences more intense than average. Environmental influences are stronger within them. This has already filled their bucket, and have a greater chance of being burned out. Therefore take hsp are often satisfied with a simple job, hoping that she can easily maintain. But one can gevoeligerd's a tough job, but he provided well for himself.
Jeanette is in her role as a residential counselor changing services, a considerable burden on its forms. Besides her job she has caring for her daughter. To all this must be sustainable for a party they sometimes cancel or schedule a rest day after a heavy weekend shifts. She also taught her colleagues in a tactful way to tell what they sometimes need, so they can respond. It was not easy for her to accept these limits, because she wanted to be like everyone.Some quiet time provides muchSuccessful highly sensitive people are careful to stay balanced. One of them is Ada, who works full time as an account manager at an IT office. Ada benefits from pilates, tai chi and reiki. She takes them to rest as she is and makes the occasional walk. Ada: "If you feel good, you sell more, why does such a great time to rest." For her work she regularly to conferences to network and customers. Previously she found it very tiring. Since she has learned her aura (the energy field around her) to close to environmental influences, she can perfectly.Favorable working optWhen looking for a new feature, select successful hsp's favorable working conditions. For one, it is important occasionally to a quiet room to work, for others it is freedom in the layout of the work is important. Ada experience the advantage of being based targeting works. She must get a certain amount of assignments, and they can decide how it works. Thus, she one day that she feels less rest, and if necessary cancel an appointment or at home. On days when it feels good, she is way more to customers. This appears to work well, because its success rate is above average.Do something you have passion forSuccessful hsp-taking their interests seriously in the choices for training and jobs. This means that they enjoy their work. This makes them feel stronger and better maintain their energy levels. Jeanette: "I got a job as assistant cook in a form of housing for the mentally handicapped. When it became apparent that I contact with the residents was the most fun. Therefore I am training SPW (social pedagogical work) to do. Passion for doing something you really have to charge you, because you get energy. "He does not really know where his passion lies, may seek the help of a career or a good book in terms of career choices.You have talentsSuccessful hsp's to know what their talents are. Highly Sensitive people are often perceptive, compassionate, conscientious and creative. They provide an early risks and identify market opportunities. They often come very passionate and original solutions. HSP who recognize and appreciate their own talents, this is a great advantage in their career. Jeanette: "I feel the needs of the residents very well, nor can it respond properly. They have been quiet as I enter. "Also see Ada in her job as an account has advantages in its high sensitivity," I feel like the seller of other goods. This gives me very quickly a foundation of trust with customers. So I can easily sell. "An interesting jobAll in all there are prospects for hsp who desperately ask, "Will I ever go further than this boring job?" Many highly sensitive people have gradually found a guide for himself, and if successful steps in their careers can take. Jeanette was a few years ago as desperate: "I struggled with the acceptance of my high-sensitivity, I would prefer to be normal. But now I enjoy my work. "High Sensitivity in the workplace: two sides of the coin:High Sensitivity High Sensitivity and quality as an expenseToo many people feel good moods are influenced by othersMany signals Regularly pick up area in need of restCaring for others too much care for othersQuality of paramount importance have to do it perfectlyTake too much responsibility on your shouldersPleasant Trouble liaising with assertivenessIntuitive Your intuition can not feel much into actionDriven and hard work by overwork burnoutCreate new solutions you bored with repetitive workEarly trends and identify risks no response within the organizationLift the receiver to make a meaningful contribution to meaningless goals

Business Coach Training - Training to Become a Business Coach

By Rafael Tassini

Job Vacancy Indonesia, Employee, Vacancy

As employers are finding it necessary to lay off employees or even go out of business, the company leaders are seeking help to save their businesses. Coaches in business can help assess problem areas and make recommendations on how to make the company more efficient and profitable. If you think you would excel at business coaching, you might want to consider a business coach training course. These classes prepare students for many situations and result in a certification credential that can set the graduates apart from other, less qualified, business coaches. Challenging courses are becoming known for their excellent preparation for the actual real world business coaching experience.
Curriculum in a coach training course is typically focused on several areas. The first area includes the business practices that that have been proven to work in the real world. These models, processes, and formulas have been tested and tried in different business situations and projects. Business coaches must have the ability to look at the company and see it in parts that make up the whole. They have to assess the parts of the company that are slowing production and profits. Coaches must also be problem solvers that can see the solution to the problem and make recommendations.
Learning how to deal with business leaders is also a part of coach training. This interpersonal training is included in excellent training courses. Structuring a relationship with a client that allows for effective communications of the mistakes and overlooked areas of the business can be tricky without a framework. Learning about how to build a foundation for this effective kind of relationship is covered in the class on becoming a business coach. Communication skills from company leadership to the rest of the company structure are highly important when the leader starts making changes in the company. Coaches in business also have to know how to help the leader of the company learn how to communicate and motivate effectively.
When you are building a business as a coach for other businesses, you need to keep in mind your own advice. Structuring a coaching business correctly can lay the foundation for success in the future. Coach training courses can help you get that foundation right. A business coach is nothing without clients. Training courses also help you learn how to find and connect with potential clients. Traditional marketing strategies don't often work in this field so the class can also teach you how to market effectively. A coaching business can soar with the right training.

 

Telecommuters Face Perception Gap

by Tom Musbach, Yahoo! HotJobs


Telecommuters must navigate a paradoxical new challenge in the workplace, according to a recent survey. While a large majority of executives believe telecommuters are equally or more productive than their peers who work in offices, many of those same business leaders believe telecommuters are less likely to advance in their careers.

The survey found that 61 percent of executives downgraded telecommuters' advancement chances compared with those of employees who work in traditional office settings.

Despite their negative outlook, 78 percent of executives still regarded telecommuters as productive employees, according to the survey from Futurestep, a subsidiary of Korn/Ferry International.

Face Time Is Key

The gap suggests that a worker's "face time" with a supervisor plays a big role in advancement, experts say, but it may also point to the tenacity of an old-school way of thinking about corporate success.

"The majority of these executives are most likely baby boomers and traditionalists," says Roberta Chinsky Matuson, president of Human Resource Solutions in Northampton, Massachusetts.

"The mindset is similar to that of seasoned physicians training new doctors: 'I had to endure working 80-hour weeks for minimal pay, so you will too,'" she adds.

A total of 1,320 executives from 71 countries took the survey. Ages of the respondents were not available, according to Korn/Ferry.

Results, Not Roll-Call

"Employers are measuring the wrong things," Matuson says. "They should be concerned with results, yet they still focus on who's been in the office every night past eight."

Chuck Wilsker, president of the Washington, D.C.-based Telework Coalition, agrees that some senior business leaders need to shift their approach.

"To be an effective manager in the 21st century will require that there be a change in management style," he says. "Managers must be trained and become aware of the requirements to manage a remote and distributed work force."

Plan for Visibility

Telecommuters, however, must be pro-active in increasing their visibility with managers, says William Arruda, author of the book "Bullet-Proof Your Career."

Arruda offers the following tips for telecommuters:

• Communicate more frequently than you would if you were at the office, through regular progress reports or quick check-in calls.
• Use instant messaging to stay connected throughout the day, but make sure you follow IM etiquette and don't annoy people.
• Commit to being onsite for important meetings and events. Telecommuting doesn't mean never going into the office.
• Speak up during conference calls, always saying your name before making a point, such as, "This is Janice, and I would suggest"
• Find a way to add value to the business from your location, such as meeting with local clients or heading the local chapter of a professional association.
• Increase your visibility outside your company. Sometimes the value you create externally makes you more valuable internally.

Increasingly, companies are using telecommuting to retain talented employees. With good communication skills, you can make sure the benefit doesn't become a burden on your prospects for advancement.

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How to Change Jobs Without Changing Employers

by Caroline Levchuck, Yahoo! HotJobs


A bad boss, boredom, or a lack of opportunity -- each of these factors can prompt you to want to change jobs. But what if you're loathe to leave an employer you love?

The answer is simple, but the process may not be: Try to arrange a transfer to another position. Follow these steps to make sure you don't make a misstep when making your move.

Don't Jump the Gun

It's no secret that breaking into a particular industry may require you to accept one position and ultimately transfer to another that will put you on your intended career track. Employers are well aware of this, but typically an employee is expected to remain in a job for a minimum of six months to two years. Find out what your employer's expectation or policy is and honor it.

Investigate Your Opportunities

Many large companies prefer to promote from within and will keep a comprehensive internal job board. Consult it regularly to determine if there are positions that interest you and whether or not you're qualified for them.

If you're desperate to transfer but there aren't openings you're qualified for, find out if there are any hard-to-fill positions that your employer may be more than willing to train you for.

Follow in Someone Else's Footsteps

Sure, some people like to boldly go where no man or woman has been, but it's so much easier to follow in someone else's footsteps, particularly where a transfer is concerned.

Ask around and find a few folks who have transferred to different positions and ask them for advice about dealing with your boss, your human resources representative, and the transition.

Find Your Replacement

Your supervisor may not be amenable to a transfer because she values your knowledge and work -- and she dreads the process of trying to fill your shoes.

As soon as you know you're serious about transferring, start scouting around the company for someone who may be interested in your position. Tap your extended network as well. If there's talent waiting in the wings, your boss will be more supportive of you moving on and up.

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How to Change Jobs Without Changing Employers

by Caroline Levchuck, Yahoo! HotJobs

A bad boss, boredom, or a lack of opportunity -- each of these factors can prompt you to want to change jobs. But what if you're loathe to leave an employer you love?

The answer is simple, but the process may not be: Try to arrange a transfer to another position. Follow these steps to make sure you don't make a misstep when making your move.

Don't Jump the Gun

It's no secret that breaking into a particular industry may require you to accept one position and ultimately transfer to another that will put you on your intended career track. Employers are well aware of this, but typically an employee is expected to remain in a job for a minimum of six months to two years. Find out what your employer's expectation or policy is and honor it.

Investigate Your Opportunities

Many large companies prefer to promote from within and will keep a comprehensive internal job board. Consult it regularly to determine if there are positions that interest you and whether or not you're qualified for them.

If you're desperate to transfer but there aren't openings you're qualified for, find out if there are any hard-to-fill positions that your employer may be more than willing to train you for.

Follow in Someone Else's Footsteps

Sure, some people like to boldly go where no man or woman has been, but it's so much easier to follow in someone else's footsteps, particularly where a transfer is concerned.

Ask around and find a few folks who have transferred to different positions and ask them for advice about dealing with your boss, your human resources representative, and the transition.

Find Your Replacement

Your supervisor may not be amenable to a transfer because she values your knowledge and work -- and she dreads the process of trying to fill your shoes.

As soon as you know you're serious about transferring, start scouting around the company for someone who may be interested in your position. Tap your extended network as well. If there's talent waiting in the wings, your boss will be more supportive of you moving on and up.

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Using Tact With a Rude Interviewer

by Carla-Krystin Andrade, for Yahoo! HotJobs


"Be courteous" is a fundamental rule of interviewing. But what do you do when the interviewer's behavior is offensive? You want to ace the interview and leave with your self-respect intact. Here are some strategies for responding tactfully to a discourteous interviewer.

Do a Reality Check

Sometimes we read more into a remark than the interviewer intended because of the pressure and heightened emotions of an interview. Before you take action, ask yourself: "Was that really disrespectful?" Some issues are clear-cut, such as age, religion, ethnicity, gender, and sexual orientation. Others, unfortunately, are not. If the interviewer's behavior is clearly disrespectful, then respond with the strategies outlined below. If you're unsure, then put it aside and continue with your interview.

Decide Whether to Salvage It

You worked hard to land your interview. Your priority is to keep the interview focused on what you have to offer the company. Take a deep breath and briefly consider some reasons to make the best of this challenging situation.

    * You can decide about the company after you complete the interview.
    * The interviewer doesn't represent the entire company.
    * The job may not involve working with the interviewer.
    * This behavior could be part of a "stress interview" in which they test your response to high-pressure situations.

Get Back on Track

Sure, it's a challenge to stay polite when you're dealing with less-than-polite behavior. Yet, there's a lot you can do to get your interview back on track.

    * Be open-minded. The interviewer may recognize the problem with her behavior and try to fix it.
    * Ignore the disrespectful comment and talk about your skills.
    * Ask the interviewer a question that will shift the focus to an area of interest to him.
    * Keep your sense of humor and make a light remark.
    * Ask for feedback or clarification if the interviewer repeatedly contradicts or interrupts you.
    * Use "I" statements and be polite when you give the interviewer your opinion.

Know When to Exit

Sometimes a graceful exit is a necessary last resort when you've done everything you can to save the interview. Thank the interviewer for her time. Then, politely excuse yourself from the interview without commenting on her behavior. If you must say something, be courteous.

Learn from Your Experience

Before you put this encounter behind you, identify what you've learned about this potential coworker. Then use this experience to improve how you respond to difficult people.

The final step is to practice dealing with negative interview situations with someone who'll give you honest feedback. In this way, you'll be ready to act with composure if you ever encounter another disrespectful interviewer.

Since 1989, Dr. Carla-Krystin Andrade has helped job hunters worldwide win jobs and achieve their career goals through her website, stressfreezone.com, books, and seminars. Her latest books are "Kick Start Your Job Search, Now!" and "How to Win the Job Search Game."

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Gay Employees Weigh Coming-Out Issues

by Robert DiGiacomo, for Yahoo! HotJobs


Every lesbian, gay, bisexual, or transgender (LGBT) person must figure out the right time -- and most appropriate way -- to come out to family and friends. Transfer the coming-out situation to the workplace, and it becomes even more complex.

Even as most Fortune 500 corporations tout LGBT-friendly policies as recruitment tools and the workforce becomes more diverse, many factors -- including office culture, your boss' attitude and your state of mind -- must be considered before telling your colleagues that you're gay.

Does the Company Talk the Talk?

If you work for an employer like IBM, which includes sexual orientation as well as gender expression and identity in its nondiscrimination policies, offers domestic partner benefits and sponsors nearly 50 LGBT employee groups, you're probably in good stead.

But less than half of U.S. states (17) prohibit private employers from firing workers because of their sexual orientation, so knowing your company's policies is critical, says Jere Keys, communications manager for Out and Equal, a nonprofit workplace advocacy for LGBT people.

The Impact on the Team
Consider whether your coming out will prove a distraction on your -- and your co-workers' ability -- to achieve the best bottom line.

"When we advise people on coming out at work we want to make sure that they are aware of their workplace surroundings, that they take the temperature of teammates to get a feel for whether or not they will be accepting," said Eric Bloem, associate director of the Human Rights Campaign's Workplace Project. "The last thing we want is for people to come out into a situation where they feel even more stressed, concerned and fearful than when they were in the closet."

Beyond the Rainbow Welcome Mat

Inclusive policies are one thing, people's practices are another. Your boss may not be as open to your being gay as those setting the tone.

"If you have people in powerful positions with personal biases, it doesn't matter what the company's policy is," says Julie Jansen, a career coach and motivational speaker.

Avoid TMI

When you do come out -- whether it's by putting a photo of your partner on your desk or discussing your weekend activities -- don't share so much that you make others uncomfortable.

"It can't hurt you to be overly professional," Jansen says. "Then you can learn to loosen up as time goes on."

Let Your Resume Do the Work

If you prefer to have your orientation out there before you even get the job, one way is to list on your resume memberships in LGBT professional or community groups.

Including such affiliations, according to Brad Salavich, manager of IBM's GLBT diversity programs, sends a signal that "here's someone who wants to be out. We can now talk about it."

The Interview Strategy

By inquiring about nondiscrimination policies or domestic partner benefits during an interview, you can come out without having to say, "Yep, I'm gay."

"I encourage my gay and lesbian clients to ask about diversity," Jansen says. "It's going to be obvious in many cases why you're asking."

Be Honest With Yourself

Perhaps the most important question to ask yourself is whether you can work in a place where it's not OK to be out.

"If you don't feel like you can disclose your sexual orientation in an interview, are you ever going to feel like you can disclose it on the job -- and is that the environment you want to be working in?" Keys says.

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Avoiding Isolation When You're the Only Minority

by Denene Brox, for Yahoo! HotJobs


Despite advances in corporate diversity initiatives, there are times when minority employees have that "Lone Ranger" feeling on the job.

Make Connections

According to Sondra Thiederman, author of "Making Diversity Work," the key to avoiding feelings of alienation, whether at a small or large company, is to find ways to connect with your coworkers.

"Begin to focus on what you share with your colleagues, rather than how you differ. Race and gender are just one aspect of who we are," explains Thiederman.

"We all have dozens of interests, values, and priorities which are very likely held by others in the organization. Reach out to people, have conversations and be open with what you care about. Sitting next to you just might be a colleague of any color with whom you can form a genuine friendship."

Avoid Speaking for All

Another key in avoiding isolation is to resist any urge to be the "spokesperson" for your race or gender even if you feel pressure to act as one.

"Individuals who represent a minority group on a team or in an organization run the risk of being seen as symbols of their particular category rather than as individuals," says Robert Rodriguez, assistant dean of the Graduate School of Management at Kaplan University. "That is why minority employees should resist any pressure to be an 'expert' on all issues related to their race or ethnic group. Don't make educating others about the unique aspects of your cultural or ethnic heritage or overcoming stereotypes your sole focus."

Address Incidents With Professionalism

Even if you've made your best effort to be seen as an individual, discrimination may still rear its ugly head. If a situation arises that you feel is inappropriate, you need to address it with professionalism -- not heated emotions.

"The first step is to take a beat so that emotions can settle down," says Thiederman. "Even a couple of hours will give you a chance to collect your thoughts so you can recount the incident accurately."

"Second, find out who is the appropriate person to approach, such as a manager or someone in human resources," she says. "Talk to someone who is trained to handle such situations with confidentiality, tact, and fairness for all concerned."

"Your main concern should be delivering superior results to quench any doubts about your ability," says Rodriguez.

Check Your Perspective

A lack of diversity isn't necessarily a bad reflection on the company. A number of factors could be at play, such as a small staff.

Precious Kirk, vice president of creative affairs at Emerson Consulting Group in Everett, Massachusetts, is the only African American female on a staff of 10.

"Working within this company I do not have a problem being the only minority. We work so closely together that it becomes a situation in which I really don't think about it too much," says Kirk.

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Put Your Career Change in Motion

by Jane Allen, Vault.com

Changing careers can be like taking a train trip. You plan it, start at one location and go to your ultimate destination, with stops in between. (Sorry, there are no non-stop career trains.) The basics for getting started are scheduling your departure time and showing up at the station. Here's how to get moving.

Decide when you are leaving.

There are many reasons to procrastinate about changing careers. Procrastination is not laziness; it is a decision to do nothing. Fear is the main reason for procrastination -- fear of the unknown, fear of failure, fear of making a mistake. What is your fear? Identify it, acknowledge it and accept that you are afraid. Then decide what first step (even a small one) you will take within the next week to get around that roadblock.

Pack your bag.

A key to success is what you will take along with you. Make sure your luggage includes optimism, enthusiasm and determination. Jon Stewart of Comedy Central's "The Daily Show" was interviewed recently on CBS's "60 Minutes." When asked what his big break had been, he said, "Deciding that -- come hell or high water, no turning back -- I am going to do [comedy] and get as good as I can get."

Who's seeing you off at the station?

There may be both cheerleaders and detractors. Listen to each of them, but choose carefully which advice you are going to take with you. Jerome Lemelson invented the camcorder. His first patent application (in 1977) was rejected because the patent examiner decided that video recorders could not possibly be reduced to a portable size. Mr. Lemelson was not discouraged.

Are you going to enjoy the ride?

A career change involves many steps. Enjoy each accomplishment and the feelings of exhilaration, satisfaction and self-approval that come with it. Without that enjoyment, can there be true feelings of progress? Successful people enjoy both the journey and the arrival.

Who's on the train with you?

Don't stay in your compartment. There will be interesting and valuable people to talk to on your journey. Think of it like a scavenger hunt. They have information for you; your mission is to meet them and ask questions.

What if you find yourself on the wrong train?

It happens. Winners make the most mistakes because they take the most risks. If you have to change trains, think of it as a course correction and keep moving.

What if there's no one to meet you at your destination?

OK, you've chosen your new career path and started sending out resumes, but no one is showing up to welcome you. What's next? Be persistent and believe in yourself. Rod Serling (creator of "The Twilight Zone" and "Night Gallery" TV shows) received 40 rejection slips in a row while he was waiting for his big break. He kept his day job and, despite the rejections, never stopped writing or submitting his stories.

Make this your success strategy for the month: Get going and keep moving. Starting with just one tiny step each week is still a beginning. As Will Rogers said, "Even if you're on the right track, you'll get run over if you just sit there."

Vault.com is the Internet's leading destination for career advice and insider company information. Vault offers continually updated "insider" information with its exclusive employee surveys on over 5,000 companies.

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How to Work Without Walls

by Caroline Levchuck, Yahoo! HotJobs


Just because you work your way up the corporate ladder doesn't mean there's a corner office waiting for you. In fact, there may not be any office at all. Open floor plans are all the rage in big businesses these days, encouraging teamwork and communication among employees.

If you're coming from a company where you had an office, or your current employer is transitioning to open-space seating, there will be a period of adjustment. Use these tips to survive and thrive no matter where you sit.

1. Tune in to tune out.

Listening to music at work has become more acceptable in recent years. Take your mp3 player or iPod to work and tune out the noise around you with your favorite music and some headphones. If you find that most music is distracting, try some classical selections. If that doesn't work, opt for noise-cancelling headphones. Just be sure you're not tuning out so much that you're not aware when your phone rings.

2. Good fences make good neighbors.

It's normal to feel a bit self-aware and uncomfortable in your new seating arrangement, particularly if you're "thisclose" to your new neighbor. If you can't move past it, try to create a soft border using a carefully placed bulletin board or a stack of books. If that isn't possible, play around with repositioning your computer monitor to give you the most privacy possible.

3. Conference rooms aren't just for conferences.

If you're working in an open-space environment, there's probably more than one conference room. Utilize these private spaces to have sensitive conversations and to take very personal phone calls (your neighbors really don't want to hear you discussing medical conditions with your physician, for example). A conference room can also be used if you need to work on something that requires extreme concentration and quiet. If this isn't possible where you work, speak with your supervisor about working off-site or at home on the days you're tackling such projects.

4. Give it time.

The first few days and even weeks of sitting at a workstation may seem bizarre, frustrating, and impossible. However, you will get used to it. You'll become less aware of your fellow workers' phone conversations and foibles and more focused on yourself and your work. You also may find that you enjoy having immediate access to members of your team. As a result, you may start to build new friendships and create fun workplace routines.

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Make Your Workplace More Democratic

Initiate Change from the Bottom (or Middle!) Up
by Traci Fenton, for Yahoo! HotJobs


Imagine a workplace where relationships are peer-to-peer, where management transparently shares financial data, where you have a say in the decisions that impact your work, and you feel 100 percent engaged each day. Sound utopian?

Actually, I'm describing characteristics of a democratic workplace, and some of today's most successful companies -- such as Great Harvest Bread Company, Whole Foods, Linden Lab, and Southwest Airlines -- already operate like this. They realize it's a powerful way to attract and retain top talent, stimulate innovation, and boost the bottom line.

Admittedly, organizational democracy usually begins at the top. But what about those of us who are junior or mid-level employees working in companies that aren't democratic? Can you bring democracy to your workplace, too? You may not have the power (yet) to turn your company democratic overnight, but there are some things you can do now to start creating change.

10 Principles for a Democratic Workplace

After a decade of research, here are the 10 principles I've discovered that all democratic companies practice, along with ideas for how you can implement them in your organization.

1. Get naked.

Be as authentic, open, and as transparent as possible. In your next meeting, don't have a "hidden agenda." Be open and share what you might otherwise keep secret. Watch how it helps build trust with others.

2. Have a conversation.

Don't perpetuate the dysfunctional silence that characterizes most companies. Invite people to engage in a dialogue about the issues that matter.

3. Loathe rankism.

Treat others fairly and with dignity. Forget the high school clique mentality of treating people like "somebodies" or "nobodies."

4. Understand the meaning of life.

Understand what your purpose and vision is for your life and make sure it's aligned with the work you are doing. If it's not, think about changing or finding a new job.

5. Point fingers.

Not in a blaming way, in a liberating way! Get crystal clear about who is responsible for what and then hold yourself and others accountable.

6. The individual is as important as the whole.

Each person has unique gifts. Overcome the feeling of being a cog in the machine by recognizing the value each person plays in achieving collective goals.

7. One size doesn't fit all.

Do what you can to make sure you and your colleagues have a choice regarding the kind of work they do and the schedule they work. Choices keep people from feeling trapped.

8. Have backbone.

Integrity is the name of the game, so make sure all work is done ethically. Freedom takes discipline.

9. Be vain.

Commit yourself to looking in the mirror each day and asking, "How can I be better?" Reflection leads to improvements that help you and your company perform on a whole new level.

10. Say no to pyramid schemes.

Although there are times where we all want to pull a power-trip, don't. Do what you can to empower your colleagues by distributing power rather than hoarding it.

Get a buddy, start practicing these principles, and watch the results. The best way to win at work is to create an environment in which everyone can thrive. Find a way to make progress in a democratic direction each day, and your workplace will never be the same again.


Traci Fenton is the founder and CEO of WorldBlu, Inc., the world's only business design studio specializing in organizational democracy. She is currently at work on her first book on the topic. Learn more at www.worldblu.com

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Real-Life Resume Blunders to Avoid

by Robert Half International


Nearly every professional has produced at least one resume in his or her quest for employment, but even the most experienced workers sometime stumble with the finer points of resume construction. The good news is that you can learn from the mistakes of others. Following are some real-life goofs -- dubbed "Resumania" by Robert Half International's founder, Robert Half -- collected by our company over the years. You'll also find tips for avoiding these blunders.

Troublesome Typos

    * "I often use a laptap."
    * "I will accept nothing less than $18 annually."

In a Robert Half survey, 84 percent of executives polled said it takes just one or two typographical errors in a resume to remove a candidate from consideration for a job opening. Hiring managers view your resume as an indication of your attention to detail, and a mistake will convince potential employers you lack it. So, after running your computer's spell-check function, ask a friend to review your application materials.

Sharing Too Many Secrets

    * "Interests: Running, editing video, cooking, writing and wondering."
    * "Able to say the ABCs backward in under five seconds."

Hiring managers often have dozens of resumes to review and appreciate being able to scan them quickly. If you include unnecessary information -- such as your hobbies, marital status or personal trivia -- potential employers may simply bypass your application. Omit details that don't directly demonstrate how you can benefit the employer, and tailor each document to the specific company and position.

Overly Casual Conversation

    * "If U hire me, U will not have any regrets!"
    * "I don't have a phone 4 the time being. Please email me instead."

Remember that you're writing a professional document to be read by a prospective employer, not dashing off a quick email or text message to a friend. Hiring managers will use your resume to gauge your level of professionalism, so steer clear of informal language, unconventional acronyms and emoticons.

Tech Transgressions

Before you hit the send button, check to make sure you've attached the correct document. For example, one candidate sent an e-mail addressed to a competing firm. Another applicant submitted a fact sheet about California's population instead of his resume. Also check the labels you give the documents. Files with generic or informal names can get lost on a hiring manager's hard drive or cause a prospective employer to doubt your professionalism. Using your full name as a label is much better than "Oh Boy.doc" or "Hey there.doc" -- both real examples, by the way.

Last but not least, it's best to forego smoke and mirrors. You don't want to leave hiring managers scratching their heads, like the following applicant surely did: "I am a wedge with a sponge taped to it. My purpose is to wedge myself into someone's door to absorb as much as possible."

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For additional workplace articles and podcasts, visit www.workvine.com. Additional Resumania examples can be found at www.resumania.com.

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Beat the Winter Blues at Work

by Caroline Levchuck, Yahoo! HotJobs


For most folks, there comes a point during the winter months when work starts to feel, well, like more work than usual. Days are shorter, temperatures are lower, and Mother Nature may start to wreak havoc on your commute and your mood.

Use these tips to get out or stay out of a slump this winter.

1. Tap the power of the three-day weekend.

If you dread Mondays more than another winter storm, use a few vacation days to turn every other week into an abbreviated one. Plan fun activities or a quick getaway on your extended weekend -- or nothing at all. Several shorter work weeks now may do more for your spirits than the promise of a slightly longer vacation in the summer months.

2. Build your team to beat the blues.

February and March are typically quieter months for many people, socially speaking. The frenzy of the holiday season is long gone, and calendars tend to be clearer. Use this opportunity to plan one or two fun team-building activities for you and your coworkers after hours. Hold a bowling tournament or try a corporate cooking class. Doing something completely separate from work for a few hours may lift everyone's spirits.

3. Go for the goal.

If you're feeling like every day is the same, and the fact that it's winter makes those feelings stronger, why not shake things up by setting an aggressive professional goal for yourself? Pursue a promotion. Finish up a long-neglected project. Or start searching for a new job. You don't have to wait for the spring to seek out greener pastures.

4. Warm up with a workout.
It should come as no surprise to anyone that most of today's top movers and shakers start the day with a workout. A recent survey by columnist Jim Citrin revealed that a whopping 70 percent of the respondents, all of whom are business leaders, exercise every morning (and all but two exercise at some point during the day). Kick-starting your day with an energetic workout could kick-start your career and kick those winter blues to the curb.

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The Cover Letter Basics

by Yahoo! HotJobs


A badly written cover letter can hurt your chances for landing a great job. More than 76 percent of recruiters said in a recent survey by the Society for Human Resource Management that they would not consider a cover letter with typos, or at best they would toss the accompanying resume into a file rather than consider it for that current job.

It pays to pay attention to every detail in your cover letter.

Avoid Common Blunders

The most common cover letter mistakes are the following:

Name that job. Recruiters often try to fill more than one job simultaneously. After the salutation, state exactly which job you're applying for.

Form letters. The point of a cover letter is to make a personal connection with the reader. Tailor your letter specifically to each company you send it to.

Don't repeat yourself. Don't regurgitate everything that's in your resume -- offer deeper insights into what your resume does not say. Provide an in-depth explanation of some of your key achievements at your last job, for instance, and how those accomplishments could help the company. Or tell a story about a tough problem you solved.

What's in it for me? Don't say you are applying for the job because of the money, the travel opportunities, a better commute, or anything else that concerns only you.

Balance confidence and humility. While you certainly want to appear competent, arrogance can turn a recruiter off: "Throw away all those other resumes -- I'm your guy!" Show enthusiasm and a positive attitude, but don't overdo it.

Style Points

There are some other stylistic pointers to keep in mind:

    * Don't open with "To Whom It May Concern" -- get a name.
    * Highlight first and foremost your skills and experiences that match those the employer is seeking.
    * Open with a strong lead sentence.
    * Refer to the job ad and its specific language.
    * Compare your letter to a sample cover letter.
    * Offer to follow up with the recruiter -- and do it!
    * For electronic letters, attach your resume and make sure any links to professional samples you include work.
    * Proofread your work.

Before You Hit 'Send'

Proofread and spell-check your letter before emailing it. Now do it again. Ask a friend or family member to read your cover letter for typos and grammatical errors. (Do the same on your resume before you upload it.) If you're stuck on a grammatical point, consult a guide such as the classic "Elements of Style," by William Strunk Jr. and E.B. White, or the "Chicago Manual of Style."

Finally, send the letter to yourself as a test to check formatting. If you find errors, correct them and read it one more time -- it's easy to overlook a mistake, and you don't a want a typo to ruin all your hard work.

A cover letter may be a brief document, but it's an important one. It introduces you to the recruiter and interests him or her in reading another important document -- your resume.

Excerpted from "Your Next Move: Success Strategies for Midcareer Professionals," by Marc Karasu and Dan Finnigan.

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Is Your Job in Jeopardy?

Pay Attention to the Warning Signs
by Debra Davenport, for Yahoo! HotJobs


Sometimes even the greatest jobs can run amuck, no matter how much effort and passion we put into them. No one ever wants to be laid off or fired, but the reality is it can happen to the best of us. What's important is to be aware of the warning signs that your employer may be considering letting you go.

Some clues are more subtle than others, so use -- and trust -- your intuition. If you get the feeling that things are going awry at work, you're probably right. Fine-tune your antennae to pick up the following potential signals:

Changes in communication.
Your boss avoids eye contact, maintains distance, and chooses to communicate via email rather than your usual face-to-face conversations. Smiles become infrequent, and communication becomes impersonal and matter-of-fact.

Responsibilities are diminished or taken away.
No matter how it might be sugar-coated, if projects or responsibilities are reassigned to someone else, this should be a red flag alerting you that you're not indispensable.

You sense your replacement has just been hired.
Be cognizant of new hires and their areas of responsibility. A new employee who is unexpectedly sharing your duties, supervising you or working closely with your boss might be in training to assume your position.

You're excluded, kept in the dark.
If you're suddenly excluded from meetings, projects and communications in which you've actively been involved, you need to ask yourself -- and your boss -- what the reason is. Often, when employees are about to be terminated, they're ostracized so that they're no longer privy to company information.

Praise turns into criticism.
Of course, we can't please everyone all the time, and positive criticism is necessary to improve our game. But if it seems that, no matter what you do or how hard you try, your efforts are met with disapproval, your job may be at risk. Continual criticism can have a negative impact on performance, productivity, and wellness. Before your job becomes unhealthy, take a step back and honestly assess your situation. It may be time to move on and find a new job.

You're passed over for a promotion or raise.
While not always a sign that you're about to be let go, being passed over is a signal to evaluate your competencies and skills, and identify areas where you might benefit from some professional development.

You're placed on probation.
Probation is not necessarily the end of the world. In fact, it requires that your employer point out his/her specific concerns about your performance as well as detailed suggestions for improvement. In addition, probationary periods provide a timeline and typically some quantifiable measure to determine if you're meeting expectations. Knowing the details of your employer's expectations and where you might be falling short can empower you to make prompt, positive changes.

The best way to avoid the above scenarios is to be proactive. If you sense your position is on shaky ground, take immediate action. Communicate with your supervisors. Ask questions. Get to the bottom of any possible dissatisfaction, address the issue, and document the steps you take to resolve it.

Have a backup plan, just in case. Polish your resume and reconnect with people who have provided references in the past. And, if you do lose your job, don't hang your head. Getting fired may actually be a positive sign that you've outgrown your current position, and that's certainly nothing to be ashamed about.

Debra Davenport, PhD, is a career expert, Executive Professional Mentor and the president of DavenportFolio, a licensed firm with offices in Phoenix and Los Angeles that mentors entrepreneurs and professionals. She is the author of "The Ten Commitments of Highly Successful People" and can be reached at debra@davenportfolio.com.

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Office Gossip Can Be Productive

by Margaret Steen, for Yahoo! HotJobs

We've all heard the warning: Don't repeat office gossip. While that's generally sound advice, there are times when quietly passing on a bit of informal news can be good.

But when you've got a juicy story on the tip of your tongue, how can you tell whether you should pass it on or clam up?

Intent Is the Key

One measure, experts say, is your reason for doing it. If your intent is malicious -- if you're telling a story about someone else to further your own position, or to tear that person down -- then speaking up will likely do more harm than good, to your team and to your professional reputation.

But maybe you're just trying to save a colleague from a potentially embarrassing situation, for example, or to help a new coworker make a good first impression. This type of information sharing is a crucial part of most organizations, said Roy Lewicki, a professor at the Fisher College of Business at Ohio State University. "People want to know what's happening."

Helpful Outcomes

This type of "good" gossip can produce the following favorable results.

* Help a new hire fit in. New employees need more than an orientation about their benefits and an introduction to the computer system. They also need to understand the culture of their new workplace, key events in their workgroup's past and the personalities of their new colleagues.

This can include work-related idiosyncrasies, said Rich Martinez, executive vice president and chief operating officer of IS2BE, a high-tech company in San Jose, California: "'If you bring a report in to the supervisor, make sure you've done this first,' or 'If you're going to this person's meeting, make sure you're on time.'"

* Alert management to problems. "You often hear about the grapevine being useful for finding out things that are going on that you need to address," said Carole C. Edman, a human resources consultant and coach in San Jose.

It can be helpful for managers to be tuned in to what workers are saying so they can respond to and clarify, if possible, the latest worries about layoffs or rumors about the company being sold.

* Prevent awkward situations. Sometimes sharing more personal information about a colleague can keep new coworkers from embarrassing themselves. If a coworker's mother is ill and the worker seems distracted, for example, it can be helpful for a colleague who knows about the illness to tell others who are complaining about the worker's performance, Martinez said.

"Then people understand, and they deal with that situation differently," Martinez said. "If you can give someone the benefit of some knowledge you might have and prevent an embarrassing or ugly situation, you should."

* Humanize the boss. Telling new hires about the time the intimidating boss burned the hamburgers at the barbecue could be a good use of informal storytelling, said Eric Marcus, a consulting social psychologist, based in New York, who works with organizations on dealing with conflict. "It can be useful when it exposes people's humanity," he said. "I think the intent is the critical thing."

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Five Hot Jobs for Ex-Military Personnel

by Caroline Levchuck, Yahoo! HotJobs


The U.S. military is arguably the best trained workforce in the world, and personnel who leave military service have skills that translate to virtually any career. Here's a look at five popular jobs that give the men and women who've served our country an opportunity to make a difference and move up.

Information Technology Specialist

Former members of the military have worked with some of the most advanced technology in the world. They can use that hands-on experience in a civilian capacity as an IT professional.

According to the U.S. Department of Labor's Bureau of Labor Statistics, "Computer scientists and database administrators are expected to be among the fastest growing occupations through 2014." In addition to enjoying a demand for your services, you can also exercise your entrepreneurial side as an IT specialist and become a certified contractor. Search IT jobs near you.

Police Officer

Former military personnel hold a special place in the heart of police department recruiters across the U.S. The qualities of a great police officer are virtually identical to those of a great soldier: Both have a desire to serve their country and community and protect people and their rights. A career as a law-enforcement professional may appeal to those with military service because there are a variety of departments and specialties to pursue, not unlike the military.

Because vets are in such high demand, many police departments offer hiring perks, including extra points on the entrance exam, an age deduction from the maximum age limit, GI Bill benefits, retirement perks, and more. Find local law enforcement jobs.

Math or Science Teacher

Former military personnel with technology backgrounds can make wonderful teachers, as they are familiar with maintaining order and instilling a sense of pride in others. And being a teacher has other rewards: generous vacation time (including summers off), opportunities to earn extra income through tutoring or by teaching additional classes, and coaching. Search for teaching jobs.

Entrepreneur

According to SCORE, a nonprofit partner with the U.S. Small Business Administration that dispenses free business advice, almost one in four U.S. veterans buy or launch a new business or is seriously considering it.

Many ex-military members thrive through discipline. It's also a quality that every business owner needs in order for her company to survive its first few years and become a viable operation.

From franchising to starting a company from scratch, there are many ways for military personnel to pursue entrepreneurship. Visit score.org and eauth.com to learn about additional opportunities and resources just for veterans. Find entrepreneur openings near you.

Civilian Public Service

People who have served in the military may be drawn to continue their career in public service. In fact, certain veterans will receive hiring preference over civilians when applying for federal jobs. You can find out more by visiting the Office of Personnel Management at opm.gov/veterans.

John Challenger, of Challenger, Gray and Christmas, a global outplacement firm says, "Not coincidentally, many people who leave the service head to Washington, D.C. There's a large community of military personnel there as well as opportunity." In fact, 16 percent of federal jobs are based there. "There's a bond there that's similar to those of fraternities or sororities, and that bond can be very valuable in a job search." Search government jobs.

The above list is just a start. People who have served in the military have a vast array of transferable skills that they can leverage to continue careers in their chosen fields.

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Employee Rewards: Separate but Equal?

Experts Prefer Reward Programs That Vary
by Tom Musbach, Yahoo! HotJobs


While few employees would ever turn down a cash bonus, not all of them find money the most satisfying reward. Some workers, for example, place the highest value on having their work publicly recognized. The differences suggest that "one size does not fit all" in employee recognition programs, according to recent research.

Maritz Inc., a St. Louis-based firm, studied employees' preferences to help companies better understand how to affirm good performance. The idea of tailoring reward programs to employees is not applied in most organizations.

"It is unusual for the company to try to fit the recognition to the person, and it would be very much appreciated," says Deborah Keary, director of human resources for the Society of Human Resource Management.

"Not only would the recipients be happy to be recognized for their contributions, they would also realize that the company knows who they are as people and what sort of recognition they are likely to find most gratifying," she adds.

What's Your Type?

Maritz, which specializes in helping companies motivate and develop employees, has identified six distinct employee types based on reward preferences.

    * Award Seekers want rewards that have both monetary and trophy value, such as gift cards and travel awards.
    * Nesters are turned off by rewards that take them away from home, such as travel awards or conference opportunities. These employees prefer days off or flexible scheduling.
    * Bottom Liners appreciate the monetary value of rewards, like cash bonuses or award points programs.
    * Freedom Yearners are best rewarded with flexibility. This could translate to flexible hours, freedom to choose how to attain goals, and the chance to choose interesting and challenging projects.
    * Praise Cravers desire to have their work acknowledged. Rewards can include verbal, written, or formal praise from managers or informal praise from peers.
    * Upward Movers tend to be satisfied employees who are interested in moving up in the company. They respond well to status awards, meals with company management, and opportunities to mentor others or work with people outside their own areas.

Guidance for Managers

Understanding that employees' reward preferences differ is helpful for managers, regardless of a formal company policy. But identifying those preferences presents a challenge. Liz Bywater, president of the Bywater Consulting Group near Philadelphia, recommends that managers ask employees about it.

"It takes the guesswork out of selecting the most appropriate and meaningful rewards for employee performance," says Bywater. "The very act of asking conveys a respect for your employees and a desire to recognize their contributions."

She also suggests that managers try a "grab bag" approach that allows employees to select from a variety of rewards. "While one employee would opt for a gift card to Nordstrom, another might choose a night at the Ritz-Carlton. Yet another would prefer a framed certificate of appreciation or the opportunity to work on a challenging new project."

Don't Be Ungrateful

Many companies do not offer bonuses or rewards programs, so employees should be careful about disregarding any form of recognition.

"It is unwise to shun your employer's genuine efforts to show appreciation," says Bywater. "At the same time, it makes sense to share your feelings with a trusted manager or supervisor. Your suggestions may help your employer develop a far more effective system of recognition and rewards."

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Wired at Work: Avoiding the 'Leash'

Survey Reveals Pros, Cons of the Virtual Workplace
by Tom Musbach, Yahoo! HotJobs


As advances in wireless technology continue to blur professional and personal boundaries in the lives of American adults, a new Yahoo! HotJobs survey reveals that many professionals have love-hate relationships with their gadgets.

Three out of four survey respondents said they use the same wireless device (cell phone, laptop, or "smart phone") for work and personal purposes. More than 900 office workers who use wireless devices took the survey, and they expressed both the good and bad sides of being so connected to work.

Balance Is Better

Many respondents said they have a better work-life balance because they use wireless devices. Seventy percent claimed they are more productive as a result, and 65 percent said they have more flexible schedules because they can work remotely. The wireless gadgets also allow 48 percent of respondents to spend more time with family and friends.

"Wireless devices have certainly changed the physical parameters of the workplace and improved productivity," says Susan Vobejda, vice president of marketing for Yahoo! HotJobs. "These are powerful communication tools, but users need to draw the line and find a manageable level of connectedness."

Ball and Chain

In fact, survey respondents also struggle with being too connected. More than one-fourth of the professionals (26 percent) said they felt like they were on a "permanent corporate leash" because of their wireless devices. And 33 percent reported being easily distracted by work-related emails and calls during their personal time.

"Work to Live" author and coach Joe Robinson sums up the situation this way: "The lines between work and home have become so blurred, the only way you can tell them apart is that one has a bed."

The Beeping, Buzzing Avalanche

The difficulty, Robinson suggests, stems from a lack of rules about using the wireless devices. He recommends that employers and workers agree on rules of engagement to "manage the avalanche of e-messaging."

Debra Dinnocenzo, president of VirtualWorks!, a resource group for virtual workplace issues, agrees.

"The work-life balance benefits, as the respondents indicated, are only achieved with the necessary discipline to turn off or ignore the ringing, beeping, vibrating gadgets that keep us connected to work," she says.

Dinnocenzo adds that using wireless technology also has important benefits for employers, such as saving money, retaining talent, and contributing to a cleaner environment.

Ways to Say 'No'

"I find that we're confusing 'access' with 'urgency,'" says Dinnocenzo. She recommends the following tips for maximizing the benefits of living and working in a wired world:

    * Block out time when you will not be interrupted, and turn off your cell phone or personal digital assistant (PDA).
    * Use the "delete" option early and often.
    * Arrange for calls from the office only in cases of emergency.
    * Be clear about what you value and what's important to you.
    * Burn off stress by exercising -- without a cell phone or PDA.
    * Screen calls using caller ID.
    * Maintain your commitment to work-free vacations.

"People must realize that ultimately they must take responsibility for limiting access and preventing overload," Dinnocenzo concludes. "It is not necessarily an initiative they can expect from their employers or managers."

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Getting Hired After Being a Free Agent

Five Tips for Transitioning Consultants, Freelancers
by Robert DiGiacomo, for Yahoo! HotJobs


After being a successful consultant who helped clients solve key problems, realize specific outcomes, and maximize profitability, you may find it challenging to land a full-time job.

Will employers value you as a focused self-starter? Or will they have concerns that you won't fit in with the team?

The good news is that you -- and your resume -- are likely to find a receptive audience among recruiters seeking experienced professionals who can address specific company needs. (That's provided you're a legitimate consultant, and not just trying to fill a gap in your work history.)

"There's a much faster transition from full-time consulting to full-time gigs, and I don't think there's the barrier or walls there used to be," says career coach Matt Youngquist, principal of Career Horizons. "It's kind of a revolving door, as far as I'm concerned."

Here are tips on how to best market your consulting experience to prospective employers.

1. There's no "I" in team.

Emphasize your ability to adapt to a range of workplace cultures.

"Generally, consultants tend to be really good team players because they've had to," says Andrea Hoban, a regional manager with Robert Half International, whose seven divisions offer staffing services in areas such as accounting and finance, and information technology.

"They're used to working in strange environments and making things happen, which makes them really good collaborators. That's a good quality to have in an employee, too."

2. Good work habits are good work habits, period.

Even if your position is short-term, act as if you have a long-term investment in a company, according to Katie Katz, a Chicago-based market sales director for Aquent, a major marketing and creative staffing agency.

"Always go to work with a positive attitude, be very professional in your dealings with everyone, be on-time and be very ethical in your work habits," Katz says.

3. Can you demonstrate return on investment (ROI)?

Showing on your resume how you solved a particular problem or generated savings for a client will help establish your credentials.

"If they can show ROI and what they were able to accomplish in a bullet format, that jumps off the page," Hoban says.

4. Get technical.

If you are an expert in a particular aspect of your profession, such as compliance with the Sarbanes-Oxley Act with corporate accounting, or possess knowledge of certain software applications or protocols, spell out this expertise.

"The more specific you can be about what you did and your role in it, the more excited a potential employer will be about what they're reading," Hoban says.

5. Be authentic.

Whether your reasons for moving from freelance to full-time work are financial or career-driven, be upfront about them.

"Employers are looking for people who are in control of their careers and lives," Youngquist says. "[The reasons for job-hunting] could be 'I want to be part of a team,' or 'I want to be able to stick around and see my great advice take root.'

"They just have to be able to understand the story, and how at this time a company's goals and an individual's goals align."

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