These 15 attitude changes will make you more likable

These 15 attitude changes will make you mora likableThese 15 attitude changes will make you more likableNo man (or woman) is an island at work. The core truth is that our success depends on others. Whether we get promoted, get raises and succeed in general is often down to how easy we are to work with.A lot of ink has been spilled about good ways to relate to coworkers, but much of it tends to be complicated. Luckily, we chanced on some easy-to-digest action cards based on the upcoming book Get Better 15 Proven Practices to Build Effective Relationships at Work by Todd Davis, Chief People Officer at FranklinCovey. He gives detailed advice on 15 ways to keep a positive attitude and good relationships in the arbeitszimmer ahead of its release date. These are called Get Better Practices.So lets take a page out of the upcoming book- hitting stands on November 7- and explore ways to improve your connections with colleagues.Practice One Wear Glasses That WorkThis means to see people and c ircumstances clearly.Some of the advice includes writing down why a connection with someone or a circumstance isnt effective, figuring out which of those reasons are based on opinions or factual information, and more, eventually going against and modifying a minimum of one thing you believe.Practice Two Carry Your Own WeatherDont let others dictate how you feel.This card says to think of someone who triggers your reactivity and the next time they get to you, letting them know you need time to think before answering, or writing to them in an email that wont ever reach their inbox, then re-examining it after leaving it there for a night to gauge your emotions, among other things.Practice Three Behave Your Way to CredibilityThis should be applied if youve found yourself trying to talk your way out of an issue you got intobecause of your behavior, or in a circumstance when your integrity is doubted.This card recommends identifying someone whose trust you need, plektroning two to three t hings they value in someone and more, but ultimately working on the areas they like that you need to improve upon.Practice Four Play Your Roles WellThis should be applied if youre wearing too many hats, and onearea of your life has been lacking when youre doing well in another.Advice on this card includes plektruming out five to seven hats you wear (i.e., manager, parent, etc.), choosing one person you have an big impact on while in that space, and committing to doing one thing this week to begin seeing the change you want, among other advice.Practice Five See the Tree, elend Just the SeedlingThink of peoplespotential, and dont make quick assumptions about them.This card suggests picking out two to three people who give you trouble imagining their capabilities, reflecting on what you think of them and what they offer, things they are talented at, and to think of what youd be willing to think differently about them.It says to help them by hearing them out and cheering them on more, a mong other advice.Practice Six Avoid the Pinball SyndromePeople going through this cram so many pressing things into each day that they struggle to get done whats really important to them. This card suggests labeling everything you took part in last week into important or urgent groups, (or both), picking out two to three less urgent activities that you can put off or get rid of altogether and more.The end goal is to schedule time to prioritize crucial things in the coming week.Practice Seven Think We, Not MeThis card should be applied if youre jealous of those who are doing well (called the victor) or you act like the martyr, where people walk all over you.This application process on this card includes selecting two connections with people that you want to strengthen, figuring out if each one has an equal amount of courage and consideration, and taking specific steps to work on each area thats lacking.The goal is to display a lot of both in each relationship with people.Practice Ei ght Take Stock of Your Emotional Bank AccountsThis should be applied if youre coming up on empty.This card says to pick a significant connection with someone, choose three ways youve decreased their trust so you dont engage in them again by accident, and more. You ultimately want to tell them how you plan to earn back their trust and hear what they think.Practice Nine Examine Your Real MotivesMuch of the time, we may do things without thinking about them too closely, which means were not lining up our actions with our characters and sense of integrity. Figure out what really drives you, and if your motives match up with your values.This card says to think about how you want a high-stakes situation to play out, question yourself on why you want that a minimum of five times to figure out what your real motives are, ask a series of questions and figure out which motives match up most to your most strongly held values so you can act on them from that point on.Practice Ten Talk Less, Lis ten MoreHear people out instead of injecting yourself into the dialogue so often.This card recommends picking someone whod be better off if you lent them an ear, having a conversation with them with the goal of comprehending what they say (instead of responding), telling them what they said, and more.Practice Eleven Get Your Volume RightThis should be applied if something you pride yourself on backfires because you depend on it too much.This card says to pick your three best strengths, say how others perceive your actions while using it, and more, of each. Then get together with a someone who has witnessed these actions, and have them tell you what happened and the result.Then pick another, more appropriate strength that couldve worked better that time and/or identify how to lessen the impact of the first one going forward.PracticeTwelve Extend TrustThis one is pretty self-explanatory.The card suggests choosing a circumstance when you need to do so, then say what responsibility your e giving them, then detailing everything that could happen and the risk level and more.Practice Thirteen Make it Safe to Tell the TruthThis card confirms that psychological safety is important.It says to pick a role with significance in your life (work-related or not), then to choose someone you have an impact on while wearing that hat, then to ask them specific questions about how your relationship is working out, while writing down what they say without talking, and more.Practice Fourteen Align Inputs With OutputsThis should be applied if you dont often get what you strive for, or if you dont know where the source of your success comes from.It says to choose an outcome you want in a significant relationship (a result that isnt happening), then to say what the current nature of the connection is, to reflect on what youre putting into something by yourself or with a good friend, by asking specific questions, switching to better input, and more.Practice Fifteen Start With HumilityBe humble.This card says to pick a connection (work-related or not) that needs to be improved, then to list one issue youre facing in the relationship, then to select one of the 14 other Get Better Practices and say how youll put it into practice there, then to reflect on how it went in writing, then to pick another practice to implement once you master the previous one.These 15 attitude changes will make you more likableNo man (or woman) is an island at work. The core truth is that our success depends on others. Whether we get promoted, get raises and succeed in general is often down to how easy we are to work with.A lot of ink has been spilled about good ways to relate to coworkers, but much of it tends to be complicated. Luckily, we chanced on some easy-to-digest action cards based on the upcoming book Get Better 15 Proven Practices to Build Effective Relationships at Work by Todd Davis, Chief People Officer at FranklinCovey. He gives detailed advice on 15 ways to keep a positive at titude and good relationships in the amtsstube ahead of its release date. These are called Get Better Practices.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSo lets take a page out of the upcoming book - hitting stands on November 7- and explore ways to improve your connections with colleagues.Practice One Wear Glasses That WorkThis means to see people and circumstances clearly.Some of the advice includes writing down why a connection with someone or a circumstance isnt effective, figuring out which of those reasons are based on opinions or factual information, and more, eventually going against and modifying a minimum of one thing you believe.Practice Two Carry Your Own WeatherDont let others dictate how you feel.This card says to think of someone who triggers your reactivity and the next time they get to you, letting them know you need time to think before answering, or writing to them in an email that wont ever reach their inbox, then re-examining it after leaving it there for a night to gauge your emotions, among other things.Practice Three Behave Your Way to CredibilityThis should be applied if youve found yourself trying to talk your way out of an issue you got intobecause of your behavior, or in a circumstance when your integrity is doubted.This card recommends identifying someone whose trust you need, picking two to three things they value in someone and more, but ultimately working on the areas they like that you need to improve upon.Practice Four Play Your Roles WellThis should be applied if youre wearing too many hats, and onearea of your life has been lacking when youre doing well in another.Advice on this card includes picking out five to seven hats you wear (i.e., manager, parent, etc.), choosing one person you have a big impact on while in that space, and committing to doing one thing this week to begin seeing the change you want, among other advice.P ractice Five See the Tree, Not Just the SeedlingThink of peoplespotential, and dont make quick assumptions about them.This card suggests picking out two to three people who give you trouble imagining their capabilities, reflecting on what you think of them and what they offer, things they are talented at, and to think of what youd be willing to think differently about them.It says to help them by hearing them out and cheering them on more, among other advice.Practice Six Avoid the Pinball SyndromePeople going through this cram so many pressing things into each day that they struggle to get done whats really important to them. This card suggests labeling everything you took part in last week into important or urgent groups, (or both), picking out two to three less urgent activities that you can put off or get rid of altogether and more.The end goal is to schedule time to prioritize crucial things in the coming week.Practice Seven Think We, Not MeThis card should be applied if youre j ealous of those who are doing well (called the victor) or you act like the martyr, where people walk all over you.This application process on this card includes selecting two connections with people that you want to strengthen, figuring out if each one has an equal amount of courage and consideration, and taking specific steps to work on each area thats lacking.The goal is to display a lot of both in each relationship with people.Practice Eight Take Stock of Your Emotional Bank AccountsThis should be applied if youre coming up on empty.This card says to pick a significant connection with someone, choose three ways youve decreased their trust so you dont engage in them again by accident, and more. You ultimately want to tell them how you plan to earn back their trust and hear what they think.Practice Nine Examine Your Real MotivesMuch of the time, we may do things without thinking about them too closely, which means were not lining up our actions with our characters and sense of inte grity. Figure out what really drives you, and if your motives match up with your values.This card says to think about how you want a high-stakes situation to play out, question yourself on why you want that a minimum of five times to figure out what your real motives are, ask a series of questions and figure out which motives match up most to your most strongly held values so you can act on them from that point on.Practice Ten Talk Less, Listen MoreHear people out instead of injecting yourself into the dialogue so often.This card recommends picking someone whod be better off if you lent them an ear, having a conversation with them with the goal of comprehending what they say (instead of responding), telling them what they said, and more.Practice Eleven Get Your Volume RightThis should be applied if something you pride yourself on backfires because you depend on it too much.This card says to pick your three best strengths, say how others perceive your actions while using it, and more , of each. Then get together with someone who has witnessed these actions, and have them tell you what happened and the result.Then pick another, more appropriate strength that couldve worked better that time and/or identify how to lessen the impact of the first one going forward.PracticeTwelve Extend TrustThis one is pretty self-explanatory.The card suggests choosing a circumstance when you need to do so, then say what responsibility youre giving them, then detailing everything that could happen and the risk level and more.Practice Thirteen Make it Safe to Tell the TruthThis card confirms that psychological safety is important.It says to pick a role with significance in your life (work-related or not), then to choose someone you have an impact on while wearing that hat, then to ask them specific questions about how your relationship is working out while writing down what they say without talking, and more.Practice Fourteen Align Inputs With OutputsThis should be applied if you dont often get what you strive for, or if you dont know where the source of your success comes from.It says to choose an outcome you want in a significant relationship (a result that isnt happening), then to say what the current nature of the connection is, to reflect on what youre putting into something by yourself or with a good friend, by asking specific questions, switching to better input, and more.Practice Fifteen Start With HumilityBe humble.This card says to pick a connection (work-related or not) that needs to be improved, then to list one issue youre facing in the relationship, then to select one of the 14 other Get Better Practices and say how youll put it into practice there, then to reflect on how it went in writing, then to pick another practice to implement once you master the previous one.This article was first published on August 31, 2017.

How to be a Leader

How to be a LeaderHow to be a LeaderHow to be a LeaderCourtesy of Andrew Neel from unsplash.comFirst of all lets clear upEveryone can be a anfhrer but only some are LeadersWhen you have a leadership position, you need to remember that a leader will be naturally followed by its people, but the wrong leader would have to be a tyrant in order to be followed by others.That been said think about the different leaders you have had all your life, since the first teacher you had in school until the last boss youve got. How are they different? What do they have in common? Can you compare them? Do you remember how easily it was to talk to them or how hard was it? Were they encouragers? Was it easy to follow their lead? Take a moment of your time and try making a list of all of the different leaders in your life, try remembering their positive and negative attitudes.Personally speaking I only remember those names of people who made a good impression in my life, that people who taught me and enc ouraged me the most. I call them the contributors of success. Dont we all wish to be that kind of good and encouraging leader? Isnt that all we want? (Hope you feel this way)One of the most important things to remember when being a leader is that is your responsibility to be the ADULT of your team meaning that tolerance, patience and tutoring is part of your job apart from your tasks and diligences of your role.If you wish to accomplish your career as a leader, I would recommend you the book Bankable Leadership by Dr. Tasha Eurich, where you can notice the different types of leaders and their characteristics you can either identify yourself as one of them or have examples to build your skills up.One of the best ways to see what kind of leader you are is that you make your own list of defects that you would like to change to improve yourself, and qualities that are already working (make notes-try keeping a diary of activities and self-ideas). If for some reason you feel that the peop le under your command arent responding to your leadership, you might to discover or pay attention the way you are delivering yourself. This doesnt mean that you are a bad part or that your leadership cant improve, it only means that you are a step away to grow as a person by accepting your mistakes and learning from them.I remember one of my favorite professors in the University was teaching for pleasure because he should have been retired long ago he was a very very very tolerant person with all the students including myself, and very nice. He was approachable and sincere, but very strict. I had the privilege to have different classes with him through the entire career. He used to establish simple rules for the students and the limits for the working that was supposed to be done. I remember many students confusing his kindness and I also remember how he used to show his strict authority to them when necessary. He never had to be rude or raised his voice. We used to feel respected a nd valued. The students were exhorted and encouraged to behave better because the professor made them feel worthy of his advice and his care. We were all grateful of his strictness his kind words of wisdom were full of good intentions because for some reason he made us think of all the potential we had and how big was the future waiting for us.The most important thing he said is that we are all responsible for what happens in our lives. I remember how he won respect and love from us, he is a great leader.Now, having a hint of what a leader should be the limits you have to put to our employees should be simplified as doing the job in the time requested, the way they do it and the expertise they use to get it done it shouldnt be your problem as long if they are delivering, but remember to show how to do it once or twice before expecting for them to do it from scratch. We all need guidance in adapting times and thats one of your roles. Dont forgetAnother thing to remember is that you c an always ask a professional about career coaching if you feel like walking in a robe, being human is okay

Are shorts acceptable at work The summer office clothing guide

Are shorts acceptable at work The summer office clothing guideAre shorts acceptable at work The summer office clothing guideOh, summer. While we love those long sunny days, it can become incredibly complicated to figure out how to dress comfortably but still professionally during the sweatiest and yet most air-conditioned time of the year. Temptations to succumb to total casual wear abound.Its important to remember that no matter how casual the workplace has gotten, theres still a certain dress code unique to each company culture, explains reacHIRE CEO and founder Addie Swartz. For one company summer Fridays may mean summer dresses and sandals, and for another company it may mean collared shirts and chinos.The first thing to know you cannot do this alone. Rather than trying to show up with your own personal summer clothing style, ask other colleagues as to whats most appropriate, Swartz advises us. It only gets more complicated from there.Check the rules and regsIf you were given any type of company manual or guidebook, now would be a great time to give it a read. Just because everyone at work is wearing flip flops, doesnt mean that your boss is thrilled with it. Try to err on the side of caution when it comes to exposing skin at work.Dress for your own successIts okay to create your own personal dress code sometimes. Alice Labaton spends her days working in a predominantly male IT office, while her side hustle is creating customized makeup brushes. As afemalein a predominantly male company, I feel its necessary to project a professional vibe at all times. I proceed with caution, I never want to give the wrong impression via my clothing especially being a young, friendly, single girl in a company of all men, I tend to dress more modestly or throw a sweater over my outfit. Labaton is on to something. Despite the ideal view of an equal workspace, its frequently women who are looked at askance if they show some extra skin. If you work in a more liberated company, enjoy it - but if you dont, know that gender will usually play a role in how youre perceived, including dress and grooming.The grandma ruleIn my work as a personal brand strategist, Im frequently asked by my more cautious clients if its okay to embrace fashion trends in the workplace. In general, while its fine to be style conscious, you never want to look like a punchline, or extra on a reality TV show. If youd be embarrassed or uncomfortable running into your grandmother while wearing something, it has no place in a professional setting.As a general rule, go more modest. Bare legs and exposed arms and a low-cut neckline add up to a lot more skin than works for most professional environments. Use one of the rules of elegance that fashion mavens like to use put the emphasis on only one area. If youre wearing shorts to bare your legs, dont also wear a tank-top style with them to work to expose your chest and arms. (Unless, that is, you work at a gym). If youre wearing a sleeveless t op, dont add a miniskirt.And when in doubt carry a cardigan, light jacket or big, lightweight scarf. Youll need them for the air conditioning anyway.Dont date yourselfWhile its entirely amusing to post old pictures on Throwback Thursday, its sometimes downright humiliating to be tagged by friends in photos youd rather forget. While the idea of rompers for men have been covered in the news lately with a quarter million dollar Kickstarter campaign for something called a Romphim, wearing a man onesie is only appropriate on Halloween. No matter how trendy you think you are, you will never live down the embarrassing photos, and trust me, your co-workers will find infinite combinations of your name and romper. The short answerIf youre wondering if its okay to wear micro miniskirts or actual shorts to the workplace, (bad pun alert) the short answer is no. Shorts just dont add to your overall professional image (unless youre part of the cast of the Baywatch reboot), though in climates where the weather is thermisch year round, its not as much of an issue. Labaton emphatically says, no, shorts are not office attire I never want to wear anything that can be deemed as provocative to the office. If I would wear the outfit on a date or to a bar, then I would not consider it work appropriate, which is generally a good rule of thumb. If you dont work in a traditional office environment, you can probably get away with shorts, but try to wear the hem as close to your knee as possible. Be wary of Frankensteins monster attempts to make shorts acceptable wearing a light business jacket with Bermuda shorts just kind of highlights your hairy legs, something most people dont want to look in the boardroom. Again, more casual environments and work spaces will likely embrace shorts as long as theyre more modest and never ever wear biking shorts to work unless youre actually a bike messenger. Some summer dressing rulesKeep a jacket, shawl or cardigan handy Its not only practical for whe n the air conditioning is set to deep freeze, but it also covers a skimpy looking top if you get called into a meeting.Keep it professional when possible Unless youre the UPS guy, you probably should leave the shorts for weekends. Especially cargo shorts. Its not up for debate. Leave them for running errands, if you must wear them at all.Dont dress down just because youre dressing lighter For some reason, people sometimes think that wearing lighter clothing means putting on beach attire. It shouldnt. Its easy to find a professional wardrobe, try brighter colors, lighter fabrics and shoes with rope or canvas accents to convey the feeling of summertime without any serious skin exposure. Check the calendar If your boss is going to be out of town, you can probably ease up on things, but dont throw on a beach cover up and pretend its appropriate for work. Change it up as needed Rules are meant to be broken, so try to find ways to express your personality without showing too much if possi ble.

How to Get Past the Gatekeepers to Make a Sale

How to Get Past the Gatekeepers to Make a SaleHow to Get Past the Gatekeepers to Make a SaleIf you think of gatekeepers as cold calling obstacles or (worse) as opponents to outwit, you are missing some significant opportunities. Its true that there are a few receptionists and assistants out there who delight in giving salespeople a hard time. Nevertheless, the vast majority of gatekeepers will treat you much the same way as you treat them. Your average gatekeeper is overworked and underpaid. They know a lot of inside information about their boss and possibly about other decision makers as well. And hes used to salespeople trying to trick or bully their way past him to get to the management level. Not surprisingly, he probably has a pretty low opinion of salespeople as a group. For your part, getting gatekeepers on your side will do wonders for your sales record. If you can convince them that their bosses will benefit from speaking with you, notlage only will they give you access to t he decision maker, theyll be able to tell you all sorts of useful information... like how their bosses really feel about the companys current vendor, for instance. Gatekeepers are often also aware of internal company politics, which can be incredibly useful when youre dealing with a buying committee. Be Polite Always start out on the right foot with a gatekeeper by being polite and respectful. Use please and thank you and dont forget a pleasant tone of voice. And never try to trick the gatekeeper into letting you past by pretending to be anything other than a salesperson. Most experienced gatekeepers will pick up on your identity instantly- salespeople who spend a lot of time cold calling inevitably develop a smooth tone of voice from the sheer number of phone calls they make. Dont Try to Sneak Past Them Since any gatekeeper will be used to salespeople who try to sneak past them, stand out in a good way by doing the opposite. Give your full name and company name, and if they ask, tell them its a sales call. If a gatekeeper announces that hell be shunting you into voicemail now, ask if theres someone else you should be speaking with regarding (whatever it is you sell). Or ask if theres a better time to call or a better way to reach the decision maker, such as email. By asking for advice youre both showing that you respect the gatekeepers knowledge and treating him like a person, not a malfunctioning piece of office equipment. Treat the Gatekeeper Like a Person If the gatekeeper gives you his name, write it down immediately and use it once or twice in the conversation. Stick it in with the rest of the information youve got about that prospect. The next time you call, assuming that the same gatekeeper answers the phone, say something like, Hi, Joe, this is Fred Smith- I talked with you on Tuesday. Then work in something from the last conversation. For instance, if Joe said that he was really busy and didnt have time to talk, say something like You wer e really swamped Tuesday How are things going now? Again, treating the gatekeeper like a person will make him more inclined to do the same to you. Once you develop a friendly relationship with a gatekeeper, it might be a good idea to add them to your network. Gatekeepers can not only keep giving you important info about the company they work for, but they may well know other gatekeepers and can help you out by asking their friends to give you access to decision makers.

The History of Resume Free Downloads Refuted

The History of Resume Free Downloads Refuted Give us a shout in the comments and were going to contact you As soon as you add your private stamp to it through imputing your distinctive abilities, professional experiences, and wording, it is going to stand from the crowd for all of the ideal factors. Enkoranvers you didnt miss whatever could cost you the job that you dream about Resume Free Downloads Can Be Fun for Everyone Choose a specific position which you would love to submit an application for so youre going to be easily guided by what things to put in your resume. This Registered Nurse Resume Sample will aid you with this endeavor. Generally, you might choose to publish References seen on request. If not, you might choose to create References located on request. 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. Just imagine the expression of that map if you by chance speak Russian Your references might or might not be included in your resume. Include the data in bullet points. Resume Free Downloads - Dead or Alive? All you need to do is discover one you like, click on it, and get started writing. Its possible to leave every one of them as is or customize just a little bit as a way to bring a personal winzigkeit to the presentation of your candidacy. It should comprise of a few sentences describing your employment objective. The style of resume you will use greatly is dependent on your professional work background and qualifications. Keep reading if you want to learn why you may want to team up an infographic resume to your traditional one. Interest or skills section is the most crucial and difficult area of the writing. Consider your infographic resume design for a portfolio piece. Details of Resume Free Downloads Research about the technical skills needed for the work position that youre applying for. To start with, the career objective of the re sume has to be catchy. As a job seeker, your resume must be in a position to do the identical thing so as to land you more interviews. If you are in possession of a lengthy employment history, you dont will need to include everything. Things You Should Know About Resume Free Downloads Two even columns for the rest of the page give you a lot of room to woo the company by means of your experience, skills, and education. Its content-packed layout is excellent for engaging employers with different facts, from experience to education. These resumes are made by our group of experts, and this vorlage will allow you to prepare that compelling resume that you want to get which will showcase your abilities and candidature in the most effective possible method. Even though most of resumes must offer info in your own work and education experience, in addition to your abilities and achievements, there are various strategies to present this info. Its high-quality PSD file is completely cu stomizable. With 8 unique designs and 5 color alternatives, this template library has plenty to pick from.The resume format sample ought to be accomplished well. If you would like to provide a comprehensive breakdown of your merits in an easy-to-perceive fashion, utilize this well-structured template of A4 size. Here, it is possible to find templates in various formats so you could use the one youre comfortable with. Then, choose an expert format. Vital Pieces of Resume Free Downloads Second, $15,000 is a substantial saving for smaller businesses. These resumes are sure to make you stand apart from the competition. Refer to any particular prizes in addition to other academic outcomes. It is suggested that you include Microsoft SQL. 7 Another totally free Word resume example made by MOO together with Microsoft. Heres a two-page resume template you may edit in MS Word. It has a map for people who speak more than 1 language so that you may show where you learned it.

How to Use Social Media to Make Recruiting Easier - Spark Hire

How to Use Social Media to Make Recruiting Easier - Spark HireWhen you work as a recruiter, things like Twitter, Facebook, and LinkedIn become huge assets. Use social media correctly and your job instantly becomes much easier. However, its important to learn how to leverage social media most effectively in order to recruit. Using LinkedIn, Facebook, and Twitter for recruiting purposes is far different than how you might use these platforms to interact with friends and family members. Heres how you can become a highly social, effective recruiterWork with what you haveInstead of trying to departure from square one, build upon the contacts you already have. Take some time to figure out who your contacts know and then politely (and appropriately) ask for an introduction to people youd like to meet. If youve since lost touch with a potentially useful contact, send a quick e-mail in order to get reacquainted. Recruiting is all about relationship building, so a good portion of your day shou ld be spent nurturing existing relationships and building new ones.Be boldIf theres a professional you would love to work with, dont be afraid to reach out. It doesnt matter whether they seem fully settled in their current position or not, everyone enjoys receiving a compliment. Send them an e-mail offering kind words about their work. A low-pressure, short e-mail is likely to generate a response, and can help to kickstart a professional relationship that may end up benefitting both of you in the future.Dont be afraid to ask for adviceMany young recruiters are afraid to ask mora experienced professionals for advice. When done properly, there is nothing wrong with asking someone above you to share their experience. If you admire someone in your field, send them an e-mail telling them so, and then ask if you can buy them a cup of coffee and chat for half an hour. Putting a time limit on the discussion helps them to know that they wont be getting whisked away for a three-hour conversat ion, while still allowing you to get the information you need to help your career.While its important to use social networks to meet new contacts, understand that productive networking often happens face-to-face. Join local organizations, attend cocktail hours, and partake in other networking events where youre able to have face-to-face conversations with professionals in your community.

These are the 4 times youre allowed to say no at work

These are the 4 times youre allowed to say no at workThese are the 4 times youre allowed to say no at workFOMO (Fear of Missing Out) is real, and it happens in both our work and partieal lives. Because of this fear of missing an opportunity, its easy to find yourself on the yes train, only to feel overexerted and spread too thin. While taking advantage of opportunities that can help your career is great, its important to realize when saying no is in your best interest.Here are four times youre allowed to say no at work.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWhen your calendar is already crammedWhen your schedule is jam-packed, saying no is probably the way to go. While you may be able to fit in a quick meeting or take on one extra project, its important to assess the obligations youve already committed to before saying yes to something else. Would taking on this extra task take a lot o f time? How much would it cut into your current projects?If saying yes to a new opportunity would hinder your ability to complete tasks youve already committed to, just say no. This can be hard, especially if youre a people pleaser, but at the end of the day, taking on more is leid always better. Instead, focus on putting your best foot forward on your current commitments.If saying yes to a new opportunity would hinder your ability to complete tasks youve already committed to, just say no.When youd be covering for someone else whos always slacking Are you constantly covering for a coworker who cant seem to be bothered to lift a finger? When your boss recognizes you for your ability to pick up the pieces, it can be hard to put an end to things- but theres a point when its not worth it.If you continually cover for someone or finish the work that they were supposed to, youre showing that person that A) you dont mind that theyre slacking and B) they can continue to slack off because you will finish what they dont. In this case, youre doing yourself and the other person a disservice. Try talking to them directly, and if that doesnt work, discuss the situation with your boss. Point out that youre taking on someone elses role and its impeding on your ability to get your own work completed to your standards.Try approaching the subject like thisIve been doing x, y, and z to help Name, but its getting difficult to get everything done to my standards. Im happy to help, but it seems to be more of an ongoing issue than a one-off situation, and I dont want it to affect responsibilities Ive already committed to. Is there a better way we can delegate responsibilities or create more accountability as a team?When its a last-minute request and you already have other obligationsWeve all had that last-minute work request that makes our stomach sink, whether its an after-hours event or a last-minute meeting. Sometimes you just suck it up and deal with it (yes, its part of being an adult), but its okay to say no if it will impede on other obligations.If youve already made other commitments, explain the situation. Show that you would like to make it work but its not an option since its last-minute. You can say something like thisUnfortunately, Im not able to make that work because of the timing. Ive already made other commitments I cant cancel however, Im happy to work with you to figure out another time that works better.If your manager cant appreciate that that youve made commitments and you want to stick with them, you may not be in a work environment where you can thrive.If it makes you uncomfortable (morally or physically)This is simple If something makes you uncomfortable, morally or physically, just say no.If you feel like something isnt right, trust your gut. You can always say Im not comfortable doing that, or simply decline and say that youre working on another project. Assessing the situation, your needs (both mental and physical), and how the reques t will affect you is essential to figuring out if the project is in your best interest.If something makes you physically uncomfortable, get yourself out of that situation immediately and contact someone of authority. Whether its HR or legal authorities, if there is misconduct in the workplace, use your voice and be confident that no one should make you uncomfortable.This article originally appeared on Create Cultivate.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How Does Germany Do It

How Does Germany Do It How Does Germany Do It How Does Germany Do It?The 2008 financial crisis left most industrialized nations reeling. Yet Germany, especially its manufacturing sector, has done exceedingly well. Some argue that advanced economies are moving out of manufacturing, yet according to the Manufacturers Alliance for Productivity and Innovation, manufacturing accounts for nearly 21% of the German economy, compared with 13% for the United States and 12% for the United Kingdom. It generates many good jobs, even in such labor-intensive sectors as road vehicles, machinery, and electrical equipment. And Germanys manufacturing performance is getting steadily better. German exports, primarily manufactured goods, rose 11% in 2010, to mora than $1.3 trillion. While other industrialized nations have buckled under Asian competition, Germany has increased exports to China and the rest of Asia. How is Germany doing this? How is a highly regulated, high-wage country with a strong curren cy increasing its share of the global market in the face of low-cost Asian competition? While Germany has many large multinational companies like BMW, Volkswagen, and Siemens that turn in strong performance, its small and medium-size enterprises (SMEs) are an impressive source of strength, both as suppliers to multinational corporations and as exporters in their own right. These SMEs generally avoid mass markets, but they dominate niche businesses. A 2007 study by the management consultant Bernd Venohr found that more than 1,130 German SMEs held either the number one or two ort in the world market for their products, or the number one position in the European market. They are rarely the cheapest producers, yet the superior quality and performance of their products enables them to command premium prices and still boost exports. In the United States, such small and medium firms were hurt most by Chinese competition and the recession.Major infrastructure capital expenditure and funding sources. 2007-2011. Source Fraunhofer Annual Report, 2011 An important factor in German SME manufacturing success is the Fraunhofer-Gesellschaft (Fraunhofer Society), an independent nongovernmental organization that provides high-quality, short-term, affordable applied research that small and medium-size firms could elend otherwise afford. Fraunhofer enables smaller manufacturers to continually upgrade their processes and products, and keep ahead of the competition. A key feature of Fraunhofer-Gesellschaft is its scale it is a $2.45-billion enterprise that operates more than 60 research institutes with more than 250 business focus areas and core competencies. The average institute employs between 300 and 400 people, though some are much larger. Overall, it has about 22,000 employees. The societys mission is to conduct applied research with practical industrial value. It sees itself as a bridge between the latest university insights and industry-specific product and process improvem ents. It also generates a great verstndigung im strafverfahren of knowledge in its own laboratories. Fraunhofer institutes undertake 6,000 to 8,000 projects annually. Most are small, short-term efforts. Projects rarely last longer than two years and focus on immediate, applicable results. Because Fraunhofers funding has steadily grown over the years, it has been able work with its industry partners to generate the incremental improvements that translate into sustained competitive advantages. While Fraunhofer is an independent nongovernmental entity, its distributed structure keeps it focused on practical results. Each Fraunhofer institute is linked with a German university. The institutes pick their own research fields, select their own projects, and decide how to handle project results. More important, institutes balance their own budgets. That means generating contract research, which accounts for up to two thirds of the Fraunhofer budget. In addition to its scale and distribution structure, there are several other factors that account for Fraunhofers success Together, Fraunhofers 60 institutes specialize in more than 250 research areas. Each institute is paired with a university with similar research interests. The institutes themselves are very well equipped. Most operate multiple pilot manufacturing lines and demonstration facilities. The German machine tool industry often provides equipment for testing and training, so the Fraunhofer tool set is current and the firms using it receive valuable feedback. Fraunhofers model is a classic government-industry partnership. The federal and state governments, private contract research, and publicly funded contract research each provide roughly one-third of its funding. The reality is more complex, since a substantial amount of industry research can be funded through government grants and incentives. Even if the private sector share is sometimes overstated, it is the stability of the funding that is important . German political parties usually consider betreuung of applied research, of direct relevance to their companies, to be a part of the national infrastructure, like water or electricity. A great advantage of the German innovation system is the emphasis on vocational education that combines academic studies with factory apprenticeships. This continues to yield a highly trained and technologically adept work force that is the envy of the world. Fraunhofer mirrors this dual system at the highest educational levels. It employs part-time post-docs and masters and Ph.D. candidates, who acquire practical experience while simultaneously pursuing their studies. Graduates typically spend from three to six years at Fraunhofer before moving on to positions in industry or academia. This ensures a ready supply of well-trained researchers with hands-on experience in critical industrial technologies. Fraunhofer holds the rights to thousands of patents and registrations. It ordinarily retains pa tent and other IP rights upon conclusion of a research project. SMEs are often called the Mittelstand, or middle class, but the two terms are not synonymous. The Mittelstand is a subset of German SMEs with certain distinct characteristics. They are typically family businesses located in small towns and rural areas. Their roots stretch back for many decades, often generations, and they plan for the very long term. As community leaders, their strong sense of social obligation makes them less likely to outsource or move offshore. Companies of the Mittelstand generally focus on niche products and markets, rather than go head to head with multinational giants. In many cases, continual incremental improvements in products and production methods have enabled them to dominate their chosen specialties. In 2008, roughly one-third of Fraunhofers RD projects involved firms with fewer than 250 employees, while 43% were with companies with fewer than 1,000 employees. Without Fraunhofer, it seem s that many of behauptung firms would not have remained as competitive in global markets. Fraunhofer also works with such large, vertically integrated corporations as Siemens, Daimler-Benz, and Volkswagen. Research projects with large companies tend to last longer, involve more institutes, and bring in more revenue than SME contracts. Select locations of Fraunhofer institutes throughout Germany. Limits and Lessons German manufacturers have realized many successes. Not only do their multinational companies thrive in an increasingly competitive global market, but their SMEs often dominate their market niches. Yet Germanys innovation system is not a perfect model. It has significant weaknesses, and its strengths may not translate easily to other cultures. Fraunhofers most glaring weakness arises from its greatest strength Its laser-like focus on established industries has kept it from pioneering new technologies. There are no German counterparts for Intel, Apple, Google, Facebook, or t he dozens of large bioscience companies spawned in the United States. While Fraunhofer spins off companies, most have remained small. Fraunhofer established seven institutes in the United States and research subsidiaries in Chile, Austria, Portugal, and Italy. In some cases the model adapts well to the local innovation system, while in other cases it does not. It is worth keeping in mind, however, that Fraunhofer also takes a strategic approach to establishing institutes, funding them partly to learn about technology development in other parts of the world. While Fraunhofers approach does not seem to encourage radical, paradigm-shattering change, it nonetheless demonstrates that a high-cost, high-wage country can compete effectively in global markets through the systematic and continuous application of knowledge. One source of German success is its concentrated efforts to support research relevant to small- and mediumsize enterprises that are less likely to move production offshore. Through Fraunhofer, Germany offers skills, equipment, and services that those companies could not afford on their own. As a result, Germany has strengthened its export-oriented manufacturing base and retained good manufacturing jobs, even though its workers wages are among the highest in the world. What are the implications for the United States? Perhaps the first lesson is that German firms are not home alone. They are supported by a dense network of institutes that help them make the incremental improvements that bring long-term commercial success. A second lesson is that this is seen as an important national mission, the way national defense is here in the United States. It requires a steady flow of resources, concentrated effort, well-funded, well-led institutions, and a sense that these are investments that are important for the countrys future There are certainly barriers to U.S. adoption of institutions to support a manufacturing ecosystem. Ever since the end of World War II , the United States has invested heavily in basic research in the belief that scientific advances would lead to new products and industries. For decades, U.S. research did just that. Yet today, many of those industries, such as wireless and microelectronics, have migrated overseas, taking jobs and innovators with them. The dominant post-war paradigm, namely that technologies invented here would naturally be produced here, has now eroded. Germanys government has long supported the application of technology to manufacturing. It launched the nations industrial revolution by investing in British machine tools, and closed the gap with the United Kingdom by encouraging applied research. Its ongoing support for large-scale practical industrial research for small and large companies has helped keep factories and jobs in Germany. Despite these advantages, few in the United States would want to adapt a system that would not support the creation of such breakthrough industries as biotechnology , nanotechnology, and the Internet. Yet if we are to exploit the opportunities in new manufacturing technologies, the United States might consider adapting some of Fraunhofers best practices to improve the flow of innovation to SMEs, which form the heart of Americas manufacturing infrastructure. One thing is clear. Countries that lose their manufacturing base risk losing their ability to innovate. Against the background of an economic environment which has seen the erosion and offshoring of traditional industries in the face of global competition, the German model, or some parts of it, warrants careful consideration. Above all, we have to pay attention to other countries policies and programs and learn from them, just as we have in the past. This is an abridged version of the original article published in the November 2013 issue of Mechanical Engineering magazine. Charles W. Wessner is a program director with the Board on Science, Technology, and Economic Policy at the National Res earch Council. Join industry experts at ASMEs Advanced Manufacturing Impact Forum to see how advanced manufacturing will affect the U.S. and global markets - and what this means for you and your business. For Further DiscussionFraunhofer enables smaller manufacturers to continually upgrade their processes and products, and keep ahead of the competition.

ASMEs Nominees Chosen for the 2016 New Faces of Engineering P...

ASMEs Nominees Chosen for the 2016 New Faces of Engineering P... ASMEs Nominees Chosen for the 2016 New Faces of Engineering P... ASMEs Nominees Chosen for the 2016 New Faces of Engineering ProgramDiscoverE has selected six ASME members and student members as finalists in the 2016 New Faces of Engineering program, which annually highlights the important contributions early career engineers and engineering students are making to the profession and to society. Society members Bryony DuPont, Ph.D., Dylon Rockwell and Yi Zheng, Ph.D., were named as ASMEs nominees in the New Faces of Engineering-Professional category, which recognizes the accomplishments of practicing engineers up to the age of 30. ASME student members Drew Haxton, Nicholas Russell and Jacob Steinmetz were selected as the Societys nominees in the New Faces-College Edition program, which highlights the achievements of third-, fourth- and fifth-year engineering students. Bryony DuPontThe finalists from ASME and the other societies participating in this years DiscoverE New Faces of Engineering program were announced brde week during Engineers Week. The official winners in each category will be announced in the April 8 issue of ASME News.ASMEs first New Faces-Professional nominee, Bryony DuPont, is an assistant professor of mechanical engineering at Oregon State University. Dr. DuPont conducts research in artificial intelligence and sustainability science, using simulation, optimization, and advanced computation to make sustainable solutions more realistically feasible. She is the co-lead of the ASME Early Career Engineering Committees Design and Advanced Manufacturing Market Segment Team and has served as a reviewer, review coordinator and workshop organizer for the Societys International Design Engineering Technical Conferences (IDETC). DuPont received a bachelors degree in mechanical engineering from Case wildwestfilm Reserve University in 2008. She earned a both a masters degree and a Ph.D. in me chanical engineering from Carnegie Mellon University in 2010 and 2013, respectively. Dylon Rockwell Dylon Rockwell, ASMEs second New Faces-Professional finalist, is an airframe design and integration engineer at the Boeing Company in Ridley, Pa., where he serves as a principal investigator for manufacturing technologies. A Boeing employee since 2011, Dylon was assigned to the companys V-22 Osprey tiltrotor aircraft program and later went on to perform analysis for Boeings Crew Space Transportation (CST-100) Starliner, Space Launch System and Sikorsky Boeing SB1 Defiant programs to quantify and mitigate assembly risk. A member of ASME since 2013, Dylon is a new member of the Societys Y14.46 Committee Support Group. He received a bachelors degree in aeronautics and astronautics engineering from Massachusetts Institute of Technology in 2011, and a masters degree in systems engineering from Georgia Institute of Technology in 2015. Yi ZhengThe Societys third nominee in the profession al category, Yi Zheng, is an assistant professor at the University of Rhode Island, where he leads the Micro and Nanoscale Energy Laboratory. Dr. Zhengs research interests include nanoscale thermal transport phenomena, Casimir interactions, thermal and mechanical properties of nanostructured materials, and their applications in green energy conversion and harvesting. He serves as a reviewer for a number of peer-reviewed journals, including the ASME Journal of Heat Transfer and the ASME Journal of Thermal Science and Engineering Applications, and as a reviewer, topic chair, and session chair or co-chair for various conferences including the ASME International Mechanical Engineering Congress and the ASME Micro/Nanoscale Heat Mass Transfer International Conference. He received a bachelors degree in mechanical engineering from Tsinghua University in Beijing, China, in 2009. He received a masters degree and a Ph.D. in mechanical engineering from Columbia University in 2011 and 2014, res pectively. Drew HaxtonOne of the Societys three New Faces-College Edition finalists, Drew Haxton, is a second-time nominee in the category. Haxton, who was also a nominee last year, is a student at Daniel Webster College in Nashua, N.H., where he is majoring in both mechanical engineering and aeronautical engineering. A former vice president and chair of his schools ASME student chapter, Haxton is now serving as president of the chapter. Participating in ASME events as a freshman helped me blossom into the aspiring engineer I am today, he said in his application. Now as a senior and president of the ASME chapter, I make sure to put on a wide variety of events to help students embrace engineering the same way I did. Haxton is also active in a number of clubs at his school, including the student humanitarian group Kenya Connection and the schools music and outdoor activities clubs. Nicholas RussellNicholas Russell, ASMEs second nominee in the New Faces-College Edition category, i s a mechanical engineering major at Tennessee Technological University in Cookeville, Tenn. Russell, who currently serves as vice president of the universitys Student Government Association, is involved in a number of student activities at Tennessee Tech. His current posts include student regent on the Tennessee Board of Regents, College of Engineering Student Ambassador, and member of the schools academic affairs and student affairs councils, among others. A student member of ASME since 2013, described ASME as a great asset in his application. ASME has been an amazing source of rckendeckung and friends, he wrote. Young engineers need the guidance of juniors and seniors in their programs to help them decide what major to choose, what classes to take, and what professors are the best. ASME provided me with all of this, as well as a training ground to learn skills like 3D modeling and simulation which proved to be very valuable in my two jobs. Jacob SteinmetzASMEs third College Edit ion finalist, Jacob Steinmetz, is majoring in mechanical engineering at Iowa State University. Steinmetz is a member of Iowa States renewable energy vehicle club and a member of the schools peer tutoring program, assisting other students on subjects including Statics, Mechanics of Materials, and Introduction to Materials Engineering. Like his two fellow College Edition nominees, Steinmetz also credits his participation as an ASME student member with being beneficial to his college experience and future employment prospects. Not only have I been able to meet peers in my field, but I have also had the opportunity to network with employers and staff members, he said in his New Faces application. Meeting these new students has allowed me to find new study partners, people to gather advice from, and other students that I am able to pass some of my knowledge onto. The networking opportunities helped me meet local employers, and schedule multiple interviews for internship opportunities.To learn more about the New Faces of Engineering finalists from each participating organization, visit http//discovere.org/our-programs/awards-and-recognition.