On the one big thing, deferred rewards, and ugly work

On the one big thing, deferred rewards, and ugly workOn the one big thing, deferred rewards, and ugly workOn the one big thingIf you plan to start on a new project in 2019 (and you should), heres my only advice choose the *one big thing* that inspires you most.For the first month, youll be excited and motivated because everything is new. In months two, three, four and beyond, the reality will sink in - its going to take a lot of dedication to bring your project to life.Thats why you need to love the work. The passion will help you power through the adversity.And on January 2, 2020, you can look back and take pride in what you created so far. Alas, the task is never done.For you, make 2019 the year that started it all.On deferred rewardsI watched a video last week in which a business coach talked about deferred reward. If you put in the effort month over month, you will have a positive outcome. Thats because you create momentum that keeps building in your favor.To attain the reward, you need to push through the moments where the work seems impossible or too much to handle. More to the point, when youre tired and would rather do it tomorrow, you dig in right then and there.The reward is locked inside those split-second decisions.Keep grinding and make it a week to rememberOn ugly workHeres the raw truth meaningful work is ugly.With any passion project, the mission is pure, straightforward and clean-cut.How you achieve the mission? Well, that part is messy, tangled and complex.But the big stuff isnt supposed to be easy. The higher degree of difficulty = the greater the impact on others.If you plan to follow your passion in 2019 (and I hope you do), then please understandEvery day will be a total grind. Every. Day.The process will almost never play out in a nice-and-neat, lickety-split kind of way.If you need to call a key contact 17 times until he answers, youre doing it right.This article first appeared on Dannyhrubin.com.

Billing Coordinator - Hospital Job Description

Billing Coordinator - Hospital Job DescriptionBilling Coordinator - Hospital Job DescriptionBilling Coordinator Hospital Job DescriptionThis billing coordinator hospital sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Billing Coordinator Hospital Job ResponsibilitiesObtains revenue by determining charges forwarding invoices.Billing Coordinator Hospital Job DutiesDetermines patient invoice by capturing services noted in patient chart clarifying services with physicians.Identifies responsible party by examining patient record.Issues invoice by entering service data calculating charges mailing invoices.Resolves billing issues by discussing contract with third-party payer explaining insurance contract with patient negotiating settlement.Maintains patient and invoice files by entering and adjusting data.Provid es billing information by collecting, analyzing, and summarizing third-party billings, accounts pending, and late charges data and trends.Updates job knowledge by participating in educational opportunities.Accomplishes medical bro mission by completing related results as needed.Billing Coordinator Hospital Skills and QualificationsReporting Research Results, Analyzing Information , Data Entry Skills, Confidentiality, Thoroughness, Internal Communications, Attention to Detail, Administrative Writing Skills, Accounting, Informing Others, Data ProcessingEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Billing Coordinator Hospital Jobs and apply on now. Read more aboutthe recruiting processIs Employee Compensation on the Rise in your Job Market?How to Write a Job Description Resource PageMaintain a Legal Hiring Process

Job Shadowing Is a Good Way to Do On-the-Job Training

Job Shadowing Is a Good Way to Do On-the-Job TrainingJob Shadowing Is a Good Way to Do On-the-Job TrainingJob shadowing is a type of on-the-job employee job training in which a new employee or an employee desiring to become familiar with a different job, follows and observes a trained and experienced employee. Job shadowing is an effective form of job training for certain jobs. Job shadowing allows a student, employee, or intern to gain comprehensive knowledge about what an employee who holds a particular job does every day. Job shadowing provides a far richer experience than reading a job description or doing an informational interview during which an employee describes his or her work. Job shadowing allows the observer to see and understand the nuances of a particular job. The job shadowing employee is able to observe how the employee does the job, the key deliverables expected from the job, and the employees with whom the job interacts. He or she can attend employee meetings, visi t customers, attend conference or training events, and become completely familiar with the job. Who Participates in Job Shadowing? Job shadowing is effective when an organization is onboarding a new employee and when longer term employees want to learn about different jobs in the company. An employee may have expressed interest in doing a different job, for example, but he or she is notlage sure about leaving the tried and true for an uncertain future. Job shadowing can provide enough information about the new and different job to allay the employees fear of the unknown. So, job shadowing is a handy tool when you want employees to have career opportunity via job transfers or lateral moves. Job shadowing is also effective for college and high school students who may want to test their interest in a career by finding out what happens in a particular job day-by-day. Job shadowing is an essential component of any internship experience interns need the opportunity to experience a ran ge of jobs within a company while they work in their internship.(Having an intern sit at a desk and do the same tasks for the duration of the internship is indicative of poor planning andproviding a failed intern experience.) When Is Job Shadowing Most Important and Effective? Job shadowing is effective for any job in which the seeing is more graphic than the telling, or when the seeing is an important component of the learning. When job shadowing, the individual sees the actual performance of the job in action. But, in job shadowing, the participant also sees and experiences the nuances of how the service is provided or the job performed. The participant experiences the employees approach, the interpersonal interaction required, the steps and actions necessary, and the components needed to effectively perform the job that the employee might never think to mention. While all jobs can have a component of job shadowing as part of their training and employee development plan, job s hadowing is especially effective for jobs such as these. Restaurant employees serving staff, bartenders, cooks, chefs, bus persons, cashiers, hosts, and so on.Medical professions physical therapy, occupational therapy, nursing, physicians, radiologists, surgeons, and so on.Manufacturing jobs supervisors, quality control, skilled trades employees, machine operators, tool and die makers, machinists, and so forth.Administration receptionists, administrative assistants, secretaries, clerks, and so forth.Skilled Trades carpenters, painters, woodworkers, electricians, plumbers, heating and cooling technicians, and so forth. Product development and go to market including computer programming, market research, marketing, sales, customer service, technical support, user experience testing, quality control, and so forth. These examples demonstrate the types of jobs in which learning by job shadowing is an essential component. But, learning in any job is enhanced by a component of job shadowin g. So, dont automatically eliminate, for example, positions such as a management job, Human Resources, supervision, finance, and executive leadership. All jobs have components that are best learned by seeing the job in action. A job shadowing employee can attend meetings, participate in brainstorming sessions, take notes during planning sessions, debrief job candidates, and participate in a variety of non-confidential activities. When Is Job Shadowing Essential? Finally, job shadowing becomes essential when an employee is trained internally for his or next role. For example, the HR manager shadows the HR director when the director is expecting a promotion to vice president an HR assistant shadows the HR generalist when the generalist expects a promotion to HR manager. In a manufacturing company, the press operator cannot receive a promotion to a supervisory role unless he has trained a press operator to replace him. Training starts with job shadowing so the replacement employee understands the big picture before working to operate the ten-ton press. Find out more about why organizations might want to use job shadowing as an essential component in their on-the-job training methods. More Tap the Power of Internal Job Training

Millennial Job Info 12 People to Follow on Twitter

Millennial Job Info 12 People to Follow on TwitterMillennial Job Info 12 People to Follow on Twitter2The below 12 Twitter users are successful professionals providing millennials with support in job searching, career success, leadership, geschftliches miteinander change, education, and other important millennial topics.Here are 12 people millennials should follow on TwitterLindsey PollakThe millennial workplace expert is also a bestselling author and a highly popular Twitter user. She covers all things related to millennial careers, and sheprovides support and guidance related to millennials and college.Super honored to be on mashable list of top 20 to follow for career advice http//t.co/elqvaIAiY0- Lindsey Pollak (lindseypollak) September 14, 2015Mallie RydzikBranding herself as a creative scientist, Mallie Rydzik is a consultant and coach to creative entrepreneurs interested in online business. She provides information on all aspects of millennial life, including careers.Yessss Introverts Will Soon Rule the Business World http//t.co/f6WNQngqF9 - Mallie Rydzik (MallieRydzik) October 15, 2015Aaron McDanielThe blogger, entrepreneur, and public speaker is also an expert on being a successful young professional. For millennials, his tweets provide inspiration for career growth and professional success.Millennials Are Cynical Do-Gooders http//t.co/rfdpEMIqTK - Aaron McDaniel (MrBiz) June 2, 2014The MuseLooking for your dream job? The Muse delivers career advice and job search support. The Muse Twitter feed is full of information aimed at helping professionals, including millennials, advance their career or begin targeting a new one.92% of companies now use socialmedia to hire. Dont get left behind http//t.co/By2w2IIVq7 jobhunt pic.twitter.com/k8g3evhUVF - The Muse (dailymuse) August 5, 2014Brazen CareeristCovering everything careers, Brazen Careerist uses its Twitter page to connect with professionals looking to solve business problems. The topics discussed c an help millennials prepare for a new career or grow their current one.Everyone deserves a job they love including you Find yours at our 10/28 event http//t.co/aSSFALhOKC pic.twitter.com/yqnsDzfiD5- Brazen (BrazenHQ) October 8, 2015Dan SchawbelThe bestselling author is a career and workplace expert that provides millennials with business and career information and support. From startup information to career mistakes, Dan tweets about numerous millennial-relevant topics.3 Mistakes You Dont Want to Make on Your Rsum http//t.co/KokFmxcsLM SheiresaNgo - Dan Schawbel (DanSchawbel) October 14, 2015Millennial CEOThe Millennial CEO Twitter page provides daily support and information about all things millennial business. The focus of the page is solving business issues and problems using the mindset and approach of a millennial professional.Mobile Workforce Less Talking, More Doing http//t.co/cJByylAElJ danielnewmanUV IT tech - Millennial CEO (MillennialCEO) October 15, 2015Chelsea Kros tNot only is Chelsea Krost a TV and radio talk show host, she is a millennial spokesperson with a focus on professional branding. Through Twitter, Chelsea provides millennials with information and tips that will help them in both their personal and professional lives.Five Ways a Busy Millennial Uses Tech to Stay Productive http//t.co/TZfLa8cOKd via AGBeat- Chelsea Krost (ChelseaKrost) October 15, 2015Elisabeth KelanA professor of leadership at Cranfield School of Management, Elisabeth Kelan is an expert on workplace diversity, women and leadership, communication, and generations at work. She frequently tweets about leadership, millennials, and equality in the workplace.Justify the gender pay gap, California orders firms http//t.co/jCDJqDZQiS- Elisabeth Kelan (EKelan) October 7, 2015Emily MiethnerCEO of FindSpark, Emily Miethner is also a leader in careers with a special focus on entry-level and millennial careers. Tweets are often career related and provide millennials with inform ation and support to grow their careers.My Experience Creating a Diverse Community through FindSpark and What Most People Miss https//t.co/XCAUf2rpEs pic.twitter.com/rGKvbOaKKS - Emily Miethner (emilymiethner) July 29, 2015Christine HasslerAs a generation Y expert, Christine Hassler helps millennials get past their career expectations and move into action. In addition to her uplifting tweets, Christine Hassler is a life coach, author, and speaker.How to Cure an Expectation Hangover click here http//t.co/BKjdspkhpr expectationhangover - Christine Hassler (ChristinHassler) October 12, 2015Providing job search inspiration and career support, is the place to go for flexible work information and job listings. Currently, the 100 Days on Jobs for Millennials campaign is providing millennials with information on all things career related to their generation.Asking for workflex take baby steps to build your managers confidence in your flexible working CatalystInc workflexibility- () Oct ober 15, 2015Readers, which users do you follow to get your millennial job info? Share your favorites with us below

What Is So Fascinating About Openoffice Resume Template?

What Is So Fascinating About Openoffice Resume Template? If youre trying to acquire a new job thats different from what it is that youre accustomed to, you might prefer to think about an absolutely free printable resume which you are going to be able to adopt and modify to your own info. Should you decide to print the invitation yourself, be certain you can manage it. Going through the resume samples, you will receive an idea on what are the essential things for a perfect resume and exactly what you may include in your application. There are many different ways you could word your thank you notes and there are a great deal of helpful websites and books out there to aid you. The difficult part is figuring out how to begin, and learning how to earn money online for a beginner is extremely tough as there are so many scams and predators out there. If you are looking for a free resume vorlage its probably likely to be in your very best interest to take what you like from a couple of different examples and, create your own customized resume template that youll be in a position to easily merge with your present content. The resume letter ought to be short and simple to read and its always directed to an employer whom you dont know, therefore a lot of formalities arent needed, creativity and appropriate grammar attracts the employer. For an extremely low investment, youre in a position to receive your candy wrapper software and start your organization without delay. Among the biggest issues with applying for a job youre feeling unqualified for is a deficiency of technical abilities or possibly a simple comprehension of what a tech company does. Your resume is also bound to stand out when you were deliberate in regards to the sorts of jobs or internships you held before. The Openoffice Resume Template Chronicles Job aspirants need to look out for a resume template instead of a curriculum vitae template. Everybody will advise you to use templates or layou ts that enable you to provide coherence to the material. The Openoffice Resume Template Pitfall Youll also get to see, by means of the sample resumes, what you ought to write and the way you should write them. When you pick one, all you want to do is fill in your information. On searching it online, you will find the list of templates for the particular position. For a superb education resume or an academic resume the major information is the work profile. font of Openoffice Resume Template With the aid of the template you are able to develop a flawless resume. You can select the suitable template and design your resume for the specific job. Each resume template needs to be related to the vacant position and ought not to sound generic. There are printable templates that might be downloaded and folded in line with the directions. Rather than purchasing expensive software or attempting to create a tool all on your own, its possible to instead peruse their repository of templa tes. OOo can only utilize templates which are in OOo template folders. The Hidden Gem of Openoffice Resume Template As you wont have plenty of skilled experience under your belt, start looking for Entry Level Resumes. Job searching can be quite tough and resume writing is among the tasks which have to be done when browsing for employment. There are lots of websites which delivers a Resume builder facility. Resumes should be simple for the reader to follow. Its simple to make a laundry list of all you want in a candidate. You are certain to discover the ideal template that will help you save you time, provide you with a professional look, and leave an enduring impression to land the interview. Each sort of job demands particular abilities, qualifications and experience. When searching for someone, theres normally a particular job in mind, but it doesnt necessarily signify thats the only thing were searching to fill.

The Nuiances of Super Resume

The Nuiances of Super Resume The 30-Second Trick for Super Resume Resumes may be used for a number of reasons, but most often theyre utilised to secure new employment. They may be organized in different ways. They are generally categorized by the manner in which the information is presented. Basic resumes typically have an extremely classic and conventional tone. Depending on the kind of application process youre addressing, it could be appropriate to include samples of your work inside your CV. To learn more about choosing the very best template for your application, it is necessary to pay attention to the differences between the sorts of resumes and what their strengths are the next. You might stuff a brief list of bullets about your skills in there, in the event that you really wished to. Referring a sample template will thus help you in producing the the majority of the opportunity. The Most Popular Super Resume As soon as youve gathered the information that you requi re, youre prepared to put it into the resume template. The upcoming free resume template was created in the shape of a brochure. Thus its important to locate a means to make your resume stand out of tons of different resumes, particularly when youre in design. You should help them do that by writing in bulleted style to improve the readability. The Nuiances of Super Resume Dont print on the front and the rear of one page, which demands the prospective employer to turn the sheet over to find the remainder of the resume. Developing a new resume in the event that you already have existing ones is a little complicated but only at the start. There are steps that you may take to make your resume email stick out from the rest. Possessing a resume template gets rid of the desire to clutter and the structure makes it feasible for the nutzer to distinguish which information ought to be set on paper and which needs to be left for the interview part of the application approach. It is not hard to edit and user-friendly. Afterwards, you might get into your professional experience. Full life-cycle experience is quite valuable. The Bizarre Secret of Super Resume Few people are able to maintain a Super Star brand as time passes. Which, needless to say, is the thing I couldnt do. Then it may be time to bring some style to your resume One resembles a movie poster. Type of Super Resume All you have to do is plug in your information and its prepared to use. You may have a foundational resume that compellingly articulates the most crucial info, states Heifetz, but you need to alter it for each opportunity. Because after you have provided your private information, or youve uploaded a present document, drafting becomes a lot easier. You can also, return to the work description. Its possible that forfirst job resumes, its not essential for the applicant to have a comprehensive cover letter. however, it cannot go amiss when it has to do with applying for work. The resume summary is simply a bridge to have the hiring manager in your experience. The piece you truly need the hiring manager reading is your latest work experience (and be sure you tailored that info to fit the work description). When you have to prepare a professional resume, student resume, graduate or entry level resume, or a resume for a particular job role or whether youre writing aresume for a very first job, additionally it is critical to keep in mind that you arent the only part doing this. Whether youre applying for work, a grant, or using your resume to construct your own client base, a skilled and well-organized resume is advisable. The job, the market, and the institution proved not the ideal fit for me. The Battle Over Super Resume and How to Win It You wish to capture the hiring managers attention from the beginning and reveal that youre a very good match for the position. In any event, youve met your objective of getting your resume before a true individual . Theres no correct or wrong approach to create your resume since, at the conclusion of the day, the primary purpose is to become hired and your updated resume is only one of the numerous tools that could be utilised to impress prospective employers and big businesses. The more specific youre, the more you may stick out from the rest. Exactly like any resume, acover letter has to be tailored to the particular role, company or sector youre applying for. The truth is that hiring managers search for certain patterns, and you will be better off if you take advantage of an organizational pattern thats both logical and simple to read. Many applicants have a tendency to concentrate on filling their resume with the particular skills which make them uniquely qualified to fill a position. 1 advantage for employers to internet resumes is the substantial cost saving in contrast to traditional hiring methods.

What is the Difference Between Leadership and Management

What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet ansicht needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, unterstellung programs stem from one of the many different theories of leadership. Some of behauptung key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encuraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain thin gs, such as resurces or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order t o close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process mora data and react mora swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving unterstellung goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure yur management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Curts Union Ruling and Impact on HR Practices From ur trusted Partners From ur trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was abou t implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet ansicht needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, unterstellung programs stem from one of the many different theories of leadership. Some of unterstellung key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate i t in the workplace Authentic Leadership Encuraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resurces or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, man agers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process mora data and react mora swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving unterstellung goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure yur management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire peopl e. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet unterstellung needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential di fference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyda y operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process mora data and react mora swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organization s no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, th e lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typical ly, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce peop le to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process mora data and react mora swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of the ir teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leade rship and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a s pecialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a He ro Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process mora data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices Fro m our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing chan ge. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the t wo are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leaders hip responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders d o, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires th e facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities a nd they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There ar e times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leadership development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situati onal Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribution Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successful, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership deve lopment as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspective of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Development Two Different Things?What is the Difference Between Leadership and ManagementSearch Are Leadership and Management Development Two Different Things? Share this articleTwitterLinkedinFacebookemailLeadership Versus Management Do you know the difference between leadership and management? In Western economies, the lines between the two have become blurred. In her book, The Seven Keys of Charisma (1997),Joanna Kozubska says There are times when a leader needs good, systematic management skills and times when a manager must inspire people. We have to be able to do both. This has significant implications for the way that leaders and managers should be developed. Originally, the difference between management and leadership arose based on the perception that management was about implementing organization and leadership was about motivation, vision, and managing change. Based on this differentiation of skills, different training solutions evolved to meet these needs. Managerial training involved elements of planning, organizing, staffing, reporting, and budgeting. Often lead by a specialist, management training was finely tuned to meet the requirements of a particular population. In contrast, leaders hip development programs often look not at the what of a managers role but rather the how. Typically, these programs stem from one of the many different theories of leadership. Some of these key theories are Situational Leadership Different circumstances require different forms of leadership Leadership Traits By examining the traits of great leaders, employees can copy and develop them Leadership Behavior Looking at what leaders do, rather than their traits if we can define successful leadership behavior, we can train others to replicate it in the workplace Authentic Leadership Encouraging leaders to be true to themselves and take unconditional responsibility Transactional Leadership The mutual benefit from an exchange-based relationship, where the leader offers certain things, such as resources or rewards, in return for the followers commitment Leader as a Hero Leaders are born with innate, unexplainable skills and charisma consequently, they are elevated to hero status Attribu tion Recognizing the importance of followership and concentrating on the factors which induce people to follow a particular leader Transformation Proactively motivating others to breed commitment, not just complianceThe Importance of Leadership DevelopmentWhichever model or training vehicle is used, the essential difference between management and leadership development is in the role of the facilitator. Management training requires the facilitator to remain in the instructor role, imparting new information to the participants. On the other hand, leadership development focuses on the how. He/she needs to create an environment where participants feel confident enough to articulate their development needs, learn how they can fulfill them, and practice different approaches in order to close any gaps.While leadership development had to rely on and reference managerial responsibility, management training did not need to reference leadership experience. An instructor could lead a successfu l, practical management session in isolation from any leadership capability or behavior. In other words, they could operate quite successfully in a leadership vacuum. This led to some participants to see leadership development as something for them upstairs and not as something that was instrumental in their everyday operational tasks. Fundamentally, leadership is proactive. Effective leaders anticipate problems and opportunities and they motivate and develop strategic responses. In contrast, management is reactive. When problems develop, managers respond. In the past, this was the key differentiation between leadership and management. Now, the two are coming together.Leadership and Management TodayTodays team managers have to process more data and react more swiftly than they did ten years ago. However, they are now also expected to take responsibility for the morale, well-being, and development of their teams. At the same time, there has been a cultural shift from the perspect ive of employees about their manager. Managers may be responsible for the commercial aspect of their teams performance however, in achieving these goals, employees expect that the manager will behave not as a dictator, but as a colleague not as the boss, but as a coach. The simple truth is that todays organizations no longer want managers who can maintain thestatus quo they want leaders at all levels who can inspire individuals and the organization to greater success. Ultimately, when looking to build and structure your management and leadership development, you should be highlighting the link between managerial training interventions and leadership responsibility.Originally featured in TrainingZoneRelated Salary.com Content Overqualified? You May Be Underemployed. How Much Are Dads Worth? Supreme Courts Union Ruling and Impact on HR Practices From our trusted Partners From our trusted Partners Home Articles Are Leadership and Management Developme nt Two Different Things?

If Nothing Else, Do These 5 Things in Your Job Interview

If Nothing Else, Do These 5 Things in Your Job InterviewIf Nothing Else, Do These 5 Things in Your Job InterviewGetting face-to-face with a potential employer can be very exciting- and also totally nerve-wracking. Unfortunately, there are many, many ways that job seekers can botch up a job interview. If nothing else, do these five things during your job interview to ensure successShow up on time.It goes without saying that the first impression youll make on your potential employer is if youre on time- or not. Be sure to show up at least 15 minutes earlier than your scheduled interview time. Not only will you be able to find parking, but you can also find the hiring managers office and get yourself situated with time to spare. If youre doing a Skype interview for a telecommuting job, make sure that you sign onto your account at least 10-15 minutes prior to your scheduled interview time. That way, if your connection is slow or a program isnt working, youll have time to fix it before yo ur interview- sans stress.Remember your interviewers name.Youre nervous. Its totally understandable. But your interviewer wont understand (or think too highly of you) if you call him Mr. Wilsonand his name is Mr. Weathers. To avoid saying the wrong name- or forgetting it altogether- try practicing saying your interviewers name a few times before the interview. That way, it will flow more freely and naturally during your conversation.Learn how to talk about your accomplishments. If you thought that your resume and cover letter could do all the talking for you, think again. During the job interview, your interviewer will most likely ask you to expand upon certain points in your resume. But if talking about your previous accomplishments leaves you a little tongue-tied, youll need to learn how to speak about your successes without sounding like youre boasting or bragging. Focus on what you specifically did (e.g., you helped create a company-wide program that helped boost productivity by 20 percent) to ensure that your conversation will be fact-based.Speak well of your previous position. Even if you absolutely, positively hated your last job and every single solitary thing about it (including your insane boss), you should never, ever mention it during a job interview. While no one is asking you to lie about your previous job, you should try as hard as you can to find a few positive things to say about the position. You can mention how you learned a new program, worked together well as a team, or helped your boss on a months-long project. If you are negative during an interview, you are limiting your chances of getting hired, so stay positiveShowcase your knowledge. Some job seekers show up to a job interview ready to answer questions about their previous work history, but dont have any questions of their own to ask their prospective boss. Before heading into the interview, do some research first about the company and your interviewer. Find out about the history of the company and, if possible, your interviewers own accomplishments working there. He or she will be very impressed that you know so much about the company, which will surely make you one of the top candidates for the position.Sure, there are many things you can potentially do to make an interview go badly, but there are even more ways that you can swing a job interview in your favor. Be confident, be prepared, and be ready to accept a job offerReaders, how do you prep for job interviews? Let us know in the comments section below

Why are your employees quitting

Why are your employees quittingWhy are your employees quittingRetaining talent is as important as attracting new talent because job hopping can actually be very costly for the employer.Tzu sichefore, employers should always be in touch with their employees and understand why their employees stay and for the quitters, why they quit.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreBelow I have put together the most common reasons why employees leave and how an employer can avoid this situation.Low CompensationEverybody wants to get paid what they deserve and when an employee finds out that s/he is getting paid lower than the market value, then, this part feels undervalued and wants to leave. As an employer, if you want to keep an employee who is getting paid lower than the average, then you either should have a great company culture or a well-known brand recognition. Otherwise, as soon as your emp loyee finds another job with higher compensation, s/he will leave.Lack of Career Advancement OpportunityEmployees always look for new opportunities to advance their skills so that they can move up the career ladder. Especially employees from Generation Y and Z want their employers to provide them training options or rotational programs within work so that they can improve themselves. Therefore, if an employee feels that work has started to become routine or the managers dont give importance to his/her progress, then, s/he will want to leave.Relationships with Coworkers and ManagersEmployees do not leave companies, they leave their managers and coworkers. If an employee has problems with his/her manager, then, it means that this employee will most likely leave soon. Also, if an employee doesnt have any friends at work who s/he chit-chats or goes to lunch with, then, this employee is most probably not happy with his/her job and may soon leave the company.Job SecurityNobody wants to wo rk in an environment in which the future of the company is unclear. Employers should demonstrate stability and growth to their employees. One way they can do this is sharing financial reports with them quarterly or informing them via monthly newsletters. The important point is to be transparent to your employees so that they can feel secure in their jobs.Pursue Other OpportunitiesSometimes your employees leave because they want to pursue other career opportunities. They may want to make a career change or go to graduate school to make an academic career or they may want to found their own businesses. Therefore, no matter what you do, sometimes you cannot stop them because of their personal goals or life events.This article first appeared on Personal Branding Blog.

Work-At-Home Call Center Jobs in Colorado

Work-At-Home Call Center Jobs in Colorado Work-At-Home Call Center Jobs in Colorado It takes more than a phone and an Internet connection to land a work-at-home call center job. You have to be in the right location too. Only a few virtual call center companies hire in all states. This list of  call center companies hire for home-based jobs in Colorado: Accolade Support Call Center Services The home-based tech support agents and customer service reps servicing this firms clients are all independent contractors. Pay is a per-minute rate at a maximum of $10/hour. However, there is no minimum wage. Alorica Alorica, which merged with home call center company West at Home, hires work-at-home customer service reps in Colorado who are paid on a per minute or per call basis, but since they are employees, they are assured of earning the minimum wage in their state. American ExpressFinancial services company hires home-based call center agents with experience in reservation systems (as well as travel agents)  for the companys corporate travel division. Bilingualism is an advantage in getting hired into one of these jobs. Apple At-Home AdvisorsThe work-at-home call center division of Apples customer care division hires technical support agents nationwide though the jobs often have locations listed in the postings. Apple provides computer equipment. AROCompanys virtual call center employees work in a variety of jobs including sales and customer service. It also hires insurance auditors and LPNs and RNs to work from home. Aspire LifestylesSpecializing in virtual assistant or concierge services, the companys remote agents handle customer requests  phone, e-mail, and chat. Fluency in French, German, Spanish or Italian is a plus. Asurion (formerly NEW Corp)Call center for device replacement insurance hires remote employees for full- and part-time work. Carenet Healthcare ServicesRegistered nurses are hired for medical call center jobs from home. Agents are employees and paid approximately $25/hour. Jobs are full time, and overnight work may be available and/or required. Convergys Work-at-home call center reps employed by this business process outsourcing (BPO) firm  take incoming calls and provide customer service, sales or technical support. Companys training is paid, and it offers benefits. LiveOpsThis BPO hires remote call center agents as independent contractors for a variety of customer service jobs including bilingual customer service (Spanish and French), insurance work and financial services. Agents are paid at a rate that is based on minutes of talk time plus sales incentives in some cases. Agents must become certified to work for individual clients. This certification is not paid. Agents must pay for their own background check. SitelSitel WorkHome, the companys work-at-home program, offers its call center employees  professional training from home for full- and part-time jobs. Support.comThe company provides technical support services for its clients, using remote chat and call center agents. Its remote services technicians answer inbound calls. SYKES Home Powered by Alpine AccessRemote employees receive inbound customer service, and sales calls for a variety of this BPOs clients. They are paid for training, and then receive around $9/hour. Applicants who are offered a position must pay $45 for a background check. The hiring process for these call center jobs is online and by phone. Bilingual skills a plus. teleNetworkOutsourcing call center hires work-at-home technicians to assist with Internet services, desktop support, and security issues as well as customer service reps. TeleTechHomeThe global company hires associates for  20-30 hours/week to work from home as call agents and other fields. Bilingual call center agents needed. Benefits include paid training, 401k. Pay is $9-10/hour. TranscomCall center company hires work-at-home agents for customer service and tech support in Colorado. Ver-A-FastHome  call center agents make verification calls for companys clients, which are primarily from the newspaper industry. Windy City Call CenterChicago-based call center company hires remote agents in Colorado as employees for telemarketing jobs. These virtual call center companies may also hire agents from Colorado. And these worldwide work-at-home jobs, though not necessarily call center jobs, hire just about everywhere.

Tips for Writing Handwritten Cover Letters

Tips for Writing Handwritten Cover Letters Tips for Writing Handwritten Cover Letters You might think that handwritten cover letters are a thing of the past, but that’s not always the case. 99% of the time employers want typed letters, but every once in a while they ask for a written letter. These examples of real-life job postings ask for exactly that: For immediate consideration, please fax a handwritten cover letter and resume.Submit resume and handwritten cover letter.Please submit a resume with a handwritten cover letter. As our required documentation is very detailed, your handwriting is very important to us.Please email or fax a handwritten cover letter and typed resume with Attn: Hiring Manager. You might be asked to submit one because the job involves writing and your handwriting needs to be legible. It’s also a way to check out your spelling and grammar. Tips for Writing Handwritten Cover Letters As you can see from the last example if an employer is asking for something handwritten it’s important that your penmanship is perfect. Handwriting can seem like a lost art in a time when almost everything is done on a computer, so take the time to get it right. What You Need You can write the cover letter on computer paper, that way it will match your resume and will be easy to scan if that’s how you are going to send it. You could also opt for a higher quality stock paper to make a really good impression. Use black or blue ink and a quality pen. You may need access to a scanner and a fax machine. Practice Your Penmanship If your handwriting isn’t neat, practice writing by copying another document. Remember what you learned in elementary school, and practice a few times until your writing is clear and legible. Printing your letter is fine, especially if your cursive isn’t very readable. Compose Your Letter Keep your letter short and focused on why you are the best candidate for the job. Relate your experience to the employer’s requirements. The first paragraph of your letter should explain why you are writing, the second explains why you are qualified for the job, and the third thanks to the employer for considering you for the job. To be sure its perfect, compose your letter on your computer, spell check, and grammar check it, then print it and copy it. Format the Letter Be sure to format your cover letter as you would a typed letter including your contact information and the contact information for the employer. Write a Rough Draft Write a rough draft of your letter so you can see how the spacing, paragraphs, and format look on the page. Proofread Your Letter The employer is evaluating more than your penmanship. They are going to be reading your letter for content and style, as well. Reread your letter one more time to make sure it flows before you write the final version. Write the Final Version Write the final version of your cover letter using a good quality pen. Leave room for your signature. Sign the Letter Sign your letter with your full name (first name, last name) and make sure your signature is legible, not a scribble. Even if you print your letter, your signature should be written in cursive. Scan the Letter With a handwritten letter, you are going to need to scan it to apply online or via email. If you have an iPad  you may be able to use  an app to scan your document.  If you dont have a scanner or an iPad, check with office supply and shipping stores like FedEx Office Stores, UPS Stores, Staples, etc. You should be able to scan it for a nominal fee. You can save the scanned document as a PDF file on a flash drive or email it to yourself. Mail, Fax, Email or Upload with Your Resume to Apply Employer requirements vary, so follow the instructions in the job posting to apply. Know how to correctly mail a resume and cover letter. If you’re emailing your application, make sure to attach your applications materials to an email message. If you don’t have a fax machine, you can use an internet fax service to send.

Diversity expert for Fortune 500 companies on what an ideal inclusive workplace looks like

Diversity expert for Fortune 500 companies on what an ideal inclusive workplace looks like Diversity expert for Fortune 500 companies on what an ideal inclusive workplace looks like Ladders recently spoke with Joe Gerstandt, a renowned keynote speaker and consultant who works with Fortune 500 companies, small non-profits, and everything in between to help them understand diversity and inclusion. Read on as Joe discusses technology’s role in HR,   what an ideal inclusive workplace looks like and the challenges organizations face to achieve it.How important of a role does technology, like data science for example, play in the field of HR and specifically in your work?I think that technology and data science are going to revolutionize DI work…there are some powerful opportunities to reduce the impact of bias, and identify where bias is causing us to leak talent.  Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Joe GerstandtWhat are the biggest challenges, from a technical and/or business standpoint, that those in recruiting and talent acquisition face nowadays? I thi nk that few organizations understand the impact that bias has, I think that in most organizations “talent,” is a relatively vague and ambiguous idea, I think that most organizations are focused solely on finding talented individuals, and not at all on building talented teams…which is a different body of work, I think that most organizations still do not understand the value of diversity and inclusion.What does an actual, inclusive workplace actually look like, and how does one achieve it? An actual inclusive workplace is one in which employees, regardless of who they are or are perceived to be, consistently feel included. What that looks like and means is going to vary from organization to organization. A big part of the reason why we have made so little progress on inclusion is that very few organizations have any clarity on that experiential outcome they are promising to deliver, there is not conversation around what it means to be included, what it looks like, feels like, a nd sounds like…so they continue to chase a vague and ambiguous target. Which is incredibly wasteful. Inclusion is the product we are hoping to deliver, an employee experience of feeling consistently included…if it is our product, we should be able to speak to its characteristics. Most organizations can’t do that. Including organizations winning awards and getting put on lists. Inclusion as a body of work is in its infancy. You achieve an inclusive workplace by getting some clarity on what it means to be fully included in your organization, and then identifying the behaviors and practices that inform that experience.  What should HR/recruiting/talent acquisition execs look for when recruiting job candidates? That they are willing and able to align with the values of the organization, and they bring something new / make the organization or their team smarter in some way.

Starting Your Job Search Campaign

Starting Your Job Search Campaign Starting Your Job Search Campaign Launching a job search will take more than polishing your resume. It is going to take some serious campaigning. It all starts with a strong platform and a plan to gain visibility.Your promise. Political candidates represent issues that benefit their constituents such as the economy, human rights or environmental issues. These are the problems they want to solve for you, the voter. Politicians want to rally your support by addresses and professing to solve your problems. Now, put your campaign hat on and make your campaign promise one that solves the problems your ideal employer would face. Through informational meetings and conversations, learn about their projects and challenges and incorporate that into your promise of value- the problem that you will solve for them.Start close to home. Before you jump on the campaign trail, you want your closest friends to support and advocate for you. For them to do this, they need to know what you stand for. Your closest supporters should know y our campaign promise. Make it easy for them to remember and share. You can take it one step further by helping your friends, family and colleagues understand which employers would benefit from your promise. Let them know the company names so they can be on the lookout and promote your candidacy.Hit the campaign trail. No one will ever know about you if you aren't visible, so get out of your house. Attend events where your voters are, the people with the power to hire you or who should at least be aware of your campaign promise. They belong to professional groups, volunteer in the community, host company events and they may even belong to the local gym. Be strategic. Your time and travel cost money, invest both wisely by knowing where you're going and whom you want to meet at these events.Your campaign materials. You probably haven't seen signs that say "Vote for Me! I'm running for anything." The same is true for your campaign. You're pursuing a specific role based on past successes . Your campaign materials should clearly identify the role you're seeking and your prior accomplishments. These materials are the tools you hand out to promote your campaign promise and could include a business card, a one-page bio or even your email signature. If you're serious about your campaign, you have to promote yourself and let people know you're in the running.Practice your speech. Politicians don't just wing speeches or show up at a debate unprepared. Likewise, you should practice and rehearse how you will answer questions until you come across as genuine yet polished. Your speech could be the answer to "what do you do," a common question when you meet someone new. Rehearsing for an interview is equally as important, especially knowing how you will answer those "hard to answer" questions, like why you left your last job. Your campaigning is ongoing. Once a politician has been voted in, he or she continues to communicate with his or her constituents. He or she remains visib le and shares updates on the promises made, or at least the progress he or she is making. Politicians know their term will be over and want to maintain the support they have worked so hard to acquire. You may not know when your term is up, however, it can't hurt to stay in contact with the supporters you've made along the campaign trail.Hannah Morgan is a speaker and author providing no-nonsense career advice; she guides job seekers and helps them navigate today's treacherous job search terrain. Hannah shares information about the latest trends, such as reputation management, social networking strategies, and other effective search techniques on her blog, Career Sherpa.

Four Tips for Planning a Career

Four Tips for Planning a Career Four Tips for Planning a Career Planning a career  should be taken seriously. When you are first starting out your  career plans  should be clear. You should have a general idea of what field you wish to enter and how much training you will need. If you do not have the proper training you should take the steps to get it as soon as possible. The better prepared you are, the greater your chances are of making yourself into a success. Here are some tips to help you as you map out your steps in the beginning stages of your career. 1. When you are  planning a career  you need to know your strengths and weaknesses. The reason for this is you need to develop a good, solid resume and know how to discuss your ambitions in an interview. There are plenty of  careers  to choose, but you need to know where you fit in and in what capacity. Then, you need to play this up so that you will look better than other applicants. 2. In order to get good information about  career info  you can search online for the most important information related to your industry. Doing a good  employment job search  is essential, because you will want to have as many different options as possible. The more resumes that you send out the better your chances will be to snare the interview. 3. You should also make sure that you are clear that you want to be able to excel in your career choice. Management options are always available in most positions, so you want to be clear that that is your intention in the long run. 4. When you are working, make sure that you perform your job duties to the highest level possible. When planning your career, make sure you plan what exact steps you are going to take as you are working how will you succeed at a given job? Make sure that you get along well with management and that you are a team player. Your hard work and efforts will pay off. Career planning is important. Make sure that you take the necessary steps to get yours off to the right start. When you are ambitious and willing to work hard, it will show to others and you will succeed in your endeavors.

6 Ways to Use Your Job Search Time Wisely

6 Ways to Use Your Job Search Time Wisely 6 Ways to Use Your Job Search Time Wisely When you are out of work and searching for a job, there are countless ways you could spend your job search time wisely, or not so wisely. Do you camp out on LinkedIn all day, making connections and finding people pertinent to your job search? What about calling every HR person you can find and giving them your pitch? Maybe you participate in every job fair within 150 miles. It can be exhausting. To minimize job search fatigue and make sure you are utilizing your job search time wisely during this journey, here are six strategies to remember: Tackle your least desirable tasks first. Brian Tracy, in his amazing book Eat That Frog, talks about the benefit of completing our least favorite tasks as early in the day as possible. If you don’t go ahead and get it over with, the task hangs like a cloud over your whole day. You need all your mental energies focused on the present moment. If procrastination is a consistent personal challenge for you, check out my article, 25 Ways to Fight Procrastination. Set and follow a schedule. Since searching for a job is as intense as having one, develop a schedule for each day. Determine how much time you want to allocate to the job search, and divide up those hours with specific activities. Decide in advance what constitutes a valid interruption of your work. Post them in a place where you can see them if needed. Your time is too valuable to waste! Keep a log of your progress. You may enjoy one activity related to your job search more than another (e.g., perusing job sites versus making phone calls), but if it isn’t moving you toward gainful employment, why are you doing it? Create an activity log that lists the activity you engaged in that day and what, if any, results you got. Review it weekly to see where you may want to spend less (or more) time next week. Post when others are looking. A significant portion of many job searches today is about engaging others online. If you are posting when no one is looking, how effective is that time you are spending on it? Once you identify individuals you want to follow or interact with, notice their online habits. When do they post to social media? If you’re using LinkedIn as a job search tool, the best times are 7-8:30 a.m. and 5-6 p.m. Fannit has a superb infographic on the best times to post to social media. Focus in short bursts. The job search process is mentally draining. If you work for long periods of time, you tend to get sloppy and less effective in your work. You also tend to try and multitask more often as you get tired and your mind starts looking for distractions. Set a specific period of time to work on one part of your job search, and don’t allow anything short of a house fire to deter your attention. An effective tool to aid you in your focus is the Pomodoro Technique. Take time for personal renewal. The job search can become an all-consuming process, robbing you of time you need for improving your personal well-being. Schedule time in your day to do those things that refresh and renew you. Look for moments of what I call sacred idleness. Plan ahead on how you will spend your evenings. I had a friend who was out of work and gained over 40 pounds during his job search. He allowed the stress to drive him to overeating, and I can only imagine how much it hurt others first impressions of him when he had an interview. Remember that a job is what you do…it is NOT who you are. To learn more time management tips and strategies, download my article, 15 Proven Time Management Strategies. And may your next job bring you more work-life satisfaction than you ever dreamed possible. Readers, how do you use your job search time when actively or passively job searching? Share with us below! Todays guest expert is Jones Loflin. Using innovative ideas with practical applications, author and speaker Jones Loflin equips individuals with real tools to move their work and life forward. You can learn more about Jones at www.jonesloflin.com or contact him directly at info@jonesloflin.com.

How Toxic Bosses Can Chase Off Amazing Employees

How Toxic Bosses Can Chase Off Amazing Employees How Toxic Bosses Can Chase Off Amazing Employees A recent Gallup study found that around 50 percent of people have left a job to get away from their boss. The same study found that those with good relationships with their managers had higher engagement and satisfaction levels. Management truly drives their teams to success or failure - and in some cases, stress and anxiety. If you’re unhappy at work and wondering if it might be time to leave, take a look at these stories from the employees of former nightmare bosses .   David ran into a toxic boss 20 years ago in the telemarketing department where he worked: “I worked very hard, loved the place and put in extra time. . . . Each day, this bully boss would claim that I was somehow doing things that were wrong and find excuses to threaten me with the sack. I often turned around to find him sitting behind me, just inches away. . . . I was eventually called upstairs to the HR managers department and told that I was being let go due to not having done well. When they crunched the numbers on my final pay packet, I had achieved 180% of the end of month target on the tenth day of the month.” Beyond false complaints about performance, this toxic boss also used physical intimidation. But there’s more. “I had been let go just 2 weeks short of passing the probation. The timing was intentional because if he had waited just a fortnight longer, then I would have been an employee with full rights. I never complained about him because he said that if I did, then the department would be wrapped up and my job would be gone anyway.” Not only did the boss use the probation period against the David to target him when he had fewer rights - he also threatened the entire department if David went to human resources and complained. What should you do in this situation? If you think you have a decent rapport with HR, you could go to them despite the threats and tell them about the bullying, bringing records of the interactions if you have them. Even if you’re new to the company - and worry the department might be more inclined to take the manager’s side- still make the report. You don’t want to work for a company where HR doesn’t take employee claims seriously, and no job (or very few, anyway) is worth the stress that this toxic boss put David under. This second story features Katie, who worked her way up from the bottom of a company and gave it her best for five years, only to be driven out of the job by a toxic manager : “I worked for a company for 5 years before I finally had to throw in the towel. I had started with the company in 2008 and actually loved every second of it. . . . Quickly I moved to an area manager position and moved around to different territories across the US. . . . Eventually, I was promoted to a Regional Manager and I worked very closely with my boss (the VP of Sales) and the owner of the company. My boss was actually pretty incredible. . . . The owner of the company, on the other hand, was not. . . . If you caught him on a bad day, he would call screaming and cursing, rather than ask questions to find out what happened. He failed to coach, and just belittled. Still, I withstood the verbal abuse because I respected my boss and she always had my back.” This sounds like a situation many of us find ourselves in. A member of management is tough to work with, but we love the job and our direct boss is great, so we stay and tough it out. However, in Katie’s case there was more to the story. “Aside from being verbally abusive at times, which all of us just somehow got used to, he was not good with actually running a business. . . . Eventually, it seemed that he found excuses not to pay the people working for him to make sure expenses at the main office got paid. The straw that finally broke the camel’s back for me was when I was in LA with my boss. He called to yell at me. . . . I hadn’t gotten paid, and he had no intention of paying me, and he wanted me to fire someone that was integral to the success of the area. . . . I couldn’t support his decision, so he said I needed to do what he said or leave, so I chose to leave.” What should you do in this situation? Katie made the right choice. You should never feel forced to compromise your morals or integrity by a manager. You also shouldn’t have to deal with a supervisor that calls just to yell at you. Getting the right message across over the phone is important, and yelling definitely sends the wrong message. However, since this was the owner of the company, there, unfortunately, may not have been much Katie could do but leave. While there’s definitely something to be said for toughing out the more tedious parts of an otherwise enjoyable job, it’s smart to set boundaries - and to hold firm on those boundaries. Katie’s experience and rapid rise in the ranks may have made finding an equivalent job easier, without having to sacrifice five years of her career to a miserable boss. Working with horrible bosses is tough. The stress and emotional conflict it causes can leave scars that take years to heal. There are options, though. And there is almost always another job. You should never feel trapped in a position at any company. Don’t let a toxic boss derail your career passion.