Taking A Career Leap Lessons From The Space Jumper - Personal Branding Blog - Stand Out In Your Career

Taking A Career Leap Lessons From The Space Jumper - Personal Branding Blog - Stand Out In Your Career Let's be honest: Taking a profession jump can be a frightening time. Youre bouncing into the obscure whether that is a first activity, vocation change, enormous advancement, or new pursuit. In any case, its great to realize that getting to the edge isnt consistently an awful thing. Take Felix Baumgartner, for instance. The Austrian adrenaline junkie has made a calling out of skydiving and B.A.S.E. bouncing. In spite of the fact that this may not be the correct cup of tea for everybody, there must be a day when Baumgartner took that first profession jump. On Oct. 14, Baumgartner had watchers overall stuck to their TVs as he took a 24-mile-high skydive, breaking the speed of sound. Just to give some perspective, this 4.2-minute bounce took five years to design, plan, and execute. On the off chance that youre pondering taking a lifelong jump, there are a couple of exercises you should take from Baumgartner: Set an objective, subgoals, and a cutoff time. Do you think Baumgartner chose suddenly that he was going to break the sound wall? Obviously not. He took the time and persistence required to characterize his objectives and cutoff times. On the off chance that youre searching out a tremendous advancement, for instance, consider the timetable in which youd like this to occur. Would you like to be advanced by one year from now? Fantastic. Presently set subgoals that will assist you with arriving. Arranging and readiness matter. Once more, it took five years to design the space bounce. That is quite a while! Baumgartners group tried space suits, get away from ideas, and treatment conventions preceding the hop. In the event that youre considering making a lifelong change or searching out the following large advance, you likely wont arrive utilizing blind experimentation. Set aside some effort to set yourself up. Take a couple online course courses, tidy up your systems administration endeavors, or finish the following large task at work. Discover your enthusiasm. Baumgartner has an enthusiasm for skydiving, B.A.S.E bouncing, and adrenaline surges. So consider your interests before taking your vocation jump. Do your vocation objectives really line up with your interests? Would they satisfy you? Travel outside of what might be expected. Now and again, to get where you need to go, you need to do things somewhat unforeseen. Take a stab at something new and see where it takes you â€" it doesn't really need to be a space hop. Take a tip from a coach. On the off chance that you have your objectives adjusted and you did the planning, yet you're despite everything feeling somewhat lost in space, take a stab at using an expert coach. Baumgartner prepared with Colonel Joe Kittinger (his coach) before his jump. Kittinger held his own records and had the option to help plan Baumgartner. Similarly, you need somebody who's been down your street before to grant some knowledge, associations, and tips. Have a reinforcement plan. Things probably won't go true to form. Baumgartner had a reinforcement for his reinforcement and a group of individuals hanging tight for any mistake. You also ought to have a reinforcement plan in the event that your vocation jump goes astray. Regardless of whether you're arranging a lifelong move or searching out an immense advancement, vocation jumps are an energizing time. Yet, before you bounce off the edge, set aside the effort to get ready so you dont need to utilize that emergency course of action. What different exercises did you gain from Felix Baumgartners space bounce? Creator: Heather R. Huhman is a lifelong master, experienced recruiting chief, and organizer president of Come Recommended, a substance promoting and advanced PR consultancy for associations with items that target work searchers as well as managers. She is additionally the writer of Lies, Damned Lies Internships (2011), #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and composes vocation and selecting guidance for numerous outlets.

Turns Out, There Is Political Discrimination and Harassment Too - Workology

Turns Out, There Is Political Discrimination and Harassment Too - Workology There Is Political Discrimination and Harassment Too There Is Political Discrimination and Harassment Too Seven or so years ago, I was asked to teach a course for a client regarding discrimination and harassment prevention. They had offices outside of  Alaska so I researched EEO issues in those states  in order to update  my workbook materials. My research quickly revealed an addition to my list of protected classes: Political Ideology When  I saw those words, I rolled my eyes. You see, while Ive always been an advocate for fair and just treatment of employees, Im not a huge fan  of protecting every little group of folks. I wish, instead, that companies would model and, consistently demand professionalism, manners and courtesy from everyone in the workforce. If they did so, they could terminate anyone who didnt  meet that behavioral standard and still sleep like a baby at night. But I digress Political Ideology Today, when I read those words,  I nod  my head. We are just over a  year into the most contentious political race I have seen and this protection makes  a lot more sense to me now. First, lets define it. Discrimination based on political affiliation or ideology occurs when the employer  demonstrates a preference for, or aversion to, employees or applicants belonging to a particular political party or having associates with connections to a particular political party.   Now, lets explore the scope of it. Laws prohibiting political affiliation discrimination differ depending on location and on public or private sector employment. Federal government employees are protected from such discrimination under the Civil Service Reform Act, and while private sector employees are not federally protected in this way, there are some private sector protections provided by state and local laws. (Check out this article for some more helpful information.) Now, lets think about  it. If  you think that manager or supervisors are not  dumb enough to make employment decisions based on what bumper sticker someone has on their car, how someone voted on a particular ballot measure or candidate, or what Meme or Vine someone just shared on social media, please think again. There are plenty of dumb managers or supervisors in our country  and only in a handful of states would there be repercussions  for behaving poorly in this context. Moreover, lets extend our  thoughts  to the general workforce. While coworkers dont have direct autonomy over employment decisions, they do have the ability to create an offensive, intimidating or otherwise hostile work environment based on their own beliefs, values, bias and prejudices. And Im sorry to say there are plenty of people  who deliberately change their behavior towards another individual because of a bumper sticker, how they voted, or social media activity. Dont believe me? Look in the mirror and ask yourself  to be honest about why you  quit inviting the neighbor to BBQs, why you  started making derogatory remarks about the parent on the soccer field, or why you  quit sitting at a certain table at the pancake breakfast after church. Honest answers might  lead to your or the individuals  political ideology and/or affiliation with a certain campaign this past year. Lest you think Im above reproach, let me assure you I have behaved in this way. I seem to be in a continuous battle in my mind and heart these days about this very issue! This isnt the first contentious political race, but I believe its the most divisive in our nations history. I  also  believe you are kidding yourself if you dont think this is spilling over into the workplace. Let me provide you just a small sampling of examples below. Political Affiliations and How They Border Traditional Protections Although not every state has a specific law protecting political affiliation, political issues can often border other affiliations  such as gender, race, national origin, etc. that are consistently protected around the nation. Therefore, while an employees activities may not fall under political affiliation protections, he/she may  still be protected under traditional nondiscrimination legislation. So The supervisor who consistently  makes derogatory statements about a political candidate and uses words like bitch or cunt to describe that  candidate  would find it nearly impossible to defend him/herself against a gender discrimination claim. The coworker who consistently or continually makes disparate comments about a candidate or political party and pairs these comments to a  religious platform or position would be hard pressed to defend him/herself against the claim that coworkers  having opposing religious beliefs, values, etc. did not feel intimidated, unreasonably uncomfortable or offended in the workplace. The group of employees who continually support a particular candidate with strong views about immigration, visas, citizenship, etc. and think its appropriate to make multiple  statements  about how big the wall will be, how they would be amused by certain deportation activities, etc. would likely find themselves in a shit storm of discrimination based complaints. Goodness, this section alone could go on for another 1000 words but Ill cull it here. Political Activities (At or Outside of Work) The states that have laws specific to political affiliation protections  vary in how these protections are applied and/or interpreted when it comes to specific political activities at or outside of work. For instance, in some states, an employer cannot, during or outside of work hours or in or outside the work area, persuade, threaten or intimidate an employee or group of employees from voting a certain way. Likewise, other states say an employer cannot retaliate against an employee for failing to support a candidate, a ballot  decision, or party whether it was on behalf of the employer on on his/her own personal time. And in other states, employers cannot track or monitor political activity nor can they threaten to shut down or layoff employees should a particular candidate be elected or issue be approved. Employers in  states that do not have laws specific to political affiliation protection could  either find refuse or risk in their conflict of interest, code of conduct, outside activities or similar policies. For instance, most employers have policies against doing anything non-work related during work hours, on company equipment, etc. These policies either directly or indirectly  include political campaigning, activities for personal gain and similar activities at work. (Coincidentally, they often discourage the solicitation of orders for and sale of Girl Scout Cookies in the break room, which is quite disturbing for someone like me but thats a whole other blog topic.) Some of these policies extend to activities  outside of the regular workplace and/or typical work day or week. So The supervisor who wants to fire or otherwise disparately treat  an employee or a group of employees for campaigning for a particular candidate or party outside of work hours  is gonna find that road a tough one to hoe. The employee who thinks its safe to spread political propaganda via documents, flyers, emails, social media, etc. during the work day, on employer  premises, using employer-furnished devices or equipment is going to be sadly disappointed when he/she is legally disciplined or let go for doing so. (Please note, this is similar to religious proselytizing, which employers do not have to allow provided they are consistent in applying this prohibition.) The group of employees who claim their lunch-hour  participation in the rally supporting a particular candidate or party that proports that Christianity is the only true religion  cannot easily defend against the claim that their public and proud participation  doesnt bleed over negatively into their workplace wherein there are multiple non-Christian coworkers. Political Affiliations and Concerted Activity While employers can certainly prohibit general political discussions and political campaigning at work, the National Labor Relations Act  provides that  private employers cannot prohibit discussions about workplace conditions. So Employees discussing why a candidate is better for them as workers and could affect  the working conditions just transformed a political discussion into  concerted activity and, as such, the employer cant do a damn thing to stop it. The group of employees who decide to create and/or wear buttons or t-shirts that communicate a support or opposition from their recognized union and a particular party or candidate have to be allowed to wear them at work. The supervisor or employer who wants to hold its workforce hostage (captive audience) and talk about how a political candidates election or a ballot measure will affect the employer has the right to do so provided its factual and/or in good faith. Speaking of captive audiences, I have held you here long enoughbut bear with me for just a little longer. How should you handle politics in the workplace? Keep things focused on work! Nip any  excessive comments or discussions, especially when a reasonable person would deem them offensive, hurtful or hateful, in the bud immediately.  Be transparent as to why you are shutting down that conversation (in other words, tell the parties you dont believe the discussions are adding value to the work, productivity, quality, etc. and, therefore, you expect people to re-focus their energy and attention). If the discussion is about how a certain candidate or platform would affect the workplace, the specific industry of your company, etc., offer to facilitate a discussion regarding the specific issue and invite everyone to attend. (Please note, you need to be prepared to facilitate this discussion objectively or youll quickly find yourself regretting it.) Lead by example! If youre pontificating about a certain measure, party or  candidate or, worse, using derogatory remarks about someone, I hate to tell ya but you deserve the shit storm that results. I hope youve found some value in this post if for no other reason than youre now thinking about how little or how much protection you have when it comes to your political affiliation. This is a slippery slope, for sure, and its bound to become more so as November draws near. My prediction is that we will see a helluva lot more states with legislation regarding political affiliation protections. Subsequently,  well see massive edits, additions and education regarding applicable  employment  policies and practices. Doesnt that sound like fun? (It certainly would be more palatable if  I had some Girl Scout Cookies.)

How to Write a Better Technical Resume

<h1>How to Write a Better Technical Resume</h1><p>Writing a superior specialized resume is significant for the individuals who have been laid off or for the individuals who are attempting to enter the activity advertise after a cutback. At this point we've all known about organizations dispensing with employment opportunities because of scaling back, and organizations rearranging their workforces. The final product can be that there's an employment opportunity, yet it's not for you.</p><p></p><p>You might be offered a situation with the organization, or you might be informed that you're being climbed in rank to another level inside the organization. You may wind up working for an alternate office through and through. There are numerous alternatives that you can browse on the off chance that you wind up out of a job.</p><p></p><p>In request to compose a superior specialized resume, you should understand that so as to fi nd a new line of work you should have the entirety of the capabilities important to fill the position. Not every one of them might be transferable to different situations inside the organization. This is the place your specialized information on the business comes into play.</p><p></p><p>Some of the capabilities required for a specialized resume incorporate references to your earlier work. These may originate from previous businesses, or different sources that you feel good giving them to. These could be from organization sets of responsibilities, or from outside sources.</p><p></p><p>Another capability required for composing a superior specialized resume is past businesses. You can discover data on this via looking through the organization's site. At the point when you acquire this data, attempt to contact the representatives of that organization that worked for you, and converse with them about how you might have the option to promot e your profession in their field.</p><p></p><p>Other references to your past activity are likewise strongly suggested. This is the place an introductory letter comes in. An introductory letter ought to be given to these individuals, however it's critical to ensure that they are appropriately tended to as well.</p><p></p><p>Your continue is your first opportunity to offer yourself to a possible manager, and ought to be utilized as a decent spot to begin. It ought to give a rundown of the entirety of the capabilities that you have, and it ought to be an unmistakable and succinct approach to give them your top of the line focuses. Putting forth an attempt to incorporate the entirety of the significant data about you will assist with guaranteeing that you can get the position that you want.</p><p></p><p>Remember that composing a superior specialized resume doesn't imply that you are attempting to sell yourself. It i s an approach to assist you with picking up business that will permit you to deal with similar issues that prompted the cutback. Ensure that you list the entirety of the data that you have accessible to you and ensure that your data is a positive expansion to the interview.</p>

These are all the ways you can be a terrible leader

These are for the most part the manners in which you can be a horrendous pioneer These are on the whole the manners in which you can be a horrible pioneer The following is a note I as of late got from an official instructing customer that, despite the fact that makes me tragic, conveys extraordinary knowledge. This high performing official pioneer was leaving an association she adored and had moved for with blended sentiments. As is frequently the situation, she was leaving a direct result of her chief. - Great morning Mary Lee, I have one more week answering to this lady that has made the most recent 14 months of my life staggeringly troublesome. The leave procedure has been significantly increasingly troublesome. In 20 years in the work environment I have encountered nothing like this from somebody at this current lady's level. Each pioneer has opportunity, however I don't accept there are numerous who carry on as seriously as what I have seen over the previous year. I am additionally astounded how her pioneers turn away, an ostrich to this present lady's conduct. I am not customizing this (express gratitude toward you Mary Lee), I comprehend it is just badly arranged to upset business as usual or face the troublesome discussions or the concede that maybe it was an error to elevate her to her present job. Her pioneers are not inept or ignorant, in spite of the damage to our association. Thus, I am composing this to you, since I won't talk with my group, or my friends about this (that would make me a horrendous pioneer). As purgation, the things I wish I could state yet won't. You are an awful pioneer. Not when you consider individuals responsible. Not when you are an extreme pundit. Not when you have exclusive expectations. Not when you need results. Not when you need to control costs. Furthermore, not when you need to make changes in hierarchical structure. You are a horrible pioneer when you don't understand the effect of your conduct and your words. You are a horrible pioneer when you are essentially worried about how you appear to your pioneers. You are a horrendous pioneer when you don't tune in. You are a horrendous pioneer when you trust you have all the appropriate responses. You are a horrendous pioneer when you favor your companions and those you see as faithful to you. You are an awful pioneer when you detail suppositions about representatives dependent on tattle. You are a horrible pioneer when you look for circumstances to help your abstract assessments. You are a horrendous pioneer when you don't look for criticism from your group. You are a horrendous pioneer when you are exploitative. You are a horrendous pioneer when you make snarky remarks about those you disdain. You are a horrendous pioneer when you don't convey obviously. You are an awful pioneer when you cause whole groups to be dreadful of committing any error. You are a horrendous pioneer when you do not have the capacity to trust. You are an awful pioneer when you burn through others' time scrambling for good for nothing a minute ago demands. You are a horrible pioneer when you have no regard for your subordinates' time, schedule, or different commitments when you need something. You are an awful pioneer when you trivialize and excuse worker commitment, they are rarely glad, they simply need to whine. You are a horrible pioneer whenever you are discriminatory with circumstance, assets and backing. You are an awful pioneer whenever you retain opportunity, assets and backing as ramifications for disappointing you. You are a horrendous pioneer when you settle on choices about workers dependent on what HR can demonstrate. You are a horrendous pioneer when you scramble to cover hierarchical slip-ups, as opposed to tolerating and adjusting. You are a horrendous leader. But you definitely realize that. - I'm glad she is setting off to a job she's amped up for. Her way of life endured an awful pioneer. Her companions didn't request more from this pioneer. They all felt they couldn't be heard in light of the fact that they'd be seen as terrible pioneers themselves. This is social brokenness. It costs individuals satisfaction which they'll just endure for such a long time. Furthermore, it costs associations millions in enlistment and on-boarding. Do you run a 'sheltered' workplace bereft of fault and open to sincerity? Do you look for and follow up on 360 criticism? Or then again do you look the other way in light of the fact that a pioneer can 'complete it' at any expense. On the off chance that it's the last you're stupid. Consider what you'd gain in profitability in the event that you had both a worker and results situated pioneer. What's more, in the event that you figure you can't have both you're deciding to rationalize that are aloof and trying to claim ignorance. Try not to be a horrible pioneer who endures horrendous authority. Return to the organization esteems. Create departmental qualities. Also, select for ability that incorporates the qualities. It's time that will result unquestionably more than the time venture in advance. Try not to lose top ability since you're languid or you dread encounter. Your way of life and friends rely upon it. Corporate governmental issues are hard to maneuver. Here is a free instrument to assist you with exploring your vocation en route: 31 Success Practices for Leaders in the High Stakes Corporate World.

St. Jude - Copeland Coaching

Featured Job Sr. Director @ ALSAC / St. Jude ALSAC / St. Jude is seeking a Senior Director of Interactive Technology in Memphis, TN. Responsible for leading, managing, mentoring, and coaching the Interactive Development (iDevelopment) and Interactive Product (iProduct) teams. The role includes managing the operational responsibilities for the department, managing the iDevelopment and iProduct budgets and leading the team that oversees the processes and resources associated with platform management, technology research and recommendations, requirements writing, GUI expertise, software development, testing, deployment, and maintenance of Internet applications that include enterprise content management and portal technologies. Major responsibilities include mentoring the team that manages the 3 year roadmap, maintaining product specific project plans, negotiating product feature requirements, ensuring product quality, turning requirements into detailed system design, coordinating product software releases and technology updates, and resolving product defects on key infrastructure development platforms. Includes hiri ng, writing performance appraisals and handling day-to-day operational issues. Provides exceptional donor experiences while delivering exceptional service and solutions to key stakeholders. Coordinates and oversees the ongoing development and maintenance of the divisional Business Continuity, Business Recovery and Contingency Planning efforts. To learn more, or to apply online, visit the ALSAC / St. Jude website.