Posted on

Creating Successful Cover Letters For Your 100k Job Search

Your cover letters for your 100k job search are one of the essential elements that cannot be overlooked. Without a winning cover letter it is quite likely no one will ever even look at your resume or consider you for their 100k jobs. There are volumes of job career advice on the Internet but your first step must be to create a cover letter that sells. Below are a few points that you must consider when drafting your cover letter for your job search.

Research

You may have already heard this repeated again and again while looking at job career advice, but it is absolutely essential. What happens if you get through to an interview for a six figure job and are asked to do a presentation on the spot for one of the company’s products or services? Researching now shows an employer you took the time to look them up and want to work for this company and are not just desperate to work for anyone. It also tells a potential hiring manager that you are familiar with their business and are confident you will fit in. Before drafting your cover letter make sure you have done your research on the company and it’s executives and demonstrate this throughout out your cover letter for your next 100k job.

Targeted & Original

No matter how good you are, if you haven’t taken the time to draft a targeted and original letter for your 100k job search your resume will probably just land in the trash. If you are applying for any executive jobs or 100k jobs you should be an expert. If you are too lazy to write a targeted cover letter how can you expect an employer to believe you are going to work hard on the job? Forget all the cover letter templates out there, there are so many job seekers for 100k jobs that they have probably seen the same outline again and again. Show an employer that you have read their job posting thoroughly and that this is the job you want and that you are qualified for it.

Words That Sell

Regardless of whether this cover letter is for finance jobs or a sales executive job the cover letter for this 6 figure job is a sales piece. It must spike interest and demand that the recruiter or hiring manager take the time to review your resume or call you for an interview. Consider stating your number of years in the industry but not your previous employer information so they must turn to your resume. Use words and techniques that sell without being cliche. One sales technique to use throughout your 100k job search is ‘mirroring’. This can be done using the exact same words and terms they use in the 100k job posting. Repeat phrases or include technical terms that the employer used make them feel you are an instant match.

Highlights

Include a few bullets of what you have achieved in your previous 100k jobs. How many years experience do you have, have you successfully completed projects for their competitors who they envy, have you saved a company $100k, have you received any awards?

Hiring A Pro

If you really feel that you do not have the writing skills to make your cover letter shine for your 100k job search then consider hiring someone else to do it for you. How much is this new 100k job worth? Certainly a few dollars invested to ensure you get the job will return an incredible yield.



Source by Tim Houghten

Posted on

Employment Law – OCD – Unfair Dismissal – Discrimination

The recent case of Fairbrother v Abbey National plc [2007], concerned an employee who was employed as a customer manager since March 1998. The employee suffered from Obsessive Compulsive Disorder (OCD), a fact which at the time when she applied for the job was not made known to the employer, but which became clear after she took up her position. For the initial period of her employment, she had a good relationship with her colleagues. However, this changed in 2002 when two of her co-workers began to treat her and another employee, R, less favourably.

From then on she was subjected to taunts concerning her OCD and low-level behaviour which was principally designed to upset her condition. R was taunted about her perceived low work-rate, and both R and the employee were ostracised. The situation deteriorated to the point where the two offending colleagues only communicated with the employee by e-mail, despite them all being in the same office. Following a particularly stressful week, the employee walked out on 25th July 2003. She informed the area manager, N, about the problems which had led to her leaving, and he began to investigate the complaint.

The two colleagues accepted that they had behaved in an inappropriate manner towards the employee during that week, and then both apologised to N. This outcome of the investigation was passed on to the employee, and she was advised that she should arrange to have ‘a cup of tea’ with her two colleagues to try to resolve their differences. She was also told she could have faced a disciplinary hearing for walking out on the 25th. On 13 August, she wrote a letter to N outlining the events which led to her walking out, but the letter made no reference to her OCD.

Following a meeting with a member of the employer’s human resources department, F, it was decided that a full investigation of the events occurring in the week of the 21st July 2003 should be undertaken. A month after that meeting, the employee asked to have the events prior that week investigated as well. This second request was denied by the employer. A grievance meeting was then held to discuss the employee’s allegations that she had been bullied at work and that N had not conducted the initial investigation properly. These complaints were dismissed, which led to the employee to appeal against this decision.

An investigation was then carried out of all the complaints that made by the employee and, on 9 February 2004, all her complaints were dismissed. Subsequently, on 7July 2004, she resigned on the grounds that her employer had failed to bring her grievances to a reasonable conclusion. The employee then brought a claim before the employment tribunal for unfair dismissal in that she had been discriminated against due to her condition.

The tribunal held that she had been unfairly dismissed due to the fact that the employer’s lengthy grievance procedure had a number of serious flaws which meant that the employer had behaved in a way which irreparably damaged the relationship of mutual trust and confidence between it and the employee. The employee’s discrimination claim was upheld on the grounds that the treatment she had received from her colleagues had been detrimental and that there was a distinction between the treatment which she had received and the treatment received by R. The employer then appealed.

The employer submitted that the employment tribunal had erred in finding unfair dismissal based on the alleged flaws in its grievance procedure. They argued that:-

§ The tribunal had failed to consider whether the grievance procedure was within the range of reasonable responses available to the employer.

§ The tribunal had been wrong to confine their considerations to the question of whether or not the employee had received different treatment; and

§ The tribunal should have considered whether or not the employee had received less favourable treatment.

The appeal was allowed.

§ It was held that the tribunal had erred by failing to consider whether the employer’s conduct had fallen within the range of reasonable responses available to it when investigating the employee’s complaints.

§ The tribunal had based its decision upon flaws found in the initial stage of the grievance procedure and despite the fact that these flaws had been corrected as the investigation went on, it had still erroneously found that the employer had unfairly dismissed the employee.

§ In addition to this, the evidence before the tribunal, including evidence that R had suffered similar treatment to that complained of by the employee, showed that the relationship between the employee and the two offending colleagues had broken down, and so the behaviour was not related to her OCD.

§ In those circumstances, the tribunal should not have allowed the employee’s disability discrimination claim.

Therefore the employee’s claims were dismissed.

If you require further information please contact us at enquiries@rtcoopers.com or Visit http://www.rtcoopers.com/practice_employment.php

© RT COOPERS, 2007. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.



Source by Rosanna Cooper

Posted on

Dinnertime – Balancing the Work / Life Balance Equation

Some time back I did an interview on the importance of dinnertime. It reminded me of the importance of eating dinner as a family in the work / life balance equation so I thought I would post it here as well:

In your view, why are not families sitting down to the dinner table like they did in the 1950s?

Simple; families have allowed themselves to get so busy that they have come to accept that sitting down together for dinner is not a necessity. It all starts with the parents; if they do not sit down together or enforce that the family will be eating together, the family will not do it. Make sitting down together the rule and not doing so the exception.

How does this affect both parents and children?

Dinnertime is a prime opportunity to have a captive audience with your kids and to allow for discussions to develop organically. Not capitalizing on this opportunity means that parents and children miss the chance to connect on both simple topics (how was your day?) And and more complex topics (addictions and sex).

What are your top five tips for creating the perfect family dinner together?

  1. Start early when the kids are young – set the anticipation that the family sits down for dinner together such that the kids see it as the normal thing to do.
  2. Establish a contract – When my kids were little, my wife and kids would eat dinner at 5PM and I would eat later when I got home from work. We had to agree upon a dinner time (6PM) where we would all agree to be at the table for dinner. I had to schedule it in my calendar and treat it just like a meeting; because if I did not make the meeting I would keep my family waiting. Our 6PM dinnertime contract has been in force for years and has worked beautifully.
  3. Turn off the electronics – No TV, iPods, or any other distractions at the table. If Publisher's Clearinghouse calls with a $ 1 million prize then let them wait.
  4. Have some fun – laughing at the dinner table is massive for building relationships as a family. Encourage a bit of goofiness and fun. If kids see dinnertime as a fun time they are more likely to want to do it
  5. Do not be in a rush to leave the table – Before our daughter went off to college my wife and I frequently would sit around the table with her after the meal talking about whatever was on her mind. From our perspective as parents there was nothing more important than giving her our attention and talking about whatever it was wanted to talk about.

What is the most important thing parents should know about eating with their children?

Dinnertime is more than filling your gullet. It is where kids get to observe their parents in a captive environment and establish relationships which transcend well beyond the dinner table. Think about dinnertime as the place where relationships get built and where your words and actions imprint upon your kids.

Is there anything else you think I should know?

This all starts with the parents. If the parents agree that dinnertime is a priority then the kids will see it as a priority. If the parents view the dinner table as a place to build relationships, the kids will participate. If parents make the dinner table fun, the kids will want to be there. Parents need to set the standard and be the example.



Source by Lonnie Pacelli

Posted on

Data Science: The Course That Can Shape Your Career

A CAREER IN DATA SCIENCE: NOT EVERYBODY'S CUP OF TEA

A lot of buzz has been created around the word 'Data Science' and its growing importance in the corporate world. The volume of data streaming into the organizations' warehouses in petabytes (one million GB per PB) and exabytes (one thousand PB per EB) is only going to grow and at a tremendous rate.

Data science is not a fad which will just fade away over time and lose its importance. However, it is going to increase in complexity and will gain much more importance in the near future. Data Science is not an easy course; it is tough and challenging. You may be tempted to give up halfway through the course thinking that you can not do it but the continuous motivation and excellent teaching by professionals will boost your morale and allow you to achieve it for sure. Before taking a data science course, it is important for you to learn what data scientists do and what skills are required to pursue this course.

WHO ARE DATA SCIENTISTS?

Data scientists are regarded as the data specialists who have the technical expertise and skills to deal with the complex problems associated with these large datasets and have the inquisitiveness to solve the problems. They are referred to as data wranglers who, with the combination of statistics, mathematics and technology, try to organize and interpret the data streaming in the organizations' data warehouses. Their analytical powers help them to unearth solutions to business challenges which are hidden in the mass of data.

WHO CAN PURSUE A CAREER IN DATA?

Everyone should know before pursuing a career in data that it is not everyone's forte '. A data scientist needs to love coding and dealing with intense datasets and patterns. Just make sure that the datasets and patterns fascinate you, not intimidate you.

Dealing with numbers should fire you up rather than numb you down.

WHAT NECESSARY SKILLS ARE REQUIRED TO PURSUE A CAREER IN DATA?

From the industry point of view, a data scientist is required to be an expert in the following skills:

a) How to extract and clean data using programming languages ​​like R, Python

b) How to analyze data using statistical techniques and methodologies

c) How to present the analyzed data using tools like tableau

d) Knowledge of analytic tools like Hadoop, SAS etc.

Succeeding in a job as a data scientist is very simple if you possess the right set of skills and follow the right approach. With the right training, no one can stop you from getting a job as a data scientist which, including being challenging, is highly lucrative.

FINAL WORD

Learning the routes of big data and data science will advance your career and have a positive impact on your life, both personally and professionally. The need for data science professionals will not fade in the coming years. In fact, it is expected to show an upward trend in the future. The benefits of such a science clearly explain the magic of the data science profession.



Source by Shalini Madhav

Posted on

Quick Repair To A Failing Job Search – Guaranteed!

Too many job seekers find themselves weeks or months past the time when they expect to be hired and started at a solid, career-level, employment position. If that description sounds anything like your circumstances, then pay attention to the following tactics that often jump-start and move ahead a job search onto the employment superhighway.

But be warned, these are strategies not for the fault-of-heart. Mental-focus, self-discipline, dispersion drive, and a large dose of stick-to-it-ness are required to move your career forward with these methods. Too often, job seekers' minds are captured by the hypnotic distress caused when successful letters-of-rejection or, after hours sending out scores of resumes, a string of failed call-backs for job interviews line up to assail job seeker enthusiasm. Do not allow your focus to waver. Use the strategies herein to keep your job search on course and on time.

And by the way, these tactics are not the typical network-with-industry-friends or the visit-a-niche-job-board sort of job search advice. Keep your mind open about these suggestions. These are the same friendly, but to-the-point, approaches that many professional executive search-recruiters use to generate job hires at all levels of employment. Such methods generate job offers – year after year – and they will work for you now, if you stay focused.

Also, to turbo-charge this job search model, you must create meaningful employer-prospect lists that reasonably match the career you pursue, then put those lists to work as you methodically follow the steps below.

A PRIMARY STRATEGY – PAY ATTENTION, NUMBERS, RESEARCH

As you create and decide and plan which job or job title you choose to harvest, remember to collect, correspond and organize as many accurate facts and statistics as you can about your own job history that accurately illustrates your on-job performances relative to key workplace topics that are commonly discussed on your work-floor environment – statistics, such as, percentages of improvement or loss-control on various subjects that highlight your skills and successes; include ratios, comparisons, totals, breakdowns of production, growth margins, projections, and more, as you do not know yet which of those prime-topic-stats will be of keen interest to any particular employer-prospect, so be prolific in this endeavor.

Next, constantly remind yourself that about seventy-percent of all job openings are not posted to any job board, nor even posted or discussed within an employer's own business walls. Nonetheless, the US Department of Labor, Bureau of Labor Statistics, confirms the aforementioned "about seventy-percent" figure, so do not doubt it. And be sure … your doubts of it … will not change the truth of the number, it holds fast since your belief-system.

It is important to note that last observation, and remember it, at least during any job search using the job search strategies reported in this article. In fact, remember to check-at-the-door most previous job search beliefs, they will prove to be massive time and energy wasters; set them aside, especially those concepts that used to yield results but now prove to be impotent; like the rumor that if you send out enough copies of the same resume someone will call back. That may be work for certain entry-level jobs, but not careers. The tactics herein rely on accurate, repeating numbers. The job seeker performing certain numbers of job search tasks in a repeated, methodical manner, without fail, which results always move things forward, towards a real job offer.

For some people, such activities may seem over-the-top – and these strategies do require some unorthodox but friendly snooping around, too, some may say – but not deemed such by any reasonable professional assessment. To secure career-level employment positions, you can not be shy about making direct contact to business operators and employer managers who are not advertising to hire for your job specialty (and do not be too shy to communicate with their associated employees or ex-employees, too), as smart job seekers remember that many of those business operators and employer managers are also known to occasionally hire specialists with your sections of skills – even when there are no obvious job openings available.

So first, you have to find those employer / managers then you have to pick their brains.

THE 2 TACTICS LIKELY TO GET YOU HIRED
In order to get the attention of an employer who is not advertising a job opening, do not simply send a meek inquiry to HR requesting consideration for a job that does not exist. That approach almost always fails.

Instead, (TACTIC # 1) do what most job seekers are not willing to do … customize a special resume for each such potential employer; a resume that specifically addresses, in an unspoken manner, each employer's individual workplace needs, and suggests you as the "superhero" solution to those specific and ongoing areas of business, which each employee / manager agreements could use some swift and measurable improvements – and how your resume statistics prove your ability to perform thusly. Then distribute that resume accordingly, per the steps below.
But how do you do that? How do you discover a business' unspiring hiring needs before you even create and send your resume?

(TACTIC # 2) It's easier than you think. Prior to constructing each custom resume, perform research about each company you choose to pursue – this is serious business so organize and get on with the work ASAP and stay focused or you may lose your nerve to complete the tasks – discover the actual names of decision -people who would approve, or contribute to a decision to, hire for the department or job-title or voluntary specialty that you intend to pursue with each employer-prospect. And in your research, as you discover each business' most urgent workplace hiring needs in your job specialty, you discover exactly which of your job skills and industry experiences to use to create a custom resume, and which related employment statistics may best impress each hiring manager.

To help identify decision-makers and other employees from specific industries and firms, consider to try the public library's business sections, as they are often overlooked – but there are names in print-only industry directories that rarely appear online; yet do not neglect the internet to find industry related contacts in social-mobi systems like Twitter, Facebook or LinkedIn and the others; and do not stop there, use industry and vocational directed online blogs, forums or bulletin-boards or YahooGroups or other such social-net groups, where employees from the companies you have targeted may log-on to discuss related industry activities, or who names and titles appear related to one or another business or public or private system or function which, for whatever reason, made its way online. Run search strings on major search engines to include names of your employer-prospects, any individual employee or ex-employee names that you may have previously unknowled already, and specific cities or states.

Often, results are easy to deliver. When examples arrive into your search-results, click through, read the various entries that best match your job search intentions. And check the history of job posts for each employer-prospect. Go back as far as possible for hiring trends and related job requirements and oft-quoted company benefits, etc.

Whatever you do, do not be intrusive with any inquiries you may make through these channels, this is not corporate espionage, just a job search, so remain professional at all times, maybe make comments in-reply to others' postings, re- tweet with comments, etc. – or, perhaps – wait till you have a good idea of ​​what you may want to contact or reply to first and exactly what you want to say and ask, all the while capturing names, job titles, email addresses, fax and phone numbers and desk-extension numbers, and user names from business groups, social networks and forums you haunt. Those details often lead to obvious decision-makers and other employees within the companies you pursue; and sometimes it leads to companies unfamiliar to you, who later became employer-prospects, too.

Once you are fueled with names, departments and other details, call them. Get them on the phone, if possible, or at least speak with associated groups, Administrative Assistants or personal Secretaries to decision-makers, to ask important questions; inquiries that can confirm the names and titles of the persons that work and manage the areas of business where you seek employment; also, confirm status of any yet-to-be-posted job openings; and ask – hypothetically, if such a job was open, or in the past when the manager was hiring – what would most impress the hiring manager about a job candidate? It's best to get that type of specific job information directly from the hiring-authority whenever possible, but sometimes it is difficult to reach them; so …

Do not be shy about directly contacting actual working employees, including non-managers, in those same departments. Be friendly, not demanding or expectant, explain how much respect you have for the company (by this point you should have already researched each employer-prospect enough to state briefly, but meaningfully, about why you respect them). Tell them why you seek employment there. Ask for advice on the smartest way to navigate a path to a job offer, or tips on which areas of that department could use some help, and about any ongoing business challenges there relating to your areas of training.

Seem too intrusive? It's not. It's only about getting hired. Most people who receive such phone calls, emails, chat or IM messages or those who respond to tweets or comment on postings made previously on that or some other social-mobi system – most of us, worldwide, do not mind to help. So do not be afraid to ask for information.

With such business contact details in-hand, and having identified many of companies to research for the job you seek, begin to customize your resumes for each firm. Again – do not be shy. Use each resume as your professional billboard, so to speak, to highlight your skills and successful experiences in solving specific work-floor issues, and have statistics to confirm it. Then utilize the email addresses, fax numbers and other hiring-agent contact data to release your customized resumes – one at a time – directly to the offices of each firing authority (and / or to the closest contact to them), including HR; later, if things go well, let the hiring manager (s) guide you through HR processing. Prove it to yourself, when you impress the primary hiring-authority, and their associates, with know-how to repair their workplace issues – combined with a teamwork attitude – they draw their own conclusions, without the candidate speaking a word; as workplace performance statistics, confirm your success with similar issues. As you can see, whether on your resume, or cited in a phone call, or in emails, wherever – work statistics illustrate your results as they lend authority to any claims of anticipated performance if hired.

Relative to contacting hiring-prospects … if you follow the processes reported in this article, and you talk and reach out to people in enough businesses – you will find company managers eager to talk to you about a possible job. Typically, no later than the fourth or fifth such serious employer-prospect follow-up inquiry and consequent job interviews, or sooner, incites a job offer made by one or more employer.

So do not give up on this approach to finding gainful, reliable employment. It is proven to generate hires – if you stick-with-it and perform every step in the process. Work this job search model as thoroughly as you will work the very job you pursuit.



Source by Mark Baber

Posted on

Compromise Your Way To Self-Employment Success

Employees may gripe and moan about the job, the boss, and the company, but they're happy to take the pay check and they're still employees. They inhabit the fringes of a metaphorical swimming pool, where they can keep a firm hold of the rail and not venture unaided and unsupported into deeper water.

It's a safe place to be, this peripheral comfort zone, where not a lot of swimming has to be done, and they can bob along with little or no effort.

But what of the braver souls, the ones who pushed out from the side into the deer and and more uncharted career waters of self-employment? How did it change their lives, and how have they benefitted as a result? In short, what have they got from it?

There's a trade-off involved; a compromise to be stuck. The downside is that it's never wise to think that self-employment will make you a millionaire overnight, because it will not. What it will deliver is sleepless nights, worry, anxiety, and hard work; lots of all of those things.

You'll have to do things you never dreamed you could do, and take a thousand decisions about the company you'll care for as much as your own child. It will be like the effort required for climbing a steep and rock-strewn hill to be rewarded with a stunning vista visible only to those who have reached the summit.

The trick is to look beyond the climb and the rocks immediately in front of you, and fix your eyes on the prize, because the worry, the sleepless nights, and the hard work are the just part of the journey.

What you can get from self-employment

  1. More money, eventually. As a salaried employee, when you work weekends and evenings to accomplish extra tasks, there's no reason for your month-end payment to increase. If you're self-employed, that extra effort should be leading to an extra invoice, building a financial cushion in the event of lean times coming.
  2. Work with better people. Employees very often have to work with people they do not get along with – and that could be for years. The self-employed can pick and choose, forming robust all within which they can be mutual-supportive, collaborating with the best clients and suppliers.
  3. Ditch the office politics. The self-employed, in whatever kind of business, are immune from office politics because they know exactly what's going on all the time. There are no worries about what some management meeting is deciding about the future of your employment, because there are no such meetings!
  4. Understand the real state of the company. The self-employed know exactly how much money the company has in the bank, how much it's owed and how much it owes. Knowledge delivers peace of mind by eliminating worry ¬ and you can have that money management knowledge to hand all the time with a powerful expense manager app. What's more, you can be your own expense manager (assisted by a piece of software on your phone), because you'll be the one deciding the company expense management policy (within the laws of the country you're working in, of course ).
  5. Enjoy the flexibility. Want a sunny afternoon off to cut the grass, weed the garden, or just sit in a chair with the sun in your face and a glass in your hand? No problem. So long as no work is pressing, and no client describing your attention, you can do exactly that, and pick up the threads of work later when the sun has gone down.
  6. Commute? What commute? Broadband is a powerful tool, allowing 21st-century businesspeople to work from home as if they were in offices on three different continents – all at the same time! If home and work are in the same building it's a great luxury to have an hour's work under your belt (in the warm) while others are still trudging up cold, snowy streets to get to their desks, having left home 40 minutes before you got out of bed.
  7. Open all hours. Satisfying customers keeps the wheels of business turning. From time to time someone will need some support out of hours. If it will not take long, you can 'pop back to work' to help them out with just about zero inconvenience to your evening – and they'll love you for it. Remember the mutually-supportive relationship we mentioned earlier? You never know when you might need the favor returning.
  8. Dress down. Three continents? Ten time zones? Feel free to dress to suit none of them. Working alone you can wear whatever you like, whenever you like. (Although we find you work better wearing the right clothes because it 'feels' more like work, and not a day off. Being in scruffy clothing is much more acceptable than allowing others to see that you're wearing it.)
  9. Do what you're good at. Self-employment plays to your strengths, allowing you to do what you love, and not what you dislike because you're not too good at it. Large companies often bolt on jobs to professionals from other disciplines because it's expedient to do so. The self-employed never have to end that.
  10. What meal break? Take a break when you want to. Eat ice-cream from a tub with your feet in a desk drawer if you want to. It's your company; who's going to tell you that's not allowed? (Well, apart from your conscience and your upbringing, of course).
  11. Control your own destiny. We know people who agonised for years about the decision to become self-employed before finally kicking off from the side of that metaphorical swimming pool and doing it. Most say it's the best thing they ever did in their professional lives, and they wish they'd done it earlier.
  12. Become 'the man'. That's the goal. To be successful and financially secure by doing something you're good at. It will never happen until you step out of the employment comfort zone. Do it soon, and backed by the right choice from the range of available money management apps, who knows what you might achieve?

The ultimate reward for becoming self-employed and starting your own business, when you've worked hard to make it succeed, is financial security, backed by the feeling of having created something worthwhile from personal skill, ingenuity and dedication. It's a feeling like no other. Especially whilst eating ice cream from the tub with your feet in a desk drawer …



Source by Sunita Nigam

Posted on

10 Powerful Questions to Help You Regain Work-Life Balance

On any give day, a Google search of the term “life balance” or “work-life balance” produces between 11 and 24 million entries. Without a doubt, the number one reason humans cite for feeling out of control about the direction of their lives is, “I’m too busy!” As we’re about to discover here, the reason we’re too busy is not because we need a better productivity system, but because we need to do what we’ve been meaning to do all our adult lives: to identify our values and live from them.

Many of us spend week after week, month after month doing tasks, running errands, completing assignments, and moving at cheetah speed, but we can’t figure out why our ideas dissipate and our lives feel flat.Creating balance in all areas of our lives is not about managing time better, or checking off items on our ever-expanding to-do lists. It’s about finding ease, satisfaction and joy by distinguishing what we value most, and making consistent choices that reflect those values. In other words, when our doing lines up with our being, the vision we have of ourselves in the world unfolds and takes shape. All the moving parts of our lives feel congruent and integrated.


In essence, balance is not about equilibrium or assigning equal attention to all parts of our lives. It doesn’t mean longer to-do lists, fewer hours of sleep or getting anywhere near the word perfect. In fact, it means integrating all that’s important to you-and doing less-by getting much more selective about what you say yes to and when to say no. In a word, choice.

We all hold a picture in our hearts and minds of what our lives would look like if we were making conscious, integrated, values-based choices. We see our work as fulfilling and meaningful,our children in the colleges of their choice, our relationships nurtured and flourishing, our bodies healthy and alive. We see birthdays remembered, and countries visited. We also see the world changed, lives altered, wrongs righted, problems solved.

So what if it’s the basic, really core life organizing work that holds the key to accomplishment? Joy? What if reaching a level of peace in your day-to-day doing is as simple as reinventing our experience of time by accessing your values andchoosing what we say yes and no to?

So, take a look and ask yourself, “Is this me?”

You know you’re out of balance when:

  1. Your mail sits unopened for a week and you pay your bills late late.
  2. You think that the more plates you can spin, the more you can have it all.
  3. You keep declining invitations with friends.
  4. You can’t remember the last time you talked with your brother.
  5. You forget appointments and blow off commitments (like working out, eating healthy).
  6. You stop writing your task lists for the week and fly by the seat of your pants.
  7. You haven’t synced your PDA in weeks.
  8. You don’t care if you’re not on track with your plan.
  9. You can’t remember what’s in your plan.
  10. You don’t answer your phone or you’re always on the phone.

Isn’t “having it all” a hamster-wheel myth borne of fear?

Let’s stop the bloodletting and take a look. Making quality-of-life shifts is much more sustainable when the solutions come authentically and naturally from within. We achieve that by asking questions, making inquiries, and recommitting ourselves to actions that are connected to our values.

To get yourself back on track, it’s helpful to ask yourself some powerful questions now and then. These 10 questions will bring resonance to your choices and heart to your actions:

  1. What is it to be completely fulfilled in life?
  2. What values, qualities of being must be present for you to have a fulfilled life?
  3. How would honoring those values impact your experience of work-life balance?
  4. What are you committed to? (Not goals… goals are the doings that happen inside the field of commitments.)
  5. What actions give you the least joy?
  6. If you were committed to an organized, energetic, juicy, fulfilling experience in your work and life, how would that change your perspective about #5?
  7. What two or three actions could you take right now that would create the most impact on your wellbeing?
  8. What three things do you do in your daily life have absolutely no relevance to work or life fulfillment?
  9. What are you willing to give up?
  10. When will you commit to answering all these questions?

No, really: When will you commit to answering all these questions?



Source by Lisa Gates

Posted on

What Do Millennials Expect Out of Their Career and Workplace?

Millennials are the young adults who were born after 1981 and are considered as the “future leaders” of the society. They have ambitious career objectives, are technologically sound, have high emotional intelligence and are ready to replace the “soon-to-retire” Baby Boomers. Unlike their predecessors, millennials look for more than just a job. They look for roles which are interesting and career progressing. This is why organizations need to redefine their management style, company culture and modify expectations in order to be more appealing to their leading workplace occupiers – the millennials.

“Millennials want to work for organizations that prioritize purpose as well as profit. It’s as simple as that.” – Punit Renjen, Global CEO, Deloitte

Here’s what millennials expect out of their career and workplace:

Flexibility

Millennials expect freedom, responsibility and flexibility early in their career. They like to adopt their own individualized approach and make their mark. Allowing the individual to apply creativity at work or adopting a less formal attire at work – are some few simple approaches – which will make a millennial feel trusted and comfortable in the organization. Providing clear and concise instructions, achievable goals and clear deadlines alongside of these approaches will enable them to develop their individuality and nurture their leadership qualities.

Using Technology

The millennial generation is renowned for their use of technology and their adoptability to new and upcoming technological changes. With most millennials preferring emails rather than face-to-face conversations with their employers and most of them believing that access to technology makes them more effective at work, it is of no surprise that adapting up-to-date technological advances in the organization will enable a millennial to be more productive and responsive. Millennials respond better to interactive online learning tools, online testing tools and training videos rather than lectures and conferences. Using technology means being more accessible, which the millennials resonate to perfectly.

Work Environment

A good work environment is all in the energy of the workplace rather than the office space being really pretty. Millennials expect the energy of the co-employees to be high and inviting rather than sit in closed cubicles. They feel more comfortable in a high energetic environment, a motivating, encouraging leader and open/well-ventilated work place. Millennials believe that having an open workplace gets rid of barriers – figuratively and literally – enabling them to engage with other co-workers in terms of work, knowledge, information sharing and creating a fun environment! Millennials expect their employer to be more of a leader than just a manager. Having someone who will provide a constructive feedback, discuss goals and offer advice for betterment provides a more structured development in terms of career and self-growth. Most of these work environmental factors enables a millennial to have a more experienced insight into the company’s vision and in return better retention and happier future leaders.

Work-Life Balance and Other Benefits

Young workers expect a better work-life balance. It is observed that millennials are ready to take up a lower paying job which provides a better balance and stability. Not only do millennials look for organizations providing better work-life balance but also mental and physical health programs. Companies may have to prioritize mental health of employees, as studies show millennial employees suffer from depression more than other generations (Approx. one in five millennials report experiencing depression – according to Research from employee assistance program provider Bensinger, Dupont & Associates).

To conclude, millennials have different wishes and desires in terms of work and career when compared to their predecessors. It is not uncommon to see these young workers have 4-5 jobs in the first 6-10 years of their career. Placing higher emphasis on skills development and career progression, millennials seek a job which provides growth in these areas. They want the company to inspire, support and invest in their potential. By encouraging their career development and workplace satisfaction, work will be more than just a job. By implementing better talent management solutions, organizations can make sure they help millennials recognize their capabilities and increase retention.



Source by Baisali Ray

Posted on

Graduate Job Search Tips for Success

Before you finish college and start your graduate job search, there are some guidelines you can use to figure out a personalized plan and make your efforts a success. Although the job market is not as abundant as in the past you can still be highly competitive with the following tips and maximize your chances of getting hired.

While still in school it's a good idea to seek help and assistance from your college career services where you will find excellent, helpful information which can give you ahead start in finding the job you are hiring to land.

During your senior year, it's a great idea to start practicing how to write a resume, how to interview successfully, and how to write an impressive cover letter. You can ask your university's career services center for appropriate materials.

You can also practice interview techniques with your roommates and friends instead of overdoing it with your social life and parties on the weekends. You can have the greatest credentials in the world and even graduate at the top of the class, but if you can not interview well, you will be in dire straits!

By the time you are about to finish college you may want to look for an internship position instead of a part or full-time job paying job. Internship programs are excellent ways to prove your worth and eventually get hired as a permanent employee for many companies. There are many successful, highly paid executives who started out as interns and many will tell you this is the best way to go.

One of the best ways to conduct a successful graduate job search is to use the best job search sites on the Web such as Beyond.com and Monster.com. The days of only using classifieds and networking are long gone, and you can actually use a combination of the three to maximize your chances of settling into a great career with a solid company after college.



Source by Sandy Miller

Posted on

Labor Vs Employment Law – Unidentical Twins?

Employment and labor law are two terms which are usually used interchangeably. Actually, there is a defined difference between the two terms. Labor laws pertain and deal with the relationship concerning the employer and the union. On the other hand, employment law would apply to the relationship of the employer and the employee. Is this a manifestation of distinction without some sort of difference? Perhaps this is possible if you deal with employment and labor law regularly and the distinction between the two has been very vital to your business.

This article will basically tackle the employee-employee relationships specifically on the issue of sick leave pay. We know that most of the employers in the United States offer their employees with sick leave pay. There are also some employers who offer earned sick leave in cases when employees are laid off or they just quit. This is often done so that employees can attract employees to work for their company. However, it must be noted that this practice is not mandated in the employment and labor law but appears to be voluntary.

When do employees get the benefit of having sick leave pay? Obviously, an employee can have it if the employer is willing to give out sick leave pay so as long as the employee does not violate their agreed terms and conditions that are typically indicated in the employment contract. Since this kind of benefit is purely voluntary, the employment and labor law has no control over this. It is basically up to the employer if he / she wants to give this kind of benefit or not. As expected, there are loopholes in this employment and labor benefit. If your company has the policy under the sick leave pay that require you to present a note from a doctor, but this is not applicable to everyone, you can sue the company for this.

If the said paid sick leave is just voluntary and does not guarantee the opportunity to all of the employees, where does this benefit leave you? What if you have to file a leave not just for your own illness but for your loved ones? You do not have to worry. You are covered by the Family and medical Leave Act which permits you to have a maximum of 12 weeks of sick leave, either due to your own health or a family member's illness. This ensures that you do not have to lose your job under valid health reasons and to lose some group health benefits.

If you can recall, the Healthy Americans Act was introduced in the United States Senate in year 2005. The idea is actually to compel the employers to give out annual sick leave benefits for their employees who are able to log in for at least 1 500 hours in one year. The said Act did not prosper in 2005 and was "reborn" in 2007 as the Healthy Americans Act of 2007.

Simply put, the said act, if passed, would basically break the idea of ​​employer-based insurance. It gives mandate to every employer who covered her / his employees in year 2006 to convert the insurance expenses into increment in the salary. It would mean a lot higher pay!



Source by Abhishek Agarwal