3 Ways To Connect With Co-Workers Who Drive You Crazy - Work It Daily

3 Ways To Connect With Co-Workers Who Drive You Crazy - Work It Daily Probably the hardest piece of a workplace is figuring out how to coexist with changing character types: awful communicators, troublemakers, and negative nellies. Not coexisting with the entirety of your colleagues? Here are approaches to discharge the strain and interface with associates who make you insane. Related: 5 Tips For Dealing With Difficult Co-Workers 1. Change How You React Probably the most ideal approaches to associate with collaborators who make you insane is to change how you respond to them. Stewing with inconvenience isn't the best approach to move toward the circumstance. Rather, abstain from being reactionary to circumstances that will prompt emergencies and blowups. Take the higher street and be the better individual in incredible circumstances of trouble. 2. Concentrate On The Positive Now and then we have to understand that we won't care for each individual we work with or meet. That being stated, we have to concentrate on the positive properties of colleagues. Perhaps it is something basic like the manner in which they dress or how great they are at a particular assignment. Expand upon the positive properties of your colleagues and spotlight on the things you do like about your collaborators. Make a point to draw in your collaborators with things you do like about them. Thusly, you will make positive connections and affinities with your collaborators regardless of whether they are not really some tea. 3. Make Open Communication Having a plunk down talk about upsetting practices or little eccentricities is an incredible route for you to discharge your own dissatisfaction, yet in addition to do it in a way that is straightforward, clear, and arrangement situated. Make correspondence that permits criticism, and undivided attention. Speak with your colleagues and be transparent about your sentiments regarding what is troubling you and thought of a strategy together to redress it. The thought is to be proactive about needing to change things as opposed to concentrating on what is so awful about your associates. Moving your perspective about your collaborators will empower you to all the more likely associate with them instead of concentrating on why or how they make you insane. Related Posts The most effective method to Build Positive Workplace Relationships Working environment Rehab: How To Get Along With Your Co-Workers Why You Should Connect With Co-Workers On Social Media Divulgence: This post is supported by a Work It Daily-endorsed master. You can get familiar with master posts here. Photograph Credit: Bigstock Have you joined our vocation development club?Join Us Today!

Resume Writing Prompts For High School Students

Resume Writing Prompts For High School StudentsWriting resumes is not a job that is handed out to everyone and left to the professionals, especially with so many of them vying for the same assignments, you will want to find out what resume writing prompts for high school students can help you. It's not as hard as you might think and getting yourself in the right mindset is the first step in effectively completing your task.The first step to successfully completing a resume is to have an idea of how long your resume should be. Make sure that the resume is not too long and read it cover to cover before the deadline. It's not worth having the potential client leave your job with a terribly long resume.Another thing to keep in mind would be that there are no set rules when it comes to writing a resume. You do not have to follow any format or have to utilize any style. You can write your resume however you like and spell check it if needed. The idea is to get a high quality resume from st art to finish.One of the most popular resume writing prompts for high school students is to keep it simple but to convey the best possible message. If your writing skills are not up to par yet, you can begin by jotting down all of your interests and skills on lined paper. Once you know what you're good at, it will make your resume easier to write. Allowing your personality to come through on your resume will help keep your potential employer from noticing any spelling or grammar errors.Many teens have problems finding information about their previous employment. While it's not always necessary to tell your previous employer anything about yourself, this doesn't mean that they should be known nothing about you. If you were injured and need to be compensated, this should be listed on your resume.Personal items should also be included on your resume. They may include your driver's license and any insurance cards or other documentation that would prove you have insurance. Many employers who don't mind the fact that you have a driving record also appreciate having proof that you've attended school.Another resume writing prompt is to ensure that you demonstrate your overall education level. Showcase your accomplishments and skills by writing a brief summary of each topic on your resume. It's not a good idea to completely leave out college coursework, but be sure to show that you had enough time to complete these courses and take part in the required courses as well.There are many resume writing prompts for high school students available on the internet. It is best to choose one that has been proven to work for a wide variety of candidates. Some of the more popular ones include the Do I Know This First?

LinkedIn and Facebook Webinar on Wednesday

LinkedIn and Facebook Webinar on Wednesday Netshare has invited me back to do a follow-up webinar on using LinkedIn (and now Facebook) for executives and professionals in a job search (or, in career management).   This event is also sponsored by Career Resumes, a JibberJobber Partner. Wednesday afternoon at 4pm EST I will start a 90 minute webinar for Experts Connection (cost is $50).   Im really excited about this webinar because Im taking stuff Ive learned from about 60 presentations this year and creating a powerful presentation for this audience. Here is more information: LinkedIn Facebook Essentials for Executives: Using Both Platforms as Professional Networking Tools Guest Speaker: Jason Alba, Founder and CEO of JibberJobber.com author of Im on LinkedIn Now What??? andIm on Facebook â€" Now What??? Date: Wednesday, December 17, 2008 Time: 4:00-5:30 PM Eastern, 1:00-2:30 PM Pacific Class Description: LinkedIn is the professional network recruiters and hiring managers use to find talent. As important, it is the social network other professionals and executives use to find partners, customers and business relationships. It is not a hotbed of job seekersratherdecision makers. If you are not using LinkedIn, you are missing out on a viable way to optimize opportunities that are available. This presentation is designed for executivesto help you understand ways to optimize LinkedIn. Well cover a number of tactics you can implement immediately to grow your network, nurture individual relationships, while putting your professional brand in front of your immediate and extended network. Facebook is regarded as a popular hangout for a younger crowd…but that crowd has grown up and started in hiring manager and influencer roles. Well explore techniques you can implement on Facebook to network, share your brand and communicate with other professionals. In this 90 minute session you will learn: How to create your LinkedIn profile to increase odds of being found. How to best communicate with your LinkedIn network. How to use the LinkedIn search features for an executive job search. How to use LinkedIn Answers as a strategy to enhance your personal brand. How to use new LinkedIn features to communicate with network contacts and professionals who should know you. The best way to get the right recommendations on your LinkedIn profile. How to create a compelling Facebook profile. Two techniques to find professionals in your field on Facebook. Elements of a connection strategy for both platforms. Hope you can make it! LinkedIn and Facebook Webinar on Wednesday Netshare has invited me back to do a follow-up webinar on using LinkedIn (and now Facebook) for executives and professionals in a job search (or, in career management).   This event is also sponsored by Career Resumes, a JibberJobber Partner. Wednesday afternoon at 4pm EST I will start a 90 minute webinar for Experts Connection (cost is $50).   Im really excited about this webinar because Im taking stuff Ive learned from about 60 presentations this year and creating a powerful presentation for this audience. Here is more information: LinkedIn Facebook Essentials for Executives: Using Both Platforms as Professional Networking Tools Guest Speaker: Jason Alba, Founder and CEO of JibberJobber.com author of Im on LinkedIn Now What??? andIm on Facebook â€" Now What??? Date: Wednesday, December 17, 2008 Time: 4:00-5:30 PM Eastern, 1:00-2:30 PM Pacific Class Description: LinkedIn is the professional network recruiters and hiring managers use to find talent. As important, it is the social network other professionals and executives use to find partners, customers and business relationships. It is not a hotbed of job seekersratherdecision makers. If you are not using LinkedIn, you are missing out on a viable way to optimize opportunities that are available. This presentation is designed for executivesto help you understand ways to optimize LinkedIn. Well cover a number of tactics you can implement immediately to grow your network, nurture individual relationships, while putting your professional brand in front of your immediate and extended network. Facebook is regarded as a popular hangout for a younger crowd…but that crowd has grown up and started in hiring manager and influencer roles. Well explore techniques you can implement on Facebook to network, share your brand and communicate with other professionals. In this 90 minute session you will learn: How to create your LinkedIn profile to increase odds of being found. How to best communicate with your LinkedIn network. How to use the LinkedIn search features for an executive job search. How to use LinkedIn Answers as a strategy to enhance your personal brand. How to use new LinkedIn features to communicate with network contacts and professionals who should know you. The best way to get the right recommendations on your LinkedIn profile. How to create a compelling Facebook profile. Two techniques to find professionals in your field on Facebook. Elements of a connection strategy for both platforms. Hope you can make it!

5 Lessons in Appreciation to Teach My Younger Self - Personal Branding Blog - Stand Out In Your Career

5 Lessons in Appreciation to Teach My Younger Self - Personal Branding Blog - Stand Out In Your Career This week Sandra Bullock addressed a high school graduating class sharing life tips and advice she would share with her younger self.  The responses from the students were elation, joy and great appreciation for all of her support of their school and even scholarships she awarded. Now, that I’ve partnered with Dr. Paul White, creator of Appreciation at Work, who co-authored the book the 5 Languages of Appreciation at Work with Dr. Gary Chapman, author of the New York Times best-selling book, the 5 Love Languages, I’ve become even more increasingly aware of those opportunities and ways that I express genuine appreciation. What would I tell my younger self about appreciation? 1. Show your gratitude to those who provide services or insights â€" even if that’s their job. As a new college graduate, I had a tendency to think “it’s their job, they’re supposed to do that” instead of stopping and realizing how much I appreciate the person who I worked with, did business with, taught me or mentored me. Now, I realized that not everyone delivers their best. In fact, as Stephen Covey would say, some people share that which is most precious to them â€" their hearts and minds. Those who do that in their daily interactions also need to be valued and appreciated. Stop for a moment and think of someone who provides a service or helps you and what your life or future would look like if they were no longer there?   Make sure you stop and genuinely appreciate them today. 2. Looking for what you appreciate in someone reveals more to be grateful for. The reticular activating system (RAS) is the portal through which nearly all information enters the brain. The RAS filters the incoming information and affects what you pay attention to. When you’re attuned to appreciating people, you will now be more aware of things and people you appreciate in your life. It will feel as if things and people to be grateful for suddenly appeared in abundance (or in three’s). It’s because your awareness is active and you realize and “see” more. 3. Appreciation doesn’t have to be a grand event â€" often and sincere mean more. I travel a lot and even though, out of guilt, I buy souvenirs for my children to show them how much I missed them when I was away, all they ever want is time with me. I would tell my younger self to not focus on appreciation having to be a grand event. It doesn’t have to be expensive nor does it mean having to buy anything at all. Of more importance,  is showing and sharing it often and sincerely. 4. Late is better than never. In social, we often talk about how content is king and context is queen. Immediacy and relevancy are often in the mix of advice given to be effective on social. When it comes to appreciation, while sooner rather than later is better even later, as long as it’s sincere, can be very effective. 5. Appreciation is not the miracle cure-all, fix-all. Even if appreciation is genuine, it isn’t a silver-bullet. If you have communication issues, personality issues or have had some negative history with someone, then even genuinely appreciating them will not solve that. Appreciation is not equivalent to “shake hands and we’ll all be friends.” What appreciation does is let people know that they’re noticed, they’re valued and they’re important in your life (even your work life).   And, when people do not feel valued and important, they are more likely to leave.

Top 5 Reasons You Never Hear Back After Applying for a Job - Personal Branding Blog - Stand Out In Your Career

Top 5 Reasons You Never Hear Back After Applying for a Job - Personal Branding Blog - Stand Out In Your Career People often wonder why they never hear anything back after they hit ‘send’ on the email with a resume attached or on the on-line job application. If you’re very lucky, you might have a preliminary email exchange with a recruiter and then never hear from them again. It’s a depressing experience, and one which also casts a shadow on the hiring company’s reputation. So why does it happen? Is it you, is it them, or is it just something every candidate must prepare for in the hiring process? There’s no question job seekers face an uphill climb. High unemployment nationally means more competition for every position; according to a January 2012 article in the  Wall Street Journal,Starbucks  â€œâ€¦ attracted 7.6 million job applicants over the past 12 months for about 65,000 corporate and retail job openings…” An oft-cited recruiter’s complaint is that as many as 50 percent of people applying for a  given job  simply aren’t qualified. Adding to the challenge, most large  companies  â€" and many smaller ones â€" use talent-management software to screen resumes, weeding out up to 50 percent of applicants before a human even looks at a resume or cover letter. The deck is definitely stacked against the job seeker. So how do you break through? Here are my top 5 reasons you’re not hearing back after applying for a job, with five suggestions for ways to avoid the Resume Black Hole. Why You Never Hear Back You really aren’t qualified.  If a job description specifies a software developer with 3-5 years of experience and you’re a recent graduate with one internship, it’s unlikely you’ll get a call. Avoid disappointment â€" don’t apply for jobs for which you lack qualifications. Most job descriptions are written with very specific requirements. Yes, the company is trying to find the most qualified candidate; yes, they are trying to weed people out. It’s not personal, it’s business. You haven’t keyword-optimized your resume or application.  Job descriptions are salted with keywords specific to the skills or attributes the company seeks in applicants. A close read of the job description is a necessity, as is keyword-optimizing your resume and cover letter, if you’re using one, or email. If the job description lists words in a certain order, e.g. a list of programming languages required, use the same order in your resume. Your resume isn’t formatted properly. You might think distinctive formatting will set your resume apart, but automated programs don’t care if a document is pretty. Help a machine out. Be consistent in formatting â€" consider using separate lines for former employer, job title, and years worked. Your resume is substantially different from your online profile. LinkedIn, Dice and other online profile sites can be useful tools, so it‘s important to make sure they match what’s on your resume. This may seem to be a contradiction â€" in #1 I advised keyword optimization â€" but it’s really common sense. Jobs worked, employers, years on the job and other details should match. The subtext here is always  tell the truth. The company received 500 resumes for one job posting, and yours was 499th  in. Looking for a job  is  a job. Do your research â€" know which companies you want to work for, organizations where you sense culture fit. Every morning scour the job postings and jump on anything for which you’re qualified (and in which you’re interested.) Being early with your resume or application  does  matter. Check back often in the first few days to make sure the listing hasn’t changed. Often a company will post a job and halfway through the process change the description. It’s hard to game the system. Your best bet is still a personal referral, and even that may not be enough to get a call. A guy I know gave his resume to a woman who worked at a company where a good job had been posted. He received an automated email noting his resume had been received but never heard another word. After a month he asked his friend to check with the recruiter. It turned out the job description had changed, but the recruiter never bothered to let the referring employee â€" or the applicant â€" know. This isn’t unusual, unfortunately. So what can you do? How You Can Get Noticed Research interesting companies on social media.  Find out who the recruiters are and follow them. Many will tweet new postings, so watch their streams and jump on anything for which you are qualified. And if they tweet news saying the company’s had a great quarter, retweet the news with a positive comment. Consider starting a blog in your area of interest or expertise.  It’s a social world; time to build a trail of breadcrumbs leading to you. Include the blog, and links to any especially relevant posts, in your emails to recruiters with whom you’re working. Get professional help with your resume.  Either a resume writer or an SEO expert can help you increase your odds of getting through the talent management software. If you can’t afford this step, read the top career blogs for advice. If at all possible, don’t wait until you’re out of work to find your next job.  I realize for many people this isn’t possible or might even be offensive, but your chances of finding the next job are best when you’re still employed. Network. Old advice, but still true. Be visible, be upbeat, be informed about industry trends and news in your area of expertise. Finding a job is tough, no question. I’ve talked to other recruiters who say they only respond to 30 percent of applicants. The odds are good you’ll be in the 60+ percent who hears nothing a lot of the time. Don’t take it personally â€" it’s not a rejection of you, it’s a reflection of the times. If you don’t hear back, know you’re not alone. Author: Meghan M. Biro is a globally recognized leader in talent strategy and a pioneer in building the business case for brand humanization. Founder of TalentCulture and a serial entrepreneur, Meghan creates successful ventures by navigating the complexities of career and workplace branding. In her practice as a social recruiter and strategist, Meghan has placed hundreds of individuals with clients ranging from Fortune 500s to the most innovative software start-up companies in the world, including Google, Microsoft and emerging companies in the social technology and media marketplace.Meghan is an accomplished consultant who has helped hundreds of individuals in all levels in the organization (V,C level executives, mid-career, mid-level managers, software architects and recent college graduates) and across generations (Gen Y to baby boomers), develop effective career strategies that propel them to achieve personal and professional success. Meghan is a speaker, practitioner, author, blogger a nd mentor who is passionate about the subjects of leadership, recruiting, workplace culture, social community, branding, and social media in HR. She is Founder and co-host of two Twitter Chats: #TChat, The World of Work, a long-standing weekly chat and radio show and #HRTechChat, both communities dedicated to addressing the business needs of the rapidly evolving people-technology landscape. Meghan is an avid social community builder who is inspired by connecting the people and talent dots.Meghan is a regular columnist at Forbes and Glassdoor and her ideas are often quoted, featured on top publications such as CBS Moneywatch, Monster, Dice and various other HR, Social Media and Leadership hubs.

Women In Business History Who Should Never Be Forgotten

Women In Business History Who Should Never Be Forgotten Women have torn down borders and cracked glass ceilings throughout history.   Historically speaking, legal hurdles, social norms, and financial barriers have all posed a formidable challenge for women in business. Before women were permitted the right to vote and before women were legally allowed to own land, women were significantly contributing to the success of businesses large and small.   When the U.S. fought in raging wars, and the stock markets crashed, women saved the economy by going to work. From iron mills in the 1800s to digital security corporations in the 21st century, women have shown that they can do anything.   Passionate women have long been powerful in organizing change.   Take a moment to read about and remember these few women in business history whose life and accomplishments should never be forgotten. Rebecca Pennock Lukens (1784-1854) Rebecca Lukens was one of the very first women in business.   She purchased her father’s business after his death, birthed her sixth child, and turned a struggling iron company into a successful empire. When the transportation revolution hit in the early 1800’s, Lukens’ iron was at the top of the list for steamboats and railroads.   During the economic explosion, Rebecca also launched her own store, warehouse, and freight agency. Bridget ‘Biddy’ Mason (1818-1891) Biddy Mason was born to break the proverbial mold.   Born into slavery, Mason fought and won her freedom (and the freedom of her three children), in the 1850s, after her owners moved to California (a free state). Ten years after gaining her freedom, Bridget became one of the very first African American women to own her own piece of land.   She purchased a commercial piece of property for $250, and from that, built her own real estate empire worth $300,000 by the year 1884. Jane Addams (1860-1935) Jane Addams won the Nobel Peace Prize in 1931 for her contribution to society and social activism.   More than her social contribution to the world, Addams was quite the genius at fundraising, statistical knowledge, and business management. In 1889, Jane co-founded America’s very first settlement house for immigrant women, The Hull House.   The facility aimed to educate women and children in subjects such as sewing, art, music, history, botany, and literature (among other subjects). Katharine Meyer Graham (1917-2001) The rise to the top for Katharine Meyer Graham gave new meaning to the waiting game.   Katharine’s father bought the Washington Post at a bankruptcy auction in 1933, and later left the company to her alcoholic husband post mortem. Shortly after inheriting the company, Philip Graham committed suicide.   Katharine gained full ownership of The Washington Post, and since has worked tirelessly to develop one of the leading empires in mass media.

Unpaid internships in London now cost £1,000 a month

Unpaid internships in London now cost £1,000 a month We’ve been beating the ‘down with unpaid internships’ drum for quite a while now. Being a student in this day and age is expensive enough, without having to fork out for travel and accommodation (with no salary) on top of that. In certain industries particularly, unpaid internships have been established as normal. In journalism, fashion and other creative industries especially, most student grudgingly accept their fate. While we all knew unpaid internships exploited the labour of young people, research by the Sutton Trust have revealed just how costly internships can be. A grand a month?! Yes, you heard that right. Due to rising rent costs and inflation the research concluded a one-month unpaid internship in London now costs a minimum of £1,019, meaning a six-month internship would cost £6,114. In other areas of the country the costs are slightly less, £827 a month in Manchester for example, but still unfeasible for many students. And this isn’t rare either. The research found that 40% of young people who have carried out an internship have done so unpaid. That’s a lot of free labour being exploited. No transparency The Sutton Trust found that it’s not just the lack of pay that’s important in making internships more accessible. Many of them aren’t even advertised publicly, and are often filled through informal networks. This is mainly the friends, family and acquaintances of the staff who currently work there. This obviously means that those without the necessary contacts have no way of getting their foot in the door, and this can create a dangerous precedent. Social divisions There are many reasons while all of the above is terrible. It’s unfair and exploitative. But in particular it excludes those without the financial resources to be able to attend unpaid internships. Meaning the industries in which unpaid internships are so common are excluding a massive proportion of society, often those from a lower income background and those who live far away from big cities. It’s why for so many years industries like journalism and fashion have been perceived as so elitist â€" only for the middle and upper classes. We need more diverse workforces, and equal opportunities for all young people, so this needs to change. So what’s to be done? Sutton Trust have made a number of recommendations, the first one being that it should be a legal requirement that all internships that last over a month are paid. And by pay they mean at least the minimum wage, although preferably the Living Wage.  This will ensure internship opportunities are open to all young people, not just those who can afford it. They’ve also suggested that all internship positions should be advertised publicly, with the recruitment process fair and transparent for all. Let’s hope the government (and employers) sit up and listen, because unpaid internships have waaaay overstayed their welcome. Connect with Debut on  Facebook,  Twitter,  and  LinkedIn  for more careers insights.