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#Leadership : How to Manage Your Team’s Calendar During the Holidays

December 11, 2018/in First Sun Blog/by First Sun Team

The end of the last quarter is a time of rest for many, but founders and their teams keep working hard to set up their companies for success in the new year. Just because the grind never stops, however, does not mean that founders should take their teams for granted. But there are ways to manage your team’s calendar during the holidays.

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The Team here at FSC LinkedIn Network would like to wish you/yours a Wonderful Christmas & a Happy, Healthy, & Prosperous 2019! Our best to you, www.firstsun.com

My companies are closing for 10 full days during the holiday season. I want our employees to know that we recognize their value and respect them enough to provide a manageable work-life balance.

We aren’t closing shop for 10 days without proper preparation, of course. Until those 10 days arrive, our teams from top to bottom are working tirelessly to ensure that we won’t leave anything unfinished. Our break will be much more enjoyable with the knowledge that we did everything necessary before closing shop for the season.

Managing a team’s calendar during the holidays is a delicate task. Some people want to work more in a quiet office, while others want to take long breaks. The key to managing a holiday calendar is to treat employees with respect without compromising on the company’s goals in the bargain.

Follow these scheduling tips to manage a team through the turmoil of the holiday season:

1. Understand what they want.

Rather than announce the office will close for two weeks without discussing it with anyone, talk to people about what they would like to do for the holidays. Some teams would prefer to grind it out for a few weeks to earn a long break, like we’re doing, but others would rather take it slow. Keep in mind that not all employees celebrate the same holidays.

Employees respond better to leaders who involve them in the decision-making process. Involve them, but don’t let them run the show on their own. Paula Santonocito of Recruiting Daily Advisorargues that, while employee involvement can provide a sense of value and ownership to employees, it can also lead to decision paralysis within the organization.

Find the balance by soliciting employee input then making the call that’s best for the company. Maybe that means going with what the majority wants. Maybe it means allowing people to opt-in to an alternative holiday schedule. Whatever the decision, don’t let one group saddle another with extra responsibilities.

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What Skill Sets do You have to be ‘Sharpened’ ?

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2. Lean on freelancers to fill the gaps.

Freelancers are always available to help small companies meet goals when internal employees don’t have the capacity. This is especially true during the holidays when entire teams can disappear for days at a time.

Reach out to trusted freelancers early in the month to ask about their capacity. If they have some room on their schedules, talk to teams about their holiday plans to coordinate projects. Keep track of this in a calendar app so that you don’t forget. We get so busy these days that we often don’t message till it’s too late.

Of course you don’t rely on freelancers to do jobs that would be better handled internally. You can take this opportunity to tackle some projects that might not come up during the rest of the year. Work with contractors to come up with creative pieces of content. Trust freelancers with big tasks to learn which ones are dependable, then give them more work during the coming year.

Don’t worry about the potential cost of a freelancer/full-timer mix. Michael Solomon, co-founder of 10x Management, broke down the budget on Huffington Post and found that mixing freelance with full-time is the most cost-efficient management method.

3. Relax work-from-home policies.

Remote workers are typically more productive than their in-office counterparts, as Harvard Business Review discussed back in 2014. Now that telecommuting tools have gotten even better, that productivity gap is even wider. That goes double for the holidays when office workers take every opportunity to talk about gift recommendations and football.

Encourage employees to work from home whenever necessary during the holiday season. If the company has a rule about needing an excuse, drop that rule (permanently if possible, but definitely for December). When parents don’t have to worry about their kids’ school schedules and travelers are free to work from the road, companies reap the benefits of anytime, anywhere productivity. It also cuts down on all of the extra office-holiday-chatter that is a huge time-suck.

Maintain a semblance of order by clearly communicating expectations and reminding employees of work-from-home guidelines. People still need to attend important meetings and meet productivity goals at the end of the year. Treat people with respect and assume they want to do good work. If the team is a good one, it will reward that faith many times over.

The holidays are almost here, so don’t delay. Work with teams to create a schedule (scheduling beats hustling) that works for everyone, set expectations and treat employees with the respect they deserve. When the holidays end, return to work refreshed and ready to tackle the new year.

Entrepreneur.com | December 11, 2018 | John Rampton VIP CONTRIBUTOR

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#CareerAdvice : #JobSearch – The Surprising Ways Companies Assess Job Applicants…

December 10, 2018/in First Sun Blog/by First Sun Team

For every job seeker looking for their dream job, there is also a company hoping to find its dream employee. In order to find the perfect match, companies are learning to get more creative during the hiring process to streamline the search for the perfect candidate.

But with so many applicants applying to a position, how does a company really zero in on the standout applicants? Recruiters and hiring managers are screening candidates both ahead of time and during in-person interviews looking for red flags and the right fit — and sometimes you may not even be aware of how they are screening you.

Here are a few new and unique ways that companies are testing applicants. In short, be prepared for anything!

1. Conduct a skill-based test

Companies are often looking for specific traits in potential candidates, such as being detail-oriented. Matthew Ross, co-owner and COO of RIZKNOWS and The Slumber Yard, says he presents potential video editors with a unique assessment test before hiring. During the interview, he will give the candidate raw footage and a set of pre-made graphics and ask them to create a short, one-minute video.

“We evaluate the flow and quality of the video but what most potential candidates don’t realize is that the pre-made graphics we give them are incorrect (i.e. we purposely misspell a word, use the wrong color scheme, etc.,). Basically, we want to see if they’ll actually see the mistake and fix it,” says Ross. “This gives us good insight into their attention to detail, which is a key trait we want in our video editors.”

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What Skill Sets do You have to be ‘Sharpened’ ?

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2 . Scope out your social media channels

Since we live in a digital, social-media heavy age, it’s not uncommon for companies to ask applicants for their Instagram or Twitter handles, as well as a link to their Facebook profile. Recruiters and hiring managers will look at your social channels to better understand your personality and to catch any red flags (i.e., foul language, risqué photos, etc.,) and anything that might not align with the company’s culture and values.

Moreover, don’t be surprised if an interviewer wants to look at your profiles with you during the interview! When you’re applying to a job, it’s always better to be safe than sorry with your social media sites: so clean up your online act because your future employer may be watching!

3. Invite you to spend a day in the role

Believe it or not, you might get to test out the job before you get hired. A “day in the life” visit also gives the company a chance to see how you’d perform, both in the role and with your potential co-workers.

Matt Dodgson, Director of Market Recruitment, says he has worked with clients who will first email a short screening test to a candidate and, if they pass, they will be invited to spend a “mini-workday” in the proposed position.

“This usually entails being given a project that can be accomplished within four hours (the candidate is given some prep materials beforehand), and then lunch with the team afterward,” explains Dodgson. “We then conduct an in-depth interview with the candidate the next week to evaluate their performance and ask focused follow-up questions. We’ve found that this puts candidates on the hot seat, but it gives us and clients better insight as to how the candidate would fit within the position and the team.”

4. Interview via text message

Since texting is the dominant form of communication for Americans under the age of 50, it’s becoming increasingly more common for interviews to take place or be schedule directly through texting.

In fact, tech company Canvas is dedicated to helping employers conduct text-based interviews. If a recruiter asks you to interview via text, don’t be shy – this may be an easy way for you to shine since, after all, you are probably used to texting! And from the employer and recruiting prospective, a text interview saves time and helps weed out anyone who can’t communicate effectively. So if you find yourself in a text interview, make sure you spell-check your text and respond in a timely manner!

5. Ask you to take personality tests

With fit in mind, some companies use personality tests like Myers-Briggs to determine if a candidate will be a good cultural fit.

“During the hiring process at finder.com, we’re focused on finding the right person for the role, not just a person who excels at the required competencies,” says Jon Brodsky, Country Manager at Finder.com. “Our personality tests provide insight into whether someone might be a good fit culturally. It’s crucial that we find the right person for the company and role, because the right fit will flourish and grow while someone who may be considered ‘the best’ will be frustrated and only deliver standard work.”

6. Video record interview answers

During the application process, an assessment might begin with video recordings of yourself answering the questions. While this usually occurs online in the application portal, it’s possible a recruiter will film your in-person interview to playback later or share with those in the interview loop who could not attend.

The more common scenario is that, during the online application, you will be asked to answer a question while being recorded. The catch here is that you usually have to record the video in their online system, meaning you may not be able to edit or reshoot the video. The aim of this exercise is to get a genuine response and answer out of you, as well as to test how well you think on your feet and to get a sense of your personality. Also, for some industries like healthcare, this is an efficient way for recruiters to evaluate a large number of applicants.

By using Montage Interview Software, nursing candidates at SSM Health are able to express interest in a job, discuss their skills and background, plus showcase their personalities in a way that phone interviews didn’t allow for. Through on-demand interviewing, candidates can complete video interviews on their own time.

The good news is that most applications like this will give you adequate support to prepare for the video interview.

7. Quiz your knowledge

Similar to a personality test, a company might ask you to take a specific data-driven test in order get specifics on your technical skills. For example, a company hiring for a sales position might ask prospects to take a 90-minute online test that will measure sales leadership competencies and client fit. It’s essentially a quiz to test your knowledge and ability and to determine if you will be the right fit for a specific client.

“I am a recruiter and recently worked with a client that used a sales assessment as the initial filter for screening candidates,” says Candie Fisher, Founder of Candie Fisher Consulting and Partner and VP of Client Engagement at Notogroup Executive Search. “It made my job a little more difficult, as it knocked out some people that had strong industry experience, but it allowed the client to have confidence that every candidate moving forward had met a data-based hurdle.”

GlassDoor.com | December 10, 2018 | Posted by Isabel Thottam

#Leadership : Six Entrepreneurs Share Tricks For Diffusing Office Conflicts…Arguments are bound to happen. Here’s how to deal with them.

December 6, 2018/in First Sun Blog/by First Sun Team

Below are ideas/concepts from the following Entrepreneurs to manage your company’s conflict:

1. Confront it.

“If people come to me with a conflict, my first question is whether they’ve addressed the person or people directly. If they haven’t, I send them back. I’m clear about this expectation from day one, and employees’ performance reviews include ranking their ability to provide constructive feedback. Aligning incentives to this value has led to a zero-drama, zero-gossip workplace.” — Lauren Schulte, CEO and founder, The Flex Company

2. Know when to cut ties.

“I subscribe to the notion that there are three sides to every story — yours, mine and the truth that lies somewhere in between. Addressing conflicts and working to find mutual goals, together, is the best way to handle clashes and even find ways to collaborate more deeply. All that said, sometimes issues can’t be resolved. And sometimes dissolution is the best resolution for everyone.” — Aaron Kwittken, founder and CEO, KWT Global

3. Take it outside.

“We tend to resolve minor conflicts and issues quickly. That said, when people have fundamental differences in how they’re approaching individual or team decisions, I find it’s best to just grab some time over coffee or beers outside the office. Being in a different setting tends to add levity to situations that sometimes just need that sort of perspective.” — Paul Hedrick, founder and CEO, Tecovas

4. Embrace it.

“I have worked with my cofounder, Dan Leibu, for more than 20 years, and we love to debate. It may seem like fighting at times, but it is simply our pushing each other toward the best possible outcome. So in this context, conflict is good. We had a doozy two years ago when we were trying to figure out our position in the world of health insurance. We both had to compromise, but once we landed in a shared place, we moved forward with clarity and purpose. Pressure makes diamonds, or so the saying goes.” — Michael Serbinis, founder and CEO, League

5. Keep it constructive.

“Conflict is healthy if done right. We have one important distinction between healthy and unhealthy conflict: If the disagreement is within the perspective of improving something, it’s great. But if the goal is to tear down or obstruct, it’s unhealthy. We say, ‘Be critical, not cynical.’ ” — Christian Lanng, CEO, Tradeshift

6. Designate a mediator.

“Our onboarding process makes employees aware that they have both their direct team managers and the HR manager to discuss issues with. Oftentimes when conflicts arise, it’s most helpful for employees to talk it out with someone who’s not directly involved and has no stakes. Knowing that it’s not one employee against the other helps ease the side effects of bruised egos.” — Alexandra Fine, CEO, Dame Products

Entrepreneur.com | Entrepreneur Staff MAGAZINE CONTRIBUTOR | December 6, 2018

#WorkLife : When People Would Rather Work with Competent Jerks than Likable Fools…When Money is on the Line, a New Study finds, People give Less Weight to Social Warmth.

December 5, 2018/in First Sun Blog/by First Sun Team

You can fill a room with studies on leadership that hail the importance of being a likable, honest, caring, and modest boss.

In the work world, however, that’s not what people want most. When people have a chance to choose whom to work with, and their own success depends in part on those people, a new study finds that cold competence becomes more important and likability less so.

When money is on the line, in other words, most people would rather work for a very competent jerk than a nice but less competent boss.

“It should be obvious, but it’s not,” says Jeffrey Pfeffer, professor of organizational behavior at Stanford Graduate School of Business, who coauthored the study with Peter Belmi at University of Virginia. “If you believe the literature, you’re supposed to be honest, modest, and authentic. But if you look at actual leaders, that describes nobody running either a company or the government. It isn’t Jack Welch, or Larry Ellison, or Steve Jobs. It’s not Donald Trump.”

To be clear, Pfeffer is not arguing that companies should hire obnoxious bullies just because they’re ruthlessly competent. In fact, the study cautions that ignoring the value of “soft contributions,” such as the ability to foster collaboration, can undermine a team’s performance in the long run.

CAN THEY HIT THE BALL?

What Pfeffer is saying, however, is that people are surprisingly hardheaded, analytical, and “instrumental” about sizing up work partners and bosses. In a trio of studies, he and Belmi show that this is especially the case in situations where a person’s compensation depends on the performance of his or her teammates.

“If you’re building a baseball team, you don’t care whether a player is nice–you want to know if he can hit the ball,” Pfeffer says. “If you’re looking for a surgeon, you don’t ask about personality.”

In the new paper, Pfeffer and Belmi focused on how “reward interdependence” affects people’s preferences for competence versus likability.

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In one experiment, for example, the researchers surveyed 443 working adults over Amazon’s Mechanical Turk service. The participants were asked to imagine that they were investment bankers who had to decide between four competing job applicants.

Overall, 77% said they would prefer the candidate who had been described as “highly competent” but “not very warm, friendly, or sociable.” Only 23% preferred the candidate described as “not very competent” but very sociable.

That preference for competence over social warmth was higher, at 83%, for people who were told that their pay would depend in part on the performance of their entire team. By contrast, just 71% of those whose pay was based only on their own performance put the priority on competence.

In a separate study, Stanford students were put into what they thought was a real-life situation. They were told that they’d be paid to participate in a series of lab experiments and that they would spend “quite a bit of time” with their partners over the next five weeks. Then they were asked about the kind of partner they’d prefer.

As in the other experiment, the students were also divided between an interdependent group, where each person’s pay would depend in part on the team’s performance, and a second group, where pay would be based only on individual performance.

Here, the contrasts were even more striking. Fully 72% of those in the interdependent group picked competence over sociability, while 59% of the students in the independent group picked sociability over competence.

Pfeffer says that makes sense.

“If there aren’t any consequences, then of course you are going to prefer people who are likable and fit your norms of social desirability,” he says. “But if your success depends on how well those people perform, which is the case in many organizational settings, then you’re going to emphasize competence.”

FastCompany.com | December 5, 2018 | BY EDMUND L. ANDREWS 3 MINUTE READ

#CareerAdvice : #JobSearch – Want to Look for a Job in 2019? Start by Doing these Things Right Now! …You Don’t have to Start Looking in December, But Doing the Groundwork Ahead of Time Can Help you Hit the Ground Running when 2019 starts.

December 4, 2018/in First Sun Blog/by First Sun Team

Most people looking for a job put it on hold in December. That’s generally because hiring slows down during the holiday season as people take vacations and lose time to seasonal events, and companies do other year-end activities like budgeting and employee evaluations.

December may not be when you’ll land a lot of interviews for permanent work, but it’s still a time of opportunity. If you know you will be seeking a job in the new year, you should take the month to get as ready as you can for the new year and the return of normal hiring rhythms.

Of course, if you’re out of work, you should not put your search on hold for December. Work on all of these things while you keep looking, because a hiring slowdown isn’t a hiring stoppage. And if you’re employed but ready to move on, these are good ways to get ready.

1. GET YOUR RESUME IN ORDER

It’s not enough to just update your resume. You also need to research whether resume format for your industry has changed. For example, in journalism a one-page resume was the standard throughout the 1980s and 1990s. At some point in the 2000s that changed, and multiple pages became not just appropriate, but expected for more senior-level people.

In addition to making sure you have your resume copyedited and checked for other errors, it’s important to make sure it’s current. Talk to hiring managers or other people in your field who have recently gotten hired to find out what’s the current norm.

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2. GET YOUR REFERENCES SET

Very few people like surprises. Your references may all agree that you’re a wonderful person and an excellent worker, but they probably don’t want a surprise call asking about you.

Let your references know that you plan to start a job search and that you’re using them as references. This will have them expecting calls and give them a chance to opt out–maybe they will be traveling out of the country, or maybe they don’t think they can say anything nice about you.

3. USE SOME VACATION TIME

Vacation policies vary by company. Some carry vacation over into the new year, and some pay you for unused time if you decide to leave, while others do neither.

December is a popular month to take time off, and in some cases, even companies where unused time does not carry over will allow you to book January vacations using 2018 time. If you have unused days, see if you can use them early in 2019, which can give you time to search for a job and go on interviews.

4. POLISH YOUR SKILLS

Consider the type of job you’ll be applying for and examine your skill set. Maybe there’s something you know how to do that you’re a little rusty at. Take an online refresher course or do something that lets you show during an interview that you worked on that area. Even just starting the process can make a big difference to prospective employers.

BEING RESTED AND READY WILL PAY OFF

While December can be a hectic month, it also tends to be a time when most workers in fields that aren’t retail-related get time off. Use that time both to prepare for your job search and to recharge your batteries.

Do things like setting up email alerts for certain job titles and bookmarking company careers pages you want to track. Make sure you have interview outfits ready to go and that you have nicely printed copies of your resume and references. There’s only so much you can prepare, but doing what you can will make it easier once the job market picks back up in the new year.

FastCompany.com |12-03-18 | BY DANIEL B. KLINE—THE MOTLEY FOOL 3 MINUTE READ

#CareerAdvice : 4 Ways to Become Indispensable to Your #Boss … One of the Best Ways to Remain Employed & Climb the Professional Ladder is to Become an Indispensable Employee.

December 3, 2018/in First Sun Blog/by First Sun Team

Becoming the go-to problem solver or the person who can be relied on to execute any task successfully is a sure-fire way to get your boss to notice you and fight hard to keep you happy. After all, don’t we all want to impress our managers and be invaluable to an organization?

However, there’s a distinct difference between being a dumping ground for errant tasks and being a key team player who is called on for prime assignments. We spoke to diversity and inclusion expert and author of Mastering the Game, Sharon Jones, to find out what are the primary ways to become essential to your boss.

Tip 1: Build on what you are told.

When a manager gives instructions, a good employee will closely follow the directions and do what she is told. However, a great employee will not only follow the directions that she is given but will also add value by pushing the project along anticipating the manager’s next step. Your managers are often busy managing multiple aspects of a project. Therefore, you can’t expect your managers to do their jobs and also yours. They won’t have time to spell out every single aspect of your project assignment. During check-in meetings, let your manager know what you both had agreed upon and the extra effort you put in to advance your aspect of the project. When you demonstrate competence, your manager will likely give you more independence to run with projects, and you will become a little more indispensable.How to Get A Promotion

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Tip 2: Have a “Can-Do” attitude.

If you want to become indispensable to your manager, then one of the best ways to distinguish yourself from your peers is to be a “can-do” person as opposed to someone who often says no. Managers look for professionals who not only produce exceptional results but also have a “can-do” attitude. The best way to strengthen your bond with your manager is to step up when he or she makes a request. If you can become a reliable “go-to” person, your relationship with your manager will strengthen. Realistically, you will not be able to complete every request exactly as it is outlined. Demonstrate your commitment to your manager first by saying yes, then bring up an alternative plan of execution based on your time and resource constraints. If you find a way to reliably deliver results, especially in difficult situations, your manager will begin to view you as a “go-to” person.

Tip 3: Lighten your manager’s workload.

Volunteer to take project’s off of your manager’s plate. During check-in meetings, ask about projects coming down the pipeline. If you hear about a project that fits your skill set, offer to get the ball rolling. To become truly indispensable, identify ways in which your skillset complements your manager’s skill set. If your manager hates doing a particular task and you are willing to take it on, she will want to keep you around for as long as possible. One note of caution: while it is ok to occasionally volunteer for administrative work to make your manager’s life easier, you should prioritize going after projects that demonstrate and grow your skill set.7 Ways Superstars Sabotage Their Promotion Potential

Tip 4: Keep your manager updated on a timely basis and let him/her know of any bumps in the road.

Managers never like to be surprised. So, the best way to be indispensable to your manager is to make sure you routinely keep him/her updated on your work. You can do that by establishing formal check-ins or informally do so by dropping by. You can also send email updates. Your office culture will dictate the appropriate manner for the update, but frequency is important. Also, be sure to give your manager a “heads up” if there is a problem you have encountered so that it can be addressed at an early stage. Remember, no one likes to be surprised at work.

Glassdoor.com | December 3, 2018 | Posted by Amy Elisa Jackson

#CareerAdvice : #JobPromotion – 5 Things You Can Do in the Next Year to Get Promoted… 2019 is Fast Approaching. At this Time, it Might be a Good Idea to Start Reviewing your Career Goals for the Next Year to see Where you’re At.

November 29, 2018/in First Sun Blog/by First Sun Team

2019 is fast approaching. At this time, it might be a good idea to start reviewing your career goals for the next year to see where you’re at. Did you meet your goals? If not, how far behind are you?

As we get ready to enter into 2019, it might be a good idea to start mapping out measures you can take to give yourself a career boost in 2019. The following five actions will position you to have a more successful career in 2019:

1. Attend Conferences Related to Your Job/Role

One of the most effective ways to position yourself for better career opportunities in 2019 is by attending relevant conferences and events in your industry. Many organizations make provisions for interested employees to attend industry conferences to represent them or simply as a way to educate them.

“If you have been shying away from these conferences in the past, you’ve been hurting your career prospects,” says Dan Fox, founder of Boss Laser. “By attending relevant conferences, you can massively increase your network (you suddenly know, and are known by, a lot of people who are relevant to your industry), you can build your skills and experience [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][and] you will also get exposed to more opportunities from a diverse group of people compared to if you were simply on your own. By attending conferences, you will also have up-to-date information about industry best practices, news and resources that can aid your career growth.”Attending a Conference? Here’s How to Walk Away With a Solid Network

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2. Get an Advanced Degree

Another way to give yourself a career boost in 2019 is by getting an advanced degree. If you’re yet to obtain a Master’s degree, it might be a good idea to start making plans for it now. This is because most jobs have provisions that allow you to experience an increase in compensation if you get an advanced degree. Some companies even require those in senior management and professional positions to possess an advanced degree. Having an advanced degree also increases your career prospects, because the number of entry-level jobs requiring advanced degrees like a Master’s degree is increasing.

“An advanced degree can help you secure that elusive promotion you’ve always desired,” says Ayodeji Onibalusi of Effective Inbound Marketing. “A doctorate or masters degree would also boost your confidence and help you secure better job opportunities when you start looking for a new job.”

3. Work on Relationships With Your Coworkers and Superiors

As we get ready to enter into 2019, one of the questions you should ask yourself is where you stand in terms of your relationships with your co-workers and your superiors. Do you have a good relationship with them, or do you believe it’s simply sufficient to focus on work and get things done and still move forward in corporate circles? If you don’t have a good relationship with coworkers and superiors, it could come back to bite you. In fact, according to experts, it is very difficult, and almost impossible, to advance at work without a good relationship with co-workers and superiors. If you’ve not been getting along well with some of your peers at work, it might be a good idea to start fixing things now.

4. Regularly Update Information That Communicates Your Expertise

Many employees restrict their career growth by making little information publicly available about themselves — often unknowingly. A lot of employees have not updated their resume in years, and as a result their resume is not indicative of their current experience and skill set. Similarly, many employees have a LinkedIn profile, and other relevant career-related online profiles, with scant information about them. When you consider that many major organizations regularly scan LinkedIn and other relevant social media sites to determine which employees to hire, and that 92 percent of recruiters use social media to find high-quality candidates, it becomes instantly apparent how limiting not having an updated profile can be.

“It might be a good idea to create a schedule for updating your resume and relevant social media profiles to be indicative of your experience,” says Jonathan Marshall of Middlesex County Criminal Law. “This can be done every quarter, for example. You want to include every relevant information including awards, leadership capacities you’ve acted in and conferences you’ve attended,” he says.How to Master the Art of Bragging Like a Pro

5. Upgrade Your Wardrobe

If you’re wondering if dressing has anything to do with your career prospects, well it’s time to sit tight and take note — because how you dress can literally affect your career prospects and opportunities. An OfficeTeam survey found that 80 percent of executives say that how an employee dresses will affect the employee’s chances of being promoted. Other studies have also found a link between dressing and perceived confidence as well as career opportunities. If you want to be taken more seriously, and do not want to be denied your rightful career opportunities, it might be a good idea to upgrade your wardrobe.

Yasir Khan is a renowned online marketing consultant and has been in business since 2008. He owns Quantum SEO Labs and loves sharing tips on various aspects of marketing, conversions and real estate.

GlassDoor.com | November 29, 2018 | Posted by Yasir Khan

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#Leadership : #Productivity – These are the 5 Mistakes you Make when you #Delegate … As you Move Up in your Job, you Need to Go from Being Someone who Gets Things Done to Creating other People Who get Things Done. Here are a Few Common Mistakes People make when they Start to Delegate.

November 29, 2018/in First Sun Blog/by First Sun Team

We all know the go-to person in the office who knows how to get stuff done, and maybe it’s you. This person is frequently promoted to leadership because they excel, but that presents a problem, says Scott Eblin, author of The Next Level: What Insiders Know About Executive Success.

*Question*: **Do you Know How to Delegate?**

“Being a go-to person doesn’t help you build teams,” he says. “You need to go from being someone who gets things done to creating other people who get things done. It’s hard to let go. Getting things done is what you became known for and now you have to rebrand yourself. This causes fear and you have to overcome it to delegate effectively.”

Eblin says leaders often make five common mistakes when assigning work to others:

1. NOT UNDERSTANDING THE IMPORTANCE OF THE TASK

Before you can delegate a task, you have to be clear on it. Too often leaders give an employee something to do without having a deep understanding of the task and its impact.

“Why does it matter to you and why does it matter to the person you’re delegating to?” Eblin asks. “What does it mean to the company or the customer? You have to be super clear on the task and the stakeholders.”

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2. MAKING AN INCOMPLETE REQUEST

When you delegate, make sure you are providing enough information. Eblin suggests writing down the steps before meeting with your employee to prepare for your initial delegation session.

“Develop a plan for follow-through,” he says. “Too often leaders don’t do a lot of prep. They’ll say, ‘Take the lead on this and let me know when you’re done,’ and not much more than that.”

Instead, you should provide explicit instructions and insights. “Be crystal clear,” says Eblin. “Say, ‘Here’s the task. Here is the timeline. When it’s completed it will look like this. This is who needs to be involved, and this is who needs to be informed.’”

Also, tell the person how much you want to be in the loop, what resources are available, and what they can and cannot do without asking. You might also provide some potential pitfalls they could run up against.

3. FORGETTING TO SET EXPECTATIONS ON ACHIEVEMENT

When you delegate a task, be sure to define what success looks like.

“How will the employee know when they reach 100%?” Eblin asks. “When will they be done? What does achievement look like? And who has to be happy with what’s achieved?”

4. MISSING REGULAR CHECK-INS

Too often leaders fail at delegating because they think of it as a “set it and forget it” exercise, says Eblin.

“Even if you’ve been clear in delegating and have a lot of confidence and trust, most of the time it requires some level of checking in,” he says. “Get clear on how often you will check in as well as what factors might trigger a check-in, a red flag, or action.”

It’s a good idea to set a regular check-in timeline, such as weekly or biweekly, Eblin suggests.

5. OVERLOOKING KNOWLEDGE AND KUDOS

Throughout the project, leaders should be mindful of the process. “There should be debrief lessons from the assignment,” says Eblin. “Are there things we learned while we were completing it? What can it tell us about the future on what we should do again, and what we would do differently based on what we’ve learned?”

And don’t forget to acknowledge the employee’s contribution. “Kudos is about recognition,” says Elbin. “Part of that is up front. It’s ‘Here’s what in it for you. This is what’s the upside for you if it goes well.’ And part is acknowledging what’s been accomplished at the end.”

Some people naturally have more project management skills, but delegating can be learned, says Eblin. “Go through these steps before you sit down with someone else and ask then to take the lead on a task,” he says. “Adopting a discipline around the prep and having a framework or checklist will get you off to a good start and help the other person bring it home.”

FastCompany.com | 11.29.18 | SECRETS OF THE MOST PRODUCTIVE PEOPLE

#CareerAdvice : #Interviewing – Here’s Your #JobInterview Preparation Checklist…We’ve Compiled a Comprehensive List of Essential Ways to Gear Up for your Interview and Knock it Out of the Park. Ready, set, Prep!

November 28, 2018/in First Sun Blog/by First Sun Team

So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

Base your list of questions on both what you expect them to ask and the real life experience of others
Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.

The 45 Questions You Should Ask In Every Job Interview

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36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.

How to Read a Job Description

12-24 hours before the interview:

5. Be rested and healthy for the big day.

Before getting good night’s sleep, try to imagine yourself acing the interview.
Eat wholesome, healthy meals for the days preceding the interview.
If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

Practice a firm handshake, strong posture, and attentive body language in advance.
Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.

How to Interview for Your First Management Role

During the interview:

9. Keep an interview journal

During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.

And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

Glassdoor.com | November 5, 2018 | Posted by Lillian Childress

#CareerAdvice : 3 Things you Need to Do to Be Taken Seriously at #Work … Whether in a #NewJob or just Starting Out with a New Client, If you Feel Like No One is Taking You Seriously, You Should Check that you’re Getting These Three Things Right.

November 27, 2018/in First Sun Blog/by First Sun Team

I have three kids who are all in their twenties. I remember fondly when they were in their teens, though, and each of them at different points would say, “Why don’t you treat me like an adult?” My response to them was that no adult ever needs to be asked to be treated like an adult. They command that respect by virtue of who they are

The same thing holds true for being taken seriously at work.

Early in your career, early in your tenure with a new organization, or early in your interactions with a new customer or client, you may feel like you have difficulty being taken seriously. Start by looking a bit at your own behavior to figure out whether you are doing anything that prevents people from engaging with your contributions the way you want.

ARE YOU LISTENING?

No matter how good your ideas are, nobody will pay attention to them if you cannot present them in a way that is on-point to the people you talk to. That means you need to provide a bridge between the knowledge and concerns of others and the idea you are presenting.

The only way to determine what other people know and what they care about is to listen to them. Ask a lot of questions. Listen to the language they use to discuss key issues. Listen for the pauses in what they say to get a sense of whether there are things people are uncomfortable discussing.

Then, mirror the language other people are using as you introduce your ideas. Go out of your way to help people see how the proposals you want to make connect with what they care about. And if you can’t find any bridge between what other people care about and your ideas, then you may need to wait for another time to lay out your plans.

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ARE YOU TAKING COMPLEXITY SERIOUSLY?

Another problem that can arise early on is that you may treat the problems people are grappling with too abstractly. When you first enter an organization or an engagement with a client, it is often easy to see things that are going wrong. It may seem obvious initially what the problems are and how to fix them.

Often, though, the systems that an organization has put in place reflect the need to make trade-offs among competing goals. These compromises may not allow the organization to do something optimally, but they may reflect a very good balance that resolves a number of conflicts.

Before throwing out suggestions for how to improve something, it is important to understand why things are done the way they are. If you make suggestions that don’t take the complexity of an issue into consideration, other people will assume you don’t really understand the problem (which is true). As a result, they will start to discount other things you say as well.

When you feel you have a good grasp on a situation, you can present your suggestions in a way that acknowledges the trade-offs that have to be made. Present your ideas in a way that helps people to see how they resolve conflicts in a different way that you believe to be better.

DO YOU FOLLOW THROUGH?

The best way to be taken seriously in any organization is to develop a reputation as someone who gets things done. That means that when you talk with people about plans for the future, you should take the lead on ensuring that the ideas move forward. Follow up with people to make sure that everyone knows their responsibilities. If you promised to do something by a particular time, then do it.

You don’t really need to broadcast your accomplishments. If you do what you say you are going to do, it will get noticed. Then, when you say something, people listen. They know that your words are followed by actions.

That also gains you allies around your organization. Much of what gets you taken seriously involves conversations that other people have outside of your presence in which you get mentioned. That reputation creates an orientation in other people where they already intend to take you seriously from the moment you engage with them.

It takes time to develop that reputation. You have to keep doing your work and doing it well. When you do that, though, you will find that it has been a while since you were concerned that people weren’t taking you seriously.

ABOUT THE AUTHOR

Art Markman, PhD is a professor of Psychology and Marketing at the University of Texas at Austin and Founding Director of the Program in the Human Dimensions of Organizations. Art is the author of Smart Thinking and Habits of Leadership, Smart Change, and most recently, Brain Briefs, co-authored with his “Two Guys on Your Head” co-host Bob Duke, which focuses on how you can use the science of motivation to change your behavior at work and at home.

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FastCompany.com | November 27, 2018 | BY ART MARKMAN 3 MINUTE READ