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#Leadership : The Secrets of the Most #ProductivePeople -How to be Busy without Feeling Overwhelmed…“Busy” Doesn’t really Mean “Productive”; Here’s How to Switch your Focus to What Really Matters.

August 14, 2018/in First Sun Blog/by First Sun Team

At most moments in the day, we’re busy doing something; however, there’s a big difference between being busy and productive and just being busy. It’s easy to fall into the latter category when days are filled with never-ending tasks. Lately, though, admitting that you’re “busy” has gotten a bad rap.

When you find yourself feeling busy, slow down and take stock to see if those things you’re working on are things you should be tackling at all or at that moment,”

“The term ‘busy’ became a badge of honor,” says Mike Vardy, founder of the Productivityist website. “Being busy shows you’re important; you’ve got things going on. Having that status symbol is one of the reasons why people held onto it.”

But “busy” doesn’t really mean “productive,” and it can often lead to a feeling of overwhelm. Henry David Thoreau once said, “It is not enough to be busy. So are the ants. The question is: What are we busy about?”

“Once you start to look at that, the term ‘busy’ loses some of its luster,” says Vardy. “Throwing around the word ‘busy,’ is like using the F word; it’s only powerful in specific situations.”

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THE PROBLEM WITH “BUSY”

The word “busy” is defined as being “engaged in action.” The bad kind of busy is taking action without being engaged in it and doing so repeatedly, says Vardy.

“It’s spending time getting your email inbox to zero without being engaged with everything that lands there first,” he says. “It’s surfing the web without a clear objective in mind before opening the browser. It’s decluttering your space–physical and/or digital–without putting a plan in place first.

“The right kind of busy depends on intention before attention. The wrong kind of busy attracts attention before intention.”

Busy can also be isolating. Inevitably someone will ask you what you’re doing or how you’ve been, and if your reflex answer is “busy” it can be dismissive and shut down conversations. “The person often responds with, ‘Sorry, didn’t mean to bug you,’ and backs away,” says Vardy.

Saying you’re “crazy busy” is even worse. “Not only am I busy, I’m frantically busy,” says Vardy. “I don’t think it’s meant to be a conversation stopper. It’s meant to say, ‘This is how important I am. I have this stuff.’ We all have stuff. We’re all busy.”

HOW TO MAKE “BUSY” GOOD

Busy can be good, but you first need to answer Thoreau’s question–busy doing what?

“If you’re engaged in action, are those actions moving you forward in a way that’s truly productive?” asks Vardy. “Checking email, for example, is not a definition of being productive. What you’re doing should be an act of will.”

To get some clarity on whether you’re engaged in productive action or engaged in busywork, reframe your words. In her book 168 Hours: You Have More Time Than You Think, author Laura Vanderkam writes, “Instead of saying, ‘I don’t have time,’ say, ‘It’s not a priority,’ and see how that feels.” Changing the sentence helps you be objective and determine if you’re spending time on the right things.

Similarly, saying “I’m busy” is like saying, “I don’t have time for this.” Instead, Vardy suggests reframing the phrase to “My attention right now is on …” or “I’m busy doing these things.”

“That gives you a lot more to go with,” he says. “For example, ‘I’m busy working on my book,’ or ‘I’m focusing on building my online platform.’ Having a better phrase allows you to take that word back and make ‘busy’ matter.”

When you tell others what you’re giving your attention to, you create more of a conversation with someone who is asking for your time. “You can add, ‘I can’t talk to you right now because I’m focusing on this,’ but simply saying you’re busy has lost its power because it doesn’t have any meat behind it,” says Vardy.

Productivity is about slowing down to figure out if you’re doing the right things in first place, says Vardy. “When you find yourself feeling busy, slow down and take stock to see if those things you’re working on are things you should be tackling at all or at that moment,” he says.

FastCompany.com | August 14, 2018 | BY STEPHANIE VOZZA 3 MINUTE READ

#CareerAdvice -How to Know when a Seemingly Great Opportunity isn’t Right for You…It might seem Logical to say Yes to a #Promotion or a #NewJob . But if it Doesn’t Align with your Long-Term Goal, it Might Not Be the Right Opportunity.

August 13, 2018/in First Sun Blog/by First Sun Team

Your boss announced that the company is promoting you, which comes with an impressive new title and a big jump in salary. You accept without thinking about it, because it would be stupid to turn down a promotion, right?

THINK ABOUT HOW IT RELATES TO YOUR END GOAL

Whether you’re offered a promotion or a new job, you should ask yourself the following questions, says Stacey Gordon, career strategist and founder & CEO of diversity and inclusion consultancy Rework Work:

What’s the goal?
What’s the end result?
What am I expecting to achieve out of it?
What are the next steps?

Gordon tells Fast Company that it’s important to figure out what your short-term, mid-term, and long-term opportunities would be in this new role. “Sometimes the long-term opportunity is not immediately apparent,” she points out. “Am I going to get access to more resources? Am I going to get access to more influential people in power? Is this going to increase my salary?”

At times, a promotion means an increase in workload and not much else. For example, if your goal is to get into a leadership position, but the promotion provides next to no opportunities to show off your managerial chops, you might think twice about taking it on, and instead focus on picking up projects where you can demonstrate your people skills.

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DO YOUR RESEARCH BEFORE GOING FOR THE OPPORTUNITY

There are instances when a promotion or new job offer comes out of the blue, but in most cases, you would have had to put yourself in the running before you received an offer. Gordon stresses that during this process, you should start to identify warning signs. “By the time you get to the job offer, you should have already uncovered red flags and then extricate yourself from the end.” Some questions worth asking include, “Is this a revolving door position? How long has somebody been in this role? What’s the manager like in this role? What’s the trajectory in the organization and how does your role fit within that? These are questions that are very difficult to get answers to once you have a job offer,” Gordon says.

When it comes to identifying red flags regarding a promotion, Gordon says it’s a bad sign when you’re being “shoehorned into that role because they can’t find [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”][anybody] else to fill it.” In that situation, Gordon says, you might find that not only will you have to do that new role, you might end up still doing your current work on top of it.

SEEK ADVICE FROM THOSE WITH DIFFERENT EXPERIENCES

Some people might be more likely to give you bad advice than others, but Gordon recommends that it is still important for you to listen to them. For example, say there is a disgruntled employee who insist that it’s the most toxic environment ever. You don’t want to completely dismiss what they have to say, urges Gordon.

The key, according to Gordon, is to weigh that employee’s perspectives against the perspective of others–whether it’s people in different departments, former employees, and people at different levels of the org chart. After all, “People are people, people have bad days,” Gordon says. “Somebody might tell you awful stuff about an organization, and you have to be able to take that with a grain of salt.”

IF YOU FIND YOURSELF SAYING I “SHOULD” DO THIS, ASK YOURSELF WHY?

Sometimes your gut is telling you not to take something, but the voice in your head tells you otherwise, telling you that you “should” take that promotion because it would be stupid not to.

Your gut is not perfect at making decisions, but as licensed therapist Melody Wilding told Liz Funk in a previous Fast Company article, your gut is the “collection of all your subconscious experiences.” Therefore, you should at least be aware of what it’s trying to tell you, and dig deep to identify why it’s trying to tell you that. Is your ego dominating your thought process? Do you feel the need to gain external validation?

Gordon tells Fast Company, “If you hear that ‘should’ come out of your mouth, you should think about what’s driving you. Identify that external pressure that you’re feeling and think about how to deal with that.” At the end of the day, you have to experience and live with the decision you make. So before you say yes to an opportunity, make sure that you know how it will impact your life going forward–and you’re happy (or at least at peace) with the answer.

FastCompany.com | August 13, 2018 | BY ANISA PURBASARI HORTON 4 MINUTE READ

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#CareerAdvice : 10 Toughest #JobInterviewQuestions — And How to Answer Successfully…Yes, we Pulled them from Real #Interviews . Here’s How to Answer each Really Well.

August 13, 2018/in First Sun Blog/by First Sun Team

We’ve all been there—pleased that an interview was going really well until the interviewer threw out a real doozy of a question that you just don’t know how to answer. But you don’t have to panic.

We asked career coach Hallie Crawford to give us advice on how to answer the most difficult questions you’ve ever been asked. (Yes, we pulled them from real interviews.) Here’s how to answer each really well.

1. If your current employer had an anniversary party for you, what five words would be written on the cake to describe you?

While it may seem silly, “this question is designed to reveal how you think your manager perceives you,” Crawford says. “Before answering, ask yourself: how do your coworkers describe you? What did your manager commend you on recently?” With the answers to these questions in mind, “don’t be afraid to get a little creative with your reply,” Crawford says. But don’t be too verbose either. “You don’t want to give the impression that your anniversary cake would be too big,” she says, “so try and keep the words short and sweet.”

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2. Who in history would you want to go to dinner with and why?

Before you answer this one, ask yourself whom you admire, past and present. “Perhaps a writer, an actor, a scientist, or even someone from your industry,” suggests Crawford. Then, consider, “what do you appreciate about their accomplishments? Why do they inspire you? Why do you feel that you would be friends? What would you want to discuss with them at dinner?” Crawford prompts you to ask yourself. “Use these elements when answering.”

3. Name a brand that represents you as a person.

Yep, not a brand you love—but one that embodies who you are. Now that’s a doozy. But it doesn’t have to be tough, Crawford says. “Think about your top personal values,” Crawford advises. “Now think about brands that also have those values. For example, if you value family and ethical practice, think about companies who are family-based, or create products for families who you know don’t do testing on animals, for example. Explain the values that you feel you share with the brand and why those values are important to you.”

4. Please describe an instance where you had to make a decision without all of the necessary information.

You came to the interview prepared, which means you have a list of accomplishments you can work from. Using an accomplishment for this question, “describe the situation and what information was missing and any measurable results achieved,” Crawford instructs. By using an accomplishment, you will show a hiring manager how you can persevere.

5. Sell me on one idea, and then sell me on the opposite of that idea.

“First of all, you want to think of an idea before you can start answering the question,” says Crawford. You may not have to come up with your own idea. “Ask the hiring manager if they have a specific idea in mind,” says Crawford. “If not, consider a recent idea that you discussed with your team or with coworkers. What was your position and why? What was the opposite position and why? Use those arguments. In this question, it is important that you sound convincing when presenting both ideas. This will provide insight into whether you are able to present ideas to your team—even if you don’t agree with the idea.”

6. If a coworker had an annoying habit, and it hindered your quality of work, how would you resolve it?

This may seem like a perplexing question, but it’s “designed to get to you how you deal with others,” explains Crawford. “Draw from a real-life experience if possible. What annoyed you? How did you resolve it? Is there a more effective way to handle the situation if it would happen again? Identify the annoying habit and then outline the steps you would take to try and resolve the situation while maintaining a good relationship with your coworker.”

7. What part of the newspaper do you read first? What does this say about you?

“This kind of question is asked to get to know you better as a person,” says Crawford. And while “at first glance, this seems a fairly easy question,” she says, it’s not. So, “before you answer, think about what genre of articles appeals to you: technology, fashion, current events,” Crawford advises. “Now determine if there is a way to link the genre that appeals to you as a professional. For example, if you are drawn to articles about technology, you could explain that your love of technology means that you enjoy learning new ways of doing things, you are open to change, and look to stay on top of current trends.”

8. Throw your resume aside and tell me what makes you you.

This is another question designed not to trip you up, Crawford says, but to get to know you better. “Keep in mind that they may have looked you up online and have your cover letter, so do your best not to just repeat something they have already read about you,” she says. “Instead, is there a background story about how you got into your industry? Can you explain your unique selling proposition—why you are unique in your industry? Or, you could explain your top three values and why they are important to you.”

9. What’s wrong with your past or current employer?

At all costs, “remember that you want to avoid bashing your current or past employer and the company,” warns Crawford. “This question is designed to find out why you are looking for a new job. Instead of focusing on them, focus on you. Are you looking for more career growth that what is offered where you currently work? Or a more challenging position?”

10. Tell me about the worst manager you ever had.

Before you bash your last boss, “remember that your hiring manager has your resume and knows where you have worked, so your managers won’t be completely anonymous,” warns Crawford. “However, you might explain a type of management style that wasn’t ideal for you. And if you haven’t had a bad manager, don’t make one up. Let the hiring manager know that you honestly have gotten along with your previous managers, and focus on how you are able to work with different personality and management styles.”

GlassDoor.com | August 10, 2018 | Posted by Jillian Kramer

#Leadership : #Manager -Consider this Before you Become Friends with your #Boss ….Boss-Employee Relationships can be Complicated–Much More So than Between Colleagues Who are at the Same Level.

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

Back in the day, I worked full-time for an electronics company where I got to collaborate with fun, creative colleagues and help design some really interesting products. Not only were my coworkers great, but my boss was also a downright wonderful human being with whom I got along really well–so well, in fact, that we started spending time together outside the office.

That generally meant going out to lunch together a few times a week or grabbing the occasional drink after work, and I was good with that. But when I decided to host a barbecue for a bunch of friends one summer, I was torn as to whether I should include my boss on the guest list.

I’m sure I’m not the only person who’s faced the “befriend the boss or not” dilemma. And frankly, my conflict was understandable. Boss-employee friendships can be complicated, much more so than relationships with workplace peers.

Maybe it was the imbalance of power at play that made me uneasy. Maybe it was my fear that if I angered my boss on a personal level, it would translate into an unpleasant work situation. And that’s why I toyed with that guest list–and the greater issue at hand–for quite some time.

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TO BEFRIEND YOUR BOSS OR NOT: THAT IS THE QUESTION

Establishing a friendship with a manager certainly has its benefits. For one thing, the closer you grow outside the office, the better your boss is likely to treat you inside the office. That means you might get a bit more slack when it comes to things like pushing back deadlines, leaving early as needed, or working from home. And while your boss will probably claim not to play favorites, the next time a promotion comes up, there’s a good chance your name will make it to the top of the list.

There’s also something to be said for getting to work directly with someone you relate to on a personal level. We spend so much time at the office that having a boss you consider a friend could make for a much more pleasant, fulfilling experience.

But then there’s the downside to look at. Being friends with your boss means automatically commingling your work life and personal life. That’s not necessarily a healthy thing. Plus, if a personal conflict does arise, you’ll have to worry about its impact on your career.

Even if things never sour with your boss, your coworkers might come to resent the fact that you and your manager are buddies. And that could strain those relationships and hurt your career in other ways.

So what’s the solution? Mine was to keep our friendship casual. I would continue to join my boss for lunch or happy hour, but for the most part, we only socialized during or immediately after working hours. I also made a point not to share too many details with him about my personal life, and now that I think about it, he was equally guarded.

And frankly, that arrangement worked out well for us. Had I invited my boss to hang out at my home, it would’ve crossed a line I just wasn’t comfortable with, so instead, we maintained what I like to call a low-grade friendship.

Several months later, my manager left the company, and we stayed in touch for a while until he moved away and our communications grew increasingly sporadic. But whenever his name comes up, I think fondly of the time I spent working for him, all the while being grateful that I had the good sense not to add his name to that guest list.

FastCompany.com | August 10, 2018 | BY MAURIE BACKMAN—THE MOTLEY FOOL 3 MINUTE READ

#CareerAdvice : #YourCareer – 6 Tricks for Surviving Work and #PersonalAdversity …Sometimes, Life is Difficult. But you Can Still Make it Better.

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

Maybe your job isn’t great. Or, you hate your apartment. Those coworkers you have are so annoying. Or, you may be dealing with life challenges like illness, job loss, or sudden caretaking responsibilities that are getting in the way of some other things that you want to do.

Into each life, some annoyances, obstacles, and misfortune will fall. And while some self-help gurus will tell you to simply ditch what’s making you unhappy or holding you back, sometimes, it’s not that easy.

“Everybody has those constraints and situations that we don’t want to be in,” says licensed clinical social worker and resilience expert Linda Hoopes, PhD, author of Prosilience: Building Your Resilience for a Turbulent World. You don’t want to get stuck there, but sometimes, you’re stuck with them for the time being.”

But there are things that you can do to make many situations better and cultivate greater resilience, even as you look for long-term solutions or resolutions, she says.

1. HONOR YOUR OPPONENT

It’s easy to ruminate about why you’re stuck in a bad situation, but challenges are where we learn, says performance coach Bob Litwin, author of Live the Best Story of Your Life: A World Champion’s Guide to Lasting Change. Litwin works with professionals in high-pressure jobs, such as talent agents and hedge fund managers. And sometimes, having a difficult boss or set of circumstances can be a gift.

“Adversity is the ultimate great teacher,” he says. As an elite tennis player, he says his toughest opponents were the ones who made him better. While the difficult situation may seem “just awful,” sometimes they “bounce you in a better direction and teach you how you’re going to be in that situation,” he says. Simply understanding that you have an opportunity to learn from your challenges can give them some previously unseen value, he says.

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2. BREAK IT DOWN

Many big challenges are really a series of smaller challenges that can seem overwhelming. When you break down the individual components of a situation, they’re easier to address, Hoopes says. For example, a “crappy” job may break down into unpleasant interactions with coworkers and long hours that affect family time. Break down the individual components of what’s making you unhappy, and they’ll be easier to address, she says. Prioritize those that are draining your energy most, she adds.

3. CHANGE WHAT YOU CAN

Even within a bad situation, you can make small changes to improve it and turn it into motivation to make bigger changes, Hoopes says. You can look for opportunities to learn new skills, even in a job you hate. If you’re managing caretaking responsibilities, you might be able to enlist help from others to get some time for yourself. Think creatively about your situation and how you might be able to make small changes to improve it, she says.

In addition, stop beating your head against the wall trying to change things that you can’t, says Paul G. Schempp, PhD, a research professor at the department of kinesiology at the University of Georgia. “We see this with highly successful athletes. Often, people who are less successful focus on things like injuries or ‘The crowd doesn’t like me,’ or ‘I’m not getting enough playing time,’ so they start on this downward spiral, because all they see is the negative things,” he says.

When you start letting go of things over which you have no control and focusing on the things you can improve through small changes, it’s easier to get out of that trap, he says.

4. CHANGE YOUR STORY

When you’re dealing with obstacles or adversity, change the story you’re telling yourself, Litwin says. The way you think about or explain your situation is your story—and most stories have flexibility about them.

“Even if somebody is saying, ‘My situation is much tougher than what you’re saying to me,’ I would say, ‘Okay, well, that’s good, because that story can be flipped too, which is, the tougher I am, the more focused I am at making changes of who I am in order to accomplish what I want.’ We know that plants, when they’re not given that much water, often become stronger because their roots have to work harder to find the water that’s there. That’s a better story about literally plants in dry soil, that they do amazing with very little,” Litwin says. Reframing the issuein this way can make a world of difference in how you view and respond to your circumstances.

A useful tool here is tracking your progress, Schempp says. When you focus on the small changes you’re making to improve things or move away from your challenges, you immediately shift to a place of taking control and making a difference. He refers to a Harvard University study about the “progress principle,” where acknowledging small wins was found to be a powerful motivator.

5. FIND YOUR CALMING PRACTICE

Even as you make changes, it’s important to understand how to calm yourself down when you’re feeling the stress of your challenges, Hoopes says. Whether it’s going for a run, spending some time in your garden, or finding a couple of hours to catch up on a favorite television show, take that time to push your personal “reset” button.

6. DON’T LET OBSTACLES DEFINE YOU

When you’re stuck in a tough time, it can be easy for your self-talk to be dominated by the situation. Remind yourself that your situation doesn’t define you, says counselor and coach Anahid Lisa Derbabian. “Begin to notice critical or discouraging thoughts or words, which can in subtle ways sabotage yourself and keep you stuck. In the moments when you realize that you are doing this, do not blame or shame yourself. Just allow yourself to shift into messaging, which is compassionate and helpful to you,” she says. If possible, ask for help from family or friends to help you recognize these patterns—and also to assist you in making changes or finding the resources you need to do so.

Most of all, use your situation as a source of motivation to make long-term changes that will help you find lasting solutions or ways to adapt to your situation, Hoopes says. “[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”][There is] a Buddhist saying, ‘Pain is inevitable. Suffering is optional.’ Life just has this stuff in it, and it’s just, ‘Okay, here I am in one of those zones. Now what am I going to do?’” she says.

FastCompany.com | August 10, 2018

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#CareerAdvice : #SalaryNegoiations – A Step-by-Step Guide to #NegotiatingYourSalary …Negotiating your #Salary Doesn’t Have to Be Scary.

August 9, 2018/in First Sun Blog/by First Sun Team

Whether you’ve just been offered a job or you’re gunning for a raise, negotiating your salary can be tricky. Perhaps you hesitate because you don’t want to seem ungrateful—you’re happy to have a job in the first place. Or maybe you’re scared countering a salary offer will lead to the offer being retracted. Or, quite possibly, you just hate negotiating altogether. Whatever your reason, we’ve all been there.

Bottom line, nothing should hold you back from negotiating for the salary you deserve. Instead of backing down at the next negotiation opportunity, follow these steps to navigate the dreaded salary discussion.

HOW TO NEGOTIATE SALARY AFTER A JOB OFFER

Step One: Do Your Research On Salary Standards

First, let’s take a step back. Chances are, during your interview process, someone will ask you about your salary expectations. This moment can be super daunting! Don’t panic. Come prepared.

Before your first phone interview, do some research. Scour the web for company review websites (think Glassdoor.com) and look at comparable titles within the company. Then, look at the cross-market salaries of people similarly situated in the industry. Use salary research tools like The Salary Project™ to look at salary data across industries, job titles, and years of experience.

Keep in mind that location is often a major factor in salary. Big city roles can usually command higher salaries because the applicant pool and cost of living are generally much higher. Also note how unique the role is—is this a common position where many people do the same work? If so, there’s probably less salary wiggle room than, say, a specialized position.

Next, evaluate how far you moved the needle at your current job. Make a bulleted list of the things you’ve accomplished and compare those to your original job description. Have you exceeded expectations? If your results are tied to actual company revenue, have those hard numbers handy as well. This is where you’ll humbly explain how talented you are and how your track record proves it.

Not that experienced yet? Be sure you’re fairly assessing the work you’ve actually done instead of what you think you’re capable of doing someday. We know how tough a low salary can be, but keep in mind, you have the rest of your working life to hit your salary goal! Right now focus on hard work and learning.

Be sure you’re fairly assessing the work you’ve actually done instead of what you think you’re capable of doing someday.

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Step Two: State Your Salary Number

“Where do you want to be salary-wise?” the interviewer says so casually, you’d think she was asking if you’d like cream with your coffee.

Stay cool. This is where men and women tend to differ. Men often give a distinct number based off of market research and self-evaluation. Women tend to give a wishy-washy version of what they’d settle for. If you’ve done your market research and you’ve taken the time to validate what you bring to the table, state your requirements in a concrete fashion, then explain why you feel this number is appropriate.

When the interviewer asks if this number is flexible, simply state you’d be able to reassess once you’ve seen the entire packaged offer. Keep in mind, your “package” could include anything from company equity, vacation days, and growth opportunities, to travel, bonuses, and even awesome office perks—free food anyone?

The younger you are in your career, the more I’d encourage you to consider career growth opportunities over money. Early on, choosing the place that is going to teach you the most will give you the opportunity to learn valuable skills, making you worth more in the future.

Step Three: Counter After the Job Offer

Once you’ve received an initial offer you have some serious negotiating power. They want you, and they’d rather get to a number you’re happy with than start the search all over.

Feel free to counter for more money if they’ve come in lower than your original salary requirement. If they have no flexibility in cash resources, appeal for more vacation days, a signing bonus, more equity, or even a greater annual bonus.

Stay within reason—keep your counter proportionate to the initial offer. Remember back to when the recruiter asked where you wanted to be salary-wise? Your counter offer should fall within the ballpark range of their offer, so no one wastes the other’s time. Chances are you’ll land somewhere in the middle.

According to Linda Babcock, author of Women Don’t Ask, only 7 percent of women negotiate their salary while a staggering 57 men of men do. Those who did ask saw a 7 percent increase in compensation. So ask for more, ladies!

Once you reach an agreement, be sure to thoroughly review your offer letter, sign, and return it within 24 hours. And that’s it! You’ve successfully navigated through negotiating your compensation. Stand proud and let the real work begin.

HOW TO NEGOTIATE A RAISE (BEFORE OR AFTER A PROMOTION)

Step One: Be Proactive and Transparent About the Money

Have an open and honest conversation with your manager, months before review time. Let her know your desire for greater compensation. Don’t wait until the day of your review—by then, it’s too late.

Fairly assess your contributions. What have you done to garner a higher wage? Don’t be fooled into thinking you should get a raise before you perform at the next level. Quite the contrary—you’ll need to prove ahead of time that you are capable of more responsibility, before anyone ups your paycheck.

Be reasonable when negotiating salary by suggesting a number, then backing it up. In addition to recapping your latest and greatest projects, be sure to present research on what others in the industry are making and why you feel your work stacks up.

Once you’ve unearthed what a reasonable raise would look like, ask your boss what she’d like to see performance-wise to help you reach that mark. Let her know you’re willing to work for it.

Your salary is never a reflection of your need for more money. Rent, loans, and other bills are not the concern of your manager. Don’t assume you deserve a raise simply because you have bills to pay. Steer clear of making it personal.

Have an open and honest conversation with your manager, months before review time. Don’t wait until the day of your review—by then, it’s too late.

Step Two: Work Hard First, Negotiate Salary Later

Check in regularly with your manager to see how you’re doing. Be proactive by offering suggestions as to how you can take your position to the next level. Keep track of your own progress. The easiest way to get promoted is to do excellent work at the level you wish to be promoted to.

Don’t shy away. Take on more assignments and regularly ask your manager if there’s more you can be doing. Aim to make her life easier; resurrect important tasks that have fallen off her radar, and be proactive about getting her information she needs ahead of time.

Step Three: Network at Work

Learning to network with employees who are a level or two above you is an excellent way to recruit the support of higher-ups. If you’re perceived as having a peer network of more senior employees, you’ll be that much closer to being perceived as an employee at that level. Instead of blatantly stating you have friends in high places, simply refer to projects you’ve worked on where the stakeholders were more senior.

Follow these three steps and you’re on your way to receiving the raise you deserve come review time. The only thing left to do is persevere. Big salaries and lofty titles are the makings of serious staying power.

CareerContessa.com | BY KATE WESTERVELT | August 9, 2018

#Leadership : How to Salvage some #Productivity after a Crappy Morning…Been There Done That Moment- You Look Up and Can’t Believe it’s Already Lunchtime. You’ve Accomplished Exactly Nothing. Here’s How you Can Recover.

August 9, 2018/in First Sun Blog/by First Sun Team

Getting out of bed in the morning is an act full of hope. Anything is possible. You could be on the road to a great day. And sometimes, the dream of an engaging and completely productive day is realized.

But, some days the wheels come off the cart quickly. You get to work to find a fire that needs to be put out. A colleague has not finished a key part of a project, and you’re stuck in a holding pattern. You get dragged into a meeting you didn’t really need to attend.

And suddenly, a.m. has turned to p.m., and you haven’t gotten anything done yet. How can you snatch victory from the jaws of defeat?

RESET YOUR MOOD

A lousy morning lowers your mood and saps your energy. A lot of research shows that you are more creative and more productive when you’re in a positive mood than a negative one.

That means you need to reset your day.

Before you get back to your desk for the afternoon, do something you really like. Take a walk. Read a little from a book you like. Talk with a colleague. Think about something you have done recently that has gone well.

The main idea is that you don’t want to carry a negative mood from a morning that got derailed into the afternoon. Otherwise, you can let a lot of time slip by and turn a bad morning into a wasted day.

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FIND A WIN

The positive mood helps, but you also need some motivational energy to immerse yourself in work. A good way to get yourself energized after a tough morning is to succeed at something small to get yourself rolling.

Run through your to-do list and find something that won’t take long to finish, but will take care of something nagging at you. Maybe you need to finish drafting the agenda for an upcoming meeting or look over the numbers on a proposal. The key is to put in 20-30 minutes of work on something that actually lets you check an item off your to-do list.

Completing a small task like this has two benefits. It boosts your mood, which continues your quest to put your morning behind you. It also provides a flow of energy (or what psychologists call arousal that can propel you toward the next task. Now, you’re ready to pick off a bigger task from your list.

BE HELPFUL

If you’re really struggling to concentrate on your own work after a bad morning, get social. That doesn’t mean hang out with colleagues. It means find a task you can do that will assist a colleague in some way. Because your brain is wired to cooperate, you may find you are more productive working on something jointly than trying to go it alone. This mode also lets you draw energy from other people on days when your own supply is tapped.

Check your to-do list for any task that might require you to interact with a colleague to finish something. Worst case, walk over to a colleague’s desk and offer your help on what they are doing at the moment.

There are days where you feel like–left to your own devices–you will engage in a lot of fake work. You can hold yourself accountable by helping a helping a colleague. As an added bonus, your cooperative spirit will lead colleagues to be more willing to lend assistance when you need it in the future. Not only have you made your afternoon productive, you have generated some good will that will pay off when you have a big project in the future.

FastCompany.com | August 9, 2018

#Leadership : 5 UnSpoken Rules of Being a #Manager that No One Tells You About…You’ll be on the Receiving End of More Information Than you Want. Use that Privilege Wisely.

August 8, 2018/in First Sun Blog/by First Sun Team

After many hours of hard work, your employer made you a manager. For the first time in your life, you have several employees reporting to you. You’re excited to make your mark and take your career to the next level. And you should be–your company has recognized that you have leadership potential, and they’re giving you an opportunity to shine.

1) YOU’RE GOING TO BE IN THE SPOTLIGHT, SO USE IT WISELY

As a manager, you are either loved or hated, but never ignored. It can be an uncomfortable situation to be in, even if one of your goals is to be more visible to the company leaders and your team. When you are in the spotlight, people are watching you and forming opinions about you. That means they’re reading your words, actions, and gestures more closely than they were before.

To be clear, this isn’t necessarily a bad thing. You do not need to change your personality or be a work martyr (in fact, doing so can hurt your performance.) You should, however, acknowledge the impact of your new powers, and see it as an opportunity to define your work culture.

For example, one of the authors of this article, Terra, is a single career mom. On Fridays, she’ll often have to leave for midday elementary school events. When she says to her team, “I’m leaving for Jake’s Halloween party at school, and I’ll be back in two hours,” she is telling them that she values work-life balance and family, and giving them implicit permission to do the same. If she is not upfront about where she needs to be, her team might not realize that it’s acceptable for them to leave work from time to time for family obligations.

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2) YOU’LL HAVE MORE INFORMATION ABOUT YOUR COWORKERS THAN YOU WANT

You’ll also find that as you become the go-to source for complaints, you’ll hear things you never thought you would. You’ll listen to accounts of workplace dramas, or even allegations against one of your coworkers. You might also find that you’ll receive complaints about subject matters outside of the office. Employees will come to you about their personal troubles–from health issues to breakups.

As a manager, it’s not your job to solve all of your employees’ problems. There may be occasions when it’s appropriate for you to take charge of the situation, but other times you need to direct them elsewhere. The key is understanding which situation warrants what treatment. You might have to use trial and error to gain this insight, but just be aware that whatever actions you take can have a broad impact on the company.

3) YOU’LL SPEND MORE TIME THAN YOU WANT ON LOW PERFORMERS

When you start managing people, you’ll distinguish your high performers from your low performers. If you’re not careful, you can spend far too much of your time on the latter. That’s why it’s important to identify whether their issues are a matter of capability, skills, or knowledge–and whether it’s something they can overcome. If you don’t think they can change (and you’ve given them plenty of opportunities to prove themselves), then you should think long and hard about whether you should keep them in your team. After all, the time that you’re spending on fixing that person’s mistake is the time you’re not spending developing (and empowering) your high performers.

However, if you believe that they can improve, think about incorporating “coachable moments” in your day-to-day interactions with them. These are on-the-job situations when you can offer feedback in real time. Mollie, for example, ensures that when she is explaining something to a new employee or a low performer, she can point to what a high performer in her team has done. This way, not only is she giving her star employees the recognition they deserve–she is steering her low performing employees towards becoming a high performer (rather than berating them for their mistakes.)

4) YOU’LL BECOME THE DESIGNATED EXPLAINER

The job of the manager is to translate strategy into the day-to-day actions of their team. You’ll find yourself consistently reiterating the company’s strategy and goals, and explaining the connection between the two. At first, you think you’re fine with this arrangement; after all, you know the answers! Then one day it happens: no matter how often you’ve repeated the company’s new priorities–someone in your company still doesn’t get it and asks you to explain it for the millionth time.

Unfortunately, this is one job requirement you’ll just have to weather. And just as people will come to you bearing their personal problems, they’ll also ask questions that you might not know the answer to (for example, issues around HR and benefits.) As a manager, you should have enough knowledge of company policy to answer these questions at a high level, but if it’s something beyond your area of expertise–make sure that you direct their queries to someone who knows the answer.

5) YOU MIGHT FEEL ALONE FROM TIME TO TIME

Sometimes, being a manager means holding on to information that no one else can know, which can be isolating. Sometimes it means being at odds with other managers when it comes to resource allocation. And sometimes, you’ll face circumstances you never imagined you’d be in.

You might be tempted to share these information with your employees. That’s what you used to do, after all. But as managers, we know that at times, it’s in everyone’s best interest to keep specific information confidential. If you must talk about it to someone–try to find an external mentor that you trust. That way, you can maintain your composure at work without violating your obligations as a manager.

Being a manager involves a lot more than just taking on more responsibilities–in fact, it’s a whole new job in and of itself. By being aware of these five points, you can have a plan for tackling potential challenges before you face them. Just understand that there might be instances where you don’t get it right the first time, and that’s okay.

Terra Vicario is the chief marketing officer at Viventium–a cloud-based software and HR software solution. Mollie Lombardi is the co-founder of Aptitude Research Partners–an independent research-based analyst and advisory firm.

FastCompany.com | August 8, 2018 | BY MOLLIE LOMBARDI AND TERRA VICARIO 5 MINUTE READ

#BestofFSCBlog : #RemoteJobs – 17 Companies Hiring for Work From Home Jobs Now. These Cool Companies Offering Remote Jobs.

August 7, 2018/in First Sun Blog/by First Sun Team

Whether you’ve got an Airbnb overseas for the summer or you love working from the comfort of your couch, now’s your chance to start a job that will let you work from anywhere. These 17 companies — from Apple to Zapier — won’t constrict you to the 9-to-5 cubicle life, but will instead allow you to produce wherever you want. Plus, they have team activities, conferences, meetings and all the latest technology so you’ll feel connected to your colleagues and your boss.

Break out of the conference room to work anywhere at any of these cool companies offering remote jobs.

Forward
Remote Jobs: Care Coordinator, Nurse Practitioner
What Employees Say: “Forward is on course to truly change health care for the better, quickly. I work with many of the smartest, most motivated, most effective people I’ve come across, and I’m learning an incredible amount and cherishing the experience.” —Current Employee

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ReSource Pro
Remote Jobs: Client Executive, Sales Executive
What Employees Say: “Extremely involved executives/upper-management. Don’t be surprised if you have a lot of 1:1 time with the CEO, COO and various VPs.” —Current Employee

See Open Jobs

Zapier
Remote Jobs: Customer Champion, VP of Engineering, Product Engineer
What Employees Say: “By being able to hire from around the world, it means that everyone on the team is excellent at their job. With the focus on remote-first work, we’re able to mitigate many of the potential risks.” —Current Employee

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MoveOn.org
Remote Jobs: Full Stack Software Engineer, Real Voter Voices Full Stack Software Engineer, Finance Manager
What Employees Say: “A workplace culture that emphasizes self-care and fully respects work/life balance. Remote working is nailed down with technology needs.” —Former Employee

See Open Jobs

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InVisionApp
Remote Jobs: Director of Strategic Sales, VP of Brand & Content, Product Marketing Manager, Business Development Representative, Senior Manager of Design Education, Editorial Director, Sales Compensation Analyst, Strategic Account Executive, Managing Editor of the InVision Blog, Recruiter, Content Project Manager & more
What Employees Say: “Challenging, exciting work on an industry-defining product. Very good engineering tools and deployment processes. Working remote is the best perk. Strong work/life balance; management is understanding of day-to-day family time and family leave.” —Current Employee

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Collage.com
Remote Jobs: Senior SEO Strategist, Partnership Operations and Procurement Manager, VP of Product, Senior UX/UI Designer, Content Marketing and PR Manager, Lead Software Engineer & more.
What Employees Say: “It’s a small and very dynamic company, with smart people that are all working towards the same goal: customer satisfaction. Decisions are always data-driven (A/B testing, cost/ROI estimates on all projects), which greatly reduces the risks of politics. There is no micro-management and processes are built to be as lightweight as possible.” —Current Employee

See Open Jobs

Aha!
Remote Jobs: Sr. Digital Marketing Manager, Senior Writer, Customer Success Sr. Manager, Knowledge Base Manager, Senior Corporate Counsel, Social Media Marketing Manager & more.
What Employees Say: “Aha! is a team of highly talented and self-motivated people who are full of care and compassion for each other as well. Despite being an entirely remote company, the company is able to achieve more than most companies could of a similar size.” —Current Employee

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Apple
Remote Jobs: AppleCare at Home Team Manager, AppleCare College Program, AppleCare At Home Advisor
What Employees Say: “Awesome job. Get to work from home. Get all the perks in Apple discounts. Opportunities to work in store rotations. Competitive pay and great insurance.” —Current Employee

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Close.io
Remote Jobs: Site Reliability Engineer, Senior Software Engineer, Senior Growth Marketer, Customer Support Specialist & more
What Employees Say: “Good communication, no b.s., supportive teammates, and lots of appetite for getting stuff done. The company retreats are excellent—work focused, social, but realistic about the fact that it’s a company and everyone is there for a reason.” —Current Employee

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Gainsight
Remote Jobs: Partner Outcomes Manager (Private Equity), Customer Success Manager, Senior Solutions Architect, Solutions Engineer
What Employees Say: “The company has its foot on the accelerator, which promotes both individual and company-wide growth. It’s been great to see how happy people are and how much everyone values their work.” —Current Employee

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Alliance Advisors
Remote Jobs: Remote Call Center Rep, Virtual Call Center Rep
What Employees Say: “Great Shifts to pick from. Pay is $14.00 and not 1099. Direct Deposit. Scripts easy. Love my supervisor.” —Current Employee

See Open Jobs

Notarize
Remote Jobs: Notary Operations Specialist (Part-time & Fill-Time)
What Employees Say: “Great culture without the overly excessive “rah-rah” cheerleading you find at some other over-hyped tech startups. Just overall nice, smart people who work together on a common goal.” —Current Employee

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Automattic
Remote Jobs: Events Wrangler, Code Wrangler, Data Engineer, Happiness Engineer, Human Resources Wrangler, Excellence Wrangler, Director of Support Operations, Javascript Engineer, Legal Operations Wrangler & more.
What Employees Say: “Leadership is very supportive of continued professional growth. There are plenty of opportunities to pursue learning through conferences, online courses, and/or books.” —Current Employee

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HotelTonight
Remote Jobs: Customer Escalations Representative, Bilingual Customer Escalations Representative
What Employees Say: “Working from home, great pay, excellent benefits, awesome team, amazing co-workers, fast-paced, overtime opportunities, excellent support from shift supervisors, team leads listen and take feedback that’s given and take action on issues.” —Current Employee

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L.L.Bean
Remote Jobs: Home Agent, Home Agent-Call Center Rep, Customer Service Home Agent
What Employees Say: “Company is definitely health conscious. Job coaches and supervisors that care AND take care of employees. Company gladly accommodates physical or medical needs. Excellent benefits even for part-time staff.” —Current Employee

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PartnerCentric
Remote Jobs: Marketing Analyst, Internal Support Specialist, Account Manager
What Employees Say: “A really wonderful, inclusive, and challenging culture. The team is overwhelmingly great to work with, and it raises the bar on everyone’s work. And above all, the team delivers an impressive quality of work to the clients. I couldn’t be happier here.” —Current Employee

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Intuit
Remote Jobs: Tax Expert, Seasonal Tax Expert, Bilingual Spanish Tax Expert
What Employees Say: “Great benefits, flexible working environment, great products to work on.” —Current Employee

See Open Jobs

GlassDoor.com | August 7, 2018 | Posted by Amy Elisa Jackson

#CareerAdvice : Unhappy at Work? Answer These 7 Questions to Determine Your Next Move…Unhappiness at Work is a Personal & Professional Growth Opportunity.

August 7, 2018/in First Sun Blog/by First Sun Team

Roughly 64 percent of Americans are disengaged at work according to a study conducted by Gallup. To many professionals, this condition is unacceptable. They are working diligently to modify so they can get more joy out of life and more progress in their careers.

Unhappiness at work is a personal and professional growth opportunity. Use your discontent as an excuse to investigate the cause, or causes that are keeping you from feeling professionally satisfied.

Others struggle in this area, floating along uninspired at jobs they dislike. Perhaps convenience, fear of change, obligations or laziness block these folks. Are you one of them? If you are, here are seven questions you should ask yourself to figure out what you should do next.

1. What does success mean to you?

Let’s tackle the hardest question first. If you know what success means for you, you’ll be better equipped to know if your current job, company, and profession are likely to help you be successful.

Often success is coupled to things you are passionate about. For example, if your passion is being a great parent, then perhaps professional success is having a job that gives you the income and flexibility to provide for your children.

If you’re unsure of what success means for you, answer this question first before moving on. Otherwise, you’d be considering a career change without first understanding how a career change can best serve your long-term goals.

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2. Do you find your work rewarding?

Go with your gut in answering question number two. If you find your job rewarding, you’ll answer affirmatively right away. If you hesitate, the answer is probably “no.”

If you find the work rewarding, then you may be feeling disengaged because of the organization for which you’re working. If that sounds right, you can either work to fix your organization, or you can jump ship.

If the answer is “no,” then consider question three.

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3. Are you excited about your career prospects?

While not ideal, it is sometimes the case that early professional dissatisfaction can lead to long-term contentment. This is often true for professions, such as law or finance, where tenure is a meaningful component of advancement. If your long-term career prospects are exciting, then find a way to grind it out by working for an organization that makes your early years as bearable as possible.

On the other hand, if you aren’t excited by your long-term prospects, and you aren’t satisfied with your work as it is today, it’s time to contemplate a career change.

4. Is your manager equipped and motivated to help you advance your career?

Personal and professional growth is considerably harder without a knowledgeable and attentive professional mentor to rely on or look up to. Ideally, this person is your direct manager.

It’s a red flag if your manager isn’t taking time out of his or her day to meet with you weekly, or at the very least, bi-weekly. Similarly, if your one-on-one meetings with your manager feel more like a status report than an opportunity for you to ask questions and receive feedback, your manager probably isn’t helping you grow.

If this sounds like the problem, the first step is having a candid conversation with the manager, and with the manager’s supervisor. If that isn’t possible, or hasn’t worked, consider switching to another team within the company, or to another company.

5. Are you confident your company will be successful in the long run?

It is dispiriting to work for a company with poor long-term prospects. Why strive for excellence when your company is not and will not be successful?

If this sounds familiar, you’ll need to understand whether or not your lack of enthusiasm is related to the work (your responsibilities, and prospects), management or company outlook. Otherwise, you may find yourself just as dissatisfied while working for a more successful company.

6. Do your colleagues help you to grow professionally?

The best organizations hire and retain world-class talent. As a result, employees at successful companies don’t need to rely just on managers to grow professionally. They can also receive feedback from peers.

I have found some of my greatest “mentors” to be people who I work with who are 10 years younger than me.

It’s easier to feel motivated at work when colleagues are motivated and successful themselves.

Do you feel as though you are surrounded with “A” players who care about what they do?

If you answered “no,” and would like to continue working in your current field, consider investigating question seven.

7. Would a degree help you to meaningfully advance your career?

Though it may be a misguided hiring practice, companies that hire and retain the best people often use degrees or higher-degrees as a sorting mechanism to focus only on world-class professionals.

It may be that you would find it more beneficial to surround yourself with elite colleagues, and managers at more successful companies with a particular degree in hand.

A simple trick to answering this question is to turn to LinkedIn the next time you hear about a superstar in your industry. Do that a few times and look at their education experience.

As part of your research, use tools like Glassdoor or Payscale to see if a particular degree meaningfully increases your salary. And look at education requirements associated with your dream jobs.

Unhappiness is an opportunity.

Unhappiness at work is a personal and professional growth opportunity. Use your discontent as an excuse to investigate the cause, or causes that are keeping you from feeling professionally satisfied.

In conducting your research, remember that answering yourself honestly is the only way you’ll be able to make the changes necessary to find yourself feeling happy at work.

Entrepreneur.com | August 7, 2018 | John Boitnott VIP CONTRIBUTOR