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#Leadership : Secrets of the Most #ProductivePeople -The Best Way to Use All those 5 Minutes of #Downtime Every Day…When you Have a Few Spare Minutes During the Day, you Probably Default to Checking Email. Here are More #ProductiveWays to use “Found Time.”

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

Whether your meeting ended early or that project didn’t take as long as you thought, chances are you’ve got some found time on your hands at some point during the day. If you’re like most people, you default to checking email. If you had a system in place, however, you could use those unexpected minutes to get something done, says productivity consultant Leslie Shreve, founder and CEO of Productive Day.

“Most people don’t know how to jump in and take advantage of time because nothing is prepared and sitting in front of them,” she says. “The key is to proactively plan for those five-, 10-, or 15-minute bits of time that often appear throughout the average workday.”

And there are a lot of them. A study by the staffing firm OfficeTeam found that the average employee squanders 56 minutes every day, which adds up to nearly five hours a week that could be used on meaningful work.

START WITH AN INVENTORY

We’re not being proactive with our time because we’re managing tasks from paper to-do lists, emails, voicemails, conversations, notes, files, and ideas. “Those are tools; not systems,” says Shreve.

What’s necessary is a master list, or inventory, of all of your tasks. Shreve likens it to creating a mission control. Bigger than a brain dump, she suggests going around your desk and recording all of your tasks and projects. Look at files and papers on your desk: Things that are left out are often done so as reminders of what needs to be done, she says. As you note action items, you build your task inventory.

“You have to take time in your busy day to do this, but it can help you save a lot of time in the end,” says Shreve. “To make progress on meaningful work you need small action steps. You cannot get progress without project management. Unless you’re prepared, things will be lost or forgotten.”

Tasks should be small, Shreve says, only reflecting the first action step to get something started, or the next action step to keep something moving forward. “These small but powerful steps can move multi-step tasks, projects, and initiatives forward consistently and with ease,” she says.

Use a digital system, such as a spreadsheet, to record your full inventory of tasks—everything you need to do, no matter the source of the task or when action will take place. A paper to-do list needs to be completed, while a digital list is a system, says Shreve. With all your tasks in one system, you can plan and prioritize for certain days, weeks, and months into the future.

When you have found time, check your inventory and find a task that fits. For example, five minutes is enough time to make a phone call that you know will go to voicemail, schedule an appointment, or knock out a quick action step that will keep a priority or a project moving forward.

“Having an inventory of all tasks in one system allows you to make smart decisions about how to use your time, because all tasks are documented and ready for action,” says Shreve. “You can easily become more proactive and less reactive throughout the day.”

PLAN YOUR DAY

An inventory of tasks also helps you plan your day. When you get to work in the morning, check your task list and get to work. Looking at your inventory, priorities often bubble to the top, and Shreve suggests choosing four to seven items to do that day.

“You can always change it, and make it reflect what you really want or need to do that day,” says Shreve. “Your day and task list is never static.”

Working without a system is like grocery shopping; it’s easy to miss items because there’s often no order to the layout of the store, says Shreve. “You only buy the items you can find or that are in front of you,” she says. “Similarly, you can only do the tasks that you know about or see in your vision, and if you don’t have time to check 10 different places for the possibilities, something will be missed.”

MINUTES DRIVE RESULTS

While they seem inconsequential in the moment, those small amounts of time are essential for achieving results. “Inner work life matters for companies because, no matter how brilliant a company’s strategy might be, the strategy’s execution depends on great performance by people inside the organization,” write Harvard Business School professor Theresa Amabile and development psychologist Steven Kramer in their book The Progress Principle. “When progress happens in small steps, a person’s sense of steady forward movement toward an important goal can make all the difference between a great day and a terrible one.”

Knowing what’s possible allows you to take action on the most important tasks at the right times throughout the day, says Shreve. “You can use your time more wisely and with purpose,” she says. “You stop guessing and start knowing what to do and when to do it. It’s a priceless benefit from having a complete system and a workday strategy that works.”

FastCompany.com | May 29, 2018 | BY STEPHANIE VOZZA 4 MINUTE READ

Your #Career : #CareerAdvice, #Interviews -How to Sell Yourself to a #HiringManager …You Quickly Get a Couple of Calls to Set Up Interviews, Talk to a Couple of #HiringManagers , and…you Don’t Hear Back. What’s Going On?

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

You’re ready to make a change, so you throw your hat in the ring for a few opportunities that look interesting. You quickly get a couple of calls to set up interviews, talk to a couple of hiring managers, and…you don’t hear back.

This is frustrating because the company wouldn’t interview you if you didn’t look like a reasonable candidate on paper or if you didn’t come with a recommendation from your professional network.

So your resume and recommendations are strong enough to get interviews, but then the opportunities just sort of dry up.

What’s going on?

This is almost always a sign that you need better positioning.

“What is positioning?”

Your job interviews are a part of your negotiation. The better you perform, the better your offer will be and the better you’ll be able make your case when you begin the formal salary negotiation.

Every question you’re asked is a chance to move them in this direction. Imagine you have a power meter that fills up a little more every time you give a great answer to an interview question. The more full that power meter is when they make you an offer, the better the offer will be.

Once you get into your interviews your job is to change the company’s thinking from “What’s the minimum we can offer this candidate to get them into this role?” to “What’s it going to take to convince this candidate to take this job?”

See the difference? You want to shift their thinking from “What’s the minimum salary we can offer?” to “What’s it going to take?”

Positioning is how you describe yourself as the hero this company needs, turning your skillset and experience into superpowers by matching them with the outcomes the business wants.

Let’s illustrate this with an example you may have experienced: Let’s say you’ve applied for a job as a software developer and you’re being interviewed by someone on the team you might work with.

Suddenly, you’re asked a common interview question that scares most people:

“Why should we hire you?”

You’re definitely qualified for the job, but this question catches you off guard, so you freeze up and say something like this:

“I’m a software developer.”

Maybe you elaborate a bit and mention the school you went to or the programming languages you’re familiar with. But in the end, your answer doesn’t really tell the interviewer anything new or compelling.

You’re not alone—that’s what most people would say! They might use more words, but their answer boils down to “I read the job description and I think I can do that job.”

Here’s what your answer might sound like when you leveraging strong positioning to stand out as the candidate for the job:

“You’re transitioning your application to Ruby on Rails, and I’ve been using Ruby on Rails for production client projects for two years. I can save your team a lot of time because I can start writing production code right away.”

Well, hello there! That’s a compelling answer that will impress your interviewer and significantly increase your chances of getting another interview and ultimately getting a high-quality job offer. And there’s a straightforward process you can follow to consistently give strong answers like the second one.

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Learning about the job and company

In a nutshell, positioning is how you show a company that you’re the person they need for a specific job.

But how do you do that? How did the Software Developer know the company was transitioning their application to Ruby on Rails?

Research!

Basic research you should do for each opportunity

You’ll start with basic research and careful preparation for your interviews. Your goal is to learn enough about the company and job you’re pursuing so that you understand exactly what they need. Once you have that information, will tell them why you are exactly what they need.

Here’s a short list of things you should look for as you discover exactly what the company needs:

Company name
Company size
Mission statement
Company goals
Company challenges/struggles
Company website and jobs page (a link to the specific job listing would be great, plus a link to their generic jobs page)
What types of other jobs are they trying to fill right now? How many of each type?
A summary of what your know about the company from blog posts, news, experience with their products, etc.
Are they growing? How quickly?

Knowing that information before you go into an interview will help you be prepared to talk about the specific company and job you’re considering. And, more importantly, you’ll be able to tell a more detailed story about how their company will be better if you’re a part of it.

Where to find that information

So where do you start? There are three main places where you’ll find pretty much everything you need: their company website, Google and Glassdoor.

This doesn’t need to be complicated—you’re simply doing the work that others won’t do. Here are the types of information you’re looking for:

Company website—You’re particularly interested in their “Careers” or “Jobs” page, their home page, their About page.
News and articles about them—Are other people talking about this company? What are they saying?
Blogs—If they have a corporate blog, read a few entries to see what they’re talking about right now; if there are other blogs written about the company, see what others are saying about the company.
Financial statements—If the company is publicly traded, then they’re required to file 10-Q (quarterly) and 10-K (annual) financial statements. You don’t have to read the entire thing, but the first page is usually pretty enlightening.

In general, bigger companies will have more information available than smaller companies. That’s ok. For now, all you’re doing is building a list of data sources you can use.

Using your research to answer interview questions

Use the short list of above to discover exactly what the company needs. Most of the information is publicly available, and some companies will have more information than others. But that’s ok because you just need basic information to get through the first interview or two.

How can you help them achieve their goals and address their pain points?

This is the key question you want to answer before your interviews. When you can tell the hiring manager how you’ll help the company or team achieve its goals and address its challenges, they will want to hire you.

Remember, they’re interviewing you because they need to fill an open position. That position is open because the company has needs or challenges that the person who does that job will help address. So when you tell them that you’ll help them address those needs and challenges, and you tell them how you’ll do it, you’re saying, “I am the candidate you opened this job for.”

Why would they look anywhere else?

Here’s the formula:

Identify needs and challenges the company or team has.
Identify specific ways you can help them address those needs and challenges.
Answer interview questions by telling them how you’ll help them address their needs and challenges.

Let’s go back to the very beginning. The question we’re considering is:

“Why should we hire you?”

Most people are intimidated by this question because it’s so vague and open-ended. Usually, they’ll say something like, “Because I’m a software developer.”

A more experienced interviewer might say something like:

“I’ve been in this industry for 10 years, and I worked on a major project for ACME Corp and carried a lot of responsibility there. I also have experience managing teams and I have published five white papers on various topics.”

But look at who this candidate is talking about: I’ve, I, I, I.

That’s not good enough.

Don’t just talk about yourself. Talk about how you can help the company achieve its goals or address its pain points. You’ll still say “I”, but you’ll say it in the context of “you”.

This is a softball question, the perfect setup for you to tell them how you’ll help them meet one of their goals or resolve a challenge they’re having! Take advantage of it!

If you’ve done your research before the interview, then the first thing you’ll do when confronted with this question is think, “What is their most urgent need or challenge?” It will probably be pretty obvious since you’ve spent time reading about their company, but it’s ok to just pick something from your list if there isn’t any particular outstanding one.

Now that you’ve identified their most urgent need, ask yourself, “How can I help them address that need?” You’ve already been thinking about this before the interview, so it’s a slam dunk.

Then you put them together into a nice, short answer that tells them how you’ll help them address their most urgent need with your skillset and experience.

When companies hire people, they have a range they’re able to pay to fill the position, and they’re more inclined to pay at the higher end of that range if they find the right candidate. You want to be that candidate.

Another look at our Software Developer example from earlier

Before we wrap up, let’s jump back to the software developer example we saw earlier. Now that you know how to use positioning to answer interview questions, see if you can spot the need and how the developer describes the solution when asked “Why should we hire you?”

“You’re transitioning your application to Ruby on Rails, and I’ve been using Ruby on Rails for production client projects for two years. I can save your team a lot of time because I can start writing production code right away.”

You’re, your, I’ve, I, your, I.

Do you see it now? This answer is much more focused on the company and their needs.

The most urgent need this developer identified was a big transition to a new technology. The developer could directly help address that need because he had a few years’ experience with that specific technology.

All he had to do was tell the interviewer how he could help meet that need.

That’s an excellent use of positioning to answer a tricky interview question.

Use this process for every new opportunity

Let’s go back to our Positioning definition from the beginning of this series:

Positioning is how you describe yourself as the hero this company needs, turning your skillset and experience into superpowers by matching them with the outcomes the business wants.

For each opportunity you pursue, do the research described above, and consider the company’s goals and challenges. Then think about how you can use your skillset and experience to help the company address those goals and challenges.

Do that for every opportunity and you’ll stand out from other candidates and get more high-quality job offers.

Glassdoor.com | May 28, 2018 | Posted by Josh Doody

#BestofFSCBlog : #JobSearch – Eight Questions to Ask Before Accepting a Job Offer . A MUst REad!

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

Getting a job offer is certainly something to celebrate. But before you rush to say yes, you’ll need to address key questions.

Here are some of the most crucial ones.

1. Is the salary fair?

Though money isn’t everything with a job, it’s certainly important to consider. Before you accept a job offer, make sure the salary is reasonable given your experience level and the industry. If you’re not sure off the bat, job site Glassdoor has a helpful “Know Your Worth” tool that lets you compare salary data by job title and region (keeping in mind that you might get paid more if you work in a major city, compared to a smaller one). Take a look at the going rate for your industry and make sure your offer stacks up. If it doesn’t, negotiate before saying yes.

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2. How are the benefits?

Your salary is only one component of your total compensation package. Before accepting a job offer, make sure the benefits are decent as well. Some of the things you might look for include employer-subsidized health insurance, paid time off and a 401(k) plan with a company match. Other nice perks (though less common) include free meals, in-office wellness programs and gym subsidies. Review your benefits thoroughly, and ask questions if you’re unsure what they entail. You don’t want to take a job whose benefits leave much to be desired.

3. Is the environment right for me?

Though your salary, benefits and job description are apt to be major drivers in your decision, don’t discount the importance of company culture. If you’re not the corporate type, for example, you could wind up quite unhappy in a buttoned-up, business suit environment — so make sure the culture aligns with your needs and expectations. You can seek out anonymous company reviews on sites like Glassdoor.

4. Will the commute make me miserable?

Unless your new job offer comes with the option to work from home, you’ll need to consider the impact your commute will have on your schedule. An hourlong, traffic-snarled drive twice a day might turn an otherwise great opportunity into a downright horrendous experience, so take that into account before accepting. If you’re not sure, give it a trial run before saying yes. Get in the car (or on the train or bus) during rush hour and trace your steps from door to door. If you find yourself irritated from the get-go, it’s a sign that your commute might be a deal breaker.

5. Is the company thriving?

Maybe you’re being presented with an appealing offer at a seemingly solid company. But how well is that business really doing? Has it been adding jobs consistently, or has its staff been shrinking? This is information you’ll want to dig up before saying yes, because if you take a job at a failing company, you could wind up unemployed in the not-so-distant future.

6. Is there room for growth?

Even if you’re looking at a job whose description interests you, don’t fall into the trap of accepting a dead-end role. Rather, take a look at the company’s organizational chart to ensure that you have a viable career path within the business. If you’re dealing with a start-up or emerging business, your growth opportunities may not be as easy to spot or rule out, but dig around and ask questions before pigeonholing yourself and regretting it later.

7. Does my boss seem like a good person to work for?

A good manager can make or break your work experience. Before agreeing to a role, learn about your boss’ management style and get a sense of what the expectations might be. This will give you an idea whether you’re dealing with someone reasonable versus someone who will make your life miserable.

8. Is this role a better fit than my current one?

If you’re unemployed and desperate for work, this question clearly won’t apply. But if you already have a decent job, make sure it really pays to jump ship. Before accepting another offer, list the pros and cons of each opportunity and compare. You may find that you’re better off staying put, boosting your skills and trying to grow within your current company than taking a chance elsewhere.

Taking a new job isn’t a decision to make on a whim. Run through these questions and come up with solid answers before moving forward, and you’ll be better positioned to choose.

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GlassDoor.com | May 24, 2018 | Posted by Maurie Backman, The Motley Fool

#Leadership : Secrets of the Most #ProductivePeople – How to Train yourself to Become a #SpeedReader. Read All your Emails, Project Reports, and Briefs in Half the Time Using these #SpeedReading Tricks.

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

Reading is one of the most fundamental skills, and reading for pleasure can transform your health, memory, and productivity. In our age of information overload, however, it can feel like there isn’t enough time in the day to get through all of your Slack messages, emails, and project reports, not to mention all the articles you intend to read. The sheer amount of documents and other communication many of us need to read at work each day can seem like a daunting task–but there are ways to get through everything you need to read at work faster.

Yes, speed reading. Though the technique is traditionally thought of as a way to get through book-length tomes, Abby Marks Beale, a speed-reading expert and author, says that the active reading strategies used in speed reading works on all kinds of texts. While speed reading to those that have never done it might seem like some kind of magic trick, Beale says in actuality, all it is “a set of active, mindful, and conscious strategies that allow a person to intentionally speed up or slow down [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”][what they are reading] based on certain conditions.”

And these active reading strategies can be learned by anyone, and once mastered, the reader typically learns “how to double to triple their current reading speed while maintaining or improving their comprehension. This means they could read twice or three times as much in the same amount of time when they choose to read using faster strategies.”

Here’s how to start:

SET YOURSELF UP FOR CONCENTRATION SUCCESS

Before you even read a word of text, Beale says its critical to “create a concentrating environment.” This is an environment where we are free from distractions. This allows our brain to mono-focus on just one stimulus and absorb the information more quickly and readily. Of course, while it may be easy to create a concentrating environment if you have your own office, those who work in open workplaces might have some trouble shutting distractions out. That’s not to say speed reading can’t be done in an open workplace, you may just need to have some extra help blocking people out, like a pair of good noise-canceling headphones.

READ PHYSICAL MEDIA WITH A WHITE INDEX CARD

If you’ve ever spent time in a library doing research among other researchers, you’ll have no doubt noticed at one point that as a researcher read a book, she used a white index card placed directly under the sentence she was reading. Using a white index card is one of the first steps people can take towards becoming a speed reader, says Beale. “The method helps your eyes track more fluidly across the lines, helps you keep your place and forces concentration. Faster speed forces more concentration, which provides the opportunity for more comprehension.” However, she cautions that most people place the white index card in the wrong spot.

“When I ask readers where they would like to put the card on a page, most people say underneath the line they are reading. This, however, allows the reader to go back over what they just read, doubting the brain (we call this bad habit “regression”), while blocking where the eyes need to be going,” says Beale. “So in order use a white card to your advantage, the card needs to be placed ABOVE or OVER the line you are reading so you don’t see the lines you already read and you leave open the lines you haven’t. The card then pushes the eyes down the page.”

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ADAPT THE WHITE INDEX CARD TRICK TO ON-SCREEN TEXT

While the white card works great for printed text, such as books and project briefs, it’s not practical for screen reading. Holding up a physical index card to your monitor while reading lengthy emails, PDFs, and web pages would get tired very quickly thanks to gorilla arm syndrome. And you would just look silly. But Beal says it’s easy to adapt the white card trick to on-screen text:

“To adapt this to a screen, line up the first line of text to the top of the screen where an application’s toolbar or upper window border might be,” says Beale. “Then using the scroll bar on the right, advance down one line at a time, which forces the words up as if covered by a white card.”

If you use only one speed reading trick, make it this. That’s because, as Beale points out, “Reading text on-screen, without any strategies, is about 25% slower than reading on paper,” so you’re already at a disadvantage if most of your workplace reading is done on-screen.

STOP “WORD-FOR-WORD” READING

Now that you’ve set up an environment conducive to concentrating and have learned how to force your concentration on the line you’re reading using either variation of the index card trick, the last big beginners’ speed reading trick you need to master is the ability to use your peripheral vision to take in more than one word at a time. “People who ‘speed read’ have learned how to not decode every single word (also known as word-for-word reading) and instead read more words at a glance,” explains Beale, who gives the following example of the method:

The best way to achieve this is to read key words and/or phrases. Key words are the bigger, more important words in a sentence, just like the headlines of a newspaper provide the essence of the content. Learningto stop your eyes on the words that are typically three letters in length or longer and those which carry the most meaning of a sentence are key words.

“Now go back and reread just the words in bold,” Beale says. “The smaller, less important words are “seen” but not “read,” which starts the process for expanding your peripheral vision.” Additionally, another variation of this trick is to look for groups of words in a sentence that form a thought, as in this example:

Additionally, sentences contain groups of words/ that form a thought./ Looking for these thought groups/ encourages a wider visual swath/ while gaining higher understanding/ of the material.

Read the above text ignoring the slash mark groupings first, then go back and see the groupings created between the slash marks. “Both of these methods are active reading methods requiring the reader to really focus on what they are reading and how their eyes move on a page,” Beale explains.

At first, learning to speed read may make you feel like you’re actually reading slower, but over time you’ll pick up the techniques as second nature. And just maybe if you learn to speed read through your work texts, you may gain just enough new free time in the day to settle down with a nice leisurely book in the evening.

FastCompany.com | BY MICHAEL GROTHAUS 5 MINUTE READ | May 28, 2018

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Your #Career : #CareerAdvice #Interviews – How to Write a Memorable Post-Interview #ThankYouNote … Imagine you’ve Just Walked Out of a Great #JobInterview . Now, Take It to the Next Level by Writing a #ThankYouNote that Reinforces Why You are the Right Candidate.

May 24, 2018/in First Sun Blog/by First Sun Team

Imagine you’ve just walked out of a great job interview. You made a great impression and really like your chances. Now, take it to the next level by writing a thank you note that reinforces why you are the right candidate.

Here are some tips for creating the perfect follow-up note:

Methods matter

Email – In general, email is probably the best choice. Most hiring managers check their email at least once a day and probably expect to receive thank you notes this way.

Handwritten notes – These are still prevalent, but you are up against the timing of snail mail. Hiring managers are finalizing their choice in the time it takes to compose, send, and receive a handwritten card. In addition, you don’t know how often they are checking their mailbox – since it’s used so rarely anymore, some offices only deliver mail once a week. However, handwritten notes can be great if you can ensure quick delivery – such as applying for a role at your current company or in an office next door to yours. To avoid awkwardness, just drop the note under their door or in their mail slot.

LinkedIn direct messages – This isn’t a bad method, but again, timing may not be on your side. Remember that hiring managers may be on LinkedIn less than their business email, especially if they’ve wrapped up interviewing and are done looking for candidates. If you do choose this method, make sure to keep the tone professional and construct the note the way you would any business communication.

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Quality is key

If you are going to choose a handwritten note, make sure you use quality stationary or a blank thank you card. And it should be in line with your industry – bright colors and a cool design may work well for social media roles, but neat lines and simple patterns are best for something like finance. And make sure your email signature and address are professional.

Make it memorable

A great way to stand out is to personalize the note with something specific you discussed during the interview. As candidates, we love a personal touch to the hiring experience and so will the hiring manager! Here’s an example:

Thank you for meeting with me to discuss the Financial Analyst role. I loved hearing about your team’s objectives for the year and discussing how we both share a passion for process improvement. Our conversation reinforced my interest in the role and I look forward to hearing from you regarding this position.

From there, you can wrap up with a warm closing. As you compile your note, make it conversational. To streamline the process if you’re interviewing for multiple positions, create a general template, then fill in the specific pieces for each separate role.

Timing matters

Send the note ASAP, but put some thought into it. One of the oddest things applicants do is hand the interviewer a thank you note during the interview. How can you write a thank you note if you haven’t been through the experience yet? This can feel disingenuous and rushed. You want to convey that this role is important to you and you are willing to take the time to sincerely communicate with the hiring team.

Are notes required?

A common question is, should you ever not send a thank you note? 99% of the time, you should absolutely send a thank you note. Even if you no longer have an interest in the role or company, felt the interview was particularly intense, or the interviewer wasn’t exactly friendly, still send the note. While you don’t need to share that feedback, you still want to convey your appreciation for their time and emphasize that you enjoyed meeting them. You never know when someone may share your name with a colleague and you want to make the best impression you can.

Quick tips

Quality check the note before sending.
Don’t look for a response. The offer or decline is usually the next communication.
Send a separate note to everyone – recruiters and each individual hiring manager.

Devon Miller, Talent Branding and Recruitment Marketing at Vanguard, is a writer specializing in branding and marketing topics that create authenticity and engagement via social media channels. Vanguard is one of the world’s largest investment companies, offering a large selection of high-quality low-cost mutual funds, ETFs, advice, and related services.

Glassdoor.com | May 23, 2018 | Posted by Devon Miller, Vanguard

#Leadership : Secrets of the Most #Productive People -How To Deal With A #PassiveAggressive #Coworker …Resist the Urge to be Passive Aggressive Right Back. Try One of these Five Methods Instead.

May 24, 2018/in First Sun Blog/by First Sun Team

We all know that person who uses sarcasm, snide remarks, and stalling tactics to vent their anger. It can seem childish and sometimes frustrating, but it can also be damaging to your career if the passive-aggressive person is a coworker whose actions are directed toward you.

Unfortunately, it’s not uncommon. That’s because passive-aggressive behavior is more comfortable to deliver than confrontational behavior, says Charmon Parker Williams, assistant professor of business psychology at The Chicago School of Professional Psychology. “Saying what you really mean when you know there will be a disagreement is difficult for many, especially if there is some perceived benefit in sustaining a smooth relationship with a coworker or supervisor,” she says. “Passive-aggressive behavior can be viewed as a way to create more leverage when the level of power is unbalanced in a work situation.”

While venting may release anger in the moment, this type of communication in the workplace is counter-productive. Sarcasm can damage relationships and stalling can interrupt workflow. Instead of being passive aggressive in return, address the behavior by starting conversations or changing your mind-set. Here are five ways to handle a passive-aggressive coworker:

1. SEEK TO UNDERSTAND WHAT’S REALLY BEHIND IT

Organizational change often sparks passive-aggressive behaviors, says Parker Williams. “Employee resistance to changes, like the introduction of new systems or processes, new leadership, a reduction in force, or a new work location often results in passive-aggressive behaviors, especially when employee input was not considered or the change resulted in some degree of loss for the individual,” she says.

“While we often we see resistance as bad, you can also see it as something to honor and understand,” says Beth Linderbaum, managing consultant at Right Management, career and talent development consultants within ManpowerGroup. Introduce the change slowly, and ask the person to share their concerns and listen. “[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”][Honoring] these concerns can build the foundation of trust,” she says.

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2. MODEL HEALTHY CONFLICT MANAGEMENT

While passive-aggressive behavior is an unhealthy way of handling conflict, you don’t have to follow suit. Instead, take a deep breath and think about how you can model healthy conflict management, says Linderbaum. “It may mean taking some time and space until cooler heads can prevail,” she says. “It is okay to say, ‘I hear you. Let me have some time to think about this before we discuss further.’ This can mean seeking to understand and looking for solutions where everyone can win.”

Or come to the conversation offering options, adds Parker Williams. “Don’t put them on the defensive,” she says. “Show empathy for their situation and focus on their needs.”

For example, if a coworker is procrastinating in getting you something you need, go to them and say, “I can see that you are busy, I would imagine that you don’t need an interruption,” suggests Parker Williams. “I value your input and really need to talk to you for about 10 minutes about a project that is due by noon. Can we talk now or at 9:30 this morning?”

3. SEE IT FOR WHAT IT IS

When you come across a passive-aggressive coworker, evaluate their behavior through that lens, says Vicki Salemi, career expert for Monster. “It’s not a way to chalk it off, but rather about saying to yourself, ‘Okay, this person is passive aggressive, so I need to react and communicate differently than if this person wasn’t passive-aggressive,’” she says.

If your colleague makes a backhanded compliment, for example, try taking it in stride, says Salemi. “Here’s the thing: you need to work alongside this person and produce excellent work even though they may be getting on your nerves,” she says. “Try to get to know them as a person despite their comments, which may come across as snide, demeaning, and arrogant.”

4. SET HEALTHY BOUNDARIES

Being on the receiving end of passive-aggressive behavior is frustrating, and it’s important to think about how you’re being impacted by this person in the long term, says Linderbaum.

“If your efforts to understand and model healthy conflict behaviors don’t work you must look at how you are setting healthy boundaries for yourself and getting the support you need,” she says. “This may mean respectfully standing firm or finding a way to exit the relationship all together.”

You can also seek out a trusted person, such as your manager or HR director, in whom you can confide or ask for advice or perspective.

5. CALL THEM OUT

Finally, you may want to call them out on their game, says Salemi. “They might not even be aware of how you’re perceiving their comments,” she says. “Some people are more blunt in delivery than others.”

While you don’t want to stir the pot to the point of animosity, you also don’t have to bear the brunt of their constant barrage of ammo; that’s the makings of a toxic environment, says Salemi. “Push back in a professional manner, and let them know,” she says. “Keep your cool and don’t take it personally. If this person is passive-aggressive toward you, chances are he or she is operating the same way to others.”

You can also turn the tables and ask for clarification, adds Parker Williams. “Don’t get defensive,” she says. “Then confront the individual in private.”

FastCompany.com | BY STEPHANIE VOZZA | 4 MINUTE READ

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#Leadership : #CareerAdvice – How To Complain While Still Being Professional….So, What Exactly Should you Do when you Disagree with a #CompanyPolicy , or Need to Lodge a #FormalComplaint About your Annoying #CoWorker ?

May 24, 2018/in First Sun Blog/by First Sun Team

At any job, issues are bound to come up. From your coworkers to your company policies, not everything can be perfect all the time. So, what exactly should you do when you disagree with a company policy, or need to lodge a formal complaint about your annoying co-worker?

There’s a huge difference between exhibiting radical candor and becoming the office complainer. In order to help employees strike the right balance, Glassdoor spoke with a few career experts to help you resolve your office woes the professional way.

Turn Complaints Into Requests

The first step to take when raising concerns in the work place, according to Amy Van Court, CPCC, PCC, is to talk to your direct supervisor. Despite any past experiences you’ve had bringing feedback to your manager, Van Court notes this is always the best way to start addressing your concerns.

“Start clean. Give your boss an opportunity to surprise you, to advocate for you if necessary,” says Van Court.

But, before actually going in to make your complaint, Van Court suggests taking a moment to consider what you want to happen.

“Turn every complaint you have into a request,” suggest Van Court. “Then you’re creating a path instead of staying stuck in the mud and expecting someone else to get you out.”

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Identify the Solution Ahead of Time

Before you walk into your manager’s office, it’s best to go in prepared with solutions. If you walk in with a long list of complaints and no proactive steps to take to solve them, you’ll end up sounding like a complainer.

“If you have concerns, take some time to get clear on what they are and why they upset you — journaling is great for this,” says Laura Weldy, leadership mentor and life coach at The Well Supported Woman. “Taking some time to prepare will allow you to be precise with your concerns and also help you to avoid saying anything too hastily.”

Laura notes she encourages clients who experience this issue to take this practice one step forward and actually identify what their ideal solution to the problem would be. Whether it’s changing the way you communicate with someone, or requesting a change in your schedule, coming to this meeting prepared will help your manager better understand how to help you.

“Your manager may not be able to make it happen, but they will never know what you’re hoping to see happen if you don’t tell them — plus it shows that you’re proactive about problem-solving,” says Weldy.

When to Take a Complaint Above Your Boss

If your manager can’t help with the situation, or nothing gets resolved after your complaint is made, what steps should you take next? Try taking the request to the person’s boss, or to your manager’s supervisor. Then, if the issues continue to be ignored or unresolved, you can go to human resources.

“I have heard of many examples of people feeling they are not treated justly by their boss (or their boss being unreasonable or speaking in nasty tones) and issues with a fellow employee — such as inappropriate behavior, irritation by sitting too close in a cubicle situation or gossip, etc.,” describes Anne Angerman, MSW at Career Matters. “If there are still issues, I would recommend consulting with an employment attorney and learning if the grievances are valid. Also, it depends what the issues are: Are they personal, such as age discrimination? Or is it an issue with a boss or another employee? Or treatment by another employee?”

Make an Agreement With Your Boss

If you want to ensure your complaint gets the attention you feel it deserves, the best way to keep this conversation professional and between you and your manager is to come to an agreement on how to best handle the situation.

“When you approach your boss with your request, ask him/her if they will agree to look at it and get back to you,” advises Van Court. “Agreements are far better than expectations because they represent a dialogue, where expectations are just something we place on someone whether they want it or not.”

Van Court notes that, if your boss agrees to look into your request, make sure you ask for a date that you can both agree to that the issue can be resolved by. But, if it’s a more serious issue, such as sexual harassment or illegal actions, you will want to have this resolved within a shorter time period, if not immediately.

Don’t Be Afraid to Issue a Complaint — You’ve Got This!

Though making a complaint at work can feel intimidating, approaching the issue in a professional manner will help you reach a resolution.

“I think that the biggest difference between a complaint and constructive feedback is that constructive feedback is solution-oriented,” says Weldy. “Everybody needs to vent now and then, but make sure that the person you’re complaining to is the right person — let small frustrations about scheduling, slightly annoying coworkers or not-so-fun tasks out during conversations with friends and family, not your boss. If you have a bigger problem to address, don’t be shy about addressing it with your manager — you’re both here to make your team better!”

Glassdoor.com | May 23, 2018 | Posted by Isabel Thottam

Your #Career : Experiencing These 5 Things? You Might Be in the Wrong Profession…Sometimes a #Job or Career is just not meant to be. If Any of These Scenarios Sound Familiar, you Might Want to Think about Making a Change.

May 23, 2018/in First Sun Blog/by First Sun Team

While “picking the wrong career is not an uncommon thing,” according to Karen Elizaga, career coach and author of Find Your Sweet Spot, it’s not always easy to tell the difference between a bad position and a bad career. If you’re unhappy and you know it–but you’re not sure whether you need a new job or a new career path–then read on to find out what the wrong career looks like, and what you can do if you realize you need to make a change.

First, according to two career experts, here are five signs that you’re in the wrong career.

1. YOU WORK HARD, BUT YOUR RESULTS ARE UNSATISFACTORY

“You absolutely love the area that you’re in, and you are unceasingly diligent about completing your work,” Elizaga describes, “but you don’t get the results you want or that you see your peers getting.” If this sounds all too familiar, “it’s entirely possible that you don’t have the skill or talent that it takes to succeed.”

2. YOU COMPLAIN ABOUT YOUR WORK A LOT

On the flip side, if you spend a significant amount of time whining about work, you may have chosen the wrong career, warns career coach Hallie Crawford. Another sign you need to make a change? “You spend most of your time at home and at work feeding negative thoughts and expressing them,” Crawford describes.

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3. THE INDUSTRY IS ANTITHETICAL TO YOUR BELIEFS

According to Elizaga, “There might be a job function that you enjoy, or something–like the salary, location, or company prestige–may draw you to make a move in your career.” But, despite those obvious plusses, “ultimately you strongly disagree with the moral or political values of this career,” Elizaga describes.

4. THE CAREER DOESN’T MAKE USE OF YOUR STRENGTHS

You want a career that plays to your strengths and avoids your weaknesses. So, “when you don’t utilize any of your strengths, your career isn’t rewarding or fulfilling,” Crawford says, and it may not be the one for you.

5. YOU FANTASIZE ABOUT QUITTING

What’s more, you’d even be happy if you were let go or fired. “This is a sure sign that your career choice is not a fit for you,” according to Crawford.

If one or more of these signs points to the fact that you’re in the wrong career, take heart: You don’t have to stay in it, and you don’t have to go back to school to get out of it, Elizaga says.

“First of all, take a deep breath and take an inventory,” she suggests. Ask yourself, “Who are you at your core? What are your skills? What drives you? What actually makes you happy? This is a step that so many people skip because they are focused on what the available jobs or seemingly worthy careers may be, rather than looking at their own intrinsic motivation.”

Next, assess your strengths and the skills you have that are transferable to any career, says Elizaga. “You might be surprised at how adaptable you can be to a new career,” she says.

Once you narrow down a few fields you might like to explore, it’s time to reach out to some people in those industries. “Consider conducting informational interviews,” says Crawford. “Gather information about those possible new directions and find out from people in the field what it takes to transition into the field. Are there certain skills or a specific type of experience required? Do you need to take some classes, or volunteer outside of work to gain additional experience in a certain area? This will help you make a more informed decision about if and how much schooling or money that might be required. You may find that you only need to take a course or two instead of having to fully go back to school.”

Lastly, to gain experience in a new field, volunteer before you apply for a position, suggests Elizaga. “If there is an industry you want to move into, but you recognize that you need to learn new skills, carve out some hours during the week or weekend to volunteer, or intern for another company,” Elizaga says. That way, “You will slowly build up your arsenal of tools and ultimately be able to point to your experience in transitioning to a new career.”

FastCompany.com | May 23, 2018 | BY JILLIAN KRAMER—GLASSDOOR 3 MINUTE READ

Your #Career : Use this One-Paragraph #CoverLetter to land your next #JobInterview …Most #Recruiters just Skim Cover Letters, so Here’s How to Craft a Short and Effective One that Can be Read in 60 Seconds or Less.

May 23, 2018/in First Sun Blog/by First Sun Team

Cover letters are dead, or so we’ve been told. Many recruiters and hiring managers don’t even bother to read them, opting to skim resumes instead. But however their influence might be waning, plenty of people who are faced with making hiring decisions still rely on cover letters in order to size up candidates and determine who might be worth calling in for an interview.

So how can you make your cover letter as effective as possible? Make it short. Emily Liou, career happiness coach at CultiVitae, says you can probably boil your full-page cover letter down to a single paragraph (or two), without rehashing your resume. Here’s how.

WHAT TO CUT

That formulaic opening line. “A big mistake I see candidates make,” Liou says, “is they start off very cookie cutter with the, “It’s with the utmost enthusiasm that I apply for this position. I am a great fit because . . . I bring years of . . .’” Not only do these openers waste precious space (and the hiring manager’s time), they instantly make candidates blend into the pack, when the whole point is to stand out.

All those basic “job skills” that aren’t really skills.“It seems as if everyone is detail-oriented, has strong communication skills, and is a fast learner,” Liou points out. Those descriptors have no place in a short, compelling cover letter. Chances are if it’s a meaningless buzzword on your resume or LinkedIn, it’s just as useless in your cover letter, too.

A chronological recap of your entire work experience. Don’t feel obligated to squeeze in a mention of every job you’ve ever held in the order you held them–it won’t do you or recruiters any favors. “Your resume is going to be reviewed first,” Liou says. “If the recruiter sees potential in your background, then they will read your cover letter.” So write your cover letter based on the premise that the reader is already familiar with the general outlines of your career trajectory.

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WHAT TO INCLUDE

One great thing you’d be able to do the week you start. “When writing a cover letter, it’s really important to get into the mind of your reader,” Liou explains. “The job description’s summary and main responsibilities often highlight what this successful candidate will be doing on a daily basis. Try to picture the role and ask yourself, ‘Why would I be able to immediately contribute to their team?’ In other words, be sure to highlight what specifically about your entire background and experiences sets you apart from other candidates.” Focus on productive, positive actions you’ll be able to take right away based on your current skills.

Tell a story. It can even be about them, not you. “Aim to capture their attention by telling them what about their product, service, or mission really drew you to apply for this role out of all the other similar positions out there,” Liou advises. Otherwise get autobiographical and offer an anecdote, she says. “If you have an interesting story or way you learned about the company, share this! People connect with stories and it will make your application memorable and unique.”

PUTTING IT TOGETHER

Can you fit all this into a single paragraph? Liou says it’s possible. She sketches it out like this, using a hypothetical job opening at Netflix by way of example (in her words):

Sentence 1: Strong opener that captures their attention: “Confession: I recently binged two full seasons of Narcos last weekend.”
Sentence 2: Explain why the company’s mission, product, service, etc. resonate with you so much: “As a film and TV enthusiast with a Netflix membership since 2013, I’m impressed with the user interface and features that are continuously released.”
Sentence 3: Share why you’re so passionate to see the company grow in the role: “I believe Netflix has disrupted the entire entertainment business, and I would appreciate an opportunity to provide bold recommendations backed with data in the data analyst opening.”

The next three to five sentences, Liou continues, “would then immediately dive into background and why you’re a match.” In her example, this is where you’d explain how you’d be able to start contributing to the organization right away–since you’ve already offered an anecdote in your first sentence.

You could hit “return” twice and start a new paragraph before sharing that, but you’ll still be left with a lean, clean cover letter that’s compelling to read. Which, of course, is exactly the point.

FastCompany.com | May 23, 2018 | Rich Bellis

Your #Career : This is What it Took for Me to Quit a Job I Hated…This Writer had been Putting Off Leaving a Job She Didn’t Like. But One Particular Moment Compelled her to Take Action.

May 21, 2018/in First Sun Blog/by First Sun Team

It was my birthday. I’d come into the office earlier than usual to get a jump start on my workload so that I would be able to sneak out on time to meet a group of people for a celebratory dinner.

No one at the office knew it was my birthday, and that was perfectly fine. See, I didn’t exactly have the best relationship with my boss or colleagues. I worked for a small hedge fund where the atmosphere was perpetually tense and intense. Nobody really seemed to like one another, and because my goal was to earn a paycheck rather than make friends, that wasn’t bothersome to me. What irked me, however, was the fact that everyone at the office treated me like dirt even though I had a solid work ethic and generally went well above and beyond the call of duty to make other people more money.

In other words, I wasn’t expecting special treatment for it being my birthday. I just wanted the day to go smoothly (“smoothly” being a relative term at an office where fistfights weren’t unusual and foul language was the go-to means of communication).

It didn’t, though. And that’s why I decided that day to quit.

REACHING MY BREAKING POINT

What’s funny is that nothing particularly disturbing happened that day. Sure, people yelled at me, but that was par for the course. Rather, there were two related incidents that helped me realize I was done.

The first was when a colleague asked me to jump on a 6:00 p.m. conference call in his place because he had to leave unexpectedly. I politely explained that I had plans after work and had to leave by 5:30 myself–something I rarely did, but also something I was by no means obligated to clear with him or my boss. Rather than accept my answer and pursue an alternate solution, he proceeded to berate me for wanting to have a social life. Fine.

The next episode happened just moments later. I had finished up my work for the day and was gathering my belongings when another coworker looked up at the clock, saw what time it was, and asked, in the snidest tone possible, “Half day today?”

I left on time. I went to dinner reeling over the two incidents while my friends tried to distract me with just about every other topic imaginable. And the next day, I composed my resignation letter.

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KNOWING WHEN IT’S TIME TO QUIT

The funny thing is that I really should’ve resigned from that job years before I did. The environment was toxic, and while the work itself was interesting, it wasn’t what I wanted to do with my career. The only reason I stayed so long was that the pay was fantastic, and I was hesitant to give it up. But what made me finally throw in the towel was the fact that as I sat there at dinner that night, I couldn’t stop fuming over the events that had just transpired.

Then I realized that I’d been doing the same thing for months– letting an unpleasant work experience spill over into my personal life and mess with my general well-being. I could no longer let that happen, and so I resigned.

Of course, I did so respectfully. I gave my firm a month’s notice, which I was able to do in the absence of having another job lined up. In my official letter, I thanked my boss for taking me on and teaching me a lot, which he actually did. And I made sure to wrap up all major items I was working on before my last day to not leave anyone particularly in the lurch.

I also made sure I was prepared financially to kiss my paycheck goodbye. For months, I’d been adding to my emergency fund to allow myself the option to quit. I also looked into my health insurance options in advance, since I knew I’d need to secure coverage of my own. And I’m grateful I did those things, because they bought me the option to leave when I’d truly had enough.

NO ONE DESERVES TO BE MISERABLE AT WORK

Why am I sharing this story now? It’s simple: I still have many friends who are utterly miserable at their jobs.

Now obviously, not working isn’t an option, since we all have bills to pay. But it pains me to see so many people I know unhappy day in, day out. So if there’s one takeaway here, it’s this: I was dissatisfied at my job long before I quit, but what drove me over the edge was realizing that I couldn’t shake those bad feelings from work even after leaving the office. That wasn’t acceptable to me, and it shouldn’t be acceptable to anyone.

If you’ve been unhappy with your job to the point where it’s impacted your overall well-being, it’s time to start planning your escape. I’m not saying quit on a whim, because frankly, you should really have a backup plan. Rather, I’m suggesting you figure out what it’ll take to allow you to quit your job, whether it’s more savings and/or a series of leads, and find a way to escape that bad situation. And who knows? It just might end up being the best thing you ever do for your career.

FastCompany.com | May 21, 2018 | BY MAURIE BACKMAN—THE MOTLEY FOOL 4 MINUTE READ