#Leadership : Overcoming Burnout: 5 Ways To Get Back On Track At Work…What Is Burnout? Career Burnout is a Chronic Psychological Condition Characterized by Exhaustion, Cynicism & a Lack of Professional Efficacy

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Why People Experience Burnout ?  Excessive workloads, unrealistic time pressures and resulting exhaustion certainly contribute to burnout, but they alone are not responsible. Day-to-day social interactions and a lack of civility in the workplace are a primary cause.

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“I haven’t seen you smile in a week,” Anne vividly recalls her husband saying. She was in the depths of burnout. She worked as a medical professional in a relentlessly pressure-packed environment, with an unreasonably heavy workload, yet she didn’t think her job was the source of her unhappiness. She had come to blame herself, believing she was simply incompetent.

With the support of her husband and a counselor, Anne began to see that work and misery didn’t have to be synonymous. She realized there was a difference between being busy and burdened, and she regained control, partly by making an effort to pause throughout the day to relax or exercise. Eventually, she even recognized that she could truly be good at her job.

Anne is just one of an increasing number of people who have experienced workplace burnout. “It’s more common than the average worker recognizes,” says Chris Ebberwein, Ph.D., a behavioral faculty member at Wesley Family Medicine, University of Kansas School of Medicine in Wichita and member of the American Psychology Association.  “It can creep into your life and make you start to think unhappiness at work is normal.”

 

What Is Burnout?

Career burnout is a chronic psychological condition characterized by exhaustion, cynicism and a lack of professional efficacy, says Christina Maslach, Ph.D., professor of psychology at the University of California, Berkeley, and author of the Maslach Burnout Inventory. “It’s not simply that people are tired…It’s not just that people have a bad attitude,” she says. “It’s that they’re working in a socially toxic workplace,” one that lacks support and transparency from supervisors and colleagues.

The idea of workplace burnout first gained traction in the 1970s, but awareness of the problem has peaked lately. “The workplace is just squeezing people harder and harder in a lot of ways, and burnout is that reaction to chronic, everyday stressors,” says Maslach. “People experiencing burnout talk about erosion—I love my job, I’m good at my job, but working in this environment is socially toxic.”

Job burnout affects professionals working across all occupations, but appears to be most prevalent among those in service jobs, particularly physicians, 46% of whom have reported experiencing it, according to the Medscape Physician Lifestyle Report 2015.

 

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Why People Experience Burnout

Excessive workloads, unrealistic time pressures and resulting exhaustion certainly contribute to burnout, but they alone are not responsible. Day-to-day social interactions and a lack of civility in the workplace are a primary cause.

“Something as little as someone rolling their eyes can wear away at you,” says Maslach. “It’s also sarcastic tone of voice, being nasty and rude. It’s what you say, how you say it and how you act.”

According to Maslach, There are 6 Areas Where Trouble can Lead to Burnout. These are:

1. Workload: Do you have too many tasks and not enough time to complete them, or too few resources? Is the flow of your assignments unsustainable?

2. Control: Does your job allow you a level of autonomy? Do you have control over what you’re doing and when?

3. Reward and positive feedback: When you do something valuable for your employer, are you recognized for your work? Do you feel appreciated?

4. Workplace community: Do you work in a supportive, transparent environment, or are you surrounded by destructive competition and gossip?

5. Fairness: Is everyone within your organization treated with respect, fair opportunity and equal access, or do you perceive favoritism and cheating?

6. Values: Do you find your work meaningful, or does it require you to compromise your personal values?

 

Overcoming Burnout

If you feel like you’re on the path to burnout, here are five ways to get back on track.

1. Seek input from within your organization.
In many cases, professional burnout is not exclusive to one individual within an organization. Identify other employees who may be experiencing the problem and collaborate with them to start to fix it. “People have to work together to figure out what’s creating a less than ideal working environment,” says Maslach. “Ask yourselves, ‘How do we turn this around?’ See if there are ways for the organization to work with everybody to find a solution.”

A successful example of this is CREW (Civility, Respect and Engagement in the Workplace), a burnout intervention program first implemented in Veterans Health Administration hospitals. Over a six-month period, participants met weekly to discuss respectful workplace relationships and participate in communication exercises. Outside of meetings, they were encouraged to practice positive social exchanges. The program yielded improved civility and decreased burnout more than one year later.

2. Establish new relationships.
If everyone in your office social circle has given up on escaping the burnout rut, it’s time to make a change. Surround yourself with coworkers who want to make positive strides in their work lives and draw support from one another. In “Conquering Burnout,” in Scientific American, Maslach and a coauthor write, “Receiving good vibes from others is an uplifting experience, but so, too, is expressing them to others.”

3. Find meaning in your work.
Identify the most fulfilling elements of your work and dedicate more time to them. If you can, talk to your supervisor about better aligning your responsibilities with your strengths and interests. “If you feel like the projects you’re taking on match what you like to do, burnout will diminish, because you’re enjoying yourself at work,” says Ebberwein.

4. Make a conscious effort to take breaks.
Whether for a few minutes or a few days, take time away to recharge. Set an alarm every 30 minutes as a reminder to get up and move around the office, suggests Maslach in “Conquering Burnout,” and make use of your vacation days. “Some companies love people who never take breaks,” says Ebberwein. “But that praise is moving them down a path to burnout.” If appropriate, talk to your employer about switching to a more flexible work schedule. Customizing your schedule to your needs can offset burnout by giving you a greater sense of control.

5. Change organizations or career paths.
Despite your best efforts, sometimes you can’t possibly overcome burnout where you work. In that case, beating burnout may require you to consider a new job or an entirely new field. “Some jobs are, by nature, difficult, tiring and stressful,” says Ebberwein. “If you can’t say you do it for a specific reason, explore other options.”

 

Forbes.com | June 23, 2015 | Vicky Valet 

#Leadership : How To Answer Nasty, Scathing Emails…This Type of Email is Known in Cyberspace as “Flaming,” & All such Messages have a Single Thing in Common—A Complete & Utter Lack of Emotional Intelligence (EQ).

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We’ve All Been on the Receiving End of a Scathing Email, as well as its mysterious, vaguely insulting cousins. You know the messages I’m referring to. They don’t need exclamation points or all caps to teem with anger and drip with sarcasm.

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Dressing someone down via email is tempting because it’s easy—you have plenty of time to dream up daggers that strike straight to the heart, and you lack the inhibition that’s present when the recipient is staring you in the face.

This type of email is known in cyberspace as “flaming,” and all such messages have a single thing in common—a complete and utter lack of emotional intelligence (EQ).

A recent survey (sponsored by communications device manufacturerPlantronics ) found that 83% of today’s workforce considers email to be more critical to their success than any other form of communication.

Email has been around long enough that you’d think that we’d all be pros at using it to communicate effectively. But we’re human and—if you think about it—we haven’t mastered face-to-face communication either.

The bottom line is that we could all use a little help. The five strategies that follow are proven methods for keeping your emotions within reason, so that you don’t hit “send” while your emails, tweets, comments, and virtual chime-ins are still flaming.

1. Follow Honest Abe’s First Rule Of Netiquette

I know what you’re thinking: How could someone who died more than a century before the internet existed teach us about email etiquette?

Well, in Lincoln’s younger years, he had a bad habit of applying his legendary wit when writing insulting letters to, and about, his political rivals. But after one particularly scathing letter led a rival to challenge Lincoln to a duel, Lincoln learned a valuable lesson—words impact the receiver in ways that the sender can’t completely fathom.

By the time he died, Lincoln had amassed stacks of flaming letters that verbally shredded his rivals and subordinates for their bone-headed mistakes. However, Lincoln never sent them. He vented his frustration on paper, and then stuffed that sheet away in a drawer. The following day, the full intensity of his emotions having subsided, Lincoln wrote and sent a much more congenial and conciliatory letter.

We can all benefit from learning to do the same with email. Your emotions are a valid representation of how you feel—no matter how intense— but that doesn’t mean that acting on them in the moment serves you well. Go ahead and vent—tap out your anger and frustration on the keyboard. Save the draft and come back to it later when you’ve cooled down. By then you’ll be rational enough to edit the message and pare down the parts that burn, or—even better—rewrite the kind of message that you want to be remembered by.

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2. Know The Limits Of Virtual Humor

Some people show their displeasure with words typed in ALL CAPS and a barrage of exclamation points. Others, however, express dissatisfaction more subtly with sarcasm and satire. The latter is no less of a breakdown in the core EQ skill of self-management, and it can be even more dangerous because it’s harder to detect when you’re doing it. The sender can always convince him or herself that the spite was just a little joke.

While a little good-natured ribbing can sometimes help lighten face-to-face interaction—interaction with an arsenal of facial expressions and voice inflections to help you to convey the right tone—it’s almost never a good idea to have a laugh at someone else’s expense online.

Online your message can too easily be misinterpreted without your body language to help to explain it, and you won’t be there to soften the blow when your joke doesn’t go over as intended. In the virtual world, it’s best to err on the side of friendliness and professionalism. For those times when you absolutely cannot resist using humor, just make sure that you are the butt of the joke.

 

3. Remember That People Online Are Still People

While entranced by the warm glow of a computer monitor, it’s sometimes difficult to remember that a living, breathing human being will end up reading your message. Psychologist John Suler of Rider University has found that people who are communicating online experience a “disinhibition effect.” Without the real-time feedback between sender and receiver that takes place in face-to-face and telecommunication, we simply don’t worry as much about offending people online.

We don’t have to experience the discomfort of watching someone else grow confused, despondent, or angry because of something that we said. When these natural consequences are delayed, we tend to spill onto the screen whatever happens to be on our mind.

Averting such messages requires you to be intentional in applying your social awareness skills. Without being able to physically see the other person’s body language or hear the tone of his/her voice, you must picture the recipient in your mind and imagine what (s)he might feel when reading your message as it’s been written.

In fact, the next time you receive a curt or outright rude email, put the brakes on before firing back a retort. Taking the time to imagine the sender and considering where he/she is coming from is often enough to extinguish the flames before they get out of control.

Could the sender have misinterpreted a previous message that you sent to him/her? Could (s)he just be having a bad day? Is (s)he under a lot of pressure? Even when the other party is in the wrong, spending a moment on the other side of the monitor will give you the perspective that you need to avoid further escalating the situation.

 

4. Know How The Internet Feels 😉 🙁 😮

Emoticons have a mixed reputation in the business world. Some people and even organizations believe that smiley faces, winks and other symbols of digital emotion are unprofessional, undignified, and have no place outside of a high school hallway.

When used properly, however, a Dutch research team has shown that emoticons can effectively enhance the desired tone of a message. The team led by Daantje Derks at the Open University of the Netherlands concluded that “to a large extent, emoticons serve the same functions as actual nonverbal behavior.” Considering that nonverbal behavior accounts for between 70 and 90% of a message when communicating face to face, it’s time to ditch the stigma attached to emoticons in the business setting.

For those leery of dropping a smiley face into your next email, I’m not suggesting that you smile, wink, and frown your way through every email you write. Just don’t be afraid to peck out a quick 🙂 the next time you want to be certain that the recipient is aware of your tongue planted firmly in cheek.

 

5. Know When Online Chats Need To Become Offline Discussions

Managing online relationships will always be a somewhat difficult task for people built to communicate in person. However, managing critical email conversations is even more difficult for those programmed to communicate via email. Significant, lengthy, and heated email exchanges are almost always better taken offline and finished in person.

With so much communication via email these days, it can be hard to pull the trigger and initiate a face-to-face conversation when you sense that an online interaction is becoming too heated or simply too difficult to do well online. Online technologies have become enormously useful for increasing the speed and efficiency of communication, but they have a long way to go before they become the primary source for creating and maintaining quality human relationships.

Bringing It All Together
Email is a challenging way to communicate strong emotions, and we could all use a little help.

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

 

Forbes.com | June 23, 2015 | Travis Bradberry

Got Kids ? : Outcomes: Choosing a Major…Of Course there’s More to a Career than just a Paycheck, but it is One Big Thing to Consider When Choosing a Major, as it Will Influence your Future Salary.

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Check out a Color-Coded Graph representing 85 majors over the course of 45 years & the Income Generated. There are also colored graphs representing the Highest Paid Jobs in 10 Different Fields at Entry Level, Mid-Career, & Late-Career to see how they change or progress. Other Graphs Illustrate the Top & Bottom 10 Majors based on Peak Career Earnings. Lastly a graph chart Earnings Over Career Years based on the level of education received.

20 yr old hired

 

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FSC Career Blog | June 23, 2015 | Ashleigh Bell

#Strategy : What to Do When You’re Stuck in a Painfully Boring Meeting …How Can I Get Out of a Meeting Faster, Especially When I Feel ‘Stuck?

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“I Think a Lot of People Face this Problem at Work,” says Taylor. “Poorly Run Meetings in Corporate America have become a Pandemic, & Technology has Only Changed the Venue, not their pervasiveness. As a result, you’re often invited to meetings that are inconsequential to your work or contributions. You’re stuck.”

Meeting Boring

We recently solicited readers to submit their most pressing career-related questions.

With the help of Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” we’ve answered the following: “How can I get out of a meeting faster, especially when I feel ‘stuck?'”

“I think a lot of people face this problem at work,” says Taylor. “Poorly run meetings in corporate America have become a pandemic, and technology has only changed the venue, not their pervasiveness. As a result, you’re often invited to meetings that are inconsequential to your work or contributions. You’re stuck.”

So the onus is on you to find a life raft and escape unscathed in order to be productive, she adds. But how do you exit a meeting without offending anyone or risking your job?

Here are some tips:

Take preemptive action.

“If this tiresome practice is recurring, one of the best ways to handle it is to take preventive steps before you’re dragged into the next  meeting,” suggests Taylor. “Otherwise you’re signing up for a continued morale and productivity-zapping frenzy.”

Have this discussion in private, before the meeting, and diplomatically ask for clarification. Ask politely for a rough definition of your role and expectations on your contributions.

“Come from a position of wanting a better understanding so that you can be of value,” she says. “You don’t want to put the host on the defensive as if you’re RSVPing ‘No’ to their party. Mention your impending deadlines and express that you want to use your time most efficiently.”

If it’s your boss, tread particularly carefully, and offer choices about your time and how they want you to spend it.

Finally, she says, offer to alternatively provide any needed input for the group prior to the meeting — and to also review meeting notes afterwards from a colleague. 

meeting, boss, coworkerUniversity of Exeter/FlickrTread carefully.

Accelerate the discussion. 

Do what you can to move the meeting along. “Using the prepared agenda or at least the verbal agenda set out at the beginning, ask a question about the next item. That can often serve as a hint that it’s time to move on,” says Taylor.

 

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Divert the conversation. 

Openly interject your specialty area and ask several questions, “Would this affect Human Resources in terms of X?” “Would HR be able to help, providing Y?”

“If you’re truly stuck in a useless meeting, you’ll get a ‘deer in the headlights’ response,” she says. “You’ll quickly establish that there’s no redeeming value in your being there. That sets the stage for you to politely make an exit at some point. You can explain later than you had xyz come up, which you had to handle.”

Also, by asking questions, it’s clear that you’re showing interest and making an attempt to at least engage.

meetinggunarsg/flickrSit near the door.

Situate yourself strategically.

If you’re routinely invited to very large meetings that have no bearing on your job and you really must leave to handle other matters, first make sure you have your boss’s approval to split. Once you do, look for seats near the exit, Taylor suggests. “Don’t make the mistake of compensating for your impending departure by getting the best seat, making great eye contact, and then making a scene when you leave.”

Avoid passive aggressive techniques. 

“When you go from being bored to angry about feeling like a caged animal in meeting purgatory, don’t look at your watch, smart phone, start texting, or typing incessantly on your tablet,” she says. “You’ll only distract people, and they won’t get the message.”

Pass a note.

“Assuming you’ve already spoken with the meeting host culprit in the past, but you’re in yet another misfit of a meeting and need to disappear, you can always rely on the tried and true high school note passing method,” Taylor says. “Leave a folded note with one of your colleagues and ask that it be passed along to the meeting holder. Write something like, ‘Hi Joan. So sorry I had to leave early. I have an important client call at 4pm. I will try to get notes from Sam. Thanks for your understanding.'”

boss, meeting, successUniversity of Exeter/flickrAsk questions.

Offer to help host the meeting. 

If any of these meetings do relate to your area, but they last for an eternity and only involve a small group, offer to help. “You may be able to host it in your office, bring snacks, arrange for technology support, etc.,” she says. “If you’re involved, even in some small way, then you may have more of a role to play in bringing the meeting to its long-awaited conclusion.”

Provide positive reinforcement when meetings are concise.

When managing up with any boss or manager, they often need to be reminded when they do things right. (The same goes for any colleague who may hold a meeting.)

“Make sure that you make the extra effort to encourage your boss and others when their meetings are succinct and productive,” Taylor advises. “Everyone will be thankful.”

 

Forbes.com | June 22, 2015 | Jacquelyn Smith

http://www.businessinsider.com/how-to-get-out-of-a-meeting-faster-2015-6#ixzz3dspfguA6

#Leadership : What To Do When People Break Their Promises?… It’s an Old Rule of Life that we Teach People How to Treat Us. It’s Easier to Just Let it Go & Hope They’ll Be More Reliable Next Time. The Problem Is, They Rarely Are.

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But Here’s the Deal: When you Decide Not to Call Someone on their Broken Promise & Ill-Managed Commitment, You’re, Albeit Inadvertently, Being Part of the Problem. The one thing you can count on is to expect more of it. More broken promises. More turning up late. More cut corners. More well worn excuses. More missed deadlines. And more of the stress, frustration and resentment you’d much rather avoid.

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It’s an old rule of life that we teach people how to treat us. Yet often we women, highly attuned to building relationships but reticent to say anything to ruffle them, can struggle when it comes to managing accountability and calling people on broken promises – our friends most of all. It just feels like less stress to say nothing; even to just do it ourselves.
At least in the short term.

But here’s the deal: When you decide not to call someone on their broken promise and ill-managed commitment, you’re, albeit inadvertently, being part of the problem. The one thing you can count on is to expect more of it. More broken promises. More turning up late. More cut corners. More well worn excuses. More missed deadlines. And more of the stress, frustration and resentment you’d much rather avoid.

If you’ve ever found yourself frustrated at someone who’s perpetually slack, or late, or unreliable then you’ll relate to some of the comments above. Many people value their promises cheaply or simply manage their commitments poorly. Others have a hard time holding people to account. It’s easier to just let it go and hope they’ll be more reliable next time.

The Problem is, they Rarely Are.

Turning the tide begins with renewing your commitment to manage every area of your life with integrity. When it comes to your commitments, it’s about honoring your word and then refusing to tolerate any less from others. Having coached many people working in cultures with poor accountability, failing to hold people to account can set off a ripple effect that is far-reaching and costly. It doesn’t just undermine your own integrity, reputation and influence, it impacts all those around you.

 

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If you happen to be working in an organization where promises are treated cheaply, accountability low and punctuality near non-existent, either choose to be the change you want to see in those around or, if that feels totally futile, choose to make an exit plan! Either way, own your choice to stay or go and don’t complain about its trade-offs.

If you are overdue a conversation about accountability, here are seven keys to help you on your way.

1. Decide what you want upfront.

I’ve lost count of times executives have expressed frustration with what was delivered to them only to find that they were never really sure what they wanted to begin with. So before you enter into a commitment, or even consider holding someone accountable, be sure you are really clear in your own mind about what it is you want and how you would define success. How can others know what you want if you don’t?

2. Be specific in clarifying expectations.

Sometimes you can clear up a simple misunderstanding at the outset just by clarifying what it was you expected in the first place. To ensure against the same thing happening again, always make sure people are clear about both what you expect to be done and whenyou expect it to be done. Ambiguity is a recipe for frustration and unmet expectation.

Simply asking, “Do you understand?” is not enough. Get them to paraphrase, summarize or reflect back their understanding so you are sure you are on the same page.

3. Ask for what you do want, rather than what you don’t.

Many peoplehave a tendency to complain about the actions and behaviors they don’t like, when in reality, they haven’t explained the actions and behaviors they want to see.

4. Seek for an explanation before making an accusation.

5. Share the impact of them not keeping their word.

People aren’t always conscious of how their behaviour impacts other people , or even themselves. So you need to be straight with them about how their failure to manage their commitments has impacted you, others and them! Maybe you had to work late to finish what they didn’t. Maybe it affected your entire team and you had to manage the fallout. Maybe you’re just disappointed with them. Maybe you’ll have to think twice before relying on them again. Maybe others will. This isn’t about making them feel bad; it’s just being upfront about the impact so you can make things better in the future.

6. Reset expectations.

Likewise, if someone has let you down, it’s important to renegotiate exactly what it is you want, when you want it and what they are able to deliver. By having the courage to have the conversation, rather than tiptoeing around, you set the stage for greater accountability and less disappointment.

If you refuse to accept anything but the best, you very often get it. So, as uncomfortable as you may feel, just know that when you do what you know is right and hold people accountable to their word, albeit uncomfortable, everyone—including them— ultimately comes out better off. (Just don’t expect a thank-you card.)

7.   Reward the positive and coach the negative.

If you operate out of the mindset that keeping one’s promises shouldn’t be rewarded because it should just be done, you are missing an opportunity to reinforce good behavior. Publicly thank and acknowledge those who consistently manage their commitments with integrity, show punctuality and meet or exceed expectations. Sure, they should just do that anyway, but you will be highlighting for those who don’t that this is what you want to see more of. And for those who aren’t so good in how they manage promises and juggle commitments, take the time to coach them to competency. Everyone wants to do a good job – they just may need some more support and skill in doing it.

Whatever you do, don’t shy away from having the tough conversations.  As I wrote in my new book Brave, like so many of the things you know are good for you to do, holding people accountable requires exiting your comfort zone and engaging in the uncomfortable work of a tough conversation. Emotions can run high and sensitivities deep. It’s why it takes an ounce or three of courage. Sometimes more.

Margie is a keynote speaker & bestselling author. Get her latest book Brave & take the Train The Brave Challenge. 

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Forbes.com | June 18, 2015 | Margie Warrell 

Your #Career : Searching for a Job the Smart Way: How to Use your Mobile Device to Land your Dream Job?…Take Note that Mobile Devices are only Tools to Finding your Career the Best Career Option– It Will Still Require you to Be Extremely Determined & to Showcase your Skillset, & Knowledge in that Specific Field to Land the Job of your Dreams.

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Mobile technology is an essential tool for people nowadays, as it has brought significant benefits with its ability to process requests via a single device. It has the capability to help you find your dream job without the need to leave your home. In fact, a 2014 Glassdoor survey revealed that 9 out of 10 job seekers will maximize their mobile devices for job searches.

JobSearch
As mobile ownership is expected to increase, with the rise of new forms of devices, How can Job Seekers Maximize their Smartphone & Tablet’s Full Potential to Land their Dream Career ? Here are some ways you can use your device for job hunting.

Socially connect with employers
Previously, in order to connect with companies and hiring managers, you would have to attend gatherings or personally appear in their offices to give your resume. With the help of online tools and mobile technology job seekers are able to connect with employers via their devices without having to personally appear somewhere. Based on a study featured on The Undercover Recruiter, 67 percent of job hunters are maximizing Facebook, 45 percent are on Twitter, while 40 percent are using LinkedIn. Likewise, HR personnel are also using these platforms to do background checks on their potential applicants prior to inviting them for an interview. Among the social platforms, LinkedIn is widely known in the enterprise sector as the most common tool in connecting professionals.

 

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Online job interviews
Some employers prefer talking to their selected applicants initially prior to inviting them to their office. Thus, be prepared for an online job interview at all times even when you are away from home. With the help of your mobile device with data connection, you will be able to take an important VOiP (voice over internet protocol) call from hiring managers wherever you go and instantly. We recommend using your smartphones as it comes pre-built with a good microphone, video screen, and speakers. It also comes pre-built with various apps such as the iPhone and Apple’s propriety messaging service. According to a post published by O2, the iPhone 6 comes with a wide screen, 64-bit processing power (ensuring no lag or freezing screen), fast wireless performance, and 1080p HD camera for video calling. There are also other apps that you can install for video conferencing such as Skype, Google Hangout, and ooVoo.

Tip: Apart from the device, you must also prepare yourself for the possible questions to be asked by the employer. Choose as well professional looking clothes, if ever the interviewer prefers video meeting. But, if you are dealing with a slow connection suggest to keep it as a voice call to avoid using more internet.

Searching for applications
With the rise in the usage of mobile devices for job searches, employers are also using mobile devices to find possible applicants. The latest app to garner a lot of recognition is the LinkedIn Job Search application for Android, although the iOS version of the app had actually been available nine months ago. It is said to allow job seekers to search for jobs on specifics such as location, specific keywords, job title and more. Users will also receive notifications whenever a nearby or a specific job title opens up that might interest them.

Here are some other job listing applications you may want to try out:
1. Indeed Job Search
2. Jobaware
3. Monster
4. Reach
5. JobCompass

Take note that mobile devices are only tools to finding your career the best career option– it will still require you to be extremely determined and to showcase your skillset, and knowledge in that specific field to land the job of your dreams. How do you maximize your mobile devices for job search? If you are in the process of moving to another career, make the transition smooth. Ask our experts today at First Sun Consulting, LLc – Outplacement Services, www.firstsun.com .
Nathalie Johnson is a trusted blogger who covers topics ranging from technology, innovation, marketing, business development and more. She has been assisting various individuals who want to start blogging as a business. Nathalie also can often be found going on a long drive after weeks or months of work with no play.

 

FSC Career Blogs | June 2015 | Nathalie Johnson 

 

#Leadership : To Achieve Excellence, Dare To Be Bad…An Appeal that Harvard MBAs are not Used to Hearing: in Order to Achieve #Excellence, you Need the Courage to be Bad.

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People compete against each other on every dimension, and work harder and harder and harder. To break out of that you don’t need any more capability, but you do need enormous courage to say, if I am going to be really good at something, I am going to be bad at something else. If I am going to compete on cost and quality, then someone is going to beat me on speed.

shooting-fingers-3

We all know people who seem able to perform at a higher level than those around them; and we’ve all had moments ourselves where we are firing on all cylinders and everything just seems to work. But how do you achieve that kind of excellence on a consistent basis, day after day?

Harvard Business School Professor Frances Frei has explored that question for years in the retail realm, culminating in her 2012 book, Uncommon Service: How to Win by Putting Customers at the Core of Your Business.

This past semester at HBS, the UPS Foundation Professor of Service Management applied those lessons through a new course for MBA students, Why You Should Care: Creating the Conditions for Excellence, co-taught with senior lecturer and venture capital guru Amy Schulman.

Together, they created a course unlike any other at the school, both profoundly practical and intensely personal. “I can’t even express to you how exceptional the experience has been,” says Frei. “I have never received papers like this, ever.”

According to the course description, “CCE explores how to identify and overcome the barriers to personal and professional excellence, barriers that are often counter-intuitive such as a focus on individual achievement.”

The Courage To Be Bad

At the core of Frei’s philosophy is an appeal that Harvard MBAs are not used to hearing: in order to achieve excellence, you need the courage to be bad.

“I’m obsessed with this question of why well-intentioned, energetic people following their own instincts end up being part of the problem,” says Frei. She finds the main obstacle most people face is trying to be good at everything, and therefore not being excellent at anything.

People compete against each other on every dimension, and work harder and harder and harder. To break out of that you don’t need any more capability, but you do need enormous courage to say, if I am going to be really good at something, I am going to be bad at something else. If I am going to compete on cost and quality, then someone is going to beat me on speed.

The next lesson in the course is about collaboration. Once you decide to compete on your own particular area of strength, says Frei, you need to learn how to work with others to complement your weaknesses. That’s where Schulman’s expertise comes in. As a venture partner at $4 billion venture capital firm Polaris Partners, and former executive at Pfizer, Schulman has worked in some 90 countries around the world.

“The key to creating collaborative teams within diverse environments, is to find strategies that increase the metrics of value so that individuals aren’t fighting over a fixed pie,” says Schulman. “When you get people with different objectives, you create more value for everyone.” The sum is greater than the parts, in other words.

Furthermore, in order to make sure such collaborations succeed, it’s important to cultivate the art of communication. “It’s startling how liberating it is to talk about what is actually going on and we can only do that when we risk discussing the undiscussable with grace and care,” says Schulman.

Students were taught to learn their subject matter so thoroughly that they could explain it to a family member with no background in the topic. “Often we don’t need better ideas, we just need to frame them more effectively,” says Frei “To describe something simply, you must really understand it deeply.”

 

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Mixing It Up

The class had just 20 students, tiny by Harvard Business School standards, and unique in that they were a 50-50 mixture from the business school and Harvard Law School. The mixing of business and law students was in part to add diversity of perspective and to take students from both areas out of their comfort zones.

“When you are being intimate in a partially anonymous environment, it’s both strange and liberating,” says Frei.

The atmosphere allowed for an unusual amount of introspection and reflection on the cases they discussed. Schulman recalled robust discussion between HLS and HBS students about ethics and values, where each group revealed its biases towards the other profession. “What was striking to me was the ability the students had to challenge their own assumptions, and discuss truisms in a respectful but confrontational manner,” says Schulman.

That soul-searching carried on to the individual projects students created as an expression of their own individual philosophy of excellence. Frei and Schulman encouraged students to develop their own personal view of what it means to care, and what happens when they don’t. One student put together a storyboard expressing her own personal credo through the characters of the Calvin and Hobbes comic strip. Another wrote a personal essay about her struggles to overcome the stereotype of being the “Shy Asian Girl.” Another student, who came from a retail background, wrote an open letter to clothing store Abercrombie & Fitch about why “It’s Time To Care Again.” And one student made a Choose Your Own Adventure computer game about making the right choices in a workplace environment. (When Frei played the game, “I ended up getting fired.”)

One of the most moving projects in the class, she says, came from a law student who had spent time working with the human rights commission of the war-torn African country where he was raised. He systematically used the course material to criticize hypocrisy at the commission-as well as criticize himself for not having high enough standards. “I started to think that if things were being done in a certain fashion at the commission…there was no need to ‘rock the boat,’” he wrote. “I tolerated more than I should have.” The student ended his essay with some concrete suggestions on how to reform the commission.

“They each came up with their own point of view, and got incredible feedback from each other,” says Frei of the students and their projects. That was difficult for some of the students, who found the lack of concrete guidance frustrating at times. But Frei says that freedom was necessary for each to develop their own definition of what excellence means.

One of the last lessons of the course was around change. From her service experience, Frei learned that making small changes are often more trouble than their worth-but in order to make big, meaningful changes, you often have to change at a pace faster than an organization is comfortable with.

By taking students out of their comfort zones and helping them examine their own personal values in this course, Frei and Schulman hope they have changed them for the better.

Michael Blanding is a senior writer for Harvard Business School Working Knowledge.

 

Forbes.com | June 17, 2015 |  HBS Working Knowledge

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Your #Career: How To Stay Upbeat When Your Job Search Pulls You Down…If You’re Out of #Work Right Now, you’ll Know Staying Positive in Your Job Hunt Can be Easier Said than Done. If You’ve Been Out of Work Over 6 Months, Even More so.

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Repeated Rejections can Take a Toll. But as Challenging as It Can Be to Stay Positive When You’re Out of Work, it’s ultimately in your power to do just that. Here are 8 Practical Ways to help you use the extra time on your hands in a way that not only helps you emerge from it better off, but to one day be glad you had it. Besides, Potential #Employers will be More Attracted to People Who have Proven their Ability to Stay Positive & Confident Despite a Setback/Job Loss.

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Try as You May Want to Sugarcoat It, Losing your #Job is Hard. And whether it had Everything to Do with your #Performance, or Nothing at All, it can be a Real Kick to Both your Self-Confidence as much as to your Bank Account.

If You’re Out of #Work Right Now, you’ll Know Staying Positive in Your Job Hunt Can be Easier Said than Done. If you’ve been out of work over 6 months, even more so. Repeated Rejections can Take a Toll. But as Challenging as It Can Be to Stay Positive When You’re Out of Work, it’s ultimately in your power to do just that. Here are 8 Practical Ways to help you use the extra time on your hands in a way that not only helps you emerge from it better off, but to one day be glad you had it. Besides, Potential #Employers will be More Attracted to People Who have Proven their Ability to Stay Positive & Confident Despite a Setback/Job Loss.

1. Never be defined by your job status. Ever.

It’s the first question people will often ask you at a party, “So, what do you do?” Saying you are out of work can lead to an awkward silence. But here’s the deal, who you are is not your job. Nor your salary. Or title. Or car. Or any of the stuff that props up our ego and sense of importance. So while losing your job can be a very personal experience, don’t take it too personally. Who you are is not what you do. Never was. Never will be.

Psychologist Marty Seligman found that the biggest determinant between those who succeed after setbacks of any kind is how they interpret them. As I wrote in Stop Playing Safe, people who interpret losing their job as a sign of personal failure are less likely to ‘get back on the horse’ in their job hunt than those who interpret it as an unfortunate circumstance that provided a valuable opportunity to grow in self-awareness, re-evaluate priorities and build resilience.

You get to define who you are – not your job or a company’s decision whether or not to employ you. Don’t take it as a personal rejection against you. It may well be due to economic forces far beyond your control that you found yourself out of a job.

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2. Up The Ante On Self-Care

Being out of work can create even ore stress than being in it and being stressed lowers your immune system making you more susceptible to all sorts of ills and ailments. So while there is never a good time to be sick, when you are in the job market (and your health insurance premium has increased because of that), it is a really lousy time to get sick. So make your health and wellbeing – body, mind and spirit -your top priority as it will affect all your other efforts.

Take time every day to do something that lifts your spirit, strengthens your body and that keeps your mind sharp. While there are some things that are outside your control, eating well, getting a good nights’ sleep and strengthening that body of yours are not.

3. Treat Your Job Search Like A Job

If there’s one thing that most people in full time jobs complain about, it’s not having enough time to do everything else they want to do outside the office. Now that you have time on your hands, don’t treat it cheaply and waste the extra hours you have on your hands. Get up as you usually would and make looking for a job your new job. Schedule time every day to do things that move you forward toward that goal, whether directly (by sending off an application, polishing your resume or making follow up phone calls) or indirectly by gaining skills that will make you a more attractive candidate. Keep a written log of jobs you’ve applied for and leads you need to follow up on. Write down at the beginning of every week what you want to accomplish each day that week, and then each day prioritize the tasks to ensure they get done. In short, get organized and make the most of each and every day! Your hours are no less precious just because you’re not being paid for them.

4. Work Your Network

Most jobs are never advertised and nothing beats a personal recommendation. So the more people who know that you are looking for a new job, the more people who can help you land one. Most people really do want to help, but they need to know how they can help. Don’t let fear of losing face or being judged get in the way of reaching out, asking for help and making specific requests of people. You can’t overestimate the power of social networks when it comes to building your career, growing your business or finding new work opportunities.

5. Upgrade Your Skillset

The top ten jobs today didn’t exist a decade ago. Likewise the skills that got you a job a decade ago, may simply be insufficient to land you a job in today’s increasingly global job market place. So be proactive in learning new skills and getting up to date on new trends whether in social media, internet marketing, consumer behavior, software and technology. You never know what will set you apart from others so be sure you aren’t complacent in relying on what got you your last job to get you your next one. As I wrote in my latest book Brave: 50 Everyday Acts of Courage to Thrive in Work, Love and Life, focus on what you can do rather than on what you can’t.

6. Don’t Be Too Proud

Personal and professional pride can be a good thing, but sometimes it can override our better judgment and keep us from being smart in our decisions. Sometimes opportunity can come in disguise, like in a job offer for a position that you are overqualified for or pays less than what you earned before. Don’t let your pride trip you up from something that could lead to bigger and better things and pay the bills in the interim!

Likewise, you may need to adjust your budget as it’s often hard to know how long it will be until you’re back earning money. Just because you may feel you shouldn’t have to cancel your cable account or annual ski trip doesn’t mean it’s not the smart thing to do. Again, don’t let your ego and need to ‘keep up appearances’ get in the way of being responsible and doing what will ultimately leave you better off.

There is always opportunity in adversity. Always. But those who find the opportunity will be those who are out there looking for it, persevering in the face of rejections and doing the preparation they need to do so that when opportunity arises, they are ready to seize it!

Forbes.com | June 17, 2015 | Margie Warrell 

Your #Career: The 10 Best #Jobs for #Millennials Right Now… To Help you Decide What to Do Next Or, if You’re a Recent Grad just Joining the #Workforce, to Guide you in the Right Direction.

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According to research from Pew, there are Approximately 75 Million #Millennials — those between the ages of 18 and 34 — in the US right now. This Group is Known for a Lot of Things. One of them: Job Hopping.  So, there’s a good chance that if you’re a millennial reading this, you’re on the hunt for a new gig.

millennials at work

Consider these professions.

To help you decide what to do next — or, if you’re a recent grad just joining the workforce, to guide you in the right direction — jobs site CareerCast has put together a list of the best jobs for millennials.

To compile the list, CareerCast looked at salary and growth outlook data from the US Bureau of Labor Statistics.

Advertising account executive

Advertising account executive

Annual median salary: $115,750

Projected growth outlook (by 2022): 12%

Education required: A bachelor’s degree is required for most advertising management positions.

 

Civil engineer

Civil engineer

Annual median salary: $79,340

Projected growth outlook (by 2022): 20%

Education required: A bachelor’s degree in civil engineering or civil engineering technology. They typically need a graduate degree and licensure for promotion to senior positions.

 

 

Computer systems analyst
Computer systems analyst

Annual median salary: $79,680

Projected growth outlook (by 2022): 25%

Education required: A bachelor’s degree in a computer or information science field is common, although not always a requirement.

 

Data scientist
Data scientist
NOAA’s National Ocean Service
Annual median salary: $124,149

Projected growth outlook (by 2022): 15%

Education required: Most jobs require a Ph.D. in computer science or a related field; in the federal government, a bachelor’s degree may be sufficient.

 

Financial planner
Financial planner

Annual median salary: $67,520

Projected growth outlook (by 2022): 27%

Education required: A bachelor’s degree.

 

Market research analyst
Market research analyst

Annual median salary: $60,300

Projected growth outlook (by 2022): 32%

Education required: Most market research analysts need at least a bachelor’s degree; top positions often require a master’s.

 

Physical therapist
Physical therapist

Annual median salary: $79,860

Projected growth outlook (by 2022): 36%

Education required: A Doctor of Physical Therapy (DPT) degree; all states require physical therapists to be licensed.

 

Social media manager
Social media manager

Annual median salary: $ 46,169

Projected growth outlook (by 2022): 13%

Education required: A bachelor’s degree is required for most marketing management positions.

 

Software engineer
Software engineer

Annual median salary: $ 93,350

Projected growth outlook (by 2022): 22%

Education required: A bachelor’s degree in computer science is typically required.

 

Statistician
Statistician

Annual median salary: $75,560

Projected growth outlook (by 2022): 27%

Education required: Typically need a graduate degree in statistics or mathematics.

 

www.businessinsider.com/best-jobs-for-millennials-2015-6?op=1#ixzz3dM233J5X

#Leadership: Toxic #Boss? How Successful People Overcome Them…7 of the Most Common Types of Bad Bosses & the Strategies that #SuccessfulPeople Employ to Work Effectively with Them.

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Bad Bosses Contaminate the #Workplace. Some do so obliviously, while others smugly Manipulate their #Employees, using them as instruments of their own success.  Regardless of their methods, bad bosses cause irrevocable damage to their companies and employees by hindering performance and creating unnecessary stress.  The stress your boss causes is bad for your health. Multiple studieshave found that working for a bad boss increases your chance of having a heart attack by as much as 50%.

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Have you ever seen the movie Office Space? Don't be that guy.

Have you ever seen the movie Office Space? Don’t be that guy.

Even more troubling is the number of bad bosses out there. Gallup research found that 60% of Government Workers are Miserable because of Bad Bosses. In another study 69% of U.S. workers compared bosses with too much power to toddlers with too much power.

The comparisons don’t stop there. Significant percentages of U.S. workers describe their bosses as follows:

  • Self-oriented (60%)
  • Stubborn (49%)
  • Overly demanding (43%)
  • Impulsive (41%)
  • Interruptive (39%)

Most bosses aren’t surprised by these statistics. A DDI study found that 64% of managers admit that they need to work on their management skills. When asked where they should focus their efforts, managers overwhelmingly say, “Bringing in the numbers”; yet, they are most often fired for poor people skills.

TalentSmart has conducted research with more than a million people, and we’ve found that 90% of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control. One of their greatest gifts is the ability to neutralize toxic people—even those they report to. This is no easy task. It requires a great deal of emotional intelligence, a skill that top performers rely on.

While the best option when you have a bad boss is to seek other employment, this isn’t always possible.

Successful people know how to make the most of a bad situation. A bad boss doesn’t deter them because they understand that success is simply the product of how well you can play the hand you’ve been dealt. When that “hand” is a bad boss, successful people identify the type of bad boss they are working for and then use this information to neutralize their boss’ behavior.

What follows are 7 of the Most Common Types of Bad Bosses & the Strategies that #SuccessfulPeople Employ to Work Effectively with Them.

1. The Inappropriate Buddy

This is the boss who’s too friendly, and not in the fun, team-building sort of way. He is constantly inviting you to hang out outside of work and engages in unnecessary office gossip. He uses his influence to make friends at the expense of his work. He chooses favorites and creates divisions among employees, who become frustrated by the imbalance in attention and respect. He can’t make tough decisions involving employees or even fire those who need to be fired (unless he doesn’t like them). His office quickly becomes The Office.

How to neutralize an inappropriate buddy: The most important thing to do with this type of boss is to learn to set firm boundaries. Don’t allow his position to intimidate you. By consciously and proactively establishing a boundary, you can take control of the situation. For example, you can remain friendly with your boss throughout the day but still not be afraid to say no to drinks after work. The difficult part here is maintaining consistency with your boundaries, even if your boss is persistent. By distancing yourself from his behaviors that you deem inappropriate, you will still be able to succeed and even have a healthy relationship with your boss.

It’s important you don’t put up unnecessary boundaries that stop you from being seen as friendly (ideally, a friend). Instead of trying to change the crowd-pleaser and force him to be something he’s not, having him see you as an ally will put you in a stronger position than you could have anticipated.

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2. The Micromanager

This is the boss who makes you feel as if you are under constant surveillance. She thought your handwriting could use improvement, so she waited until you left work at 7:00 p.m. to throw away your pencils and replace them with the .9 lead mechanical pencils that have the “proper grip.” She has even handed back your 20-page report because you used a binder clip instead of a staple. The micromanager pays too much attention to small details, and her constant hovering makes employees feel discouraged, frustrated and even uncomfortable.

How to neutralize a micromanager: Successful people appeal to micromanagers by proving themselves to be flexible, competent, and disciplined while staying in constant communication. A micromanager is naturally drawn to the employee who produces work the way she envisions. The challenge with the micromanager is grasping the “envisioned way.” To do this, try asking specific questions about your project, check in frequently, and look for trends in the micromanager’s feedback.

Of course, this will not always work. Some micromanagers will never stop searching for something to over-analyze and micromanage. When this is the case, you must learn to derive your sense of satisfaction from within. Don’t allow your boss’ obsession with details to create feelings of inadequacy as this will only lead to further stress and underperformance. Remember, a good report without a staple is still a good report. Despite your boss’ fixation on detail, she appreciates your work; she just doesn’t know how to show it.

3. The Tyrant

The tyrant resorts to Machiavellian tactics and constantly makes decisions that feed his ego. His primary concern is maintaining power, and he will coerce and intimidate others to do so. The tyrant thinks of his employees as a criminal gang aboard his ship. He classifies people in his mind and treats them accordingly: High achievers who challenge his thinking are treated as mutinous. Those who support their achievements with gestures of loyalty find themselves in the position of first mate. Those who perform poorly are stuck cleaning the latrines and swabbing the decks.

How to neutralize a tyrant: A painful but effective strategy with the tyrant is to present your ideas in a way that allows him to take partial credit. The tyrant can then maintain his ego without having to shut down your idea. Always be quick to give him some credit, even though he is unlikely to reciprocate, because this will inevitably put you on his good side. Also, to survive a tyrant, you must choose your battles wisely. If you practice self-awareness and manage your emotions, you can rationally choose which battles are worth fighting and which ones you should just let go. This way, you won’t find yourself on latrine duty.

4. The Incompetent

This boss was promoted hastily or hired haphazardly and holds a position that is beyond her capabilities. Most likely, she is not completely incompetent, but she has people who report to her that have been at the company a lot longer and have information and skills that she lacks.

How to neutralize an incompetent: If you find yourself frustrated with this type of boss, it is likely because you have experience that she lacks. It is important to swallow your pride and share your experience and knowledge, without rubbing it in her face. Share the information that this boss needs to grow into her role, and you’ll become her ally and confidant.

5. The Robot

In the mind of the robot, you are employee number 72 with a production yield of 84% and experience level 91. This boss makes decisions based on the numbers, and when he’s forced to reach a conclusion without the proper data, he self-destructs. He makes little or no effort to connect with his employees, and instead, looks solely to the numbers to decide who is invaluable and who needs to go.

How to neutralize a robot: To succeed with a robot, you need to speak his language. When you have an idea, make certain you have the data to back it up. The same goes with your performance—you need to know what he values and be able to show it to him if you want to prove your worth. Once you’ve accomplished this, you can begin trying to nudge him out of his antisocial comfort zone. The trick is to find ways to connect with him directly, without being pushy or rude. Schedule face-to-face meetings and respond to some of his e-mails by knocking on his door. Forcing him to connect with you as a person, however so slightly, will make you more than a list of numbers and put a face to your name. Just because he’s all about the numbers, it doesn’t mean you can’t make yourself the exception. Do so in small doses, however, because he’s unlikely to respond well to the overbearing social type.

6. The Visionary

Her strength lies in her ideas and innovations. However, this entrepreneurial approach becomes dangerous when a plan or solution needs to be implemented, and she can’t bring herself to focus on the task at hand. When the time comes to execute her vision, she’s already off onto the next idea, and you’re left to figure things out on your own.

How to neutralize a visionary: To best deal with this type, reverse her train of thought. She naturally takes a broad perspective, so be quick to funnel things down into something smaller and more practical. To do so, ask a lot of specific questions that force her to rationally approach the issue and to consider potential obstacles to executing her broad ideas. Don’t refute her ideas directly, or she will feel criticized; instead, focus her attention on what it will take to realistically implement her plan. Oftentimes, your questions will diffuse her plan, and when they don’t, they’ll get her to understand—and commit to—the effort it’s going to take on her part to help make it happen.

7. The Seagull

We’ve all been there—sitting in the shadow of a seagull manager who decided it was time to roll up his sleeves, swoop in and squawk up a storm. Instead of taking the time to get the facts straight and work alongside the team to realize a viable solution, the seagull deposits steaming piles of formulaic advice and then abruptly takes off, leaving everyone else behind to clean up the mess. Seagulls interact with their employees only when there’s a fire to put out. Even then, they move in and out so hastily—and put so little thought into their approach—that they make bad situations worse by frustrating and alienating those who need them the most.

How to neutralize a seagull: A group approach works best with seagulls. If you can get the entire team to sit down with him and explain that his abrupt approach to solving problems makes it extremely difficult for everyone to perform at their best, this message is likely to be heard. If the entire group bands together and provides constructive, non-threatening feedback, the seagull will more often than not find a better way to work with his team. It’s easy to spot a seagull when you’re on the receiving end of their airborne dumps, but the manager doing the squawking is often unaware of the negative impact of his behavior. Have the group give him a little nudge, and things are bound to change for the better.

Bringing It All Together

If you think these strategies might help others, please share this article with your network. Research suggests that roughly half of them are currently working for a bad boss!

And please share your thoughts in the comments section below as I learn just as much from you as you do from me.

Forbes.com | June 17, 2015 | Travis Bradberry 

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