4 Important Topics to Convey During an Interview

4 Important Topics to Convey During an Interview As recruiters, we’ve had prospective candidates who couldn’t do the job if they’re lives depended on it. It’s the nature of the beast. We try to do everything we can to assure that we’re getting the right personnel. As such, it’s absolutely  critical that we convey certain points and topics in a clear way. Emphasizing certain topics streamline the  process and assure that we get the right candidates in the right roles. If we don’t make these topics paramount in the interview process, we welcome the chance for a  nightmare scenario. Furthermore, you’ll perpetuate the idea that the use of third party recruiting is  something that companies can do without. Of course as a figure in the industry this is bad for us as a  whole.  In any event, here is what we consider to be the most important topics to nail during an interview with a  prospective employee: 1) The ability to do the job: The ability and drive to present as much information for an employment opportunity holds a lot of weight. Truth be told it’s a no-brainer, but one still worth reiterating every time you get the opportunity. The  reason that this is worth mentioning is because it is the largest representation of whether or not you are a  recruiter worth their salt. In short, if you’re not even able to handle the basics of bringing qualified people  you’re simply not doing enough. As your primary objective, the key is to emphasize to a potential employee, that the ability to consistently  handle the rigors of the job is most imperative. Of course, this includes what a candidate should know  about the job. This is another thing that would be considered relatively self-explanatory, but some  recruiters simply do not convey everything the job would entail. Emphasizing that point is crucial, as many candidates have asserted that their recruiter didn’t let them  know as much as they should have. 2) Show that you know your stuff: If you’ve been in the industry for a while, you’ve probably heard that a number of recruiters are not as  knowledgeable about the industry that they “specialize” in. Of course, this is a misnomer for a lot of us.  Like any other industry, we care a lot about what vertical of recruiting we’re working in and take the time  to learn it. With that being said, there will still be a substantial learning curve for someone working in  recruiting compared to someone who is the potential candidate.  After all, we’re not really working in the industry. We’re actually working for the industry, right? Thus, it’s important to emphasize that you’re actually someone who knows a few valuable insights  regarding the industry and position. Being able to talk a bit of shop with the candidate is also central.  Doing so will go a long way in weeding out some candidates that would be a poor fit for the job. Performing additional research into the industry will help show the candidate that you and the client  expect a degree of standard.  As the recruiter, this will assure more success and conversion rate of placing candidates. 3) You separate wheat from chaff: Let’s face it; in this current job climate, you’re going to get a very high volume of potential candidates. As you would expect, many of these candidates are simply not properly suited for the job. Given the  industry, you could be sifting through hundreds and hundreds of unqualified applicants. This could be an  encouraging pool of options, but daunting to evaluate everyone. When interviewing those best qualified, it’s important to let them know that you are performing extensive  due diligence. This may seem ominous, but it’s the job of the recruiter to check references for authenticity  and to receive honest feedback of what clients are looking for in a prospective employee. Additionally, it helps to ask questions that assure that the candidate read the job specifications accurately. Often times, recruiters find that without asking industry specific questions, candidates are less aware of  essential points. 4) Efficient selection: The last point is integral in the recruiting interview process. You may run into one of those candidates  that may not be as interested in the job as you think they should be. According to a Forbes article, one  recruiter spoke about their experience with candidates who were able to meet certain requirements prior  to an interview. However, the candidates interest level and career objectives did not fit the available role  being offered. Because this situation can be commonplace, it’s principal to find an efficient selection  process prior to moving forward. It’s important to convey that this is a job that needs to be filled immediately and that you’re completely  committed to making this happen as quickly and efficient as possible. How do you approach your interviews? What are you doing to build a more thorough and efficient  interview process? What techniques have worked for you? Leave a comment and share your thoughts. Author: Gerald Buck is the editor of ejobapplications.com, a website offering free  downloadable job application forms, career information, job interview and resume tips, as well  as much more. Follow him on Twitter @EJobApplication.

10 Things You Should Never Say to a New Work Colleague...Ever

10 Things You Should Never Say to a New Work Colleague...Ever It would be lovely to think we could say anything and everything to our fellow desk slaves. But let’s get real: the modern office is a labyrinth, and even the best intentions go awry. Whatever your candidate is trying to express, be sure it’s not taken the wrong way. Give them this guide so they never say any of the following to a co-worker. 1. “What’s your salary?” Money is a difficult subject at the best of times. Asking a co-worker what they earn is risky on two fronts: the question may be taken as invasive, and the answer itself could cause trouble. After all, you’re unlikely to see someone the same way if you discover they’re paid double your own salary. Of course, there are occasions when asking a colleague what they’re paid may be acceptable. If they do the same job as you and you’re concerned about discrimination, knowing the difference between yours and another’s wages may be essential. In this case, frame your question as such, and make it clear that you will respect their decision should they wish to not share. You have no right to their financial details, just as they have none to yours. 2. “That’s not fair/not in my job description.” Come on, Negative Neil, pull your socks up. It’s a rare workplace where some people aren’t routinely landed with more work than others. Perhaps you’re a small workforce with a limited number of hands on deck. Or perhaps you’re simply the nearest mug to hand when something goes wrong. But if you do get asked to do something unusual or outside your remit, complaint isn’t the correct response. Let’s be real: life isn’t fair. Moaning about justice makes you look naïve, not hard-done-by. Besides, job descriptions are not contracts. Outside your core obligations, your employer can give you pretty much any task they want. If they’re asking you to do something illegal or morally dubious, that’s one thing. But loading the printer for the third time that week? Pipe down. If things get really out of hand, you can approach your manager privately and express any concerns about your workload. But don’t expect ‘it’s not fair’ to get you anywhere in the real world. 3. “Im so hungover.” You’re an adult. You go out. You sometimes consume alcohol. Yes, the office gets it. But making a point of these things is more likely to make you look stupid than ‘cool’ or ‘grown-up’. Fostering a reputation as the office party boy/girl may seem like a good idea until you realise that nobody cares, much less respects you for it. You’re at work to do a job, not to chat about the hottie who helped you to the tube because you were just so trashed yah. Do what you want with your free time. But leave it at the office door. 4. “How old are you?” Unless posited by an actual mate â€" which colleagues rarely are â€" nobody likes this question. In the workplace it carries especially negative implications, suggesting an attempt to measure yourself or your colleague against some age-based successometer. Avoid. 5. “Calm down.” What a minefield. First off, this statement is an imperative. It is a genuine order and, unless you are in a position to command the obedience of your interlocutor, you shouldn’t be using it. Secondly, it’s very patronising. Telling someone to ‘calm down’ heavily implies that they are wound up and you are not, that they are fraught and fragile when you are strong and stable, that they are incapable and you are pulled-together. Plus it’s no coincidence that it’s normally men directing such imperatives at women. Don’t do a Michael Winner. 6. “Your political opinion is wrong and here’s why.” Do you know what the dictionary definition of a bigot is? A person who is intolerant of those with different opinions to themselves. Don’t be the office dogmatist. If you want to voice your political opinions, do so quietly and with maximum empathy towards others, no matter where they sit on matters. Politics are always personal, forged by a person’s upbringing, education and natural disposition. If you can’t deal with someone else’s beliefs, feel free to quietly minimise contact with them. Don’t make a big deal of it. Don’t tell them they’re wrong. Just leave it. 7. “Are you pregnant/planning on having children?” Never appropriate and even, in an interview context, illegal. If a colleague wants people to know he/she is expecting, they’ll ensure you do. Otherwise, butt out. 8. “You look nice today.” (Or any other comment re:appearance.) Okay. It goes without saying that salacious observations are a massive no-no in the office. In fact, it’s best to avoid talking in any way about a colleague’s physicality. This includes offering ‘diet tips’ or supplying compliments that overstep the mark (e.g. “I like those tight jeans on you!”). But what about the common-or-garden ‘you look nice today’? Yes, I know. It’s just a compliment! Don’t people like compliments? The answer is, yes and no. While ‘you look nice today’ may sound (and be intended as) innocent, it still has the potential to make a colleague feel uncomfortable. Firstly, this statement is much more likely to be directed at a female colleague than a male. Workplace sexism rule no. 1: If you wouldn’t say it to a man then you shouldn’t say it to a woman â€" and vice versa. Ergo, problems. Secondly, if the person in question has made a particular effort that day with their appearance, you run the risk of implying that their normal look â€" sans additional mirror time â€" is unworthy of comment. When surveys show that the average woman already feels obliged to spend almost an hour a day on makeup, the double standard becomes clear. Finally, we all know that by ‘nice’ you actually mean ‘attractive’. Would you tell a work colleague they looked attractive first thing in the morning? Should you really use a person’s level of sex appeal as an icebreaker? Probably not. The solution? Generally speaking, you’re better off complimenting objects over people. If someone is wearing an interesting skirt, say: “That’s a nice skirt!” If somebody has their hair arranged in a new way, say: “Your hair looks great!” Et cetera. Oh, and never tell somebody they look tired. Just… don’t. 9. “My boyfriend and I argued yesterday and…” Stress is contagious. Apart from the fact that your personal life is personal for a reason, everybody has sources of strain in their life. Those people you’re moaning about your landlord to? They’ve got their own problems. Don’t lump them with yours too. 10. “She’s such a… He’s so…” and similar gossip. Lumping yourself in with the office gossips â€" even when everyone else is doing it is never wise. Not only might your words come back to haunt you when they’re inevitably relayed to the person in question, but mean hearsay will cause others to distrust you. Nobody wants to be friends with a back-stabber. Be courteous, be kind and say nothing about anyone that you wouldn’t say to their face. About the author: Susanna Quirke is a career advice writer and editor of the Inspiring Interns blog.

7 Ways to Become a Highly Effective CEO

7 Ways to Become a Highly Effective CEO Everyones an expert.   Given the chance to be CEO, Id certainly know what to do.   Thered be free coffee all round and dont get me started on the long lunchtimes we should all be having.   You, too, may spend many a happy hour righting your companys wrong-doings.   What would be on your wish list if you were CEO?   And is it all as simple as it sounds? 1) Cut red tape Pointless red tape drives people to distraction. Surely everyone just wants to get on and do a good job?   Time spent form-filling is so soul-destroying that its no wonder people hate it. On the other hand, without some level of control and order, how can we keep track of whos done what?   How do we know what still needs to be done, and when it needs to be reviewed or replaced? CEO Mikael Ohlsson, who retired as CEO of IKEA recently, recognised that red tape was a genuine problem.   He said we see that the process to go through all the administrative procedures is taking longer and longer. We need to learn how to deal with it by having more projects on the go. The trick is to make sure theres enough order and regulation to ensure everything is effective and efficient, but without it stifling what really matters. Perhaps there should be a form to make sure forms are reviewed regularly for usefulness? 2. Allocate more holiday The benefits of rest and relaxation are well documented.   When well-rested, productivity increases and stress is reduced. Surely we should all have an increased holiday allowance? Mind you, holidays have increased.   At the turn of the last century, people could expect one or two days a year.   Nowadays, between 35 and 45 days (including Bank holidays) is typical. This has been possible because of the huge productivity gains that have been made across all industries. So, it seems that increased productivity leads to an increase in holidays.   Interesting. Subscription video service, Netflix, was one of the first companies to offer its employees unlimited paid vacation.   The only condition is that they need to ensure that they get their work done.   That seems very reasonable.   Maybe thats the way things are going? 3. Increase pay It seems that theres an announcement in the news every day about the latest multi-million pound profit. Surely this should be distributed more evenly amongst the hard-working staff? After all, isnt it because of the work done in the trenches that profits are made? We also know that companies need to provide a return to shareholders, invest in the future, put funds aside for rough times and pay hard-working staff. If any of these are out of kilter, share-holders will start dumping stock, new products or services are put on hold, and radical job cuts are made. Perhaps its not an easy balancing act after all! 4. Get rid of rotten apples Every organisation seems to contain a proportion of employees who can only have got their jobs through cronyism. Theres no doubt that theyd be on the hit list. Jack Welch, former CEO of G.E would agree. He advises:  you measure your people and you take action on those that dont measure up.   It seems that a good CEO would agree with that item on our wish list. 5. Increase training Only a big-headed person would believe she wouldnt benefit from extra training from time to time.   Once those rotten apples go, thered surely be plenty of funding to improve those still on the payroll. Training is vital, and its one of the areas that a CEO needs to consider for allocating funding. Best Buy  Chief Executive Officer, Hubert Joly, recognised the importance of employee training back in 2012.   He focused more resources on training employees after an uneven performance among stores led to sales declines. 6. Communicate better How difficult can it be just to keep everyone informed all the time? We all want to know whats happening and a quick email would do the trick. Sadly, this this appears to be easier said than done. No matter how many meetings were in, how many speeches we give, how many internal newsletters go out or emails are sent, there are always some people who dont know the latest news. Getting everyone to listen is tough. George Lossius, CEO of Publishing Technology has said in my experiences over the last few years, during which Ive experimented with a variety of different internal communication tactics, Ive learnt that it is fundamental to approach this area with your eyes, ears and mind wide open.  So, good, clear, regular communication is vital. 7. Cut working hours If its not about the hours, its about output, then why shouldnt we all work a 9 to 5 day?   That would be the work/life balance sorted out!   Wouldnt it? CEO of Dupont, Ellen Kullman wouldnt agree.   She explains its not about having a specific set time; both personal and professional lives are 24/7. Its simply, more about making the right allocation to each one and recognising that its going to be different  every single day. And further, Denise Morrison, CEO of Campbell Soup, adds, balance suggests a perfect equilibrium. There is no such thing. That is a false expectation. There are going to be priorities and dimensions of your life, how you integrate them is how you find true happiness. Hmm.   Its all very well having a wish list, but, like many things in life, the problems that are solved around the water cooler, are always more complicated than on first consideration.   I guess the real question is, though, what would you actually do if you were CEO for the day? Author: Heather Foley is a consultant at 360 degree feedback expert, etsplc.com.

14 Ways Your Elevator Pitch Is Hurting Your Brand - Personal Branding Blog - Stand Out In Your Career

14 Ways Your Elevator Pitch Is Hurting Your Brand - Personal Branding Blog - Stand Out In Your Career What is one common mistake to avoid when delivering an elevator pitch? The following answers are provided by members of  Young Entrepreneur Council (YEC), an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched  BusinessCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. 1. Starting With Your Name Dont say who you are or the name of your company at the beginning. You need to catch their attention with what you are currently working on, and then leave them with a name or nickname that they can search for online later.   â€"  Kevin Xu,  Mebo International 2. Swaying and Moving Your Hands When delivering a pitch or any type of presentation, plant your feet firmly on the ground, about hip-width apart. Be mindful of swaying and moving your hands, which can make you come across as nervous and lacking confidence.   â€"  Natalie MacNeil,  She Takes on the World 3. Talking About the Technology Founders love to talk about their technology when they should instead focus on the pain that their technology solves and the value that it creates for their customers. If you hook the audience with a searing pain point, a compelling value proposition, an attractive market and a credible team that can execute, then you will get the follow up to discuss questions they have about the technology.   â€"  Douglas Hutchings,  Picasolar 4. Talking Fast Elevator pitches are supposed to be quick, but not because you rattle off as much information as you can in as little time as possible. A good elevator pitch is concise because of how well-thought-out it is. When you slow down to deliver your pitch, youll sound much wiser and give your audience time to absorb what youre saying.   â€"  Vladimir Gendelman,  Company Folders, Inc 5. Comparing Yourself to Another Company I find that comparing yourself to another company does you no favors. Tell me youre the Uber of X, and I am immediately comparing you to Uber. Can you afford for your idea to be compared to Uber? Probably not. You ought to be able to tell me about your idea, without resorting to comparing yourself to another company. If you cant, well, then youve got bigger problems than an elevator pitch.   â€"  Adam Steele,  The Magistrate 6. Not Paying Attention to Body Language While 30 seconds may go fast for the person delivering it, it is a painful 30 seconds when you are on the receiving end of a pitch that you don’t want to hear. That said, when delivering the pitch, be mindful of the receiver’s body language. Don’t get so caught up in what you are saying that you completely missed the fact that they tuned out 20 seconds ago.   â€"  Megan Smithan Smith,  Brownstone PR 7. Rambling Elevator pitches need  to be short and convey your business to an audience. Ive noticed when people pitch me ideas they ramble on and on and dont actually say anything relevant. The best practice I got was during TechCrunch Disrupt launching a product five years ago.  TechCrunch put us through the ringer and they  helped us define what we wanted to say and how to say it concisely without rambling.   â€"  Andy Leff,  Electricity Labs/Warp Speed Labs 8. Starting With Features and Benefits Rather Than the Problem A lot of people start going into the features and benefits of the device when they should really be capturing the attention of the listener by explaining the  problem. They call this strategy turning the knife, where you get the listener to understand and relate to the problem emotionally, then you position your product or solution as the unique and correct way of solving that problem.   â€"Andy Karuza,  FenSens 9. Sounding Desparate Its easy to get lost in the passion you have for your project, and oftentimes that passion, coupled with the opportunity being presented to you, can lead to desperation. Its important to have enthusiasm, but dont allow desperation to bleed into your pitch. Investors and potential partners can respect a passionate owner, but desperation almost always has the opposite effect.   â€"Nathan Hale,  First American Merchant 10. Telling It Step by Step From the Bottom A common mistake in communication in general is building the conclusion by describing it step by step from the bottom. This simply can’t work in an elevator pitch. Start from the end. Tell what you do and then how you do it.   â€"  Brian Pallas,  Opportunity Network 11. Forgetting to Leverage Social Proof Its human nature to triangulate relevance from things were familiar with. Whether it be investors, prominent customers or press youve received, dropping these in tasteful ways will make the audience take you more seriously. These social cues make the listener draw on these associations and connect them with what youre doing, enhancing the overall pitch.   â€"  Fan Bi,  Blank Label 12. Starting the Speech With “I Am” Starting off on this note will usually generate a “so what” reaction, causing your audience to check out. Your elevator pitch should be engaging and compelling enough to leave the listener wanting to know even more about you. Try instead to start the speech off with an interesting hook, quote or question that initially locks in their attention.   â€"  Stanley Meytin,  True Film Production 13. Not Making It Matter to Your Audince WIIFM is an old sales jargon term for whats in it for me?. While silly sounding, its fundamentally on point. If you dont engage your audience during an elevator pitch enough to figure out why they should care, that is typically the end of the conversation. I like to say I help ____ to _____, as an example. Make it digestible for your audience.   â€"  Darrah Brustein,  Network Under 40 / Finance Whiz Kids 14. Getting Lost in Jargon The best elevator pitches use simple words and communicates  the benefits of your organization. If your elevator pitch uses words like facilitates, synergies, empowering, or other overused words, re-craft your pitch. What does your organization do for its users?   â€"  Mark Daoust,  Quiet Light Brokerage, Inc.

The Benefits of Volunteering on Resume

The Benefits of Volunteering on ResumeThe benefits of volunteering on resume are more than just something to add to your CV or the best way to show that you have some form of service experience. Volunteering on resume will give a different look to your resume and the overall impression of you on a future employer.To begin with volunteering on resume will show a willingness to help other people and you can always come back to this word as proof of motivation. A number of people in their personal lives will volunteer to help other people. If you are a good public speaker or an outstanding writer then you may want to consider volunteering your skills on resume.The next benefit of volunteering on resume is that a person volunteering to help other people will be more engaged and committed to getting on and doing more things. This is something that you will be able to tell a prospective employer. If you volunteer on resume for some time you will start to feel that you want to help others a nd you will want to do more.Volunteering on resume will be useful for you if you do not have any life events happening that might change your life. You will be able to be sure that you are still doing what you are passionate about. These factors will also make you a better employee. Volunteering on resume will also be a better form of employment as long as you use your time effectively.The last reason that you should consider volunteering on resume is that you will get to know your previous employer better. You will be able to talk to them about any negative experiences that you had while working with them and it will be possible to go back to your old workplace knowing that your previous employer is willing to hire you again.It is also a great idea to use volunteering on resume if you will be a teacher. Many times, being a teacher means being able to give something back to a community or a school which is why you should consider volunteering on resume for teaching purposes.Voluntee ring on resume for volunteering purposes will allow you to know your employer a little better, which is a plus. You can also go back to your former employer later and say that you enjoyed working there and how much fun you had working for them.Volunteering on resume will help you not only by giving you another experience on how to use skills but also will show that you are dedicated and will put the welfare of others before yourself. This is a major benefit that many people overlook and that is why it is important to consider the benefits of volunteering on resume.

Anyone Can Be A Leader

Anyone Can Be A Leader Anyone can be a leader. You don’t have to be the person officially anointed or appointed. And you don’t need to be “mom” or the “dad” figure. It’s simply about taking action to achieve a common goal by bringing people along. Sometimes the best examples occur outside of the work environment. When you’re in everyday mode. Often, these situations give us some great insights into how we could be even better leaders at work. Here’s an example I came across recently. Everyone’s nightmare Dan was going to the doctor for something relatively mundane. A semi-routine scan to see if his hernia was getting worse and whether an operation was required. Then the doctor called. “We’re not worried about your hernia, but there’s a tumor on your kidney. Fortunately, it’s at an early stage and still quite small. However, it looks like it could be cancerous.” The emergency biopsy confirmed this. And the specialist advised that the safest route is to have that kidney removed as soon as possible. Many people would have panicked. Most of us would have gotten upset or even angry. And then gone with the initial advice. In Dan’s case, two of his friends took the kind of leadership action that made an outsized difference to the outcome. Here’s what happened and how you could apply this at work. Keep a cool head Dan was able to keep his cool, and this helped others around him to do so as well. And ultimately, it was his friend Ellie’s quick, clear headed thinking and action that opened up a different set of options to consider. At work, emotions can be helpful in arousing the passion of followers, but they can also get in the way of being effective. Whether at work or at home, great leadership requires being able to think calmly and clearly. Especially in a crisis, or when your team faces unexpected obstacles. That’s when it’s most important to be able to manage your emotions and keep a cool head when you’re “in the moment”. Flick over to that part of your brain that contains logic and analysis. Ask questions that clarify your understanding. Find out what assumptions the “experts” are making. Pressure test those assumptions and try on different hypotheses. Be willing to challenge the status quo Ellie was the leading advocate for getting a second opinion. In fact, she insisted on it and led the charge for asking others for leads on who was good in this field. Losing a kidney is a big deal, even if you have two of them, especially for someone as young and active as Dan. Similarly, in a work context great leaders aren’t afraid to challenge the status quo. It’s about figuring out how you can do it in a constructive way. For example, even as a relatively junior person, you can add value by asking good questions. And depending on how you phrase the question, it can be an effective way to challenge the status quo without coming across as challenging. Have an informed point of view Alongside Dan and his family, Ellie did her homework by researching and getting multiple points of view. Having an informed point of view was crucial to making the best decision on what course of action to take. Good leaders also gather input. They consult with experts and key stakeholders to have as much a read of the situation as possible in the time allotted. We’re not talking about analysis paralysis. But making the effort to see the whole picture is important. It also helps you bring people along and gain buy in. Identify the right team When reaching out for a second opinion, Ellie found that one particular doctor in California was mentioned multiple times. And that doctor turned out to be the top expert in the field. Let’s call him Dr. Douglass. Similarly, in putting together your team at work, figure out who would make the best addition. Each person must bring something special to the table. Resist the urge to “settle”. It’s much easier to add a person to the team than to part ways later on. In fact, the cost of hiring the wrong person is huge. The investment in training them up, giving them a fair chance of succeeding, the disruption to the team if you have to make a change, and the opportunity cost of having the wrong person, not to mention getting a suboptimal result it’s all substantial. Just like choosing the wrong surgeon. Get the team on board However, like any leading expert, Dr. Douglass was booked solid for months in advance. So the issue was: how to get that crucial appointment? That’s when Dan’s friend Suzanne took the lead and leveraged the “six degrees of separation” to reach the doctor. She got her father to call in a favor with his client who then called in a favor from his golfing buddy and so forth to ultimately get an appointment for the following week. It’s a good reminder that it pays to have a broad network and a strong community of support. That’s why great leaders connect with people as part of the normal course of business. As they say, the best time to build your network is before you need to call on it. It also helps to be someone that people will go to bat for. That’s where it’s important to be a person of high integrity who helps others and brings positive energy. Fortunately for Dan, that describes him perfectly. Help others feel confident The night before Dan’s operation, his friends and family came by to offer moral support. As is their family tradition, they ended the evening with a “group hug”. Only this time, it was a big extended family all hugging Dan who stood at the center, arms upraised and receiving the love and positive wishes. While the group hug may not be appropriate in all situations, it’s the sense of community and support that sends team members off with confidence. It could be the basketball team huddle, a team call, or simply a one-to-one quiet conversation. There are many ways to say, “we’ve got your back”. “We believe in you.” “We’re sending positive thoughts your way.” “We’re in this together.” The important thing is to say it and mean it. When people feel confident, they tend to perform at their best. And great leaders help the people around them to feel positive and confident. Great leaders help the people around them to feel positive and confident “I love it when a plan comes together” In the end, Dr. Douglass turned out to be brilliant. He had the latest cutting edge medical technology at his fingertips and removed the entire tumor and just 10% of Dan’s kidney. What a rock star. But for Dr. Douglass, it was all in a day’s work. Having advocates, pressing for something other than the status quo, and getting the right person involved really paid off. There were many people taking things upon themselves along the way. Many acts of leadership both micro and macro. Do try this at home… and at work You know how they say, “don’t try this at home” when they show people doing dangerous things on some TV show or video? Well, in this case, I’m saying “do try this” whether at home or at work or better yet, both. And in the context of your career, what if you could apply that to work too and get seen in a different light? To be a stronger leader? To achieve better outcomes? Don’t wait for a crisis to take charge, activate your network, rally people around finding solutions, challenge the status quo when needed, and engender confidence. Be on the lookout for situations where you can make a difference, and then don’t hold back. Go for it! What could you do to show up as a stronger leader? Leave a comment and let me know. Win a FREE copy of Accelerate: Did you spot the '80s reference in this post? (Hint: It’s from a TV show I loved.) I'll send a copy of my book, Accelerate: 9 Capabilities To Achieve Success At Any Career Stage, to the first person with the correct answer. Just leave a comment below and include your answer.

How to survive a bad workplace - The Chief Happiness Officer Blog

How to survive a bad workplace - The Chief Happiness Officer Blog Here is the secret to surviving a bad workplace: You have to be deeply passionate about your work but not give a crap about your job. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related