Sample Team Norms or Relationship Guidelines

Sample Team Norms or Relationship GuidelinesSample Team Norms or Relationship GuidelinesAre you interested in understanding why every successful kollektiv has a set of consciously created or gradually developed kollektiv norms that support the interaction of the kollektiv members? Do you need sample team norms or group relationship guidelines to provide a model for your own organizations teams? This sample demonstrates the kind of relationship guidelines that effective and successful teams adopt in their interaction within the team and with the world outside of the team. These group norms are essential for a team to accomplish its mission and live the values that members cherish. What Makes a Team Effective and Successful? Every team you form has two components that team members must pay attention to if the team is going to succeed. The team must pay attention to the content mission (or goals or outcomes) expected from the team. This is the content that the organization has asked the team to create or the mission that is the reason for the team existing in the first place. Secondly, the team must also carefully shape and monitor the team process it uses to accomplish the goals. Some who sponsor teams, build teams, or work on teams will tell you that most team problems have to do with the relationships and process adopted by team members with themselves or the outdside world. What Is Team Process and How Do You Manage It? Team members must get along, respect each other, and practice effective interpersonal relationship building. Team process includes How the team members interact with and communicate with each other,How the team members communicate with employees who are elend on the team, andHow team members will be responsible and accountable for moving the project forward and accomplishing the goals. Long cited statistics demonstrate clearly where the majority of teams experience their most significant problems. They attribute 80% of the problems they experience to the process side of this equation. Teams experience 20% of their problems on the content or mission part of the equation. This explains why the development of team norms for the process side of the equation is so important. Norms will naturally become established as people work together on the project. Why leid create norms that support the accomplishment of the teams goals- sooner and with conscious consideration? This is similar to why you might also want to consciously create your organizations culture to ensure an environment that is supportive of team success. See the Sample Team Norms These team norms or group ground rules are established with all members of the team participating equally. The manager of the team or the teams company sponsor or champion is included in the discussion and must agree to practice the relationship guidelines developed. Here are sample process norms or group guidelines that a team might use to effectively conduct its business. You may use these sample team norms as a starting point, but each team needs to go through the process of generating and committing to its own team norms- so dont plan to use them verbatim. This is the only way in which the team will own the norms and agree to abide by the team norms. This is also how teams establish a tradition of policing each other- kindly and respectfully- when a team member fails to honor the teams group norms. Sample Team Norms or Guidelines These are sample team norms or group relationship guidelines that real life, working teams have selected for their own use. Perhaps they will assist you to create your own team norms. Treat each other with dignity and respect.Transparency avoid hidden agendas.Be genuine with each other about ideas, challenges, and feelings.Trust each other. Have confidence that issues discussed will be kept in confidence.Managers will open up a space in which people have information and are comfortable asking for what they need.Team membe rs will practice a consistent commitment to sharing all the information they have. Share the complete information that you have up front.Listen first to understand, and dont be dismissive of the input received when you listen. Practice being open-minded.Dont be defensive with your colleagues.Rather than searching for the guilty, give your colleagues the benefit of the doubt have a clean slate process.Support each other- dont throw each other under the bus.Avoid territoriality think instead of the overall good for the company, your employees, and your customers.The discussion of issues, ideas and direction will not become a personal attack or return to haunt you in the future.Managers are open, communicative, and authentic with each other and their teams. Its okay to not know the right answer and to admit it. The team can find the answer.Problems are presented in a way that promotes mutual discussion and resolution.It is safe to be wrong as a manager. Thoughtful decision-making is ex pected. Honesty is cherished.You must own the whole implementation of the product, not just your little piece recognize that you are part of something larger than yourself. Be responsible to own the whole picture.Practice and experience humility- each of the team members may not have all the answers. If you commit to doing something- do it. Be accountable and responsible for the team and to the team.It is okay to be the messenger with bad news. You can expect a problem-solving approach, not recrimination.Promise to come prepared for your meetings and projects so that you demonstrate value and respect for the time and convenience of others.Strive to continuously improve and achieve the teams strategic goals. Dont let ineffective relationships and interactions sabotage the teams work. In summary, teams need to expend the effort to practice all of these norms and to care enough about the team and its work to confront each other, with care, compassion, and purpose, when a team member fa ils to practice these norms.

16 Companies Committed to Equal Pay Hiring Now

16 Companies Committed to Equal Pay Hiring Now16 Companies Committed to Equal Pay Hiring Now Heres What Happened When My Team Worked Remotely for a Week At Glassdoor, we take pride in being a leader in workplace transparency and in raising awareness of gender pay equity - as a social issue, an employer branding issue, and a practical HR and recruiting issue. Were transparent about ur gender pay gap, and we encourage other employers to do the same.Last year, we teamed with JUST Capital to look at major corporations who are committed to equal pay. JUST Capital is a ohne gewinnerzielungsabsicht research organization that makes it easier for people, companies, and markets to do the right thing by tracking the geschftsleben behaviors Americans care fruchtwein about.Of the 920 large, publicly-traded companies JUST Capital reviewed in 2016, only 72 have a) made a commitment to conducting a pay equity analysis and b) established a policy to drive diversity and equal opportunity. And of those, just 16 have made the results of their gender pay equity analysis public.These companies have not only made a commitment to paying their employees equally , they have made their data transparent and findings public, as they investigate pay disparity among workers.Here are 16 companies committed to equal pay transparency and that are hiring nowAdobe Equal Pay Stance By the end of this fiscal year, we will pay women $1.00 for every $1.00 earned by male employees in the U.S., up from 99 cents a year ago. Further, we have worked to enkoranvers that women earn 99 percent of what is earned by male employees across India, and were working toward pay parity there and globally. Given that the U.S. and India comprise 80 percent of our global workforce, we are pleased with the progress. Where Hiring San Jose, CA New York, NY Boston, MA Chicago, IL Detroit, MI Seattle, WA & more. What Employees Say Culture of high performance, yet very supportive. Forward looking organization. Great benefits, including 6 months of paid maternity leave and 14 weeks paid paternity leave. Great people to work with. - Current Senior absatzwirtschaft ManagerApple Equal Pay Stance Equal work deserves equal pay. This past year, we looked at the total compensation for U.S. employees and closed the gaps we found . Were now analyzing the salaries, bonuses, and annual stock grants of all our employees worldwide. If a gap exists, well address it. And well continue our work to make sure we maintain pay equity. Where Hiring Cupertino, CA Chicago, IL Philadelphia, PA Miami, FL Tallahassee, FL Washington, DC Fairfax, VA Austin, TX Sugar Land, TX & more. What Employees Say The people who work here are awesome and welcoming. The culture of the company is very open minded. You get lots of perks. - Current Product Zone SpecialistAmazon Equal Pay Stance Amazon is committed to fair and equitable compensation for its employees, and on June 14, 2016, we proudly signed the White Houses Equal Pay Pledge. A review of the compensation awarded in 2016 at Amazon, including both base and stock, shows that women earned 99.7 cents for every dollar that men earn in the same jobs, and that minorities earned 99.7 cents for every dollar that white employees earn in the same jobs. We continue to prioritize pay equity. Where Hiring Seattle, WA Glendale, CA Baltimore, MD Atlanta, GA Chattanooga, TN Grand Forks, ND & more. What Employees Say Really smart people, a lot of opportunity for growth, always encouraged to be innovative, think big, and create something new. Competitive salary and benefits with other major tech companies. 100% self motivating work environment. No dress code and 4 legged friends are welcome. - Current EmployeeCisco Equal Pay Stance The Future of Fairness will take us beyond policies and practices, beyond training, beyond programs and initiatives, and beyond the limits of any function or geography. At Cisco, pay parity means that our people are paid fairly. Weve always had policies and practices for fair, competitive, and performance-driven pay. Two years ago, we decided to significantly expand our capabilities to help make sure that our inclusive intentions result in equitable pay decisions. To do that, we developed what we believe is true transformational intelligence, building an innovative analytical framework that enabled us to test our compensation data. Where Hiring San Jose, CA Houston, TX Jacksonville, FL New York, NY Boxborough, MA Columbia, MD Dublin, OH Franklin, TN Overland Park, KS & more. What Employees Say Flexible work location, good PTO policy, one full week of paid volunteer time, friendly coworkers, diverse. - Current Digital Marketing ManagerDelta Air Lines Equal Pay Stance At Delta, there is virtually no pay gap in administrative jobs women earn 98 percent of what men do, and theres statistical parity am ong male and female frontline or scale employees. Company leaders said the airline wont be satisfied until that gap is reduced to zero for all employees. Deltas overall pay parity between men and women is nearly perfect for all of 80,000 employees. Excluding scale employees, who truly are at 100 percent pay parity, we are at 98 percent, said Joanne Smith, Executive Vice President and Chief Human Resources Officer. Although this is well ahead of the national average, we wont be satisfied until the gap is zero. Where Hiring Atlanta, GA Los Angeles, CA New York, NY Chisholm, MN Las Vegas, NV Orlando, FL Detroit, MI & more. What Employees Say Terrific Company to work for. Travel benefits were wonderful and pay, once beyond 5 years, was great. Being a Flight Attendant provided me with the opportunity to see the World and provide great customer service to all levels of people. I grew as a person and gained professional experience which I took to my next profession. The only reason I l eft was because I had children. I chose my secondary career so I could be home in the evenings with my family. - Former Flight AttendantDow Equal Pay Stance As the world leader in combining the power of science and technology to passionately innovate what is essential to human progress, corporate citizenship and sustainability are at the very essence of who we are and why team Dow comes to work every day, said Andrew Liveris, Dows chairman and chief executive officer . This is the passion that drives everything we do. It truly is the Human Element at its very best. Where Hiring Houston, TX New York, NY Deer Park, TX Auburn Hills, MI Indianapolis, IN Pittsburg, CA & more. What Employees Say Great company, you get access to incredible resources to get things done. You can build a whole career only moving jobs within Dow, including international assignments. - Current EmployeeEbay Equal Pay Stance At eBay, we know that much of our success is grounded in being a richly diver se company. We are working hard to ensure that the variety of perspectives across our workforce and within our workplace reflect those of our tens of millions of customers globally. We recently completed our gender pay equity study , and I am pleased to report that women earn the same as men in the U.S. in terms of salary. Specifically, women make 99.8% of the total compensation that men make in the same job and at the same grade level. Our results were also encouraging on a global basis, where we found that women earn nearly the same salary as men. Where Hiring Portland, OR Los Angeles, CA San Jose, CA Boston, MA Bellevue, WA Montgomery, AL & more. What Employees Say eBay totally re-invented themselves after they separated from PayPal. There were significant changes in the upper management as well as a cultural change. The company is now all about innovation, empowering people and leveraging the ideas people from diverse backgrounds bring to the table. - Current Product Manag erExpedia Equal Pay Stance Expedia has been conducting internal analysis of gender representation throughout the organization as well as pay data over the past several years to determine if parity or disparity existed. On average, pay at Expedia, Inc. is equal between men and women, meaning that women earn $1 for every $1 paid to men in equivalent roles. While this data is encouraging, the company believes that there is more work to be done to achieve gender representation parity, especially at senior levels. Where Hiring West Hollywood, CA Bellevue, WA Chicago, IL Dallas, TX Springfield, MO & more. What Employees Say Compensation and promotions are largely merit-based, flexible working schedule, senior management is open and trustworthy. - Current DirectorGo Daddy Equal Pay Stance GoDaddy conducted an internal salary audit in 2015. Findings includedOn average, for every dollar a man makes at GoDaddy, a woman is paid roughly one cent more. Women in technical roles at Go Daddy make about 99 cents on the dollar. Women in the management ranks make an estimated 96 cents on the dollar. https//www.godaddy.com/garage/godaddy-2015-gender-diversity-and-salary-stats-infographic/ Where Hiring Tempe, AZ Los Angeles, CA Kirkland, WA San Francisco, CA Washington, DC Scottsdale, AZ & more. What Employees Say Really fun environment, great benefits, awesome pay. - Current EmployeeIntel Equal Pay Stance In 2016, Intel achieved 100 percent pay parity for both women and underrepresented minorities and achieved promotion parity for females and underrepresented minorities as well. Danielle Brown, Intels chief diversity and inclusion officer, revealed that promotion parity for both groups had also been attained as well. Intel defines underrepresented minorities as African Americans, Hispanics, and Native Americans. Where Hiring Santa Clara, CA Hillsboro, OR Austin, TX San Diego, CA Phoenix, AZ & more. What Employees Say Intel has good pay and benefits and p rovides good flexibility to allow employees to attend to personal matters during the workday. Challenging assignments and very smart people. - Former ManagerMicrosoft Equal Pay Stance Today, for every $1 earned by men, our female employees in the U.S. earn 99.9 cents at the same job title and level. Racial and ethnic minorities in the U.S. combined earn $1.005 for every $1 earned by their Caucasian counterparts. Breaking it down even further, African American/Black employees are at $1.002 Hispanic/Latino(a) employees are at $1.000 and Asian employees are at $1.007 for every $1 earned by Caucasian employees at the same job title and level, respectively. Where Hiring Redmond, WA Tampa, FL Washington, DC Fargo, ND Los Angeles, CA Bellevue, WA & more. What Employees Say Work with very smart people, your work likely affects hundreds of millions of people, great benefits and overall facilities. - Former ManagerPayPal Equal Pay Stance There is no disparity at PayPal in salar ies between women and men . One of our most important priorities was to ensure that people working in comparable roles are paid equally throughout the company regardless of gender. We focused and worked hard, and successfully reached this goal in less than a year. We are also working hard to increase the number of women in management roles at PayPal. Women make up one-third of the companys leadership today, and during the past year our rate of female promotions and new hires in leadership roles is outpacing our historical average. We are also retaining a proportionately higher number of females in leadership roles. Where Hiring New York, NY Chandler, AZ San Jose, CA Timonium, MD Austin, TX & more. What Employees Say International environment, great people and a lot of learning opportunities mobility is great, work-life balance as well (depending on the department). - Current EmployeeSalesforce Equal Pay Stance In 2016, Salesforce spent nearly $3 million to eliminate statist ically significant differences in pay in a first-ever equal-pay assessment . As part of our overall commitment to advancing equality for all, we pledged to evaluate our workforce on an ongoing basis to ensure that employees performing similar work at the same level are paid consistently- and closing any pay gaps where they do exist.This year, we increased the scope of our assessment, evaluating salaries, as well as bonuses globally. We also looked at differences in pay for not only gender, but also race and ethnicity in the U.S. Where Hiring San Francisco, CA Burlington, MA New York, NY Bellevue, WA Salt Lake City, UT Indianapolis, IN & more. What Employees Say Exciting, fast paced, great culture, smart people, superb solutions, what more could you want? - Current EmployeeStarbucks Equal Pay Stance The success of our business relies on the innovation that results from bringing together the diverse experiences, perspectives, and backgrounds of the people who work with us. To further those efforts, we created the Starbucks Inclusion Council , comprised of executives from key areas of our enterprise, who set the strategic vision for Starbucks inclusion and diversity efforts. That vision includes creating opportunities for historically underrepresented populations both in our hiring and in our supply chain. It includes a tenacious focus on pay equity, to ensure all our lebensgefhrtes (employees) are paid fairly for the work they do. On top of this, it includes accountability to ensure our most senior leaders represent the diversity of our partners and customers. Where Hiring Olympia, WA Scottsdale, AZ Seattle, WA New York, NY Augusta, GA Braintree, MA Dallas, TX Washington, DC Green Bay, WI Gaston, SC & more. What Employees Say Flexible hours, supportive management, health benefits for even part time employees, free stock shares, partner of the quarter bonuses, free college tuition available to all, emergency grants available to partners with special circumstances, free therapy sessions available to those in need, work in a very diverse environment, schedule made three weeks in advance, easy to get time off if needed. - Current Shift SupervisorVMWare Equal Pay Stance At VMware, harnessing the power of human difference means equal pay for equal work . VMware continually analyzes compensation globally, accounting for multiple factors that influence pay such as tenure, geographic location and performance. The companys most recent data analysis, done by a third party, shows that at VMware, women earn 99% of their male counterparts salary globally and racial and ethnic minority employees earn 100% of their white counterparts in the U.S. Where Hiring Arlington, VA Farmers Branch, TX Palo Alto, CA Colorado Springs, CA Atlanta, GA Warren Township, NJ & more. What Employees Say The company treats employees well from good pay & benefits to work-life balance. - Current Senior ManagerZillow Equal Pay Stance Zillow has closed the gender pay gap . On average, women at our company earn $1.01 for every dollar a man makes in a comparable role. We believe in creating equal career opportunities for all men and women and providing equal and fair compensation for all our employees. Where Hiring Irvine, CA San Francisco, CA Seattle, WA New York, NY Denver, CO & more. What Employees Say Truly transparent leadership style- seems like ordinary people taking extraordinary care of their employees, very inspiring Leadership is always are striving to make Benefits even better. - Current IT DeveloperEditors Note The companies and jobs highlighted in this article are curated by the editorial staff in partnership with JUST Capital, listed in no particular order, and do not necessarily reflect the official methodology of Glassdoors official awards or honors . Each companys equal pay stance information is reported from their official company website. For more details about how companies and specific roles are considered for editorial coverage, please visit Glassdoor for Employers.

Facebook Profiling Moves from Art to Science

facebook inc Profiling Moves from Art to Science facebook inc Profiling Moves from Art to Science Has Facebook unwittingly become a tool that can provide us with a valid psychometric assessment of a candidate?Not quite yet, but research conducted earlier this year by Professor Don Kluemper of Northern Illinois Universitys College of Business (discussed in detail earlier on Recruiter.com), shows that in their trial at least that Facebook was a mora reliable predictor of job performance than a psychometric test. So, still a bombshell, nonetheless.Their findings showed thatimpressions gleaned from a five to 10 minute perusal of Facebook pages were actually a stronger predictor of a candidates likelihood to excel in a job than the personality surveys that many companies require job candidates to complete.The Study in More DetailSo, how exactly did the study work? Each of the subjects of the study completed a personality questionnaire to assess five key traits of conscientiousness, agre eableness, extroversion, emotional stability and openness, and the subjects also granted three raters access to their Facebook profiles. Researchers than reviewed a subset of the subjects, who were employed six months later, and asked their supervisors to complete a performance evaluation. They then compared these performance scores to the personality scores and found that the Facebook derived scores provided a more accurate predictor of job performance than the score which came from the personality self evaluation.This is not yet the green light for Facebook profilingAlthough the results are compelling, I would urge some caution because while this study does possess academic rigor, it is isolated and has not yet been independently replicated as far as I am aware although I will happily stand corrected it anyone knows different.In addition, the study does not address or contend with any of the legal issues of using Facebook as a formal personality assessment tool.It is therefore n ot yet the green light for Facebook personality profiling in recruitment. Professor Kluemper has warned that it will need to be proved valid before it can be used as a legally defensible recruitment tool and that this research is just a first step in that direction.Should People Optimize Their Facebook Profile For Personality?Even though this study doesnt condone the use of Facebook for personality profiling, the reality is that many recruiters do use Facebook profiles. In fact, one survey by Reppler showed that 90% of recruiters were using Facebook profiles to screen candidates, while another by OPP reported a lower figure of 56%. Either way, since the Facebook profile is being unwittingly used as personality profiling tool, candidates should be aware of the top five things that their Facebook profile reveals about them these are as mentioned above conscientiousness, emotional stability, agreeableness, extroversion and openness to experience.As to whether candidates should optimize their profile to suit these traits No, I dont recommend making an artificial representation of yourself to suit what you think recruiters are looking for, because this is in itself not good practice, as you may be accepted for a role that you are not suited for and could be unhappy as a result.By the same token, you dont want your profile to be misleading as it could make you appear unsuited for jobs that you actually are suited to, so Id suggest that you round out your Facebook profile (so it is not too polarized), so it shows the full range of what you do and who you are hopefully making it a truer representation of who you are.

Survey Identifies Customer Loyalty Best Practices

Survey Identifies Customer Loyalty Best Practices Survey Identifies Customer Loyalty Best Practices Maintaining 24-hour call centers were also found to be a popular way to reach customers. Companies were also found to rely heavily on personal conversations when seeking to understand how they are or are not meeting the expectations of their customers. However, while traditional methods still reign supreme where customer loyalty is concerned, companies have recognized social media as a burgeoning tool for customer satisfaction. More and more frequently, companies are turning to social media to provide an environment for learning and sharing for customers who can also easily comment on products and services.Commenting on the survey, Peggy Carlaw, founder and executive vice president of Impact Learning Systems, said, The response was incredible. Knowing that our clients, prospects and followers all share the same passion as it relates to Customer Loyalty is exciting. Impact Learning Sy stems is all about helping companies like this improve customer service and define a customer experience of value, integrity, and satisfaction.

9 things people accidentally do that make their Mondays unproductive

9 things people accidentally do that make their Mondays unproductive9 things people accidentally do that make their Mondays unproductiveMost people dont even realize when theyre being unproductive.In fact, most people go to bed on Sunday night making all these grand plans of how theyre going to make their Monday the most productive Monday of all time only to immediately side-step into the wrong activity and find themselves down the rabbit hole of wasted time.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIf youre ever feeling unproductive, its most likely because youve accidentally made the wrong decision.Youve said yes to the wrong meeting.Youve opened an emaille that could have waited until later.These are everyday accidents, and yet they end up costing you more time than you might realize.Your Mondays could be so much more productive - if you could only steer clear of these 9 mistakes.1. U nproductive people accidentally sleep in.I didnt mean to stay in bed. My alarm went off and I just How you choose to embrace the day immediately sets the tone for how productive youre going to be for the hours to follow. If you wake up on the first alarm, youre off to the races. Its a subconscious win and immediately you feel a sense of accomplishment - inspiration, even.Unproductive people are the ones who hit the snooze (once, twice, 12 times), leap out of bed late, chug down a thermos of iced coffee, and barrel into the office seven minutes after 9.2. Unproductive people accidentally check their email, first.Checking your email is a reactive habit. Message comes in, you open it to respond.Youre reacting.Productive people, on the other hand, know that email checking is a reactive process and they save their reactive tasks for after theyve already spent their morning doing something proactive - like making progress on a difficult project, for example.The first few hours of the da y is when you are most likely to be clear headed. If you spend those hours responding to peoples coffee requests, youre going to get a poor return on your time investment.3. Unproductive people accidentally attend meetings they dont need to attend.If youve ever worked at any sort of office, youve probably seen this happen on a daily basis.Someone walks in and says, Nine a.m. brainstorm, lets meet in the conference room. A brainstorm sounds like so much more fun than whatever it is youre doing. Someone walks past you and says, Want to join? You know thats a poor use of your time, but you say yes anyway.Thats a mistake.Productive people are very aware of where and how they spend their time - even if it means declining a more fun option for the sake of getting done what needs to get done.4. Unproductive people accidentally avoid their hardest tasks.Making to-do lists is easy. Responding to emails is easy. Taking calls (no matter how unnecessary) is easy.Whats difficult is thinking thr ough how youre going to solve a specific problem youre currently facing.Whats difficult is creating that custom proposal for that one client whose industry you know bedrngnishing about.Unproductive people find every reason in the world to prioritize making another to-do list over digging into their hardest tasks.Productive people do the opposite.5. Unproductive people accidentally drag conversations on for longer than they need to.Im not saying you need to walk around snapping in peoples faces saying talk faster.But there is something to be said for having a comprehensive conversation in a reasonable amount of time.Some people dont mean to make this mistake. Others have made it their art to drag conversations on right up to the point where, oh, would you look at that, its time to go.Dont be one of those people.6. Unproductive people accidentally choose what is easy over what is difficult.Scrolling through social media is pretty much the perfect example.No matter how much people know their time (and head space) is better spent reading something interesting, or even just taking a moment to look out the window and relax for a moment, unproductive people still fall continuously into the bad habit of opening Facebook or Instagram and scrolling - even when theyve already seen all the content there.This happens by accident, because its a habit.And habits are hard to break.7. Unproductive people accidentally listen to pop music over classical music.Im a musician. I love all different kinds of music. Every literaturform has its own flair.But have you ever witnessed the difference between how you feel after listening to very basic chord progressions and heavy engineering versus how you feel after listening to mathematically and dynamically brilliant compositions?Theres a reason science says to listen to classical music while you study.Productive people know the difference between choosing music that helps them focus and choosing music as a distraction.Which is why unpr oductive people accidentally turn on the wrong playlist during the hours they should be focused on getting things done.8. Unproductive people accidentally keep their phone off silent.Things take 10x longer when your phone is by your side, on, facing up.Productive people know how distracting notifications can be, which is why they deliberately put their phones on silent while theyre working. When they take a break (after progress has been made), they check their phone for five or 10 minutes and then go right back to working - with their phone back on silent.Unproductive people, quite literally, do the opposite.They get started on their work, and then 37 seconds later see their phone light up.They grab it and respond. Hit send. Put their phone back down again and go back to their work.Twenty-three seconds later, their phone lights up again.And this goes on and on for hours and hours - until the day is done and they say to themselves, Today has been so unproductive.9. Unproductive pe ople accidentally fill their evenings with all the wrong things.If you want to make progress on something - whether its related to your work, or that startup idea youve got on the side - you have to be prepared to say no to certain social activities.Most unproductive people fall into the bad habit of saying yes to anything and everything that comes up.Friends getting together for dinner? Sure.Bowling night? Why not.Movies in the park? Absolutely.All these things are great, and there is certainly a time and place for relaxation time. Whats important is you audit how often you choose to do these kinds of things, and whether or not youre compromising too much of your precious productivity time.This article originally appeared on Inc.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mist akes you can make in an interview, according to 12 CEOs10 habits of mentally strong people9 things people accidentally do that make their Mondays unproductiveMost people dont even realize when theyre being unproductive.In fact, most people go to bed on Sunday night making all these grand plans of how theyre going to make their Monday the most productive Monday of all time only to immediately side-step into the wrong activity and find themselves down the rabbit hole of wasted time.If youre ever feeling unproductive, its most likely because youve accidentally made the wrong decision.Youve said yes to the wrong meeting.Youve opened an email that could have waited until later.These are everyday accidents, and yet they end up costing you more time than you might realize.Your Mondays could be so much more productive - if you could only steer clear of these 9 mistakes.1. Unproductive people accidentally sleep in.I didnt mean to stay in bed. My alarm went off and I just How you choose to e mbrace the day immediately sets the tone for how productive youre going to be for the hours to follow. If you wake up on the first alarm, youre off to the races. Its a subconscious win and immediately you feel a sense of accomplishment - inspiration, even.Unproductive people are the ones who hit the snooze (once, twice, 12 times), leap out of bed late, chug down a thermos of iced coffee, and barrel into the office seven minutes after 9.2. Unproductive people accidentally check their email, first.Checking your email is a reactive habit. Message comes in, you open it to respond.Youre reacting.Productive people, on the other hand, know that email checking is a reactive process and they save their reactive tasks for after theyve already spent their morning doing something proactive - like making progress on a difficult project, for example.The first few hours of the day is when you are most likely to be clear headed. If you spend those hours responding to peoples coffee requests, your e going to get a poor return on your time investment.3. Unproductive people accidentally attend meetings they dont need to attend.If youve ever worked at any sort of office, youve probably seen this happen on a daily basis.Someone walks in and says, Nine a.m. brainstorm, lets meet in the conference room. A brainstorm sounds like so much more fun than whatever it is youre doing. Someone walks past you and says, Want to join? You know thats a poor use of your time, but you say yes anyway.Thats a mistake.Productive people are very aware of where and how they spend their time - even if it means declining a more fun option for the sake of getting done what needs to get done.4. Unproductive people accidentally avoid their hardest tasks.Making to-do lists is easy. Responding to emails is easy. Taking calls (no matter how unnecessary) is easy.Whats difficult is thinking through how youre going to solve a specific problem youre currently facing.Whats difficult is creating that custom propos al for that one client whose industry you know nothing about.Unproductive people find every reason in the world to prioritize making another to-do list over digging into their hardest tasks.Productive people do the opposite.5. Unproductive people accidentally drag conversations on for longer than they need to.Im not saying you need to walk around snapping in peoples faces saying talk faster.But there is something to be said for having a comprehensive conversation in a reasonable amount of time.Some people dont mean to make this mistake. Others have made it their art to drag conversations on right up to the point where, oh, would you look at that, its time to go.Dont be one of those people.6. Unproductive people accidentally choose what is easy over what is difficult.Scrolling through social media is pretty much the perfect example.No matter how much people know their time (and head space) is better spent reading something interesting, or even just taking a moment to look out the win dow and relax for a moment, unproductive people still fall continuously into the bad habit of opening Facebook or Instagram and scrolling - even when theyve already seen all the content there.This happens by accident, because its a habit.And habits are hard to break.7. Unproductive people accidentally listen to pop music over classical music.Im a musician. I love all different kinds of music. Every genre has its own flair.But have you ever witnessed the difference between how you feel after listening to very basic chord progressions and heavy engineering versus how you feel after listening to mathematically and dynamically brilliant compositions?Theres a reason science says to listen to classical music while you study.Productive people know the difference between choosing music that helps them focus and choosing music as a distraction.Which is why unproductive people accidentally turn on the wrong playlist during the hours they should be focused on getting things done.8. Unproducti ve people accidentally keep their phone off silent.Things take 10x longer when your phone is by your side, on, facing up.Productive people know how distracting notifications can be, which is why they deliberately put their phones on silent while theyre working. When they take a break (after progress has been made), they check their phone for five or 10 minutes and then go right back to working - with their phone back on silent.Unproductive people, quite literally, do the opposite.They get started on their work, and then 37 seconds later see their phone light up.They grab it and respond. Hit send. Put their phone back down again and go back to their work.Twenty-three seconds later, their phone lights up again.And this goes on and on for hours and hours - until the day is done and they say to themselves, Today has been so unproductive.9. Unproductive people accidentally fill their evenings with all the wrong things.If you want to make progress on something - whether its related to your work, or that startup idea youve got on the side - you have to be prepared to say no to certain social activities.Most unproductive people fall into the bad habit of saying yes to anything and everything that comes up.Friends getting together for dinner? Sure.Bowling night? Why not.Movies in the park? Absolutely.All these things are great, and there is certainly a time and place for relaxation time. Whats important is you audit how often you choose to do these kinds of things, and whether or not youre compromising too much of your precious productivity time.This article originally appeared on Inc.

The Font to Use for Resume Pitfall

The Font to Use for Resume Pitfall Font to Use for Resume - the Story Applicants are somewhat mora confident to reject work offer in place of a better one. Keeping your resume up-to-date is 1 thing, but you may struggle to accept the thought of changing it repeatedly in the identical bout of job hunting. If your resume includes a great deal of technical info, Calibri might not be the best choice. If you are searching for a very simple font that looks nice and professional, Georgia is unquestionably an excellent alternative. Possessing a well-formatted, clean and professional resume is a significant approach to generate a terrific first impression, which will help you to get the job that you are genuinely interested in. The Demise of Font to Use for Resume There are a couple strategies you may utilize to produce an ATS optimized resume more attractive to human readers without causing issues with the program. Maybe something from the below can help you to cope with a few issues that were unknown or difficult for you previously. There are various things to consider when writing a resume. At the simplest level, you need to be able to use your own judgment to determine readability. The Meaning of Font to Use for Resume The info above applies primarily to instances where youre sending a conventional cover letter by snail mail or whenever youre sending an official cover letter for a Word or PDF attachment to an email message. From the start, the kinds of our letters are affected by the tools we used to create them. Resume templates are the simplest method of producing top-quality resumes which maximize your odds of reaching the very first interview stage. Be consistent with stylization, and just select one or two to make aya your resume appears professional and simple to read. All you will need is there on the plan page. Its never too early to construct your own resume. You may see it doesnt look so good on-screen, as its just composed of a whole l ot of blocks of color. Employing a bullet is sufficient to point something out, without dramatizing the result. It wont be in a location to read or understand an image. You are aware that youre off in the incorrect direction if youve got to modify the preferences setting in your word processor or otherwise go to plenty of trouble to acquire a particular character to print. It is possible to still pick a font which you feel is representative of your personality, because there are lots of excellent options in word processors today. When it has to do with deciding on a font to utilize in your cover letter, the best course of action is to keep it easy and professional. There are lots of pretty fonts, but should you combine them lubberly the entire work wont be well worth any attention. Whatever They Told You About Font to Use for Resume Is Dead Wrong...And Heres Why There are various trends of fonts you may choose to design a resume or cover letter. Some resume fonts have to be avoided in any respect costs. One of the absolute fruchtwein important design choices you can possibly make on your resume is your font. A good deal of wonderful typography employs different fonts for the human body and headings. So you must be certain that so-called character of the font will match the aim of your text. If your teacher requires you to file your papers in a special font, do so. Well, Arial is the ideal alternative for your resume. If you wish to use a sans-serif font, Arial is one of the greatest options for your resume. Helvetica is additionally a sans-serif font and is comparable to Arial. The majority of the moment, one particular typeface is going to do, particularly if its one of our workhorses which have many diverse weights that work together. Life, Death, and Font to Use for Resume Be sure to produce your font large enough so the reader doesnt need to squint to read your letter, but not so large your letter doesnt fit well on the webpage. Choice o f font depends upon size, whilst size is dependent on content. You should use headings to produce the most significant parts stick out. In addition, theres no need to acquire fancy with font sizes. The clean lines enhance the readability of the full document. There is a good deal of cool fonts which you could be tempted to utilize for your resume since they look both appealing and professional, but should you want to make certain your document will translate well on Windows and Mac PCs, its wise to choose one which is available on both operating systems. Utilizing an easy font will make sure your cover letter is not hard to read.

When You Cant Find that Perfect Candidate - Spark Hire

When You Cant Find that Perfect Candidate - Spark HireYouve had a job open for almost a year now, searching for that perfect candidate. Your HR team has been on the hunt, youve been messaging your network for referrals, and you have multiple recruiting firms on the hunt.Sure, youve interviewed plenty of solid candidates, but none of them has been that perfect fit.In the time and money spent searching for this exact fit, elend to mention the loss of production, you begin to realize that it is time to do something different.You need to review your requirements and determine the most important items, discuss with your HR and recruiters the changes based on this determination, and looking at and reconsidering past candidates you interviewed.Position RequirementsWhen your ideal candidate doesnt seem to be out there, after months of searching, its time for you to reassess the position requirements.Look back at your job description and determine which items are the most pertinent and which ones you can live without. Are there any requirements that could be easily taught to an experienced candidate?Follow up with HR and Staffing FirmAfter you make your decisions regarding your must haves and nice to haves, its time to follow up with your HR team and recruiters. You need to make sure they understand the changes so they can readjust their search, ensuring they are not eliminating candidates that you are willing to consider.Side note At this point, its a good time to decide exactly how many recruiters you need. From past experience, its never good to have many different recruiters calling the same candidate pool for the same job.Take Another Look At Past CandidatesNow that youve come to the realization that its time to fill the role with a capable and experienced candidate who may not be your initially desired perfect candidate, its time to reflect back on candidates you previously interviewed. Was there someone you met with who had great experience and background, but wa s missing one small requirement? Is there a candidate who is quickly trainable?Review and initiate conversations with the candidates who could be possibilities. If they are still interested and available, bring them back in for another interview. Have them complete a personality assessment and meet the rest of the team. Re-assess the candidate and decide if this is someone who could be successful in the position.We all want to fill an open position with that perfect fit. However, sometimes the right candidate is directly in front of us and requires a small amount of training. Ive always been a firm believer in molding and growing a team, hiring for character versus experience.Its dangerous to leave a position open for too long. You spend time and money which could have been spent training a qualified candidate on some of the trainable requirements. Production suffers and so does the rest of your team. When filling a tough-to-fill position be sure to continuously reassess your positi on requirements throughout the selection process, keep HR and Recruiters informed, and consider past candidates who may be a potential fit.What has your strategy been with hard-to-fill positions? Did you re-assess and modify your original job requirements before you found and hired a qualified candidate? Share your experiences below in the commentsImage Smarnad/Bigstock.com

Advertising Agency Creative Director Job Description

Advertising Agency Creative Director Job DescriptionAdvertising Agency Creative Director Job DescriptionThe creative director is responsible for overseeing all creative products produced by an advertising agency. Creative directors ensure the agency produces high-quality creative content for its clients and oversee the entire creative team, including copywriters, art directors, and designers. A creative director generally gets the glory when a campaign is a success and, conversely, takes the blame when its a failure. Some creative directors have become ad industry celebrities (think Trevor Beattie, Bill Bernbach, Alex Bogusky, David Deutsch, and David Ogilvy). The best ones often become partners in the agency that hired them or open their own agency. Ad Agency Creative Director Duties Responsibilities An advertising agency creative director job generally requires the ability to perform the following tasks Develop advertising campaigns for clients.Manage a large team of creative writers and designers.Assign projects to individual team members.Ensure all projects are on track creatively.Work cooperatively with account executives and clients. An ad agency creative director must be highly imaginative and an effective manager of talent. They have to balance the concerns and needs of many people the partners and owners of the ad agency, their clients, the account executives who work directly with clients, and the people who work under them. Depending on the campaign, they may be heavily involved in the formation of ideas for copy and design from the very beginning and so may lead brainstorming sessions to get the creative energy flowing. At other times, they may be more hands-off and provide feedback to the team members they asked to move a project forward. Ad Agency Creative Director Salary The salary for a creative director at an agency varies based on the number of years of experience, the size of the agency, and geographic location. It also depends on wh ether they are a partner in or a founder of the agency or an employee of the agency. The U.S. Bureau of Labor Statistics does not provide salary data specifically on ad agency creative directors. The following figures were compiled by PayScale. Hourly figures assume a 40-hour work week, which is shorter than a typical creative director actually puts in. Median Annual Salary $98,120 ($47.17/hour)Top 10% Annual Salary More than $186,000 ($89.42/hour)Bottom 10% Annual Salary Less than $49,000 ($23.56/hour) Source PayScale, May 2019 Education, Training, Certification Most creative director positions require a bachelors degree in creative design, advertising, marketing, journalism, communications, or a related field. Higher education A masters degree may be helpful if its in a field that makes up for a deficiency in a creative directors undergraduate degree. For instance, they might get a masters in multimedia design if their undergraduate degree and prior work experience focused on copywriting.Prior experience Agencies usually ask for five to seven years of related job experience. In larger cities, they tend to ask for at least 10 years of experience. Ad Agency Creative Director Skills Competencies Aspiring creative directors often wait years before they attain their first job in that role. There are many qualities and talents they have to possess to achieve that goal and be successful in this position Leadership Creative directors lead and inspire a team of people who are also very creative and may be averse to taking direction.Experience doing the jobs of the people they manage A solid background in copywriting or design and art direction is a must-have.Technological savvy Experience with Photoshop, Illustrator, InDesign, Flash, PowerPoint, HTML, PHP, and other programs is often required.Willingness to travel Creative directors frequently travel to meet with clients or attend industry-related events. Job Outlook The Bureau of Labor Statistics does not offer predictions of job growth for advertising agency creative directors. Work Environment An ad agency is often a fast-paced place filled with creative and career-driven people. The office is likely to be comfortable and stylish, with attractive furnishings and works of art. Work Schedule An ad agency creative director typically works very long hours, including some weekends. They must be available at all hours to provide guidance to the people who report to them and answer questions from the people they report to. How to Get the Job INTERNGain an internship at an agency while youre in college. If you work hard and show your creative potential, you could find an entry-level job when you graduate that would be the first step in a career ladder that culminates in creative director.APPLYCreativehotlist and Dribble deutsche bundespost job listings for creative positions. Also, check out the Careers or Jobs page on ad agency websites.PRESENT A PORTFOLIOYou will be expected to have a portfolio of work to show potential employers. It should demonstrate the range of your talents in a variety of media forms. Comparing Similar Jobs People who want to become ad agency creative directors may also be interested in the following positions. The figures given are median annual salaries. Graphic designer $50,370Art director $92,780Marketing manager $132,620 Source U.S. Bureau of Labor Statistics, 2018

Answering Behavioral Job Interview Questions

Answering Behavioral Job Interview QuestionsAnswering Behavioral Job Interview QuestionsIf youve ever been to a job interview youve probably had a describe a prior situation type of question in which the interviewer asks you to describe a scenario you faced either in life or while at your previous position. While the question may seem a bit open ended or vague, it turns out that asking about other situations youve faced is a great way to gauge how youll react in the new role.These behavior based job interview questions can give your tauglichkeit new employer valuable insight into your soft skills. Dealing with stressful situations, prioritization skills, management style and flexibility are all just some of the qualities that behavior questions can help shed light on. And since behavior questions ask for a description of a factual experience they tend to be more honest and straightforward in helping evaluate your character and qualifications.Its important to note that behavioral inte rview questions typically require in depth responses . Employers arent looking for simple answers to behavior questions. A solid, tried and true method for discussing interview topics in this vein is to first pinpoint and describe the situation or task that you had to tackle. Next, describe in detail both your physical abrollcontainer-transportsystem and thought process behind your action. Finally, wrap things up with a tidy description of the outcome. Bonus points for throwing it what you would have changed or done better or what you learned from the scenario.Like most interview topics, the best way to answer behavioral questions is to be prepared. Theres certain common behavior questions that interviewers like to ask. The below, or some variation thereof, are potential behavior questions to keep in mind before going on your next interview.Describe a situation in which you had to prioritize, schedule, manage etcDescribe your most stressful work situation to date (be sure to address what it taught you)How do you normally decide when to call in management for assistance or backup?How do you manage others and what has been your most difficult management task?These are just a few of the behavioral questions you might face, but we think you get the gist. Consider the skills needed in the job youre applying for and spend time anticipating potential behavioral questions to ace the interview and land the position of your dreams.Updated July 11, 2017

Three ASME Members Honored at the International Mechanical Eng...

Three ASME Members Honored at the International Mechanical Eng... Three ASME Members Honored at the International Mechanical Eng... Three ASME Members Honored at the International Mechanical Engineering Education Leadership SummitThree Society members were named the winners of prestigious ASME engineering education awards last month during the 2018 Mechanical Engineering Education Leadership Summit. The annual conference, which was held from March 14-17 in San Diego, Calif., is an annual strategy and management forum for leaders from academia, industry and government who are dedicated to shaping the future of mechanical engineering education, industry practice and public-private research and workforce development collaborations. David R. WallaceASME member David R. Wallace, professor and MacVicar Faculty Fellow in the mechanical engineering departement at Massachusetts Institute of Technology, was named the winner of the Ben C. Sparks Medal at the Summit this year. Est ablished in 1990, the medal recognizes eminent service to mechanical engineering or engineering technology education through outstanding contributions that result in innovative, authentic, practice-based, engineering konzeption and build experiences for undergraduate students. The winner of the award receives a certificate, a bronze medal, and a $1,000 honorarium.Dr. Wallace was cited for his outstanding contributions that have transformed the way undergraduates across disciplines and cultures think about and practice mechanical engineering design through authentic, human-centered engineering experiences, and for inspiring the general public to embrace their own creativity and engineering spirit. His current educational responsibilities involve several core project-based, hands-on design/build courses, including a senior capstone design course that leads students through the process of identifying product opportunities and developing new products, an introductory freshman design cou rse dealing with toy product design, and a graduate design course that concentrates on user-centric design and design techniques. Kendra SharpA second ASME member, Kendra Vail Sharp, Ph.D., was named the winner of the Edwin F. Church Medal at the conference. The award, which was established in 1972, is presented to an individual who has performed eminent service above and beyond his or her normal activities in increasing the value, importance and attractiveness of mechanical engineering education. As winner of the medal, Dr. Sharp received a certificate, a bronze medal and a $2,500 honorarium.Dr. Sharp is a professor of mechanical engineering and the Richard and Gretchen Evans Professor of Humanitarian Engineering at Oregon State University. She was nominated for the award in recognition of her educational leadership achievements, which include establishing a formal humanitarian engineering program, teaching design in diverse global settings, and linking engineering to positive social impact. Sharp is also the co-author of mora than 31 archival journal articles related to engineering design small-scale hydropower and related development of climate software for power prediction, microfluidics including biological and energy applications and experimental fluid mechanics. Kathleen SienkoASME member Kathleen Sienko, Ph.D., associate professor of mechanical engineering and the Arthur F. Thurnau Professor of Mechanical Engineering at the University of Michigan, was named this years recipient of the Donald N. Zwiep Innovation in Education Award. The honor recognizes mechanical engineering and closely related programs/departments for their exceptional and innovative engagement in and fostering advances in mechanical engineering education particularly those that have demonstrated exemplary contributions to the advancement of mechanical and multi-disciplinary project-based engineering. The award includes a plaque-mounted certificate and a $2,000 honorarium.Dr. Sienko was recognized for her work as founder and faculty director of the universitys Global Health Design Initiative (GHDI), which offers undergraduate students the opportunity to take part in several experiential learning programs that emphasize collaboration with stakeholders in order to define problems and implement solutions to address real-world healthcare challenges. Sienko has been the recipient of a number of additional awards including the National Science Foundation CAREER Award and the University of Michigans Miller Faculty Scholar Endowed Award, University Undergraduate Teaching Award and Provosts Teaching Innovation Prize.Nominations are currently being accepted for all three of these ASME Engineering Education awards. In addition to the certificate, medal and honorarium, each winner will receive travel support to the 2019 International Mechanical Engineering Education (MEED) Leadership Summit and an opportunity to deliver a presentation during the conference.The deadline to submit a nomination for both the 2019 Ben C. Sparks Medal and the Edwin F. Church Medal is Sept. 15. Nominations for next years Donald N. Zwiep Innovation in Education Award must be submitted by Dec. 18. For more information on the Ben C. Sparks Medal, click here.For more details on the Edwin F. Church medal, click here. To learn more about the criteria for the Donald N. Zwiep Innovation in Education Award, contact Aisha Lawrey, Director, ASME Engineering Education, at lawreyaasme.org.