INSERT INTO `wp_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (3404,1,'2014-01-22 16:27:40','2014-01-22 16:27:40','<div class=\"container\">\r\n<div class=\"clear\"> </div>\r\n<div class=\"img_box fright\" style=\"background: none repeat scroll 0 0 #FBFBFB; border: 1px solid #ECE6E6; border-radius: 4px 4px 4px 4px; float: right; margin-top: 44px; padding: 1px;\"><img style=\"border: 1px solid #ECE6E6; border-radius: 5px 5px 5px 5px; height: 105px; width: 105px;\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker2.jpg\" width=\"180\" height=\"181\" /></div>\r\n<h3 style=\"border-bottom: 1px solid #C3C3C3; font-family: Droid Sans; font-size: 23px; line-height: 25px; margin-top: 6px; padding-bottom: 5px; color: #3f3f3f; font-weight: bold;\">Contact Dana for Interviews</h3>\r\n<p style=\"width: 504px; margin: 0px!important;\">As a dynamic and powerful speaker with extensive knowledge and 30+ years of experience in job-hunting, career growth, women in business and international sales and marketing, Dana speaks directly, dynamically and down to earth on her areas of expertise and passions, <span style=\"color: #ff6600;\"><a style=\"color: #000; text-decoration: none;\"><span style=\"color: #000;\">such as:</span></a></span></p>\r\n</div>\r\n<ul class=\"dos_and_dont\">\r\n<li>\r\n<p>Common mistakes and excuses job seekers make: the “crap” to avoid</p>\r\n</li>\r\n<li>\r\n<p>Current practices job seekers need to be aware of in today’s competitive era</p>\r\n</li>\r\n<li>\r\n<p>The way hiring managers see job seekers today</p>\r\n</li>\r\n<li>\r\n<p>Social media dos and don’ts for job seekers</p>\r\n</li>\r\n<li>\r\n<p>A hiring manager’s view of the top job seekers’ mistakes</p>\r\n</li>\r\n<li>\r\n<p>Why it is a New Era of Job Search – what job seekers need to know</p>\r\n</li>\r\n<li>\r\n<p style=\"border-bottom: none;\">Networking your way to get your next career move, internally within your current company or in your next company</p>\r\n</li>\r\n</ul>\r\n<div class=\"clear20\"> </div>\r\n<p>Dana has been in the media or on stage delivering major keynotes regularly for three decades and is an expert in delivering her message via live Television, by phone, by email, via Skype video, by impromptu video on location, webcasts and more.</p>\r\n<div class=\"clear20\"> </div>\r\n<p>To interview Dana Manciagli or book her for your next TV, radio, or internet broadcast, call Joanne McCall, <a style=\"color: #cb6f08; text-decoration: none;\" href=\"mailto:Joanne@joannemccall.net\">Joanne@joannemccall.net</a>, 503-642-4191</p>\r\n<div class=\"clear30\"> </div>\r\n<h3 class=\"coloured_head1\">Dana Manciagli In the News</h3>\r\n<div>[show_news_items]</div>\r\n<div class=\"press fleft\">\r\n<h3 class=\"press-category\"><span>Press</span></h3>\r\n<p>[pdfshow]</p>\r\n<!--p class=\"bio\"><a class=\"btn_bio1\" href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/Dana_Manciagli_Long_Bio_040813.pdf\" target=\"_blank\">Long Bio</a><a class=\"btn_bio marginR10\" href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/Dana_Manciagli_Short_Bio_040813.pdf\" target=\"_blank\">Short Bio</a></p-->\r\n<ul>\r\n<li>\r\n<p>Dana Manciagli Bio</p>\r\n</li>\r\n<li>\r\n<p>Book Overview <a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">here</a></p>\r\n</li>\r\n<li>\r\n<p>Suggested Media Interview Questions <a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/InterviewTopics_Dana_Manciagli_040813.pdf\" target=\"_blank\">here</a></p>\r\n</li>\r\n<li>\r\n<p>Menu of Interview Topics <a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/InterviewTopics_Dana_Manciagli_040813.pdf\" target=\"_blank\">here</a></p>\r\n</li>\r\n<li>\r\n<p>3 New Ideas for Job Seekers<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/3_REVOLUTIONARY_JOB_SEARCH_TECHNIQUES_040813.pdf\" target=\"_blank\">here</a></p>\r\n</li>\r\n</ul>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"clear20\"> </div>\r\n<h3 class=\"downloads-category\"><span>Downloads:</span></h3>\r\n<div class=\"download_books\">\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/speaker5.jpg\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=My5ob3RsaW5r\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=Mi5ob3RsaW5r\">Low-Res file</a></div>\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker1.png\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=NC5ob3RsaW5r\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=MTcuaG90bGluaw\">Low-Res file</a></div>\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker2.png\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=Ni5ob3RsaW5r\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=Ny5ob3RsaW5r\">Low-Res file</a></div>\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker3.png\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=MTAuaG90bGluaw==\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=OC5ob3RsaW5r\">Low-Res file</a></div>\r\n<div class=\"box fright\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker4.jpg\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=MTEuaG90bGluaw==\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=OS5ob3RsaW5r\">Low-Res file</a></div>\r\n</div>\r\n</div>\r\n<div class=\"clear15\"> </div>\r\n<h3 class=\"coloured_head1\" style=\"border-bottom: 1px solid #D6D6D6; color: #3e3e3e; float: left; font-size: 20px; margin-bottom: 10px; padding-bottom: 10px; padding-top: 10px; width: 600px;\">About Dana:</h3>\r\n<div style=\"float: left; width: 314px; margin-left: 29px; padding-top: 19px; font-style: normal!important;\">\r\n<p>Dana Manciagli has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert.</p>\r\n<p style=\"margin: 0px!important;\">Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as Worldwide Sales General Manager, Dana previously worked for Kodak as Vice President of Worldwide Marketing and climbed the corporate career ladder</p>\r\n<div style=\"color: #000000; float: left; font-size: 15px; width: 578px;\">through Sea-Land, Avery Dennison, and IBM. She also helped grow a technology start-up from early stage to IPO and sale of the company.</p>\r\n</div>\r\n</div>\r\n<div class=\"text_right\" style=\"float: right; padding-top: 16px;\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/dana_image-1.jpg\" width=\"178\" /></div>\r\n<p><a class=\"readmre\" onclick=\"read()\">read</a></p>\r\n<div id=\"hide\" style=\"display: none; font-style: normal!important;\">\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. She has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. Dana’s ideas and techniques are proven to be as effective for college graduates as for senior executives.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer conqueror, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n</div>\r\n','Media','','inherit','open','open','','15-revision-v1','','','2014-01-22 16:27:40','2014-01-22 16:27:40','',15,'http://www.danamanciagli.com/set-your-goal/15-revision-v1/',0,'revision','',0),(3405,1,'2014-01-24 23:23:45','2014-01-24 23:23:45','[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n</li>\r\n</ul>\r\n<div style=\"margin-left: 15px;\">\r\n<ul>\r\n<li>How to navigate complex, matrixed organizations.</li>\r\n<li>How to lead cross-functional teams and collaborate across multiple organizations.</li>\r\n<li>How to understand the corporate politics around you.</li>\r\n</ul>\r\n</div>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>\r\n<p>&nbsp;</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-autosave-v1','','','2014-01-24 23:23:45','2014-01-24 23:23:45','',3322,'http://www.danamanciagli.com/set-your-goal/3322-autosave-v1/',0,'revision','',0),(3406,1,'2014-01-24 23:24:14','2014-01-24 23:24:14','[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n</li>\r\n</ul>\r\n<div style=\"margin-left: 15px;\">\r\n<ul>\r\n<li>How to navigate complex, matrixed organizations.</li>\r\n<li>How to lead cross-functional teams and collaborate across multiple organizations.</li>\r\n<li>How to understand the corporate politics around you.</li>\r\n</ul>\r\n</div>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>\r\n<p>&nbsp;</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-revision-v1','','','2014-01-24 23:24:14','2014-01-24 23:24:14','',3322,'http://www.danamanciagli.com/set-your-goal/3322-revision-v1/',0,'revision','',0),(3407,1,'2014-01-24 23:24:54','2014-01-24 23:24:54','<p>[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]</p>\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n</li>\r\n</ul>\r\n<div style=\"margin-left: 15px;\">\r\n<ul>\r\n<li>How to navigate complex, matrixed organizations.</li>\r\n<li>How to lead cross-functional teams and collaborate across multiple organizations.</li>\r\n<li>How to understand the corporate politics around you.</li>\r\n</ul>\r\n</div>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-revision-v1','','','2014-01-24 23:24:54','2014-01-24 23:24:54','',3322,'http://www.danamanciagli.com/set-your-goal/3322-revision-v1/',0,'revision','',0),(3414,1,'2014-03-03 02:42:51','2014-03-03 02:42:51','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n\r\n<p>A recent report came out on NBC titled, “<a title=\"NBC News Article about binge working\" href=\"http://www.nbcnews.com/business/careers/are-you-binge-working-question-deadly-serious-n15016\" target=\"_blank\">Are you \'binge working\'? The question is deadly serious.</a>” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.</p>\r\n\r\n<p>The NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.</p>\r\n\r\n<p>After reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:</p>\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\n<p>If you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!</p>\r\n\r\n<p>Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.</p>','4 ways to Avoid Becoming a Workaholic','','publish','open','open','','4-ways-avoid-becoming-workaholic','','','2014-03-04 20:38:29','2014-03-04 20:38:29','',0,'http://www.danamanciagli.com/?p=3414',0,'post','',0),(3415,1,'2014-01-28 21:36:34','2014-01-28 21:36:34','<p>A recent report came out on NBC titled, “<a href=\"http://www.nbcnews.com/business/are-you-binge-working-question-deadly-serious-2D11980291\">Are you \'binge working\'? The question is deadly serious.”</a> According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.</p>\r\n<p>The NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.</p>\r\n<p>After reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:</p>\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\n<p>If you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!</p>\r\n<p>Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.</p>','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-revision-v1','','','2014-01-28 21:36:34','2014-01-28 21:36:34','',3414,'http://www.danamanciagli.com/set-your-goal/3414-revision-v1/',0,'revision','',0),(3416,1,'2014-01-28 21:38:45','2014-01-28 21:38:45','Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in. ','4 ways to Avoid Becoming a Workaholic','4 ways to Avoid Becoming a Workaholic','inherit','open','open','','4-ways-to-avoid-becoming-a-workaholic','','','2014-01-28 21:38:45','2014-01-28 21:38:45','',3414,'http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg',0,'attachment','image/jpeg',0),(3417,1,'2014-01-28 21:39:47','2014-01-28 21:39:47','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n<p>A recent report came out on NBC titled, “<a href=\"http://www.nbcnews.com/business/are-you-binge-working-question-deadly-serious-2D11980291\">Are you \'binge working\'? The question is deadly serious.”</a> According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.</p>\r\n<p>The NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.</p>\r\n<p>After reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:</p>\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\n<p>If you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!</p>\r\n<p>Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.</p>','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-revision-v1','','','2014-01-28 21:39:47','2014-01-28 21:39:47','',3414,'http://www.danamanciagli.com/set-your-goal/3414-revision-v1/',0,'revision','',0),(3418,1,'2014-01-30 01:36:55','2014-01-30 01:36:55','<p>&nbsp;</p>\r\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\r\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\r\n<p>Job boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\r\n<ul>\r\n<li>\r\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\r\n</li>\r\n<li>\r\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\r\n</li>\r\n<li>\r\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\r\n</li>\r\n</ul>\r\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','inherit','open','open','','3331-revision-v1','','','2014-01-30 01:36:55','2014-01-30 01:36:55','',3331,'http://www.danamanciagli.com/set-your-goal/3331-revision-v1/',0,'revision','',0),(3419,1,'2014-01-30 01:38:51','2014-01-30 01:38:51','[caption id=\"attachment_3327\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\"><img class=\"size-full wp-image-3327\" alt=\"How to Talk About Reasons You Were Let Go\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\" width=\"85\" height=\"128\" /></a> How to Talk About Reasons You Were Let Go[/caption]\n<p><i>As I go out and interview, how do I position the reasons that my last two jobs ended? </i></p>\n<p>Great question and the good news is that you are in good company as many applicants today have moved around multiple jobs in short time spans. The bad news is that many job seekers fumble around the reason they left. Poor examples are: “Off the record, my boss was a jerk; I was fired along with others; I left to pursue my next career move; I wasn’t learning anything.” </p>\n<p>Rule #1: You don’t need to offer the reason you changed roles unless asked.</p>\n<p>Interviewers look for the following: Are you self-aware, what did you learn, are you positive or negative, are you still confident?</p>\n<p>Solution: Create a script to address a short rationale for each departure. Let’s take your examples then give others:</p>\n<p style=\"padding-left: 30px;\">Instead of     “…needed to cut staff to make it attractive to investors.”</p>\n<p style=\"padding-left: 30px;\">Go with:        “…mass multi-department downsizing due to business decline.”</p>\n<p style=\"padding-left: 30px;\">Instead of     “I was not a good fit for the new duties.”</p>\n<p style=\"padding-left: 30px;\">Go with:        “My entire department’s function was eliminated due to the Affordable Care Act (Obamacare) implementation.”</p>\n<p>Other good examples: </p>\n<p style=\"padding-left: 30px;\">“Reduction in force (RIF) due to challenging financials.”</p>\n<p style=\"padding-left: 30px;\">“Re-organization eliminated my team.”</p>\n<p>“The company down-sized, like many in the industry.”</p>\n<p style=\"padding-left: 90px;\">“Multiple departments were cut, including mine.”</p>\n<p>Remember that you must have the majority of skills and experiences if you got the interview! If the company was concerned about the reason you are applying, they probably wouldn’t have granted you the interview. Shift your energy to preparing for the interview on so many levels, not just the reasons for your job dismissals. Do you have a concise answer to “tell me about yourself” or “why do you want this job?” Most interviewers blow it on the most commonly asked questions during an interview.</p>','How to Talk About Reasons You Were Let Go ','','inherit','open','open','','3326-autosave-v1','','','2014-01-30 01:38:51','2014-01-30 01:38:51','',3326,'http://www.danamanciagli.com/set-your-goal/3326-autosave-v1/',0,'revision','',0),(3421,1,'2014-01-30 01:39:29','2014-01-30 01:39:29','<p>[caption id=\"attachment_3327\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\"><img class=\"size-full wp-image-3327\" alt=\"How to Talk About Reasons You Were Let Go\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\" width=\"85\" height=\"128\" /></a> How to Talk About Reasons You Were Let Go[/caption]</p>\r\n<p><i>As I go out and interview, how do I position the reasons that my last two jobs ended? </i></p>\r\n<p>Great question and the good news is that you are in good company as many applicants today have moved around multiple jobs in short time spans. The bad news is that many job seekers fumble around the reason they left. Poor examples are: “Off the record, my boss was a jerk; I was fired along with others; I left to pursue my next career move; I wasn’t learning anything.” </p>\r\n<p>Rule #1: You don’t need to offer the reason you changed roles unless asked.</p>\r\n<p>Interviewers look for the following: Are you self-aware, what did you learn, are you positive or negative, are you still confident?</p>\r\n<p>Solution: Create a script to address a short rationale for each departure. Let’s take your examples then give others:</p>\r\n<p style=\"padding-left: 30px;\">Instead of     “…needed to cut staff to make it attractive to investors.”</p>\r\n<p style=\"padding-left: 30px;\">Go with:        “…mass multi-department downsizing due to business decline.”</p>\r\n<p style=\"padding-left: 30px;\">Instead of     “I was not a good fit for the new duties.”</p>\r\n<p style=\"padding-left: 30px;\">Go with:        “My entire department’s function was eliminated due to the Affordable Care Act (Obamacare) implementation.”</p>\r\n<p>Other good examples: </p>\r\n<p style=\"padding-left: 30px;\">“Reduction in force (RIF) due to challenging financials.”</p>\r\n<p style=\"padding-left: 30px;\">“Re-organization eliminated my team.”</p>\r\n<p style=\"padding-left: 30px;\">“The company down-sized, like many in the industry.”</p>\r\n<p style=\"padding-left: 30px;\">“Multiple departments were cut, including mine.”</p>\r\n<p>Remember that you must have the majority of skills and experiences if you got the interview! If the company was concerned about the reason you are applying, they probably wouldn’t have granted you the interview. Shift your energy to preparing for the interview on so many levels, not just the reasons for your job dismissals. Do you have a concise answer to “tell me about yourself” or “why do you want this job?” Most interviewers blow it on the most commonly asked questions during an interview.</p>\r\n','How to Talk About Reasons You Were Let Go ','','inherit','open','open','','3326-revision-v1','','','2014-01-30 01:39:29','2014-01-30 01:39:29','',3326,'http://www.danamanciagli.com/set-your-goal/3326-revision-v1/',0,'revision','',0),(3422,1,'2014-04-28 02:54:45','2014-04-28 02:54:45','[caption id=\"attachment_3424\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition.jpg\"><img class=\"size-medium wp-image-3424\" alt=\"Mobile Recruiting: A New Frontier in Talent Acquisition\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition-300x199.jpg\" width=\"300\" height=\"199\" /></a> Mobile Recruiting: A New Frontier in Talent Acquisition[/caption]\r\n<p>Businesses everywhere are facing challenges in sourcing and attracting the BEST talent, especially with the onset of a powerful millennial generation with unique characteristics and career desires.  One of the main characteristics of the emerging talent pool is that they are not only technology-savvy, but fluent in the use of multiple mobile devices.  Tablets, phones, laptops are ubiquitous and candidates expect their experiences to be good – and consistent – on every device they use.  For hiring companies of all sizes, mobile recruiting presents a unique set of challenges <span style=\"text-decoration: underline;\">and</span> opens a new set of opportunities to attract and hire future leaders.</p>\r\n<p>According to a 2013 survey by LinkedIn, 72% of job seekers have visited a company’s career site on their mobile device.  Job board sites like Indeed and Monster are seeing up to 40% of their traffic coming from mobile, and that number is expected to exceed 50% in 2014.  Soon the majority of job searches will be conducted on a mobile device.</p>\r\n<p>In the early days of the Internet, companies could choose to post jobs on a website, or not.  When social media recruiting came of age, companies could again choose to post jobs on social media sites, or not.  But mobile is different.  Mobile is a choice the job seeker has made.  Companies need to have a mobile recruiting presence because job seekers are increasingly using their smartphones and tablets to research opportunities.  So the only question that remains is: What kind of mobile experience will a company offer?</p>\r\n<p>An effective mobile recruiting strategy is more than just a mobile-friendly application form.  Mobile is increasingly becoming the first experience a job seeker has with an employer, so the opportunity to engage them is critically important.  That first impression can either draw a candidate in or it can be a roadblock to a candidate’s experience.</p>\r\n<p>“Capturing the attention and interest of a job seeker is the first goal of a mobile career site,” says Ed Newman, Vice President of Strategy for <a href=\"http://www.imomentous.com\">iMomentous</a>, a mobile recruiting solution provider.  “The mobile experience needs to engage candidates with compelling content, videos, photos, and social media that showcases the employer brand.  The application is just the tip of the iceberg.”</p>\r\n<p>There are three things that companies should be doing right now:</p>\r\n<p><b>1.      </b><b>Create a mobile-optimized career site</b>. Nothing frustrates smartphone users more than a website built for the desktop that doesn’t work well on mobile. Firms like iMomentous can help transform a traditional careers page into a mobile-friendly layout with content appropriate for a 4-inch screen.  “That first impression makes all the difference,” says Newman.</p>\r\n<p><b>2.      </b><b>Utilize social media channels</b> like LinkedIn, Twitter and Facebook, as well as job boards to drive traffic to a mobile careers page.  Job seekers are already using smartphones and apps to search for jobs and research companies, so providing a mobile destination should be central to any recruiting strategy.  QR codes, short URLs, and SMS keywords are also great tools to direct job seekers directly to the mobile site at career fairs and on-campus recruiting events.</p>\r\n<p><b>3.      </b><b>Streamline and “mobilize” the job application.</b>  According to Mr. Newman, “The application should take no more than 5 minutes to complete on mobile.  Capture just the required fields for a valid application and solicit additional information from candidates in subsequent steps.”  Candidates can submit a LinkedIn profile or upload a résumé from cloud services like Microsoft OneDrive (formerly SkyDrive), Google Drive, Dropbox, or Evernote.</p>\r\n<p>Mobile recruiting has become the go-to channel for job seekers to explore new opportunities.  Focusing on candidate engagement and the user experience is the key to driving successful applications.  Companies that embrace this new channel will get more mileage out of their recruitment dollars and position themselves as the employer of choice for today’s top candidates.</p>','Mobile Recruiting: A New Frontier in Talent Acquisition','','publish','open','open','','mobile-recruiting-new-frontier-talent-acquisition','','','2014-04-22 21:55:46','2014-04-22 21:55:46','',0,'http://www.danamanciagli.com/?p=3422',0,'post','',0),(3423,1,'2014-01-30 03:17:01','2014-01-30 03:17:01','<p>Businesses everywhere are facing challenges in sourcing and attracting the BEST talent, especially with the onset of a powerful millennial generation with unique characteristics and career desires.  One of the main characteristics of the emerging talent pool is that they are not only technology-savvy, but fluent in the use of multiple mobile devices.  Tablets, phones, laptops are ubiquitous and candidates expect their experiences to be good – and consistent – on every device they use.  For hiring companies of all sizes, mobile recruiting presents a unique set of challenges <span style=\"text-decoration: underline;\">and</span> opens a new set of opportunities to attract and hire future leaders.</p>\r\n<p>According to a 2013 survey by LinkedIn, 72% of job seekers have visited a company’s career site on their mobile device.  Job board sites like Indeed and Monster are seeing up to 40% of their traffic coming from mobile, and that number is expected to exceed 50% in 2014.  Soon the majority of job searches will be conducted on a mobile device.</p>\r\n<p>In the early days of the Internet, companies could choose to post jobs on a website, or not.  When social media recruiting came of age, companies could again choose to post jobs on social media sites, or not.  But mobile is different.  Mobile is a choice the job seeker has made.  Companies need to have a mobile recruiting presence because job seekers are increasingly using their smartphones and tablets to research opportunities.  So the only question that remains is: What kind of mobile experience will a company offer?</p>\r\n<p>An effective mobile recruiting strategy is more than just a mobile-friendly application form.  Mobile is increasingly becoming the first experience a job seeker has with an employer, so the opportunity to engage them is critically important.  That first impression can either draw a candidate in or it can be a roadblock to a candidate’s experience.</p>\r\n<p>“Capturing the attention and interest of a job seeker is the first goal of a mobile career site,” says Ed Newman, Vice President of Strategy for <a href=\"http://www.imomentous.com\">iMomentous</a>, a mobile recruiting solution provider.  “The mobile experience needs to engage candidates with compelling content, videos, photos, and social media that showcases the employer brand.  The application is just the tip of the iceberg.”</p>\r\n<p>There are three things that companies should be doing right now:</p>\r\n<p><b>1.      </b><b>Create a mobile-optimized career site</b>. Nothing frustrates smartphone users more than a website built for the desktop that doesn’t work well on mobile. Firms like iMomentous can help transform a traditional careers page into a mobile-friendly layout with content appropriate for a 4-inch screen.  “That first impression makes all the difference,” says Newman.</p>\r\n<p><b>2.      </b><b>Utilize social media channels</b> like LinkedIn, Twitter and Facebook, as well as job boards to drive traffic to a mobile careers page.  Job seekers are already using smartphones and apps to search for jobs and research companies, so providing a mobile destination should be central to any recruiting strategy.  QR codes, short URLs, and SMS keywords are also great tools to direct job seekers directly to the mobile site at career fairs and on-campus recruiting events.</p>\r\n<p><b>3.      </b><b>Streamline and “mobilize” the job application.</b>  According to Mr. Newman, “The application should take no more than 5 minutes to complete on mobile.  Capture just the required fields for a valid application and solicit additional information from candidates in subsequent steps.”  Candidates can submit a LinkedIn profile or upload a résumé from cloud services like Microsoft OneDrive (formerly SkyDrive), Google Drive, Dropbox, or Evernote.</p>\r\n<p>Mobile recruiting has become the go-to channel for job seekers to explore new opportunities.  Focusing on candidate engagement and the user experience is the key to driving successful applications.  Companies that embrace this new channel will get more mileage out of their recruitment dollars and position themselves as the employer of choice for today’s top candidates.</p>','Mobile Recruiting: A New Frontier in Talent Acquisition','','inherit','open','open','','3422-revision-v1','','','2014-01-30 03:17:01','2014-01-30 03:17:01','',3422,'http://www.danamanciagli.com/set-your-goal/3422-revision-v1/',0,'revision','',0),(3424,1,'2014-01-30 03:22:23','2014-01-30 03:22:23','Mobile Recruiting: A New Frontier in Talent Acquisition','Mobile Recruiting_ A New Frontier in Talent Acquisition','Mobile Recruiting: A New Frontier in Talent Acquisition','inherit','open','open','','mobile-recruiting_-a-new-frontier-in-talent-acquisition','','','2014-01-30 03:22:23','2014-01-30 03:22:23','',3422,'http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition.jpg',0,'attachment','image/jpeg',0),(3425,1,'2014-01-30 03:23:27','2014-01-30 03:23:27','[caption id=\"attachment_3424\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition.jpg\"><img class=\"size-medium wp-image-3424\" alt=\"Mobile Recruiting: A New Frontier in Talent Acquisition\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition-300x199.jpg\" width=\"300\" height=\"199\" /></a> Mobile Recruiting: A New Frontier in Talent Acquisition[/caption]\r\n<p>Businesses everywhere are facing challenges in sourcing and attracting the BEST talent, especially with the onset of a powerful millennial generation with unique characteristics and career desires.  One of the main characteristics of the emerging talent pool is that they are not only technology-savvy, but fluent in the use of multiple mobile devices.  Tablets, phones, laptops are ubiquitous and candidates expect their experiences to be good – and consistent – on every device they use.  For hiring companies of all sizes, mobile recruiting presents a unique set of challenges <span style=\"text-decoration: underline;\">and</span> opens a new set of opportunities to attract and hire future leaders.</p>\r\n<p>According to a 2013 survey by LinkedIn, 72% of job seekers have visited a company’s career site on their mobile device.  Job board sites like Indeed and Monster are seeing up to 40% of their traffic coming from mobile, and that number is expected to exceed 50% in 2014.  Soon the majority of job searches will be conducted on a mobile device.</p>\r\n<p>In the early days of the Internet, companies could choose to post jobs on a website, or not.  When social media recruiting came of age, companies could again choose to post jobs on social media sites, or not.  But mobile is different.  Mobile is a choice the job seeker has made.  Companies need to have a mobile recruiting presence because job seekers are increasingly using their smartphones and tablets to research opportunities.  So the only question that remains is: What kind of mobile experience will a company offer?</p>\r\n<p>An effective mobile recruiting strategy is more than just a mobile-friendly application form.  Mobile is increasingly becoming the first experience a job seeker has with an employer, so the opportunity to engage them is critically important.  That first impression can either draw a candidate in or it can be a roadblock to a candidate’s experience.</p>\r\n<p>“Capturing the attention and interest of a job seeker is the first goal of a mobile career site,” says Ed Newman, Vice President of Strategy for <a href=\"http://www.imomentous.com\">iMomentous</a>, a mobile recruiting solution provider.  “The mobile experience needs to engage candidates with compelling content, videos, photos, and social media that showcases the employer brand.  The application is just the tip of the iceberg.”</p>\r\n<p>There are three things that companies should be doing right now:</p>\r\n<p><b>1.      </b><b>Create a mobile-optimized career site</b>. Nothing frustrates smartphone users more than a website built for the desktop that doesn’t work well on mobile. Firms like iMomentous can help transform a traditional careers page into a mobile-friendly layout with content appropriate for a 4-inch screen.  “That first impression makes all the difference,” says Newman.</p>\r\n<p><b>2.      </b><b>Utilize social media channels</b> like LinkedIn, Twitter and Facebook, as well as job boards to drive traffic to a mobile careers page.  Job seekers are already using smartphones and apps to search for jobs and research companies, so providing a mobile destination should be central to any recruiting strategy.  QR codes, short URLs, and SMS keywords are also great tools to direct job seekers directly to the mobile site at career fairs and on-campus recruiting events.</p>\r\n<p><b>3.      </b><b>Streamline and “mobilize” the job application.</b>  According to Mr. Newman, “The application should take no more than 5 minutes to complete on mobile.  Capture just the required fields for a valid application and solicit additional information from candidates in subsequent steps.”  Candidates can submit a LinkedIn profile or upload a résumé from cloud services like Microsoft OneDrive (formerly SkyDrive), Google Drive, Dropbox, or Evernote.</p>\r\n<p>Mobile recruiting has become the go-to channel for job seekers to explore new opportunities.  Focusing on candidate engagement and the user experience is the key to driving successful applications.  Companies that embrace this new channel will get more mileage out of their recruitment dollars and position themselves as the employer of choice for today’s top candidates.</p>','Mobile Recruiting: A New Frontier in Talent Acquisition','','inherit','open','open','','3422-revision-v1','','','2014-01-30 03:23:27','2014-01-30 03:23:27','',3422,'http://www.danamanciagli.com/set-your-goal/3422-revision-v1/',0,'revision','',0),(3426,1,'2014-01-30 04:55:13','2014-01-30 04:55:13','<a target=\"_blank\" href=\"http://www.womenetics.com/Trends/working-globally-dana-manciagli-margo-schlossberg-kathleen-brush?utm_source=Womenetics+Subscribers&amp;utm_campaign=08a5340410-enews_issue_347b_061913&amp;utm_medium=email&amp;utm_term=0_4c64e0c5ba-08a5340410-313038657#.Ut1tIxvT9e4.twitter \">Article Title featuring Dana </a><em><strong></strong></em>\r\n\r\n&nbsp;','Dana Featured as a Global Executive - Living Overseas','','publish','closed','closed','','dana-featured-global-executive-living-overseas','','','2014-08-26 07:30:59','2014-08-26 07:30:59','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3426',0,'news-item','',0),(3427,1,'2014-01-30 04:52:32','2014-01-30 04:52:32','Dana Manciagli featured as a global executive','Womenetics lo“Respect the Business Card” and Other Lessons Learned Working Globally ','“Respect the Business Card” and Other Lessons Learned Working Globally ','inherit','open','open','','womenetics-logo','','','2014-01-30 04:52:32','2014-01-30 04:52:32','',3426,'http://www.danamanciagli.com/wp-content/uploads/2014/01/Womenetics-logo.jpg',0,'attachment','image/jpeg',0),(3463,1,'2014-02-25 16:50:02','2014-02-25 16:50:02','','Order &ndash; Feb 25, 2014 @ 04:49 PM','','publish','open','closed','order_530cc9b5bb33d','order-feb-25-2014-0449-pm','','','2014-02-25 16:50:02','2014-02-25 16:50:02','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3463',0,'shop_order','',0),(3429,1,'2014-01-30 05:03:01','2014-01-30 05:03:01','Article Title:  <em><strong>6 Career Missteps to Avoid in 2014</strong></em>\r\n\r\n<a target=\"_blank\" href=\"http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/21/6-career-missteps-to-avoid-in-2014\">http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/21/6-career-missteps-to-avoid-in-2014</a>\r\n\r\n<strong>Misstep 2: Being disrespectful to diversity.</strong>\r\n\r\n\"It is no longer acceptable to <a href=\"http://money.usnews.com/money/careers/slideshows/how-to-leverage-generational-diversity\">disregard the diversity</a>  we value in our companies today, whether generational, gender,  geographic, cultural, religious, etc. Major career missteps occur  between the four generations in our workplace today, our globally  diverse and often matrixed organizations, or gender differences in work  style. Examples of behaviors that have hurt careers: Calling meetings on  Saturdays, which is a day of rest for many cultures. Or excluding  certain people from important business conversations because of their  geographic location or need to work from home on a given day.\"\r\n\r\n–Dana Manciagli, speaker, consultant and author of \"Cut the Crap and Get a Job\"','US News & World Reports Features Dana Manciagli','','publish','closed','closed','','us-news-world-reports-features-dana-manciagli','','','2014-08-26 09:59:50','2014-08-26 09:59:50','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3429',0,'news-item','',0),(3430,1,'2014-01-30 05:01:33','2014-01-30 05:01:33','Misstep 2: Being disrespectful to diversity.\n\n\"It is no longer acceptable to disregard the diversity we value in our companies today, whether generational, gender, geographic, cultural, religious, etc. Major career missteps occur between the four generations in our workplace today, our globally diverse and often matrixed organizations, or gender differences in work style. Examples of behaviors that have hurt careers: Calling meetings on Saturdays, which is a day of rest for many cultures. Or excluding certain people from important business conversations because of their geographic location or need to work from home on a given day.\"\n\n–Dana Manciagli, speaker, consultant and author of \"Cut the Crap and Get a Job\"\n','US News and World Report Features Dana Manciagli','US News and World Report Features Dana Manciagli','inherit','open','open','','us-news-and-world-report-logo','','','2014-01-30 05:01:33','2014-01-30 05:01:33','',3429,'http://www.danamanciagli.com/wp-content/uploads/2014/01/US-News-and-World-Report-Logo.jpg',0,'attachment','image/jpeg',0),(3431,1,'2014-01-30 05:07:40','2014-01-30 05:07:40','Article title:  <a target=\"_blank\" href=\"https://www.simplyhired.com/advice/career/how-to-take-control-of-a-job-interview\"><em><strong>How to Take Control of a Job Interview</strong></em></a>\r\n\r\n&nbsp;','SimplyHired Features Dana Manciagli','','publish','closed','closed','','simplyhired-features-dana-manciagli','','','2014-08-26 09:56:34','2014-08-26 09:56:34','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3431',0,'news-item','',0),(3432,1,'2014-01-30 05:06:58','2014-01-30 05:06:58','','SimplyHired Features Dana Manciagli','SimplyHired Features Dana Manciagli','inherit','open','open','','simplyhired-features-dana-manciagli','','','2014-01-30 05:06:58','2014-01-30 05:06:58','',3431,'http://www.danamanciagli.com/wp-content/uploads/2014/01/SimplyHired-Features-Dana-Manciagli.jpg',0,'attachment','image/jpeg',0),(3433,1,'2014-04-21 03:03:20','2014-04-21 03:03:20','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\r\n\r\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:</p>\r\n<p style=\"padding-left: 30px;\">#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\r\n<p style=\"padding-left: 30px;\">#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\r\n<p style=\"padding-left: 30px;\">#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “<i>Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.</i>”</p>\r\n<p><b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:</p>\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','publish','open','open','','job-candidates-three-ways-stand-without-gimmicks','','','2014-04-22 16:25:23','2014-04-22 16:25:23','',0,'http://www.danamanciagli.com/?p=3433',0,'post','',0),(3434,1,'2014-02-05 04:55:50','2014-02-05 04:55:50','A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.\r\n\r\nSo the unemployment numbers are creeping down. Whoopie. So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.\r\n\r\nClearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.\r\n\r\nSpoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!\r\n\r\n<b>1.       </b><b>Always do a cover letter. And stop using “I” in that cover letter, too! </b>\r\n\r\nI recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.\r\n\r\nEven if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.\r\n\r\n<b>2.       </b><b>Have a front door AND back door application strategy. What is that?</b>\r\n\r\nFirst, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.\r\n\r\nRecently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!\r\n\r\nNow, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:\r\n\r\n#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.\r\n\r\n#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i>\r\n\r\n#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”\r\n\r\n<strong> 3.</strong> <b>ASK for support from your new network contacts.</b> There are two primary requests you want to make:\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\nThere are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-02-05 04:55:50','2014-02-05 04:55:50','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3435,1,'2014-02-05 04:58:25','2014-02-05 04:58:25','Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations. ','Job Candidates Three Ways to Stand Out Without Gimmicks','Job Candidates Three Ways to Stand Out Without Gimmicks','inherit','open','open','','job-candidates-three-ways-to-stand-out-without-gimmicks','','','2014-02-05 04:58:25','2014-02-05 04:58:25','',3433,'http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg',0,'attachment','image/jpeg',0),(3436,1,'2014-02-05 04:59:22','2014-02-05 04:59:22','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\nA recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.\r\n\r\nSo the unemployment numbers are creeping down. Whoopie. So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.\r\n\r\nClearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.\r\n\r\nSpoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!\r\n\r\n<b>1.       </b><b>Always do a cover letter. And stop using “I” in that cover letter, too! </b>\r\n\r\nI recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.\r\n\r\nEven if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.\r\n\r\n<b>2.       </b><b>Have a front door AND back door application strategy. What is that?</b>\r\n\r\nFirst, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.\r\n\r\nRecently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!\r\n\r\nNow, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:\r\n\r\n#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.\r\n\r\n#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i>\r\n\r\n#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”\r\n\r\n<strong> 3.</strong> <b>ASK for support from your new network contacts.</b> There are two primary requests you want to make:\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\nThere are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-02-05 04:59:22','2014-02-05 04:59:22','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3443,1,'2014-02-10 19:20:06','2014-02-10 19:20:06','Last night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event. ','Face-to-Face Networking; Get it Right!','Face-to-Face Networking; Get it Right!','inherit','open','open','','face-to-face-networking','','','2014-02-10 19:20:06','2014-02-10 19:20:06','',3441,'http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking.jpg',0,'attachment','image/jpeg',0),(3442,1,'2014-02-10 19:17:17','2014-02-10 19:17:17','Are you ready for your next networking event? Before you go don’t make any of these classic bloopers:\r\n<ul>\r\n	<li>Arriving late</li>\r\n	<li>No business cards</li>\r\n	<li>No name tag (hint: bring your own)</li>\r\n	<li>Hanging out with people you already know</li>\r\n</ul>\r\nLast night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event.\r\n\r\n<b>1.       </b><b>Interrupting. </b>\r\n\r\nRichard was showing me his company’s brochure and we were talking about the prices for his services. Suddenly, Kent walked right up to us, pointed to a table sign and cracked a &lt;terrible&gt; joke. He stayed around a little while, then left. Richard and I tried to get back on track.\r\n\r\nYou need to “wedge in” to small groups of total strangers. Read the non-verbal clues and select those who are laughing, standing by the bar or food tables, standing behind a sponsorship table, or are looking around for new people to meet.\r\n\r\n<b>2.       </b><b>Tossing business cards on the table. </b>\r\n\r\nSome of the sponsors and table hosts can be great to connect with. They usually paid for the sponsorship of the event and are committed to meeting and helping attendees. At this event, I was a table host and I had two people just do a “drive-by:” throw their cards on my table and walk on. Were they in a hurry? Do they do this with other networkers, too? Did they really expect to build a relationship that way?\r\n\r\nI treasure the way Asian cultures handle the business card exchange. To give your business card, you hold yours on one or both top corners and face the card to the other person. To accept their card, receive it on the bottom corners and read it carefully. Then engage in conversation about their role or what brought them to the event.\r\n\r\n<b>3.       </b><b>If you’re selling something, the follow up is in your court.</b>\r\n\r\nA cool advertising executive I just met, and who knew that I might be interested in his services, handed me his card and said, “Call me if you need anything.”\r\n\r\nThere’s an unwritten protocol, folks. Think about it this way. Usually, there is one person who needs something (the “networker”) and another who can possibly help them (the “networkee”). During the event, your role may change. However, when you are clearly the “networker” and seeking some form of support (selling something, needing a job, etc.) it is YOUR job to get the other person’s card and to follow up with them.\r\n\r\n<b>4.       </b><b>Stumbling with your elevator pitch.</b>\r\n\r\nI witnessed Melissa asking John what he did. His answer was “Well, I’m not sure, which is why I’m here. I’m unhappy with my job so I’m here to find a new one.” Another person at the same event said, “I’m an I.T. geek.”\r\n\r\nBefore you go to your next event, write out your elevator pitch. Keep it short, upbeat and compelling. Here’s a quick formula to nail it:\r\n<ol>\r\n	<li>I’m a &lt;current role&gt;…</li>\r\n	<li>…and I’m here to meet people who…&lt;can become clients, are hiring managers, know of opportunities…etc.&gt;</li>\r\n</ol>\r\n<b>5.       </b><b>Apologizing for networking.</b>\r\n\r\nSally and I were having a very fruitful conversation that was two-way (she could help me, I could help her). Then, when someone else politely joined our conversation, Sally apologized for taking my time!  I couldn’t help but reply, with a smile, “Why are you apologizing? This is why we are here…to talk!”\r\n\r\nDo you remember the movie <b><i>Jerry McGuire</i></b> when Tom Cruise yelled, “Help me help you”? Please go to networking events knowing that other people go there with the intention of helping you.  Be confident, positive, and engaging. Most importantly, follow up with the people you meet, even if you weren’t sure if they can help you or you can help them.\r\n\r\n<strong>These five “odd” behaviors took place throughout the event, and you can avoid them.</strong> Try “wedging in,” handing your card carefully to the other person, follow up quickly and appropriately, have a short succinct elevator pitch, and be confident and engaging.\r\n\r\nFace-to-face networking; now you’re doing it right!','Face-to-Face Networking: You’re Doing It Wrong!','','inherit','open','open','','3441-revision-v1','','','2014-02-10 19:17:17','2014-02-10 19:17:17','',3441,'http://www.danamanciagli.com/set-your-goal/3441-revision-v1/',0,'revision','',0),(3444,1,'2014-02-10 19:23:54','2014-02-10 19:23:54','[caption id=\"attachment_3443\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking.jpg\"><img class=\"size-medium wp-image-3443\" alt=\"Face-to-Face Networking; Get it Right!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking-300x198.jpg\" width=\"300\" height=\"198\" /></a> Face-to-Face Networking; Get it Right![/caption]\r\n\r\nAre you ready for your next networking event? Before you go don’t make any of these classic bloopers:\r\n<ul>\r\n	<li>Arriving late</li>\r\n	<li>No business cards</li>\r\n	<li>No name tag (hint: bring your own)</li>\r\n	<li>Hanging out with people you already know</li>\r\n</ul>\r\nLast night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event.\r\n\r\n<b>1.       </b><b>Interrupting. </b>\r\n\r\nRichard was showing me his company’s brochure and we were talking about the prices for his services. Suddenly, Kent walked right up to us, pointed to a table sign and cracked a &lt;terrible&gt; joke. He stayed around a little while, then left. Richard and I tried to get back on track.\r\n\r\nYou need to “wedge in” to small groups of total strangers. Read the non-verbal clues and select those who are laughing, standing by the bar or food tables, standing behind a sponsorship table, or are looking around for new people to meet.\r\n\r\n<b>2.       </b><b>Tossing business cards on the table. </b>\r\n\r\nSome of the sponsors and table hosts can be great to connect with. They usually paid for the sponsorship of the event and are committed to meeting and helping attendees. At this event, I was a table host and I had two people just do a “drive-by:” throw their cards on my table and walk on. Were they in a hurry? Do they do this with other networkers, too? Did they really expect to build a relationship that way?\r\n\r\nI treasure the way Asian cultures handle the business card exchange. To give your business card, you hold yours on one or both top corners and face the card to the other person. To accept their card, receive it on the bottom corners and read it carefully. Then engage in conversation about their role or what brought them to the event.\r\n\r\n<b>3.       </b><b>If you’re selling something, the follow up is in your court.</b>\r\n\r\nA cool advertising executive I just met, and who knew that I might be interested in his services, handed me his card and said, “Call me if you need anything.”\r\n\r\nThere’s an unwritten protocol, folks. Think about it this way. Usually, there is one person who needs something (the “networker”) and another who can possibly help them (the “networkee”). During the event, your role may change. However, when you are clearly the “networker” and seeking some form of support (selling something, needing a job, etc.) it is YOUR job to get the other person’s card and to follow up with them.\r\n\r\n<b>4.       </b><b>Stumbling with your elevator pitch.</b>\r\n\r\nI witnessed Melissa asking John what he did. His answer was “Well, I’m not sure, which is why I’m here. I’m unhappy with my job so I’m here to find a new one.” Another person at the same event said, “I’m an I.T. geek.”\r\n\r\nBefore you go to your next event, write out your elevator pitch. Keep it short, upbeat and compelling. Here’s a quick formula to nail it:\r\n<ol>\r\n	<li>I’m a &lt;current role&gt;…</li>\r\n	<li>…and I’m here to meet people who…&lt;can become clients, are hiring managers, know of opportunities…etc.&gt;</li>\r\n</ol>\r\n<b>5.       </b><b>Apologizing for networking.</b>\r\n\r\nSally and I were having a very fruitful conversation that was two-way (she could help me, I could help her). Then, when someone else politely joined our conversation, Sally apologized for taking my time!  I couldn’t help but reply, with a smile, “Why are you apologizing? This is why we are here…to talk!”\r\n\r\nDo you remember the movie <b><i>Jerry McGuire</i></b> when Tom Cruise yelled, “Help me help you”? Please go to networking events knowing that other people go there with the intention of helping you.  Be confident, positive, and engaging. Most importantly, follow up with the people you meet, even if you weren’t sure if they can help you or you can help them.\r\n\r\n<strong>These five “odd” behaviors took place throughout the event, and you can avoid them.</strong> Try “wedging in,” handing your card carefully to the other person, follow up quickly and appropriately, have a short succinct elevator pitch, and be confident and engaging.\r\n\r\nFace-to-face networking; now you’re doing it right!','Face-to-Face Networking: You’re Doing It Wrong!','','inherit','open','open','','3441-revision-v1','','','2014-02-10 19:23:54','2014-02-10 19:23:54','',3441,'http://www.danamanciagli.com/set-your-goal/3441-revision-v1/',0,'revision','',0),(3462,1,'2014-02-24 00:05:28','2014-02-24 00:05:28','','Order &ndash; Feb 24, 2014 @ 12:05 AM','','publish','open','closed','order_530a8cbf13ad7','order-feb-24-2014-1205-am','','','2014-02-24 00:05:28','2014-02-24 00:05:28','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3462',0,'shop_order','',0),(3447,1,'2014-02-17 15:44:30','2014-02-17 15:44:30','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n\r\nA recent report came out on NBC titled, “<a href=\"http://www.nbcnews.com/business/are-you-binge-working-question-deadly-serious-2D11980291\">Are you \'binge working\'? The question is deadly serious.”</a> According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.\r\n\r\nThe NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.\r\n\r\nAfter reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\nIf you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!\r\n\r\nWatch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-revision-v1','','','2014-02-17 15:44:30','2014-02-17 15:44:30','',3414,'http://www.danamanciagli.com/set-your-goal/3414-revision-v1/',0,'revision','',0),(3448,1,'2014-02-17 15:58:55','2014-02-17 15:58:55','','Order &ndash; Feb 17, 2014 @ 03:58 PM','','publish','open','closed','order_530231ba70e2c','order-feb-17-2014-0358-pm','','','2014-02-17 15:58:55','2014-02-17 15:58:55','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3448',0,'shop_order','',0),(3452,1,'2014-02-17 16:05:19','2014-02-17 16:05:19','[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /> 6 Requirements for Job Search Emails[/caption]\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span></p>\r\n\r\n<p><b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span><span style=\"font-family: Calibri; font-size: medium;\"> </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing.</span></span></p>','6 Requirements for Job Search E-mails','','inherit','open','open','','3346-revision-v1','','','2014-02-17 16:05:19','2014-02-17 16:05:19','',3346,'http://www.danamanciagli.com/set-your-goal/3346-revision-v1/',0,'revision','',0),(3454,1,'2014-02-17 16:15:49','2014-02-17 16:15:49','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> </span></p>\r\n\r\n[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n<p>&nbsp;</p>','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-revision-v1','','','2014-02-17 16:15:49','2014-02-17 16:15:49','',3358,'http://www.danamanciagli.com/set-your-goal/3358-revision-v1/',0,'revision','',0),(3453,1,'2014-02-17 16:13:32','2014-02-17 16:13:32','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n<p>&nbsp;</p>\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n<p>&nbsp;</p>\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> </span></p>\r\n<p>&nbsp;</p>\r\n[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n<p>&nbsp;</p>','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-revision-v1','','','2014-02-17 16:13:32','2014-02-17 16:13:32','',3358,'http://www.danamanciagli.com/set-your-goal/3358-revision-v1/',0,'revision','',0),(3456,1,'2014-02-17 16:28:19','2014-02-17 16:28:19','<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>\r\n\r\n[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n<p>&nbsp;</p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-revision-v1','','','2014-02-17 16:28:19','2014-02-17 16:28:19','',3355,'http://www.danamanciagli.com/set-your-goal/3355-revision-v1/',0,'revision','',0),(3457,1,'2014-02-17 16:28:59','2014-02-17 16:28:59','[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-revision-v1','','','2014-02-17 16:28:59','2014-02-17 16:28:59','',3355,'http://www.danamanciagli.com/set-your-goal/3355-revision-v1/',0,'revision','',0),(3458,1,'2014-02-17 16:34:12','2014-02-17 16:34:12','<p>I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!</p>\r\n<p>Job seekers and employees seeking to get promoted internally are overusing buzzwords and tired descriptors with the hope that they will magically get the attention of their audience.</p>\r\n<p>Well, guess what? They are boring, uninspiring, and a turn-off. Enough already!</p>\r\n<p>Time for a pop quiz. Have you used any of these lately?</p>\r\n<ul>\r\n<li>Team player</li>\r\n<li>Results driven</li>\r\n<li>Fire in the belly</li>\r\n<li>Excellent leadership skills</li>\r\n<li>Great organizational skills</li>\r\n<li>Work well autonomously</li>\r\n<li>Self-starter</li>\r\n<li>Ability to prioritize</li>\r\n<li>Customer-focused</li>\r\n</ul>\r\n<p> … I could go on and on, but I think you get the drift. </p>\r\n<p>It’s not the words themselves that are the problem; it is that they have no value when used alone. Comments like these in résumés are empty. They have no meaning. No credibility. </p>\r\n<p>I have seen as many as twenty – or more – listed at the top in a candidate’s “executive summary.” It’s a waste of real estate on the page and can quickly get you tossed into the “no” pile. </p>\r\n<p>These are not the key words that recruiters and hiring companies are looking for! As a matter of fact, many of these clichés are really just “tickets to play” or basic skills you need to have if you are going to be successful in the job you are applying for.  And if you are hoping to get found with those words when a recruiter does a key word search, wrong again.</p>\r\n<p>Here is an exercise to check yourself on the importance of the skill sets you are highlighting. Read each phrase and ask yourself “versus the opposite?”  For example, “I am a team player” as opposed to “a loner who doesn’t work well with others.” “I am customer-focused” rather than “someone who thinks customers should go pound sand.” Now you see exactly how basic – and empty – these descriptions are.</p>\r\n<p><b>If you’re going to use the phrases, make them relevant and important.</b></p>\r\n<p>Try to think of these words and how they have been applied in your career. Look at your current and past positions, reflect on your experiences, and identify real examples for each term.  Most importantly, can you measure your success using quantifiable metrics for each of them?</p>\r\n<p>Here’s how you might use them instead:</p>\r\n<p><b>Attention to Detail </b></p>\r\n<p>At XYZ Company, I detected an error in a financial system, which saved the company $350,000 when the problem was corrected.</p>\r\n<p><b>Time Management</b></p>\r\n<p>I was recognized by management for my ability to manage a high volume of projects across several product lines with no sacrifice to quality.</p>\r\n<p><b>Customer Service/Sales</b></p>\r\n<p>I exceeded my sales quota by 48% by providing a consistently high level of service to customers, and up-selling to enterprise-grade products.</p>\r\n<p><b>Problem Solver</b></p>\r\n<p>I deployed a new accounting software program that reduced accounting errors by 89% in the first year.</p>\r\n<p><b>Analytical</b></p>\r\n<p>I analyzed our various company-wide courier services and negotiated better rates with a main supplier that reduced costs by 25%.</p>\r\n<p>Can you see how you have given these statements meaning and how credible they sound with a little more detail? The next time you’re tempted to include these sorts of qualities and skills in your résumé, make sure you have an example to back each one up.</p>\r\n<p>Please comment, add your suggestions</p>\r\n<p>&nbsp;</p>\r\n<p><a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg\"><img class=\"alignright size-medium wp-image-3411\" alt=\"Enough Already_ No More Career Cliches\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches-199x300.jpg\" width=\"199\" height=\"300\" /></a> and ask questions at any time!</p>','Enough Already! No More Career Clichés!','','inherit','open','open','','3409-revision-v1','','','2014-02-17 16:34:12','2014-02-17 16:34:12','',3409,'http://www.danamanciagli.com/set-your-goal/3409-revision-v1/',0,'revision','',0),(3459,1,'2014-02-17 16:35:10','2014-02-17 16:35:10','<p><a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg\"><img class=\"alignright size-medium wp-image-3411\" alt=\"Enough Already_ No More Career Cliches\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches-199x300.jpg\" width=\"199\" height=\"300\" /></a> \r\n<p>I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!</p>\r\n<p>Job seekers and employees seeking to get promoted internally are overusing buzzwords and tired descriptors with the hope that they will magically get the attention of their audience.</p>\r\n<p>Well, guess what? They are boring, uninspiring, and a turn-off. Enough already!</p>\r\n<p>Time for a pop quiz. Have you used any of these lately?</p>\r\n<ul>\r\n<li>Team player</li>\r\n<li>Results driven</li>\r\n<li>Fire in the belly</li>\r\n<li>Excellent leadership skills</li>\r\n<li>Great organizational skills</li>\r\n<li>Work well autonomously</li>\r\n<li>Self-starter</li>\r\n<li>Ability to prioritize</li>\r\n<li>Customer-focused</li>\r\n</ul>\r\n<p> … I could go on and on, but I think you get the drift. </p>\r\n<p>It’s not the words themselves that are the problem; it is that they have no value when used alone. Comments like these in résumés are empty. They have no meaning. No credibility. </p>\r\n<p>I have seen as many as twenty – or more – listed at the top in a candidate’s “executive summary.” It’s a waste of real estate on the page and can quickly get you tossed into the “no” pile. </p>\r\n<p>These are not the key words that recruiters and hiring companies are looking for! As a matter of fact, many of these clichés are really just “tickets to play” or basic skills you need to have if you are going to be successful in the job you are applying for.  And if you are hoping to get found with those words when a recruiter does a key word search, wrong again.</p>\r\n<p>Here is an exercise to check yourself on the importance of the skill sets you are highlighting. Read each phrase and ask yourself “versus the opposite?”  For example, “I am a team player” as opposed to “a loner who doesn’t work well with others.” “I am customer-focused” rather than “someone who thinks customers should go pound sand.” Now you see exactly how basic – and empty – these descriptions are.</p>\r\n<p><b>If you’re going to use the phrases, make them relevant and important.</b></p>\r\n<p>Try to think of these words and how they have been applied in your career. Look at your current and past positions, reflect on your experiences, and identify real examples for each term.  Most importantly, can you measure your success using quantifiable metrics for each of them?</p>\r\n<p>Here’s how you might use them instead:</p>\r\n<p><b>Attention to Detail </b></p>\r\n<p>At XYZ Company, I detected an error in a financial system, which saved the company $350,000 when the problem was corrected.</p>\r\n<p><b>Time Management</b></p>\r\n<p>I was recognized by management for my ability to manage a high volume of projects across several product lines with no sacrifice to quality.</p>\r\n<p><b>Customer Service/Sales</b></p>\r\n<p>I exceeded my sales quota by 48% by providing a consistently high level of service to customers, and up-selling to enterprise-grade products.</p>\r\n<p><b>Problem Solver</b></p>\r\n<p>I deployed a new accounting software program that reduced accounting errors by 89% in the first year.</p>\r\n<p><b>Analytical</b></p>\r\n<p>I analyzed our various company-wide courier services and negotiated better rates with a main supplier that reduced costs by 25%.</p>\r\n<p>Can you see how you have given these statements meaning and how credible they sound with a little more detail? The next time you’re tempted to include these sorts of qualities and skills in your résumé, make sure you have an example to back each one up.</p>\r\n<p>Please comment, add your suggestions and ask questions at any time!</p>','Enough Already! No More Career Clichés!','','inherit','open','open','','3409-revision-v1','','','2014-02-17 16:35:10','2014-02-17 16:35:10','',3409,'http://www.danamanciagli.com/set-your-goal/3409-revision-v1/',0,'revision','',0),(3577,1,'2014-04-21 17:41:10','2014-04-21 17:41:10','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!<.p>\r\n\r\n<b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b>\r\n\r\nI recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.\r\n\r\nEven if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.\r\n\r\n<b>2. Have a front door AND back door application strategy. What is that?</b>\r\n\r\nFirst, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.\r\n\r\nRecently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!\r\n\r\nNow, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:\r\n\r\n#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.\r\n\r\n#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i>\r\n\r\n#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”\r\n\r\n<b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-04-21 17:41:10','2014-04-21 17:41:10','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3526,1,'2014-04-11 15:04:11','2014-04-11 15:04:11','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\nA recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.\r\n\r\nSo the unemployment numbers are creeping down. Whoopie. So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.\r\n\r\nClearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.\r\n\r\nSpoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!\r\n\r\n<b>1.       </b><b>Always do a cover letter. And stop using “I” in that cover letter, too! </b>\r\n\r\nI recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.\r\n\r\nEven if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.\r\n\r\n<b>2.       </b><b>Have a front door AND back door application strategy. What is that?</b>\r\n\r\nFirst, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.\r\n\r\nRecently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!\r\n\r\nNow, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:\r\n\r\n#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.\r\n\r\n#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i>\r\n\r\n#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”\r\n\r\n<strong> 3.</strong> <b>ASK for support from your new network contacts.</b> There are two primary requests you want to make:\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\nThere are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-04-11 15:04:11','2014-04-11 15:04:11','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3460,1,'2014-02-17 16:42:51','2014-02-17 16:42:51','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie. So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1.       </b><b>Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2.       </b><b>Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\r\n\r\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:</p>\r\n\r\n<p>#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\r\n\r\n<p>#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\r\n\r\n<p>#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”</p>\r\n\r\n<p><strong> 3.</strong> <b>ASK for support from your new network contacts.</b> There are two primary requests you want to make:</p>\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-02-17 16:42:51','2014-02-17 16:42:51','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3527,1,'2014-04-11 15:05:21','2014-04-11 15:05:21','[caption id=\"attachment_3443\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking.jpg\"><img class=\"size-medium wp-image-3443\" alt=\"Face-to-Face Networking; Get it Right!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking-300x198.jpg\" width=\"300\" height=\"198\" /></a> Face-to-Face Networking; Get it Right![/caption]\r\n\r\nAre you ready for your next networking event? Before you go don’t make any of these classic bloopers:\r\n<ul>\r\n	<li>Arriving late</li>\r\n	<li>No business cards</li>\r\n	<li>No name tag (hint: bring your own)</li>\r\n	<li>Hanging out with people you already know</li>\r\n</ul>\r\nLast night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event.\r\n\r\n<b>1.       </b><b>Interrupting. </b>\r\n\r\nRichard was showing me his company’s brochure and we were talking about the prices for his services. Suddenly, Kent walked right up to us, pointed to a table sign and cracked a &lt;terrible&gt; joke. He stayed around a little while, then left. Richard and I tried to get back on track.\r\n\r\nYou need to “wedge in” to small groups of total strangers. Read the non-verbal clues and select those who are laughing, standing by the bar or food tables, standing behind a sponsorship table, or are looking around for new people to meet.\r\n\r\n<b>2.       </b><b>Tossing business cards on the table. </b>\r\n\r\nSome of the sponsors and table hosts can be great to connect with. They usually paid for the sponsorship of the event and are committed to meeting and helping attendees. At this event, I was a table host and I had two people just do a “drive-by:” throw their cards on my table and walk on. Were they in a hurry? Do they do this with other networkers, too? Did they really expect to build a relationship that way?\r\n\r\nI treasure the way Asian cultures handle the business card exchange. To give your business card, you hold yours on one or both top corners and face the card to the other person. To accept their card, receive it on the bottom corners and read it carefully. Then engage in conversation about their role or what brought them to the event.\r\n\r\n<b>3.       </b><b>If you’re selling something, the follow up is in your court.</b>\r\n\r\nA cool advertising executive I just met, and who knew that I might be interested in his services, handed me his card and said, “Call me if you need anything.”\r\n\r\nThere’s an unwritten protocol, folks. Think about it this way. Usually, there is one person who needs something (the “networker”) and another who can possibly help them (the “networkee”). During the event, your role may change. However, when you are clearly the “networker” and seeking some form of support (selling something, needing a job, etc.) it is YOUR job to get the other person’s card and to follow up with them.\r\n\r\n<b>4.       </b><b>Stumbling with your elevator pitch.</b>\r\n\r\nI witnessed Melissa asking John what he did. His answer was “Well, I’m not sure, which is why I’m here. I’m unhappy with my job so I’m here to find a new one.” Another person at the same event said, “I’m an I.T. geek.”\r\n\r\nBefore you go to your next event, write out your elevator pitch. Keep it short, upbeat and compelling. Here’s a quick formula to nail it:\r\n<ol>\r\n	<li>I’m a &lt;current role&gt;…</li>\r\n	<li>…and I’m here to meet people who…&lt;can become clients, are hiring managers, know of opportunities…etc.&gt;</li>\r\n</ol>\r\n<b>5.       </b><b>Apologizing for networking.</b>\r\n\r\nSally and I were having a very fruitful conversation that was two-way (she could help me, I could help her). Then, when someone else politely joined our conversation, Sally apologized for taking my time!  I couldn’t help but reply, with a smile, “Why are you apologizing? This is why we are here…to talk!”\r\n\r\nDo you remember the movie <b><i>Jerry McGuire</i></b> when Tom Cruise yelled, “Help me help you”? Please go to networking events knowing that other people go there with the intention of helping you.  Be confident, positive, and engaging. Most importantly, follow up with the people you meet, even if you weren’t sure if they can help you or you can help them.\r\n\r\n<strong>These five “odd” behaviors took place throughout the event, and you can avoid them.</strong> Try “wedging in,” handing your card carefully to the other person, follow up quickly and appropriately, have a short succinct elevator pitch, and be confident and engaging.\r\n\r\nFace-to-face networking; now you’re doing it right!','Face-to-Face Networking: You’re Doing It Wrong!','','inherit','open','open','','3441-revision-v1','','','2014-04-11 15:05:21','2014-04-11 15:05:21','',3441,'http://www.danamanciagli.com/set-your-goal/3441-revision-v1/',0,'revision','',0),(3461,1,'2014-02-17 16:52:37','2014-02-17 16:52:37','[caption id=\"attachment_3443\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking.jpg\"><img class=\"size-medium wp-image-3443\" alt=\"Face-to-Face Networking; Get it Right!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking-300x198.jpg\" width=\"300\" height=\"198\" /></a> Face-to-Face Networking; Get it Right![/caption]\r\n\r\n<p>Are you ready for your next networking event? Before you go don’t make any of these classic bloopers:</p>\r\n<ul>\r\n	<li>Arriving late</li>\r\n	<li>No business cards</li>\r\n	<li>No name tag (hint: bring your own)</li>\r\n	<li>Hanging out with people you already know</li>\r\n</ul>\r\n<p>Last night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event.</p>\r\n\r\n<p><b>1.       </b><b>Interrupting. </b></p>\r\n\r\n<p>Richard was showing me his company’s brochure and we were talking about the prices for his services. Suddenly, Kent walked right up to us, pointed to a table sign and cracked a &lt;terrible&gt; joke. He stayed around a little while, then left. Richard and I tried to get back on track.</p>\r\n\r\n<p>You need to “wedge in” to small groups of total strangers. Read the non-verbal clues and select those who are laughing, standing by the bar or food tables, standing behind a sponsorship table, or are looking around for new people to meet.</p>\r\n\r\n<p><b>2.       </b><b>Tossing business cards on the table. </b></p>\r\n\r\n<p>Some of the sponsors and table hosts can be great to connect with. They usually paid for the sponsorship of the event and are committed to meeting and helping attendees. At this event, I was a table host and I had two people just do a “drive-by:” throw their cards on my table and walk on. Were they in a hurry? Do they do this with other networkers, too? Did they really expect to build a relationship that way?</p>\r\n\r\n<p>I treasure the way Asian cultures handle the business card exchange. To give your business card, you hold yours on one or both top corners and face the card to the other person. To accept their card, receive it on the bottom corners and read it carefully. Then engage in conversation about their role or what brought them to the event.</p>\r\n\r\n<p><b>3.       </b><b>If you’re selling something, the follow up is in your court.</b></p>\r\n\r\n<p>A cool advertising executive I just met, and who knew that I might be interested in his services, handed me his card and said, “Call me if you need anything.”</p>\r\n\r\n<p>There’s an unwritten protocol, folks. Think about it this way. Usually, there is one person who needs something (the “networker”) and another who can possibly help them (the “networkee”). During the event, your role may change. However, when you are clearly the “networker” and seeking some form of support (selling something, needing a job, etc.) it is YOUR job to get the other person’s card and to follow up with them.</p>\r\n\r\n<p><b>4.       </b><b>Stumbling with your elevator pitch.</b></p>\r\n\r\n<p>I witnessed Melissa asking John what he did. His answer was “Well, I’m not sure, which is why I’m here. I’m unhappy with my job so I’m here to find a new one.” Another person at the same event said, “I’m an I.T. geek.”</p>\r\n\r\n<p>Before you go to your next event, write out your elevator pitch. Keep it short, upbeat and compelling. Here’s a quick formula to nail it:</p>\r\n<ol>\r\n	<li>I’m a &lt;current role&gt;…</li>\r\n	<li>…and I’m here to meet people who…&lt;can become clients, are hiring managers, know of opportunities…etc.&gt;</li>\r\n</ol>\r\n<p><b>5.       </b><b>Apologizing for networking.</b></p>\r\n\r\n<p>Sally and I were having a very fruitful conversation that was two-way (she could help me, I could help her). Then, when someone else politely joined our conversation, Sally apologized for taking my time!  I couldn’t help but reply, with a smile, “Why are you apologizing? This is why we are here…to talk!”</p>\r\n\r\n<p>Do you remember the movie <b><i>Jerry McGuire</i></b> when Tom Cruise yelled, “Help me help you”? Please go to networking events knowing that other people go there with the intention of helping you.  Be confident, positive, and engaging. Most importantly, follow up with the people you meet, even if you weren’t sure if they can help you or you can help them.</p>\r\n\r\n<p><strong>These five “odd” behaviors took place throughout the event, and you can avoid them.</strong> Try “wedging in,” handing your card carefully to the other person, follow up quickly and appropriately, have a short succinct elevator pitch, and be confident and engaging.</p>\r\n\r\n<p>Face-to-face networking; now you’re doing it right!</p>','Face-to-Face Networking: You’re Doing It Wrong!','','inherit','open','open','','3441-revision-v1','','','2014-02-17 16:52:37','2014-02-17 16:52:37','',3441,'http://www.danamanciagli.com/set-your-goal/3441-revision-v1/',0,'revision','',0),(3472,1,'2014-03-03 16:14:40','2014-03-03 16:14:40','&nbsp;\r\n\r\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation:   <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon.  Yesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\r\n<p style=\"padding-left: 30px;\"><em>Sarah</em></p>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span>\r\n<ol>\r\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\r\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\r\n</ol>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span>\r\n<ul>\r\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\r\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\r\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\r\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\r\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\r\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-revision-v1','','','2014-03-03 16:14:40','2014-03-03 16:14:40','',3342,'http://www.danamanciagli.com/set-your-goal/3342-revision-v1/',0,'revision','',0),(3492,1,'2014-03-07 22:32:58','2014-03-07 22:32:58','<p>Before you start looking for a mentor, take stock. Establish your career goals and challenges, and list your strengths and weaknesses, as well as the areas with which you need help, advises career consultant Dana Manciagli.\r\nManciagli suggests attending networking events and setting a goal to meet 5 to 10 people who might be good mentors, then researching them further on LinkedIn. Or consider networking online. Groups like Connect , Citi’s group for professional women on LinkedIn, boast over 250,000 members—and give you an instant connection to a wide variety of women from all levels, geographies and industries who may be able to offer you the edge you need to advance.</p>\r\n<p><a target=\"_blank\" href=\"https://www.womenandco.com/article/why-youre-never-too-old-to-be-mentored.jsp?intcmpid=z1_latest_whyyourenevertoooldtobementore\">https://www.womenandco.com/article/why-youre-never-too-old-to-be-mentored</a></p>\r\n','Why You’re Never Too Old to Be Mentored','','publish','closed','closed','','youre-never-old-mentored','','','2014-08-26 10:00:02','2014-08-26 10:00:02','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3492',0,'news-item','',0),(3499,1,'2014-03-16 20:10:34','2014-03-16 20:10:34','','Order &ndash; Mar 16, 2014 @ 08:09 PM','','publish','open','closed','order_532605111f0dc','order-mar-16-2014-0809-pm','','','2014-03-18 16:46:12','2014-03-18 16:46:12','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3499',0,'shop_order','',0),(3467,1,'2014-02-27 18:41:34','2014-02-27 18:41:34','','Order &ndash; Feb 27, 2014 @ 06:41 PM','','publish','open','closed','order_530f86d520e2a','order-feb-27-2014-0641-pm','','','2014-02-27 18:41:34','2014-02-27 18:41:34','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3467',0,'shop_order','',0),(3469,1,'2014-02-28 21:00:37','2014-02-28 21:00:37','','Order &ndash; Feb 28, 2014 @ 09:00 PM','','publish','open','closed','order_5310f8f07f9b5','order-feb-28-2014-0900-pm','','','2014-02-28 21:00:37','2014-02-28 21:00:37','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3469',0,'shop_order','',0),(3470,1,'2014-03-04 20:04:14','2014-03-04 20:04:14','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\n\nA recent report came out on NBC titled, “Are you \'binge working\'? The question is deadly serious.” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.\n\nThe NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.\n\nAfter reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\nIf you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!\n\nWatch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-autosave-v1','','','2014-03-04 20:04:14','2014-03-04 20:04:14','',3414,'http://www.danamanciagli.com/set-your-goal/3414-autosave-v1/',0,'revision','',0),(3484,1,'2014-03-04 20:05:03','2014-03-04 20:05:03','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n\r\nA recent report came out on NBC titled, “<a title=\"NBC News Article about binge working\" href=\"http://www.nbcnews.com/business/careers/are-you-binge-working-question-deadly-serious-n15016\" target=\"_blank\">Are you \'binge working\'? The question is deadly serious.</a>” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.\r\n\r\nThe NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.\r\n\r\nAfter reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\nIf you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!\r\n\r\nWatch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-revision-v1','','','2014-03-04 20:05:03','2014-03-04 20:05:03','',3414,'http://www.danamanciagli.com/set-your-goal/3414-revision-v1/',0,'revision','',0),(3471,1,'2014-03-03 16:14:35','2014-03-03 16:14:35','&nbsp;\n\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\n\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation:   <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span>\n\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon.  Yesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i>\n\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\n\n<em>Sarah</em>\n\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span>\n<ol>\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\n</ol>\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span>\n<ul>\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-autosave-v1','','','2014-03-03 16:14:35','2014-03-03 16:14:35','',3342,'http://www.danamanciagli.com/set-your-goal/3342-autosave-v1/',0,'revision','',0),(3496,1,'2014-03-12 18:13:27','2014-03-12 18:13:27','[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<p style=\"margin-left: 13px;\">4.  Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p ><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-autosave-v1','','','2014-03-12 18:13:27','2014-03-12 18:13:27','',3355,'http://www.danamanciagli.com/set-your-goal/3355-autosave-v1/',0,'revision','',0),(3474,1,'2014-07-02 02:49:09','2014-07-02 02:49:09','[caption id=\"attachment_3475\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg\"><img class=\"size-medium wp-image-3475\" alt=\"Design Your Office Space to Attract and Retain Great Talent\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent-199x300.jpg\" width=\"199\" height=\"300\" /></a> Design Your Office Space to Attract and Retain Great Talent[/caption]\r\n\r\n<p>It’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: <b>attracting talent</b>.</p>\r\n\r\n<p>When your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in?</p>\r\n\r\n<p>And once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even <b>retention</b>. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base.</p>\r\n\r\n<p>“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at <a href=\"http://www.ideapaint.com/\">IdeaPaint</a>. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.”</p>\r\n\r\n<p>Here are three recommendations to consider when designing appealing and effective workspaces:</p>\r\n\r\n<p><b>1.       </b><b>Create choice</b></p>\r\n\r\n<p>According to a <a href=\"http://www.gensler.com/uploads/documents/2013_US_Workplace_Survey_07_15_2013.pdf\">2013 Workplace Survey</a> by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017.</p>\r\n\r\n<p>Just because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses.</p>\r\n\r\n<p>And employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting.</p>\r\n\r\n<p>According to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations.</p>\r\n\r\n<p><b>2.       </b><b>Give them a seat at the table</b></p>\r\n\r\n<p>Good ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base.</p>\r\n\r\n<p>Boston-based energy management company <a href=\"http://www.enernoc.com/\">EnerNOC</a> sought to empower their Millennial workers – roughly 50% of their entire workforce – by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices.</p>\r\n\r\n<p>“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.</p>\r\n\r\n<p>In the <a href=\"http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study\">2012 Global Workforce Survey</a> by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention.</p>\r\n\r\n<p><b>3.       </b><b>Keep them coming back</b></p>\r\n\r\n<p>At the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning.</p>\r\n\r\n<p>Take the <a href=\"http://www.quickenloans.com/about/partner-company\">Quicken Loans Family of Companies’</a> corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, <a href=\"http://dpopculture.com/\">dPOP!</a>, was founded as a result of its build out.</p>\r\n\r\n<p>The space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables.</p>\r\n\r\n<p>“The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”</p>\r\n\r\n<p>Hiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.</p>','Design Your Office Space to Attract and Retain Great Talent','','publish','open','open','','design-office-space-attract-retain-great-talent','','','2014-06-06 21:52:40','2014-06-06 21:52:40','',0,'http://www.danamanciagli.com/?p=3474',0,'post','',0),(3475,1,'2014-03-03 22:14:56','2014-03-03 22:14:56','','Design Your Office Space to Attract and Retain Great Talent','Design Your Office Space to Attract and Retain Great Talent','inherit','open','open','','design-your-office-space-to-attract-and-retain-great-talent','','','2014-03-03 22:14:56','2014-03-03 22:14:56','',3474,'http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg',0,'attachment','image/jpeg',0),(3476,1,'2014-03-03 22:15:31','2014-03-03 22:15:31','[caption id=\"attachment_3475\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg\"><img class=\"size-medium wp-image-3475\" alt=\"Design Your Office Space to Attract and Retain Great Talent\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent-199x300.jpg\" width=\"199\" height=\"300\" /></a> Design Your Office Space to Attract and Retain Great Talent[/caption]\r\n\r\nIt’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: <b>attracting talent</b>.\r\n\r\nWhen your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in?\r\n\r\nAnd once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even <b>retention</b>. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base.\r\n\r\n“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at <a href=\"http://www.ideapaint.com/\">IdeaPaint</a>. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.”\r\n\r\nHere are three recommendations to consider when designing appealing and effective workspaces:\r\n\r\n<b>1.       </b><b>Create choice</b>\r\n\r\nAccording to a <a href=\"http://www.gensler.com/uploads/documents/2013_US_Workplace_Survey_07_15_2013.pdf\">2013 Workplace Survey</a> by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017.\r\n\r\nJust because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses.\r\n\r\nAnd employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting.\r\n\r\nAccording to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations.\r\n\r\n<b>2.       </b><b>Give them a seat at the table</b>\r\n\r\nGood ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base.\r\n\r\nBoston-based energy management company <a href=\"http://www.enernoc.com/\">EnerNOC</a> sought to empower their Millennial workers – roughly 50% of their entire workforce – by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices.\r\n\r\n“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.\r\n\r\nIn the <a href=\"http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study\">2012 Global Workforce Survey</a> by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention.\r\n\r\n<b>3.       </b><b>Keep them coming back</b>\r\n\r\nAt the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning.\r\n\r\nTake the <a href=\"http://www.quickenloans.com/about/partner-company\">Quicken Loans Family of Companies’</a> corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, <a href=\"http://dpopculture.com/\">dPOP!</a>, was founded as a result of its build out.\r\n\r\nThe space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables.\r\n\r\n“The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”\r\n\r\nHiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.','Design Your Office Space to Attract and Retain Great Talent','','inherit','open','open','','3474-revision-v1','','','2014-03-03 22:15:31','2014-03-03 22:15:31','',3474,'http://www.danamanciagli.com/set-your-goal/3474-revision-v1/',0,'revision','',0),(3584,1,'2014-04-22 18:04:23','2014-04-22 18:04:23','','Order &ndash; Apr 22, 2014 @ 06:04 PM','','publish','open','closed','order_5356af211dddd','order-apr-22-2014-0604-pm','','','2014-04-22 18:04:23','2014-04-22 18:04:23','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3584',0,'shop_order','',0),(4139,7636,'2014-09-18 20:23:04','2014-09-18 20:23:04','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n\r\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</p>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n<div class=\"testimonial_container\">\r\n\r\n\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n-- PBWC BOARD CHAIR AND PRESIDENT\r\n\r\nDana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p>\r\n\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n[contact-form-7 id=\"4136\" title=\"Contact Speaker Page\"]\r\n</div>','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:23:04','2014-09-18 20:23:04','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(4137,7636,'2014-09-18 20:21:43','2014-09-18 20:21:43','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n\r\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</p>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n<div class=\"testimonial_container\">\r\n\r\n\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n-- PBWC BOARD CHAIR AND PRESIDENT\r\n\r\nDana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p>\r\n\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n<form id=\"contact_form\" action=\"http://www.danamanciagli.com/speaking_mail.php\" method=\"post\" name=\"contact_form\"><label class=\"label_text\">Name</label><input class=\"form_text_box\" id=\"name\" type=\"text\" name=\"name\" value=\"Name\" onfocus=\"clear_on_focus(this,\'Name\')\" onblur=\"blur_on_focus(this,\'Name\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Your Email</label>\r\n\r\n<input class=\"form_text_box\" id=\"contact_email\" type=\"text\" name=\"contact_email\" value=\"Your Email\" onfocus=\"clear_on_focus(this,\'Your Email\')\" onblur=\"blur_on_focus(this,\'Your Email\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Subject</label>\r\n\r\n<input class=\"form_text_box\" id=\"subject\" type=\"text\" name=\"subject\" value=\"Subject\" onfocus=\"clear_on_focus(this,\'Subject\')\" onblur=\"blur_on_focus(this,\'Subject\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Message</label>\r\n\r\n<textarea class=\"text_area\" id=\"message\" name=\"message\"></textarea>\r\n<div class=\"clear10\"></div>\r\n<!--onclick=\"window.location.href=\'http://www.danamanciagli.com/mediapress/\'\"   -->\r\n\r\n<input class=\"sub_btn\" onclick=\"return validate_js();\" type=\"submit\" name=\"consubmit\" value=\"Submit\" />\r\n\r\n</form></div>\r\n</div>\r\n\r\n[contact-form-7 id=\"4136\" title=\"Contact Speaker Page\"]','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:21:43','2014-09-18 20:21:43','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(3486,1,'2014-05-12 02:58:12','2014-05-12 02:58:12','[caption id=\"attachment_3488\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead.jpg\"><img class=\"size-medium wp-image-3488\" alt=\"Are You Selling Yourself Short?  4 Ways to Get Ahead\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead-199x300.jpg\" width=\"199\" height=\"300\" /></a> Are You Selling Yourself Short? 4 Ways to Get Ahead[/caption]\r\n\r\n<p>In a country brimming with self-confidence, it turns out that Americans are actually selling themselves short, especially in the workplace.  In a recent <a href=\"http://www.sandler.com/content/show/103659\">survey</a> from <b>Sandler Training</b>, four in five Americans believe that “selling yourself” is a key factor in getting ahead in life or business, but almost two-thirds (62%) of us spend an hour or less a day actually doing it.</p>\r\n\r\n<p>It’s not because workers don’t believe in themselves, either! Two out of three workers surveyed say they have the utmost confidence in their selling abilities, while more than half say they can outsell their colleagues or competitors.</p>\r\n\r\n<p>I spoke to Dave Mattson, CEO of <a href=\"http://www.sandler.com\">Sandler Training</a>, to find out why workers spend so little time selling themselves, even though they recognize the importance. “Stereotypically, there’s the notion that salespeople are pushy and a nuisance,” Mattson says. “But, even if ‘sales’ isn’t your official profession, there are palatable ways you should be selling at work.”</p>\r\n\r\n<p>Here are four important ways to sell your ideas – and your overall contributions – at work:</p>\r\n\r\n<p><b>1.       </b><b>Align yourself</b>: In order to successfully sell your ideas at work, passion and conviction alone won’t be enough, Mattson says. Instead, couple them with ideas that support your organization’s mission. “You can’t lose sight of the end goal,” he says. “Know where leadership wants to take the company, and check yourself regularly to make sure you’re in line.”</p>\r\n\r\n<p><b>2.       </b><b>Speak up</b>: Workers these days are somewhat trained to hide behind email, thinking it’s more efficient. “Conversation in person or by phone has the added feedback of a person’s tone, and you can shift your argument according to their reactions,” advises Mattson.</p>\r\n\r\n<p><b>3.       </b><b>Be aware of your brand</b>: Selling at work isn’t just about what you say. According to Mattson, selling yourself should actually be woven into every part of your day. It’s in <a href=\"http://www.bizjournals.com/bizjournals/blog/careermojo/2013/10/newsweek-dress-code.html?page=all\">how you dress</a>, what you choose to become involved in, your general attitude at work, and the conviction and depth of your ideas.  Added up, all of these things create an impression of who you are and what you do.</p>\r\n\r\n<p><b>4.       </b><b>Make it normal</b>: Workers should be careful to avoid selling themselves <i>only</i> at annual review time. A better approach is to be conscious of selling yourself and your contributions on a continual, consistent basis. The worker who is surprised by his or her annual review – either for good or for bad – hasn’t had the right approach. As an employee, you have to put the responsibility on yourself to make sure that those “check-in” conversations happen.  And yes, those should happen face-to-face or via webcam; not via email.  Incorporate your boss’s feedback as you adjust your working habits, your contributions, and the way you sell yourself.</p>\r\n\r\n<p>Your career is yours and yours alone. Nobody – and I mean <i>nobody</i> – cares about your career as much as you do. If you are not selling yourself, no one else will. So why are you putting so little time into it? Challenge yourself to start something new…right now.</p>','Are You Selling Yourself Short? 4 Ways to Get Ahead','','publish','open','open','','selling-short-4-ways-get-ahead','','','2014-04-22 22:01:03','2014-04-22 22:01:03','',0,'http://www.danamanciagli.com/?p=3486',0,'post','',0),(3487,1,'2014-03-05 16:59:20','2014-03-05 16:59:20','In a country brimming with self-confidence, it turns out that Americans are actually selling themselves short, especially in the workplace.  In a recent <a href=\"http://www.sandler.com/content/show/103659\">survey</a> from <b>Sandler Training</b>, four in five Americans believe that “selling yourself” is a key factor in getting ahead in life or business, but almost two-thirds (62%) of us spend an hour or less a day actually doing it.\r\n\r\nIt’s not because workers don’t believe in themselves, either! Two out of three workers surveyed say they have the utmost confidence in their selling abilities, while more than half say they can outsell their colleagues or competitors.\r\n\r\nI spoke to Dave Mattson, CEO of <a href=\"http://www.sandler.com\">Sandler Training</a>, to find out why workers spend so little time selling themselves, even though they recognize the importance. “Stereotypically, there’s the notion that salespeople are pushy and a nuisance,” Mattson says. “But, even if ‘sales’ isn’t your official profession, there are palatable ways you should be selling at work.”\r\n\r\nHere are four important ways to sell your ideas – and your overall contributions – at work:\r\n\r\n<b>1.       </b><b>Align yourself</b>: In order to successfully sell your ideas at work, passion and conviction alone won’t be enough, Mattson says. Instead, couple them with ideas that support your organization’s mission. “You can’t lose sight of the end goal,” he says. “Know where leadership wants to take the company, and check yourself regularly to make sure you’re in line.”\r\n\r\n<b>2.       </b><b>Speak up</b>: Workers these days are somewhat trained to hide behind email, thinking it’s more efficient. “Conversation in person or by phone has the added feedback of a person’s tone, and you can shift your argument according to their reactions,” advises Mattson.\r\n\r\n<b>3.       </b><b>Be aware of your brand</b>: Selling at work isn’t just about what you say. According to Mattson, selling yourself should actually be woven into every part of your day. It’s in <a href=\"http://www.bizjournals.com/bizjournals/blog/careermojo/2013/10/newsweek-dress-code.html?page=all\">how you dress</a>, what you choose to become involved in, your general attitude at work, and the conviction and depth of your ideas.  Added up, all of these things create an impression of who you are and what you do.\r\n\r\n<b>4.       </b><b>Make it normal</b>: Workers should be careful to avoid selling themselves <i>only</i> at annual review time. A better approach is to be conscious of selling yourself and your contributions on a continual, consistent basis. The worker who is surprised by his or her annual review – either for good or for bad – hasn’t had the right approach. As an employee, you have to put the responsibility on yourself to make sure that those “check-in” conversations happen.  And yes, those should happen face-to-face or via webcam; not via email.  Incorporate your boss’s feedback as you adjust your working habits, your contributions, and the way you sell yourself.\r\n\r\nYour career is yours and yours alone. Nobody – and I mean <i>nobody</i> – cares about your career as much as you do. If you are not selling yourself, no one else will. So why are you putting so little time into it? Challenge yourself to start something new…right now.','Are You Selling Yourself Short? 4 Ways to Get Ahead','','inherit','open','open','','3486-revision-v1','','','2014-03-05 16:59:20','2014-03-05 16:59:20','',3486,'http://www.danamanciagli.com/set-your-goal/3486-revision-v1/',0,'revision','',0),(3488,1,'2014-03-05 17:03:06','2014-03-05 17:03:06','','Are You Selling Yourself Short?  4 Ways to Get Ahead','Are You Selling Yourself Short?  4 Ways to Get Ahead','inherit','open','open','','are-you-selling-yourself-short-4-ways-to-get-ahead','','','2014-03-05 17:03:06','2014-03-05 17:03:06','',3486,'http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead.jpg',0,'attachment','image/jpeg',0),(3489,1,'2014-03-05 17:03:40','2014-03-05 17:03:40','[caption id=\"attachment_3488\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead.jpg\"><img class=\"size-medium wp-image-3488\" alt=\"Are You Selling Yourself Short?  4 Ways to Get Ahead\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead-199x300.jpg\" width=\"199\" height=\"300\" /></a> Are You Selling Yourself Short? 4 Ways to Get Ahead[/caption]\r\n\r\nIn a country brimming with self-confidence, it turns out that Americans are actually selling themselves short, especially in the workplace.  In a recent <a href=\"http://www.sandler.com/content/show/103659\">survey</a> from <b>Sandler Training</b>, four in five Americans believe that “selling yourself” is a key factor in getting ahead in life or business, but almost two-thirds (62%) of us spend an hour or less a day actually doing it.\r\n\r\nIt’s not because workers don’t believe in themselves, either! Two out of three workers surveyed say they have the utmost confidence in their selling abilities, while more than half say they can outsell their colleagues or competitors.\r\n\r\nI spoke to Dave Mattson, CEO of <a href=\"http://www.sandler.com\">Sandler Training</a>, to find out why workers spend so little time selling themselves, even though they recognize the importance. “Stereotypically, there’s the notion that salespeople are pushy and a nuisance,” Mattson says. “But, even if ‘sales’ isn’t your official profession, there are palatable ways you should be selling at work.”\r\n\r\nHere are four important ways to sell your ideas – and your overall contributions – at work:\r\n\r\n<b>1.       </b><b>Align yourself</b>: In order to successfully sell your ideas at work, passion and conviction alone won’t be enough, Mattson says. Instead, couple them with ideas that support your organization’s mission. “You can’t lose sight of the end goal,” he says. “Know where leadership wants to take the company, and check yourself regularly to make sure you’re in line.”\r\n\r\n<b>2.       </b><b>Speak up</b>: Workers these days are somewhat trained to hide behind email, thinking it’s more efficient. “Conversation in person or by phone has the added feedback of a person’s tone, and you can shift your argument according to their reactions,” advises Mattson.\r\n\r\n<b>3.       </b><b>Be aware of your brand</b>: Selling at work isn’t just about what you say. According to Mattson, selling yourself should actually be woven into every part of your day. It’s in <a href=\"http://www.bizjournals.com/bizjournals/blog/careermojo/2013/10/newsweek-dress-code.html?page=all\">how you dress</a>, what you choose to become involved in, your general attitude at work, and the conviction and depth of your ideas.  Added up, all of these things create an impression of who you are and what you do.\r\n\r\n<b>4.       </b><b>Make it normal</b>: Workers should be careful to avoid selling themselves <i>only</i> at annual review time. A better approach is to be conscious of selling yourself and your contributions on a continual, consistent basis. The worker who is surprised by his or her annual review – either for good or for bad – hasn’t had the right approach. As an employee, you have to put the responsibility on yourself to make sure that those “check-in” conversations happen.  And yes, those should happen face-to-face or via webcam; not via email.  Incorporate your boss’s feedback as you adjust your working habits, your contributions, and the way you sell yourself.\r\n\r\nYour career is yours and yours alone. Nobody – and I mean <i>nobody</i> – cares about your career as much as you do. If you are not selling yourself, no one else will. So why are you putting so little time into it? Challenge yourself to start something new…right now.','Are You Selling Yourself Short? 4 Ways to Get Ahead','','inherit','open','open','','3486-revision-v1','','','2014-03-05 17:03:40','2014-03-05 17:03:40','',3486,'http://www.danamanciagli.com/set-your-goal/3486-revision-v1/',0,'revision','',0),(3493,1,'2014-03-07 22:31:22','2014-03-07 22:31:22','','		Why You’re Never Too Old to Be Mentored','		Why You’re Never Too Old to Be Mentored\n','inherit','open','open','','womenco_citi','','','2014-03-07 22:31:22','2014-03-07 22:31:22','',3492,'http://www.danamanciagli.com/wp-content/uploads/2014/03/WomenCo_Citi.jpg',0,'attachment','image/jpeg',0),(3494,1,'2014-03-08 02:23:24','2014-03-08 02:23:24','','Order &ndash; Mar 08, 2014 @ 02:23 AM','','publish','open','closed','order_531a7f16e4e5b','order-mar-08-2014-0223-am','','','2014-03-08 02:23:24','2014-03-08 02:23:24','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3494',0,'shop_order','',0),(3495,1,'2014-03-10 16:38:39','2014-03-10 16:38:39','[caption id=\"attachment_3353\" align=\"alignright\" width=\"107\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg\"><img class=\"size-full wp-image-3353\" alt=\"Is Your Job Search Out of Contro?l Free Download Tool to Help\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg\" width=\"107\" height=\"128\" /></a> Is Your Job Search Out of Control? Free Download Tool to Help[/caption]\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">What is your job search like? I’ll bet, like so many others, you’re applying to lots and lots of positions, you’re following up on just a few and only once for those, and you’re not doing “precision networking.” </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Don’t give me the most common job search excuse, “I don’t have time.” Your problem is deeper than that – you don’t have a job search process, no system.</span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">If your next career move is important to you, read on for some help. If it’s just a hobby, don’t bother. <i>But you won’t get the free gift if you don’t read on!</i></span></span></span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why should you be meticulous and organized?</span>\r\n<ul>\r\n	<li>It will speed up the time it takes to land in your next position.</li>\r\n	<li>You may have short notice for a phone or face-to-face interview and you need to prepare.</li>\r\n	<li>You can’t remember who to thank and who to connect with later. All of the contacts you make during the job search should be part of your network.</li>\r\n</ul>\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">For those of you who manage projects at work or home, this may be familiar. Yet, Mary, a professional project manager, wasn’t organizing her job search tasks until she became a client and I put her on a program.  </span></span></span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here’s what you need and it’s so basic and simple, you’ll say, “<i>Why didn’t I think of this?”</i> You need a spreadsheet (Excel) or table (Word) that has the following columns: *</span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">(*Or keep reading to the end of the article and find out how to receive a free downloadable tool.)</span>\r\n<ol>\r\n	<li>Job Opportunity # (I recommend you juggle at least 10 active job opportunities at one time.)</li>\r\n	<li>Company name and website</li>\r\n	<li>Job title, department</li>\r\n	<li>Job posting number</li>\r\n	<li>Job posting web link</li>\r\n	<li>Name of job contact, if available</li>\r\n	<li>Date you applied and how (Company website, LinkedIn, etc.)</li>\r\n	<li>Follow Up: Your next steps</li>\r\n	<li>Other information: who referred you, things you learned, notes</li>\r\n</ol>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then, each row will represent each job opportunity that you either are actively engaged with or will be soon. Once complete, you will have a one-page at-a-glance of your activities and next steps. </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Design it to your liking so you use it. I don’t care if you organize your job search on paper or on your computer; the key is that you do it. </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now that you have your Job Tracker, here are other techniques to build a system or process that will yield results. Because that is what you want, right? Results!</span>\r\n\r\n<b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Tracking your action items </span></b>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\">Let’s say you applied to job opportunity #1 on your job search tracker. Your spreadsheet will show that you applied on January 6. Therefore, the “Next Steps” column should say “Follow up on January 13.” Now, go right to your calendar and add that action item as an appointment with yourself on January 13</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\">. And what about your additional follow up on January 20</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\"> and 27</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\">? Put those in your spreadsheet and on your calendar too so you don’t forget. </span></span></span>\r\n\r\n<b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Storing your job search research</span></b>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why do we humans believe we can remember more than science proves we can? Trust me, you can’t! So all of the great research you are doing on job boards, LinkedIn, company websites, search engines, and more, should be saved in an orderly and easily accessible format. </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I was preparing Jim for his interview yet he had some important information in e-mails, additional information on a computer at home, and more on his tablet. Not good! Pick a place and technology and have it all with you at all times. </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I have networked with countless job seekers in coffee shops and I’ll ask them whom they spoke to at Company XYZ in case I knew them. And, oops, they didn’t have that information with them. </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Is your job search that important…or not? </span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I’m a huge fan of digital notebooks to organize and find all job search information. I have used Microsoft OneNote for my prior job searches and I still use it daily for my business. There are other solutions such as EverNote, SpringPad, Tomboy, and more. You can back up the information in the cloud so you can access it on virtually any device, including your smart phone. </span>\r\n\r\n<span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>NOW FOR THE FREE GIFT: </b>Simply e-mail me at </span></span></span><a href=\"mailto:Dana@DanaManciagli.com\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">Dana@DanaManciagli.com</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> with one job search question, ask for the “tracker,” and I’ll send you my <b><i>Cut the Crap (CTC) Job Tracker</i></b> –  <b>FREE</b> – so you can tame that out-of-control job search, right now!</span>','Is Your Job Search Out of Control? Free Download Tool to Help','','inherit','open','open','','3352-autosave-v1','','','2014-03-10 16:38:39','2014-03-10 16:38:39','',3352,'http://www.danamanciagli.com/set-your-goal/3352-autosave-v1/',0,'revision','',0),(3497,1,'2014-03-12 18:13:44','2014-03-12 18:13:44','[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<p style=\"margin-left: 13px;\">4.  Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p ><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-revision-v1','','','2014-03-12 18:13:44','2014-03-12 18:13:44','',3355,'http://www.danamanciagli.com/set-your-goal/3355-revision-v1/',0,'revision','',0),(3506,1,'2014-03-24 21:17:39','2014-03-24 21:17:39','','Order &ndash; Mar 24, 2014 @ 09:16 PM','','publish','open','closed','order_5330a09836ff8','order-mar-24-2014-0916-pm','','','2014-03-24 21:17:39','2014-03-24 21:17:39','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3506',0,'shop_order','',0),(3660,1,'2014-05-05 16:38:02','2014-05-05 16:38:02','[caption id=\"attachment_3443\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking.jpg\"><img class=\"size-medium wp-image-3443\" alt=\"Face-to-Face Networking; Get it Right!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking-300x198.jpg\" width=\"300\" height=\"198\" /></a> Face-to-Face Networking; Get it Right![/caption]\n\nAre you ready for your next networking event? Before you go don’t make any of these classic bloopers:\n<ul>\n	<li>Arriving late</li>\n	<li>No business cards</li>\n	<li>No name tag (hint: bring your own)</li>\n	<li>Hanging out with people you already know</li>\n</ul>\n<p>Last night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event.</p>\n\n<p><b>1. Interrupting. </b>\n\nRichard was showing me his company’s brochure and we were talking about the prices for his services. Suddenly, Kent walked right up to us, pointed to a table sign and cracked a &lt;terrible&gt; joke. He stayed around a little while, then left. Richard and I tried to get back on track.\n\nYou need to “wedge in” to small groups of total strangers. Read the non-verbal clues and select those who are laughing, standing by the bar or food tables, standing behind a sponsorship table, or are looking around for new people to meet.\n\n<b>2.       </b><b>Tossing business cards on the table. </b>\n\nSome of the sponsors and table hosts can be great to connect with. They usually paid for the sponsorship of the event and are committed to meeting and helping attendees. At this event, I was a table host and I had two people just do a “drive-by:” throw their cards on my table and walk on. Were they in a hurry? Do they do this with other networkers, too? Did they really expect to build a relationship that way?\n\nI treasure the way Asian cultures handle the business card exchange. To give your business card, you hold yours on one or both top corners and face the card to the other person. To accept their card, receive it on the bottom corners and read it carefully. Then engage in conversation about their role or what brought them to the event.\n\n<b>3.       </b><b>If you’re selling something, the follow up is in your court.</b>\n\nA cool advertising executive I just met, and who knew that I might be interested in his services, handed me his card and said, “Call me if you need anything.”\n\nThere’s an unwritten protocol, folks. Think about it this way. Usually, there is one person who needs something (the “networker”) and another who can possibly help them (the “networkee”). During the event, your role may change. However, when you are clearly the “networker” and seeking some form of support (selling something, needing a job, etc.) it is YOUR job to get the other person’s card and to follow up with them.\n\n<b>4.       </b><b>Stumbling with your elevator pitch.</b>\n\nI witnessed Melissa asking John what he did. His answer was “Well, I’m not sure, which is why I’m here. I’m unhappy with my job so I’m here to find a new one.” Another person at the same event said, “I’m an I.T. geek.”\n\nBefore you go to your next event, write out your elevator pitch. Keep it short, upbeat and compelling. Here’s a quick formula to nail it:\n<ol>\n	<li>I’m a &lt;current role&gt;…</li>\n	<li>…and I’m here to meet people who…&lt;can become clients, are hiring managers, know of opportunities…etc.&gt;</li>\n</ol>\n<b>5.       </b><b>Apologizing for networking.</b>\n\nSally and I were having a very fruitful conversation that was two-way (she could help me, I could help her). Then, when someone else politely joined our conversation, Sally apologized for taking my time!  I couldn’t help but reply, with a smile, “Why are you apologizing? This is why we are here…to talk!”\n\nDo you remember the movie <b><i>Jerry McGuire</i></b> when Tom Cruise yelled, “Help me help you”? Please go to networking events knowing that other people go there with the intention of helping you.  Be confident, positive, and engaging. Most importantly, follow up with the people you meet, even if you weren’t sure if they can help you or you can help them.\n\n<strong>These five “odd” behaviors took place throughout the event, and you can avoid them.</strong> Try “wedging in,” handing your card carefully to the other person, follow up quickly and appropriately, have a short succinct elevator pitch, and be confident and engaging.\n\nFace-to-face networking; now you’re doing it right!','Face-to-Face Networking: You’re Doing It Wrong!','','inherit','open','open','','3441-autosave-v1','','','2014-05-05 16:38:02','2014-05-05 16:38:02','',3441,'http://www.danamanciagli.com/set-your-goal/3441-autosave-v1/',0,'revision','',0),(3576,1,'2014-04-21 17:46:16','2014-04-21 17:46:16','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\n\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\n\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\n\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\n\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\n\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\n\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\n\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\n\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\n\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\n\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\n\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:\n<p style=\"padding-left: 30px;\">#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\n<p style=\"padding-left: 30px;\">#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\n<p style=\"padding-left: 30px;\">#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”</p>\n<b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:\n<ul>\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\n</ul>\nThere are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-autosave-v1','','','2014-04-21 17:46:16','2014-04-21 17:46:16','',3433,'http://www.danamanciagli.com/set-your-goal/3433-autosave-v1/',0,'revision','',0),(3954,1,'2014-08-26 05:26:38','2014-08-26 05:26:38','','Media','','inherit','open','open','','15-revision-v1','','','2014-08-26 05:26:38','2014-08-26 05:26:38','',15,'http://www.danamanciagli.com/15-revision-v1/',0,'revision','',0),(3508,1,'2014-03-31 18:49:48','2014-03-31 18:49:48','','Order &ndash; Mar 31, 2014 @ 06:49 PM','','publish','open','closed','order_5339b8c739eaa','order-mar-31-2014-0649-pm','','','2014-03-31 18:49:48','2014-03-31 18:49:48','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3508',0,'shop_order','',0),(3553,1,'2014-04-17 01:44:43','2014-04-17 01:44:43','','Order &ndash; Apr 17, 2014 @ 01:44 AM','','publish','open','closed','order_534f320681b5d','order-apr-17-2014-0144-am','','','2014-04-17 01:44:43','2014-04-17 01:44:43','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3553',0,'shop_order','',0),(3530,1,'2014-04-14 20:06:20','2014-04-14 20:06:20','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg\"><img class=\"alignright size-medium wp-image-3411\" alt=\"Enough Already_ No More Career Cliches\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches-199x300.jpg\" width=\"199\" height=\"300\" /></a>\r\n\r\n<p>I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!</p>\r\n\r\n<p>Job seekers and employees seeking to get promoted internally are overusing buzzwords and tired descriptors with the hope that they will magically get the attention of their audience.</p>\r\n\r\n<p>Well, guess what? They are boring, uninspiring, and a turn-off. Enough already!</p>\r\n\r\n<p>Time for a pop quiz. Have you used any of these lately?\r\n<ul>\r\n	<li>Team player</li>\r\n	<li>Results driven</li>\r\n	<li>Fire in the belly</li>\r\n	<li>Excellent leadership skills</li>\r\n	<li>Great organizational skills</li>\r\n	<li>Work well autonomously</li>\r\n	<li>Self-starter</li>\r\n	<li>Ability to prioritize</li>\r\n	<li>Customer-focused</li>\r\n</ul>\r\n… I could go on and on, but I think you get the drift.</p>\r\n\r\n<p>It’s not the words themselves that are the problem; it is that they have no value when used alone. Comments like these in résumés are empty. They have no meaning. No credibility.</p>\r\n\r\n<p>I have seen as many as twenty – or more – listed at the top in a candidate’s “executive summary.” It’s a waste of real estate on the page and can quickly get you tossed into the “no” pile.</p>\r\n\r\n<p>These are not the key words that recruiters and hiring companies are looking for! As a matter of fact, many of these clichés are really just “tickets to play” or basic skills you need to have if you are going to be successful in the job you are applying for.  And if you are hoping to get found with those words when a recruiter does a key word search, wrong again.</p>\r\n\r\n<p>Here is an exercise to check yourself on the importance of the skill sets you are highlighting. Read each phrase and ask yourself “versus the opposite?”  For example, “I am a team player” as opposed to “a loner who doesn’t work well with others.” “I am customer-focused” rather than “someone who thinks customers should go pound sand.” Now you see exactly how basic – and empty – these descriptions are.</p>\r\n\r\n<p><b>If you’re going to use the phrases, make them relevant and important.</b></p>\r\n\r\n<p>Try to think of these words and how they have been applied in your career. Look at your current and past positions, reflect on your experiences, and identify real examples for each term.  Most importantly, can you measure your success using quantifiable metrics for each of them?</p>\r\n\r\n<p>Here’s how you might use them instead:</p>\r\n<p style=\"padding-left: 30px;\"><b>Attention to Detail </b><br><br>At XYZ Company, I detected an error in a financial system, which saved the company $350,000 when the problem was corrected.</p>\r\n<p style=\"padding-left: 30px;\"><b>Time Management</b><br><br>\r\nI was recognized by management for my ability to manage a high volume of projects across several product lines with no sacrifice to quality.</p>\r\n<p style=\"padding-left: 30px;\"><b>Customer Service/Sales</b><br><br>\r\nI exceeded my sales quota by 48% by providing a consistently high level of service to customers, and up-selling to enterprise-grade products.</p>\r\n<p style=\"padding-left: 30px;\"><b>Problem Solver</b><br><br>\r\nI deployed a new accounting software program that reduced accounting errors by 89% in the first year.</p>\r\n<p style=\"padding-left: 30px;\"><b>Analytical</b><br><br>\r\nI analyzed our various company-wide courier services and negotiated better rates with a main supplier that reduced costs by 25%.</p>\r\n<p>Can you see how you have given these statements meaning and how credible they sound with a little more detail? The next time you’re tempted to include these sorts of qualities and skills in your résumé, make sure you have an example to back each one up.</p>\r\n\r\n<p>Please comment, add your suggestions and ask questions at any time!</p>','Enough Already! No More Career Clichés!','','inherit','open','open','','3409-autosave-v1','','','2014-04-14 20:06:20','2014-04-14 20:06:20','',3409,'http://www.danamanciagli.com/set-your-goal/3409-autosave-v1/',0,'revision','',0),(3510,1,'2014-05-19 02:07:13','2014-05-19 02:07:13','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/I-just-got-a-job-Now-What.jpg\"><img class=\"alignright size-medium wp-image-3512\" alt=\"I just got a job - Now What\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/I-just-got-a-job-Now-What-300x199.jpg\" width=\"300\" height=\"199\" /></a>It’s probably been a while since your last “First day on the job” or maybe you don’t have fond memories of your first months in earlier jobs. The first 30, 60, and 90 days are key to establish a positive perception, to build trusting relationships, and to learn the maximum amount. Since I have started many new roles in my 30 years AND helped onboard my new employees when I was a manager, here are my recommendations:\r\n\r\n<b>Partner with your manager.</b><b></b>\r\n<ul>\r\n	<li>Be sure you meet with your hiring manager right away and ask them to answer any questions you have so you can outline your first week on the job with great clarity.</li>\r\n	<li>Let them know you would like to engage in a great on-board program so you need to know the following: key people you need to meet to learn what they do, meetings you can attend as an observer, and the names of people you should be going to lunch with to begin internal networking.</li>\r\n	<li>If you are shadowing, bring a pen and paper (so you can keep eye contact rather than typing on a tablet or laptop), listen attentively, take notes and write down questions you can ask later when it may be more convenient. YOU schedule the follow up with the person you shadowed.</li>\r\n	<li>If you are in training, take notes and write a brief summary to take back to your hiring manager.</li>\r\n</ul>\r\n<p style=\"padding-left: 30px;\"> Although it’s really your manager’s responsibility to provide new hires with a strong on-board program, it is seldom done. So, drive your <i>own</i> on-board process and draw out the elements from your manager.</p>\r\n<b>Exhibit excellent communication and work ethic skills immediately.</b>\r\n<ul>\r\n	<li>Be on time or early. As a hiring manager, it was frustrating to have my new hire late “due to traffic” during the first week.</li>\r\n	<li>Dress more formally and let people say, “You can dress more casually.” Then smile.</li>\r\n	<li>Be prepared… always have pad and pen in hand, take notes, and keep the notes organized so you can refer to them later.</li>\r\n	<li>Be proactive in your communications. You can do short bullet-point e-mails to your manager, sharing what your day looked like and what you learned.</li>\r\n	<li>Send e-mail thank you notes to every person you meet with and close by asking them if you can set up another meeting when you learn more.</li>\r\n</ul>\r\n<b>Maintain flexibility and adaptability. </b>\r\n\r\nA brand new boss, brand new tasks, and a brand new workplace call for some adjusting. What can you do to make sure you transition smoothly and show that you’re flexible enough to succeed in this new environment?\r\n<ul>\r\n	<li>Get your technology working early. Some new hires fumble around getting up to speed on the e-mails they should be seeing and meeting invites they should be getting. Ask for help.</li>\r\n	<li>Keep a list of all of requests you get – big or small – and don’t let anything drop.</li>\r\n	<li>Offer to help a co-worker, your boss, or a virtual team member.</li>\r\n</ul>\r\n<b>Interacting with your new coworkers. </b>\r\n\r\nHow do you join the new social structure? Is it best to hang back and observe office relationships or jump in on the first day? Should you wait to be approached or do the approaching? How do you handle your new job on social media?\r\n<ul>\r\n	<li>Structure your own “<em>Listening Tour</em>” and call it that when you ask for meetings.\r\n<ul>\r\n	<li>In the meeting invitations you send say something like, “Joe, I’m new to the team and am conducting a ‘listening tour’ to learn in a quick and efficient way. I am eager to learn about your background, your role here, and how we can work together.”</li>\r\n	<li>Prepare questions in advance; ask for an hour but if all they can give you is 30 minutes, adjust your questions and expectations.</li>\r\n	<li>Bring a pen and paper (computers prevent human interaction) and take lots of notes.  LISTEN only. It’s not your time to debate something or share your knowledge on any topic.</li>\r\n	<li>Ask what materials you should be reading or websites you should visit.</li>\r\n	<li>Send a thank you note, summarizing what you learned from your meeting.</li>\r\n	<li>Summarize all of your notes and send a report to your boss, inviting him/her to share it, as appropriate.</li>\r\n</ul>\r\n</li>\r\n	<li>DO smile when you walk down the halls.</li>\r\n	<li>DO stop people, introduce yourself, and ask them what they do. Write it down… trust me, you won’t remember!  Whether they are a vice president or an administrative assistant, they are of equal importance to your success.</li>\r\n</ul>\r\n<b>What not to do during your first day, week, month. </b>\r\n\r\nAt your old job, you may have been allowed to make personal phone calls, listen to music through your headphones, and relax on punctuality. That was then, this is now…\r\n<ul>\r\n	<li>Don’t be late.</li>\r\n	<li>Don’t use your computer for personal business.</li>\r\n	<li>Don’t wear a headset – unless you have a job as a telephone representative! It sends the message you don’t want to engage with people.</li>\r\n	<li>Don’t close your door if you have one, unless you are in a meeting.</li>\r\n	<li>Try not to be the first to leave or make a big deal about having to leave early to pick up a child at day care, for example.</li>\r\n	<li>Don’t eat lunch alone; invite people to lunch to get to know them.</li>\r\n	<li>Don’t do too many “drive-bys” of people’s offices to ask them questions. They are busy too!</li>\r\n</ul>\r\nYou all know the phrase “perceptions are reality” and a great manager of mine taught me that a negative perception has a long “tail.” In other words, it takes longer to unwind a negative perception than it does to build a positive one.  So start off your new job with your best foot forward.\r\n\r\nAnd celebrate your new job, too!  <em><strong>Congratulations!</strong></em>','I just got a new job! Now what?','','publish','open','open','','just-got-new-job-now','','','2014-04-22 22:08:52','2014-04-22 22:08:52','',0,'http://www.danamanciagli.com/?p=3510',0,'post','',0),(3511,1,'2014-04-03 15:38:03','2014-04-03 15:38:03','It’s probably been a while since your last “First day on the job” or maybe you don’t have fond memories of your first months in earlier jobs. The first 30, 60, and 90 days are key to establish a positive perception, to build trusting relationships, and to learn the maximum amount. Since I have started many new roles in my 30 years AND helped onboard my new employees when I was a manager, here are my recommendations:\r\n\r\n<b>Partner with your manager.</b><b></b>\r\n<ul>\r\n	<li>Be sure you meet with your hiring manager right away and ask them to answer any questions you have so you can outline your first week on the job with great clarity.</li>\r\n	<li>Let them know you would like to engage in a great on-board program so you need to know the following: key people you need to meet to learn what they do, meetings you can attend as an observer, and the names of people you should be going to lunch with to begin internal networking.</li>\r\n	<li>If you are shadowing, bring a pen and paper (so you can keep eye contact rather than typing on a tablet or laptop), listen attentively, take notes and write down questions you can ask later when it may be more convenient. YOU schedule the follow up with the person you shadowed.</li>\r\n	<li>If you are in training, take notes and write a brief summary to take back to your hiring manager.</li>\r\n</ul>\r\n<p style=\"padding-left: 30px;\"> Although it’s really your manager’s responsibility to provide new hires with a strong on-board program, it is seldom done. So, drive your <i>own</i> on-board process and draw out the elements from your manager.</p>\r\n<b>Exhibit excellent communication and work ethic skills immediately.</b>\r\n<ul>\r\n	<li>Be on time or early. As a hiring manager, it was frustrating to have my new hire late “due to traffic” during the first week.</li>\r\n	<li>Dress more formally and let people say, “You can dress more casually.” Then smile.</li>\r\n	<li>Be prepared… always have pad and pen in hand, take notes, and keep the notes organized so you can refer to them later.</li>\r\n	<li>Be proactive in your communications. You can do short bullet-point e-mails to your manager, sharing what your day looked like and what you learned.</li>\r\n	<li>Send e-mail thank you notes to every person you meet with and close by asking them if you can set up another meeting when you learn more.</li>\r\n</ul>\r\n<b>Maintain flexibility and adaptability. </b>\r\n\r\nA brand new boss, brand new tasks, and a brand new workplace call for some adjusting. What can you do to make sure you transition smoothly and show that you’re flexible enough to succeed in this new environment?\r\n<ul>\r\n	<li>Get your technology working early. Some new hires fumble around getting up to speed on the e-mails they should be seeing and meeting invites they should be getting. Ask for help.</li>\r\n	<li>Keep a list of all of requests you get – big or small – and don’t let anything drop.</li>\r\n	<li>Offer to help a co-worker, your boss, or a virtual team member.</li>\r\n</ul>\r\n<b>Interacting with your new coworkers. </b>\r\n\r\nHow do you join the new social structure? Is it best to hang back and observe office relationships or jump in on the first day? Should you wait to be approached or do the approaching? How do you handle your new job on social media?\r\n<ul>\r\n	<li>Structure your own “<em>Listening Tour</em>” and call it that when you ask for meetings.\r\n<ul>\r\n	<li>In the meeting invitations you send say something like, “Joe, I’m new to the team and am conducting a ‘listening tour’ to learn in a quick and efficient way. I am eager to learn about your background, your role here, and how we can work together.”</li>\r\n	<li>Prepare questions in advance; ask for an hour but if all they can give you is 30 minutes, adjust your questions and expectations.</li>\r\n	<li>Bring a pen and paper (computers prevent human interaction) and take lots of notes.  LISTEN only. It’s not your time to debate something or share your knowledge on any topic.</li>\r\n	<li>Ask what materials you should be reading or websites you should visit.</li>\r\n	<li>Send a thank you note, summarizing what you learned from your meeting.</li>\r\n	<li>Summarize all of your notes and send a report to your boss, inviting him/her to share it, as appropriate.</li>\r\n</ul>\r\n</li>\r\n	<li>DO smile when you walk down the halls.</li>\r\n	<li>DO stop people, introduce yourself, and ask them what they do. Write it down… trust me, you won’t remember!  Whether they are a vice president or an administrative assistant, they are of equal importance to your success.</li>\r\n</ul>\r\n<b>What not to do during your first day, week, month. </b>\r\n\r\nAt your old job, you may have been allowed to make personal phone calls, listen to music through your headphones, and relax on punctuality. That was then, this is now…\r\n<ul>\r\n	<li>Don’t be late.</li>\r\n	<li>Don’t use your computer for personal business.</li>\r\n	<li>Don’t wear a headset – unless you have a job as a telephone representative! It sends the message you don’t want to engage with people.</li>\r\n	<li>Don’t close your door if you have one, unless you are in a meeting.</li>\r\n	<li>Try not to be the first to leave or make a big deal about having to leave early to pick up a child at day care, for example.</li>\r\n	<li>Don’t eat lunch alone; invite people to lunch to get to know them.</li>\r\n	<li>Don’t do too many “drive-bys” of people’s offices to ask them questions. They are busy too!</li>\r\n</ul>\r\nYou all know the phrase “perceptions are reality” and a great manager of mine taught me that a negative perception has a long “tail.” In other words, it takes longer to unwind a negative perception than it does to build a positive one.  So start off your new job with your best foot forward.\r\n\r\nAnd celebrate your new job, too!  <em><strong>Congratulations!</strong></em>','I just got a new job! Now what?','','inherit','open','open','','3510-revision-v1','','','2014-04-03 15:38:03','2014-04-03 15:38:03','',3510,'http://www.danamanciagli.com/set-your-goal/3510-revision-v1/',0,'revision','',0),(3512,1,'2014-04-03 15:41:53','2014-04-03 15:41:53','It’s probably been a while since your last “First day on the job” or maybe you don’t have fond memories of your first months in earlier jobs. The first 30, 60, and 90 days are key to establish a positive perception, to build trusting relationships, and to learn the maximum amount. Since I have started many new roles in my 30 years AND helped onboard my new employees when I was a manager, here are my recommendations: ','I just got a job! Now What?','I just got a job! Now What?','inherit','open','open','','i-just-got-a-job-now-what','','','2014-04-03 15:41:53','2014-04-03 15:41:53','',3510,'http://www.danamanciagli.com/wp-content/uploads/2014/04/I-just-got-a-job-Now-What.jpg',0,'attachment','image/jpeg',0),(3513,1,'2014-04-03 15:43:02','2014-04-03 15:43:02','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/I-just-got-a-job-Now-What.jpg\"><img class=\"alignright size-medium wp-image-3512\" alt=\"I just got a job - Now What\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/I-just-got-a-job-Now-What-300x199.jpg\" width=\"300\" height=\"199\" /></a>It’s probably been a while since your last “First day on the job” or maybe you don’t have fond memories of your first months in earlier jobs. The first 30, 60, and 90 days are key to establish a positive perception, to build trusting relationships, and to learn the maximum amount. Since I have started many new roles in my 30 years AND helped onboard my new employees when I was a manager, here are my recommendations:\r\n\r\n<b>Partner with your manager.</b><b></b>\r\n<ul>\r\n	<li>Be sure you meet with your hiring manager right away and ask them to answer any questions you have so you can outline your first week on the job with great clarity.</li>\r\n	<li>Let them know you would like to engage in a great on-board program so you need to know the following: key people you need to meet to learn what they do, meetings you can attend as an observer, and the names of people you should be going to lunch with to begin internal networking.</li>\r\n	<li>If you are shadowing, bring a pen and paper (so you can keep eye contact rather than typing on a tablet or laptop), listen attentively, take notes and write down questions you can ask later when it may be more convenient. YOU schedule the follow up with the person you shadowed.</li>\r\n	<li>If you are in training, take notes and write a brief summary to take back to your hiring manager.</li>\r\n</ul>\r\n<p style=\"padding-left: 30px;\"> Although it’s really your manager’s responsibility to provide new hires with a strong on-board program, it is seldom done. So, drive your <i>own</i> on-board process and draw out the elements from your manager.</p>\r\n<b>Exhibit excellent communication and work ethic skills immediately.</b>\r\n<ul>\r\n	<li>Be on time or early. As a hiring manager, it was frustrating to have my new hire late “due to traffic” during the first week.</li>\r\n	<li>Dress more formally and let people say, “You can dress more casually.” Then smile.</li>\r\n	<li>Be prepared… always have pad and pen in hand, take notes, and keep the notes organized so you can refer to them later.</li>\r\n	<li>Be proactive in your communications. You can do short bullet-point e-mails to your manager, sharing what your day looked like and what you learned.</li>\r\n	<li>Send e-mail thank you notes to every person you meet with and close by asking them if you can set up another meeting when you learn more.</li>\r\n</ul>\r\n<b>Maintain flexibility and adaptability. </b>\r\n\r\nA brand new boss, brand new tasks, and a brand new workplace call for some adjusting. What can you do to make sure you transition smoothly and show that you’re flexible enough to succeed in this new environment?\r\n<ul>\r\n	<li>Get your technology working early. Some new hires fumble around getting up to speed on the e-mails they should be seeing and meeting invites they should be getting. Ask for help.</li>\r\n	<li>Keep a list of all of requests you get – big or small – and don’t let anything drop.</li>\r\n	<li>Offer to help a co-worker, your boss, or a virtual team member.</li>\r\n</ul>\r\n<b>Interacting with your new coworkers. </b>\r\n\r\nHow do you join the new social structure? Is it best to hang back and observe office relationships or jump in on the first day? Should you wait to be approached or do the approaching? How do you handle your new job on social media?\r\n<ul>\r\n	<li>Structure your own “<em>Listening Tour</em>” and call it that when you ask for meetings.\r\n<ul>\r\n	<li>In the meeting invitations you send say something like, “Joe, I’m new to the team and am conducting a ‘listening tour’ to learn in a quick and efficient way. I am eager to learn about your background, your role here, and how we can work together.”</li>\r\n	<li>Prepare questions in advance; ask for an hour but if all they can give you is 30 minutes, adjust your questions and expectations.</li>\r\n	<li>Bring a pen and paper (computers prevent human interaction) and take lots of notes.  LISTEN only. It’s not your time to debate something or share your knowledge on any topic.</li>\r\n	<li>Ask what materials you should be reading or websites you should visit.</li>\r\n	<li>Send a thank you note, summarizing what you learned from your meeting.</li>\r\n	<li>Summarize all of your notes and send a report to your boss, inviting him/her to share it, as appropriate.</li>\r\n</ul>\r\n</li>\r\n	<li>DO smile when you walk down the halls.</li>\r\n	<li>DO stop people, introduce yourself, and ask them what they do. Write it down… trust me, you won’t remember!  Whether they are a vice president or an administrative assistant, they are of equal importance to your success.</li>\r\n</ul>\r\n<b>What not to do during your first day, week, month. </b>\r\n\r\nAt your old job, you may have been allowed to make personal phone calls, listen to music through your headphones, and relax on punctuality. That was then, this is now…\r\n<ul>\r\n	<li>Don’t be late.</li>\r\n	<li>Don’t use your computer for personal business.</li>\r\n	<li>Don’t wear a headset – unless you have a job as a telephone representative! It sends the message you don’t want to engage with people.</li>\r\n	<li>Don’t close your door if you have one, unless you are in a meeting.</li>\r\n	<li>Try not to be the first to leave or make a big deal about having to leave early to pick up a child at day care, for example.</li>\r\n	<li>Don’t eat lunch alone; invite people to lunch to get to know them.</li>\r\n	<li>Don’t do too many “drive-bys” of people’s offices to ask them questions. They are busy too!</li>\r\n</ul>\r\nYou all know the phrase “perceptions are reality” and a great manager of mine taught me that a negative perception has a long “tail.” In other words, it takes longer to unwind a negative perception than it does to build a positive one.  So start off your new job with your best foot forward.\r\n\r\nAnd celebrate your new job, too!  <em><strong>Congratulations!</strong></em>','I just got a new job! Now what?','','inherit','open','open','','3510-revision-v1','','','2014-04-03 15:43:02','2014-04-03 15:43:02','',3510,'http://www.danamanciagli.com/set-your-goal/3510-revision-v1/',0,'revision','',0),(4140,7636,'2014-09-18 20:25:44','2014-09-18 20:25:44','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n\r\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</p>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n<div class=\"testimonial_container\">\r\n\r\n\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n-- PBWC BOARD CHAIR AND PRESIDENT\r\n\r\nDana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p>\r\n\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n[contact-form-7 id=\"4136\" title=\"Contact Speaker Page\"]\r\n</div>','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:25:44','2014-09-18 20:25:44','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(4138,7636,'2014-09-18 20:22:33','2014-09-18 20:22:33','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n\r\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</p>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n<div class=\"testimonial_container\">\r\n\r\n\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n-- PBWC BOARD CHAIR AND PRESIDENT\r\n\r\nDana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p>\r\n\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n[contact-form-7 id=\"4136\" title=\"Contact Speaker Page\"]','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:22:33','2014-09-18 20:22:33','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(4135,7636,'2014-09-18 20:18:31','2014-09-18 20:18:31','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n\r\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</p>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n<div class=\"testimonial_container\">\r\n\r\n\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n-- PBWC BOARD CHAIR AND PRESIDENT\r\n\r\nDana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p>\r\n\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n<form id=\"contact_form\" action=\"http://www.danamanciagli.com/speaking_mail.php\" method=\"post\" name=\"contact_form\"><label class=\"label_text\">Name</label><input class=\"form_text_box\" id=\"name\" type=\"text\" name=\"name\" value=\"Name\" onfocus=\"clear_on_focus(this,\'Name\')\" onblur=\"blur_on_focus(this,\'Name\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Your Email</label>\r\n\r\n<input class=\"form_text_box\" id=\"contact_email\" type=\"text\" name=\"contact_email\" value=\"Your Email\" onfocus=\"clear_on_focus(this,\'Your Email\')\" onblur=\"blur_on_focus(this,\'Your Email\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Subject</label>\r\n\r\n<input class=\"form_text_box\" id=\"subject\" type=\"text\" name=\"subject\" value=\"Subject\" onfocus=\"clear_on_focus(this,\'Subject\')\" onblur=\"blur_on_focus(this,\'Subject\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Message</label>\r\n\r\n<textarea class=\"text_area\" id=\"message\" name=\"message\"></textarea>\r\n<div class=\"clear10\"></div>\r\n<!--onclick=\"window.location.href=\'http://www.danamanciagli.com/mediapress/\'\"   -->\r\n\r\n<input class=\"sub_btn\" onclick=\"return validate_js();\" type=\"submit\" name=\"consubmit\" value=\"Submit\" />\r\n\r\n</form></div>\r\n</div>\r\n\r\n[contact-form-7 id=\"4\" title=\"Contact Form\"]','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:18:31','2014-09-18 20:18:31','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(4130,7636,'2014-09-18 20:30:07','2014-09-18 20:30:07','[raw_html_snippet id=\"danavid401\"]\n\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\n\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\n\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\n\n<p>She is the author of </p>\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\n\n\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\n</p>\n<div class=\"clear20\"></div>\n<div class=\"mid_border\"></div>\n<div class=\"clear15\"></div>\n<div class=\"container\">\n<h3 class=\"coloured_head\">Experience Dana:</h3>\n[raw_html_snippet id=\"danavid402_embedvim\"]\n<div class=\"clear20\"></div>\n<div class=\"mid_border\"></div>\n<div class=\"clear15\"></div>\n<h3 class=\"coloured_head\">More Dana:</h3>\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\n<div class=\"dana_article fleft\">\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\n\n<div class=\"clear10\"></div>\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\n<div class=\"clear10\"></div>\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\n<div class=\"clear\"></div>\n</div>\n<div class=\"clear10\"></div>\n<div class=\"mid_border\"></div>\n<h3 class=\"coloured_head fright\">5 Speaking Topics:</h3>\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\n\n<div class=\"clear\"></div>\n<div class=\"accrd_container\">\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\n\n<div class=\"clear\"></div>\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\n\n<ul>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\n</li>\n</ul>\n</div>\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\n\n<div class=\"clear\"></div>\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\n\n<ul>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\n</li>\n</ul>\n</div>\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\n<div class=\"accordion-content\">\n\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\n<div class=\"clear\"></div>\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\n\n<ul>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\n</li>\n</ul>\n</div>\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\n\n<div class=\"clear\"></div>\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\n\n<ul>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\n</li>\n</ul>\n</div>\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\n\n<div class=\"clear\"></div>\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\n\n<ul>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\n</li>\n	<li>\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\n</li>\n</ul>\n</div>\n</div>\n<div class=\"clear20\"></div>\n<div class=\"mid_border\"></div>\n<h3 class=\"coloured_head\">Testimonial:</h3>\n\n\n\n<blockquote>\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\n\n<p class=\"authour coloured\">- PBWC BOARD CHAIR AND PRESIDENT</blockquote>\n\n\n<blockquote>Dana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p></blockquote>\n\n\n<div class=\"clear10\"></div>\n<div class=\"mid_border\"></div>\n\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\nContact Us\n\n[contact-form-7 id=\"4136\" title=\"Contact Speaker Page\"]\n</div>','Speaking','','inherit','open','open','','11-autosave-v1','','','2014-09-18 20:30:07','2014-09-18 20:30:07','',11,'http://www.danamanciagli.com/11-autosave-v1/',0,'revision','',0),(3528,1,'2014-04-11 15:14:52','2014-04-11 15:14:52','','Order &ndash; Apr 11, 2014 @ 03:12 PM','','publish','open','closed','order_5348066c0204a','order-apr-11-2014-0312-pm','','','2014-04-11 15:14:52','2014-04-11 15:14:52','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3528',0,'shop_order','',0),(3531,2051,'2014-04-14 22:25:50','2014-04-14 22:25:50','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-0-e1397507603939.png\">[wpdm_file id=18]<img class=\"aligncenter size-full wp-image-3536\" alt=\"DanaManciagli_ RecruiterProposal_041014B-0\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-0-e1397507603939.png\" width=\"600\" height=\"776\" /></a>\r\n\r\n<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-1-e1397507669868.png\"><img class=\"aligncenter size-full wp-image-3537\" alt=\"DanaManciagli_ RecruiterProposal_041014B-1\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-1-e1397507669868.png\" width=\"600\" height=\"776\" /></a>\r\n\r\n<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-2-e1397507719613.png\"><img class=\"aligncenter size-full wp-image-3538\" alt=\"DanaManciagli_ RecruiterProposal_041014B-2\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-2-e1397507719613.png\" width=\"600\" height=\"776\" /></a>\r\n\r\n<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-3-e1397507761560.png\"><img class=\"aligncenter size-full wp-image-3539\" alt=\"DanaManciagli_ RecruiterProposal_041014B-3\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/DanaManciagli_-RecruiterProposal_041014B-3-e1397507761560.png\" width=\"600\" height=\"776\" /></a>\r\n\r\n[contact-form-7 id=\"3548\" title=\"Candidate Preparation Leads\"]\r\n\r\n&nbsp;\r\n\r\n&nbsp;','Candidate Preparation - Recruiter Program','','trash','open','open','','candidate-preparation','','','2014-09-07 03:16:43','2014-09-07 03:16:43','',0,'http://www.danamanciagli.com/?page_id=3531',0,'page','',0),(3532,1,'2014-04-14 20:01:17','2014-04-14 20:01:17','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg\"><img class=\"alignright size-medium wp-image-3411\" alt=\"Enough Already_ No More Career Cliches\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches-199x300.jpg\" width=\"199\" height=\"300\" /></a>\r\n\r\n<p>I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!</p>\r\n\r\n<p>Job seekers and employees seeking to get promoted internally are overusing buzzwords and tired descriptors with the hope that they will magically get the attention of their audience.</p>\r\n\r\n<p>Well, guess what? They are boring, uninspiring, and a turn-off. Enough already!</p>\r\n\r\n<p>Time for a pop quiz. Have you used any of these lately?\r\n<ul>\r\n	<li>Team player</li>\r\n	<li>Results driven</li>\r\n	<li>Fire in the belly</li>\r\n	<li>Excellent leadership skills</li>\r\n	<li>Great organizational skills</li>\r\n	<li>Work well autonomously</li>\r\n	<li>Self-starter</li>\r\n	<li>Ability to prioritize</li>\r\n	<li>Customer-focused</li>\r\n</ul>\r\n… I could go on and on, but I think you get the drift.</p>\r\n\r\n<p>It’s not the words themselves that are the problem; it is that they have no value when used alone. Comments like these in résumés are empty. They have no meaning. No credibility.</p>\r\n\r\n<p>I have seen as many as twenty – or more – listed at the top in a candidate’s “executive summary.” It’s a waste of real estate on the page and can quickly get you tossed into the “no” pile.</p>\r\n\r\n<p>These are not the key words that recruiters and hiring companies are looking for! As a matter of fact, many of these clichés are really just “tickets to play” or basic skills you need to have if you are going to be successful in the job you are applying for.  And if you are hoping to get found with those words when a recruiter does a key word search, wrong again.</p>\r\n\r\n<p>Here is an exercise to check yourself on the importance of the skill sets you are highlighting. Read each phrase and ask yourself “versus the opposite?”  For example, “I am a team player” as opposed to “a loner who doesn’t work well with others.” “I am customer-focused” rather than “someone who thinks customers should go pound sand.” Now you see exactly how basic – and empty – these descriptions are.</p>\r\n\r\n<p><b>If you’re going to use the phrases, make them relevant and important.</b></p>\r\n\r\n<p>Try to think of these words and how they have been applied in your career. Look at your current and past positions, reflect on your experiences, and identify real examples for each term.  Most importantly, can you measure your success using quantifiable metrics for each of them?</p>\r\n\r\n<p>Here’s how you might use them instead:</p>\r\n\r\n<p><b>Attention to Detail </b></br>\r\n\r\nAt XYZ Company, I detected an error in a financial system, which saved the company $350,000 when the problem was corrected.</p>\r\n\r\n<p><b>Time Management</b></br>\r\n\r\nI was recognized by management for my ability to manage a high volume of projects across several product lines with no sacrifice to quality.</p>\r\n\r\n<p><b>Customer Service/Sales</b></br>\r\n\r\nI exceeded my sales quota by 48% by providing a consistently high level of service to customers, and up-selling to enterprise-grade products.</p>\r\n\r\n<p><b>Problem Solver</b><br>\r\n\r\nI deployed a new accounting software program that reduced accounting errors by 89% in the first year.</p>\r\n\r\n<p><b>Analytical</b></br>\r\n\r\nI analyzed our various company-wide courier services and negotiated better rates with a main supplier that reduced costs by 25%.</p>\r\n\r\n<p>Can you see how you have given these statements meaning and how credible they sound with a little more detail? The next time you’re tempted to include these sorts of qualities and skills in your résumé, make sure you have an example to back each one up.</p>\r\n\r\n<p>Please comment, add your suggestions and ask questions at any time!</p>','Enough Already! No More Career Clichés!','','inherit','open','open','','3409-revision-v1','','','2014-04-14 20:01:17','2014-04-14 20:01:17','',3409,'http://www.danamanciagli.com/set-your-goal/3409-revision-v1/',0,'revision','',0),(3533,1,'2014-04-14 20:06:42','2014-04-14 20:06:42','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg\"><img class=\"alignright size-medium wp-image-3411\" alt=\"Enough Already_ No More Career Cliches\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches-199x300.jpg\" width=\"199\" height=\"300\" /></a>\r\n\r\n<p>I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!</p>\r\n\r\n<p>Job seekers and employees seeking to get promoted internally are overusing buzzwords and tired descriptors with the hope that they will magically get the attention of their audience.</p>\r\n\r\n<p>Well, guess what? They are boring, uninspiring, and a turn-off. Enough already!</p>\r\n\r\n<p>Time for a pop quiz. Have you used any of these lately?\r\n<ul>\r\n	<li>Team player</li>\r\n	<li>Results driven</li>\r\n	<li>Fire in the belly</li>\r\n	<li>Excellent leadership skills</li>\r\n	<li>Great organizational skills</li>\r\n	<li>Work well autonomously</li>\r\n	<li>Self-starter</li>\r\n	<li>Ability to prioritize</li>\r\n	<li>Customer-focused</li>\r\n</ul>\r\n… I could go on and on, but I think you get the drift.</p>\r\n\r\n<p>It’s not the words themselves that are the problem; it is that they have no value when used alone. Comments like these in résumés are empty. They have no meaning. No credibility.</p>\r\n\r\n<p>I have seen as many as twenty – or more – listed at the top in a candidate’s “executive summary.” It’s a waste of real estate on the page and can quickly get you tossed into the “no” pile.</p>\r\n\r\n<p>These are not the key words that recruiters and hiring companies are looking for! As a matter of fact, many of these clichés are really just “tickets to play” or basic skills you need to have if you are going to be successful in the job you are applying for.  And if you are hoping to get found with those words when a recruiter does a key word search, wrong again.</p>\r\n\r\n<p>Here is an exercise to check yourself on the importance of the skill sets you are highlighting. Read each phrase and ask yourself “versus the opposite?”  For example, “I am a team player” as opposed to “a loner who doesn’t work well with others.” “I am customer-focused” rather than “someone who thinks customers should go pound sand.” Now you see exactly how basic – and empty – these descriptions are.</p>\r\n\r\n<p><b>If you’re going to use the phrases, make them relevant and important.</b></p>\r\n\r\n<p>Try to think of these words and how they have been applied in your career. Look at your current and past positions, reflect on your experiences, and identify real examples for each term.  Most importantly, can you measure your success using quantifiable metrics for each of them?</p>\r\n\r\n<p>Here’s how you might use them instead:</p>\r\n<p style=\"padding-left: 30px;\"><b>Attention to Detail </b><br><br>At XYZ Company, I detected an error in a financial system, which saved the company $350,000 when the problem was corrected.</p>\r\n<p style=\"padding-left: 30px;\"><b>Time Management</b><br><br>\r\nI was recognized by management for my ability to manage a high volume of projects across several product lines with no sacrifice to quality.</p>\r\n<p style=\"padding-left: 30px;\"><b>Customer Service/Sales</b><br><br>\r\nI exceeded my sales quota by 48% by providing a consistently high level of service to customers, and up-selling to enterprise-grade products.</p>\r\n<p style=\"padding-left: 30px;\"><b>Problem Solver</b><br><br>\r\nI deployed a new accounting software program that reduced accounting errors by 89% in the first year.</p>\r\n<p style=\"padding-left: 30px;\"><b>Analytical</b><br><br>\r\nI analyzed our various company-wide courier services and negotiated better rates with a main supplier that reduced costs by 25%.</p>\r\n<p>Can you see how you have given these statements meaning and how credible they sound with a little more detail? The next time you’re tempted to include these sorts of qualities and skills in your résumé, make sure you have an example to back each one up.</p>\r\n\r\n<p>Please comment, add your suggestions and ask questions at any time!</p>','Enough Already! No More Career Clichés!','','inherit','open','open','','3409-revision-v1','','','2014-04-14 20:06:42','2014-04-14 20:06:42','',3409,'http://www.danamanciagli.com/set-your-goal/3409-revision-v1/',0,'revision','',0),(4128,7636,'2014-09-18 20:00:14','2014-09-18 20:00:14','Non Fiction Book Awards seal','Nonfiction-Award-04.3.3-Silver','','inherit','open','open','','nonfiction-award-04-3-3-silver-2','','','2014-09-18 20:00:14','2014-09-18 20:00:14','',13,'http://www.danamanciagli.com/wp-content/uploads/2012/10/Nonfiction-Award-04.3.3-Silver1.jpg',0,'attachment','image/jpeg',0),(4129,7636,'2014-09-18 20:01:14','2014-09-18 20:01:14','<h3 class=\"coloured_head\" style=\"font-size: 18px;\">Cut the Crap, Get a Job! A New Job Search Process for a New Era</h3>\r\n<div style=\"width: 100%;\">\r\n<div style=\"float: left; width: 65%;\">\r\n<p class=\"top_text\">is a revolutionary and fresh job search book that delivers an intensive approach to help everyone from college graduates to senior executives find their next career moves. You’ll learn the current approach to the latest employment practices and brand new proprietary techniques for career development.</p>\r\n<div class=\"text_contener_bold fleft\">\r\n<div style=\"width: 100%;\">\r\n<p class=\"bold_text\">Additionally, you will gain access to free downloadable tools to manage your personal job search.</p>\r\n</div>\r\n<div class=\"clear10\"> </div>\r\n<p class=\"bold_text\">What’s unique and powerful about <span class=\"coloured\">“Cut the Crap, Get a Job?”</span></p>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n<ul class=\"list1\">\r\n<li>It’s simple—it breaks the end-to-end job search into bite-sized pieces, including solutions, tricks, and homework assignments to coach you through every step.</li>\r\n<li>It’s written from the perspective of a veteran hiring manager with experience in Fortune 500 corporations as well as small companies and start-ups.</li>\r\n<li>It provides all the technology-based tools you need to start a search through winning the job.</li>\r\n<li>It challenges tired, old practices and teaches innovative, proprietary techniques that will show you what it takes to be the best stand-out candidate being interviewed.</li>\r\n</ul>\r\n</div>\r\n<div style=\"float: right; text-align: right; width: 30%;\"><center><br /> <img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/themes/Manciagli/images/home_book.png\" /></p>\r\n<h3>Purchase Options</h3>\r\n<p style=\"text-align: center;\"><a href=\"http://www.amazon.com/Cut-Crap-Get-Search-Process/dp/1935953478/\"><img class=\"aligncenter\" style=\"border: 0px;\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/themes/Manciagli/images/amazon.png\" width=\"103\" height=\"49\" border=\"0\" /></a><br /><a href=\"http://www.amazon.com/Cut-Crap-Search-Process-ebook/dp/B00CAX5GR2/ref=tmm_kin_title_0\" target=\"_blank\"> <img class=\"aligncenter\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/themes/Manciagli/images/akindle.png\" width=\"103\" height=\"49\" /></a><br /> <a href=\"http://www.smashwords.com/books/view/304654\" target=\"_blank\"><img class=\"aligncenter\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/themes/Manciagli/images/smash.png\" width=\"103\" height=\"49\" /></a></p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>\r\n<p></center></div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div>\r\n<p>If you’re ready to set serious and land your next career move, don’t waste another moment - read this book today!</p>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"mid_border\"> </div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"chapter_container fleft\">\r\n<h3 class=\"coloured_head fleft\" style=\"margin-top: 0px;\">Book Chapters:</h3>\r\n<div class=\"clear\"> </div>\r\n<p class=\"bold_text fleft\">Table of Contents:</p>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"chapter_section\">\r\n<p><span class=\"coloured\">Section 1 -</span> Attitude, Commitment, and Goal-Setting</p>\r\n<ul>\r\n<li>Chapter 1: Get Ready to Compete—In Your Head</li>\r\n<li>Chapter 2: Commit to the Odds Game</li>\r\n<li>Chapter 3: Set a Goal before Applying for Jobs</li>\r\n<li>Chapter 4: Outline Your Job Search Plan</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n<div class=\"chapter_section fleft\">\r\n<p><span class=\"coloured\">Section 2 -</span>Preparing to Win a Job</p>\r\n<ul>\r\n<li>Chapter 5: Build Your Job Tracking Tool</li>\r\n<li>Chapter 6: Sources for Jobs, Online and Offline</li>\r\n<li>Chapter 7: Social Media’s Role in Job Search</li>\r\n<li>Chapter 8: Research, Research, Research</li>\r\n<li>Chapter 9: Interview Preparation—In Advance</li>\r\n<li>Chapter 10: Network for Jobs</li>\r\n<li>Chapter 11: Cold Calling Companies</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n<div class=\"chapter_section\">\r\n<p><span class=\"coloured\">Section 3 -</span> Apply and Interview</p>\r\n<ul>\r\n<li>Chapter 12: Phone Etiquette</li>\r\n<li>Chapter 13: Email Etiquette</li>\r\n<li>Chapter 14: Résumé Tips and Tricks</li>\r\n<li>Chapter 15: Applying for a Position—The New Cut the Crap(CTC) Candidate Packet and CTC Job<br /> Description Profile (JD Profile)</li>\r\n<li>Chapter 16: Cover Letter Overhaul—A New Cut the Crap Cover Letter</li>\r\n<li>Chapter 17: Winning Interviews to Win a Job</li>\r\n<li>Chapter 18: Thank You and Follow-Up</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"chapter_feature fright\">\r\n<h3 class=\"coloured_head\" style=\"margin-top: 0px;\">Each Chapter Delivers…</h3>\r\n<ul class=\"chapter_deliver\">\r\n<li class=\"sol\">Solutions</li>\r\n<li class=\"tricks\">Tricks</li>\r\n<li class=\"mistakes\">Mistakes</li>\r\n<li class=\"excuse\">Excuses</li>\r\n<li class=\"homework\">Homework</li>\r\n</ul>\r\n<p><a href=\"http://hayzlett.com/about-jeffrey/author/hayzlett-book-club/\" target=\"_blank\"><img class=\"alignnone size-full wp-image-2886\" alt=\"hayzlett\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/hayzlett.jpg\" width=\"195\" height=\"195\" /></a>\r\n&nbsp;\r\n<a href=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Nonfiction-Award-04.3.3-Silver1.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Nonfiction-Award-04.3.3-Silver1.jpg\" alt=\"image of Non Fiction Book Awards seal\" width=\"210\" height=\"210\" class=\"alignnone size-full wp-image-4128\" /></a>\r\n<p>\"<em>Cut the Crap, Get a Job</em>\" was awarded the Silver NonFiction Book Award, honoring excellence in nonfiction books nationwide. Hosted by the NonFiction Authors Association.</p>\r\n</div>\r\n<div class=\"clear10\"> </div>\r\n<div class=\"mid_border\"> </div>\r\n<div class=\"clear\"> </div>\r\n<div class=\"text_left\">\r\n<h3 class=\"coloured_head\">About the Author:</h3>\r\n<p><a href=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/dana_image.jpg\"><img class=\"alignright size-full wp-image-2884\" alt=\"dana_image\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/dana_image.jpg\" width=\"178\" height=\"205\" /></a></p>\r\n<p>Dana Manciagli has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert.</p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as Worldwide Sales General Manager, Dana previously worked for Kodak as Vice President of Worldwide Marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a technology start-up from early stage to IPO and sale of the company.</p>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"text_right\"><img class=\"fleft\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/themes/Manciagli/images/bookbig.png\" width=\"178\" /><a class=\"fleft\" style=\"clear: both; width: 179px; text-align: center;\" href=\"http://www.amazon.com/Cut-Crap-Get-Search-Process/dp/1935953478/\" target=\"_blank\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/themes/Manciagli/images/amazon.png\" /></a></p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. She has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. Dana’s ideas and techniques are proven to be as effective for college graduates as for senior executives.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n</div>\r\n<div class=\"mid_border\"> </div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">What career experts and authors are saying about this book:</h3>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Dana Manciagli’s book is very important especially during this time of global economic recovery. She is preparing people for employment! Great job!</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Stedman Graham, Author, Speaker, Entrepreneur</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Welcome to the new reality! Cut the Crap, Get a Job is a welcome slap in the face to conventional job search “wisdom”. Dana shows you how to embrace your talents, understand your talents and land a job you’ll like. I highly recommend you invest the time in yourself to read it – because you’re worth it.</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---David Perry, co-author of Guerrilla Marketing for Job Hunters 3.0 and Managing Partner of Perry-Martel International Inc.</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Cut the Crap, Get a Job! provides the 2 essentials you must have to get a job in the 21st century: the right attitude and the right tactics. Dana’s “nothing can stop me,” hyper-positive, can-do attitude oozes out of this book. If you can harness that attitude and be disciplined enough to follow her simple instructions, there is no doubt: you will win a job!</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Ilise Benun, author of 7 books and founder of Marketing-Mentor.com and the Creative Freelancer Conference</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Dana Manciagli, having led a remarkable career, tells the reader like it is to \"Cut the Crap, Get a Job.\" As a mentor, her logical, step-by –step approach, including the latest techniques of \'social recruiting\' will in deed focus you in the right direction to achieve powerful results.</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Susan Bulkeley Butler, CEO, Susan Bulkeley Butler Institute for the Development of Women Leaders; Author: Become the CEO of You, Inc. and WOMEN COUNT: A Guide to Changing the World, Former Managing Partner at Accenture.</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>“A direct, no-nonsense tool to help you get out of overwhelm and into action to get the job you want NOW!</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Anna Liotta, Author of Unlocking Generational CODES</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Job-seekers would be well advised to heed Dana’s advice. A clear focus on activities that bring results – such as modern day networking techniques – is critical in today’s jobs market. Dana will help you cut through the hype and focus on doing those things most likely to bring job search success. Highly recommended.</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\"> ---Tony Restell,,Director &amp; Co-Founder, Top-Consultant.com and Social-Hire.com</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n</div>','Book','','inherit','open','open','','13-revision-v1','','','2014-09-18 20:01:14','2014-09-18 20:01:14','',13,'http://www.danamanciagli.com/13-revision-v1/',0,'revision','',0),(3548,2051,'2014-04-14 20:57:04','2014-04-14 20:57:04','<p>Please, let me know how I may contact you to answer your questions.</p>\r\n<br/>\r\n<p>First Name (required)<br/>\r\n[text* first-name 50/50 id:first-name class:first-name placeholder \"Enter your first name\"]</p>\r\n<br/>\r\n<p>Last Name (required)<br/>\r\n[text* last-name 50/50 id:last-name class:last-name placeholder \"Enter your last name\"] </p>\r\n<br/>\r\n<p>Your phone number(required)<br/>\r\n[tel* phone-of-recruiter placeholder \"(999) 999-9999\"]</p>\r\n<br/>\r\n<p>Your Email (required)<br/>\r\n    [email* your-email placeholder \"Enter your e-mail\"] </p>\r\n<br/>\r\n<p>Subject (required)<br/>\r\n    [text* your-subject placeholder \"Subject of your message\"] </p>\r\n<br/>\r\n<p>Recruiting Firm Name (required)<br/>\r\n[text* recruiting-firm-name 50/50 id:recruiting-firm-name class:recruiting-firm-name placeholder \"Enter your recruiting firm name\"]  </p>\r\n<br/>\r\n<p>Recruiting Firm Website<br/>\r\n[text website 50/255 id:website class:website \"http://\"]</p>\r\n<br/>\r\n<p>Full Name of Candidate<br/>\r\n[text Full-Name-of-Candidate id:Full-Name-of-Candidate class:Full-Name-of-Candidate placeholder \"Full Name of Candidate First and Last\"]</p>\r\n<br/>\r\n<p>E-mail of Candidate<br/>\r\n[email E-mail-of-Candidate id:E-mail-of-Candidate class:E-mail class:of class:Candidate placeholder \"E-mail of Candidate\"]</p>\r\n<br/>\r\n<p>Phone of Candidate<br/>\r\n[tel Phone-of-Candidate id:Phone-of-Candidate class:Phone-of-Candidate placeholder \"(999) 999-9999\"]</p>\r\n<br/>\r\n<p>Comments/Questions<br/>\r\n    [textarea your-message] </p>\r\n<br/>\r\n<p>[submit \"Send\"]</p>\nCandidate Lead:[your-subject]\n[first-name] [last-name] <[your-email]>\nFrom: [first-name] [last-name] <[your-email]>\r\nSubject: [your-subject]\r\n\r\nFirst Name (required):[first-name]\r\nLast Name (required):[last-name]\r\nYour Email (required):[your-email]\r\nRecruiting Firm Name:[recruiting-firm-name]\r\nWebsite:[website]\r\nFull Name of Candidate:[Full-Name-of-Candidate]\r\nE-mail of Candidate:[E-mail-of-Candidate]\r\nPhone of Candidate:[Phone-of-Candidate]\r\nComments/Questions:[your-message]\r\n\r\n--\r\nThis e-mail was sent from the candidate preparation contact form on How to Get a job – Tips for Job Interviews and Job Searching (http://www.danamanciagli.com)\nDana@DanaManciagli.com\n\n\n\n\n[your-subject]\n[your-name] <[your-email]>\nMessage Body:\r\n[your-message]\r\n\r\n--\r\nThis e-mail was sent from a contact form on How to Get a job – Tips for Job Interviews and Job Searching (http://www.danamanciagli.com)\n[your-email]\n\n\n\nYour message was sent successfully. Thanks. I will be in touch soon.\nFailed to send your message. Please try later or contact the administrator by another method.\nValidation errors occurred. Please confirm the fields and submit it again.\nFailed to send your message. Please try later or contact the administrator by another method.\nPlease accept the terms to proceed.\nPlease fill the required field.\nYour entered code is incorrect.\nNumber format seems invalid.\nThis number is too small.\nThis number is too large.\nEmail address seems invalid.\nURL seems invalid.\nTelephone number seems invalid.\nYour answer is not correct.\nDate format seems invalid.\nThis date is too early.\nThis date is too late.\nFailed to upload file.\nThis file type is not allowed.\nThis file is too large.\nFailed to upload file. 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Apr 17, 2014 @ 04:13 AM','','publish','open','closed','order_534f54f77a4b7','order-apr-17-2014-0413-am','','','2014-04-17 04:13:48','2014-04-17 04:13:48','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3554',0,'shop_order','',0),(4141,7636,'2014-09-18 20:28:02','2014-09-18 20:28:02','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n\r\n<p><a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</p>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n\r\n\r\n\r\n<blockquote>\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n<p class=\"authour coloured\">- PBWC BOARD CHAIR AND PRESIDENT</blockquote>\r\n\r\n\r\n<blockquote>Dana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p></blockquote>\r\n\r\n\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n[contact-form-7 id=\"4136\" title=\"Contact Speaker Page\"]\r\n</div>','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:28:02','2014-09-18 20:28:02','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(4136,7636,'2014-09-18 20:21:03','2014-09-18 20:21:03','<p>Your Name (required)<br />\r\n    [text* your-name] </p>\r\n\r\n<p>Your Email (required)<br />\r\n    [email* your-email] </p>\r\n\r\n<p>Subject<br />\r\n    [text your-subject] </p>\r\n\r\n<p>Your Message<br />\r\n    [textarea your-message] </p>\r\n\r\n<p>[submit \"Send\"]</p>\n[your-subject]\n[your-name] <[your-email]>\nFrom: [your-name] <[your-email]>\r\nSubject: [your-subject]\r\n\r\nMessage Body:\r\n[your-message]\r\n\r\n--\r\nThis e-mail was sent from a contact form on How to Get a job – Tips for Job Interviews and Job Searching (http://www.danamanciagli.com)\ndana@danamanciagli.com\n\n\n\n\n\n[your-subject]\n[your-name] <[your-email]>\nMessage Body:\r\n[your-message]\r\n\r\n--\r\nThis e-mail was sent from a contact form on How to Get a job – Tips for Job Interviews and Job Searching (http://www.danamanciagli.com)\n[your-email]\n\n\n\n\nYour message was sent successfully. Thanks.\nFailed to send your message. Please try later or contact the administrator by another method.\nValidation errors occurred. Please confirm the fields and submit it again.\nFailed to send your message. Please try later or contact the administrator by another method.\nPlease accept the terms to proceed.\nPlease fill the required field.\nYour entered code is incorrect.\nNumber format seems invalid.\nThis number is too small.\nThis number is too large.\nEmail address seems invalid.\nURL seems invalid.\nTelephone number seems invalid.\nYour answer is not correct.\nDate format seems invalid.\nThis date is too early.\nThis date is too late.\nFailed to upload file.\nThis file type is not allowed.\nThis file is too large.\nFailed to upload file. Error occurred.','Contact Speaker Page','','publish','open','open','','contact-speaker-page','','','2014-09-18 20:21:30','2014-09-18 20:21:30','',0,'http://www.danamanciagli.com/?post_type=wpcf7_contact_form&#038;p=4136',0,'wpcf7_contact_form','',0),(4133,7636,'2014-09-18 20:13:42','2014-09-18 20:13:42','[raw_html_snippet id=\"danavid401\"]\r\n\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">“Dana was energetic, passionate, direct and fun!”</h3>\r\n\r\n<p>At the podium, Dana Manciagli’s signature bold, energetic and inspirational approach engages audiences to think differently about their careers.</p>\r\n\r\n<p>Dana Manciagli, called “a combination of Jillian Michaels and Suze Orman for careers,” has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. </p>\r\n\r\n<p>She is the author of </p>\r\n<p class=\"coloured\"><em><strong>Cut the Crap, Get a Job! A New Job Search Process for a New Era</strong></em>.</p>\r\n\r\n<div class=\"clear20\">Dana shares innovative solutions, mistakes and excuses to avoid, new processes and expertise. She brings a unique perspective with up-to-the-moment trends to help the employed, unemployed, companies, associations and general audiences.</div>\r\n</div>\r\n\r\n<div class=\"clear\"></div>\r\n<a style=\"color: #000; text-decoration: underline;\" href=\"http://www.danamanciagli.com/download-speaker-brochure/\">Download Speaker Kit here</a>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Experience Dana:</h3>\r\n[raw_html_snippet id=\"danavid402_embedvim\"]\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"clear15\"></div>\r\n<h3 class=\"coloured_head\">More Dana:</h3>\r\n<div class=\"box_vid fleft\"><iframe src=\"http://www.youtube.com/embed/MwiOZKSra8s\" height=\"155\" width=\"224\" allowfullscreen=\"\" frameborder=\"0\"></iframe>\r\n<a class=\"download\" href=\"http://www.youtube.com/watch?v=MwiOZKSra8s&amp;list=PLeDZlY2uxie_Abc8kyGUSOy2PBvRt5HLB&amp;index=1\" target=\"_blank\">View here</a></div>\r\n<div class=\"dana_article fright\">\r\n<p class=\"bold_text\">Why Hire Dana Manciagli?</p>\r\n\r\n<div class=\"clear10\"></div>\r\nDana Manciagli has given hundreds of keynote speeches, workshops and seminars and has served as a spokesperson for Microsoft and Kodak around the world. She has spoken to audiences of tens of thousands, is media trained, and speaks fluent Spanish.\r\n<div class=\"clear10\"></div>\r\nDana has over 100 YouTube videos on job search, career changes and networking and is an active blogger, tweeter and contributor to multiple professional websites. She has been featured in Forbes.com and is sought after as a career expert on TV, radio, podcasts and in print.\r\n<div class=\"clear\"></div>\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head fleft\">5 Speaking Topics:</h3>\r\n<p class=\"fright\" style=\"margin: 10px 0 0 0;\">(Click on each one to see more)</p>\r\n\r\n<div class=\"clear\"></div>\r\n<div class=\"accrd_container\">\r\n<h2 class=\"accordion-header odd pointerOdd firstlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">1 <span style=\"padding-left: 20px; color: #ffffff;\">CUT THE CRAP, GET A JOB! A NEW JOB SEARCH PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">This dynamic and motivating keynote presents a clear, direct and practical coaching session on winning job search strategies. Dana introduces innovative tools and techniques that will inspire the audience to not only think about their careers differently, but actually do something different the next day. Her unique approach is based on years of experience as a hiring manager in Fortune 500 corporations, and interviewing, hiring and coaching thousands of job seekers for over 30 years.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\" style=\"color: #14335e;\">PROGRAM TAKE-AWAYS</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your next career moves now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common mistakes that can sabotage your job search efforts.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to ‘winning’ a job in today’s competitive era.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven secondlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">2<span style=\"padding-left: 20px; color: #ffffff;\"> CUT THE CRAP, NETWORK FOR SUCCESS! A NEW NETWORKING PROCESS FOR A NEW ERA</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px;\">\r\n<p style=\"color: #14335e;\">Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your networking plan now.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Avoid the common excuses that prevent you from relationship-building success.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the essential ingredients to maintaining long-term, two-way relationships.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd thirdlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">3<span style=\"padding-left: 20px; color: #ffffff;\"> FAST-TRACK YOUR CAREER – PERFORM AND BE ACCOUNTABLE FOR YOUR FUTURE</span></h2>\r\n<div class=\"accordion-content\">\r\n\r\nLearn simple but powerful strategies that can help audiences of all types: entrepreneurs, college graduates through senior executives, diverse organizations focused on women, military, ethnic organizations and much more. Dana’s no-nonsense, take-accountability and get-focused recommendations are inspiring, unique and current with today’s environment and filled with practical advice.\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn how to ensure your career is Job <span class=\"coloured\">#1</span> for you and how to look forward.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Leverage social media to learn, network and develop a brand while working.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the secrets to performing, developing your career and being accountable for your future.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header even pointerEven fourlist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">4<span style=\"padding-left: 20px; color: #ffffff;\"> WOMEN AND CAREER OPPORTUNITIES – NOTHING IS STOPPING YOU!</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">Dana is passionate about developing women’s careers, helping them meet their life’s dreams, and handling challenges along their journey. The strategies presented in this powerful session are practical, inspirational and useful to women of all cultures, generations and experience. Women returning to work, re-entering the workforce, changing careers, glass ceilings and more are critical topics that Dana is prepared to discuss. No theory or data… just dos and don’ts, solutions and practical guidance.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the common excuses we make for ourselves.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Start developing your plan for facing challenges and realizing opportunities.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the confidence and inspiration to make a difference immediately.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n<h2 class=\"accordion-header odd pointerOdd fivelist\" style=\"padding-left: 13px; padding-top: 10px; color: #ac4e26;\">5 <span style=\"padding-left: 20px; color: #ffffff;\">SALES AND MARKETING CAREERS – KEYS TO SUCCESS AND ENJOYMENT</span></h2>\r\n<div class=\"accordion-content\" style=\"color: #14335e; margin-left: 3px; width: 600px !important;\">\r\n<p style=\"color: #14335e;\">After a very successful 30-year career in sales and marketing in Fortune 500 corporations and a fast-growing technology start-up, Dana is passionate about providing her key insights, ranging from mistakes, highlights, recommendations and stories. Dana’s experience: GM of Worldwide Sales at Microsoft; VP of Worldwide Marketing at Kodak, VP of Sales; Marketing and Business Development at at ImageX, an early forward-looking ecommerce company; and Sales at IBM.</p>\r\n\r\n<div class=\"clear\"></div>\r\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS:</p>\r\n\r\n<ul>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Discover the keys to being successful in these careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Gain the networking opportunities and growth in sales and marketing careers.</p>\r\n</li>\r\n	<li>\r\n<p style=\"padding-left: 30px; color: #14335e;\">Learn the essential networking techniques to grow your sales and marketing careers.</p>\r\n</li>\r\n</ul>\r\n</div>\r\n</div>\r\n<div class=\"clear20\"></div>\r\n<div class=\"mid_border\"></div>\r\n<h3 class=\"coloured_head\">Testimonial:</h3>\r\n<div class=\"testimonial_container\">\r\n\r\n\"I am so appreciative of the message you brought to the Professional BusinessWomen\'s 24th annual conference.  With your help, we made some key steps into the <em>Next Genderation</em> and heightened the understanding of the challenges and opportunities of getting to 50/50 representation across all levels and all industries.  On behalf of the entire Board of Directors and me - thank you.  It was an honor and a pleasure to have your participation.\r\n\r\n-- PBWC BOARD CHAIR AND PRESIDENT\r\n\r\nDana Manciagli\'s \'Cut the Crap, Get a Job!\' was a concise, easy to follow seminar, which eliminated extra items that can often lead to procrastination. Her \'Cut the Crap Job Description Profile (JD Profile) was an invaluable tool to translate a candidate\'s resume to a specific job. It was wonderful to hear job search and networking advice from a Fortune 500 executive who has reviewed thousands of candidates with diverse and global backgrounds. Dana\'s no nonsense approach with a great sense of humor made her very approachable and left the attendees feeling like they could connect with Dana outside of the seminar. And many have! I highly recommend participating in Dana Manciagli\'s \'Cut the Crap, Get a Job\' so you, too, can compete for a new job and win.\"\r\n<p class=\"authour coloured\">- UNIVERSITY OF WASHINGTON MBA SEMINAR ORGANIZER</p>\r\n\r\n</div>\r\n<div class=\"clear10\"></div>\r\n<div class=\"mid_border\"></div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\">Book Dana, request a conversation or provide your address for printed materials:</h3>\r\nContact Us\r\n\r\n<form id=\"contact_form\" action=\"http://www.danamanciagli.com/speaking_mail.php\" method=\"post\" name=\"contact_form\"><label class=\"label_text\">Name</label><input class=\"form_text_box\" id=\"name\" type=\"text\" name=\"name\" value=\"Name\" onfocus=\"clear_on_focus(this,\'Name\')\" onblur=\"blur_on_focus(this,\'Name\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Your Email</label>\r\n\r\n<input class=\"form_text_box\" id=\"contact_email\" type=\"text\" name=\"contact_email\" value=\"Your Email\" onfocus=\"clear_on_focus(this,\'Your Email\')\" onblur=\"blur_on_focus(this,\'Your Email\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Subject</label>\r\n\r\n<input class=\"form_text_box\" id=\"subject\" type=\"text\" name=\"subject\" value=\"Subject\" onfocus=\"clear_on_focus(this,\'Subject\')\" onblur=\"blur_on_focus(this,\'Subject\')\" />\r\n<div class=\"clear\"></div>\r\n<label class=\"label_text\">Message</label>\r\n\r\n<textarea class=\"text_area\" id=\"message\" name=\"message\"></textarea>\r\n<div class=\"clear10\"></div>\r\n<!--onclick=\"window.location.href=\'http://www.danamanciagli.com/mediapress/\'\"   -->\r\n\r\n<input class=\"sub_btn\" onclick=\"return validate_js();\" type=\"submit\" name=\"consubmit\" value=\"Submit\" />\r\n\r\n</form></div>\r\n</div>','Speaking','','inherit','open','open','','11-revision-v1','','','2014-09-18 20:13:42','2014-09-18 20:13:42','',11,'http://www.danamanciagli.com/11-revision-v1/',0,'revision','',0),(3556,2051,'2014-04-18 17:59:56','2014-04-18 17:59:56','','Coaching','','publish','open','open','','coaching','','','2014-09-16 23:25:14','2014-09-16 23:25:14','',0,'http://www.danamanciagli.com/?p=3556',4,'nav_menu_item','',0),(3783,1,'2014-06-20 23:51:13','2014-06-20 23:51:13','','Order &ndash; Jun 20, 2014 @ 11:51 PM','','publish','open','closed','order_53a4c8ec84185','order-jun-20-2014-1151-pm','','','2014-06-20 23:51:13','2014-06-20 23:51:13','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3783',0,'shop_order','',2),(3720,1,'2014-05-23 19:43:25','2014-05-23 19:43:25','','Order &ndash; May 23, 2014 @ 07:43 PM','','publish','open','closed','order_537fa4d830898','order-may-23-2014-0743-pm','','','2014-05-23 19:43:25','2014-05-23 19:43:25','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3720',0,'shop_order','',0),(4121,7636,'2014-09-16 22:10:40','2014-09-16 22:10:40','First, Dana Manciagli was<a title=\"PR Newswire Success Story\" href=\"http://prn.to/1wc0dii\" target=\"_blank\"> featured in a story </a>as a \'solopreneur\' who has used a do-it-yourself public relations service to secure some great media placements, which led to a feature on a New York Times megatron. The ProfNet organization selected Dana to be the feature on their digital megatron in Times Square, New York!\r\n\r\n&nbsp;\r\n\r\n[caption id=\"attachment_4084\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-4084\" alt=\"Dana on Times Square Megatron_090414\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/09/Times-Square-Billboard_DanaManciagli_090414_websmall-300x200.jpg\" width=\"300\" height=\"200\" /> Dana on Times Square Megatron_090414[/caption]\r\n\r\nThe purpose of the megatron was to highlight Dana\'s success as a solopreneur who uses ProfNets effectively to get a lot of media placements. They select a success story per week then select one for the month to be featured on the megatron.\r\n\r\n<em><strong>Here is the article that prompted the megatron opportunity: </strong></em>\r\n\r\nI recently caught up with ProfNet member, <a href=\"http://www.danamanciagli.com/\">Dana Manciagli</a>, a global career expert, speaker and author of \"Cut the Crap, Get a Job.\"\r\n\r\nManciagli recently quit her 30-year career in sales/marketing to embark on solopreneur venture. Within the first months that she has been in business she has received hundreds of thousands of impressions in top-tier and trade publications such as <a href=\"http://www.thefiscaltimes.com/Articles/2013/05/15/The-7-Worst-Job-Interview-Job-Mistakes-People-Make\">The Fiscal Times</a> and <a href=\"http://www.forbes.com/sites/johnhancock/2013/05/20/stalled-executives-re-negotiating-the-next-big-career-move/\">Forbes</a> – all with the help of ProfNet.\r\n\r\n\r\n\r\n<blockquote>“I started my own business about 17 months ago as a solopreneur. I have a business plan and ‘securing PR’ was certainly a critical component to raise the awareness of my business and to gain credibility as an expert. However, I could not afford a large or small PR agency. When I learned about ProfNet at a speaker conference, I joined immediately. Within months, I had placements in large national and regional publications such as Forbes, U.S. News &amp; World Report, The Boston Globe, The Chicago Times, The Fiscal Times, Investor’s Business Daily and more.”</blockquote>\r\n\r\n\r\n\r\n&nbsp;\r\n\r\nI wanted to hear some tips for how to successfully respond to reporters’ queries straight from the source. Here’s what she had to say:\r\n\r\n&nbsp;\r\n\r\n<strong>How do you choose which ProfNet queries to respond to each day?</strong>\r\n\r\n&nbsp;\r\n\r\nI glance at each one in my genre and, while it’s tempting to respond to some outliers, it’s pretty clear which ones I am a true expert in. I also put myself in the shoes of the writer or requestor and ask myself if my insights will be great or simply more blah, blah, blah.\r\n\r\n&nbsp;\r\n\r\n<strong>What do you include in a typical response?</strong>\r\n\r\n&nbsp;\r\n\r\nI always build two core sections. Naturally, the subject always says “Profnet - ” to make it easy for the recipient. Then, the first section says,“ I am your expert because” and I list 3 short bullet points like “Author of Cut the Crap™, Get a Job!”. The second section says “Here are my insights for you” and I do 3 bullet points of the items I want the recipient to learn from me. In this section, I not only state, very succinctly, what my point is, but I follow it up with one example or additional point for clarity. No more than that.\r\n\r\n&nbsp;\r\n\r\nI close with, “I am able to respond to you in a timely way if you need any additional information or a phone call.”\r\n\r\n&nbsp;\r\n\r\n<strong>Do you have tips for experts who are responding to ProfNet queries?</strong>\r\n\r\n&nbsp;\r\n\r\nAbsolutely, I have six tips:\r\n\r\n&nbsp;\r\n\r\n1) The “Law of Threes”: Only provide three main reasons why you (or your client) is an expert in this field and only three main pieces of insight. Otherwise it’s too long. However, if they ask six questions, use numbers to break each one apart.\r\n\r\n&nbsp;\r\n\r\n2) Don’t ramble: Even after three insights, you should make no more than three short back-up statements or real life examples. Make it real for them, but don’t try to teach them about every little detail.\r\n\r\n&nbsp;\r\n\r\n3) Research: Although speed with your response is critical, when they tell you the website or publication and you are not familiar with it, go there! Know their audience and read some articles in the same genre.\r\n\r\n&nbsp;\r\n\r\n4) Use good grammar and proof it before pressing “enter.” The last thing they need is sloppy grammar.\r\n\r\n&nbsp;\r\n\r\n5) Paste their request below your signature block: I copy and paste the entire request below my signature block (which has my phone, city, email address and website). That way, when they call or write back, I am quickly able to read their request vs. saying “what publication? What type of article to whom?”\r\n\r\n&nbsp;\r\n\r\n6)  Thank the writer after you are placed. Tell them what a great job they did and how much you appreciate being included. Ask to be on their short list of resources and commit to being super responsive.\r\n\r\n&nbsp;','Dana Manciagli, Speaker, Featured in New York Times Square Megatron!','','inherit','open','open','','4085-revision-v1','','','2014-09-16 22:10:40','2014-09-16 22:10:40','',4085,'http://www.danamanciagli.com/4085-revision-v1/',0,'revision','',0),(4120,7636,'2014-09-16 22:09:08','2014-09-16 22:09:08','<p>First, Dana Manciagli was<a title=\"PR Newswire Success Story\" href=\"http://prn.to/1wc0dii\" target=\"_blank\"> featured in a story </a>as a \'solopreneur\' who has used a do-it-yourself public relations service to secure some great media placements, which led to a feature on a New York Times megatron. The ProfNet organization selected Dana to be the feature on their digital megatron in Times Square, New York!</p>\r\n\r\n&nbsp;\r\n\r\n[caption id=\"attachment_4084\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-4084\" alt=\"Dana on Times Square Megatron_090414\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/09/Times-Square-Billboard_DanaManciagli_090414_websmall-300x200.jpg\" width=\"300\" height=\"200\" /> Dana on Times Square Megatron_090414[/caption]\r\n\r\n<p>The purpose of the megatron was to highlight Dana\'s success as a solopreneur who uses ProfNets effectively to get a lot of media placements. They select a success story per week then select one for the month to be featured on the megatron.</p>\r\n\r\n\r\n\r\n<p><em><strong>Here is the article that prompted the megatron opportunity: </strong></em></p>\r\n\r\n<p>I recently caught up with ProfNet member, <a href=\"http://www.danamanciagli.com/\">Dana Manciagli</a>, a global career expert, speaker and author of \"Cut the Crap, Get a Job.\" </p>\r\n\r\nManciagli recently quit her 30-year career in sales/marketing to embark on solopreneur venture. Within the first months that she has been in business she has received hundreds of thousands of impressions in top-tier and trade publications such as <a href=\"http://www.thefiscaltimes.com/Articles/2013/05/15/The-7-Worst-Job-Interview-Job-Mistakes-People-Make\">The Fiscal Times</a> and <a href=\"http://www.forbes.com/sites/johnhancock/2013/05/20/stalled-executives-re-negotiating-the-next-big-career-move/\">Forbes</a> – all with the help of ProfNet.\r\n\r\n&nbsp;\r\n\r\n“I started my own business about 17 months ago as a solopreneur. I have a business plan and ‘securing PR’ was certainly a critical component to raise the awareness of my business and to gain credibility as an expert. However, I could not afford a large or small PR agency. When I learned about ProfNet at a speaker conference, I joined immediately. Within months, I had placements in large national and regional publications such as Forbes, U.S. News &amp; World Report, The Boston Globe, The Chicago Times, The Fiscal Times, Investor’s Business Daily and more.”\r\n\r\n&nbsp;\r\n\r\nI wanted to hear some tips for how to successfully respond to reporters’ queries straight from the source. Here’s what she had to say:\r\n\r\n&nbsp;\r\n\r\n<strong>How do you choose which ProfNet queries to respond to each day?</strong>\r\n\r\n&nbsp;\r\n\r\nI glance at each one in my genre and, while it’s tempting to respond to some outliers, it’s pretty clear which ones I am a true expert in. I also put myself in the shoes of the writer or requestor and ask myself if my insights will be great or simply more blah, blah, blah.\r\n\r\n&nbsp;\r\n\r\n<strong>What do you include in a typical response?</strong>\r\n\r\n&nbsp;\r\n\r\nI always build two core sections. Naturally, the subject always says “Profnet - ” to make it easy for the recipient. Then, the first section says,“ I am your expert because” and I list 3 short bullet points like “Author of Cut the Crap™, Get a Job!”. The second section says “Here are my insights for you” and I do 3 bullet points of the items I want the recipient to learn from me. In this section, I not only state, very succinctly, what my point is, but I follow it up with one example or additional point for clarity. No more than that.\r\n\r\n&nbsp;\r\n\r\nI close with, “I am able to respond to you in a timely way if you need any additional information or a phone call.”\r\n\r\n&nbsp;\r\n\r\n<strong>Do you have tips for experts who are responding to ProfNet queries?</strong>\r\n\r\n&nbsp;\r\n\r\nAbsolutely, I have six tips:\r\n\r\n&nbsp;\r\n\r\n1) The “Law of Threes”: Only provide three main reasons why you (or your client) is an expert in this field and only three main pieces of insight. Otherwise it’s too long. However, if they ask six questions, use numbers to break each one apart.\r\n\r\n&nbsp;\r\n\r\n2) Don’t ramble: Even after three insights, you should make no more than three short back-up statements or real life examples. Make it real for them, but don’t try to teach them about every little detail.\r\n\r\n&nbsp;\r\n\r\n3) Research: Although speed with your response is critical, when they tell you the website or publication and you are not familiar with it, go there! Know their audience and read some articles in the same genre.\r\n\r\n&nbsp;\r\n\r\n4) Use good grammar and proof it before pressing “enter.” The last thing they need is sloppy grammar.\r\n\r\n&nbsp;\r\n\r\n5) Paste their request below your signature block: I copy and paste the entire request below my signature block (which has my phone, city, email address and website). That way, when they call or write back, I am quickly able to read their request vs. saying “what publication? What type of article to whom?”\r\n\r\n&nbsp;\r\n\r\n6)  Thank the writer after you are placed. Tell them what a great job they did and how much you appreciate being included. Ask to be on their short list of resources and commit to being super responsive.\r\n\r\n&nbsp;','Dana Manciagli, Speaker, Featured in New York Times Square Megatron!','','inherit','open','open','','4085-revision-v1','','','2014-09-16 22:09:08','2014-09-16 22:09:08','',4085,'http://www.danamanciagli.com/4085-revision-v1/',0,'revision','',0),(3619,1,'2014-06-23 02:41:51','2014-06-23 02:41:51','<ul>\r\n	<li>\r\n\r\n[caption id=\"attachment_3691\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/05/2-Ways-to-Attract-the-Best-Talent-for-Your-Company.jpg\"><img class=\"size-medium wp-image-3691\" alt=\"2 Ways to Attract the Best Talent for Your Company\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/05/2-Ways-to-Attract-the-Best-Talent-for-Your-Company-300x199.jpg\" width=\"300\" height=\"199\" /></a> 2 Ways to Attract the Best Talent for Your Company[/caption]\r\n\r\nDo you have a high attrition rate or employee turnover?</li>\r\n	<li>Is the development of future leaders in your company important? Are you concerned?</li>\r\n	<li>Do you believe the best candidates are lined up outside your door just because you have a good brand?</li>\r\n	<li>Are you concerned that you may not be appealing to today’s candidates?</li>\r\n</ul>\r\n<p>There are essentially three generations of job seekers vying for jobs today: Baby Boomers, Generation X or Gen X, and Generation Y or Millennials.</p>\r\n\r\n<p>Whether you answered “yes” to any of the above or haven’t even given it much thought, now is the time. While the unemployment crisis has been dominating the news for years, a serious and related problem that companies face today is a talent crunch.</p>\r\n\r\n<p>Companies of all sizes are concerned about – and ill equipped to face – these three challenges: creating a differentiated employee value proposition, attracting the right talent for the future, and enhancing the retention of new-hires.</p>\r\n\r\n<p>Of course there are many more talent issues; the list goes on. But let’s just tackle these three challenges. Here are two new techniques you should be thinking about and acting upon to meet them.</p>\r\n\r\n<p><strong>1. Update your hiring value proposition; have a variety of versions.</strong></p>\r\n\r\n<p>Are you inspired by your company’s job description(s)? Would you apply? Who wrote the copy on your website CAREER page and when was it last reviewed? Have you asked for feedback from someone from each generation?</p>\r\n\r\n<p>I review job descriptions with my clients and guide them to do research on prospective employers. Often I hear comments like, “This company sounds old-school.” or “I want to work for a cool, fast-paced company.” or “I want to make a difference and this reads like a dead-end job.”</p>\r\n\r\n<p>Re-boot your hiring value proposition: re-write your key messages to speak to the audiences you want to reach. Develop multiple angles, depending on the target generation and function (finance versus sales and marketing). Re-launch a great employee referral program and use your local and national business resources to re-position your company as a great employer.</p>\r\n\r\n<p><strong>2. Develop a talent pipeline filled with internal and external candidates.</strong></p>\r\n\r\n<p>No matter what size your company, from start-up to Fortune 500, your talent needs continual shift, and should shift to stay competitive.</p>\r\n\r\n<p>I believe one of the biggest potential threats to many companies is the lack of a robust talent pool from which to select future leaders. And by “leaders,” I don’t mean just senior executives.</p>\r\n\r\n<p>Does your talent pool contain people who want to move across multiple functions, such as sales, operations, or marketing, to learn all aspects of your business? Do they have the people skills, the leadership capabilities, and global diversity sensitivity required for your company’s future?</p>\r\n\r\n<p>Challenge your managers to interview your current employees and clearly understand what they aspire to do in the future, what motivates them, and what is missing from their current role. Senior executives should spearhead this effort and demonstrate not only interest but take ACTION as a result.</p>\r\n\r\n<p>Challenge your human resources and recruiting team to do a better job conveying your hiring value proposition during the recruiting and interviewing stages AND to stay in touch with candidates who either declined an offer or who have a great background but don’t match an open position.</p>\r\n\r\n<p>What are your hiring challenges? Send them to Career Mojo at Dana@DanaManciagli.com.</p>','2 Ways to Attract the Best Talent for Your Company','','publish','open','open','','2-ways-attract-best-talent-company','','','2014-06-06 21:42:20','2014-06-06 21:42:20','',0,'http://www.danamanciagli.com/?p=3619',0,'post','',2),(4077,2051,'2014-09-05 16:57:59','2014-09-05 16:57:59','','Auto Draft','','trash','open','open','','auto-draft','','','2014-09-07 03:16:45','2014-09-07 03:16:45','',0,'http://www.danamanciagli.com/?p=4077',0,'post','',0),(3743,1,'2014-06-03 17:46:00','2014-06-03 17:46:00','','Order &ndash; Jun 03, 2014 @ 05:45 PM','','publish','open','closed','order_538e09d2e16ba','order-jun-03-2014-0545-pm','','','2014-06-03 17:46:00','2014-06-03 17:46:00','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3743',0,'shop_order','',1),(3744,1,'2014-06-03 17:49:00','2014-06-03 17:49:11','','Order &ndash; June 3, 2014 @ 05:49 PM','','publish','closed','closed','order_538e0a92cdee5','order-jun-03-2014-0549-pm','','','2014-06-03 18:05:13','2014-06-03 18:05:13','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3744',0,'shop_order','',1),(3747,1,'2014-06-03 17:58:21','2014-06-03 17:58:21','','Order &ndash; Jun 03, 2014 @ 05:58 PM','','publish','open','closed','order_538e0cb897acd','order-jun-03-2014-0558-pm','','','2014-06-03 17:58:21','2014-06-03 17:58:21','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3747',0,'shop_order','',0),(4119,7636,'2014-09-16 22:07:59','2014-09-16 22:07:59','<p>First, Dana Manciagli was<a title=\"PR Newswire Success Story\" href=\"http://prn.to/1wc0dii\" target=\"_blank\"> featured in a story </a>as a \'solopreneur\' who has used a do-it-yourself public relations service to secure some great media placements, which led to a feature on a New York Times megatron. The ProfNet organization selected Dana to be the feature on their digital megatron in Times Square, New York!</p>\r\n\r\n&nbsp;\r\n\r\n[caption id=\"attachment_4084\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-4084\" alt=\"Dana on Times Square Megatron_090414\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/09/Times-Square-Billboard_DanaManciagli_090414_websmall-300x200.jpg\" width=\"300\" height=\"200\" /> Dana on Times Square Megatron_090414[/caption]\r\n\r\n<p>The purpose of the megatron was to highlight Dana\'s success as a solopreneur who uses ProfNets effectively to get a lot of media placements. They select a success story per week then select one for the month to be featured on the megatron.</p>\r\n\r\n&nbsp;\r\n\r\n<em><strong>Here is the article that prompted the megatron opportunity: </strong></em>\r\n\r\n&nbsp;\r\n\r\nI recently caught up with ProfNet member, <a href=\"http://www.danamanciagli.com/\">Dana Manciagli</a>, a global career expert, speaker and author of \"Cut the Crap, Get a Job.\" Manciagli recently quit her 30-year career in sales/marketing to embark on solopreneur venture. Within the first months that she has been in business she has received hundreds of thousands of impressions in top-tier and trade publications such as <a href=\"http://www.thefiscaltimes.com/Articles/2013/05/15/The-7-Worst-Job-Interview-Job-Mistakes-People-Make\">The Fiscal Times</a> and <a href=\"http://www.forbes.com/sites/johnhancock/2013/05/20/stalled-executives-re-negotiating-the-next-big-career-move/\">Forbes</a> – all with the help of ProfNet.\r\n\r\n&nbsp;\r\n\r\n“I started my own business about 17 months ago as a solopreneur. I have a business plan and ‘securing PR’ was certainly a critical component to raise the awareness of my business and to gain credibility as an expert. However, I could not afford a large or small PR agency. When I learned about ProfNet at a speaker conference, I joined immediately. Within months, I had placements in large national and regional publications such as Forbes, U.S. News &amp; World Report, The Boston Globe, The Chicago Times, The Fiscal Times, Investor’s Business Daily and more.”\r\n\r\n&nbsp;\r\n\r\nI wanted to hear some tips for how to successfully respond to reporters’ queries straight from the source. Here’s what she had to say:\r\n\r\n&nbsp;\r\n\r\n<strong>How do you choose which ProfNet queries to respond to each day?</strong>\r\n\r\n&nbsp;\r\n\r\nI glance at each one in my genre and, while it’s tempting to respond to some outliers, it’s pretty clear which ones I am a true expert in. I also put myself in the shoes of the writer or requestor and ask myself if my insights will be great or simply more blah, blah, blah.\r\n\r\n&nbsp;\r\n\r\n<strong>What do you include in a typical response?</strong>\r\n\r\n&nbsp;\r\n\r\nI always build two core sections. Naturally, the subject always says “Profnet - ” to make it easy for the recipient. Then, the first section says,“ I am your expert because” and I list 3 short bullet points like “Author of Cut the Crap™, Get a Job!”. The second section says “Here are my insights for you” and I do 3 bullet points of the items I want the recipient to learn from me. In this section, I not only state, very succinctly, what my point is, but I follow it up with one example or additional point for clarity. No more than that.\r\n\r\n&nbsp;\r\n\r\nI close with, “I am able to respond to you in a timely way if you need any additional information or a phone call.”\r\n\r\n&nbsp;\r\n\r\n<strong>Do you have tips for experts who are responding to ProfNet queries?</strong>\r\n\r\n&nbsp;\r\n\r\nAbsolutely, I have six tips:\r\n\r\n&nbsp;\r\n\r\n1) The “Law of Threes”: Only provide three main reasons why you (or your client) is an expert in this field and only three main pieces of insight. Otherwise it’s too long. However, if they ask six questions, use numbers to break each one apart.\r\n\r\n&nbsp;\r\n\r\n2) Don’t ramble: Even after three insights, you should make no more than three short back-up statements or real life examples. Make it real for them, but don’t try to teach them about every little detail.\r\n\r\n&nbsp;\r\n\r\n3) Research: Although speed with your response is critical, when they tell you the website or publication and you are not familiar with it, go there! Know their audience and read some articles in the same genre.\r\n\r\n&nbsp;\r\n\r\n4) Use good grammar and proof it before pressing “enter.” The last thing they need is sloppy grammar.\r\n\r\n&nbsp;\r\n\r\n5) Paste their request below your signature block: I copy and paste the entire request below my signature block (which has my phone, city, email address and website). That way, when they call or write back, I am quickly able to read their request vs. saying “what publication? What type of article to whom?”\r\n\r\n&nbsp;\r\n\r\n6)  Thank the writer after you are placed. Tell them what a great job they did and how much you appreciate being included. Ask to be on their short list of resources and commit to being super responsive.\r\n\r\n&nbsp;','Dana Manciagli, Speaker, Featured in New York Times Square Megatron!','','inherit','open','open','','4085-revision-v1','','','2014-09-16 22:07:59','2014-09-16 22:07:59','',4085,'http://www.danamanciagli.com/4085-revision-v1/',0,'revision','',0),(3578,1,'2014-04-21 17:42:33','2014-04-21 17:42:33','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\nRecently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!\r\n\r\nNow, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:\r\n\r\n#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.\r\n\r\n#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i>\r\n\r\n#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”\r\n\r\n<b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-04-21 17:42:33','2014-04-21 17:42:33','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3579,1,'2014-04-21 17:44:09','2014-04-21 17:44:09','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\r\n\r\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:</p>\r\n\r\n<p>#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\r\n\r\n<p>#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\r\n\r\n<p>#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”</p>\r\n\r\n<p><b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:</p>\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-04-21 17:44:09','2014-04-21 17:44:09','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3580,1,'2014-04-21 17:46:49','2014-04-21 17:46:49','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\r\n\r\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:</p>\r\n<p style=\"padding-left: 30px;\">#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\r\n<p style=\"padding-left: 30px;\">#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\r\n<p style=\"padding-left: 30px;\">#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.”</p>\r\n<p><b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:</p>\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-04-21 17:46:49','2014-04-21 17:46:49','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3581,1,'2014-04-21 19:58:27','2014-04-21 19:58:27','','Order &ndash; Apr 21, 2014 @ 07:58 PM','','publish','open','closed','order_5355785e9a906','order-apr-21-2014-0758-pm','','','2014-04-21 19:58:27','2014-04-21 19:58:27','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3581',0,'shop_order','',0),(3583,1,'2014-04-22 16:25:23','2014-04-22 16:25:23','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because you don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\r\n\r\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:</p>\r\n<p style=\"padding-left: 30px;\">#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\r\n<p style=\"padding-left: 30px;\">#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\r\n<p style=\"padding-left: 30px;\">#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “<i>Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.</i>”</p>\r\n<p><b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:</p>\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','inherit','open','open','','3433-revision-v1','','','2014-04-22 16:25:23','2014-04-22 16:25:23','',3433,'http://www.danamanciagli.com/set-your-goal/3433-revision-v1/',0,'revision','',0),(3585,1,'2014-04-22 22:00:41','2014-04-22 22:00:41','[caption id=\"attachment_3488\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead.jpg\"><img class=\"size-medium wp-image-3488\" alt=\"Are You Selling Yourself Short?  4 Ways to Get Ahead\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Are-You-Selling-Yourself-Short-4-Ways-to-Get-Ahead-199x300.jpg\" width=\"199\" height=\"300\" /></a> Are You Selling Yourself Short? 4 Ways to Get Ahead[/caption]\r\n\r\n<p>In a country brimming with self-confidence, it turns out that Americans are actually selling themselves short, especially in the workplace.  In a recent <a href=\"http://www.sandler.com/content/show/103659\">survey</a> from <b>Sandler Training</b>, four in five Americans believe that “selling yourself” is a key factor in getting ahead in life or business, but almost two-thirds (62%) of us spend an hour or less a day actually doing it.</p>\r\n\r\n<p>It’s not because workers don’t believe in themselves, either! Two out of three workers surveyed say they have the utmost confidence in their selling abilities, while more than half say they can outsell their colleagues or competitors.</p>\r\n\r\n<p>I spoke to Dave Mattson, CEO of <a href=\"http://www.sandler.com\">Sandler Training</a>, to find out why workers spend so little time selling themselves, even though they recognize the importance. “Stereotypically, there’s the notion that salespeople are pushy and a nuisance,” Mattson says. “But, even if ‘sales’ isn’t your official profession, there are palatable ways you should be selling at work.”</p>\r\n\r\n<p>Here are four important ways to sell your ideas – and your overall contributions – at work:</p>\r\n\r\n<p><b>1.       </b><b>Align yourself</b>: In order to successfully sell your ideas at work, passion and conviction alone won’t be enough, Mattson says. Instead, couple them with ideas that support your organization’s mission. “You can’t lose sight of the end goal,” he says. “Know where leadership wants to take the company, and check yourself regularly to make sure you’re in line.”</p>\r\n\r\n<p><b>2.       </b><b>Speak up</b>: Workers these days are somewhat trained to hide behind email, thinking it’s more efficient. “Conversation in person or by phone has the added feedback of a person’s tone, and you can shift your argument according to their reactions,” advises Mattson.</p>\r\n\r\n<p><b>3.       </b><b>Be aware of your brand</b>: Selling at work isn’t just about what you say. According to Mattson, selling yourself should actually be woven into every part of your day. It’s in <a href=\"http://www.bizjournals.com/bizjournals/blog/careermojo/2013/10/newsweek-dress-code.html?page=all\">how you dress</a>, what you choose to become involved in, your general attitude at work, and the conviction and depth of your ideas.  Added up, all of these things create an impression of who you are and what you do.</p>\r\n\r\n<p><b>4.       </b><b>Make it normal</b>: Workers should be careful to avoid selling themselves <i>only</i> at annual review time. A better approach is to be conscious of selling yourself and your contributions on a continual, consistent basis. The worker who is surprised by his or her annual review – either for good or for bad – hasn’t had the right approach. As an employee, you have to put the responsibility on yourself to make sure that those “check-in” conversations happen.  And yes, those should happen face-to-face or via webcam; not via email.  Incorporate your boss’s feedback as you adjust your working habits, your contributions, and the way you sell yourself.</p>\r\n\r\n<p>Your career is yours and yours alone. Nobody – and I mean <i>nobody</i> – cares about your career as much as you do. If you are not selling yourself, no one else will. So why are you putting so little time into it? Challenge yourself to start something new…right now.</p>','Are You Selling Yourself Short? 4 Ways to Get Ahead','','inherit','open','open','','3486-revision-v1','','','2014-04-22 22:00:41','2014-04-22 22:00:41','',3486,'http://www.danamanciagli.com/set-your-goal/3486-revision-v1/',0,'revision','',0),(3697,1,'2014-05-06 04:42:16','2014-05-06 04:42:16','[caption id=\"attachment_3475\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg\"><img class=\"size-medium wp-image-3475\" alt=\"Design Your Office Space to Attract and Retain Great Talent\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent-199x300.jpg\" width=\"199\" height=\"300\" /></a> Design Your Office Space to Attract and Retain Great Talent[/caption]\r\n\r\nIt’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: <b>attracting talent</b>.\r\n\r\nWhen your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in?\r\n\r\nAnd once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even <b>retention</b>. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base.\r\n\r\n“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at <a href=\"http://www.ideapaint.com/\">IdeaPaint</a>. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.”\r\n\r\nHere are three recommendations to consider when designing appealing and effective workspaces:\r\n\r\n<b>1.       </b><b>Create choice</b>\r\n\r\nAccording to a <a href=\"http://www.gensler.com/uploads/documents/2013_US_Workplace_Survey_07_15_2013.pdf\">2013 Workplace Survey</a> by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017.\r\n\r\nJust because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses.\r\n\r\nAnd employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting.\r\n\r\nAccording to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations.\r\n\r\n<b>2.       </b><b>Give them a seat at the table</b>\r\n\r\nGood ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base.\r\n\r\nBoston-based energy management company <a href=\"http://www.enernoc.com/\">EnerNOC</a> sought to empower their Millennial workers – roughly 50% of their entire workforce – by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices.\r\n\r\n“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.\r\n\r\nIn the <a href=\"http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study\">2012 Global Workforce Survey</a> by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention.\r\n\r\n<b>3.       </b><b>Keep them coming back</b>\r\n\r\nAt the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning.\r\n\r\nTake the <a href=\"http://www.quickenloans.com/about/partner-company\">Quicken Loans Family of Companies’</a> corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, <a href=\"http://dpopculture.com/\">dPOP!</a>, was founded as a result of its build out.\r\n\r\nThe space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables.\r\n\r\n“The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”\r\n\r\nHiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.','Design Your Office Space to Attract and Retain Great Talent','','inherit','open','open','','3474-revision-v1','','','2014-05-06 04:42:16','2014-05-06 04:42:16','',3474,'http://www.danamanciagli.com/set-your-goal/3474-revision-v1/',0,'revision','',0),(3586,1,'2014-04-22 22:05:03','2014-04-22 22:05:03','[caption id=\"attachment_3475\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg\"><img class=\"size-medium wp-image-3475\" alt=\"Design Your Office Space to Attract and Retain Great Talent\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent-199x300.jpg\" width=\"199\" height=\"300\" /></a> Design Your Office Space to Attract and Retain Great Talent[/caption]\r\n\r\n<p>It’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: <b>attracting talent</b>.</p>\r\n\r\n<p>When your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in?</p>\r\n\r\n<p>And once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even <b>retention</b>. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base.</p>\r\n\r\n<p>“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at <a href=\"http://www.ideapaint.com/\">IdeaPaint</a>. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.”</p>\r\n\r\n<p>Here are three recommendations to consider when designing appealing and effective workspaces:</p>\r\n\r\n<p><b>1.       </b><b>Create choice</b></p>\r\n\r\n<p>According to a <a href=\"http://www.gensler.com/uploads/documents/2013_US_Workplace_Survey_07_15_2013.pdf\">2013 Workplace Survey</a> by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017.</p>\r\n\r\n<p>Just because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses.</p>\r\n\r\n<p>And employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting.</p>\r\n\r\n<p>According to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations.</p>\r\n\r\n<p><b>2.       </b><b>Give them a seat at the table</b></p>\r\n\r\n<p>Good ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base.</p>\r\n\r\n<p>Boston-based energy management company <a href=\"http://www.enernoc.com/\">EnerNOC</a> sought to empower their Millennial workers – roughly 50% of their entire workforce – by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices.</p>\r\n\r\n<p>“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.</p>\r\n\r\n<p>In the <a href=\"http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study\">2012 Global Workforce Survey</a> by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention.</p>\r\n\r\n<p><b>3.       </b><b>Keep them coming back</b></p>\r\n\r\n<p>At the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning.</p>\r\n\r\n<p>Take the <a href=\"http://www.quickenloans.com/about/partner-company\">Quicken Loans Family of Companies’</a> corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, <a href=\"http://dpopculture.com/\">dPOP!</a>, was founded as a result of its build out.</p>\r\n\r\n<p>The space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables.</p>\r\n\r\n<p>“The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”</p>\r\n\r\n<p>Hiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.</p>','Design Your Office Space to Attract and Retain Great Talent','','inherit','open','open','','3474-revision-v1','','','2014-04-22 22:05:03','2014-04-22 22:05:03','',3474,'http://www.danamanciagli.com/set-your-goal/3474-revision-v1/',0,'revision','',0),(3587,1,'2014-07-07 02:47:27','2014-07-07 02:47:27','[caption id=\"attachment_3589\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money.jpg\"><img class=\"size-medium wp-image-3589\" alt=\"5 Perks Job Seekers Should Weigh_Beyond Money\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-300x199.jpg\" width=\"300\" height=\"199\" /></a> 5 Perks Job Seekers Should Weigh_Beyond Money[/caption]\r\n\r\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google are growing, and there is the seemingly endless stream of startups elbowing each other to win over the most talented employees.</p>\r\n\r\n<p>In an environment like this one, you couldn’t blame an in-demand developer, for example, for picking one opportunity over all others based solely on what the paycheck will look like. When multiple companies want you on their team, I suggest you weigh several factors as part of your decision, rather than letting salary trump all.</p>\r\n\r\n<p>I spoke to <b>Anthony Smith</b>, CEO and founder of <a href=\"http://www.insightly.com\">Insightly</a>, a CRM and project management solution for small businesses, and based on his experience both growing his career and attracting talent, he recommends the following:</p>\r\n\r\n<p><b>1. Startup table stakes </b></p>\r\n\r\n<p>Let’s get this one out of the way first. If you work in tech, you can pretty much expect to find perks such as free snacks and a stocked fridge in the break room, and even complimentary massages from time to time. Anthony is clear. He says, “These kinds of amenities have become as standard as health insurance and retirement savings plans, so check them off your list and move on to considering more substantive benefits.”</p>\r\n\r\n<p><b>2. Remote work options</b></p>\r\n\r\n<p>If spending 20 percent of your day commuting is not something you want to do, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings. For example, we use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary,” says Anthony.  Does your future company use collaborative software?<b> </b>Videoconferencing? Team chat sessions? The availability of these tools will indicate the level of support a company provides to its remote workforce.</p>\r\n\r\n<p><b>3. A voice in decision-making and cross-departmental responsibility</b></p>\r\n\r\n<p>This is an area in which smaller employers, especially startups, can offer potential employees more attractive benefits than larger companies. Anthony shares, “In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments. That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\r\n\r\n<p><b>4. Employee happiness </b></p>\r\n\r\n<p>“If you’re going in for an interview,” says Anthony, “you can see this onsite. We challenge and try to keep our employees inspired by their work.”  If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as <a href=\"http://www.danamanciagli.com/salary-search/\">Glassdoor.com</a>.  Anthony continues, “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job, and it’s an essential benefit for most professionals.”</p>\r\n\r\n<p><b>5. Frequent, clear communication</b></p>\r\n\r\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership? Are they updated when the company signs a big new customer or hits a revenue milestone? Do executives take the time to talk with employees about their work? Anthony Smith, CEO of Insightly, says, “I’ve always made it a point to be receptive to employee feedback. If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”  Don’t take it for granted that every employer listens to employee suggestions or offers clear frequent communication at the individual, departmental, and company level – ask.</p>\r\n\r\n<p>Job seekers, with the improved job search skills you are learning on the <i><a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">Business Journals’ <b>Career Mojo</b> column</a></i> AND the right skill match with your prospective employer, you will be in a position to choose. Choose wisely and carefully!</p>\r\n\r\n<p>And congratulations on that job offer!</p>\r\n\r\n&nbsp;','5 Perks Job Seekers Should Weigh (Beyond Money)','','publish','open','open','','5-perks-job-seekers-weigh-beyond-money','','','2014-06-06 21:55:42','2014-06-06 21:55:42','',0,'http://www.danamanciagli.com/?p=3587',0,'post','',0),(3588,1,'2014-04-23 10:23:21','2014-04-23 10:23:21','For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google are growing, and there is the seemingly endless stream of startups elbowing each other to win over the most talented employees.\r\n\r\nIn an environment like this one, you couldn’t blame an in-demand developer, for example, for picking one opportunity over all others based solely on what the paycheck will look like. When multiple companies want you on their team, I suggest you weigh several factors as part of your decision, rather than letting salary trump all.\r\n\r\nI spoke to <b>Anthony Smith</b>, CEO and founder of <a href=\"http://www.insightly.com\">Insightly</a>, a CRM and project management solution for small businesses, and based on his experience both growing his career and attracting talent, he recommends the following:\r\n\r\n<b>1. Startup table stakes </b>\r\n\r\nLet’s get this one out of the way first. If you work in tech, you can pretty much expect to find perks such as free snacks and a stocked fridge in the break room, and even complimentary massages from time to time. Anthony is clear. He says, “These kinds of amenities have become as standard as health insurance and retirement savings plans, so check them off your list and move on to considering more substantive benefits.”\r\n\r\n<b>2. Remote work options</b>\r\n\r\nIf spending 20 percent of your day commuting is not something you want to do, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings. For example, we use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary,” says Anthony.  Does your future company use collaborative software?<b> </b>Videoconferencing? Team chat sessions? The availability of these tools will indicate the level of support a company provides to its remote workforce.\r\n\r\n<b>3. A voice in decision-making and cross-departmental responsibility</b>\r\n\r\nThis is an area in which smaller employers, especially startups, can offer potential employees more attractive benefits than larger companies. Anthony shares, “In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments. That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”\r\n\r\n<b>4. Employee happiness </b>\r\n\r\n“If you’re going in for an interview,” says Anthony, “you can see this onsite. We challenge and try to keep our employees inspired by their work.”  If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as <a href=\"http://www.danamanciagli.com/salary-search/\">Glassdoor.com</a>.  Anthony continues, “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job, and it’s an essential benefit for most professionals.”\r\n\r\n<b>5. Frequent, clear communication</b>\r\n\r\nDo employees know what’s happening in their company? Do they understand the vision of its leadership? Are they updated when the company signs a big new customer or hits a revenue milestone? Do executives take the time to talk with employees about their work? Anthony Smith, CEO of Insightly, says, “I’ve always made it a point to be receptive to employee feedback. If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”  Don’t take it for granted that every employer listens to employee suggestions or offers clear frequent communication at the individual, departmental, and company level – ask.\r\n\r\nJob seekers, with the improved job search skills you are learning on the <i><a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">Business Journals’ <b>Career Mojo</b> column</a></i> AND the right skill match with your prospective employer, you will be in a position to choose. Choose wisely and carefully!\r\n\r\nAnd congratulations on that job offer!\r\n\r\n&nbsp;','5 Perks Job Seekers Should Weigh (Beyond Money)','','inherit','open','open','','3587-revision-v1','','','2014-04-23 10:23:21','2014-04-23 10:23:21','',3587,'http://www.danamanciagli.com/set-your-goal/3587-revision-v1/',0,'revision','',0),(3589,1,'2014-04-23 10:41:29','2014-04-23 10:41:29','For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google are growing, and there is the seemingly endless stream of startups elbowing each other to win over the most talented employees. ','5 Perks Job Seekers Should Weigh_Beyond Money','5 Perks Job Seekers Should Weigh_Beyond Money','inherit','open','open','','5-perks-job-seekers-should-weigh_beyond-money','','','2014-04-23 10:41:29','2014-04-23 10:41:29','',3587,'http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money.jpg',0,'attachment','image/jpeg',0),(3590,1,'2014-04-23 10:42:11','2014-04-23 10:42:11','[caption id=\"attachment_3589\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money.jpg\"><img class=\"size-medium wp-image-3589\" alt=\"5 Perks Job Seekers Should Weigh_Beyond Money\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-300x199.jpg\" width=\"300\" height=\"199\" /></a> 5 Perks Job Seekers Should Weigh_Beyond Money[/caption]\r\n\r\nFor many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google are growing, and there is the seemingly endless stream of startups elbowing each other to win over the most talented employees.\r\n\r\nIn an environment like this one, you couldn’t blame an in-demand developer, for example, for picking one opportunity over all others based solely on what the paycheck will look like. When multiple companies want you on their team, I suggest you weigh several factors as part of your decision, rather than letting salary trump all.\r\n\r\nI spoke to <b>Anthony Smith</b>, CEO and founder of <a href=\"http://www.insightly.com\">Insightly</a>, a CRM and project management solution for small businesses, and based on his experience both growing his career and attracting talent, he recommends the following:\r\n\r\n<b>1. Startup table stakes </b>\r\n\r\nLet’s get this one out of the way first. If you work in tech, you can pretty much expect to find perks such as free snacks and a stocked fridge in the break room, and even complimentary massages from time to time. Anthony is clear. He says, “These kinds of amenities have become as standard as health insurance and retirement savings plans, so check them off your list and move on to considering more substantive benefits.”\r\n\r\n<b>2. Remote work options</b>\r\n\r\nIf spending 20 percent of your day commuting is not something you want to do, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings. For example, we use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary,” says Anthony.  Does your future company use collaborative software?<b> </b>Videoconferencing? Team chat sessions? The availability of these tools will indicate the level of support a company provides to its remote workforce.\r\n\r\n<b>3. A voice in decision-making and cross-departmental responsibility</b>\r\n\r\nThis is an area in which smaller employers, especially startups, can offer potential employees more attractive benefits than larger companies. Anthony shares, “In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments. That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”\r\n\r\n<b>4. Employee happiness </b>\r\n\r\n“If you’re going in for an interview,” says Anthony, “you can see this onsite. We challenge and try to keep our employees inspired by their work.”  If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as <a href=\"http://www.danamanciagli.com/salary-search/\">Glassdoor.com</a>.  Anthony continues, “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job, and it’s an essential benefit for most professionals.”\r\n\r\n<b>5. Frequent, clear communication</b>\r\n\r\nDo employees know what’s happening in their company? Do they understand the vision of its leadership? Are they updated when the company signs a big new customer or hits a revenue milestone? Do executives take the time to talk with employees about their work? Anthony Smith, CEO of Insightly, says, “I’ve always made it a point to be receptive to employee feedback. If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”  Don’t take it for granted that every employer listens to employee suggestions or offers clear frequent communication at the individual, departmental, and company level – ask.\r\n\r\nJob seekers, with the improved job search skills you are learning on the <i><a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">Business Journals’ <b>Career Mojo</b> column</a></i> AND the right skill match with your prospective employer, you will be in a position to choose. Choose wisely and carefully!\r\n\r\nAnd congratulations on that job offer!\r\n\r\n&nbsp;','5 Perks Job Seekers Should Weigh (Beyond Money)','','inherit','open','open','','3587-revision-v1','','','2014-04-23 10:42:11','2014-04-23 10:42:11','',3587,'http://www.danamanciagli.com/set-your-goal/3587-revision-v1/',0,'revision','',0),(3659,1,'2014-05-04 17:38:11','2014-05-04 17:38:11','','Order &ndash; May 04, 2014 @ 05:38 PM','','publish','open','closed','order_53667af933757','order-may-04-2014-0538-pm','','','2014-05-04 17:38:11','2014-05-04 17:38:11','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3659',0,'shop_order','',2),(3592,1,'2014-06-30 02:52:48','2014-06-30 02:52:48','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\n<p>How is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?</p>\r\n\r\n<p>Oh, I know how!  Because calling the boss evil is the best crutch for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.</p>\r\n\r\n<p>Hundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.</p>\r\n\r\n<p>You see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.</p>\r\n\r\n<p>The boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.</p>\r\n\r\n<p><b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i></p>\r\n<ol>\r\n	<li><i>I work hard and they don’t recognize my effort.</i></li>\r\n	<li><i>I have no work-life balance, thanks to this company (and my boss).</i></li>\r\n	<li><i>Other people are getting promoted and I’m always passed up.</i></li>\r\n	<li><i>I don’t have any time to work on my career because I’m working so hard in the office.</i></li>\r\n	<li><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i></li>\r\n	<li><i>I should be promoted since I’ve been around a long time.</i></li>\r\n	<li><i>My company is not giving me challenging opportunities to grow.</i></li>\r\n	<li><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i></li>\r\n	<li><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i></li>\r\n	<li><i>I don’t believe in (or understand) the strategic direction of the company.</i></li>\r\n</ol>\r\n<p>I’ve been there, done that. Made up every excuse in the book.</p>\r\n\r\n<p>During my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?</p>\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\n<p>The good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.</p>\r\n\r\n<p>Option A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.</p>\r\n\r\n<p>Catch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?</p>\r\n\r\n<p>Now is the time – you can do it!</p>\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','publish','open','open','','boss-evil-10-career-excuses','','','2014-06-06 21:54:24','2014-06-06 21:54:24','',0,'http://www.danamanciagli.com/?p=3592',0,'post','',0),(3593,1,'2014-04-23 10:47:36','2014-04-23 10:47:36','How is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?\r\n\r\nOh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.\r\n\r\nHundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.\r\n\r\nYou see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.\r\n\r\nThe boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.\r\n\r\n<b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i>\r\n\r\n<i>1.       </i><i>I work hard and they don’t recognize my effort.</i>\r\n\r\n<i>2.       </i><i>I have no work-life balance, thanks to this company (and my boss).</i>\r\n\r\n<i>3.       </i><i>Other people are getting promoted and I’m always passed up.</i>\r\n\r\n<i>4.       </i><i>I don’t have any time to work on my career because I’m working so hard in the office.</i>\r\n\r\n<i>5.       </i><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i>\r\n\r\n<i>6.       </i><i>I should be promoted since I’ve been around a long time.</i>\r\n\r\n<i>7.       </i><i>My company is not giving me challenging opportunities to grow.</i>\r\n\r\n<i>8.       </i><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i>\r\n\r\n<i>9.       </i><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i>\r\n\r\n<i>10.   </i><i>I don’t believe in (or understand) the strategic direction of the company.</i>\r\n\r\nI’ve been there, done that. Made up every excuse in the book.\r\n\r\nDuring my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\nThe good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.\r\n\r\nOption A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.\r\n\r\nCatch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?\r\n\r\nNow is the time – you can do it!\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Excuses','','inherit','open','open','','3592-revision-v1','','','2014-04-23 10:47:36','2014-04-23 10:47:36','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),(3595,1,'2014-04-23 11:17:27','2014-04-23 11:17:27','','My Boss is Evil and 10 Other Career Excuses ','My Boss is Evil and 10 Other Career Excuses ','inherit','open','open','','devil-business-man-pointing','','','2014-04-23 11:17:27','2014-04-23 11:17:27','',3592,'http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg',0,'attachment','image/jpeg',0),(3696,1,'2014-05-06 04:41:42','2014-05-06 04:41:42','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\nHow is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?\r\n\r\nOh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.\r\n\r\nHundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.\r\n\r\nYou see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.\r\n\r\nThe boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.\r\n\r\n<b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i>\r\n<ol>\r\n	<li><i>I work hard and they don’t recognize my effort.</i></li>\r\n	<li><i>I have no work-life balance, thanks to this company (and my boss).</i></li>\r\n	<li><i>Other people are getting promoted and I’m always passed up.</i></li>\r\n	<li><i>I don’t have any time to work on my career because I’m working so hard in the office.</i></li>\r\n	<li><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i></li>\r\n	<li><i>I should be promoted since I’ve been around a long time.</i></li>\r\n	<li><i>My company is not giving me challenging opportunities to grow.</i></li>\r\n	<li><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i></li>\r\n	<li><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i></li>\r\n	<li><i>I don’t believe in (or understand) the strategic direction of the company.</i></li>\r\n</ol>\r\nI’ve been there, done that. Made up every excuse in the book.\r\n\r\nDuring my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\nThe good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.\r\n\r\nOption A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.\r\n\r\nCatch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?\r\n\r\nNow is the time – you can do it!\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','inherit','open','open','','3592-revision-v1','','','2014-05-06 04:41:42','2014-05-06 04:41:42','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),(3596,1,'2014-04-23 11:18:30','2014-04-23 11:18:30','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\nHow is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?\r\n\r\nOh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.\r\n\r\nHundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.\r\n\r\nYou see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.\r\n\r\nThe boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.\r\n\r\n<b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i>\r\n\r\n<i>1.       </i><i>I work hard and they don’t recognize my effort.</i>\r\n\r\n<i>2.       </i><i>I have no work-life balance, thanks to this company (and my boss).</i>\r\n\r\n<i>3.       </i><i>Other people are getting promoted and I’m always passed up.</i>\r\n\r\n<i>4.       </i><i>I don’t have any time to work on my career because I’m working so hard in the office.</i>\r\n\r\n<i>5.       </i><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i>\r\n\r\n<i>6.       </i><i>I should be promoted since I’ve been around a long time.</i>\r\n\r\n<i>7.       </i><i>My company is not giving me challenging opportunities to grow.</i>\r\n\r\n<i>8.       </i><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i>\r\n\r\n<i>9.       </i><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i>\r\n\r\n<i>10.   </i><i>I don’t believe in (or understand) the strategic direction of the company.</i>\r\n\r\nI’ve been there, done that. Made up every excuse in the book.\r\n\r\nDuring my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\nThe good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.\r\n\r\nOption A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.\r\n\r\nCatch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?\r\n\r\nNow is the time – you can do it!\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Excuses','','inherit','open','open','','3592-revision-v1','','','2014-04-23 11:18:30','2014-04-23 11:18:30','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),(3597,1,'2014-04-23 11:23:09','2014-04-23 11:23:09','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\nHow is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?\r\n\r\nOh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.\r\n\r\nHundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.\r\n\r\nYou see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.\r\n\r\nThe boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.\r\n\r\n<b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i>\r\n\r\n<i>1.       </i><i>I work hard and they don’t recognize my effort.</i>\r\n\r\n<i>2.       </i><i>I have no work-life balance, thanks to this company (and my boss).</i>\r\n\r\n<i>3.       </i><i>Other people are getting promoted and I’m always passed up.</i>\r\n\r\n<i>4.       </i><i>I don’t have any time to work on my career because I’m working so hard in the office.</i>\r\n\r\n<i>5.       </i><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i>\r\n\r\n<i>6.       </i><i>I should be promoted since I’ve been around a long time.</i>\r\n\r\n<i>7.       </i><i>My company is not giving me challenging opportunities to grow.</i>\r\n\r\n<i>8.       </i><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i>\r\n\r\n<i>9.       </i><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i>\r\n\r\n<i>10.   </i><i>I don’t believe in (or understand) the strategic direction of the company.</i>\r\n\r\nI’ve been there, done that. Made up every excuse in the book.\r\n\r\nDuring my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\nThe good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.\r\n\r\nOption A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.\r\n\r\nCatch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?\r\n\r\nNow is the time – you can do it!\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','inherit','open','open','','3592-revision-v1','','','2014-04-23 11:23:09','2014-04-23 11:23:09','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),(3722,1,'2014-05-30 14:51:57','2014-05-30 14:51:57','','Order &ndash; May 30, 2014 @ 02:51 PM','','publish','open','closed','order_53889b066edad','order-may-30-2014-0251-pm','','','2014-05-30 14:51:57','2014-05-30 14:51:57','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3722',0,'shop_order','',2),(3726,2051,'2014-06-02 22:46:39','2014-06-02 22:46:39','Limited Use Policy You may make archival copies and customize this template (the \"Software\") for your personal and noncommercial use only. This template or any document including or derived from this template may NOT be sold, distributed, published to an online gallery, or placed on a public server such as the internet without the express written permission of DM Consult, LLC.     ','Terms','','trash','open','open','','terms','','','2014-09-07 03:16:45','2014-09-07 03:16:45','',0,'http://www.danamanciagli.com/?page_id=3726',0,'page','',0),(3607,1,'2014-04-25 18:41:44','2014-04-25 18:41:44','[caption id=\"attachment_3589\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money.jpg\"><img class=\"size-medium wp-image-3589\" alt=\"5 Perks Job Seekers Should Weigh_Beyond Money\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-300x199.jpg\" width=\"300\" height=\"199\" /></a> 5 Perks Job Seekers Should Weigh_Beyond Money[/caption]\r\n\r\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google are growing, and there is the seemingly endless stream of startups elbowing each other to win over the most talented employees.</p>\r\n\r\n<p>In an environment like this one, you couldn’t blame an in-demand developer, for example, for picking one opportunity over all others based solely on what the paycheck will look like. When multiple companies want you on their team, I suggest you weigh several factors as part of your decision, rather than letting salary trump all.</p>\r\n\r\n<p>I spoke to <b>Anthony Smith</b>, CEO and founder of <a href=\"http://www.insightly.com\">Insightly</a>, a CRM and project management solution for small businesses, and based on his experience both growing his career and attracting talent, he recommends the following:</p>\r\n\r\n<p><b>1. Startup table stakes </b></p>\r\n\r\n<p>Let’s get this one out of the way first. If you work in tech, you can pretty much expect to find perks such as free snacks and a stocked fridge in the break room, and even complimentary massages from time to time. Anthony is clear. He says, “These kinds of amenities have become as standard as health insurance and retirement savings plans, so check them off your list and move on to considering more substantive benefits.”</p>\r\n\r\n<p><b>2. Remote work options</b></p>\r\n\r\n<p>If spending 20 percent of your day commuting is not something you want to do, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings. For example, we use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary,” says Anthony.  Does your future company use collaborative software?<b> </b>Videoconferencing? Team chat sessions? The availability of these tools will indicate the level of support a company provides to its remote workforce.</p>\r\n\r\n<p><b>3. A voice in decision-making and cross-departmental responsibility</b></p>\r\n\r\n<p>This is an area in which smaller employers, especially startups, can offer potential employees more attractive benefits than larger companies. Anthony shares, “In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments. That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\r\n\r\n<p><b>4. Employee happiness </b></p>\r\n\r\n<p>“If you’re going in for an interview,” says Anthony, “you can see this onsite. We challenge and try to keep our employees inspired by their work.”  If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as <a href=\"http://www.danamanciagli.com/salary-search/\">Glassdoor.com</a>.  Anthony continues, “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job, and it’s an essential benefit for most professionals.”</p>\r\n\r\n<p><b>5. Frequent, clear communication</b></p>\r\n\r\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership? Are they updated when the company signs a big new customer or hits a revenue milestone? Do executives take the time to talk with employees about their work? Anthony Smith, CEO of Insightly, says, “I’ve always made it a point to be receptive to employee feedback. If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”  Don’t take it for granted that every employer listens to employee suggestions or offers clear frequent communication at the individual, departmental, and company level – ask.</p>\r\n\r\n<p>Job seekers, with the improved job search skills you are learning on the <i><a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">Business Journals’ <b>Career Mojo</b> column</a></i> AND the right skill match with your prospective employer, you will be in a position to choose. Choose wisely and carefully!</p>\r\n\r\n<p>And congratulations on that job offer!</p>\r\n\r\n&nbsp;','5 Perks Job Seekers Should Weigh (Beyond Money)','','inherit','open','open','','3587-revision-v1','','','2014-04-25 18:41:44','2014-04-25 18:41:44','',3587,'http://www.danamanciagli.com/set-your-goal/3587-revision-v1/',0,'revision','',0),(3608,1,'2014-04-25 18:48:42','2014-04-25 18:48:42','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\n<p>How is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?</p>\r\n\r\n<p>Oh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.</p>\r\n\r\n<p>Hundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.</p>\r\n\r\n<p>You see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.</p>\r\n\r\n<p>The boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.</p>\r\n\r\n<p><b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i></p>\r\n\r\n<i>1.       </i><i>I work hard and they don’t recognize my effort.</i>\r\n\r\n<i>2.       </i><i>I have no work-life balance, thanks to this company (and my boss).</i>\r\n\r\n<i>3.       </i><i>Other people are getting promoted and I’m always passed up.</i>\r\n\r\n<i>4.       </i><i>I don’t have any time to work on my career because I’m working so hard in the office.</i>\r\n\r\n<i>5.       </i><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i>\r\n\r\n<i>6.       </i><i>I should be promoted since I’ve been around a long time.</i>\r\n\r\n<i>7.       </i><i>My company is not giving me challenging opportunities to grow.</i>\r\n\r\n<i>8.       </i><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i>\r\n\r\n<i>9.       </i><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i>\r\n\r\n<i>10.   </i><i>I don’t believe in (or understand) the strategic direction of the company.</i>\r\n\r\n<p>I’ve been there, done that. Made up every excuse in the book.</p>\r\n\r\n<p>During my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?</p>\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\n<p>The good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.</p>\r\n\r\n<p>Option A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.</p>\r\n\r\n<p>Catch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?</p>\r\n\r\n<p>Now is the time – you can do it!</p>\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','inherit','open','open','','3592-revision-v1','','','2014-04-25 18:48:42','2014-04-25 18:48:42','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),(3609,1,'2014-04-25 18:49:26','2014-04-25 18:49:26','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\n<p>How is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?</p>\r\n\r\n<p>Oh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.</p>\r\n\r\n<p>Hundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.</p>\r\n\r\n<p>You see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.</p>\r\n\r\n<p>The boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.</p>\r\n\r\n<p><b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i></p>\r\n<ul>\r\n<i>1.       </i><i>I work hard and they don’t recognize my effort.</i>\r\n\r\n<i>2.       </i><i>I have no work-life balance, thanks to this company (and my boss).</i>\r\n\r\n<i>3.       </i><i>Other people are getting promoted and I’m always passed up.</i>\r\n\r\n<i>4.       </i><i>I don’t have any time to work on my career because I’m working so hard in the office.</i>\r\n\r\n<i>5.       </i><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i>\r\n\r\n<i>6.       </i><i>I should be promoted since I’ve been around a long time.</i>\r\n\r\n<i>7.       </i><i>My company is not giving me challenging opportunities to grow.</i>\r\n\r\n<i>8.       </i><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i>\r\n\r\n<i>9.       </i><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i>\r\n\r\n<i>10.   </i><i>I don’t believe in (or understand) the strategic direction of the company.</i>\r\n</ul>\r\n<p>I’ve been there, done that. Made up every excuse in the book.</p>\r\n\r\n<p>During my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?</p>\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\n<p>The good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.</p>\r\n\r\n<p>Option A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.</p>\r\n\r\n<p>Catch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?</p>\r\n\r\n<p>Now is the time – you can do it!</p>\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','inherit','open','open','','3592-revision-v1','','','2014-04-25 18:49:26','2014-04-25 18:49:26','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),(3611,1,'2014-04-25 18:52:03','2014-04-25 18:52:03','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\n<p>How is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?</p>\r\n\r\n<p>Oh, I know how!  Because calling the boss evil is the best crutch (crutch?) for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.</p>\r\n\r\n<p>Hundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.</p>\r\n\r\n<p>You see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.</p>\r\n\r\n<p>The boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.</p>\r\n\r\n<p><b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i></p>\r\n<ol>\r\n<li><i>I work hard and they don’t recognize my effort.</i></li>\r\n\r\n<li><i>I have no work-life balance, thanks to this company (and my boss).</i></li>\r\n\r\n<li><i>Other people are getting promoted and I’m always passed up.</i></li>\r\n\r\n<li><i>I don’t have any time to work on my career because I’m working so hard in the office.</i></li>\r\n\r\n<li><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i></li>\r\n\r\n<li><i>I should be promoted since I’ve been around a long time.</i></li>\r\n\r\n<li><i>My company is not giving me challenging opportunities to grow.</i></li>\r\n\r\n<li><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i></li>\r\n\r\n<li><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i></li>\r\n\r\n<li><i>I don’t believe in (or understand) the strategic direction of the company.</i></li>\r\n</ol>\r\n<p>I’ve been there, done that. Made up every excuse in the book.</p>\r\n\r\n<p>During my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?</p>\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\n<p>The good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.</p>\r\n\r\n<p>Option A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job-search techniques. Either one can be maddening and a blow to the ego.</p>\r\n\r\n<p>Catch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?</p>\r\n\r\n<p>Now is the time – you can do it!</p>\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','inherit','open','open','','3592-revision-v1','','','2014-04-25 18:52:03','2014-04-25 18:52:03','',3592,'http://www.danamanciagli.com/set-your-goal/3592-revision-v1/',0,'revision','',0),