(4852,7636,'2015-03-20 23:59:27','2015-03-20 23:59:27','[caption id=\"attachment_3234\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/The-Questions-YOU-Ask-During-a-Job-Interview-Can-Help-or-Hurt-You.jpg\"><img class=\"size-medium wp-image-3234\" alt=\"The Questions YOU Ask During a Job Interview Can Help or Hurt You\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/The-Questions-YOU-Ask-During-a-Job-Interview-Can-Help-or-Hurt-You-300x199.jpg\" width=\"300\" height=\"199\" /></a> The Questions YOU Ask During a Job Interview Can Help or Hurt You[/caption]\n<p>The questions you ask in an interview can help you OR knock you out of the running.</p>\n<p>Joseph had an hour-long interview at 8:00 A.M. with the hiring manager, Susan, for a position he really wanted. He did some research on the company, reread the job description, and brushed up on his top strengths and weaknesses. He was on time and did well during the interview. Until the last 15 minutes. When Susan asked, “<i>Well, Joseph, what questions do you have for me</i>?”</p>\n<p>Joseph displayed “crap” in the form of mistakes that sabotaged his odds of winning this job.</p>\n<p><b>Scenario #1:</b> He didn’t have any questions prepared. <i>Mistake!</i></p>\n<p><b>Solution #1:</b> Prepare your questions, write them down, and bring the piece of paper in with you to the interview.</p>\n<p><b>Scenario #2:</b> Joseph asked, “<i>What is the starting salary</i>?” <i>Mistake!</i></p>\n<p><b>Solution #2:</b> Never ever, <i>ever</i>, <b><i>ever</i></b> talk salary, even in ranges. Your mission is to get an offer in hand. Once you do, you can ask questions and possibly negotiate. Not before. Not to the human resources (HR) person, a recruiter, or to any interviewer.</p>\n<p><b>Scenario #3:</b> Joseph asked, “<i>Is there a training program or structured on-boarding process</i>?” <i>Mistake!</i></p>\n<p><b>Solution #3:</b> Think about the story or perception the interviewer is creating with your questions. Put yourself in their shoes. In this case, they may be thinking, “Wow, he needs hand-holding and may be too high-maintenance for me. I need someone who knows how to do this.” If a training program is mentioned in the job description or on the company website, then it is appropriate to ask for more insights about the structure, length, etc.</p>\n<p><b>Scenario #4:</b> Joseph asked, “<i>What does your division or company do</i>?” <i>Really big mistake!</i></p>\n<p><b>Solution #4:</b> It is still shocking how many job seekers ask this question. With the web, calling people you know, social media, and many other job searresources, there is no excuse like, “I didn’t have time.” By the way, in the U.S., one of my favorite resources (one that I have referred hundreds of job seekers to) is your local city’s <i>Business Journal</i>, both their online resources and the printed publication. Look up <a href=\"mailto:http://www.bizjournals.com/\">American City Business Journals</a> online.</p>\n<p><b>The keys to devising great questions from you <span style=\"text-decoration: underline;\">to</span> the interviewer are:</b></p>\n<ul>\n<li>How can I show a strength through the question?</li>\n<li>How can I convey something to the interviewer that we haven’t already covered but it’s important for them to know about me?</li>\n<li>How can I avoid inadvertently showing softness in a skill they need strength in?</li>\n<li>Is my question relevant to the interview? You are there for a purpose. Your questions should focus on helping you understand the job or the team you will be joining. For example: Don’t ask, “<i>What are Boeing’s top challenges as a company</i>?” if you are interviewing for an accounting job where the hiring manager is looking for a very specific set of skills. You’re burning up valuable time, you can read those online or in the papers, and the question is not relevant to the job unless you are interviewing for the CEO or CFO position.</li>\n</ul>\n<p><b>Here are my favorite questions to ask in an interview:</b></p>\n<ul>\n<li><i>I’m very self-motivated. How will you measure my success in this position after one full year?</i></li>\n<li><i>The first 30 days are very important for me to meet as many team members as possible. How will you recommend I do that?</i></li>\n<li><i>What are the top 3 skills or experiences you are looking for that may not be mentioned in the job description? </i></li>\n<li><i>Of all of the people who have worked for you, what are the characteristics of those who have stood out as great performers?</i></li>\n<li><i>I have to admit I’m a perfectionist in some areas. What are the aspects of this position that absolutely require precision and attention to detail?</i></li>\n<li><i>Of all of the criteria you have outlined for this position, what are the top 3 in stack rank order? </i></li>\n<li><i>The position we are discussing is something I am very excited about. Can you give me feedback on how I am meeting your qualifications and if I will proceed to the next level of the hiring process?</i> (This is called “going for the close” or “asking for the order” in sales.)<i></i></li>\n</ul>\n<p>As an experienced hiring manager and interviewer, I am impressed when a candidate brings out a piece of paper with their questions written out. Obviously, they are prepared, thoughtful and thorough. It’s even better when they write down the answers under each question! Now that’s the type of employee I need on my team. What a great example showing how that person will prepare for an important meeting.</p>\n<p>What are your challenges or tricks around the “Do you have any questions?” section of an interview? Write them in the comments section below. We want to hear from you!</p>','The Questions YOU Ask During a Job Interview Can Help or Hurt You','','inherit','open','open','','3233-autosave-v1','','','2015-03-20 23:59:27','2015-03-20 23:59:27','',3233,'http://www.danamanciagli.com/3233-autosave-v1/',0,'revision','',0),(4853,7636,'2015-03-20 23:59:48','2015-03-20 23:59:48','[caption id=\"attachment_3234\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/The-Questions-YOU-Ask-During-a-Job-Interview-Can-Help-or-Hurt-You.jpg\"><img class=\"size-medium wp-image-3234\" alt=\"The Questions YOU Ask During a Job Interview Can Help or Hurt You\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/The-Questions-YOU-Ask-During-a-Job-Interview-Can-Help-or-Hurt-You-300x199.jpg\" width=\"300\" height=\"199\" /></a> The Questions YOU Ask During a Job Interview Can Help or Hurt You[/caption]\r\n<p>The questions you ask in an interview can help you OR knock you out of the running.</p>\r\n<p>Joseph had an hour-long interview at 8:00 A.M. with the hiring manager, Susan, for a position he really wanted. He did some research on the company, reread the job description, and brushed up on his top strengths and weaknesses. He was on time and did well during the interview. Until the last 15 minutes. When Susan asked, “<i>Well, Joseph, what questions do you have for me</i>?”</p>\r\n<p>Joseph displayed “crap” in the form of mistakes that sabotaged his odds of winning this job.</p>\r\n<p><b>Scenario #1:</b> He didn’t have any questions prepared. <i>Mistake!</i></p>\r\n<p><b>Solution #1:</b> Prepare your questions, write them down, and bring the piece of paper in with you to the interview.</p>\r\n<p><b>Scenario #2:</b> Joseph asked, “<i>What is the starting salary</i>?” <i>Mistake!</i></p>\r\n<p><b>Solution #2:</b> Never ever, <i>ever</i>, <b><i>ever</i></b> talk salary, even in ranges. Your mission is to get an offer in hand. Once you do, you can ask questions and possibly negotiate. Not before. Not to the human resources (HR) person, a recruiter, or to any interviewer.</p>\r\n<p><b>Scenario #3:</b> Joseph asked, “<i>Is there a training program or structured on-boarding process</i>?” <i>Mistake!</i></p>\r\n<p><b>Solution #3:</b> Think about the story or perception the interviewer is creating with your questions. Put yourself in their shoes. In this case, they may be thinking, “Wow, he needs hand-holding and may be too high-maintenance for me. I need someone who knows how to do this.” If a training program is mentioned in the job description or on the company website, then it is appropriate to ask for more insights about the structure, length, etc.</p>\r\n<p><b>Scenario #4:</b> Joseph asked, “<i>What does your division or company do</i>?” <i>Really big mistake!</i></p>\r\n<p><b>Solution #4:</b> It is still shocking how many job seekers ask this question. With the web, calling people you know, social media, and many other job search resources, there is no excuse like, “I didn’t have time.” By the way, in the U.S., one of my favorite resources (one that I have referred hundreds of job seekers to) is your local city’s <i>Business Journal</i>, both their online resources and the printed publication. Look up <a href=\"mailto:http://www.bizjournals.com/\">American City Business Journals</a> online.</p>\r\n<p><b>The keys to devising great questions from you <span style=\"text-decoration: underline;\">to</span> the interviewer are:</b></p>\r\n<ul>\r\n<li>How can I show a strength through the question?</li>\r\n<li>How can I convey something to the interviewer that we haven’t already covered but it’s important for them to know about me?</li>\r\n<li>How can I avoid inadvertently showing softness in a skill they need strength in?</li>\r\n<li>Is my question relevant to the interview? You are there for a purpose. Your questions should focus on helping you understand the job or the team you will be joining. For example: Don’t ask, “<i>What are Boeing’s top challenges as a company</i>?” if you are interviewing for an accounting job where the hiring manager is looking for a very specific set of skills. You’re burning up valuable time, you can read those online or in the papers, and the question is not relevant to the job unless you are interviewing for the CEO or CFO position.</li>\r\n</ul>\r\n<p><b>Here are my favorite questions to ask in an interview:</b></p>\r\n<ul>\r\n<li><i>I’m very self-motivated. How will you measure my success in this position after one full year?</i></li>\r\n<li><i>The first 30 days are very important for me to meet as many team members as possible. How will you recommend I do that?</i></li>\r\n<li><i>What are the top 3 skills or experiences you are looking for that may not be mentioned in the job description? </i></li>\r\n<li><i>Of all of the people who have worked for you, what are the characteristics of those who have stood out as great performers?</i></li>\r\n<li><i>I have to admit I’m a perfectionist in some areas. What are the aspects of this position that absolutely require precision and attention to detail?</i></li>\r\n<li><i>Of all of the criteria you have outlined for this position, what are the top 3 in stack rank order? </i></li>\r\n<li><i>The position we are discussing is something I am very excited about. Can you give me feedback on how I am meeting your qualifications and if I will proceed to the next level of the hiring process?</i> (This is called “going for the close” or “asking for the order” in sales.)<i></i></li>\r\n</ul>\r\n<p>As an experienced hiring manager and interviewer, I am impressed when a candidate brings out a piece of paper with their questions written out. Obviously, they are prepared, thoughtful and thorough. It’s even better when they write down the answers under each question! Now that’s the type of employee I need on my team. What a great example showing how that person will prepare for an important meeting.</p>\r\n<p>What are your challenges or tricks around the “Do you have any questions?” section of an interview? Write them in the comments section below. We want to hear from you!</p>','The Questions YOU Ask During a Job Interview Can Help or Hurt You','','inherit','open','open','','3233-revision-v1','','','2015-03-20 23:59:48','2015-03-20 23:59:48','',3233,'http://www.danamanciagli.com/3233-revision-v1/',0,'revision','',0),(4854,7636,'2015-03-21 00:03:23','2015-03-21 00:03:23','[caption id=\"attachment_3256\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring.jpg\"><img class=\"size-medium wp-image-3256\" alt=\"Be Accountable for Great Career Mentoring\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring-300x199.jpg\" width=\"300\" height=\"199\" /></a> Be Accountable for Great Career Mentoring[/caption]\n<p>Are you one of the millions who reads - with envy - how someone’s success was dedicated to the great insights and support they got from a mentor? Are you one of the additional millions that keep committing to asking for a mentor but never get around to it? </p>\n<p>Failure to build and maintain mentor relationships is tragic. And the efforts and investments made by companies to foster mentor relationships are meeting with little success.</p>\n<p>Why? Because the responsibility resides with YOU, the employee, to establish and maintain a mentor relationship. It’s work. But it’s powerful work that can result in tremendous personal and professional success, regardless of your definition of success.</p>\n<p>Some people use the excuse, “My boss is my mentor.” No, your boss is your boss. He or she has a different perspective than a mentor would have and there may be certain things you don’t share with your boss - for all the right reasons.</p>\n<p>During my 11-year tenure at Microsoft Corporate headquarters as a General Manager of worldwide sales, I was a spokesperson and advocate for the worldwide Mentor Program. I was proud to work for a company who “built the field” for any employee at any level to be a mentor and to have mentors.</p>\n<p>All an employee had to do was type <b><i>mentor</i></b> in the intranet address bar and he or she could request a mentor or offer to be a mentor. Microsoft encouraged all employees to be both. The system served as matchmaker and provided a tool for a number of valuable activities including:</p>\n<ul>\n<li>Teaching what it takes to be a great mentee or mentor.</li>\n<li>Establishing mentor relationships.</li>\n<li>Maintaining mentor relationships.</li>\n<li>Renewing mentor relationships.</li>\n</ul>\n<p>Even after the company implemented strategic efforts globally and made multiple attempts to promote the online tool, the statistics were pathetic. In summary, there were two critical problems: First, light participation by both mentees and mentors. Second, and even more concerning, there was a huge drop-off in execution or follow-through. Meetings weren’t taking place and career-building discussions were not happening.</p>\n<p>Microsoft recently closed down the tool. Gone. Opportunity lost!</p>\n<p>I am now a proud Microsoft alumnus who is “living my legacy” by speaking, blogging, authoring books, and consulting on careers as an executive job coach. There are three causes that I believe lead to this “mentoring apathy.”</p>\n<p><b>1. Lack of accountability</b> – Too many employees talk about their desire to grow their careers, but they claim, “My manager is not promoting me,” or “My Company doesn’t care about my career even though I’m working so hard.” Those who make their career growth Job#1 are the ones reaching out for strategic supporters.</p>\n<p><b>2. Poor time management</b> – Employees are feeling overwhelmed with balancing the work hours and family. They have no appetite to take on another extra-curricular task like networking or hosting a mentoring meeting. Yes, the mentee runs the meeting; not the mentor! The mentor is giving his or her time and wisdom.</p>\n<p><b>3. Disengaged employees</b> – Unfortunately, only 30% of U.S. workers are engaged, another 50% “non-engaged,” and an astonishing 20% are “actively disengaged,” according to a recent Gallup poll. They are “resting and vesting,” and have no desire or perceived need to build mentoring relationships… even though they should.</p>\n[caption id=\"attachment_3256\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring.jpg\"><img class=\"size-medium wp-image-3256\" alt=\"Be Accountable for Great Career Mentoring\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring-300x199.jpg\" width=\"300\" height=\"199\" /></a> Be Accountable for Great Career Mentoring[/caption]\n<p>My challenge to you: Re-start your mentoring effort. Solicit a number of diverse mentors, set up each meeting with a great agenda, and keep it going for years. Stop being one of the millions who are observing the power of mentorship from the side lines.</p>','Be Accountable for Great Career Mentoring ','','inherit','open','open','','3255-autosave-v1','','','2015-03-21 00:03:23','2015-03-21 00:03:23','',3255,'http://www.danamanciagli.com/3255-autosave-v1/',0,'revision','',0),(4855,7636,'2015-03-21 00:03:42','2015-03-21 00:03:42','[caption id=\"attachment_3256\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring.jpg\"><img class=\"size-medium wp-image-3256\" alt=\"Be Accountable for Great Career Mentoring\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring-300x199.jpg\" width=\"300\" height=\"199\" /></a> Be Accountable for Great Career Mentoring[/caption]\r\n<p>Are you one of the millions who reads - with envy - how someone’s success was dedicated to the great insights and support they got from a mentor? Are you one of the additional millions that keep committing to asking for a mentor but never get around to it? </p>\r\n<p>Failure to build and maintain mentor relationships is tragic. And the efforts and investments made by companies to foster mentor relationships are meeting with little success.</p>\r\n<p>Why? Because the responsibility resides with YOU, the employee, to establish and maintain a mentor relationship. It’s work. But it’s powerful work that can result in tremendous personal and professional success, regardless of your definition of success.</p>\r\n<p>Some people use the excuse, “My boss is my mentor.” No, your boss is your boss. He or she has a different perspective than a mentor would have and there may be certain things you don’t share with your boss - for all the right reasons.</p>\r\n<p>During my 11-year tenure at Microsoft Corporate headquarters as a General Manager of worldwide sales, I was a spokesperson and advocate for the worldwide Mentor Program. I was proud to work for a company who “built the field” for any employee at any level to be a mentor and to have mentors.</p>\r\n<p>All an employee had to do was type <b><i>mentor</i></b> in the intranet address bar and he or she could request a mentor or offer to be a mentor. Microsoft encouraged all employees to be both. The system served as matchmaker and provided a tool for a number of valuable activities including:</p>\r\n<ul>\r\n<li>Teaching what it takes to be a great mentee or mentor.</li>\r\n<li>Establishing mentor relationships.</li>\r\n<li>Maintaining mentor relationships.</li>\r\n<li>Renewing mentor relationships.</li>\r\n</ul>\r\n<p>Even after the company implemented strategic efforts globally and made multiple attempts to promote the online tool, the statistics were pathetic. In summary, there were two critical problems: First, light participation by both mentees and mentors. Second, and even more concerning, there was a huge drop-off in execution or follow-through. Meetings weren’t taking place and career-building discussions were not happening.</p>\r\n<p>Microsoft recently closed down the tool. Gone. Opportunity lost!</p>\r\n<p>I am now a proud Microsoft alumnus who is “living my legacy” by speaking, blogging, authoring books, and consulting on careers as an executive job coach. There are three causes that I believe lead to this “mentoring apathy.”</p>\r\n<p><b>1. Lack of accountability</b> – Too many employees talk about their desire to grow their careers, but they claim, “My manager is not promoting me,” or “My Company doesn’t care about my career even though I’m working so hard.” Those who make their career growth Job#1 are the ones reaching out for strategic supporters.</p>\r\n<p><b>2. Poor time management</b> – Employees are feeling overwhelmed with balancing the work hours and family. They have no appetite to take on another extra-curricular task like networking or hosting a mentoring meeting. Yes, the mentee runs the meeting; not the mentor! The mentor is giving his or her time and wisdom.</p>\r\n<p><b>3. Disengaged employees</b> – Unfortunately, only 30% of U.S. workers are engaged, another 50% “non-engaged,” and an astonishing 20% are “actively disengaged,” according to a recent Gallup poll. They are “resting and vesting,” and have no desire or perceived need to build mentoring relationships… even though they should.</p>\r\n[caption id=\"attachment_3256\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring.jpg\"><img class=\"size-medium wp-image-3256\" alt=\"Be Accountable for Great Career Mentoring\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring-300x199.jpg\" width=\"300\" height=\"199\" /></a> Be Accountable for Great Career Mentoring[/caption]\r\n<p>My challenge to you: Re-start your mentoring effort. Solicit a number of diverse mentors, set up each meeting with a great agenda, and keep it going for years. Stop being one of the millions who are observing the power of mentorship from the side lines.</p>','Be Accountable for Great Career Mentoring ','','inherit','open','open','','3255-revision-v1','','','2015-03-21 00:03:42','2015-03-21 00:03:42','',3255,'http://www.danamanciagli.com/3255-revision-v1/',0,'revision','',0),(4856,7636,'2015-03-21 00:18:20','2015-03-21 00:18:20','[caption id=\"attachment_3206\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Stop-using-yellow-sticky-notes-to-manage-your-job-search..jpg\"><img class=\"size-medium wp-image-3206\" alt=\"Stop using yellow sticky notes to manage your job search.\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Stop-using-yellow-sticky-notes-to-manage-your-job-search.-300x199.jpg\" width=\"300\" height=\"199\" /></a> Stop using yellow sticky notes to manage your job search.[/caption]\n<p>I\'m shocked by how unorganized most people are when it comes to the job-search process.</p>\n<p>And I\'m not just talking about those who are unemployed. I’m also pointing at those of you who want to make a career move within your company. Even more mind-numbing are all the same excuses for why you don\'t have a great process in place:</p>\n<ol>\n<li>I\'ve never had to organize a job search before.</li>\n<li>I have my notes and I put them all in a folder.</li>\n<li>I have a really good memory, so I don\'t need a better process.</li>\n<li>Searching for a job is all about meeting people, not running a process.</li>\n</ol>\n<p>Well, <a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">cut the crap and get a job</a>! Using yellow sticky notes to manage your job search isn\'t going to do you much good.</p>\n<p>Here is what you need for a successful job search:</p>\n<ul>\n<li>A computer that has software for writing letters and emails, plus for creating spreadsheets. If you don\'t own a computer, borrow computer time from a friend or use one for free at your local library. Plus you don\'t need expensive software. There is a lot of Internet-based software for writing and making spreadsheets.</li>\n<li>Pen, paper, and a binder</li>\n</ul>\n<p>What you need to build:</p>\n<ol>\n<li><strong>Contact List: </strong>This is for all of the people with whom you will be meeting. Your network is your most valuable asset, and it should be treasured well past the job-search process. Most contact software will allow you to place each person into a category, such as family, friends, peers, job search, associations, etc.</li>\n<li><strong>Your Goal Worksheet:</strong> Document the hunt and set goals. What kind of job do you want? In what city? In what industry? In which companies? Is there a specific job title?</li>\n<li><strong>Job Opportunity Tracker:</strong> A table, spreadsheet, or simply lines on a paper with each row representing a different job opportunity. It may be a lead from a friend at the gym or a posted job description. If it is something you are ready to pursue, it becomes a row. The most important part of this tracker is the information about when you applied and when you will follow up. After that, any \"next step\" must be captured.</li>\n<li><strong>Calendar:</strong> Why is it that so many job seekers use their calendars for work or when to take the kids to school, yet when it comes to the job search, they simply don\'t use it? Bad things happen to those job seekers. You said, “Yes, Ms. Marshall, I will call you to follow up next Wednesday.” But you forget because it wasn\'t in your calendar. Now you’re embarrassed, so you never call her. There goes your dream job — all because you thought you could remember or you didn’t want to use the right tools.</li>\n</ol>\n<p>Avoid the job search crap and step up your game by building a strong foundation of tools AND the discipline to use them properly.</p>','Stop using yellow sticky notes to manage your job search: Here\'s how to get organized','','inherit','open','open','','3204-autosave-v1','','','2015-03-21 00:18:20','2015-03-21 00:18:20','',3204,'http://www.danamanciagli.com/3204-autosave-v1/',0,'revision','',0),(4857,7636,'2015-03-21 00:19:02','2015-03-21 00:19:02','[caption id=\"attachment_3206\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Stop-using-yellow-sticky-notes-to-manage-your-job-search..jpg\"><img class=\"size-medium wp-image-3206\" alt=\"Stop using yellow sticky notes to manage your job search.\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Stop-using-yellow-sticky-notes-to-manage-your-job-search.-300x199.jpg\" width=\"300\" height=\"199\" /></a> Stop using yellow sticky notes to manage your job search.[/caption]\r\n<p>I\'m shocked by how unorganized most people are when it comes to the job-search process.</p>\r\n<p>And I\'m not just talking about those who are unemployed. I’m also pointing at those of you who want to make a career move within your company. Even more mind-numbing are all the same excuses for why you don\'t have a great process in place:</p>\r\n<ol>\r\n<li>I\'ve never had to organize a job search before.</li>\r\n<li>I have my notes and I put them all in a folder.</li>\r\n<li>I have a really good memory, so I don\'t need a better process.</li>\r\n<li>Searching for a job is all about meeting people, not running a process.</li>\r\n</ol>\r\n<p>Well, <a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">cut the crap and get a job</a>! Using yellow sticky notes to manage your job search isn\'t going to do you much good.</p>\r\n<p>Here is what you need for a successful job search:</p>\r\n<ul>\r\n<li>A computer that has software for writing letters and emails, plus for creating spreadsheets. If you don\'t own a computer, borrow computer time from a friend or use one for free at your local library. Plus you don\'t need expensive software. There is a lot of Internet-based software for writing and making spreadsheets.</li>\r\n<li>Pen, paper, and a binder</li>\r\n</ul>\r\n<p>What you need to build:</p>\r\n<ol>\r\n<li><strong>Contact List: </strong>This is for all of the people with whom you will be meeting. Your network is your most valuable asset, and it should be treasured well past the job-search process. Most contact software will allow you to place each person into a category, such as family, friends, peers, job search, associations, etc.</li>\r\n<li><strong>Your Goal Worksheet:</strong> Document the hunt and set goals. What kind of job do you want? In what city? In what industry? In which companies? Is there a specific job title?</li>\r\n<li><strong>Job Opportunity Tracker:</strong> A table, spreadsheet, or simply lines on a paper with each row representing a different job opportunity. It may be a lead from a friend at the gym or a posted job description. If it is something you are ready to pursue, it becomes a row. The most important part of this tracker is the information about when you applied and when you will follow up. After that, any \"next step\" must be captured.</li>\r\n<li><strong>Calendar:</strong> Why is it that so many job seekers use their calendars for work or when to take the kids to school, yet when it comes to the job search, they simply don\'t use it? Bad things happen to those job seekers. You said, “Yes, Ms. Marshall, I will call you to follow up next Wednesday.” But you forget because it wasn\'t in your calendar. Now you’re embarrassed, so you never call her. There goes your dream job — all because you thought you could remember or you didn’t want to use the right tools.</li>\r\n</ol>\r\n<p>Avoid the job search crap and step up your game by building a strong foundation of tools AND the discipline to use them properly.</p>','Stop using yellow sticky notes to manage your job search: Here\'s how to get organized','','inherit','open','open','','3204-revision-v1','','','2015-03-21 00:19:02','2015-03-21 00:19:02','',3204,'http://www.danamanciagli.com/3204-revision-v1/',0,'revision','',0),(4858,7636,'2015-03-21 00:23:26','2015-03-21 00:23:26','[caption id=\"attachment_3202\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Top-4-Hiring-Strategies-for-Start-Ups-and-SMBs.jpg\"><img class=\"size-full wp-image-3202\" alt=\"Top 4 Hiring Strategies for Start-Ups and SMBs\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Top-4-Hiring-Strategies-for-Start-Ups-and-SMBs.jpg\" width=\"128\" height=\"105\" /></a> Top 4 Hiring Strategies for Start-Ups and SMBs[/caption]\n<p>Entrepreneurs know that talented people can accelerate their success and that bad talent decisions can sabotage the odds of survival for their startup companies.</p>\n<p>Here are four strategic recommendations for startup or young businesses that want to succeed the first time at hiring key employees.</p>\n<p><strong>Job description diligence</strong></p>\n<p>Most job descriptions today are incomplete, vague and uninspiring. But they are key to not only attracting people with the right skill set, but also for motivating a job seeker to apply.</p>\n<p>Put yourself in the candidate’s shoes. Would you apply to a young or small company if the job description was boring, hard to understand or poorly written? A recent poll of StartUpHire.com candidates showed that 44 percent wouldn\'t apply to a job post that was poorly written, even if they met the qualifications.</p>\n<p>What should you do? Make the job description exciting. A job post is an advertisement. Prioritize what skills and experiences you need and make sure they are conveyed in the job description. Explain the role to the reader. Be realistic about your expectations. Don\'t describe someone who doesn’t exist.</p>\n<p>Finally, don\'t focus on pay and benefits. Candidates will want to know, but you want to share that once they are interviewed.</p>\n<p><strong>Candidate referrals are golden</strong></p>\n<p>Use your network. Business groups, the local associations in your industry, current employees, and friends and family should all be sent an email with the job description and candidate application directions (web link or email address). Offer them a reward such as cash or a large screen TV if you hire a candidate they recommend.</p>\n<p>Open up the referral program to your network. Use this kind of headline: \"Know a top performer? Send them our way and earn $1,000!\"</p>\n<p><strong>Upgrade your interviewing technique</strong></p>\n<p>Interviews are key to vetting your candidates and, typically, they are poorly done. The latest, most effective technique is called “situational interviewing” in which the interviewer provide the candidates with situations and asks them to respond.</p>\n<p>For instance, ask them about a time when they underwent a specific challenge and how they handled it. If you are hiring a salesperson, ask them to describe a challenging sales situation that resembles a situation they may face at your company. Once they tell you about it, dig deeper and listen for specific skills — and listen to if they are stumbling.</p>\n<p><strong>These are mandatory: Job boards and LinkedIn</strong></p>\n<p>You need to post your positions on job boards to reach a broader audience. Clearinghouse job search boards include Careerbuilder, Indeed, Monster and SimplyHired, among many other niche boards that attract job seekers looking for work in a particular industry, geographic location or career field.</p>\n<p>Also use LinkedIn for recruiting purposes. Actively search for candidates among LinkedIn members by searching on keywords for people with the required qualifications listed in their LinkedIn profile. Share your contact information so others can easily contact you whether you are actively or passively employee searching. To learn more, take the LinkedIn tutorials, which are well done.</p>','Top 4 hiring strategies for startups and SMBs','','inherit','open','open','','3200-autosave-v1','','','2015-03-21 00:23:26','2015-03-21 00:23:26','',3200,'http://www.danamanciagli.com/3200-autosave-v1/',0,'revision','',0),(4859,7636,'2015-03-21 00:23:40','2015-03-21 00:23:40','[caption id=\"attachment_3202\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Top-4-Hiring-Strategies-for-Start-Ups-and-SMBs.jpg\"><img class=\"size-full wp-image-3202\" alt=\"Top 4 Hiring Strategies for Start-Ups and SMBs\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Top-4-Hiring-Strategies-for-Start-Ups-and-SMBs.jpg\" width=\"128\" height=\"105\" /></a> Top 4 Hiring Strategies for Start-Ups and SMBs[/caption]\r\n<p>Entrepreneurs know that talented people can accelerate their success and that bad talent decisions can sabotage the odds of survival for their startup companies.</p>\r\n<p>Here are four strategic recommendations for startup or young businesses that want to succeed the first time at hiring key employees.</p>\r\n<p><strong>Job description diligence</strong></p>\r\n<p>Most job descriptions today are incomplete, vague and uninspiring. But they are key to not only attracting people with the right skill set, but also for motivating a job seeker to apply.</p>\r\n<p>Put yourself in the candidate’s shoes. Would you apply to a young or small company if the job description was boring, hard to understand or poorly written? A recent poll of StartUpHire.com candidates showed that 44 percent wouldn\'t apply to a job post that was poorly written, even if they met the qualifications.</p>\r\n<p>What should you do? Make the job description exciting. A job post is an advertisement. Prioritize what skills and experiences you need and make sure they are conveyed in the job description. Explain the role to the reader. Be realistic about your expectations. Don\'t describe someone who doesn’t exist.</p>\r\n<p>Finally, don\'t focus on pay and benefits. Candidates will want to know, but you want to share that once they are interviewed.</p>\r\n<p><strong>Candidate referrals are golden</strong></p>\r\n<p>Use your network. Business groups, the local associations in your industry, current employees, and friends and family should all be sent an email with the job description and candidate application directions (web link or email address). Offer them a reward such as cash or a large screen TV if you hire a candidate they recommend.</p>\r\n<p>Open up the referral program to your network. Use this kind of headline: \"Know a top performer? Send them our way and earn $1,000!\"</p>\r\n<p><strong>Upgrade your interviewing technique</strong></p>\r\n<p>Interviews are key to vetting your candidates and, typically, they are poorly done. The latest, most effective technique is called “situational interviewing” in which the interviewer provide the candidates with situations and asks them to respond.</p>\r\n<p>For instance, ask them about a time when they underwent a specific challenge and how they handled it. If you are hiring a salesperson, ask them to describe a challenging sales situation that resembles a situation they may face at your company. Once they tell you about it, dig deeper and listen for specific skills — and listen to if they are stumbling.</p>\r\n<p><strong>These are mandatory: Job boards and LinkedIn</strong></p>\r\n<p>You need to post your positions on job boards to reach a broader audience. Clearinghouse job search boards include Careerbuilder, Indeed, Monster and SimplyHired, among many other niche boards that attract job seekers looking for work in a particular industry, geographic location or career field.</p>\r\n<p>Also use LinkedIn for recruiting purposes. Actively search for candidates among LinkedIn members by searching on keywords for people with the required qualifications listed in their LinkedIn profile. Share your contact information so others can easily contact you whether you are actively or passively employee searching. To learn more, take the LinkedIn tutorials, which are well done.</p>','Top 4 hiring strategies for startups and SMBs','','inherit','open','open','','3200-revision-v1','','','2015-03-21 00:23:40','2015-03-21 00:23:40','',3200,'http://www.danamanciagli.com/3200-revision-v1/',0,'revision','',0),(4864,7636,'2015-03-21 00:34:48','2015-03-21 00:34:48','[caption id=\"attachment_3007\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/The-Wrong-Way-to-Solicit-a-Job-via-Social-Media.jpg\"><img class=\"size-medium wp-image-3007\" alt=\"The Wrong Way to Solicit a Job via Social Media\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/The-Wrong-Way-to-Solicit-a-Job-via-Social-Media-300x199.jpg\" width=\"300\" height=\"199\" /></a> The Wrong Way to Solicit a Job via Social Media[/caption]\r\n<p>LinkedIn is a great networking tool, but there are right ways and wrong ways to use it.</p>\r\n<p>\"Randy\" (not his real name) showed how NOT to use LinkedIn to find a job when he sent this message two weeks ago to hundreds of his LinkedIn connections, including me.</p>\r\n<p>How many flaws can you find in Randy’s approach?</p>\r\n<blockquote>I elected to communicate my immediate need homogenously to anyone who might be the source of my next opportunity. <br /><br />My objective is still a position in which my unique combination of business-building skills plugs in directly and supports those of the CEO of a $5 to $20 million company. My priority, though, is to secure a position in the next two weeks that will enable me to bring my family from Dallas during the second week of June. This overrides the objective! My need is urgent.<br /><br />Please let me know what I can do to make this happen. We can talk on the phone or meet if that will help direct thoughts on which of the people you know could benefit from someone adept in problem solving, dispute resolution and creative solutions. I appreciate your considering this very important request.</blockquote>\r\n<p><strong>Flaw Number 1:</strong> While I applaud Randy’s effort to let his network know he is looking for a job, this is desperate and thoughtless. No recipient wants to be the \"source of my next opportunity.\" They want to be talked to like a person. If I were standing in front of Randy, he might have started with something like, \"I’m sorry for the impersonal approach, but I could really use your help.\" As a rule, I don\'t recommend these broadcasts, and the odds of this one generating a meaningful result are slim to none.</p>\r\n<p><strong>Flaw Number 2:</strong> Randy’s job search goal is squishy, selfish, and unrealistic. You have to have a great goal statement that you can articulate to anybody, including friends, recruiters and your network.</p>\r\n<ul>\r\n<li>Randy’s goal is missing the single most important ingredient: WHAT FUNCTION? Does Randy want to be a CEO or an executive administrative assistant? Or is he a sales manager or an operations manager?</li>\r\n<li>Another flaw in the goal: His use of \"my unique combination of business-building skills…\" This is not about you, Randy! His goal should state what he can do for somebody else. And I have no idea what \"business-building skills\" are!</li>\r\n<li>Finally, \"supporting the CEO of a $5 to $20 million company.\" So we, the recipients, don\'t know what type of function or what industry, but we have a very narrow definition of the size of Randy’s target company. He would be better off saying \"small- to medium-sized business.\"</li>\r\n</ul>\r\n<p><strong>Flaw Number 3:</strong> The close of Randy’s mission-critical request is very weak. Again, we hear a squishy description of \"someone adept in problem solving, dispute resolution and creative solutions.\" That\'s not helpful to me. Even worse, the ending has no \"call to action\" or next step for the recipient. \"Please let me know what I can do to make this happen.\" Make <em>what</em> happen?</p>\r\n<p>I get it. Making this type of request is awkward, humbling, and Randy is clearly desperate. However, imagine if Randy ended his blast with:</p>\r\n<p style=\"padding-left: 17px;\">Please reply to this letter with any one of the following so I can get in touch with you:</p>\r\n<ul>\r\n<li>Do you know of any open positions or any hiring managers I should contact now?</li>\r\n<li>Do you have any favorite sources of open positions you can send me to? (groups, associations, etc.)</li>\r\n<li>Would you like me to contact you to provide any additional information?</li>\r\n</ul>\r\n<p>Millions of employed and unemployed people are networking for their next career change. Don\'t be Randy.</p>\r\n<p>What are some of your job search challenges? Ask them here so we can help you!</p>','The Wrong Way to Solicit a Job via Social Media','','inherit','open','open','','3005-revision-v1','','','2015-03-21 00:34:48','2015-03-21 00:34:48','',3005,'http://www.danamanciagli.com/3005-revision-v1/',0,'revision','',0),(4868,7636,'2015-03-21 00:52:11','2015-03-21 00:52:11','<p>[caption id=\"attachment_2907\" align=\"alignright\" width=\"283\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Job-Search-Preparation-10-Non-Negotiables.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Job-Search-Preparation-10-Non-Negotiables-283x300.jpg\" alt=\"Job Search Preparation - 10 Non-Negotiables\" width=\"283\" height=\"300\" class=\"size-medium wp-image-2907\" /></a> Job Search Preparation - 10 Non-Negotiables[/caption]\n<p>Because the employment world has changed so much in the last 5 years, job seekers need to change their game, too. There are no short cuts and no compromises on using the right job search techniques at every step of the process. Although the list below may look like a list of choices, it is not. You MUST do them ALL; you can’t do some and miss on others. Not if securing your next job faster is a priority. <b></b></p>\n<ol>\n<li><b>Goal setting:</b> Write down your job goal “script.” Be clear and specific about your desired job title and roles/responsibilities.</li>\n<li><b>Tracking</b>: Build a spreadsheet, WORD table, or other useful tool so you track every piece of data you collect during your job search.</li>\n<li><b>Sourcing</b>: Based on your goal in #1, list the resources you will use to find your next job. Don’t just rely on one; there are many!</li>\n<li><b>Social Media Groundwork</b>: Learn how to maximize social media by taking tutorials specific to job search techniques on LinkedIn, Facebook, and Twitter..</li>\n<li><b>Obsessive Research</b>: Spend hours – not minutes – on every job opportunity <span style=\"text-decoration: underline;\">prior</span> to applying. Use the Web to research the people, company, division, and function for the position you are applying for.</li>\n<li><b>Networking Precision:</b> Prepare to make your face-to-face and online networking most effective by writing out your networking plan. Then practice asking for their support during your job search.</li>\n<li><b>Application Preparation:</b> Find one job within your goal description and prepare a draft practice cover letter and résumé. Proof it and ask someone for feedback. Better yet, use a new, more effective application process with my new <b>Cut the Crap (CTC) Candidate Packet</b>, described in <a href=\"http://www.danamanciagli.com/book/\"><b><i>Cut the Crap, Get a Job!,</i></b></a><i> </i>my new book. </li>\n<li><b>Interview Prep:</b> (Do this in advance, not the night before!) Prepare your best interview attire and fill your briefcase with document copies. Be ready with <i>two</i> alarm clocks. A couple of days before your interview, drive to the location to find parking and the exact entrance. On interview day, if you’re not in the lobby 30 minutes early, you’re late!</li>\n<li><b>Phone Interview Excellence:</b> Print hard copies of your notes and the job description, then organize them within arm’s reach. Don’t forget to write 3 bullet points for all of the most common interview questions. Choose a quiet place to take the call and be ready 30 minutes early.</li>\n<li><b>Follow Up After Every Interaction:</b> This is the single sloppiest part of almost all job searches. Without a tracking tool and calendar reminders, most follow up is terrible. Every contact you make requires impeccable follow up as a short-term courtesy and for long-term networking!</li>\n</ol>\n<p>The good news about each of these actions is that there are hundreds of resources out there to help you with every step including my book, <b><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job! </a></b>I<b> </b>not only teach job search tricks and traps from a hiring manager’s perspective, I provide free templates so you can execute your job search flawlessly.</p>\n','Job Search Preparation – 10 Non-Negotiables','','inherit','open','open','','2876-autosave-v1','','','2015-03-21 00:52:11','2015-03-21 00:52:11','',2876,'http://www.danamanciagli.com/2876-autosave-v1/',0,'revision','',0),(4869,7636,'2015-03-21 00:52:37','2015-03-21 00:52:37','<p>[caption id=\"attachment_2907\" align=\"alignright\" width=\"283\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Job-Search-Preparation-10-Non-Negotiables.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/09/Job-Search-Preparation-10-Non-Negotiables-283x300.jpg\" alt=\"Job Search Preparation - 10 Non-Negotiables\" width=\"283\" height=\"300\" class=\"size-medium wp-image-2907\" /></a> Job Search Preparation - 10 Non-Negotiables[/caption]\r\n<p>Because the employment world has changed so much in the last 5 years, job seekers need to change their game, too. There are no short cuts and no compromises on using the right job search techniques at every step of the process. Although the list below may look like a list of choices, it is not. You MUST do them ALL; you can’t do some and miss on others. Not if securing your next job faster is a priority. <b></b></p>\r\n<ol>\r\n<li><b>Goal setting:</b> Write down your job goal “script.” Be clear and specific about your desired job title and roles/responsibilities.</li>\r\n<li><b>Tracking</b>: Build a spreadsheet, WORD table, or other useful tool so you track every piece of data you collect during your job search.</li>\r\n<li><b>Sourcing</b>: Based on your goal in #1, list the resources you will use to find your next job. Don’t just rely on one; there are many!</li>\r\n<li><b>Social Media Groundwork</b>: Learn how to maximize social media by taking tutorials specific to job search techniques on LinkedIn, Facebook, and Twitter..</li>\r\n<li><b>Obsessive Research</b>: Spend hours – not minutes – on every job opportunity <span style=\"text-decoration: underline;\">prior</span> to applying. Use the Web to research the people, company, division, and function for the position you are applying for.</li>\r\n<li><b>Networking Precision:</b> Prepare to make your face-to-face and online networking most effective by writing out your networking plan. Then practice asking for their support during your job search.</li>\r\n<li><b>Application Preparation:</b> Find one job within your goal description and prepare a draft practice cover letter and résumé. Proof it and ask someone for feedback. Better yet, use a new, more effective application process with my new <b>Cut the Crap (CTC) Candidate Packet</b>, described in <a href=\"http://www.danamanciagli.com/book/\"><b><i>Cut the Crap, Get a Job!,</i></b></a><i> </i>my new book. </li>\r\n<li><b>Interview Prep:</b> (Do this in advance, not the night before!) Prepare your best interview attire and fill your briefcase with document copies. Be ready with <i>two</i> alarm clocks. A couple of days before your interview, drive to the location to find parking and the exact entrance. On interview day, if you’re not in the lobby 30 minutes early, you’re late!</li>\r\n<li><b>Phone Interview Excellence:</b> Print hard copies of your notes and the job description, then organize them within arm’s reach. Don’t forget to write 3 bullet points for all of the most common interview questions. Choose a quiet place to take the call and be ready 30 minutes early.</li>\r\n<li><b>Follow Up After Every Interaction:</b> This is the single sloppiest part of almost all job searches. Without a tracking tool and calendar reminders, most follow up is terrible. Every contact you make requires impeccable follow up as a short-term courtesy and for long-term networking!</li>\r\n</ol>\r\n<p>The good news about each of these actions is that there are hundreds of resources out there to help you with every step including my book, <b><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job! </a></b>I<b> </b>not only teach job search tricks and traps from a hiring manager’s perspective, I provide free templates so you can execute your job search flawlessly.</p>\r\n','Job Search Preparation – 10 Non-Negotiables','','inherit','open','open','','2876-revision-v1','','','2015-03-21 00:52:37','2015-03-21 00:52:37','',2876,'http://www.danamanciagli.com/2876-revision-v1/',0,'revision','',0),(4873,7636,'2015-03-24 00:35:27','2015-03-24 00:35:27','<p>[caption id=\"attachment_2934\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/Job-Applications.jpg\"><img class=\"size-medium wp-image-2934\" alt=\"Applying for Jobs and Getting Nowhere? 3 Tips That Make a Difference\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/Job-Applications-300x257.jpg\" width=\"300\" height=\"257\" /></a> Applying for Jobs and Getting Nowhere? 3 Tips That Make a Difference[/caption]</p>\r\n<p>If you are applying to jobs over and over and getting no responses, then its time to change your game.  Reboot. Take responsibility for your job search, stop applying the same way, and change your approach. There is so much <i>you</i> can be doing differently.</p>\r\n<p>Yes, it’s true that most jobs are NOT secured by simply applying online through job boards or company websites. However, for all job applications, at a minimum, you need to submit an application for the position to get into “the system.”</p>\r\n<p><b>Common Job Application Bloopers</b></p>\r\n<ol>\r\n<li>Submitting a “standard” résumé that is not tailored to the job description.</li>\r\n<li>Submitting a résumé full of typos, grammatical errors, and mis-spelling.</li>\r\n<li>Using boring descriptions rather than keywords and “power verbs.”</li>\r\n<li>Applying to the wrong job; committing Random Acts of Application (RAA). An RAA is applying for a job even though you have no relevant skills or experience.</li>\r\n</ol>\r\n<p>Fact: Hiring managers want to find the best candidate. They truly are looking for a good fit and the best hire for their position. In almost all cases, there is a job description. Read it! The hiring manager is listing the “specifications” for the job. Your opportunity is to use your application to show <i>exactly </i>how you fit their specs. </p>\r\n<p>Put yourself in the hiring manager’s shoes: They could receive hundreds of résumés for just one position.  They know what they are looking for yet they have to pour through stacks of documents that simply provide the chronological output of total strangers.</p>\r\n<p>What if your submission hit them between the eyes – figuratively – with all the reasons why YOU are the BEST candidate for the job? Hint: job descriptions are written describing the <i>perfect</i> candidate – a person who doesn’t exist! So don’t be discouraged if you don’t meet every one of the requirements.</p>\r\n<p>Sell yourself with every application. Position your background and qualifications to show them that it is a wise investment to interview you. The application process is NOT ABOUT YOU; it is about the reader. </p>\r\n<p>Do not use it as a venue to ramble on about how brilliant you are, how you were awarded top recognition in things the reader doesn’t care about or, worse, how you are the “perfect” person for their job. Nobody is. Everybody has gaps in some areas and it would be wise to point them out as “opportunities to learn” both in the application and in the interview. </p>\r\n<p><b>Three Tips That Make a Difference with Your Job Application</b></p>\r\n<ol>\r\n<li><b>Research Before Applying:</b>  You may find amazing insights about the company, this particular division, that department, and more by researching on the web. Use these insights in your cover letter and application.</li>\r\n<li><b>Revamp Your</b> <b>Cover Letter:</b>  Make your cover letter <span style=\"text-decoration: underline;\">page one</span> of your résumé. Yes, <span style=\"text-decoration: underline;\">add a cover letter in the same word or PDF file</span> rather than attaching two separate document files. Your new cover letter should look like a formal one-page cover letter and your résumé will start on page 2.  The new cover letter will only talk about the main skills and experiences you have that correlate to the specifications of the job description.  Do NOT simply regurgitate your résumé. That’s boring and irrelevant.   </li>\r\n<li><b>Highlight Relevant Matches:</b> In your cover letter, highlight the skills and experiences <span style=\"text-decoration: underline;\">they</span> are looking for, based on the job description. You may even find that you left some important things off of your résumé (skills, tasks, experiences) that this position needs.  Add them in. I don’t need to remind you - <i>always</i> be 100% truthful, of course.  </li>\r\n</ol>\r\n<p>In summary, change your application approach, stand out, and aim to be called for an interview.</p>\r\n<p>What are your application challenges or questions? We want to hear from you in the comments section below.</p>\r\n','Applying for Jobs and Getting Nowhere? 3 Tips That Make a Difference','','inherit','open','open','','2932-revision-v1','','','2015-03-24 00:35:27','2015-03-24 00:35:27','',2932,'http://www.danamanciagli.com/2932-revision-v1/',0,'revision','',0),(4978,7636,'2015-04-24 16:58:55','2015-04-24 16:58:55','[caption id=\"attachment_1932\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/05/Image-for-Job-Search-Tracker_030213.png\"><img class=\"size-medium wp-image-1932\" alt=\"Top 3 Mistakes and Excuses Why You Don’t Track Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/05/Image-for-Job-Search-Tracker_030213-300x207.png\" width=\"300\" height=\"207\" /></a> Top 3 Mistakes and Excuses Why You Don’t Track Your Job Search[/caption]\n<p>When I talk to anyone from college graduates to corporate executives about their efforts to find their next career moves, I ask them to show me their job search tracking. How do they capture their job descriptions, websites, contact information, applications, and follow up? Most stare at me as if I have three eyeballs.  </p>\n<p>On the other hand, when I talk about this common gap in process, others say, “but that’s just common sense.”  YES, it is common sense, but the majority of job seekers isn’t applying that common sense and has no tracking system. As a result, the job search suffers. <b></b></p>\n<p><b>Are you making these mistakes?</b></p>\n<p><b>Mistake #1</b>: Starting a tracker then dropping it within weeks, believing “I got this and no longer need the tool,” or just plain forgetting about it. I see this over and over again. Yes, it’s work. No salesperson likes to enter their sales activity in a customer relationship management (CRM) software for their company. Yet you are selling yourself to companies and there are a lot of steps required to take a job opportunity from cold lead to an interview. The ONLY way to manage every step is to log every move you make, and follow up religiously. NOTE: You don’t get to stop using your tracker until you begin the first day of your new job!</p>\n<p><b>Mistake #2:</b> Incomplete tracker, being lazy and trying to use only some of it. Later, you will need some key information that you didn’t populate. Shortcuts don’t work. Period. You may think all you need is the link to the job description and the date you applied. You’ll remember that a friend, Sam, told you about Bob, who might have a position and then Bob sent you to Susan. Three months later, after interviews and job offer, will you remember to send Sam and Bob and Susan a nice bottle of wine, thanking them for their support? </p>\n<p><b>Mistake #3:</b> Just not doing it. Period. By the way, how <i>are</i> those yellow sticky notes working for you? Or the random folders on your PC full of word documents and the “favorites” in your web browser?  Not even close to a process. </p>\n<p>When you wake up every morning, do you have a list of 10 things that need to be done to follow up on your pipeline or do something new? I guarantee you this list will be generated from your great process AND you will feel better, emotionally, about your job search because you will be busy. You will see and feel the progress forward.</p>\n<p><b>Are you using any of these excuses? </b></p>\n<p><b>Excuse #1:</b> “<i>What I did during my last job search worked just fine.</i>” That was then, this is now!</p>\n<p><b>Excuse #2:</b> <i>“I’m not a spreadsheet person.”</i> Well, first, good luck in any future position where you may be asked to be comfortable with a spreadsheet!</p>\n<p><b>Excuse #3:</b> “<i>Job searching is all about relationships, not tracking tools and lists of things to do.</i>” I just heard this one last week and was shocked!</p>\n<p>Remember, CRAP comes in two forms:  mistakes and excuses, both of which will sabotage your job search efforts and slow down your progress.  You can do this! Download the best job search tracker and other tools here so you can get started or re-start on the right foot. <a href=\"http://www.danamanciagli.com/tool-downloads/\">http://www.danamanciagli.com/tool-downloads/</a></p>','Top 3 Mistakes and Excuses Why You Don’t Track Your Job Search','','inherit','open','open','','1929-autosave-v1','','','2015-04-24 16:58:55','2015-04-24 16:58:55','',1929,'http://www.danamanciagli.com/1929-autosave-v1/',0,'revision','',0),(4979,7636,'2015-04-24 19:47:22','2015-04-24 19:47:22','<p>Executive Job Search Top Mistake #5 of 6 -- Unclear Career Goal</p>\n<p>Executive Pop Quiz: What is your concise, inspiring and clear job search goal? Similarly, what is your answer to the most common networking question \"What are you looking for?\" It is critical that each of you have your next step career goal written down, memorized and shared broadly with your network.</p>\n<p>I\'m Dana Manciagli, author of <em><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a></em> and I see two roadblocks when I coach executive job seekers:</li>\n<p>ONE, lacking clarity on what you want to do next and</p>\n<p>TWO, lacking the ability to articulate your next position goal in a compelling way.</p>\n<p>Here are some examples of the most common (and poor) responses to \"What kind of position are you looking for?\"</p>\n<ul>\n<li>\"I can do anything\" The listener translates this as someone not self-aware, not focused or not passionate about anything)</li>\n<li>\"I\'m looking for a challenging position where I can work with people and leverage my financial skills.\" This is what I call a squishy goal, all about you vs. what you can do for another)</li>\n<li>\"Sales, Marketing, Business Development.\" (too broad; three discreet functions)</li>\n<li>OR, the most common response is \"Well, let me tell you about my background\" followed by a long list of everything you have done in the last 20 years (not answering the question about your future goals at all)</li>\n</ul>\n<p>There are so many more, but more helpful might be to share the three main job search tips about articulating your goal:</p>\n<ol>\n<li>Know what you are hunting. If you don\'t know how to describe your goal, spend hours on any job search board like Ladders, Indeed or Monster.com and write down key words. The more confident and clear you are, the more likely your network will share opportunities or advice with you.</li>\n<li>Write down the characteristics. Organize the \"features\" of your target by the following:</li>\n<ul>\n<li>The function you target, as specific as possible (Sales Management, Marketing Research, Financial Controllership) Have some example titles at your level, based on the job description research you have done.</li>\n<li>The industry or industries you target</li>\n<li>Size of company</li>\n<li>Sample companies in your industries and sizes -- at least 5</li>\n</ol>\n<li>Script your improved Goal Statement: Write out exactly what you will say to everybody.</li>\n<ul>\n<li>\"I am seeking a VP of Marketing Communications in a Fortune 500 consumer goods company located in Chicago or Atlanta. Examples include Dial and Coca-Cola Corporation.\"</li>\n<li>\"I am well qualified for a role as Chief Operating Officer of a medium-size technology company in Austin, Texas.\"</li>\n</ul>\n</ol>\n<p>Executives, don\'t keep your job search goal a secret and good luck!</p>\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/UmawvnDgQ_Y\" frameborder=\"0\" allowfullscreen></iframe></p>\n','Video: Executive Job Search Top Mistake #5 of 6 -- Unclear Career Goal','','inherit','open','open','','1879-autosave-v1','','','2015-04-24 19:47:22','2015-04-24 19:47:22','',1879,'http://www.danamanciagli.com/1879-autosave-v1/',0,'revision','',0),(4980,7636,'2015-04-24 19:48:03','2015-04-24 19:48:03','<p>Executive Job Search Top Mistake #5 of 6 -- Unclear Career Goal</p>\r\n<p>Executive Pop Quiz: What is your concise, inspiring and clear job search goal? Similarly, what is your answer to the most common networking question \"What are you looking for?\" It is critical that each of you have your next step career goal written down, memorized and shared broadly with your network.</p>\r\n<p>I\'m Dana Manciagli, author of <em><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a></em> and I see two roadblocks when I coach executive job seekers:</li>\r\n<p>ONE, lacking clarity on what you want to do next and</p>\r\n<p>TWO, lacking the ability to articulate your next position goal in a compelling way.</p>\r\n<p>Here are some examples of the most common (and poor) responses to \"What kind of position are you looking for?\"</p>\r\n<ul>\r\n<li>\"I can do anything\" The listener translates this as someone not self-aware, not focused or not passionate about anything)</li>\r\n<li>\"I\'m looking for a challenging position where I can work with people and leverage my financial skills.\" This is what I call a squishy goal, all about you vs. what you can do for another)</li>\r\n<li>\"Sales, Marketing, Business Development.\" (too broad; three discreet functions)</li>\r\n<li>OR, the most common response is \"Well, let me tell you about my background\" followed by a long list of everything you have done in the last 20 years (not answering the question about your future goals at all)</li>\r\n</ul>\r\n<p>There are so many more, but more helpful might be to share the three main job search tips about articulating your goal:</p>\r\n<ol>\r\n<li>Know what you are hunting. If you don\'t know how to describe your goal, spend hours on any job search board like Ladders, Indeed or Monster.com and write down key words. The more confident and clear you are, the more likely your network will share opportunities or advice with you.</li>\r\n<li>Write down the characteristics. Organize the \"features\" of your target by the following:</li>\r\n<ul>\r\n<li>The function you target, as specific as possible (Sales Management, Marketing Research, Financial Controllership) Have some example titles at your level, based on the job description research you have done.</li>\r\n<li>The industry or industries you target</li>\r\n<li>Size of company</li>\r\n<li>Sample companies in your industries and sizes -- at least 5</li>\r\n</ol>\r\n<li>Script your improved Goal Statement: Write out exactly what you will say to everybody.</li>\r\n<ul>\r\n<li>\"I am seeking a VP of Marketing Communications in a Fortune 500 consumer goods company located in Chicago or Atlanta. Examples include Dial and Coca-Cola Corporation.\"</li>\r\n<li>\"I am well qualified for a role as Chief Operating Officer of a medium-size technology company in Austin, Texas.\"</li>\r\n</ul>\r\n</ol>\r\n<p>Executives, don\'t keep your job search goal a secret and good luck!</p>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/UmawvnDgQ_Y\" frameborder=\"0\" allowfullscreen></iframe></p>\r\n','Video: Executive Job Search Top Mistake #5 of 6 -- Unclear Career Goal','','inherit','open','open','','1879-revision-v1','','','2015-04-24 19:48:03','2015-04-24 19:48:03','',1879,'http://www.danamanciagli.com/1879-revision-v1/',0,'revision','',0),(4981,7636,'2015-04-24 19:49:35','2015-04-24 19:49:35','[caption id=\"attachment_1926\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/05/3-Mistakes-You-Should-Never-Make-When-You-Use-Social-Media-for-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-1926\" alt=\"3 Mistakes You Should Never Make When You Use Social Media for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/05/3-Mistakes-You-Should-Never-Make-When-You-Use-Social-Media-for-Your-Job-Search-300x199.jpg\" width=\"300\" height=\"199\" /></a> 3 Mistakes You Should Never Make When You Use Social Media for Your Job Search[/caption]\n<p>Social media can be an advantage for you if you are searching for your next career change; it can also be disastrous! You can make a positive impression in your job search before you ever go on an interview OR you can lose the option to interview because of your social media footprint.</p>\n<p>How can you <i>leave footprints on the web? </i>It’s a reality many people ignore. It’s too easy to get overly comfortable on social platforms and say something that shouldn’t be said in public or upload images that are too personal or provocative. It’s news when Congressmen lose jobs; you may end up losing your job <i>opportunities</i> too.</p>\n<p>Don’t make these mistakes!</p>\n<p><b>Mistake #1: </b>Compromising your current job security while you are employed. To go undetected, you need to do the following:</p>\n<ul>\n<li>Be strategically visible (learn all about privacy settings).<b></b></li>\n<li>Learn about how to stay off the feed (settings, privacy controls).</li>\n<li>Be conveniently flexible. In addition to being found and seen by the right career stakeholders, you will want to make it easy for them to reach out to you. Learn how to modify your contact settings so people can find you and see what types of contact you would welcome.</li>\n<li>Don’t openly advertise your job search.</li>\n<li>Never job search at work. Don’t tell anyone, don’t work on your job search at work (even at lunch), and don’t use your work email in social media - ever. <b></b></li>\n</ul>\n<p><b>Mistake #2:</b> Typos, grammar errors, misspellings. Yes, your social media communications are another writing sample for prospective employers. If they see errors, they will assume that is how you would write if you were working for them. So show them a sample of your best work, and even have your communications edited if necessary. Sorry, no excuse for English being your second language, either! </p>\n<p><b>Mistake #3:</b> Each of the top social media tools requires a slightly different protocol or “n<em>etiquette</em>:” </p>\n<p><strong>1. LinkedIn</strong><b></b></p>\n<ul>\n<li>Not having a purpose or not understanding why you are on LinkedIn. Have a reason and build a plan to reach your goals.<b></b></li>\n<li>Failure to participate. If you do not participate consistently, you will not find success.<b></b></li>\n<li>Presenting an incomplete picture.<b></b></li>\n<li>Failure to build credibility.<b></b></li>\n<li>Bad photo choice.<b></b></li>\n<li>Not securing recommendations.<b></b></li>\n</ul>\n<p><strong>2. Facebook</strong></p>\n<ul>\n<li>Clean up your presence: use Bing and Google to search for your name to see what comes up. Maintain a professional, but fun, Facebook profile.</li>\n<li>Major mistakes include:</li>\n</ul>\n<ul>\n<ul>\n<li>Inappropriate pictures.</li>\n<li>Complaining about your current job or current boss or prior jobs and bosses.</li>\n<li>Posting conflicting information from that on your résumé.</li>\n<li>Statuses you wouldn\'t want your boss to see.</li>\n<li>Losing by association: not understanding your security settings. Watch what your friends post!</li>\n</ul>\n</ul>\n<p><strong>3. Twitter</strong></p>\n<ul>\n<li>The word “expert,” “maven,” or “guru” in your title is bragging and meaningless for job seekers.</li>\n<li>Not following back. If someone follows you, do him or her the courtesy of following back.<b></b></li>\n<li>Recycling rather than repurposing content. It’s fine to repeatedly reference the same blog post over time in your tweets, but avoid continually rehashing the exact same text. <b></b></li>\n<li>Not re-tweeting others’ content—tweeting your own company’s content is a great idea, but make sure you also re-tweet content from other people and other companies that is relevant to your audience.<b></b></li>\n</ul>','3 Mistakes You Should Never Make When You Use Social Media for Your Job Search','','inherit','open','open','','1924-autosave-v1','','','2015-04-24 19:49:35','2015-04-24 19:49:35','',1924,'http://www.danamanciagli.com/1924-autosave-v1/',0,'revision','',0),(4982,7636,'2015-04-24 19:50:11','2015-04-24 19:50:11','[caption id=\"attachment_1926\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/05/3-Mistakes-You-Should-Never-Make-When-You-Use-Social-Media-for-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-1926\" alt=\"3 Mistakes You Should Never Make When You Use Social Media for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/05/3-Mistakes-You-Should-Never-Make-When-You-Use-Social-Media-for-Your-Job-Search-300x199.jpg\" width=\"300\" height=\"199\" /></a> 3 Mistakes You Should Never Make When You Use Social Media for Your Job Search[/caption]\r\n<p>Social media can be an advantage for you if you are searching for your next career change; it can also be disastrous! You can make a positive impression in your job search before you ever go on an interview OR you can lose the option to interview because of your social media footprint.</p>\r\n<p>How can you <i>leave footprints on the web? </i>It’s a reality many people ignore. It’s too easy to get overly comfortable on social platforms and say something that shouldn’t be said in public or upload images that are too personal or provocative. It’s news when Congressmen lose jobs; you may end up losing your job <i>opportunities</i> too.</p>\r\n<p>Don’t make these mistakes!</p>\r\n<p><b>Mistake #1: </b>Compromising your current job security while you are employed. To go undetected, you need to do the following:</p>\r\n<ul>\r\n<li>Be strategically visible (learn all about privacy settings).<b></b></li>\r\n<li>Learn about how to stay off the feed (settings, privacy controls).</li>\r\n<li>Be conveniently flexible. In addition to being found and seen by the right career stakeholders, you will want to make it easy for them to reach out to you. Learn how to modify your contact settings so people can find you and see what types of contact you would welcome.</li>\r\n<li>Don’t openly advertise your job search.</li>\r\n<li>Never job search at work. Don’t tell anyone, don’t work on your job search at work (even at lunch), and don’t use your work email in social media - ever. <b></b></li>\r\n</ul>\r\n<p><b>Mistake #2:</b> Typos, grammar errors, misspellings. Yes, your social media communications are another writing sample for prospective employers. If they see errors, they will assume that is how you would write if you were working for them. So show them a sample of your best work, and even have your communications edited if necessary. Sorry, no excuse for English being your second language, either! </p>\r\n<p><b>Mistake #3:</b> Each of the top social media tools requires a slightly different protocol or “n<em>etiquette</em>:” </p>\r\n<p><strong>1. LinkedIn</strong><b></b></p>\r\n<ul>\r\n<li>Not having a purpose or not understanding why you are on LinkedIn. Have a reason and build a plan to reach your goals.<b></b></li>\r\n<li>Failure to participate. If you do not participate consistently, you will not find success.<b></b></li>\r\n<li>Presenting an incomplete picture.<b></b></li>\r\n<li>Failure to build credibility.<b></b></li>\r\n<li>Bad photo choice.<b></b></li>\r\n<li>Not securing recommendations.<b></b></li>\r\n</ul>\r\n<p><strong>2. Facebook</strong></p>\r\n<ul>\r\n<li>Clean up your presence: use Bing and Google to search for your name to see what comes up. Maintain a professional, but fun, Facebook profile.</li>\r\n<li>Major mistakes include:</li>\r\n</ul>\r\n<ul>\r\n<ul>\r\n<li>Inappropriate pictures.</li>\r\n<li>Complaining about your current job or current boss or prior jobs and bosses.</li>\r\n<li>Posting conflicting information from that on your résumé.</li>\r\n<li>Statuses you wouldn\'t want your boss to see.</li>\r\n<li>Losing by association: not understanding your security settings. Watch what your friends post!</li>\r\n</ul>\r\n</ul>\r\n<p><strong>3. Twitter</strong></p>\r\n<ul>\r\n<li>The word “expert,” “maven,” or “guru” in your title is bragging and meaningless for job seekers.</li>\r\n<li>Not following back. If someone follows you, do him or her the courtesy of following back.<b></b></li>\r\n<li>Recycling rather than repurposing content. It’s fine to repeatedly reference the same blog post over time in your tweets, but avoid continually rehashing the exact same text. <b></b></li>\r\n<li>Not re-tweeting others’ content—tweeting your own company’s content is a great idea, but make sure you also re-tweet content from other people and other companies that is relevant to your audience.<b></b></li>\r\n</ul>','3 Mistakes You Should Never Make When You Use Social Media for Your Job Search','','inherit','open','open','','1924-revision-v1','','','2015-04-24 19:50:11','2015-04-24 19:50:11','',1924,'http://www.danamanciagli.com/1924-revision-v1/',0,'revision','',0),(6074,8113,'2016-07-08 22:57:56','2016-07-08 22:57:56','[caption id=\"attachment_6070\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/MSAN-horiz-color-dark-from-Molly.jpg\"><img class=\"size-medium wp-image-6070\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/MSAN-horiz-color-dark-from-Molly-300x89.jpg\" alt=\"Microsoft Alumni Network\" width=\"300\" height=\"89\" /></a> Microsoft Alumni Network[/caption]\r\n\r\n<a href=\"http://DanaManciagli.com/Microsoft_Alumni_Job Search_071416_Handout.pdf\" target=\"_blank\">Here is your copy</a> of the PowerPoint presentation from the Microsoft Alumni Network Job Search webinar on July 14, 2016.\r\n\r\nFor more offers and insights, be sure to sign up for my newsletter!\r\n\r\nBest regards,\r\n\r\nDana Manciagli\r\n\r\n&nbsp;\r\n\r\n&nbsp;','Microsoft Alumni Network - Job Search PowerPoint Presentation','','inherit','closed','closed','','6067-revision-v1','','','2016-07-08 22:57:56','2016-07-08 22:57:56','',6067,'http://www.danamanciagli.com/6067-revision-v1/',0,'revision','',0),(5036,1,'2015-05-12 13:57:05','2015-05-12 13:57:05','','Order &ndash; May 12, 2015 @ 01:57 PM','','wc-processing','open','closed','order_555205fdf413f','order-may-12-2015-0154-pm','','','2015-05-12 13:57:05','2015-05-12 13:57:05','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5036',0,'shop_order','',2),(5065,8264,'2015-05-20 17:15:36','2015-05-20 17:15:36','<p>When it comes to effective office environments, following a strict chain of command doesn\'t always lead to a more efficient staff. Typically, each employee in the chain of command is responsible for a particular area of the business and efficiency reigns.</p>\r\n\r\n<p>However, problems most often arise when there is a lack of communication and understanding between employees and chaos ensues.</p>\r\n\r\n<p>The secret behind a successful working environment, according to Jack Lowinger, CEO of Cartonomy, is communication, collaboration and time management. Here is how you can excel at each:</p>\r\n\r\n1. Show equal respect and appreciation for all staff members\r\n\r\n<p>\"It\'s important to foster a sense of purpose amongst employees, ensuring that every individual at every level feels like an integral piece of the puzzle,\" Lowinger said. \"At the same time, it\'s just as important for each employee to have a firm understanding of their role in the company, and well as the roles of others they work with.\"</p>\r\n\r\n<p>He notes that his firm recently conducted research that revealed how office managers, an essential yet overlooked cog in the wheel of corporate culture, frequently feel underappreciated. Unnecessary demands and requests made by coworkers were a major contributor to this feeling, showing how many employees tend to take advantage of office decision-makers.</p>\r\n\r\n2. Pursue smarter collaboration in the office\r\n\r\n<p>Companies with an esteemed workplace culture are those that put teamwork first. Google thrives on this approach. Their office environment is much less about establishing structure based on power and authority, and more about the ways in which teamwork and collaborative thinking is enforced.</p>\r\n\r\n<p>Lowinger shares, \"For most companies, designating and delegating tasks appropriately while planning routine meetings with your teams are just a few easy ways to encourage smarter collaboration. From the C-suite to entry-level employees, it should be a company-wide goal to always understand and anticipate what your coworkers, bosses, and clients need — from weekly reports to office supply orders. Collaboration ultimately drives efficiency as it avoids issues with miscommunication, allowing for better quality of work.\"</p>\r\n\r\n3. Improve time management\r\n\r\n<p>\"Efficiency and collaboration revolve around having a good grasp of time management,\" said Lowinger. \"Making lists of your daily priorities and setting internal deadlines for all tasks should be a primary focus. Failing to prioritize and meet deadlines not only reflects poorly on an employee\'s work ethic, it often hurts those around them and leads to larger issues — a domino effect, of sorts. To avoid this, consider tools that help teams set up, monitor, and remind each other of tasks that need to be completed.\"</p>\r\n\r\n<p>Overall, the best office environments are collaborative, efficient, and have a heavy focus on an open culture and winning mentality. How is your office environment performing for you?</p>','3 strategies for defeating \'broken office syndrome\'','','inherit','open','open','','5064-revision-v1','','','2015-05-20 17:15:36','2015-05-20 17:15:36','',5064,'http://www.danamanciagli.com/5064-revision-v1/',0,'revision','',0),(5042,1,'2015-05-16 19:17:38','2015-05-16 19:17:38','','Order &ndash; May 16, 2015 @ 07:17 PM','','wc-processing','open','closed','order_55579791a6956','order-may-16-2015-0716-pm','','','2015-05-16 19:17:38','2015-05-16 19:17:38','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5042',0,'shop_order','',2),(5043,1,'2015-05-17 19:01:27','2015-05-17 19:01:27','','Order &ndash; May 17, 2015 @ 07:01 PM','','wc-processing','open','closed','order_5558e581502ff','order-may-17-2015-0701-pm','','','2015-05-17 19:01:27','2015-05-17 19:01:27','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5043',0,'shop_order','',2),(5044,8311,'2015-05-18 17:48:41','2015-05-18 17:48:41','[caption id=\"attachment_5045\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/the-best-questions-to-ask-during-a-job-interview.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/the-best-questions-to-ask-during-a-job-interview-300x200.jpg\" alt=\"the best questions to ask during a job interview\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5045\" /></a> The best questions to ask during a job interview[/caption]<p>I once wrote about questions that YOU ask during an interview that sabotage your chances of winning the job.</p>\r\n\r\n<p>The big mistakes include asking about pay, asking about training programs, asking questions that you can easily find on the Internet, and not coming prepared to ask questions.</p>\r\n\r\n<p>Now I want to give you some of my favorite questions for a prospect to ask during an interview. Here they are:</p>\r\n<ul>\r\n<li>I\'m very self-motivated. How will you measure my success in this position after one full year?</li>\r\n<li>The first 30 days are very important for me to meet as many team members as possible. How will you recommend I do that?</li>\r\n<li>What are the Top 3 skills or experiences you are looking for that may not be mentioned in the job description?\r\nOf all of the people who have worked for you, what are the characteristics of those who have stood out as great performers?</li>\r\n<li>I have to admit I\'m a perfectionist in some areas. What are the aspects of this position that absolutely require precision and attention to detail?</li>\r\n<li>Of all of the criteria you have outlined for this position, what are the Top 3 in stack rank order?</li>\r\n<li>The position we are discussing is something I am very excited about. Can you give me feedback on how I am meeting your qualifications and if I will proceed to the next level of the hiring process? (This is called \"going for the close\" or \"asking for the order\" in sales.)</li>\r\n</ul>\r\n\r\n<p>As an experienced hiring manager and interviewer, I am impressed when a candidate brings out a piece of paper with their questions written out. Obviously, they are prepared, thoughtful and thorough. It\'s even better when they write down the answers under each question!</p>\r\n\r\n<p>Now that\'s the type of employee I need on my team. What a great example showing how that person will prepare for an important meeting.</p>','The best questions to ask during a job interview','','publish','open','open','','the-best-questions-to-ask-during-a-job-interview','','','2015-05-18 17:49:08','2015-05-18 17:49:08','',0,'http://www.danamanciagli.com/?p=5044',0,'post','',0),(5045,8264,'2015-05-18 17:42:11','2015-05-18 17:42:11','the best questions to ask during a job interview','the best questions to ask during a job interview','The best questions to ask during a job interview','inherit','open','open','','the-best-questions-to-ask-during-a-job-interview','','','2015-05-18 17:42:37','2015-05-18 17:42:37','',5044,'http://www.danamanciagli.com/wp-content/uploads/2015/05/the-best-questions-to-ask-during-a-job-interview.jpg',0,'attachment','image/jpeg',0),(5046,8264,'2015-05-18 17:43:37','2015-05-18 17:43:37','[caption id=\"attachment_5045\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/the-best-questions-to-ask-during-a-job-interview.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/the-best-questions-to-ask-during-a-job-interview-300x200.jpg\" alt=\"the best questions to ask during a job interview\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5045\" /></a> The best questions to ask during a job interview[/caption]<p>I once wrote about questions that YOU ask during an interview that sabotage your chances of winning the job.</p>\r\n\r\n<p>The big mistakes include asking about pay, asking about training programs, asking questions that you can easily find on the Internet, and not coming prepared to ask questions.</p>\r\n\r\n<p>Now I want to give you some of my favorite questions for a prospect to ask during an interview. Here they are:</p>\r\n<ul>\r\n<li>I\'m very self-motivated. How will you measure my success in this position after one full year?</li>\r\n<li>The first 30 days are very important for me to meet as many team members as possible. How will you recommend I do that?</li>\r\n<li>What are the Top 3 skills or experiences you are looking for that may not be mentioned in the job description?\r\nOf all of the people who have worked for you, what are the characteristics of those who have stood out as great performers?</li>\r\n<li>I have to admit I\'m a perfectionist in some areas. What are the aspects of this position that absolutely require precision and attention to detail?</li>\r\n<li>Of all of the criteria you have outlined for this position, what are the Top 3 in stack rank order?</li>\r\n<li>The position we are discussing is something I am very excited about. Can you give me feedback on how I am meeting your qualifications and if I will proceed to the next level of the hiring process? (This is called \"going for the close\" or \"asking for the order\" in sales.)</li>\r\n</ul>\r\n\r\n<p>As an experienced hiring manager and interviewer, I am impressed when a candidate brings out a piece of paper with their questions written out. Obviously, they are prepared, thoughtful and thorough. It\'s even better when they write down the answers under each question!</p>\r\n\r\n<p>Now that\'s the type of employee I need on my team. What a great example showing how that person will prepare for an important meeting.</p>','The best questions to ask during a job interview','','inherit','open','open','','5044-revision-v1','','','2015-05-18 17:43:37','2015-05-18 17:43:37','',5044,'http://www.danamanciagli.com/5044-revision-v1/',0,'revision','',0),(5047,8113,'2015-05-20 02:45:58','2015-05-20 02:45:58','[caption id=\"attachment_5048\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/IMG_1123.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/IMG_1123-300x200.jpg\" alt=\"Tips for using a mobile device to land your next job\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5048\" /></a> Tips for using a mobile device to land your next job[/caption]<p>Call me old school. As a hiring decision-maker, I didn\'t care to receive mobile-based messages from a job seeker for several reasons.</p>\r\n\r\n<p>First, it comes across as the easy way out, like something they were doing while driving or watching TV. Second, there are inevitably typos, use of \"THX\" and no signature block. Finally, I wouldn\'t want them using that method to respond to customers or executives.</p>\r\n\r\n<p>However, I\'m slowly coming around to the future. To help me (and you) learn some of the tricks of mobile job search and recruiting, I asked a pro.</p>\r\n\r\n<p>Kimberley Kasper, chief marketing officer at Jobvite was kind enough to share some ideas about how job seekers can best use mobile devices to land their next jobs. Here are her top three recommendations:</p>\r\n\r\n<p><strong>1. Don\'t let someone else steal your dream job</strong></p>\r\n\r\n<p>Picture this: you\'re in a meeting and you receive an alert informing you of a job opening at your dream company. In just a few taps of your smartphone, you could have filled out and submitted a job application before other candidates vying for the same career change even check their laptops.</p>\r\n\r\n<p>While I can\'t condone job searching while at work, you can see how being able to job hunt at all times means edging out the competition. With so many qualified workers searching for jobs, an always-on mindset is critical to edging out the next competitive candidate. The benefits of using mobile in your job search are obvious: anytime, anywhere, you can stay plugged in to your job hunt, beating out those who are loyal to their laptops.</p>\r\n\r\n<p>But having your smartphone handy isn\'t enough to have a competitive edge in your job search. You must be savvy with your job-search tactics. Without the ability to quickly upload and submit a résumé or cover letter, there\'s no way you can get there first. Store a variety of résumés and documents in a Dropbox app or Google drive on your mobile phone for easy access, so you can apply quickly and easily to similar roles that have different titles.</p>\r\n\r\n<p>In that same vein, keep your LinkedIn profile as current as possible with information on who you are, why you\'re a fit, and what you\'ve delivered in the past. In the end, you\'re applying to jobs on mobile because it is easy and efficient, so make sure your strategy facilitates that. If you\'re not prepared, your colleagues on their mobile phones will assuredly beat you to it.</p>\r\n\r\n<p><strong>2. You can judge a book by its cover</strong></p>\r\n\r\n<p>It\'s no secret that we\'re spending more and more hours at work these days. In fact, the average American workday is significantly longer than the traditional eight hours we\'re used to, and we\'re only expecting work commitments to increase. As a result, recruiters are hiring even more for culture fit — if we\'re going to be spending more time and energy at work, it better be with people who have the same priorities, right?</p>\r\n\r\n<p>As a job seeker, a work environment that aligns with your priorities is essential to a harmonious match. But how can you know what a company is like from the outside? While some questions will need to be answered by an interviewer, take a look at their career site for some insight into the company\'s commitment to innovation. If the company has a mobile-oriented career site, they are on the leading edge of technology. Spend time going through other pages on their website to learn how innovative they really are.</p>\r\n\r\n<p><strong>3. Are you grabbing recruiters\' attention?</strong></p>\r\n\r\n<p>In this always-on job market, job seekers aren\'t the only ones constantly on the hunt. With such a scarcity in high-quality, qualified people, finding the right candidate is like searching for a needle in a haystack. So when great candidates come along, recruiters are ready to pounce. When getting hundreds of responses to a specific post, the first 20 résumés might grab attention. If you\'re not quick, however, yours runs the risk of becoming white noise. After all, most recruiters spend an average of six seconds on your résumé, so finding a way to stand out has never been more necessary.</p>\r\n\r\n<p>This is exactly where mobile comes in. If getting your résumé in front of a recruiter\'s eyes quickly is the key to nabbing the perfect job, mobile facilitates that tenfold. Many of us already spend over two and a half hours per day on our mobile devices, so if you find yourself checking Facebook mobile or playing Candy Crush, change your routine and be proactive. Be the first one to apply for a job — right when the requisition appears — by checking mobile career sites, signing up for alerts, and staying on top of your application status. Also, try applying mid-afternoon, since emails tend to pile up overnight. To get a recruiter to spend some serious time on your application, go for the 1 p.m. to 3 p.m. window.</p>\r\n\r\n<p><strong>Note of caution</strong></p>\r\n\r\n<p>I learned a lot from Kimberley\'s suggestions and will certainly be more open about the future of mobile recruiting. However, candidates, be sure not to swing your pendulum too far. Don\'t just spray your résumé around. And I strongly recommend a tailored cover letter as Page 1 of your résumé, which may be a challenge to do on your mobile device.</p>\r\n\r\n<p>Be professional and thoughtful about which device you use for each aspect of your job search. Don\'t rush to push something unprofessional out on your mobile device when you can shine brighter from your laptop or desktop!</p>','Tips for using a mobile device to land your next job','','publish','open','open','','tips-for-using-a-mobile-device-to-land-your-next-job','','','2015-05-19 13:47:00','2015-05-19 13:47:00','',0,'http://www.danamanciagli.com/?p=5047',0,'post','',1),(5048,8264,'2015-05-19 13:44:14','2015-05-19 13:44:14','Tips for using a mobile device to land your next job','Tips for using a mobile device to land your next job','Tips for using a mobile device to land your next job','inherit','open','open','','img_1123','','','2015-05-19 13:45:02','2015-05-19 13:45:02','',5047,'http://www.danamanciagli.com/wp-content/uploads/2015/05/IMG_1123.jpg',0,'attachment','image/jpeg',0),(5049,8264,'2015-05-19 13:45:57','2015-05-19 13:45:57','[caption id=\"attachment_5048\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/IMG_1123.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/IMG_1123-300x200.jpg\" alt=\"Tips for using a mobile device to land your next job\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5048\" /></a> Tips for using a mobile device to land your next job[/caption]<p>Call me old school. As a hiring decision-maker, I didn\'t care to receive mobile-based messages from a job seeker for several reasons.</p>\r\n\r\n<p>First, it comes across as the easy way out, like something they were doing while driving or watching TV. Second, there are inevitably typos, use of \"THX\" and no signature block. Finally, I wouldn\'t want them using that method to respond to customers or executives.</p>\r\n\r\n<p>However, I\'m slowly coming around to the future. To help me (and you) learn some of the tricks of mobile job search and recruiting, I asked a pro.</p>\r\n\r\n<p>Kimberley Kasper, chief marketing officer at Jobvite was kind enough to share some ideas about how job seekers can best use mobile devices to land their next jobs. Here are her top three recommendations:</p>\r\n\r\n<p><strong>1. Don\'t let someone else steal your dream job</strong></p>\r\n\r\n<p>Picture this: you\'re in a meeting and you receive an alert informing you of a job opening at your dream company. In just a few taps of your smartphone, you could have filled out and submitted a job application before other candidates vying for the same career change even check their laptops.</p>\r\n\r\n<p>While I can\'t condone job searching while at work, you can see how being able to job hunt at all times means edging out the competition. With so many qualified workers searching for jobs, an always-on mindset is critical to edging out the next competitive candidate. The benefits of using mobile in your job search are obvious: anytime, anywhere, you can stay plugged in to your job hunt, beating out those who are loyal to their laptops.</p>\r\n\r\n<p>But having your smartphone handy isn\'t enough to have a competitive edge in your job search. You must be savvy with your job-search tactics. Without the ability to quickly upload and submit a résumé or cover letter, there\'s no way you can get there first. Store a variety of résumés and documents in a Dropbox app or Google drive on your mobile phone for easy access, so you can apply quickly and easily to similar roles that have different titles.</p>\r\n\r\n<p>In that same vein, keep your LinkedIn profile as current as possible with information on who you are, why you\'re a fit, and what you\'ve delivered in the past. In the end, you\'re applying to jobs on mobile because it is easy and efficient, so make sure your strategy facilitates that. If you\'re not prepared, your colleagues on their mobile phones will assuredly beat you to it.</p>\r\n\r\n<p><strong>2. You can judge a book by its cover</strong></p>\r\n\r\n<p>It\'s no secret that we\'re spending more and more hours at work these days. In fact, the average American workday is significantly longer than the traditional eight hours we\'re used to, and we\'re only expecting work commitments to increase. As a result, recruiters are hiring even more for culture fit — if we\'re going to be spending more time and energy at work, it better be with people who have the same priorities, right?</p>\r\n\r\n<p>As a job seeker, a work environment that aligns with your priorities is essential to a harmonious match. But how can you know what a company is like from the outside? While some questions will need to be answered by an interviewer, take a look at their career site for some insight into the company\'s commitment to innovation. If the company has a mobile-oriented career site, they are on the leading edge of technology. Spend time going through other pages on their website to learn how innovative they really are.</p>\r\n\r\n<p><strong>3. Are you grabbing recruiters\' attention?</strong></p>\r\n\r\n<p>In this always-on job market, job seekers aren\'t the only ones constantly on the hunt. With such a scarcity in high-quality, qualified people, finding the right candidate is like searching for a needle in a haystack. So when great candidates come along, recruiters are ready to pounce. When getting hundreds of responses to a specific post, the first 20 résumés might grab attention. If you\'re not quick, however, yours runs the risk of becoming white noise. After all, most recruiters spend an average of six seconds on your résumé, so finding a way to stand out has never been more necessary.</p>\r\n\r\n<p>This is exactly where mobile comes in. If getting your résumé in front of a recruiter\'s eyes quickly is the key to nabbing the perfect job, mobile facilitates that tenfold. Many of us already spend over two and a half hours per day on our mobile devices, so if you find yourself checking Facebook mobile or playing Candy Crush, change your routine and be proactive. Be the first one to apply for a job — right when the requisition appears — by checking mobile career sites, signing up for alerts, and staying on top of your application status. Also, try applying mid-afternoon, since emails tend to pile up overnight. To get a recruiter to spend some serious time on your application, go for the 1 p.m. to 3 p.m. window.</p>\r\n\r\n<p><strong>Note of caution</strong></p>\r\n\r\n<p>I learned a lot from Kimberley\'s suggestions and will certainly be more open about the future of mobile recruiting. However, candidates, be sure not to swing your pendulum too far. Don\'t just spray your résumé around. And I strongly recommend a tailored cover letter as Page 1 of your résumé, which may be a challenge to do on your mobile device.</p>\r\n\r\n<p>Be professional and thoughtful about which device you use for each aspect of your job search. Don\'t rush to push something unprofessional out on your mobile device when you can shine brighter from your laptop or desktop!</p>','Tips for using a mobile device to land your next job','','inherit','open','open','','5047-revision-v1','','','2015-05-19 13:45:57','2015-05-19 13:45:57','',5047,'http://www.danamanciagli.com/5047-revision-v1/',0,'revision','',0),(5052,8311,'2015-05-25 02:05:53','2015-05-25 02:05:53','[caption id=\"attachment_5053\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question.jpg\"><img class=\"size-medium wp-image-5053\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question-300x199.jpg\" alt=\"how to answer the most common job interview question\" width=\"300\" height=\"199\" /></a> How to answer the most common job interview question[/caption]\r\n<h4>Question:</h4>\r\n<p><em>How do I answer this interview question: \"Tell me about yourself\"? I struggle with that.</em></p>\r\n<h4>Advice from Executive Job Coach Dana:</h4>\r\n<p>I think you are in good company. Most people approach this in one of the following ways:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>Babble on and on, hoping to say one or two things that interest the interviewer(s).</li>\r\n	<li>Do a résumé walk-through. This is incorrect because the interviewer didn\'t say, \"Walk me through your resume.\" That\'s a different question.</li>\r\n	<li>Stumble, hesitate and use too many filler words like \"umm,\" as if it\'s the first time the question has ever been asked.</li>\r\n</ul>\r\n<p>\"Tell me about yourself\" is concurrently one of the most common interview prompts and one of the most poorly answered. This question, along with others such as, \"What are your strengths,\" \"what are your weaknesses,\" etc., should all be scripted well before the interview.</p>\r\n\r\n<p>I purposely wrote two chapters on interviews in my book, specifically on all of the things you can do long before an interview (and NOT the night before!). In the book I recommend writing out all of the most commonly asked questions and your short answers to them.</p>\r\n\r\n<p>How short is short? Apply the \"law of threes\": Three bullet-point length phrases. Say three short sentences, and then stop talking. I repeat: three bullets, then shut up!</p>\r\n\r\n<p>So let\'s practice with, \"tell me about yourself.\" Here\'s a template for handling this one:</p>\r\n<ol>\r\n	<li>First sentence: Your educational background</li>\r\n	<li>Second sentence: Your work history</li>\r\n	<li>Third sentence: Why you are making a career change and interviewing with them now.</li>\r\n</ol>\r\n<p>Let\'s put it into motion:</p>\r\n<ol>\r\n	<li>I have a strong educational foundation with a bachelor\'s of science in economics from the University of California at Santa Barbara and an MBA from UCLA.</li>\r\n	<li>My sales and marketing work experience spans multiple industries. I spent seven years with IBM, 10 years with McKesson, and the most recently five years with Verizon.</li>\r\n	<li>I am interested in expanding my career into international marketing and I am very interested in the global marketing role we are discussing today.</li>\r\n</ol>\r\n<p>After you make your three fabulous statements, stop talking, smile, and let the interviewer ask the next question.</p>\r\n\r\n<p>Here are the two most common fears people have with this recommendation:</p>\r\n<ol>\r\n	<li>\"I\'m afraid I\'ll sound scripted.\" First, you won\'t. Second, that problem beats the opposite, which is sounding like you don\'t know your own background.</li>\r\n	<li>\"It doesn\'t feel like enough.\" Trust that the interviewer will ask you for more if they want more. Often, they are simply looking for your ability to distill a lot of information into a compact summary.</li>\r\n</ol>','Ask Executive Job Coach Dana: How to answer the most common job interview question','','publish','open','open','','ask-executive-job-coach-dana-how-to-answer-the-most-common-job-interview-question','','','2015-05-20 15:19:33','2015-05-20 15:19:33','',0,'http://www.danamanciagli.com/?p=5052',0,'post','',1),(5053,8264,'2015-05-20 15:10:09','2015-05-20 15:10:09','how to answer the most common job interview question','how to answer the most common job interview question','How to answer the most common job interview question','inherit','open','open','','how-to-answer-the-most-common-job-interview-question','','','2015-05-20 15:10:30','2015-05-20 15:10:30','',5052,'http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question.jpg',0,'attachment','image/jpeg',0),(5055,8264,'2015-05-20 15:14:41','2015-05-20 15:14:41','[caption id=\"attachment_5053\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question.jpg\"><img class=\"size-medium wp-image-5053\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question-300x199.jpg\" alt=\"how to answer the most common job interview question\" width=\"300\" height=\"199\" /></a> How to answer the most common job interview question[/caption]\r\n<h4>Question:</h4>\r\n<p><em>How do I answer this interview question: \"Tell me about yourself\"? I struggle with that.</em></p>\r\n<h4>Advice from Executive Job Coach Dana:</h4>\r\n<p>I think you are in good company. Most people approach this in one of the following ways:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>Babble on and on, hoping to say one or two things that interest the interviewer(s).</li>\r\n	<li>Do a résumé walk-through. This is incorrect because the interviewer didn\'t say, \"Walk me through your resume.\" That\'s a different question.</li>\r\n	<li>Stumble, hesitate and use too many filler words like \"umm,\" as if it\'s the first time the question has ever been asked.</li>\r\n</ul>\r\n<p>\"Tell me about yourself\" is concurrently one of the most common interview prompts and one of the most poorly answered. This question, along with others such as, \"What are your strengths,\" \"what are your weaknesses,\" etc., should all be scripted well before the interview.</p>\r\n\r\n<p>I purposely wrote two chapters on interviews in my book, specifically on all of the things you can do long before an interview (and NOT the night before!). In the book I recommend writing out all of the most commonly asked questions and your short answers to them.</p>\r\n\r\n<p>How short is short? Apply the \"law of threes\": Three bullet-point length phrases. Say three short sentences, and then stop talking. I repeat: three bullets, then shut up!</p>\r\n\r\n<p>So let\'s practice with, \"tell me about yourself.\" Here\'s a template for handling this one:</p>\r\n<ol>\r\n	<li>First sentence: Your educational background</li>\r\n	<li>Second sentence: Your work history</li>\r\n	<li>Third sentence: Why you are making a career change and interviewing with them now.</li>\r\n</ol>\r\n<p>Let\'s put it into motion:</p>\r\n<ol>\r\n	<li>I have a strong educational foundation with a bachelor\'s of science in economics from the University of California at Santa Barbara and an MBA from UCLA.</li>\r\n	<li>My sales and marketing work experience spans multiple industries. I spent seven years with IBM, 10 years with McKesson, and the most recently five years with Verizon.</li>\r\n	<li>I am interested in expanding my career into international marketing and I am very interested in the global marketing role we are discussing today.</li>\r\n</ol>\r\n<p>After you make your three fabulous statements, stop talking, smile, and let the interviewer ask the next question.</p>\r\n\r\n<p>Here are the two most common fears people have with this recommendation:</p>\r\n<ol>\r\n	<li>\"I\'m afraid I\'ll sound scripted.\" First, you won\'t. Second, that problem beats the opposite, which is sounding like you don\'t know your own background.</li>\r\n	<li>\"It doesn\'t feel like enough.\" Trust that the interviewer will ask you for more if they want more. Often, they are simply looking for your ability to distill a lot of information into a compact summary.</li>\r\n</ol>','Ask Executive Job Coach Dana: How to answer the most common job interview question','','inherit','open','open','','5052-revision-v1','','','2015-05-20 15:14:41','2015-05-20 15:14:41','',5052,'http://www.danamanciagli.com/5052-revision-v1/',0,'revision','',0),(5054,8264,'2015-05-20 15:12:48','2015-05-20 15:12:48','[caption id=\"attachment_5053\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question.jpg\"><img class=\"size-medium wp-image-5053\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/how-to-answer-the-most-common-job-interview-question-300x199.jpg\" alt=\"how to answer the most common job interview question\" width=\"300\" height=\"199\" /></a> How to answer the most common job interview question[/caption]\r\n<h4>Question:</h4>\r\nHow do I answer this interview question: \"Tell me about yourself\"? I struggle with that.\r\n<h4>Advice from Executive Job Coach Dana:</h4>\r\nI think you are in good company. Most people approach this in one of the following ways:\r\n<ul class=\"grayBullets\">\r\n	<li>Babble on and on, hoping to say one or two things that interest the interviewer(s).</li>\r\n	<li>Do a résumé walk-through. This is incorrect because the interviewer didn\'t say, \"Walk me through your resume.\" That\'s a different question.</li>\r\n	<li>Stumble, hesitate and use too many filler words like \"umm,\" as if it\'s the first time the question has ever been asked.</li>\r\n</ul>\r\n\"Tell me about yourself\" is concurrently one of the most common interview prompts and one of the most poorly answered. This question, along with others such as, \"What are your strengths,\" \"what are your weaknesses,\" etc., should all be scripted well before the interview.\r\n\r\nI purposely wrote two chapters on interviews in my book, specifically on all of the things you can do long before an interview (and NOT the night before!). In the book I recommend writing out all of the most commonly asked questions and your short answers to them.\r\n\r\nHow short is short? Apply the \"law of threes\": Three bullet-point length phrases. Say three short sentences, and then stop talking. I repeat: three bullets, then shut up!\r\n\r\nSo let\'s practice with, \"tell me about yourself.\" Here\'s a template for handling this one:\r\n<ol>\r\n	<li>First sentence: Your educational background</li>\r\n	<li>Second sentence: Your work history</li>\r\n	<li>Third sentence: Why you are making a career change and interviewing with them now.</li>\r\n</ol>\r\nLet\'s put it into motion:\r\n<ol>\r\n	<li>I have a strong educational foundation with a bachelor\'s of science in economics from the University of California at Santa Barbara and an MBA from UCLA.</li>\r\n	<li>My sales and marketing work experience spans multiple industries. I spent seven years with <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ny/armonk/ibm/3326800\">IBM</a>, 10 years with <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/san_francisco/mckesson_corporation/19086\">McKesson</a>, and the most recently five years with Verizon.</li>\r\n	<li>I am interested in expanding my career into international marketing and I am very interested in the global marketing role we are discussing today.</li>\r\n</ol>\r\nAfter you make your three fabulous statements, stop talking, smile, and let the interviewer ask the next question.\r\n\r\nHere are the two most common fears people have with this recommendation:\r\n<ol>\r\n	<li>\"I\'m afraid I\'ll sound scripted.\" First, you won\'t. Second, that problem beats the opposite, which is sounding like you don\'t know your own background.</li>\r\n	<li>\"It doesn\'t feel like enough.\" Trust that the interviewer will ask you for more if they want more. Often, they are simply looking for your ability to distill a lot of information into a compact summary.</li>\r\n</ol>','Ask Executive Job Coach Dana: How to answer the most common job interview question','','inherit','open','open','','5052-revision-v1','','','2015-05-20 15:12:48','2015-05-20 15:12:48','',5052,'http://www.danamanciagli.com/5052-revision-v1/',0,'revision','',0),(5056,8113,'2015-05-27 03:21:28','2015-05-27 03:21:28','[caption id=\"attachment_5057\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/hiring.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/hiring-300x225.jpg\" alt=\"How to boost the chances your new hire will stay for the long term\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5057\" /></a> How to boost the chances your new hire will stay for the long term[/caption]<p>Whether we like it or not, replacing employees with a new hire is an inevitable part of being in business. According to San Francisco-based recruiting software company SmartRecruiters, over half of the jobs filled between 2010 and 2020 in the Bay Area will be replacing folks who leave existing positions.</p>\r\n\r\n<p>Similar issues are brewing across the country. Of all U.S. employees who left their jobs last year, 40 percent did so within six months of starting the position, and one of the major reasons given was \"bad cultural fit.\" These findings indicate that many businesses aren\'t setting themselves up for recruiting success. They\'re making snap hiring decisions that work against long-term business growth.</p>\r\n\r\n<p>\"Continuously accelerating your business hinges on having long-lasting team members who typically provide more productivity and value than a constantly rotating workforce,\" said Jerome Ternynck, CEO of SmartRecruiters.</p>\r\n\r\n<p>A way to get there is to \"hire for retention,\" in which businesses adapt their hiring practices to find the candidates who have the greatest potential for staying over the long haul.</p>\r\n\r\n<p>\"When you focus on retention during your hiring process, you can better ensure the right fit from day one,\" said Ternynck. \"This approach sets you and your candidates up for success much better than if you settle for less-than-ideal employees and try to make them happy after the fact.\"</p>\r\n\r\n<p>Follow these five steps the next time you hire for the long-term:</p>\r\n\r\n<p><strong>1. Put attitude before aptitude</strong></p>\r\n\r\n<p>Basing your hiring decision solely on a candidate\'s knowledge, skills and experience is often a one-way street to a short-term relationship. Cultural fit plays a major role in making a long-term hire and should come first when weighing a person\'s candidacy. Ternynck said, \"You can train for skill. You can\'t train for personality.\"</p>\r\n\r\n<p><strong>2. Increase your choice of candidates</strong></p>\r\n\r\n<p>Building a wide and varied talent pipeline gives you a better chance of finding the right match. Use myriad sources to search for candidates, including job boards, your colleagues\' networks, your careers pages, your mobile site and recruitment partners.</p>\r\n\r\n<p><strong>3. Give your \"employer brand\" the mic</strong></p>\r\n\r\n<p>Help candidates determine if they see you as a long-term match by promoting your employer brand far and wide across your website and social media pages. Post updates, photos, videos and other content that reflects your company mission and personality.</p>\r\n</p>\r\n<p><strong>4. Collaborate on hiring decisions</strong></p>\r\n\r\n<p>\"Hiring is a team sport,\" said Ternynck. \"It usually takes three or four interviews to gain an accurate picture of a candidate.\" After these interviews, debrief your team online and offline, collaboratively coming to a decision on whether you see a long-lasting match.</p>\r\n\r\n<p><strong>5. Let candidates know you are a candidate, too</strong></p>\r\n\r\n<p>Employment is a two-way street. You are making a decision just as much as candidates are. Give them the floor during interviews so they can grill you. \"You can learn a lot about a candidate by the questions they ask,\" said Ternynck. \"Their questions show where their interests are, what their curiosity level is and how they imagine themselves working with you.\"</p>\r\n\r\n<p>Employee retention shouldn\'t start once candidates are hired — it should begin before you bring anyone new on board. You\'ll recruit and hire better candidates who will not only hit the ground running, but will keep running for the long haul.</p>','How to boost the chances your new hire will stay for the long term','','publish','open','open','','how-to-boost-the-chances-your-new-hire-will-stay-for-the-long-term','','','2015-05-20 15:26:57','2015-05-20 15:26:57','',0,'http://www.danamanciagli.com/?p=5056',0,'post','',1),(5057,8264,'2015-05-20 15:25:33','2015-05-20 15:25:33','How to boost the chances your new hire will stay for the long term','How to boost the chances your new hire will stay for the long term','How to boost the chances your new hire will stay for the long term','inherit','open','open','','hiring','','','2015-05-20 15:26:02','2015-05-20 15:26:02','',5056,'http://www.danamanciagli.com/wp-content/uploads/2015/05/hiring.jpg',0,'attachment','image/jpeg',0),(5058,8264,'2015-05-20 15:26:07','2015-05-20 15:26:07','[caption id=\"attachment_5057\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/hiring.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/hiring-300x225.jpg\" alt=\"How to boost the chances your new hire will stay for the long term\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5057\" /></a> How to boost the chances your new hire will stay for the long term[/caption]<p>Whether we like it or not, replacing employees with a new hire is an inevitable part of being in business. According to San Francisco-based recruiting software company SmartRecruiters, over half of the jobs filled between 2010 and 2020 in the Bay Area will be replacing folks who leave existing positions.</p>\r\n\r\n<p>Similar issues are brewing across the country. Of all U.S. employees who left their jobs last year, 40 percent did so within six months of starting the position, and one of the major reasons given was \"bad cultural fit.\" These findings indicate that many businesses aren\'t setting themselves up for recruiting success. They\'re making snap hiring decisions that work against long-term business growth.</p>\r\n\r\n<p>\"Continuously accelerating your business hinges on having long-lasting team members who typically provide more productivity and value than a constantly rotating workforce,\" said Jerome Ternynck, CEO of SmartRecruiters.</p>\r\n\r\n<p>A way to get there is to \"hire for retention,\" in which businesses adapt their hiring practices to find the candidates who have the greatest potential for staying over the long haul.</p>\r\n\r\n<p>\"When you focus on retention during your hiring process, you can better ensure the right fit from day one,\" said Ternynck. \"This approach sets you and your candidates up for success much better than if you settle for less-than-ideal employees and try to make them happy after the fact.\"</p>\r\n\r\n<p>Follow these five steps the next time you hire for the long-term:</p>\r\n\r\n<p><strong>1. Put attitude before aptitude</strong></p>\r\n\r\n<p>Basing your hiring decision solely on a candidate\'s knowledge, skills and experience is often a one-way street to a short-term relationship. Cultural fit plays a major role in making a long-term hire and should come first when weighing a person\'s candidacy. Ternynck said, \"You can train for skill. You can\'t train for personality.\"</p>\r\n\r\n<p><strong>2. Increase your choice of candidates</strong></p>\r\n\r\n<p>Building a wide and varied talent pipeline gives you a better chance of finding the right match. Use myriad sources to search for candidates, including job boards, your colleagues\' networks, your careers pages, your mobile site and recruitment partners.</p>\r\n\r\n<p><strong>3. Give your \"employer brand\" the mic</strong></p>\r\n\r\n<p>Help candidates determine if they see you as a long-term match by promoting your employer brand far and wide across your website and social media pages. Post updates, photos, videos and other content that reflects your company mission and personality.</p>\r\n</p>\r\n<p><strong>4. Collaborate on hiring decisions</strong></p>\r\n\r\n<p>\"Hiring is a team sport,\" said Ternynck. \"It usually takes three or four interviews to gain an accurate picture of a candidate.\" After these interviews, debrief your team online and offline, collaboratively coming to a decision on whether you see a long-lasting match.</p>\r\n\r\n<p><strong>5. Let candidates know you are a candidate, too</strong></p>\r\n\r\n<p>Employment is a two-way street. You are making a decision just as much as candidates are. Give them the floor during interviews so they can grill you. \"You can learn a lot about a candidate by the questions they ask,\" said Ternynck. \"Their questions show where their interests are, what their curiosity level is and how they imagine themselves working with you.\"</p>\r\n\r\n<p>Employee retention shouldn\'t start once candidates are hired — it should begin before you bring anyone new on board. You\'ll recruit and hire better candidates who will not only hit the ground running, but will keep running for the long haul.</p>','How to boost the chances your new hire will stay for the long term','','inherit','open','open','','5056-revision-v1','','','2015-05-20 15:26:07','2015-05-20 15:26:07','',5056,'http://www.danamanciagli.com/5056-revision-v1/',0,'revision','',0),(5059,8113,'2015-06-01 03:30:13','2015-06-01 03:30:13','[caption id=\"attachment_5060\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search-200x300.jpg\" alt=\"3 key ways the Business Journal can speed up your job search\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5060\" /></a> 3 key ways the Business Journal can speed up your job search[/caption]<p>OK, so you have an online or print subscription to the Business Journal. Or you\'re reading this article without a subscription (so you\'re missing some critical features to help propel your career!).</p>\r\n\r\n<p>But, the big question is: \"are you maximizing all of the resources inside to accelerate your job search?\" If you said \"yes\" then I\'ll put money down you are missing some things. Let me help you out.</p>\r\n\r\n<p>Here\'s how this will work: I\'ll provide coaching on your job search by outlining things you need to do to change your game, be a better candidate and speed up your results. These features will also help you if you\'re seeking a promotion within your company or seeking new opportunities outside. So, that means just about everybody.</p>\r\n\r\n<p><strong>1. Define your job function</strong></p>\r\n<p>See the <strong><a href=\"http://www.bizjournals.com/potm/\" target=\"_blank\">People On the Move</a></strong> stories. The more you read about other people\'s careers, the more you will learn. Your local Business Journal is filled with stories about successful individuals within small, medium and large corporations in your city.</p>\r\n\r\n<p>From the articles, you can read more about them by going to their LinkedIn profiles and doing Bing or <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/mountain_view/google_inc/15435\">Google</a> searches. You can even create an Excel spreadsheet to make connections with great people who can help you with your search, too.</p>\r\n\r\n<p><strong>2. Define your target industries who might be hiring your skills</strong></p>\r\n<p>Did you know that there is an <a href=\"http://www.bizjournals.com/industry-news/\" target=\"_blank\"><strong>Industries</strong> tab</a> under <strong>News</strong> in your online journal and print version? Learn about industry trends, competitive battles, and economic conditions affecting various industries. Hear from industry icons, take notes, clip articles and save them as part of the research you will need once you are closer to interviewing.</p>\r\n\r\n<p><strong>3. Define the companies you want to work for within your target industries.</strong></p>\r\n<p>See the <b><a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\" target=\"_blank\">Companies</a> <a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\">tab</a> under News</b>. It\'s a great way to learn about companies you might not already know about. These companies are often expanding, which may translate to new positions.</p>\r\n\r\n<p>And my absolute favorite is the <a href=\"http://www.bizjournals.com/bizbooks/\" target=\"_blank\">Business Journal\'s</a> <strong><a href=\"http://www.bizjournals.com/bizbooks/\">BOOK OF LISTS</a></strong>, which will become your most valuable tool for learning about the top firms sorted by industry. The list is available in print as well as in a database format. This is worth the nominal investment in your career for years to come.</p>','3 key ways the Business Journal can speed up your job search','','publish','open','open','','3-key-ways-the-business-journal-can-speed-up-your-job-search','','','2015-05-20 15:36:41','2015-05-20 15:36:41','',0,'http://www.danamanciagli.com/?p=5059',0,'post','',1),(5060,8264,'2015-05-20 15:32:22','2015-05-20 15:32:22','3 key ways the Business Journal can speed up your job search','3 key ways the Business Journal can speed up your job search','3 key ways the Business Journal can speed up your job search','inherit','open','open','','3-key-ways-the-business-journal-can-speed-up-your-job-search','','','2015-05-20 15:32:37','2015-05-20 15:32:37','',5059,'http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search.jpg',0,'attachment','image/jpeg',0),(5061,8264,'2015-05-20 15:34:41','2015-05-20 15:34:41','[caption id=\"attachment_5060\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search-200x300.jpg\" alt=\"3 key ways the Business Journal can speed up your job search\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5060\" /></a> 3 key ways the Business Journal can speed up your job search[/caption]<p>OK, so you have an online or print subscription to the Business Journal. Or you\'re reading this article without a subscription (so you\'re missing some critical features to help propel your career!).</p>\r\n\r\n<p>But, the big question is: \"are you maximizing all of the resources inside to accelerate your job search?\" If you said \"yes\" then I\'ll put money down you are missing some things. Let me help you out.</p>\r\n\r\n<p>Here\'s how this will work: I\'ll provide coaching on your job search by outlining things you need to do to change your game, be a better candidate and speed up your results. These features will also help you if you\'re seeking a promotion within your company or seeking new opportunities outside. So, that means just about everybody.</p>\r\n\r\n<h4>1. Define your job function</h4>\r\n<p>See the <strong><a href=\"http://www.bizjournals.com/potm/\" target=\"_blank\">People On the Move</a></strong> stories. The more you read about other people\'s careers, the more you will learn. Your local Business Journal is filled with stories about successful individuals within small, medium and large corporations in your city.</p>\r\n\r\n<p>From the articles, you can read more about them by going to their LinkedIn profiles and doing Bing or <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/mountain_view/google_inc/15435\">Google</a> searches. You can even create an Excel spreadsheet to make connections with great people who can help you with your search, too.</p>\r\n\r\n<h4>2. Define your target industries who might be hiring your skills</h4>\r\n<p>Did you know that there is an <a href=\"http://www.bizjournals.com/industry-news/\" target=\"_blank\"><strong>Industries</strong> tab</a> under <strong>News</strong> in your online journal and print version? Learn about industry trends, competitive battles, and economic conditions affecting various industries. Hear from industry icons, take notes, clip articles and save them as part of the research you will need once you are closer to interviewing.</p>\r\n\r\n<h4>3. Define the companies you want to work for within your target industries.</h4>\r\n<p>See the <b><a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\" target=\"_blank\">Companies</a> <a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\">tab</a> under News</b>. It\'s a great way to learn about companies you might not already know about. These companies are often expanding, which may translate to new positions.</p>\r\n\r\n<p>And my absolute favorite is the <a href=\"http://www.bizjournals.com/bizbooks/\" target=\"_blank\">Business Journal\'s</a> <strong><a href=\"http://www.bizjournals.com/bizbooks/\">BOOK OF LISTS</a></strong>, which will become your most valuable tool for learning about the top firms sorted by industry. The list is available in print as well as in a database format. This is worth the nominal investment in your career for years to come.</p>','3 key ways the Business Journal can speed up your job search','','inherit','open','open','','5059-revision-v1','','','2015-05-20 15:34:41','2015-05-20 15:34:41','',5059,'http://www.danamanciagli.com/5059-revision-v1/',0,'revision','',0),(5062,8264,'2015-05-20 15:36:00','2015-05-20 15:36:00','[caption id=\"attachment_5060\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search-200x300.jpg\" alt=\"3 key ways the Business Journal can speed up your job search\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5060\" /></a> 3 key ways the Business Journal can speed up your job search[/caption]<p>OK, so you have an online or print subscription to the Business Journal. Or you\'re reading this article without a subscription (so you\'re missing some critical features to help propel your career!).</p>\r\n\r\n<p>But, the big question is: \"are you maximizing all of the resources inside to accelerate your job search?\" If you said \"yes\" then I\'ll put money down you are missing some things. Let me help you out.</p>\r\n\r\n<p>Here\'s how this will work: I\'ll provide coaching on your job search by outlining things you need to do to change your game, be a better candidate and speed up your results. These features will also help you if you\'re seeking a promotion within your company or seeking new opportunities outside. So, that means just about everybody.</p>\r\n\r\n<p><strong>1. Define your job function</strong></p>\r\n<p>See the <strong><a href=\"http://www.bizjournals.com/potm/\" target=\"_blank\">People On the Move</a></strong> stories. The more you read about other people\'s careers, the more you will learn. Your local Business Journal is filled with stories about successful individuals within small, medium and large corporations in your city.</p>\r\n\r\n<p>From the articles, you can read more about them by going to their LinkedIn profiles and doing Bing or <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/mountain_view/google_inc/15435\">Google</a> searches. You can even create an Excel spreadsheet to make connections with great people who can help you with your search, too.</p>\r\n\r\n<p><strong>2. Define your target industries who might be hiring your skills</strong></p>\r\n<p>Did you know that there is an <a href=\"http://www.bizjournals.com/industry-news/\" target=\"_blank\"><strong>Industries</strong> tab</a> under <strong>News</strong> in your online journal and print version? Learn about industry trends, competitive battles, and economic conditions affecting various industries. Hear from industry icons, take notes, clip articles and save them as part of the research you will need once you are closer to interviewing.</p>\r\n\r\n<p><strong>3. Define the companies you want to work for within your target industries.</strong></p>\r\n<p>See the <b><a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\" target=\"_blank\">Companies</a> <a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\">tab</a> under News</b>. It\'s a great way to learn about companies you might not already know about. These companies are often expanding, which may translate to new positions.</p>\r\n\r\n<p>And my absolute favorite is the <a href=\"http://www.bizjournals.com/bizbooks/\" target=\"_blank\">Business Journal\'s</a> <strong><a href=\"http://www.bizjournals.com/bizbooks/\">BOOK OF LISTS</a></strong>, which will become your most valuable tool for learning about the top firms sorted by industry. The list is available in print as well as in a database format. This is worth the nominal investment in your career for years to come.</p>','3 key ways the Business Journal can speed up your job search','','inherit','open','open','','5059-revision-v1','','','2015-05-20 15:36:00','2015-05-20 15:36:00','',5059,'http://www.danamanciagli.com/5059-revision-v1/',0,'revision','',0),(5063,8264,'2015-05-20 15:36:13','2015-05-20 15:36:13','[caption id=\"attachment_5060\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-key-ways-the-Business-Journal-can-speed-up-your-job-search-200x300.jpg\" alt=\"3 key ways the Business Journal can speed up your job search\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5060\" /></a> 3 key ways the Business Journal can speed up your job search[/caption]<p>OK, so you have an online or print subscription to the Business Journal. Or you\'re reading this article without a subscription (so you\'re missing some critical features to help propel your career!).</p>\n\n<p>But, the big question is: \"are you maximizing all of the resources inside to accelerate your job search?\" If you said \"yes\" then I\'ll put money down you are missing some things. Let me help you out.</p>\n\n<p>Here\'s how this will work: I\'ll provide coaching on your job search by outlining things you need to do to change your game, be a better candidate and speed up your results. These features will also help you if you\'re seeking a promotion within your company or seeking new opportunities outside. So, that means just about everybody.</p>\n\n<p><strong>1. Define your job function</strong></p>\n<p>See the <strong><a href=\"http://www.bizjournals.com/potm/\" target=\"_blank\">People On the Move</a></strong> stories. The more you read about other people\'s careers, the more you will learn. Your local Business Journal is filled with stories about successful individuals within small, medium and large corporations in your city.</p>\n\n<p>From the articles, you can read more about them by going to their LinkedIn profiles and doing Bing or <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/mountain_view/google_inc/15435\">Google</a> searches. You can even create an Excel spreadsheet to make connections with great people who can help you with your search, too.</p>\n\n<p><strong>2. Define your target industries who might be hiring your skills</strong></p>\n<p>Did you know that there is an <a href=\"http://www.bizjournals.com/industry-news/\" target=\"_blank\"><strong>Industries</strong> tab</a> under <strong>News</strong> in your online journal and print version? Learn about industry trends, competitive battles, and economic conditions affecting various industries. Hear from industry icons, take notes, clip articles and save them as part of the research you will need once you are closer to interviewing.</p>\n\n<p><strong>3. Define the companies you want to work for within your target industries.</strong></p>\n<p>See the <b><a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\" target=\"_blank\">Companies</a> <a href=\"http://www.bizjournals.com/profiles/company?s=1&amp;q=&amp;db=&amp;de=&amp;pl=1\">tab</a> under News</b>. It\'s a great way to learn about companies you might not already know about. These companies are often expanding, which may translate to new positions.</p>\n\n<p>And my absolute favorite is the <a href=\"http://www.bizjournals.com/bizbooks/\" target=\"_blank\">Business Journal\'s</a> <strong><a href=\"http://www.bizjournals.com/bizbooks/\">BOOK OF LISTS</a></strong>, which will become your most valuable tool for learning about the top firms sorted by industry. The list is available in print as well as in a database format. This is worth the nominal investment in your career for years to come.</p>','3 key ways the Business Journal can speed up your job search','','inherit','open','open','','5059-autosave-v1','','','2015-05-20 15:36:13','2015-05-20 15:36:13','',5059,'http://www.danamanciagli.com/5059-autosave-v1/',0,'revision','',0),(5064,8113,'2015-06-03 03:20:34','2015-06-03 03:20:34','[caption id=\"attachment_5067\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-strategies-for-defeating-broken-office-syndrome.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-strategies-for-defeating-broken-office-syndrome-300x201.jpg\" alt=\"3 strategies for defeating broken office syndrome\" width=\"300\" height=\"201\" class=\"size-medium wp-image-5067\" /></a> 3 strategies for defeating broken office syndrome[/caption]<p>When it comes to effective office environments, following a strict chain of command doesn\'t always lead to a more efficient staff. Typically, each employee in the chain of command is responsible for a particular area of the business and efficiency reigns.</p>\r\n\r\n<p>However, problems most often arise when there is a lack of communication and understanding between employees and chaos ensues.</p>\r\n\r\n<p>The secret behind a successful working environment, according to Jack Lowinger, CEO of Cartonomy, is communication, collaboration and time management. Here is how you can excel at each and defeat \'broken office syndrome\':</p>\r\n\r\n<p><strong>1. Show equal respect and appreciation for all staff members</strong></p>\r\n\r\n<p>\"It\'s important to foster a sense of purpose amongst employees, ensuring that every individual at every level feels like an integral piece of the puzzle,\" Lowinger said. \"At the same time, it\'s just as important for each employee to have a firm understanding of their role in the company, and well as the roles of others they work with.\"</p>\r\n\r\n<p>He notes that his firm recently conducted research that revealed how office managers, an essential yet overlooked cog in the wheel of corporate culture, frequently feel underappreciated. Unnecessary demands and requests made by coworkers were a major contributor to this feeling, showing how many employees tend to take advantage of office decision-makers.</p>\r\n\r\n<p><strong>2. Pursue smarter collaboration in the office</strong></p>\r\n\r\n<p>Companies with an esteemed workplace culture are those that put teamwork first. Google thrives on this approach. Their office environment is much less about establishing structure based on power and authority, and more about the ways in which teamwork and collaborative thinking is enforced.</p>\r\n\r\n<p>Lowinger shares, \"For most companies, designating and delegating tasks appropriately while planning routine meetings with your teams are just a few easy ways to encourage smarter collaboration. From the C-suite to entry-level employees, it should be a company-wide goal to always understand and anticipate what your coworkers, bosses, and clients need — from weekly reports to office supply orders. Collaboration ultimately drives efficiency as it avoids issues with miscommunication, allowing for better quality of work.\"</p>\r\n\r\n<p><strong>3. Improve time management</strong></p>\r\n\r\n<p>\"Efficiency and collaboration revolve around having a good grasp of time management,\" said Lowinger. \"Making lists of your daily priorities and setting internal deadlines for all tasks should be a primary focus. Failing to prioritize and meet deadlines not only reflects poorly on an employee\'s work ethic, it often hurts those around them and leads to larger issues — a domino effect, of sorts. To avoid this, consider tools that help teams set up, monitor, and remind each other of tasks that need to be completed.\"</p>\r\n\r\n<p>Overall, the best office environments are collaborative, efficient, and have a heavy focus on an open culture and winning mentality. How is your office environment performing for you?</p>','3 strategies for defeating \'broken office syndrome\'','','publish','open','open','','3-strategies-for-defeating-broken-office-syndrome','','','2015-05-20 19:23:35','2015-05-20 19:23:35','',0,'http://www.danamanciagli.com/?p=5064',0,'post','',0),(5066,8264,'2015-05-20 19:20:32','2015-05-20 19:20:32','<p>When it comes to effective office environments, following a strict chain of command doesn\'t always lead to a more efficient staff. Typically, each employee in the chain of command is responsible for a particular area of the business and efficiency reigns.</p>\r\n\r\n<p>However, problems most often arise when there is a lack of communication and understanding between employees and chaos ensues.</p>\r\n\r\n<p>The secret behind a successful working environment, according to Jack Lowinger, CEO of Cartonomy, is communication, collaboration and time management. Here is how you can excel at each and defeat \'broken office syndrome\':</p>\r\n\r\n<p><strong>1. Show equal respect and appreciation for all staff members</strong></p>\r\n\r\n<p>\"It\'s important to foster a sense of purpose amongst employees, ensuring that every individual at every level feels like an integral piece of the puzzle,\" Lowinger said. \"At the same time, it\'s just as important for each employee to have a firm understanding of their role in the company, and well as the roles of others they work with.\"</p>\r\n\r\n<p>He notes that his firm recently conducted research that revealed how office managers, an essential yet overlooked cog in the wheel of corporate culture, frequently feel underappreciated. Unnecessary demands and requests made by coworkers were a major contributor to this feeling, showing how many employees tend to take advantage of office decision-makers.</p>\r\n\r\n<p><strong>2. Pursue smarter collaboration in the office</strong></p>\r\n\r\n<p>Companies with an esteemed workplace culture are those that put teamwork first. Google thrives on this approach. Their office environment is much less about establishing structure based on power and authority, and more about the ways in which teamwork and collaborative thinking is enforced.</p>\r\n\r\n<p>Lowinger shares, \"For most companies, designating and delegating tasks appropriately while planning routine meetings with your teams are just a few easy ways to encourage smarter collaboration. From the C-suite to entry-level employees, it should be a company-wide goal to always understand and anticipate what your coworkers, bosses, and clients need — from weekly reports to office supply orders. Collaboration ultimately drives efficiency as it avoids issues with miscommunication, allowing for better quality of work.\"</p>\r\n\r\n<p><strong>3. Improve time management</strong></p>\r\n\r\n<p>\"Efficiency and collaboration revolve around having a good grasp of time management,\" said Lowinger. \"Making lists of your daily priorities and setting internal deadlines for all tasks should be a primary focus. Failing to prioritize and meet deadlines not only reflects poorly on an employee\'s work ethic, it often hurts those around them and leads to larger issues — a domino effect, of sorts. To avoid this, consider tools that help teams set up, monitor, and remind each other of tasks that need to be completed.\"</p>\r\n\r\n<p>Overall, the best office environments are collaborative, efficient, and have a heavy focus on an open culture and winning mentality. How is your office environment performing for you?</p>','3 strategies for defeating \'broken office syndrome\'','','inherit','open','open','','5064-revision-v1','','','2015-05-20 19:20:32','2015-05-20 19:20:32','',5064,'http://www.danamanciagli.com/5064-revision-v1/',0,'revision','',0),(5067,8264,'2015-05-20 19:22:14','2015-05-20 19:22:14','3 strategies for defeating broken office syndrome','3 strategies for defeating broken office syndrome','3 strategies for defeating broken office syndrome','inherit','open','open','','3-strategies-for-defeating-broken-office-syndrome','','','2015-05-20 19:22:36','2015-05-20 19:22:36','',5064,'http://www.danamanciagli.com/wp-content/uploads/2015/05/3-strategies-for-defeating-broken-office-syndrome.jpg',0,'attachment','image/jpeg',0),(5068,8264,'2015-05-20 19:22:42','2015-05-20 19:22:42','[caption id=\"attachment_5067\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-strategies-for-defeating-broken-office-syndrome.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/3-strategies-for-defeating-broken-office-syndrome-300x201.jpg\" alt=\"3 strategies for defeating broken office syndrome\" width=\"300\" height=\"201\" class=\"size-medium wp-image-5067\" /></a> 3 strategies for defeating broken office syndrome[/caption]<p>When it comes to effective office environments, following a strict chain of command doesn\'t always lead to a more efficient staff. Typically, each employee in the chain of command is responsible for a particular area of the business and efficiency reigns.</p>\r\n\r\n<p>However, problems most often arise when there is a lack of communication and understanding between employees and chaos ensues.</p>\r\n\r\n<p>The secret behind a successful working environment, according to Jack Lowinger, CEO of Cartonomy, is communication, collaboration and time management. Here is how you can excel at each and defeat \'broken office syndrome\':</p>\r\n\r\n<p><strong>1. Show equal respect and appreciation for all staff members</strong></p>\r\n\r\n<p>\"It\'s important to foster a sense of purpose amongst employees, ensuring that every individual at every level feels like an integral piece of the puzzle,\" Lowinger said. \"At the same time, it\'s just as important for each employee to have a firm understanding of their role in the company, and well as the roles of others they work with.\"</p>\r\n\r\n<p>He notes that his firm recently conducted research that revealed how office managers, an essential yet overlooked cog in the wheel of corporate culture, frequently feel underappreciated. Unnecessary demands and requests made by coworkers were a major contributor to this feeling, showing how many employees tend to take advantage of office decision-makers.</p>\r\n\r\n<p><strong>2. Pursue smarter collaboration in the office</strong></p>\r\n\r\n<p>Companies with an esteemed workplace culture are those that put teamwork first. Google thrives on this approach. Their office environment is much less about establishing structure based on power and authority, and more about the ways in which teamwork and collaborative thinking is enforced.</p>\r\n\r\n<p>Lowinger shares, \"For most companies, designating and delegating tasks appropriately while planning routine meetings with your teams are just a few easy ways to encourage smarter collaboration. From the C-suite to entry-level employees, it should be a company-wide goal to always understand and anticipate what your coworkers, bosses, and clients need — from weekly reports to office supply orders. Collaboration ultimately drives efficiency as it avoids issues with miscommunication, allowing for better quality of work.\"</p>\r\n\r\n<p><strong>3. Improve time management</strong></p>\r\n\r\n<p>\"Efficiency and collaboration revolve around having a good grasp of time management,\" said Lowinger. \"Making lists of your daily priorities and setting internal deadlines for all tasks should be a primary focus. Failing to prioritize and meet deadlines not only reflects poorly on an employee\'s work ethic, it often hurts those around them and leads to larger issues — a domino effect, of sorts. To avoid this, consider tools that help teams set up, monitor, and remind each other of tasks that need to be completed.\"</p>\r\n\r\n<p>Overall, the best office environments are collaborative, efficient, and have a heavy focus on an open culture and winning mentality. How is your office environment performing for you?</p>','3 strategies for defeating \'broken office syndrome\'','','inherit','open','open','','5064-revision-v1','','','2015-05-20 19:22:42','2015-05-20 19:22:42','',5064,'http://www.danamanciagli.com/5064-revision-v1/',0,'revision','',0),(5069,8311,'2015-06-08 02:25:52','2015-06-08 02:25:52','[caption id=\"attachment_5072\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed-300x200.jpg\" alt=\"How to use the Business Journal to put your job search in high speed\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5072\" /></a> How to use the Business Journal to put your job search in high speed[/caption]<p>Previously I\'ve written about <a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">how to use the Business Journals</a> to set goals, find hiring managers, and identify multiple target companies in your area.</p>\r\n\r\n<p>If you haven\'t invested in your local Business Journal or don\'t spend time reading it, you\'re missing out. If you do have an online or print subscription to your local Business Journal, you can maximize the value of your investment by using it to get your next career move in motion or learn how to network better.</p>\r\n\r\n<p>Let\'s get straight to the career move actions you can take right away! And the specific features of the Business Journals that will help you along the way.</p>\r\n\r\n<p><strong>Research before applying</strong></p>\r\n\r\n<p>If you are searching for a job today, stop those random acts of application right now! No more papering the planet with résumés and applications. Pause and do your homework. Careful and thorough research will make your application stand out and increase your chances to win an interview. For each position you are considering, spend plenty of time doing these three things:</p>\r\n<ul>\r\n<li>Search your local Business Journal site for articles about the target company, such as recent stories, key executive moves, new construction, mergers and acquisitions and awards they may have won. Don\'t stop with your target company, do the same for their competition.</li>\r\n<li>Go to the company\'s website and read it all, not just the main pages. Use Bing or Google to do a web search and read speeches and presentations, financial filings of public companies, press releases and any other documents referencing your target company.</li>\r\n<li>Research the division, product line, or group within the company that you are applying to.</li>\r\n</ul>\r\n<p>Use this information to identify the skills and experiences that you want to highlight in your cover letter or call out in your résumé.</p>\r\n\r\n<p>Do no wait until the night before the interview to do your research. From the beginning of your job search, today\'s competitive era requires the highest degree of knowledge about your target company. Your research will strengthen the content in your cover letter, the details you include in your résumé and the way you network.</p>\r\n\r\n<p><strong>Get out and network</strong></p>\r\n\r\n<p>It\'s great that you have your LinkedIn profile at 100 percent and you are connecting with business peers online. However, there is no doubt that the highest quality relationships are built by meeting face to face. And if your next career move is important to you, then you need to build quality two-way relationships fast.</p>\r\n\r\n<p>This is no time for excuses! Don\'t find yourself using any of these top three excuses for not networking face-to-face:</p>\r\n<ul>\r\n<li>I don\'t have time.</li>\r\n<li>I am an introvert.</li>\r\n<li>I don\'t know where to go.</li>\r\n</ul>\r\n<p>We can solve the last one right here! Your local Business Journal is the place to go for all things career related, including calendars of networking opportunities. Not only does each Business Journal host many of their own events, they publish a calendar of other business events in their area. And you can read about local associations, industry trade groups, and clubs that host their own networking events, too.</p>','How to use the Business Journal to put your job search in high speed','','publish','open','open','','how-to-use-the-business-journal-to-put-your-job-search-in-high-speed','','','2015-05-21 14:32:58','2015-05-21 14:32:58','',0,'http://www.danamanciagli.com/?p=5069',0,'post','',0),(5070,8264,'2015-05-21 14:25:17','2015-05-21 14:25:17','Previously I\'ve written about <a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">how to use the Business Journals</a> to set goals, find hiring managers, and identify multiple target companies in your area.\r\n\r\nIf you haven\'t invested in your local Business Journal or don\'t spend time reading it, you\'re missing out. If you do have an online or print subscription to your local Business Journal, you can maximize the value of your investment by using it to get your next career move in motion or learn how to network better.\r\n\r\nLet\'s get straight to the career move actions you can take right away! And the specific features of the Business Journals that will help you along the way.\r\n\r\n<p><strong>Research before applying</strong></p>\r\n\r\nIf you are searching for a job today, stop those random acts of application right now! No more papering the planet with résumés and applications. Pause and do your homework. Careful and thorough research will make your application stand out and increase your chances to win an interview. For each position you are considering, spend plenty of time doing these three things:\r\n\r\nSearch your local Business Journal site for articles about the target company, such as recent stories, key executive moves, new construction, mergers and acquisitions and awards they may have won. Don\'t stop with your target company, do the same for their competition.\r\n\r\nGo to the company\'s website and read it all, not just the main pages. Use Bing or Google to do a web search and read speeches and presentations, financial filings of public companies, press releases and any other documents referencing your target company.\r\nResearch the division, product line, or group within the company that you are applying to.\r\nUse this information to identify the skills and experiences that you want to highlight in your cover letter or call out in your résumé.\r\n\r\nDo no wait until the night before the interview to do your research. From the beginning of your job search, today\'s competitive era requires the highest degree of knowledge about your target company. Your research will strengthen the content in your cover letter, the details you include in your résumé and the way you network.\r\n\r\n<p><strong>Get out and network</strong></p>\r\n\r\nIt\'s great that you have your LinkedIn profile at 100 percent and you are connecting with business peers online. However, there is no doubt that the highest quality relationships are built by meeting face to face. And if your next career move is important to you, then you need to build quality two-way relationships fast.\r\n\r\nThis is no time for excuses! Don\'t find yourself using any of these top three excuses for not networking face-to-face:\r\n\r\nI don\'t have time.\r\nI am an introvert.\r\nI don\'t know where to go.\r\nWe can solve the last one right here! Your local Business Journal is the place to go for all things career related, including calendars of networking opportunities. Not only does each Business Journal host many of their own events, they publish a calendar of other business events in their area. And you can read about local associations, industry trade groups, and clubs that host their own networking events, too.','How to use the Business Journal to put your job search in high speed','','inherit','open','open','','5069-revision-v1','','','2015-05-21 14:25:17','2015-05-21 14:25:17','',5069,'http://www.danamanciagli.com/5069-revision-v1/',0,'revision','',0),(5071,8264,'2015-05-21 14:32:37','2015-05-21 14:32:37','[caption id=\"attachment_5072\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed-300x200.jpg\" alt=\"How to use the Business Journal to put your job search in high speed\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5072\" /></a> How to use the Business Journal to put your job search in high speed[/caption]<p>Previously I\'ve written about <a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">how to use the Business Journals</a> to set goals, find hiring managers, and identify multiple target companies in your area.</p>\r\n\r\n<p>If you haven\'t invested in your local Business Journal or don\'t spend time reading it, you\'re missing out. If you do have an online or print subscription to your local Business Journal, you can maximize the value of your investment by using it to get your next career move in motion or learn how to network better.</p>\r\n\r\n<p>Let\'s get straight to the career move actions you can take right away! And the specific features of the Business Journals that will help you along the way.</p>\r\n\r\n<p><strong>Research before applying</strong></p>\r\n\r\n<p>If you are searching for a job today, stop those random acts of application right now! No more papering the planet with résumés and applications. Pause and do your homework. Careful and thorough research will make your application stand out and increase your chances to win an interview. For each position you are considering, spend plenty of time doing these three things:</p>\r\n<ul>\r\n<li>Search your local Business Journal site for articles about the target company, such as recent stories, key executive moves, new construction, mergers and acquisitions and awards they may have won. Don\'t stop with your target company, do the same for their competition.</li>\r\n<li>Go to the company\'s website and read it all, not just the main pages. Use Bing or Google to do a web search and read speeches and presentations, financial filings of public companies, press releases and any other documents referencing your target company.</li>\r\n<li>Research the division, product line, or group within the company that you are applying to.</li>\r\n</ul>\r\n<p>Use this information to identify the skills and experiences that you want to highlight in your cover letter or call out in your résumé.</p>\r\n\r\n<p>Do no wait until the night before the interview to do your research. From the beginning of your job search, today\'s competitive era requires the highest degree of knowledge about your target company. Your research will strengthen the content in your cover letter, the details you include in your résumé and the way you network.</p>\r\n\r\n<p><strong>Get out and network</strong></p>\r\n\r\n<p>It\'s great that you have your LinkedIn profile at 100 percent and you are connecting with business peers online. However, there is no doubt that the highest quality relationships are built by meeting face to face. And if your next career move is important to you, then you need to build quality two-way relationships fast.</p>\r\n\r\n<p>This is no time for excuses! Don\'t find yourself using any of these top three excuses for not networking face-to-face:</p>\r\n<ul>\r\n<li>I don\'t have time.</li>\r\n<li>I am an introvert.</li>\r\n<li>I don\'t know where to go.</li>\r\n</ul>\r\n<p>We can solve the last one right here! Your local Business Journal is the place to go for all things career related, including calendars of networking opportunities. Not only does each Business Journal host many of their own events, they publish a calendar of other business events in their area. And you can read about local associations, industry trade groups, and clubs that host their own networking events, too.</p>','How to use the Business Journal to put your job search in high speed','','inherit','open','open','','5069-autosave-v1','','','2015-05-21 14:32:37','2015-05-21 14:32:37','',5069,'http://www.danamanciagli.com/5069-autosave-v1/',0,'revision','',0),(5072,8264,'2015-05-21 14:30:36','2015-05-21 14:30:36','How to use the Business Journal to put your job search in high speed','How to use the Business Journal to put your job search in high speed','How to use the Business Journal to put your job search in high speed','inherit','open','open','','how-to-use-the-business-journal-to-put-your-job-search-in-high-speed','','','2015-05-21 14:30:57','2015-05-21 14:30:57','',5069,'http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed.jpg',0,'attachment','image/jpeg',0),(5073,8264,'2015-05-21 14:32:25','2015-05-21 14:32:25','[caption id=\"attachment_5072\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/How-to-use-the-Business-Journal-to-put-your-job-search-in-high-speed-300x200.jpg\" alt=\"How to use the Business Journal to put your job search in high speed\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5072\" /></a> How to use the Business Journal to put your job search in high speed[/caption]<p>Previously I\'ve written about <a href=\"http://www.bizjournals.com/bizjournals/bio/16631/Dana+Manciagli+\">how to use the Business Journals</a> to set goals, find hiring managers, and identify multiple target companies in your area.</p>\r\n\r\n<p>If you haven\'t invested in your local Business Journal or don\'t spend time reading it, you\'re missing out. If you do have an online or print subscription to your local Business Journal, you can maximize the value of your investment by using it to get your next career move in motion or learn how to network better.</p>\r\n\r\n<p>Let\'s get straight to the career move actions you can take right away! And the specific features of the Business Journals that will help you along the way.</p>\r\n\r\n<p><strong>Research before applying</strong></p>\r\n\r\n<p>If you are searching for a job today, stop those random acts of application right now! No more papering the planet with résumés and applications. Pause and do your homework. Careful and thorough research will make your application stand out and increase your chances to win an interview. For each position you are considering, spend plenty of time doing these three things:</p>\r\n<ul>\r\n<li>Search your local Business Journal site for articles about the target company, such as recent stories, key executive moves, new construction, mergers and acquisitions and awards they may have won. Don\'t stop with your target company, do the same for their competition.</li>\r\n<li>Go to the company\'s website and read it all, not just the main pages. Use Bing or Google to do a web search and read speeches and presentations, financial filings of public companies, press releases and any other documents referencing your target company.</li>\r\n<li>Research the division, product line, or group within the company that you are applying to.</li>\r\n</ul>\r\n<p>Use this information to identify the skills and experiences that you want to highlight in your cover letter or call out in your résumé.</p>\r\n\r\n<p>Do no wait until the night before the interview to do your research. From the beginning of your job search, today\'s competitive era requires the highest degree of knowledge about your target company. Your research will strengthen the content in your cover letter, the details you include in your résumé and the way you network.</p>\r\n\r\n<p><strong>Get out and network</strong></p>\r\n\r\n<p>It\'s great that you have your LinkedIn profile at 100 percent and you are connecting with business peers online. However, there is no doubt that the highest quality relationships are built by meeting face to face. And if your next career move is important to you, then you need to build quality two-way relationships fast.</p>\r\n\r\n<p>This is no time for excuses! Don\'t find yourself using any of these top three excuses for not networking face-to-face:</p>\r\n<ul>\r\n<li>I don\'t have time.</li>\r\n<li>I am an introvert.</li>\r\n<li>I don\'t know where to go.</li>\r\n</ul>\r\n<p>We can solve the last one right here! Your local Business Journal is the place to go for all things career related, including calendars of networking opportunities. Not only does each Business Journal host many of their own events, they publish a calendar of other business events in their area. And you can read about local associations, industry trade groups, and clubs that host their own networking events, too.</p>','How to use the Business Journal to put your job search in high speed','','inherit','open','open','','5069-revision-v1','','','2015-05-21 14:32:25','2015-05-21 14:32:25','',5069,'http://www.danamanciagli.com/5069-revision-v1/',0,'revision','',0),(5074,8113,'2015-06-10 03:35:15','2015-06-10 03:35:15','[caption id=\"attachment_5075\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/Career-expert-Shame-on-Target-for-rescinding-job-offers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/Career-expert-Shame-on-Target-for-rescinding-job-offers-300x203.jpg\" alt=\"Career expert Shame on Target for rescinding job offers\" width=\"300\" height=\"203\" class=\"size-medium wp-image-5075\" /></a> Career expert Shame on Target for rescinding job offers[/caption]<p>According to this <a href=\"http://www.myfoxtwincities.com/story/27797469/new-target-hires-learn-offers-were-rescinded\">article</a>, dozens of soon-to-be <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/mn/minneapolis/target_corp/2584877\">Target</a> employees were told that their formal job offers were rescinded. Just like that. Poof. Sorry. Never mind.</p>\r\n\r\n<p>Target explained it away by saying there had been a strategic change in direction, in part, <i>\"…in light of the changing needs of our business, we have elected not to move forward with bringing them on board at this time. We apologized to each of them and communicated the decision as soon as it was made to help allow the individuals to adjust their plans.\"</i></p>\r\n\r\n<p>According to the article, about 40 people were made offers late last summer, accepted them, and made important changes in their lives to begin their new careers. In the case of one recent college grad in California, he said he <a href=\"http://blogs.citypages.com/blotter/2015/01/target_rescinds_job_offers_for_entire_class_of_new_hires_just_weeks_before_start_date.php\" target=\"_blank\">had already lined up an apartment in Minneapolis</a> and bought his plane ticket to start his new job in January. He had been offered the job in November and had it rescinded on New Year\'s Eve due to no fault of his own.</p>\r\n\r\n<p>To have the rug pulled out from under them several weeks later on the basis of \"strategy change\" is flat-out irresponsible and weak.</p>\r\n\r\n<p>Target had choices. With more than 350,000 employees, the company could have offered different positions to these 40 people. Or it could have honored its commitment to hire them, train them in the jobs they were hired for, and then redeploy them to other positions within Target.</p>\r\n\r\n<p>While I am not a lawyer, I am fairly certain that rescinding offers is absolutely legal. As a matter of fact, in most written offers, a company makes it clear that background checks and other processes need to be completed prior to a committed start date — and the offer can be rescinded.</p>\r\n\r\n<p>But these 40 people did not fail a background check, commit a crime, or have a low credit score.</p>\r\n<p><strong>Job searching is hard enough. Now this, Target? Are you aware of the impact you made?</strong></p>\r\n<ul class=\"grayBullets\">\r\n	<li>These employees most likely spent months applying for and interviewing for the Target position they ultimately \"won\" in this highly competitive job market.</li>\r\n	<li>Then once they received the initial offer from the Target hiring manager or recruiter, they took themselves off the job market. So, since last fall, as long as four months ago, they lost the opportunity to secure other positions and possibly lost income while waiting for their Target start date.</li>\r\n	<li>Some likely also told their current employers that they were quitting and moving on to work for Target. How many were able to get their old jobs back?</li>\r\n	<li>Most likely, these soon-to-be Target employees spent their own money relocating or moving houses and buying things they have been holding off buying, anticipating their new financial success. (Target says it allowed employees who were given moving allowances to keep that money).</li>\r\n	<li>If I was one of the future employees, I would be surprised, angry and depressed. Some may have invested in legal counsel only to find that they had no recourse.</li>\r\n</ul>\r\n<p>Hiring managers from small, medium or large companies have a great opportunity to help their brand <i>and</i> build positive relationships with future employees. Treat them like customers! Here\'s how to do it (listen up, Target!):</p>\r\n<ul class=\"grayBullets\">\r\n	<li>Treat all candidates with respect by thanking them and showing your gratitude that they applied and interviewed.</li>\r\n	<li>For those who interviewed, close out the process with an offer or a thank-you-and-decline letter — in a timely way.</li>\r\n	<li>Provide a thoughtful on-boarding program for each new hire, ensure they meet their new team members, and provide them the information they need to do an excellent job.</li>\r\n</ul>\r\n<p>I\'d like to close with a message to Target Corp. Your <a href=\"https://corporate.target.com/careers/culture\">website</a> shares your corporate culture:</p>\r\n\r\n<p><i>\"Behaving ethically and with integrity is essential to maintaining our reputation as a great place to work, as a preferred shopping destination, and as a responsible corporate citizen.\"</i></p>\r\n\r\n<p>Well, you certainly missed the Target by rescinding those job offers! Your definition of <i>integrity</i> and <i>responsibility</i> and mine are very different!</p>','Career expert: Shame on Target for rescinding job offers','','publish','open','open','','career-expert-shame-on-target-for-rescinding-job-offers','','','2015-05-21 14:44:41','2015-05-21 14:44:41','',0,'http://www.danamanciagli.com/?p=5074',0,'post','',1),(5075,8264,'2015-05-21 14:39:52','2015-05-21 14:39:52','Career expert Shame on Target for rescinding job offers','Career expert Shame on Target for rescinding job offers','Career expert Shame on Target for rescinding job offers','inherit','open','open','','career-expert-shame-on-target-for-rescinding-job-offers','','','2015-05-21 14:40:35','2015-05-21 14:40:35','',5074,'http://www.danamanciagli.com/wp-content/uploads/2015/05/Career-expert-Shame-on-Target-for-rescinding-job-offers.jpg',0,'attachment','image/jpeg',0),(5076,8264,'2015-05-21 14:43:47','2015-05-21 14:43:47','[caption id=\"attachment_5075\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/Career-expert-Shame-on-Target-for-rescinding-job-offers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/05/Career-expert-Shame-on-Target-for-rescinding-job-offers-300x203.jpg\" alt=\"Career expert Shame on Target for rescinding job offers\" width=\"300\" height=\"203\" class=\"size-medium wp-image-5075\" /></a> Career expert Shame on Target for rescinding job offers[/caption]<p>According to this <a href=\"http://www.myfoxtwincities.com/story/27797469/new-target-hires-learn-offers-were-rescinded\">article</a>, dozens of soon-to-be <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/mn/minneapolis/target_corp/2584877\">Target</a> employees were told that their formal job offers were rescinded. Just like that. Poof. Sorry. Never mind.</p>\r\n\r\n<p>Target explained it away by saying there had been a strategic change in direction, in part, <i>\"…in light of the changing needs of our business, we have elected not to move forward with bringing them on board at this time. We apologized to each of them and communicated the decision as soon as it was made to help allow the individuals to adjust their plans.\"</i></p>\r\n\r\n<p>According to the article, about 40 people were made offers late last summer, accepted them, and made important changes in their lives to begin their new careers. In the case of one recent college grad in California, he said he <a href=\"http://blogs.citypages.com/blotter/2015/01/target_rescinds_job_offers_for_entire_class_of_new_hires_just_weeks_before_start_date.php\" target=\"_blank\">had already lined up an apartment in Minneapolis</a> and bought his plane ticket to start his new job in January. He had been offered the job in November and had it rescinded on New Year\'s Eve due to no fault of his own.</p>\r\n\r\n<p>To have the rug pulled out from under them several weeks later on the basis of \"strategy change\" is flat-out irresponsible and weak.</p>\r\n\r\n<p>Target had choices. With more than 350,000 employees, the company could have offered different positions to these 40 people. Or it could have honored its commitment to hire them, train them in the jobs they were hired for, and then redeploy them to other positions within Target.</p>\r\n\r\n<p>While I am not a lawyer, I am fairly certain that rescinding offers is absolutely legal. As a matter of fact, in most written offers, a company makes it clear that background checks and other processes need to be completed prior to a committed start date — and the offer can be rescinded.</p>\r\n\r\n<p>But these 40 people did not fail a background check, commit a crime, or have a low credit score.</p>\r\n<p><strong>Job searching is hard enough. Now this, Target? Are you aware of the impact you made?</strong></p>\r\n<ul class=\"grayBullets\">\r\n	<li>These employees most likely spent months applying for and interviewing for the Target position they ultimately \"won\" in this highly competitive job market.</li>\r\n	<li>Then once they received the initial offer from the Target hiring manager or recruiter, they took themselves off the job market. So, since last fall, as long as four months ago, they lost the opportunity to secure other positions and possibly lost income while waiting for their Target start date.</li>\r\n	<li>Some likely also told their current employers that they were quitting and moving on to work for Target. How many were able to get their old jobs back?</li>\r\n	<li>Most likely, these soon-to-be Target employees spent their own money relocating or moving houses and buying things they have been holding off buying, anticipating their new financial success. (Target says it allowed employees who were given moving allowances to keep that money).</li>\r\n	<li>If I was one of the future employees, I would be surprised, angry and depressed. Some may have invested in legal counsel only to find that they had no recourse.</li>\r\n</ul>\r\n<p>Hiring managers from small, medium or large companies have a great opportunity to help their brand <i>and</i> build positive relationships with future employees. Treat them like customers! Here\'s how to do it (listen up, Target!):</p>\r\n<ul class=\"grayBullets\">\r\n	<li>Treat all candidates with respect by thanking them and showing your gratitude that they applied and interviewed.</li>\r\n	<li>For those who interviewed, close out the process with an offer or a thank-you-and-decline letter — in a timely way.</li>\r\n	<li>Provide a thoughtful on-boarding program for each new hire, ensure they meet their new team members, and provide them the information they need to do an excellent job.</li>\r\n</ul>\r\n<p>I\'d like to close with a message to Target Corp. Your <a href=\"https://corporate.target.com/careers/culture\">website</a> shares your corporate culture:</p>\r\n\r\n<p><i>\"Behaving ethically and with integrity is essential to maintaining our reputation as a great place to work, as a preferred shopping destination, and as a responsible corporate citizen.\"</i></p>\r\n\r\n<p>Well, you certainly missed the Target by rescinding those job offers! Your definition of <i>integrity</i> and <i>responsibility</i> and mine are very different!</p>','Career expert: Shame on Target for rescinding job offers','','inherit','open','open','','5074-revision-v1','','','2015-05-21 14:43:47','2015-05-21 14:43:47','',5074,'http://www.danamanciagli.com/5074-revision-v1/',0,'revision','',0),(5079,1,'2015-05-24 13:48:05','2015-05-24 13:48:05','','Order &ndash; May 24, 2015 @ 01:48 PM','','wc-processing','open','closed','order_5561d68f59e96','order-may-24-2015-0147-pm','','','2015-05-24 13:48:05','2015-05-24 13:48:05','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5079',0,'shop_order','',2),(5080,1,'2015-05-24 22:50:38','2015-05-24 22:50:38','','Order &ndash; May 24, 2015 @ 10:50 PM','','wc-processing','open','closed','order_556255b9cf17b','order-may-24-2015-1050-pm','','','2015-05-24 22:50:38','2015-05-24 22:50:38','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5080',0,'shop_order','',2),(5081,1,'2015-05-25 13:33:35','2015-05-25 13:33:35','','Order &ndash; May 25, 2015 @ 01:33 PM','','wc-processing','open','closed','order_55632485d892f','order-may-25-2015-0132-pm','','','2015-05-25 13:33:35','2015-05-25 13:33:35','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5081',0,'shop_order','',2),(5082,1,'2015-05-26 23:41:04','2015-05-26 23:41:04','','Order &ndash; May 26, 2015 @ 11:41 PM','','wc-processing','open','closed','order_5565048a1a89f','order-may-26-2015-1140-pm','','','2015-05-26 23:41:04','2015-05-26 23:41:04','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5082',0,'shop_order','',2),(5112,8264,'2015-06-16 11:45:11','2015-06-16 11:45:11','Texting etiquette 6 rules to follow when texting at work','Texting etiquette 6 rules to follow when texting at work','Texting etiquette 6 rules to follow when texting at work','inherit','open','open','','texting-etiquette-6-rules-to-follow-when-texting-at-work','','','2015-06-16 11:45:39','2015-06-16 11:45:39','',5111,'http://www.danamanciagli.com/wp-content/uploads/2015/06/Texting-etiquette-6-rules-to-follow-when-texting-at-work.jpg',0,'attachment','image/jpeg',0),(5113,8264,'2015-06-16 11:46:45','2015-06-16 11:46:45','[caption id=\"attachment_5112\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/Texting-etiquette-6-rules-to-follow-when-texting-at-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/Texting-etiquette-6-rules-to-follow-when-texting-at-work-300x200.jpg\" alt=\"Texting etiquette 6 rules to follow when texting at work\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5112\" /></a> Texting etiquette 6 rules to follow when texting at work[/caption]<p>We\'re texting all the time. Sending a text is more timely than sending an email, yet feels less intrusive than calling someone. Texting is replacing voice calls, especially among 18- to 24-year-olds, who send and receive nearly 4,000 text messages per month.</p>\r\n\r\n<p>And as the lines between work and life become increasingly blurred, there is nothing stopping workers from bringing their personal habits — especially texting — to work.</p>\r\n\r\n<p>Although texting has found its way to the workplace, numerous questions remain about texting etiquette. Largely prompted by the rapid rise of smartphone use in the workplace combined with the huge number of millennials entering the workplace, texting has made its way on the job before proper protocol could be set.</p>\r\n\r\n<p>Praful Shah, senior vice president of strategy for RingCentral, has witnessed a recent shift toward multiple devices in the workplace, including mobile phones, tablets, desk phones and laptops. He notes that each of these channels of communication required adoption of new habits and protocols within a business context.</p>\r\n\r\n<p>Here are his six rules workers should follow when texting with managers, peers and clients.</p>\r\n<p><strong>1. Grab some context clues</strong></p>\r\n<p>Sending text messages is a natural way to communicate, especially for millennials who have been texting more or less their entire lives. But this doesn\'t mean clients and managers feel the same way. Watch for clues before you text. If your boss or client initiated a text message in the past, it\'s safe to assume you have the green light.</p>\r\n<p><strong>2. Feel it out</strong></p>\r\n<p>If you are unsure if your manager or client prefers texting to calling or emailing, test the waters the next time you have an extremely time-urgent issue by texting a question such as, \"Need to chat about the project ASAP; have a few minutes to talk?\" If he or she keeps the conversation going via text, it\'s safe to say you\'ve opened the door for future conversations. If it moves to a phone call, perhaps you can save yourself trouble next time by calling right off the bat.\r\n<p><strong>3. Keep it professional</strong></p>\r\n<p>Texting with friends and family is typically casual, but it shouldn\'t be in the workplace, neither to managers nor to peers. Avoid using abbreviations that wouldn\'t be understood across all generations and stay away from emoji overkill, since both make texts informal. The focus of workplace text messages, especially to clients and managers, should remain centered on work at all times, unless the other party initiates a personal conversation about appropriate topics.</p>\r\n<p><strong>4. Only text when response time is important</strong></p>\r\n<p>Text messaging should be saved for time-sensitive information, when emailing wouldn\'t generate a response quickly enough. Texting is less intrusive than placing a phone call, because the receivers have the option of ignoring the message if they are too busy to respond. When you need a quick response off hours, text messaging is a better option than calling. A quick text might prompt a response, or at least a read receipt, instead of leaving you wondering if your email has been read.</p>\r\n<p><strong>5. Limit group texting to critical things</strong></p>\r\n<p>If you loop your boss in to a group text, you will likely send an overabundance of texts that the boss doesn\'t need to see. If you are working on a group project, assume your manager doesn\'t need to see the group text behind the scenes, especially off hours. Group texting has its place — if it\'s a dire client emergency, for example, and you need input from colleagues right away.</p>\r\n<p><strong>6. If it can wait, don\'t text.</strong></p>\r\n<p>Bottom line, you communicate with your clients, bosses and peers face-to-face and via email and conference calls daily. Before you add texting to the mix, ask yourself if it can wait until you\'re back in the office or online tomorrow. If it can wait, you\'ve saved yourself the headache of wondering whether or not a text was appropriate.</p>\r\n\r\n<p>There\'s no way to eliminate text messaging from our communication mix, and it\'s infiltrating our conversations at work. If you think before you text, and save texting for the most urgent conversations, it can be a helpful channel for communicating with clients, managers and peers alike. If not, and you go overboard with the number of texts sent, emoji used or spelling errors made, it can be extremely unprofessional.</p>\r\n\r\n<p>The simple answer: If it\'s work-related, think it through before you send that text.</p>','Texting etiquette: 6 rules to follow when texting at work','','inherit','open','open','','5111-revision-v1','','','2015-06-16 11:46:45','2015-06-16 11:46:45','',5111,'http://www.danamanciagli.com/5111-revision-v1/',0,'revision','',0),(5114,8311,'2015-06-24 02:47:56','2015-06-24 02:47:56','[caption id=\"attachment_5116\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-take-control-of-your-career-right-now.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-take-control-of-your-career-right-now-300x300.jpg\" alt=\"How to take control of your career right now\" width=\"300\" height=\"300\" class=\"size-medium wp-image-5116\" /></a> How to take control of your career right now[/caption]<p>There are a couple of goals I have for the year ahead that are worth noting, and that I think would be helpful for anyone. </p>\r\n\r\n<p>My first resolution advice is to take control of your career.</p>\r\n\r\n<p>Remember, nobody cares about your career more than you. </p>\r\n<p>Take control — you are accountable for change! Here are some quick ideas for how to get more fire in your career:</p>\r\n<ol>\r\n<li>If you are job searching, change your game and learn new search techniques.</li>\r\n<li>If you are stuck in your job, develop your Plan B and get out.</li>\r\n<li>If you are waiting for that promotion, ask for it the right way.</li>\r\n<li>If you are interviewing outside or within your company, focus on their needs. It\'s not about you.</li>\r\n<li>If you want to learn new skills or develop new techniques, commit to a development program.</li>\r\n</ol>\r\n\r\n<p><strong>Job search restart</strong></p>\r\n\r\n<p>My second resolution is to ramp up your job search. If you didn\'t land your dream job yet, it\'s time to change your game this year.</p>\r\n<ol>\r\n<li>Stop just applying online and waiting, start networking to get in the \"back door.\"</li>\r\n<li>Juggle 10 real job opportunities at one time; play the odds game rather than aiming for just one dream job.</li>\r\n<li>Submit more than just a résumé. Stand out with a cover letter and something new: A candidate packet.</li>\r\n<li>Get fluent on LinkedIn and do targeted networking to find recruiters and hiring managers of target jobs.</li>\r\n<li>Update your interview skills. Times have changed, and you need to learn new techniques and be well prepared.</li>\r\n<li>Phone interviews are on the rise, yet you won\'t get the face-to-face interview if you blow it on the phone.</li>\r\n</ol>\r\n<p>Take the next 30 days to focus on your career and learn new techniques for today\'s highly competitive employment era. Buy a few books, start networking, and Invest in a career coach to speed things up.</p>','How to take control of your career right now','','publish','open','open','','how-to-take-control-of-your-career-right-now','','','2015-06-16 11:57:57','2015-06-16 11:57:57','',0,'http://www.danamanciagli.com/?p=5114',0,'post','',1),(5115,8264,'2015-06-16 11:54:54','2015-06-16 11:54:54','<p>There are a couple of goals I have for the year ahead that are worth noting, and that I think would be helpful for anyone. </p>\r\n\r\n<p>My first resolution advice is to take control of your career.</p>\r\n\r\n<p>Remember, nobody cares about your career more than you. </p>\r\n<p>Take control — you are accountable for change! Here are some quick ideas for how to get more fire in your career:</p>\r\n<ol>\r\n<li>If you are job searching, change your game and learn new search techniques.</li>\r\n<li>If you are stuck in your job, develop your Plan B and get out.</li>\r\n<li>If you are waiting for that promotion, ask for it the right way.</li>\r\n<li>If you are interviewing outside or within your company, focus on their needs. It\'s not about you.</li>\r\n<li>If you want to learn new skills or develop new techniques, commit to a development program.</li>\r\n</ol>\r\n\r\n<p><strong>Job search restart</strong></p>\r\n\r\n<p>My second resolution is to ramp up your job search. If you didn\'t land your dream job yet, it\'s time to change your game this year.</p>\r\n<ol>\r\n<li>Stop just applying online and waiting, start networking to get in the \"back door.\"</li>\r\n<li>Juggle 10 real job opportunities at one time; play the odds game rather than aiming for just one dream job.</li>\r\n<li>Submit more than just a résumé. Stand out with a cover letter and something new: A candidate packet.</li>\r\n<li>Get fluent on LinkedIn and do targeted networking to find recruiters and hiring managers of target jobs.</li>\r\n<li>Update your interview skills. Times have changed, and you need to learn new techniques and be well prepared.</li>\r\n<li>Phone interviews are on the rise, yet you won\'t get the face-to-face interview if you blow it on the phone.</li>\r\n</ol>\r\n<p>Take the next 30 days to focus on your career and learn new techniques for today\'s highly competitive employment era. Buy a few books, start networking, and Invest in a career coach to speed things up.</p>','How to take control of your career right now','','inherit','open','open','','5114-revision-v1','','','2015-06-16 11:54:54','2015-06-16 11:54:54','',5114,'http://www.danamanciagli.com/5114-revision-v1/',0,'revision','',0),(5116,8264,'2015-06-16 11:55:26','2015-06-16 11:55:26','How to take control of your career right now','How to take control of your career right now','How to take control of your career right now','inherit','open','open','','how-to-take-control-of-your-career-right-now','','','2015-06-16 11:55:49','2015-06-16 11:55:49','',5114,'http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-take-control-of-your-career-right-now.jpg',0,'attachment','image/jpeg',0),(5117,8264,'2015-06-16 11:57:09','2015-06-16 11:57:09','[caption id=\"attachment_5116\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-take-control-of-your-career-right-now.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-take-control-of-your-career-right-now-300x300.jpg\" alt=\"How to take control of your career right now\" width=\"300\" height=\"300\" class=\"size-medium wp-image-5116\" /></a> How to take control of your career right now[/caption]<p>There are a couple of goals I have for the year ahead that are worth noting, and that I think would be helpful for anyone. </p>\r\n\r\n<p>My first resolution advice is to take control of your career.</p>\r\n\r\n<p>Remember, nobody cares about your career more than you. </p>\r\n<p>Take control — you are accountable for change! Here are some quick ideas for how to get more fire in your career:</p>\r\n<ol>\r\n<li>If you are job searching, change your game and learn new search techniques.</li>\r\n<li>If you are stuck in your job, develop your Plan B and get out.</li>\r\n<li>If you are waiting for that promotion, ask for it the right way.</li>\r\n<li>If you are interviewing outside or within your company, focus on their needs. It\'s not about you.</li>\r\n<li>If you want to learn new skills or develop new techniques, commit to a development program.</li>\r\n</ol>\r\n\r\n<p><strong>Job search restart</strong></p>\r\n\r\n<p>My second resolution is to ramp up your job search. If you didn\'t land your dream job yet, it\'s time to change your game this year.</p>\r\n<ol>\r\n<li>Stop just applying online and waiting, start networking to get in the \"back door.\"</li>\r\n<li>Juggle 10 real job opportunities at one time; play the odds game rather than aiming for just one dream job.</li>\r\n<li>Submit more than just a résumé. Stand out with a cover letter and something new: A candidate packet.</li>\r\n<li>Get fluent on LinkedIn and do targeted networking to find recruiters and hiring managers of target jobs.</li>\r\n<li>Update your interview skills. Times have changed, and you need to learn new techniques and be well prepared.</li>\r\n<li>Phone interviews are on the rise, yet you won\'t get the face-to-face interview if you blow it on the phone.</li>\r\n</ol>\r\n<p>Take the next 30 days to focus on your career and learn new techniques for today\'s highly competitive employment era. Buy a few books, start networking, and Invest in a career coach to speed things up.</p>','How to take control of your career right now','','inherit','open','open','','5114-revision-v1','','','2015-06-16 11:57:09','2015-06-16 11:57:09','',5114,'http://www.danamanciagli.com/5114-revision-v1/',0,'revision','',0),(5121,7636,'2015-06-19 17:15:40','2015-06-19 17:15:40','[caption id=\"attachment_1709\" align=\"alignright\" width=\"236\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/dana-paperback_040613.png\"><img class=\"size-medium wp-image-1709\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/dana-paperback_040613-236x300.png\" alt=\"It’s Here! Cut the Crap, Get a Job! A Game-Changing New Book From a Veteran Hiring Manager\" width=\"236\" height=\"300\" /></a> It’s Here! Cut the Crap, Get a Job! A Game-Changing New Book From a Veteran Hiring Manager[/caption]\n\n<b><i>ANNOUNCEMENT:  Cut the Crap, Get a Job! A New Job Search Process for a New Era</i></b> -- just-released –is a game-changing job search book that will help everyone from college graduates to senior executives make their next career moves in the 21<sup>st</sup> century.\n\nI have coached, interviewed, and hired thousands of job seekers. From those years of experience, I developed a proprietary job search and networking process. Read <b><i>Cut the Crap, Get a Job! </i></b>and you’ll learn the most effective job search tips, new approaches to the latest employment practices <span style=\"text-decoration: underline;\">and</span> brand new, proprietary techniques for career development.\n\nLanding the perfect job is more competitive than ever, stressful, tough and sometimes frightening. I\'ve spent 30 years as a hiring manager as well as a job seeker and I want to help you WIN a job fast. I’m here to help you manage your career -- the right way -- with lots of advice, traps to avoid and downloadable tools that are free with your purchase of my book.\n\nThere are two types of “Crap.” One, the mistakes that candidates inadvertently make that sabotage their chances of winning a desired position. Two, the excuses that most job seekers make to themselves or to their family and friends for why they aren’t doing everything possible to secure that next job quicker.\n\nThis book is NOT just for the unemployed. If you are employed but contemplating your next career move within your current company, you need to apply the same skills you would for an external job search.\n\nAre you affiliated with the military and re-entering the private sector? Or stay-home parents re-entering the workforce? I’ve got good advice for you!\n\n<b>What is unique and powerful about <i>Cut the Crap, Get a Job?   </i></b>\n<ul>\n	<li>It’s simple, it breaks the end-to-end job search into bite-sized pieces, including solutions and homework assignments to coach you through every step.</li>\n	<li>It’s written from the perspective of a veteran hiring manager with experience in Fortune 500 corporations as well as fast growing start-ups.</li>\n	<li>It provides all the technology-based tools you need to go from starting your search to winning the job.</li>\n	<li>It challenges tired, old practices and teaches innovative techniques that will show you what it takes to stand out as the best candidate being interviewed.</li>\n</ul>\nIf you’re ready to get serious and make your next career move, get your copy today! <a href=\"http://www.danamanciagli.com/book/\">Available on Amazon NOW</a>. For more advice, strategies and next steps, read my blog, watch the videos, sign up for my newsletter and check out the special resources I\'ve gathered for you, all on <a href=\"http://www.danamanciagli.com/\">DanaManciagli.com</a>.','It’s Here! Cut the Crap, Get a Job! A Game-Changing New Book From a Veteran Hiring Manager','','inherit','open','open','','1708-autosave-v1','','','2015-06-19 17:15:40','2015-06-19 17:15:40','',1708,'http://www.danamanciagli.com/1708-autosave-v1/',0,'revision','',0),(5126,7636,'2015-06-27 21:43:46','2015-06-27 21:43:46','Creating this test post because my editorial assistant has informed me she is unable to use the LINK button while editing.\r\n<blockquote>\r\n<p style=\"text-align: center;\">So I\'m <span style=\"text-decoration: underline;\"><span style=\"color: #ff0000; text-decoration: underline;\">testing</span></span> this <strong>for myself</strong>...</p>\r\n</blockquote>\r\n&nbsp;\r\n<code></code><!--more-->\r\n\r\n<!--more-->\r\n\r\n\r\nAnd <a href=\"http://wpbuildingblocks.com\" target=\"_blank\">sure enough</a>, <del datetime=\"2015-06-27T20:52:58+00:00\">button doesn\'t work</del>. Can I insert a <a href=\"http://wpbuildingblocks.com\">manual link</a> and have it work?\r\n\r\nHayward is always ling for ways to make pool and spa ownership as simple and effortless as possible. The latest example of this is the new Universal H-Series pool and spa heater. Combining advanced technology with universal-fit flexibility, it’s a smart choice for virtually any new installation or existing system upgrade – delivering state-of-the-industry performance, outstanding energy efficiency, extremely low NOx emission levels and Hayward’s legendary durability and reliability. Offered in 150,000, 200,000, 250,000, 400,000, 350,000 and 400,000 BTU/hr. inputs.','This is a test','','draft','open','open','','this-is-a-test','','','2015-06-29 16:22:13','2015-06-29 16:22:13','',0,'http://www.danamanciagli.com/?p=5126',0,'post','',0),(5122,7636,'2015-06-19 17:45:38','2015-06-19 17:45:38','[caption id=\"attachment_149\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2012/11/Selling-Skills-for-Job-Search.jpg\"><img class=\"size-medium wp-image-149\" alt=\"Use the Best Selling Skills for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/11/Selling-Skills-for-Job-Search-300x199.jpg\" width=\"300\" height=\"199\" /></a> Use the Best Selling Skills for Your Job Search[/caption]\r\n<p>It’s a new world out there.  The job market is much more competitive, hiring managers can’t afford to take risks by hiring the wrong person, and candidates must be the BEST every step of the way through the job search process.   Now, for those of you with sales experience or looking for a role in inside or outside sales, this should be pretty natural for you, right?   Wrong.   It’s shocking how few salespeople apply the skills of their own function to their job search process.  Pipeline?  Non-existent.  Selling yourself as a product? Not.  Going for the Close?  Oops, forgot.</p>\r\n<p>So, here are three Selling Basics for all of you in the job market today, regardless if you have any sales training:</p>\r\n<ol>\r\n<li value=\"1\"><strong>Pipeline Management. </strong>  Picture an upside down pyramid.  Your job possibilities (leads) start at the top and then work down into real opportunities, interviews, job offers and employment!  Another analogy is little device my father gave me as a child: I put a mixed bag of change in the top and the machine sorted them into the quarters, nickels, dimes and penny slots for counting.  The core concept of a pipeline is that you need a LOT of job opportunities funneling through at the same time.</li>\r\n</ol>\r\n<p style=\"padding-left: 60px;\">Most job-seekers I have helped over my 30 year career have one job they want and say “<em>I want to see this one through before I start on another</em>.”   Cut the Crap, Get a Job!    You must play the odds game, must have multiple opportunities in the pipeline at the same time if you want to see results in a timely fashion.   Learn now how to parallel process multiple things vs. old fashion serial processing.</p>\r\n<ol>\r\n<li value=\"2\"><strong>You are the product and the interviewer, network contact, hiring manager or Human Resources (HR) department is the buyer. </strong> This is NOT about you.  It’s about selling your skills and experiences to the buyer in a very relevant way TO THEM.   They have the need and you must work much harder to position yourself, the product, as the BEST product for their need.   Like the grocery store aisle for laundry detergent, you don’t see the package saying “I’m made of better chemicals” or “I am manufactured in a plant in Kentucky.”    No, they are talking to YOU, the buyer, with phrases that aim to fit YOUR need like “whiter whites”, cleaner clothes, etc.</li>\r\n<li value=\"3\"><strong>Going for the close with every communication.</strong>  This is often referred to as “asking for the business”.   Shame on any sales representative for making a call on a customer and leaving without asking them for their business.  Well, the same shame is earned with job-searching, too.   Regardless if you are sending in a resume and cover letter, e-mailing a decision-maker, leaving a voicemail message, you always, always, always ask  for the next step to take place.</li>\r\n</ol>\r\n<p style=\"padding-left: 30px;\">Example:  If you are meeting with a network contact who might be able to help you, end with “<em>I appreciate any help you can provide.  Specifically, if you have 3 people you can introduce me to, I will keep you posted about my follow up with them</em>.”    If you are applying with an e-mail or resume submittal and cover letter, then the close should say “<em>May I come in for an interview</em>?”   If you have interviewed, then your follow up note is not just a thank you, but also should end with “<em>I am eager to hear the next step in your hiring process and am more passionate than ever about the position we discussed.  I want to work for you and &lt;company name&gt;</em>.</p>\r\n<p>There are many more sales skills that will help you tremendously. Continue visiting my blog and read some extra books or blogs about selling basics. Cut the Crap, Get a Job and good luck!</p>','Selling Skills are Required for ALL Job-Seekers','','inherit','open','open','','148-revision-v1','','','2015-06-19 17:45:38','2015-06-19 17:45:38','',148,'http://www.danamanciagli.com/148-revision-v1/',0,'revision','',0),(5135,8264,'2015-06-23 14:33:59','2015-06-23 14:33:59','[caption id=\"attachment_5133\" align=\"alignright\" width=\"247\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/Why-employers-should-consider-flexible-workplace-environments.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/Why-employers-should-consider-flexible-workplace-environments-247x300.jpg\" alt=\"Why employers should consider flexible workplace environments\" width=\"247\" height=\"300\" class=\"size-medium wp-image-5133\" /></a> Why employers should consider flexible workplace environments[/caption]<p>Losing employees (especially good employees) is bad for business. While turnover is inevitable, there are things that can be done to minimize the exodus.</p>\r\n\r\n<p>A knee-jerk reaction may be to offer raises or promotions to your top talent, but I recommend you listen to what each employee values most.</p>\r\n\r\n<p>Employees are placing extremely high value on other perks, especially those that increase work/life balance.</p>\r\n\r\n<p><strong>Value in flexibility</strong></p>\r\n\r\n<p>According to a study from Regus, the world\'s largest workspace provider, 79 percent of business people would choose one job over a similar one if it offered flexibility, and this doesn\'t just mean hours.</p>\r\n\r\n<p>Professionals are looking to improve work/life balance by having the freedom to use alternate work sites that can help alleviate long commutes. The formula for business success lies with creating a strategy that makes employers comfortable with a remote team and gives employees a professional setting where they have the resources to do their best work.</p>\r\n\r\n<p>\"At every level, today\'s workers are stressed,\" said Sande Golgart, senior vice president of corporate accounts at Regus. \"Anything that can be done to relieve that stress and improve work/life balance is far more appealing than financial compensation.\"</p>\r\n\r\n<p>He added that flexible work is a key driver to managing responsibilities at home and at work. The freedom to work remotely or outside of traditional hours gives individuals more control over their time.</p>\r\n\r\n<p>The study found flexible options aren\'t just good for the employees, they benefit the business as well. Nearly 80 percent of business people polled agreed that flexible work increases staff retention, helps attract top talent and eases work-related stress.</p>\r\n\r\n<p><strong>Seeing the benefits</strong></p>\r\n\r\n<p>The good news is that advancements in mobile technology, including webinar solutions, shared calendars and information sharing sites foster remote working. The common fears by employers that they couldn\'t measure a remote employee\'s performance are now addressed by the use of basic technology tools. And shared space providers have systems in place to help users maximize their use of the space to achieve the best possible results.</p>\r\n\r\n<p>Companies of all sizes need to embrace flexible work and share in the benefits, from Fortune 500 businesses to new start-up companies. These collaborative workspaces have proven to yield cost savings, provide a boost in employee satisfaction and result in better productivity for companies.</p>\r\n\r\n<p>Small companies, like New York City-based Dark Arts Consulting, rely on flexible options as well. Dark Arts does not have offices for all their employees. Instead, they provide access to Regus\' flexible workspaces where employees can drop in and stay productive between appointments.</p>\r\n\r\n<p>The CEO of Dark Arts, Lee Solt, credits his remote work policy for retaining and attracting great IT consultants in a very competitive field, as well as helping him to grow his business.</p>\r\n\r\n<p>\"My employees are always on the move, meeting with clients,\" he said. \"There is no reason to pay for an expensive office no one will use. More importantly, why make my employees waste time commuting when they can be productive from anywhere?\"</p>\r\n\r\n<p>If your organization isn\'t implementing a flexible arrangement, now is the time to start considering the strategy. Assign a committee or leader in your organization to develop a plan and communicate broadly with your employees that this is more than just \"on your radar.\"</p>','Why employers should consider flexible workplace environments','','inherit','open','open','','5132-revision-v1','','','2015-06-23 14:33:59','2015-06-23 14:33:59','',5132,'http://www.danamanciagli.com/5132-revision-v1/',0,'revision','',0),(5136,8311,'2015-07-01 02:40:31','2015-07-01 02:40:31','[caption id=\"attachment_5137\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/4-tactics-for-harnessing-personal-branding.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/4-tactics-for-harnessing-personal-branding-300x200.jpg\" alt=\"4 tactics for harnessing personal branding\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5137\" /></a> 4 tactics for harnessing personal branding[/caption]<p>Ever since social media began making an impact on business strategy and job searches, \"personal branding\" became a buzz-worthy phrase that\'s only gained momentum.</p>\r\n\r\n<p>Many people want to use personal branding but feel uncomfortable talking about themselves since they feel like they\'re bragging.</p>\r\n\r\n<p>Others might be swinging the pendulum too far in the other direction.</p>\r\n\r\n<p>Here are four tips to make sure that you\'re using personal branding to your benefit:</p>\r\n\r\n<p><strong>1. Ready, aim, fire</strong></p>\r\n\r\n<p>First, have a plan. For what purpose do you want to promote yourself, and to whom? What is your end goal?</p>\r\n\r\n<p><strong>2. Make your self-promotion messages relevant</strong></p>\r\n\r\n<p>Craft three main points and write them down. Now, put them in order and challenge yourself. Are all three relevant to your goal, such as asking for a promotion? Scripting your comments will also ensure that your statements position you correctly while giving credit due to others and adding supporting metrics.</p>\r\n\r\n<p><strong>3. Boast privately</strong></p>\r\n\r\n<p>While it\'s tempting to take advantage of a room filled with executives during a project review meeting, don\'t do it. If just one person misunderstands, it can sabotage your efforts!</p>\r\n\r\n<p><strong>4. Brag about your \"above and beyond\" accomplishments</strong></p>\r\n\r\n<p>Too many of my clients have said, \"I deserved that promotion since I have been doing such a great job.\" Promotions aren\'t just about your past performance. Or about things you did that you were paid to do. Focus on accomplishments that were not expected. Then, translate those accomplishments into reasons that you have great future potential.</p>','4 tactics for harnessing personal branding','','publish','open','open','','4-tactics-for-harnessing-personal-branding','','','2015-06-23 15:01:33','2015-06-23 15:01:33','',0,'http://www.danamanciagli.com/?p=5136',0,'post','',0),(5137,8264,'2015-06-23 14:54:04','2015-06-23 14:54:04','4 tactics for harnessing personal branding','4 tactics for harnessing personal branding','4 tactics for harnessing personal branding','inherit','open','open','','4-tactics-for-harnessing-personal-branding','','','2015-06-23 14:59:57','2015-06-23 14:59:57','',5136,'http://www.danamanciagli.com/wp-content/uploads/2015/06/4-tactics-for-harnessing-personal-branding.jpg',0,'attachment','image/jpeg',0),(5138,8264,'2015-06-23 15:00:15','2015-06-23 15:00:15','[caption id=\"attachment_5137\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/4-tactics-for-harnessing-personal-branding.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/4-tactics-for-harnessing-personal-branding-300x200.jpg\" alt=\"4 tactics for harnessing personal branding\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5137\" /></a> 4 tactics for harnessing personal branding[/caption]<p>Ever since social media began making an impact on business strategy and job searches, \"personal branding\" became a buzz-worthy phrase that\'s only gained momentum.</p>\r\n\r\n<p>Many people want to use personal branding but feel uncomfortable talking about themselves since they feel like they\'re bragging.</p>\r\n\r\n<p>Others might be swinging the pendulum too far in the other direction.</p>\r\n\r\n<p>Here are four tips to make sure that you\'re using personal branding to your benefit:</p>\r\n\r\n<p><strong>1. Ready, aim, fire</strong></p>\r\n\r\n<p>First, have a plan. For what purpose do you want to promote yourself, and to whom? What is your end goal?</p>\r\n\r\n<p><strong>2. Make your self-promotion messages relevant</strong></p>\r\n\r\n<p>Craft three main points and write them down. Now, put them in order and challenge yourself. Are all three relevant to your goal, such as asking for a promotion? Scripting your comments will also ensure that your statements position you correctly while giving credit due to others and adding supporting metrics.</p>\r\n\r\n<p><strong>3. Boast privately</strong></p>\r\n\r\n<p>While it\'s tempting to take advantage of a room filled with executives during a project review meeting, don\'t do it. If just one person misunderstands, it can sabotage your efforts!</p>\r\n\r\n<p><strong>4. Brag about your \"above and beyond\" accomplishments</strong></p>\r\n\r\n<p>Too many of my clients have said, \"I deserved that promotion since I have been doing such a great job.\" Promotions aren\'t just about your past performance. Or about things you did that you were paid to do. Focus on accomplishments that were not expected. Then, translate those accomplishments into reasons that you have great future potential.</p>','4 tactics for harnessing personal branding','','inherit','open','open','','5136-revision-v1','','','2015-06-23 15:00:15','2015-06-23 15:00:15','',5136,'http://www.danamanciagli.com/5136-revision-v1/',0,'revision','',0),(5139,8113,'2015-07-06 02:01:37','2015-07-06 02:01:37','[caption id=\"attachment_5140\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-stop-spraying-and-praying-in-your-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-stop-spraying-and-praying-in-your-job-search-300x200.jpg\" alt=\"How to stop &#039;spraying and praying&#039; in your job search\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5140\" /></a> How to stop \'spraying and praying\' in your job search[/caption]<p>Maybe your primary job search strategy is to apply to lots of positions by just sending your résumé. Then waiting. And waiting and waiting.</p>\r\n\r\n<p>Sam has a great résumé. He found 10 potential jobs that are a \"perfect fit.\" He sprinkled in a few carefully selected keywords for each job, hoping that the company\'s applicant tracking system would flag his name as one to consider for interviews.</p>\r\n\r\n<p>Now Sam waits, right? Wrong!</p>\r\n\r\n<p>Sam is only 5 percent to reaching his job-search goal. He needs to put in 95 percent more time and effort now that he has applied. For example, Sam applied online for an account manager position #4629 at XYZ company. As of this moment, only a robot has viewed his résumé digitally.</p>\r\n\r\n<p>What are the remaining actions Sam should take to win this job? There are four steps:</p>\r\n\r\n<p><strong>1. Targeted connections</strong></p>\r\n\r\n<p>Now that Sam has applied for a specific job, he needs to connect with people he knows and even total strangers to try to get his credentials in front of the hiring manager and recruiter. How? Sam should search LinkedIn to see if he knows anybody at XYZ company or if someone he knows is connected to any employee there. He next needs to master the skill of advanced searches in LinkedIn and seek out possible hiring managers and recruiters for this specific job.</p>\r\n\r\n<p><strong>2. Networking</strong></p>\r\n\r\n<p>Connecting with people on LinkedIn is not networking! It\'s just connecting your profile and theirs in a massive database. That\'s it. Networking begins with a phone call, a face-to-face meeting or, at the very least, an e-mail exchange. Here are Sam\'s next steps:</p>\r\n\r\n<p>Request a Linkedin connection with a personal message rather than the default message. Open the full profile of someone with whom you wish to connect, then erase the default message. Instead say something like, \"Dear , I just applied to a position in your company and am eager to connect with you to learn more. Regards…\"</p>\r\n\r\n<p>Once they accept, send an e-mail (if that\'s available) to request a phone introduction: \"Thank you for connecting with me. I just applied to the account manager position #4629 at XYZ company. I would appreciate 15 minutes of your time on the phone to ask you two questions.\" If the e-mail address is not available, send the message through LinkedIn.</p>\r\n\r\n<p>After the phone conversation, if the person is willing to meet, request just 30 minutes of time in the office, not at a loud coffee shop.</p>\r\n\r\n<p><strong>3. Enlist specific support</strong></p>\r\n\r\n<p>Here are Sam\'s questions and items to request from the new contact:\r\n<ul>\r\n<li>Can you please confirm that the position is still open?</li>\r\n<li>Do you have an employee referral program within XYZ company? If so, will you please submit my credentials?</li>\r\n<li>In order to help me follow up on my application, could you please provide the names and e-mail addresses of the hiring manager and the recruiter?</li>\r\n<li>If I send you an email with my credentials, will you please forward them to the hiring manager and recruiter?</li>\r\n</ul>\r\n<p>Rule of thumb: Follow this process with at least three people for each job you are applying for.</p>\r\n\r\n<p><strong>4. Follow up with each person</strong></p>\r\n\r\n<p>It\'s amazing how many of my job search clients only do this with one person, then wait. And wait. Follow up with each one at least three more times, spaced out a week between each message. If you can\'t do it, your job search must not be that important.</p>\r\n\r\n<p>Yes, the first time you go through these steps it will feel awkward. However, once you are over the hump and start seeing results, you will get over the awkwardness. And this method will help you network for other important goals in your life such as selling, building alliances, building a business or just meeting fabulous people.</p>\r\n\r\n<p>Remember: People are on LinkedIn to network and help others. If you don\'t ask, you will never know. Change your game, job seekers, and stop spraying and praying!</p>','How to stop \'spraying and praying\' in your job search','','publish','open','open','','how-to-stop-spraying-and-praying-in-your-job-search','','','2015-06-23 15:09:19','2015-06-23 15:09:19','',0,'http://www.danamanciagli.com/?p=5139',0,'post','',0),(5140,8264,'2015-06-23 15:03:30','2015-06-23 15:03:30','How to stop \'spraying and praying\' in your job search','How to stop \'spraying and praying\' in your job search','How to stop \'spraying and praying\' in your job search','inherit','open','open','','how-to-stop-spraying-and-praying-in-your-job-search','','','2015-06-23 15:03:49','2015-06-23 15:03:49','',5139,'http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-stop-spraying-and-praying-in-your-job-search.jpg',0,'attachment','image/jpeg',0),(5141,8264,'2015-06-23 15:08:16','2015-06-23 15:08:16','[caption id=\"attachment_5140\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-stop-spraying-and-praying-in-your-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/How-to-stop-spraying-and-praying-in-your-job-search-300x200.jpg\" alt=\"How to stop &#039;spraying and praying&#039; in your job search\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5140\" /></a> How to stop \'spraying and praying\' in your job search[/caption]<p>Maybe your primary job search strategy is to apply to lots of positions by just sending your résumé. Then waiting. And waiting and waiting.</p>\r\n\r\n<p>Sam has a great résumé. He found 10 potential jobs that are a \"perfect fit.\" He sprinkled in a few carefully selected keywords for each job, hoping that the company\'s applicant tracking system would flag his name as one to consider for interviews.</p>\r\n\r\n<p>Now Sam waits, right? Wrong!</p>\r\n\r\n<p>Sam is only 5 percent to reaching his job-search goal. He needs to put in 95 percent more time and effort now that he has applied. For example, Sam applied online for an account manager position #4629 at XYZ company. As of this moment, only a robot has viewed his résumé digitally.</p>\r\n\r\n<p>What are the remaining actions Sam should take to win this job? There are four steps:</p>\r\n\r\n<p><strong>1. Targeted connections</strong></p>\r\n\r\n<p>Now that Sam has applied for a specific job, he needs to connect with people he knows and even total strangers to try to get his credentials in front of the hiring manager and recruiter. How? Sam should search LinkedIn to see if he knows anybody at XYZ company or if someone he knows is connected to any employee there. He next needs to master the skill of advanced searches in LinkedIn and seek out possible hiring managers and recruiters for this specific job.</p>\r\n\r\n<p><strong>2. Networking</strong></p>\r\n\r\n<p>Connecting with people on LinkedIn is not networking! It\'s just connecting your profile and theirs in a massive database. That\'s it. Networking begins with a phone call, a face-to-face meeting or, at the very least, an e-mail exchange. Here are Sam\'s next steps:</p>\r\n\r\n<p>Request a Linkedin connection with a personal message rather than the default message. Open the full profile of someone with whom you wish to connect, then erase the default message. Instead say something like, \"Dear , I just applied to a position in your company and am eager to connect with you to learn more. Regards…\"</p>\r\n\r\n<p>Once they accept, send an e-mail (if that\'s available) to request a phone introduction: \"Thank you for connecting with me. I just applied to the account manager position #4629 at XYZ company. I would appreciate 15 minutes of your time on the phone to ask you two questions.\" If the e-mail address is not available, send the message through LinkedIn.</p>\r\n\r\n<p>After the phone conversation, if the person is willing to meet, request just 30 minutes of time in the office, not at a loud coffee shop.</p>\r\n\r\n<p><strong>3. Enlist specific support</strong></p>\r\n\r\n<p>Here are Sam\'s questions and items to request from the new contact:\r\n<ul>\r\n<li>Can you please confirm that the position is still open?</li>\r\n<li>Do you have an employee referral program within XYZ company? If so, will you please submit my credentials?</li>\r\n<li>In order to help me follow up on my application, could you please provide the names and e-mail addresses of the hiring manager and the recruiter?</li>\r\n<li>If I send you an email with my credentials, will you please forward them to the hiring manager and recruiter?</li>\r\n</ul>\r\n<p>Rule of thumb: Follow this process with at least three people for each job you are applying for.</p>\r\n\r\n<p><strong>4. Follow up with each person</strong></p>\r\n\r\n<p>It\'s amazing how many of my job search clients only do this with one person, then wait. And wait. Follow up with each one at least three more times, spaced out a week between each message. If you can\'t do it, your job search must not be that important.</p>\r\n\r\n<p>Yes, the first time you go through these steps it will feel awkward. However, once you are over the hump and start seeing results, you will get over the awkwardness. And this method will help you network for other important goals in your life such as selling, building alliances, building a business or just meeting fabulous people.</p>\r\n\r\n<p>Remember: People are on LinkedIn to network and help others. If you don\'t ask, you will never know. Change your game, job seekers, and stop spraying and praying!</p>','How to stop \'spraying and praying\' in your job search','','inherit','open','open','','5139-revision-v1','','','2015-06-23 15:08:16','2015-06-23 15:08:16','',5139,'http://www.danamanciagli.com/5139-revision-v1/',0,'revision','',0),(5144,1,'2015-07-02 17:29:46','2015-07-02 17:29:46','','Order &ndash; July 2, 2015 @ 05:29 PM','','wc-processing','open','closed','order_558d765bd9b54','order-jun-26-2015-0357-pm','','','2015-07-02 17:29:46','2015-07-02 17:29:46','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5144',0,'shop_order','',2),(5146,7636,'2015-06-27 20:42:34','2015-06-27 20:42:34','Creating this test post because my editorial assistant has informed me she is unable to use the LINK button while editing.\r\n<blockquote>\r\n<p style=\"text-align: center;\">So I\'m <span style=\"text-decoration: underline;\"><span style=\"color: #ff0000; text-decoration: underline;\">testing</span></span> this <strong>for myself</strong>...</p>\r\n</blockquote>\r\n&nbsp;\r\n\r\nAnd sure enough, button doesn\'t work. Can I insert a <a href=\"http://wpbuildingblocks.com\">manual link</a> and have it work?\r\n\r\nHayward is always looking for ways to make pool and spa ownership as simple and effortless as possible. The latest example of this is the new Universal H-Series pool and spa heater. Combining advanced technology with universal-fit flexibility, it’s a smart choice for virtually any new installation or existing system upgrade – delivering state-of-the-industry performance, outstanding energy efficiency, extremely low NOx emission levels and Hayward’s legendary durability and reliability. Offered in 150,000, 200,000, 250,000, 400,000, 350,000 and 400,000 BTU/hr. inputs.','This is a test','','inherit','open','open','','5126-revision-v1','','','2015-06-27 20:42:34','2015-06-27 20:42:34','',5126,'http://www.danamanciagli.com/5126-revision-v1/',0,'revision','',0),(5147,7636,'2015-06-27 20:52:56','2015-06-27 20:52:56','Creating this test post because my editorial assistant has informed me she is unable to use the LINK button while editing.\r\n<blockquote>\r\n<p style=\"text-align: center;\">So I\'m <span style=\"text-decoration: underline;\"><span style=\"color: #ff0000; text-decoration: underline;\">testing</span></span> this <strong>for myself</strong>...</p>\r\n</blockquote>\r\n&nbsp;\r\n<code></code><!--more-->\r\n\r\n<!--more-->\r\n\r\n\r\nAnd sure enough, button doesn\'t work. Can I insert a <a href=\"http://wpbuildingblocks.com\">manual link</a> and have it work?\r\n\r\nHayward is always ling for ways to make pool and spa ownership as simple and effortless as possible. The latest example of this is the new Universal H-Series pool and spa heater. Combining advanced technology with universal-fit flexibility, it’s a smart choice for virtually any new installation or existing system upgrade – delivering state-of-the-industry performance, outstanding energy efficiency, extremely low NOx emission levels and Hayward’s legendary durability and reliability. Offered in 150,000, 200,000, 250,000, 400,000, 350,000 and 400,000 BTU/hr. inputs.','This is a test','','inherit','open','open','','5126-revision-v1','','','2015-06-27 20:52:56','2015-06-27 20:52:56','',5126,'http://www.danamanciagli.com/5126-revision-v1/',0,'revision','',0),(5148,7636,'2015-06-27 20:53:17','2015-06-27 20:53:17','Creating this test post because my editorial assistant has informed me she is unable to use the LINK button while editing.\r\n<blockquote>\r\n<p style=\"text-align: center;\">So I\'m <span style=\"text-decoration: underline;\"><span style=\"color: #ff0000; text-decoration: underline;\">testing</span></span> this <strong>for myself</strong>...</p>\r\n</blockquote>\r\n&nbsp;\r\n<code></code><!--more-->\r\n\r\n<!--more-->\r\n\r\n\r\nAnd sure enough, <del datetime=\"2015-06-27T20:52:58+00:00\">button doesn\'t work</del>. Can I insert a <a href=\"http://wpbuildingblocks.com\">manual link</a> and have it work?\r\n\r\nHayward is always ling for ways to make pool and spa ownership as simple and effortless as possible. The latest example of this is the new Universal H-Series pool and spa heater. Combining advanced technology with universal-fit flexibility, it’s a smart choice for virtually any new installation or existing system upgrade – delivering state-of-the-industry performance, outstanding energy efficiency, extremely low NOx emission levels and Hayward’s legendary durability and reliability. Offered in 150,000, 200,000, 250,000, 400,000, 350,000 and 400,000 BTU/hr. inputs.','This is a test','','inherit','open','open','','5126-revision-v1','','','2015-06-27 20:53:17','2015-06-27 20:53:17','',5126,'http://www.danamanciagli.com/5126-revision-v1/',0,'revision','',0),(5149,7636,'2015-06-27 21:12:58','2015-06-27 21:12:58','Creating this test post because my editorial assistant has informed me she is unable to use the LINK button while editing.\r\n<blockquote>\r\n<p style=\"text-align: center;\">So I\'m <span style=\"text-decoration: underline;\"><span style=\"color: #ff0000; text-decoration: underline;\">testing</span></span> this <strong>for myself</strong>...</p>\r\n</blockquote>\r\n&nbsp;\r\n<code></code><!--more-->\r\n\r\n<!--more-->\r\n\r\n\r\nAnd <a href=\"http://wpbuildingblocks.com\" target=\"_blank\">sure enough</a>, <del datetime=\"2015-06-27T20:52:58+00:00\">button doesn\'t work</del>. Can I insert a <a href=\"http://wpbuildingblocks.com\">manual link</a> and have it work?\r\n\r\nHayward is always ling for ways to make pool and spa ownership as simple and effortless as possible. The latest example of this is the new Universal H-Series pool and spa heater. Combining advanced technology with universal-fit flexibility, it’s a smart choice for virtually any new installation or existing system upgrade – delivering state-of-the-industry performance, outstanding energy efficiency, extremely low NOx emission levels and Hayward’s legendary durability and reliability. Offered in 150,000, 200,000, 250,000, 400,000, 350,000 and 400,000 BTU/hr. inputs.','This is a test','','inherit','open','open','','5126-revision-v1','','','2015-06-27 21:12:58','2015-06-27 21:12:58','',5126,'http://www.danamanciagli.com/5126-revision-v1/',0,'revision','',0),(5212,8311,'2015-08-10 03:24:17','2015-08-10 03:24:17','[caption id=\"attachment_5213\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-surefire-ways-for-hiring-the-right-person.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-surefire-ways-for-hiring-the-right-person-300x200.jpg\" alt=\"3 surefire questions for hiring the right people\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5213\" /></a> 3 surefire questions for hiring the right people[/caption]\r\n\r\n<p>When former Monster.com President Steve Pogorzelski joined Avention as CEO in 2014, his first order of business was to get the right people on board. He knew that if he wanted to do so, it would require that he clearly define the company’s values and corporate culture.</p>\r\n\r\n<p>Although the business information company had been around for 20 years, a value system had never been articulated. In fact, when Pogorzelski asked employees to define what the company stood for, no one could really give him an answer.</p>\r\n\r\n<p>To Pogorzelski, values and culture are essential, because they help guide members of the company to evaluate progress, conduct operations, and make important decisions, including who should be hired, fired and rewarded.</p>\r\n\r\n<p>Many business owners, executives and HR representatives have at least a story or two about a candidate with a great résumé who just didn’t fit, or a worker who didn’t stand out at first but turned into an integral component of success.</p>\r\n\r\n<p>There’s no single secret to finding the right candidate, of course, but Pogorzelski believes that having a strong value system and a defined culture can help you determine who will thrive at your company.</p>\r\n\r\n<p>Here are his go-to interview questions to determine which candidates bring the right qualities to open positions.</p>\r\n\r\n<p><strong>1. What was your biggest business success story?</strong></p>\r\n\r\n<p>In asking this question, Pogorzelski looks as much for the way in which the job seeker tells the story as he does at the story itself. Many candidates, eager to appear accomplished and qualified, position their successes as accomplishments that they reached on their own. Few projects or initiatives are successful because of one person, which reflects a principle that Pogorzelski emphasized when developing Avention’s culture. In fact, one of the Avention’s tenets is “every person adds value.”</p>\r\n\r\n<p>For him, overuse of the pronoun “I” is a red flag when potential hires share examples of their most successful moments. “We,” by contrast, is Pogorzelski\'s favorite word to hear when candidates describe their biggest successes.</p>\r\n\r\n<p>Candidates who say “we” and give their co-workers and teammates credit are the kinds of people likely to take on more work in the name of helping colleagues and developing Avention’s positive, collaborative culture.</p>\r\n\r\n<p><strong>2. What was your biggest failure during your career and what did you learn from it?</strong></p>\r\n\r\n<p>With this question, too, Pogorzelski looks closely at the ways in which candidates describe their experiences. Taking accountability in times of failure is an important piece of Avention’s value system, so he considers whether prospective hires take full responsibility in the retelling of their biggest failures. One clear sign of such a person is whether the candidate starts his or her sentences with “I.” He says, “Someone who can take full responsibility for a failure and explain the lesson in it is likely a person who would fit in well at Avention.”</p>\r\n\r\n<p><strong>3. What could I do differently or better as CEO?</strong></p>\r\n\r\n<p>One of Avention’s values is openness and transparency. To understand whether a candidate “gets” this, Pogorzelski will ask what the company could do better and what he could do better as its CEO.</p>\r\n\r\n<p>It’s never an easy question to answer, but he believes it’s one of the most important ways to assess whether potential hires align with the value system. Candidates who shy away from answering this question may not be brave or direct enough to succeed at Avention. Those who are informed and bold enough to tell Pogorzelski how he and Avention could improve are the types of candidates that reflect the company’s culture of courage and openness.</p>\r\n\r\n<p>Job interviews are all about asking the right questions, but it can be difficult to figure out what those questions are in the first place. A defined set of values and corporate culture helps you not only identify the right questions, but also understand what to look for in a response.</p>\r\n\r\n<p>It’s a method that’s worked for Pogorzelski throughout his career, and one that has helped him build a world-class leadership team that is poised to propel Avention’s growth.</p>','3 surefire questions for hiring the right people','','publish','open','open','','3-surefire-questions-for-hiring-the-right-people','','','2015-08-05 18:32:26','2015-08-05 18:32:26','',0,'http://www.danamanciagli.com/?p=5212',0,'post','',0),(5156,8113,'2015-07-08 02:18:47','2015-07-08 02:18:47','[caption id=\"attachment_5157\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/networking.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/networking-200x300.jpg\" alt=\"3 techniques for networking at big events\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5157\" /></a> 3 techniques for networking at big events[/caption]<p>Recently, I attended the Puget Sound Business Journal\'s annual Book of Lists event, held at Seattle\'s beautiful Museum of Flight. It was a huge gathering, so I interviewed attendees for their insights on networking at big events.</p>\r\n\r\n<p>Who was it that didn\'t have much fun? Well, extreme introverts. Granted, most introverts probably didn\'t register to attend in the first place. However, for those who braved the throngs of people, it was probably challenging to begin some new professional relationships.</p>\r\n\r\n<p>I caught a few people standing in a dark corner behind the bar, pretending to check e-mail. Others were strolling through the museum exhibit pretending there was no event going on in the main hall. That\'s okay, I give them kudos for at least going. But for everyone else, there seemed to be three main strategies that worked well:</p>\r\n\r\n<p><strong>1. Have a networking goal</strong></p>\r\n\r\n<p>My first question was, \"Why are you here?\" And I got the standard, \"Oh, this is a fun event at a great venue.\" But when I followed with, \"What are you hoping to get out of networking here?\" then the answers got much more interesting and meaningful. Tony Yee, vice president at Umpqua Bank, wanted to make people aware of his bank and to meet more people. Taji Degross, a Windermere Real Estate broker, is a recent Puget Sound Business Journal subscriber and came to see what\'s going on in the Seattle community.</p>\r\n\r\n<p>Darrin Evans, an estimator with Snyder, is new to his industry as a result of a recent career change. So, he is eager to meet contractors and others in the construction industry. Kate Chan is a co-founder of the Seattle Women in Technology (WIT) organization, and although she also has a full-time job, she came to this event to find future speakers for WIT as well as future members.</p>\r\n\r\n<p>In general, each of these attendees had a goal when it came to networking, and they had enough awareness to recognize and advance that goal without being pushy.</p>\r\n\r\n<p><strong>2. Approach total strangers</strong></p>\r\n\r\n<p>Ironically, the bigger the event, the harder it is to meet total strangers, and even more difficult if you have a specific targeted need like Evans, who was looking for those in the construction industry. I asked him for his top trick and he said that he relied on the nametags.</p>\r\n\r\n<p>That can be tricky, as many people were talking to other people, so name badges aren\'t easy to see. Andrea Driesen, Chief Boredom Buster with No More Boring Meetings wears a button on her lapel that says \"NO BOREDOM\" and that is a great conversation starter. She recommended \"looking open and saying hello.\"</p>\r\n\r\n<p>Almost everyone said they make eye contact and say hello, but it takes one person to stop and make an introduction!</p>\r\n\r\n<p><strong>3. Know the challenges</strong></p>\r\n\r\n<p>Networking techniques are not just about learning what people do successfully. Sometimes just hearing the challenges that even the most experienced networkers face is helpful. In the hundreds of networking events I have attended, some have been extremely rewarding and others were simply duds. There are so many factors, ranging from the event layout to my own attitude that day or evening.</p>\r\n\r\n<p>Some challenges that attendees can face are knowing when to break into a seemingly established group, finding something in common, maintaining a good attitude and being open to new ideas. Another challenges can be exiting a conversation gracefully. For some people, showing off a friendly and outgoing personality can be misinterpreted as flirting, so it\'s important to make sure you emphasize that you\'re there to build professional relationships.</p>\r\n\r\n<p><strong>Parting words of wisdom</strong></p>\r\n\r\n<p>There are many ways to make big events work for you. Here are five that I picked up that I\'ll use at future events:\r\n<ol>\r\n<li>Be interested, not interesting</li>\r\n<li>Be the one to start the conversation, walk up to groups and introduce yourself</li>\r\n<li>Have one or two \"go-to\" questions that you like to ask. Mine is, \"What brought you to this particular event?\"</li>\r\n<li>Always have lots of business cards and ask for cards if they are not offered; if your contact is out of cards, write the information down</li>\r\n<li>Connect with those you met on LinkedIn within 24 hours and request a follow up meeting to begin building a long-term relationship</li>\r\n</ol>\r\n<p>What are your big event networking tips and challenges?</p>','3 techniques for networking at big events','','publish','open','open','','3-techniques-for-networking-at-big-events','','','2015-07-01 15:28:11','2015-07-01 15:28:11','',0,'http://www.danamanciagli.com/?p=5156',0,'post','',0),(5157,8264,'2015-07-01 15:24:43','2015-07-01 15:24:43','3 techniques for networking at big events','3 techniques for networking at big events','3 techniques for networking at big events','inherit','open','open','','networking','','','2015-07-01 15:25:04','2015-07-01 15:25:04','',5156,'http://www.danamanciagli.com/wp-content/uploads/2015/07/networking.jpg',0,'attachment','image/jpeg',0),(5158,8264,'2015-07-01 15:26:54','2015-07-01 15:26:54','[caption id=\"attachment_5157\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/networking.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/networking-200x300.jpg\" alt=\"3 techniques for networking at big events\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5157\" /></a> 3 techniques for networking at big events[/caption]<p>Recently, I attended the Puget Sound Business Journal\'s annual Book of Lists event, held at Seattle\'s beautiful Museum of Flight. It was a huge gathering, so I interviewed attendees for their insights on networking at big events.</p>\r\n\r\n<p>Who was it that didn\'t have much fun? Well, extreme introverts. Granted, most introverts probably didn\'t register to attend in the first place. However, for those who braved the throngs of people, it was probably challenging to begin some new professional relationships.</p>\r\n\r\n<p>I caught a few people standing in a dark corner behind the bar, pretending to check e-mail. Others were strolling through the museum exhibit pretending there was no event going on in the main hall. That\'s okay, I give them kudos for at least going. But for everyone else, there seemed to be three main strategies that worked well:</p>\r\n\r\n<p><strong>1. Have a networking goal</strong></p>\r\n\r\n<p>My first question was, \"Why are you here?\" And I got the standard, \"Oh, this is a fun event at a great venue.\" But when I followed with, \"What are you hoping to get out of networking here?\" then the answers got much more interesting and meaningful. Tony Yee, vice president at Umpqua Bank, wanted to make people aware of his bank and to meet more people. Taji Degross, a Windermere Real Estate broker, is a recent Puget Sound Business Journal subscriber and came to see what\'s going on in the Seattle community.</p>\r\n\r\n<p>Darrin Evans, an estimator with Snyder, is new to his industry as a result of a recent career change. So, he is eager to meet contractors and others in the construction industry. Kate Chan is a co-founder of the Seattle Women in Technology (WIT) organization, and although she also has a full-time job, she came to this event to find future speakers for WIT as well as future members.</p>\r\n\r\n<p>In general, each of these attendees had a goal when it came to networking, and they had enough awareness to recognize and advance that goal without being pushy.</p>\r\n\r\n<p><strong>2. Approach total strangers</strong></p>\r\n\r\n<p>Ironically, the bigger the event, the harder it is to meet total strangers, and even more difficult if you have a specific targeted need like Evans, who was looking for those in the construction industry. I asked him for his top trick and he said that he relied on the nametags.</p>\r\n\r\n<p>That can be tricky, as many people were talking to other people, so name badges aren\'t easy to see. Andrea Driesen, Chief Boredom Buster with No More Boring Meetings wears a button on her lapel that says \"NO BOREDOM\" and that is a great conversation starter. She recommended \"looking open and saying hello.\"</p>\r\n\r\n<p>Almost everyone said they make eye contact and say hello, but it takes one person to stop and make an introduction!</p>\r\n\r\n<p><strong>3. Know the challenges</strong></p>\r\n\r\n<p>Networking techniques are not just about learning what people do successfully. Sometimes just hearing the challenges that even the most experienced networkers face is helpful. In the hundreds of networking events I have attended, some have been extremely rewarding and others were simply duds. There are so many factors, ranging from the event layout to my own attitude that day or evening.</p>\r\n\r\n<p>Some challenges that attendees can face are knowing when to break into a seemingly established group, finding something in common, maintaining a good attitude and being open to new ideas. Another challenges can be exiting a conversation gracefully. For some people, showing off a friendly and outgoing personality can be misinterpreted as flirting, so it\'s important to make sure you emphasize that you\'re there to build professional relationships.</p>\r\n\r\n<p><strong>Parting words of wisdom</strong></p>\r\n\r\n<p>There are many ways to make big events work for you. Here are five that I picked up that I\'ll use at future events:\r\n<ol>\r\n<li>Be interested, not interesting</li>\r\n<li>Be the one to start the conversation, walk up to groups and introduce yourself</li>\r\n<li>Have one or two \"go-to\" questions that you like to ask. Mine is, \"What brought you to this particular event?\"</li>\r\n<li>Always have lots of business cards and ask for cards if they are not offered; if your contact is out of cards, write the information down</li>\r\n<li>Connect with those you met on LinkedIn within 24 hours and request a follow up meeting to begin building a long-term relationship</li>\r\n</ol>\r\n<p>What are your big event networking tips and challenges?</p>','3 techniques for networking at big events','','inherit','open','open','','5156-revision-v1','','','2015-07-01 15:26:54','2015-07-01 15:26:54','',5156,'http://www.danamanciagli.com/5156-revision-v1/',0,'revision','',0),(5161,8311,'2015-07-13 02:46:25','2015-07-13 02:46:25','[caption id=\"attachment_5162\" align=\"alignright\" width=\"197\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Strategies-to-help-your-college-grad-land-a-dream-job.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Strategies-to-help-your-college-grad-land-a-dream-job-197x300.jpg\" alt=\"Strategies to help your college grad land a dream job\" width=\"197\" height=\"300\" class=\"size-medium wp-image-5162\" /></a> Strategies to help your college grad land a dream job[/caption]<p>Rising tuition costs, growing student debt, and a very tough job market for graduates are signals that we need to help our kids with this \"last mile\" of securing employment.</p>\r\n\r\n<p>Granted, our kids are putting their hearts into their educations and looking forward to improved job opportunities and challenging careers. But they may need your help. Let\'s look at some data. According to an Accenture study:</p>\r\n<ul>\r\n<li>Nearly half of those who graduated in 2012 and 2013 consider themselves underemployed and working in jobs that do not require their college degrees</li>\r\n<li>While 81 percent of the class of 2014 planned to earn more than $25,000 per year, 41 percent are earning $25,000 or less</li>\r\n<li>While 69 percent of 2014 grads expected to find a job within 6 months of graduation, only 42 percent found one</li>\r\n<li>While 85 percent hoped to find employment in their chosen field, only 67 percent are working in their field</li>\r\n</ul>\r\n<p>Unfortunately, your son or daughter may have to settle for a job for which he or she is overqualified, or delay a career in a chosen field, risking as much as a decade\'s worth of foregone wages.</p>\r\n\r\n<p><strong>What can you do?</strong></p>\r\n\r\n<p>With graduation coming, give them something; don\'t just ask. Your child is saying, \"I got this,\" right? Wrong. They may be strolling into their college or university\'s career placement center, expecting help. But school placement centers are most useful on a broad level, not focused on individual needs.</p>\r\n\r\n<p>The career placement center on campus is optional for students to visit, and my informal survey shows that only about 10 percent of students are using the resources there. Finally, these centers are often underfunded, not in touch with the latest recruiting, interviewing, and hiring practices, and focus too much, in my opinion, on résumé writing.</p>\r\n\r\n<p>Most likely, your children haven\'t done anything yet because they mistakenly think it\'s too early to look for a job. And if you ask them, \"Hey, would you like some extra help in your job search?\" I\'ll bet they will answer, \"Nah.\" I am a mother of two twenty-something boys and I have privately coached many college graduates, so I know!</p>\r\n\r\n<p><strong>What to give</strong></p>\r\n\r\n<p>To help them attain success, choose gifts that can augment the resources available on campus. There are multiple options, depending on how your child learns best and what you believe is going to deliver the best results. Here are two main options:</p>\r\n\r\n<p><strong>Books</strong></p>\r\n\r\n<p>There are lots of good books available, written by authors with various types of backgrounds. Look for those that come with tools and templates, are current with the latest hiring trends and, preferably, authored by those who have been on the hiring side of the table. Many come in audio or digital versions, but also invest in a good old-fashioned book so your child can highlight, make margin notes and give it a few dog-ears.</p>\r\n\r\n<p><strong>Private job search coach</strong></p>\r\n\r\n<p>If your child needed private assistance in a specific subject, you may have secured a tutor Did your child ask for a tutor? Probably not. You recommended it and maybe even just did the presumptive close: \"Here\'s your tutor.\"</p>\r\n\r\n<p>Similarly, think of private fitness training. Maybe you have a trainer because simply going to the gym may not yield the results you want. Taking classes is a little better, but a private trainer accelerates the time toward meeting your goal.</p>\r\n\r\n<p>A private job search coach can do the same. Get involved, push your child to start job searching right now, and consider options like a job search coach who will customize a program to help your son or daughter hit the ground running and get that dream job.</p>\r\n\r\n<p>Parents, whatever you do, now is not the time to stop parenting.</p>','Strategies to help your college grad land a dream job','','publish','open','open','','strategies-to-help-your-college-grad-land-a-dream-job','','','2015-07-07 18:49:46','2015-07-07 18:49:46','',0,'http://www.danamanciagli.com/?p=5161',0,'post','',0),(5162,8264,'2015-07-07 17:51:08','2015-07-07 17:51:08','Strategies to help your college grad land a dream job','Strategies to help your college grad land a dream job','Strategies to help your college grad land a dream job','inherit','open','open','','strategies-to-help-your-college-grad-land-a-dream-job','','','2015-07-07 17:51:29','2015-07-07 17:51:29','',5161,'http://www.danamanciagli.com/wp-content/uploads/2015/07/Strategies-to-help-your-college-grad-land-a-dream-job.jpg',0,'attachment','image/jpeg',0),(5163,8264,'2015-07-07 17:53:12','2015-07-07 17:53:12','[caption id=\"attachment_5162\" align=\"alignright\" width=\"197\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Strategies-to-help-your-college-grad-land-a-dream-job.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Strategies-to-help-your-college-grad-land-a-dream-job-197x300.jpg\" alt=\"Strategies to help your college grad land a dream job\" width=\"197\" height=\"300\" class=\"size-medium wp-image-5162\" /></a> Strategies to help your college grad land a dream job[/caption]<p>Rising tuition costs, growing student debt, and a very tough job market for graduates are signals that we need to help our kids with this \"last mile\" of securing employment.</p>\r\n\r\n<p>Granted, our kids are putting their hearts into their educations and looking forward to improved job opportunities and challenging careers. But they may need your help. Let\'s look at some data. According to an Accenture study:</p>\r\n<ul>\r\n<li>Nearly half of those who graduated in 2012 and 2013 consider themselves underemployed and working in jobs that do not require their college degrees</li>\r\n<li>While 81 percent of the class of 2014 planned to earn more than $25,000 per year, 41 percent are earning $25,000 or less</li>\r\n<li>While 69 percent of 2014 grads expected to find a job within 6 months of graduation, only 42 percent found one</li>\r\n<li>While 85 percent hoped to find employment in their chosen field, only 67 percent are working in their field</li>\r\n</ul>\r\n<p>Unfortunately, your son or daughter may have to settle for a job for which he or she is overqualified, or delay a career in a chosen field, risking as much as a decade\'s worth of foregone wages.</p>\r\n\r\n<p><strong>What can you do?</strong></p>\r\n\r\n<p>With graduation coming, give them something; don\'t just ask. Your child is saying, \"I got this,\" right? Wrong. They may be strolling into their college or university\'s career placement center, expecting help. But school placement centers are most useful on a broad level, not focused on individual needs.</p>\r\n\r\n<p>The career placement center on campus is optional for students to visit, and my informal survey shows that only about 10 percent of students are using the resources there. Finally, these centers are often underfunded, not in touch with the latest recruiting, interviewing, and hiring practices, and focus too much, in my opinion, on résumé writing.</p>\r\n\r\n<p>Most likely, your children haven\'t done anything yet because they mistakenly think it\'s too early to look for a job. And if you ask them, \"Hey, would you like some extra help in your job search?\" I\'ll bet they will answer, \"Nah.\" I am a mother of two twenty-something boys and I have privately coached many college graduates, so I know!</p>\r\n\r\n<p><strong>What to give</strong></p>\r\n\r\n<p>To help them attain success, choose gifts that can augment the resources available on campus. There are multiple options, depending on how your child learns best and what you believe is going to deliver the best results. Here are two main options:</p>\r\n\r\n<p><strong>Books</strong></p>\r\n\r\n<p>There are lots of good books available, written by authors with various types of backgrounds. Look for those that come with tools and templates, are current with the latest hiring trends and, preferably, authored by those who have been on the hiring side of the table. Many come in audio or digital versions, but also invest in a good old-fashioned book so your child can highlight, make margin notes and give it a few dog-ears.</p>\r\n\r\n<p><strong>Private job search coach</strong></p>\r\n\r\n<p>If your child needed private assistance in a specific subject, you may have secured a tutor Did your child ask for a tutor? Probably not. You recommended it and maybe even just did the presumptive close: \"Here\'s your tutor.\"</p>\r\n\r\n<p>Similarly, think of private fitness training. Maybe you have a trainer because simply going to the gym may not yield the results you want. Taking classes is a little better, but a private trainer accelerates the time toward meeting your goal.</p>\r\n\r\n<p>A private job search coach can do the same. Get involved, push your child to start job searching right now, and consider options like a job search coach who will customize a program to help your son or daughter hit the ground running and get that dream job.</p>\r\n\r\n<p>Parents, whatever you do, now is not the time to stop parenting.</p>','Strategies to help your college grad land a dream job','','inherit','open','open','','5161-revision-v1','','','2015-07-07 17:53:12','2015-07-07 17:53:12','',5161,'http://www.danamanciagli.com/5161-revision-v1/',0,'revision','',0),(5164,8311,'2015-07-15 02:54:52','2015-07-15 02:54:52','[caption id=\"attachment_5165\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Study-Even-your-satisfied-employees-may-be-looking-to-leave.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Study-Even-your-satisfied-employees-may-be-looking-to-leave-200x300.jpg\" alt=\"Study Even your satisfied employees may be looking to leave\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5165\" /></a> Study: Even your \"satisfied\' employees may be looking to leave[/caption]<p>An 11-year marketing veteran of a fast-growing technology company, Ron has a great job. He gets to travel, works with great people, and gets stock options as well as a competitive salary. However, even though he\'s employed, he\'s looking. He invested in his own laptop for his job search, hired a job coach trainer and started taking interviews.</p>\r\n\r\n<p>Most importantly, he started networking in the community, researched his market value and brushed up on his job search skills. Yes, he\'s still with his current company but it might be his \"old\" company soon.</p>\r\n\r\n<p>What\'s driving Ron to go on the job hunt? His managers are just so-so, there is no promotion on the horizon, he\'s been in the same role for three years, and he doesn\'t see career growth in the near future. His overall impression of his own career is \"meh.\"</p>\r\n\r\n<p><strong>Rising trend</strong></p>\r\n\r\n<p>By now you\'ve all heard the news that, according to a recent Gallup poll, employee engagement is a whopping low of 31.5 percent. In 2014, about half of employees said they were \"not engaged\" and 17.5 percent were \"actively disengaged.\"</p>\r\n\r\n<p>The news gets worse with a new survey, <a href=\"http://www.jobvite.com/wp-content/uploads/2015/01/jobvite_jobseeker_nation_2015.pdf\">Jobvite\'s annual Nation Jobseeker Study</a>, a comprehensive report that provides insight on the tools people use to job hunt, the characteristics of different types of workers and whether job hunters are more or less confident this year than last. The study also reveals some interesting insight into mobile use and how jobseekers are leveraging devices in their job search and application processes.</p>\r\n\r\n<p>The biggest and most surprising finding is around employee loyalty and workers\' willingness to jump ship for better opportunities: 45 percent surveyed are satisfied with a current job but are open to a new job.</p>\r\n\r\n<p><strong>Eye-opening stats</strong></p>\r\n\r\n<p>Other results of Jobvite\'s study include:</p>\r\n<ul>\r\n<li>Reflecting on the past year, 60 percent of job seekers are equally or more optimistic about job opportunities, up significantly from 45 percent in 2013.</li>\r\n<li>Job seekers are surfing the wave of career opportunities. Technology has the highest short-term turnover, but no industry is exempt.</li>\r\n<li>Fifty percent of employed job seekers see a current position as a placeholder, 28 percent view a current position as a stepping-stone, and another 22 percent view it as entry-level. These are indicators that people see their jobs as growth experiences rather than an endgame.</li>\r\n<li>Money is still the most influential factor both in deciding to leave a job and in choosing a new one. While money was ranked highest, location and work/life balance came in at the second and third spot respectively, for both men and women.</li>\r\n</ul>\r\n<p>Here\'s a way to sum it all up: Minimal pay and lack of growth make leaving a job inevitable.</p>\r\n\r\n<p>While I wouldn\'t say that job seekers are in the driver\'s seat, they are getting more comfortable with leaving a company for a better overall opportunity. After you read Jobvite\'s data, ask yourself: \"What am I doing to keep and motivate my best employees?\"</p>','Study: Even your \'satisfied\' employees may be looking to leave','','publish','open','open','','study-even-your-satisfied-employees-may-be-looking-to-leave','','','2015-07-07 18:49:38','2015-07-07 18:49:38','',0,'http://www.danamanciagli.com/?p=5164',0,'post','',0),(5165,8264,'2015-07-07 18:00:33','2015-07-07 18:00:33','Study Even your satisfied employees may be looking to leave','Study Even your satisfied employees may be looking to leave','Study: Even your \"satisfied\' employees may be looking to leave','inherit','open','open','','study-even-your-satisfied-employees-may-be-looking-to-leave','','','2015-07-07 18:01:05','2015-07-07 18:01:05','',5164,'http://www.danamanciagli.com/wp-content/uploads/2015/07/Study-Even-your-satisfied-employees-may-be-looking-to-leave.jpg',0,'attachment','image/jpeg',0),(5166,8264,'2015-07-07 18:03:00','2015-07-07 18:03:00','[caption id=\"attachment_5165\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Study-Even-your-satisfied-employees-may-be-looking-to-leave.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/Study-Even-your-satisfied-employees-may-be-looking-to-leave-200x300.jpg\" alt=\"Study Even your satisfied employees may be looking to leave\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5165\" /></a> Study: Even your \"satisfied\' employees may be looking to leave[/caption]<p>An 11-year marketing veteran of a fast-growing technology company, Ron has a great job. He gets to travel, works with great people, and gets stock options as well as a competitive salary. However, even though he\'s employed, he\'s looking. He invested in his own laptop for his job search, hired a job coach trainer and started taking interviews.</p>\r\n\r\n<p>Most importantly, he started networking in the community, researched his market value and brushed up on his job search skills. Yes, he\'s still with his current company but it might be his \"old\" company soon.</p>\r\n\r\n<p>What\'s driving Ron to go on the job hunt? His managers are just so-so, there is no promotion on the horizon, he\'s been in the same role for three years, and he doesn\'t see career growth in the near future. His overall impression of his own career is \"meh.\"</p>\r\n\r\n<p><strong>Rising trend</strong></p>\r\n\r\n<p>By now you\'ve all heard the news that, according to a recent Gallup poll, employee engagement is a whopping low of 31.5 percent. In 2014, about half of employees said they were \"not engaged\" and 17.5 percent were \"actively disengaged.\"</p>\r\n\r\n<p>The news gets worse with a new survey, <a href=\"http://www.jobvite.com/wp-content/uploads/2015/01/jobvite_jobseeker_nation_2015.pdf\">Jobvite\'s annual Nation Jobseeker Study</a>, a comprehensive report that provides insight on the tools people use to job hunt, the characteristics of different types of workers and whether job hunters are more or less confident this year than last. The study also reveals some interesting insight into mobile use and how jobseekers are leveraging devices in their job search and application processes.</p>\r\n\r\n<p>The biggest and most surprising finding is around employee loyalty and workers\' willingness to jump ship for better opportunities: 45 percent surveyed are satisfied with a current job but are open to a new job.</p>\r\n\r\n<p><strong>Eye-opening stats</strong></p>\r\n\r\n<p>Other results of Jobvite\'s study include:</p>\r\n<ul>\r\n<li>Reflecting on the past year, 60 percent of job seekers are equally or more optimistic about job opportunities, up significantly from 45 percent in 2013.</li>\r\n<li>Job seekers are surfing the wave of career opportunities. Technology has the highest short-term turnover, but no industry is exempt.</li>\r\n<li>Fifty percent of employed job seekers see a current position as a placeholder, 28 percent view a current position as a stepping-stone, and another 22 percent view it as entry-level. These are indicators that people see their jobs as growth experiences rather than an endgame.</li>\r\n<li>Money is still the most influential factor both in deciding to leave a job and in choosing a new one. While money was ranked highest, location and work/life balance came in at the second and third spot respectively, for both men and women.</li>\r\n</ul>\r\n<p>Here\'s a way to sum it all up: Minimal pay and lack of growth make leaving a job inevitable.</p>\r\n\r\n<p>While I wouldn\'t say that job seekers are in the driver\'s seat, they are getting more comfortable with leaving a company for a better overall opportunity. After you read Jobvite\'s data, ask yourself: \"What am I doing to keep and motivate my best employees?\"</p>','Study: Even your \'satisfied\' employees may be looking to leave','','inherit','open','open','','5164-revision-v1','','','2015-07-07 18:03:00','2015-07-07 18:03:00','',5164,'http://www.danamanciagli.com/5164-revision-v1/',0,'revision','',0),(5167,8311,'2015-07-20 02:06:05','2015-07-20 02:06:05','[caption id=\"attachment_5168\" align=\"alignright\" width=\"201\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-job-networking-mistakes-youre-making.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-job-networking-mistakes-youre-making-201x300.jpg\" alt=\"3 job networking mistakes you&#039;re making\" width=\"201\" height=\"300\" class=\"size-medium wp-image-5168\" /></a> 3 job networking mistakes you\'re making[/caption]<p>When executives find themselves trying to get traction on a job search, they reach out to their networks and ask a few key people to grab coffee or lunch. But that\'s the wrong approach.</p>\r\n\r\n<p>Sorry, Starbucks, but this has to come to an end.</p>\r\n\r\n<p>When executives with extensive experience and a broad network of acquaintances find themselves trying to get traction on a job search, the first thing they might do is reach out to those networks and ask a few key people to grab coffee or lunch.</p>\r\n\r\n<p>What\'s wrong with this? Here are several reasons:</p>\r\n\r\n<p><strong>1. There is no clear action</strong></p>\r\n\r\n<p>Who will set this up? Have you ever run into an acquaintance or colleague on the street or at work and found yourself saying, \"Let\'s get together\"? That\'s like saying, \"I don\'t really care if I see you again.\"</p>\r\n\r\n<p>How about if you start by saying, \"Let\'s get together and I\'ll send you some possible times later today.\" Then do it. Be the one to schedule the meeting.</p>\r\n\r\n<p><strong>2. Don\'t pick a coffee shop or restaurant</strong></p>\r\n\r\n<p>If your job search is important, why would you want to meet in one of the noisiest venues in town? Plus, what if you can\'t get a table due to all of the other job-seekers and students making it their office? Worse, the people you want to meet need to travel to the coffee shop, find parking, then travel back to their offices.</p>\r\n\r\n<p>Instead, offer to meet in their offices. It will be quieter, they have their PC if they want to look up names of people for you, and they may give you more time since they don\'t have to travel to their next meeting.</p>\r\n\r\n<p>Naturally, if they say, \"How about this coffee shop?\" then agree.</p>\r\n\r\n<p><strong>3. There\'s no agenda</strong></p>\r\n\r\n<p>State a compelling agenda for the meeting you want to have. You have a valuable connection with someone who may be able to help you. Make every touch-point in your job search your best. Add your proposed agenda to your request. This shows that you respect the person\'s time and have thought about the most effective use of that time. It also demonstrates that you are organized.</p>\r\n\r\n<p><strong>Better networking</strong></p>\r\n\r\n<p>When embarking on networking efforts, details matter. Here are some more tips for avoiding common networking errors:</p>\r\n<ul>\r\n<li><strong>Be on time.</strong> If you are not in your contact\'s lobby at least 15 minutes early, you are late. No excuse is good enough for being late — parking, traffic, last meeting ran late. Nope, doesn\'t do it! If this meeting is close to a prior meeting, then you should have scheduled it at a later time.</li>\r\n<li><strong>Bring pen and paper.</strong> Yes, call it old school; I don\'t care. Don\'t rely on a device since you lose eye contact trying to tap away. Laptops put up a terrible barrier, too.</li>\r\n<li><strong>Take notes with that pen and paper.</strong> It\'s shocking how many people put the pad in front of them, then kick back and try — no, pretend — to absorb the conversation in their brains. Plus, it shows respect for the other person\'s time.</li>\r\n<li><strong>Send an immediate thank-you note.</strong> The definition of networking is \"building 2-way relationships for the long term.\" Without a follow-up within 24 hours, you were \"using\" them, not networking with them.</li>\r\n<li><strong>Keep up long-term contact.</strong> If you\'re introduced to other people, you should keep your original contacts posted on those meetings and thank them again and again. Naturally, once you meet your networking goal, you thank every individual for help along your journey.</li>\r\n</ul>\r\n<p>What other tragic networking mistakes have you seen? Please let me know, I\'d like to help others avoid them.</p>','3 job networking mistakes you\'re making','','publish','open','open','','3-job-networking-mistakes-youre-making','','','2015-07-07 18:49:29','2015-07-07 18:49:29','',0,'http://www.danamanciagli.com/?p=5167',0,'post','',0),(5168,8264,'2015-07-07 18:11:47','2015-07-07 18:11:47','3 job networking mistakes you\'re making','Broken coffee cup with spilled coffee on floor.','','inherit','open','open','','broken-coffee-cup-with-spilled-coffee-on-floor','','','2015-07-07 18:12:08','2015-07-07 18:12:08','',5167,'http://www.danamanciagli.com/wp-content/uploads/2015/07/3-job-networking-mistakes-youre-making.jpg',0,'attachment','image/jpeg',0),(5169,8264,'2015-07-07 18:12:18','2015-07-07 18:12:18','[caption id=\"attachment_5168\" align=\"alignright\" width=\"201\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-job-networking-mistakes-youre-making.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-job-networking-mistakes-youre-making-201x300.jpg\" alt=\"3 job networking mistakes you&#039;re making\" width=\"201\" height=\"300\" class=\"size-medium wp-image-5168\" /></a> 3 job networking mistakes you\'re making[/caption]<p>When executives find themselves trying to get traction on a job search, they reach out to their networks and ask a few key people to grab coffee or lunch. But that\'s the wrong approach.</p>\r\n\r\n<p>Sorry, Starbucks, but this has to come to an end.</p>\r\n\r\n<p>When executives with extensive experience and a broad network of acquaintances find themselves trying to get traction on a job search, the first thing they might do is reach out to those networks and ask a few key people to grab coffee or lunch.</p>\r\n\r\n<p>What\'s wrong with this? Here are several reasons:</p>\r\n\r\n<p><strong>1. There is no clear action</strong></p>\r\n\r\n<p>Who will set this up? Have you ever run into an acquaintance or colleague on the street or at work and found yourself saying, \"Let\'s get together\"? That\'s like saying, \"I don\'t really care if I see you again.\"</p>\r\n\r\n<p>How about if you start by saying, \"Let\'s get together and I\'ll send you some possible times later today.\" Then do it. Be the one to schedule the meeting.</p>\r\n\r\n<p><strong>2. Don\'t pick a coffee shop or restaurant</strong></p>\r\n\r\n<p>If your job search is important, why would you want to meet in one of the noisiest venues in town? Plus, what if you can\'t get a table due to all of the other job-seekers and students making it their office? Worse, the people you want to meet need to travel to the coffee shop, find parking, then travel back to their offices.</p>\r\n\r\n<p>Instead, offer to meet in their offices. It will be quieter, they have their PC if they want to look up names of people for you, and they may give you more time since they don\'t have to travel to their next meeting.</p>\r\n\r\n<p>Naturally, if they say, \"How about this coffee shop?\" then agree.</p>\r\n\r\n<p><strong>3. There\'s no agenda</strong></p>\r\n\r\n<p>State a compelling agenda for the meeting you want to have. You have a valuable connection with someone who may be able to help you. Make every touch-point in your job search your best. Add your proposed agenda to your request. This shows that you respect the person\'s time and have thought about the most effective use of that time. It also demonstrates that you are organized.</p>\r\n\r\n<p><strong>Better networking</strong></p>\r\n\r\n<p>When embarking on networking efforts, details matter. Here are some more tips for avoiding common networking errors:</p>\r\n<ul>\r\n<li><strong>Be on time.</strong> If you are not in your contact\'s lobby at least 15 minutes early, you are late. No excuse is good enough for being late — parking, traffic, last meeting ran late. Nope, doesn\'t do it! If this meeting is close to a prior meeting, then you should have scheduled it at a later time.</li>\r\n<li><strong>Bring pen and paper.</strong> Yes, call it old school; I don\'t care. Don\'t rely on a device since you lose eye contact trying to tap away. Laptops put up a terrible barrier, too.</li>\r\n<li><strong>Take notes with that pen and paper.</strong> It\'s shocking how many people put the pad in front of them, then kick back and try — no, pretend — to absorb the conversation in their brains. Plus, it shows respect for the other person\'s time.</li>\r\n<li><strong>Send an immediate thank-you note.</strong> The definition of networking is \"building 2-way relationships for the long term.\" Without a follow-up within 24 hours, you were \"using\" them, not networking with them.</li>\r\n<li><strong>Keep up long-term contact.</strong> If you\'re introduced to other people, you should keep your original contacts posted on those meetings and thank them again and again. Naturally, once you meet your networking goal, you thank every individual for help along your journey.</li>\r\n</ul>\r\n<p>What other tragic networking mistakes have you seen? Please let me know, I\'d like to help others avoid them.</p>','3 job networking mistakes you\'re making','','inherit','open','open','','5167-revision-v1','','','2015-07-07 18:12:18','2015-07-07 18:12:18','',5167,'http://www.danamanciagli.com/5167-revision-v1/',0,'revision','',0),(5170,8311,'2015-07-22 02:54:08','2015-07-22 02:54:08','[caption id=\"attachment_5171\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/How-to-attract-millennial-and-Gen-Z-employees.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/How-to-attract-millennial-and-Gen-Z-employees-300x197.jpg\" alt=\"How to attract millennial and Gen Z employees\" width=\"300\" height=\"197\" class=\"size-medium wp-image-5171\" /></a> How to attract millennial and Gen Z employees[/caption]\r\n<p>Listen up, business leaders and human resources managers. How much time do you spend planning for the next generation of employees? I\'m talking about those already in the job market (ages 21 to 32) and those who are 16 to 20 years old now.</p>\r\n\r\n<p>As the job market continues to tighten and favor job seekers, employers should be listening closely to what those prospective employees are looking for in the workplace. What\'s appealing can include anything from salary and benefits to management styles and company culture.</p>\r\n\r\n<p>To discover what\'s most important to America\'s youngest employees, Randstad US and Millennial Branding recently conducted a study on the workplace preferences of Gen Y/millennials and the next generation of workers, Gen Z. The insights derived from this study can help you improve the attraction, retention and engagement of your current and future employees.</p>\r\n\r\n<p>Here are four steps you can take that will make your company more attractive to the next generation:</p>\r\n\r\n<p><strong>1. Provide competitive healthcare benefits</strong></p>\r\n\r\n<p>In terms of benefits, healthcare coverage is the clear leader for both generations. About 38 percent of Gen Zs say healthcare is the most important benefit an employer can provide, which is more than double the number who name work flexibility as the most attractive benefit.</p>\r\n\r\n<p>Paid vacation time ranks third, and it is the top choice of only 9 percent of Gen Zs.</p>\r\n\r\n<p>Similarly, more than one-third of Gen Y respondents say they are most interested in receiving healthcare coverage, while 17 percent prefer paid vacation time and 11 percent believe work flexibility is the most important benefit.</p>\r\n\r\n<p><strong>2. Offer a wellness program</strong></p>\r\n\r\n<p>In addition to healthcare benefits, both generations express a high interest in employer-provided wellness programs. About 54 percent of Gen Zs and 58 percent of millennials indicate that a company-supported wellness program is important or extremely important.</p>\r\n\r\n<p>To boost attractiveness to younger workers and ensure that benefits are up to par, employers would do well to evaluate and compare benefit offerings to those companies that are \"employers of choice\" both within and outside of their industry.</p>\r\n\r\n<p><strong>3. Consider their influencers</strong></p>\r\n\r\n<p>Randstad\'s research shows that when looking for career advice, Gen Ys prefer to talk to their friends or managers, with only 16 percent relying on parental advice. However, the next generation\'s choice of guidance and inspiration is drastically different. More than half of Gen Zs rely on parental advice to influence their career moves, and a strong majority want a workplace mentor.</p>\r\n\r\n<p>By understanding that Gen Zs are interested in and accustomed to strong one-on-one interactions, organizations of all sizes can create pathways for formal or informal mentor relationships that will prove attractive to Gen Z applicants.</p>\r\n\r\n<p><strong>4. Reconsider your work environment</strong></p>\r\n\r\n<p>When asked to select the type of work environment they feel is best for collaboration, the two generations show some interesting differences. Gen Ys strongly prefer to work in a corporate location, while 27 percent prefer a co-working environment. More than one-third of Gen Zs do not show a workplace preference and, similar to Gen Ys, 26 percent selected a co-working situation.</p>\r\n\r\n<p>While it might be assumed that large numbers of both generations would prefer to work at home, only 11 percent of Gen Ys and 20 percent of Gen Zs selected a home office as a top workplace environment. Employers should also note that nearly half of Gen Zs think personalizing their workspace and listening to music/wearing headphones is important, while Gen Ys are influenced by the location of a job site and the size of a work space.</p>\r\n\r\n<p>Companies that align employee attraction strategies and corporate culture with generational preferences can gain a distinct advantage in the hunt for top talent. To read more generational survey findings and to download employer tip sheets, visit <a href=\"https://www.randstadusa.com/workforce360/workforce-insights/attracting-employees-from-gen-y-and-z/241/\">Randstad\'s Workforce360 thought leadership website</a>.</p>\r\n','How to attract millennial and Gen Z employees','','publish','open','open','','how-to-attract-millennial-and-gen-z-employees','','','2015-07-07 19:25:13','2015-07-07 19:25:13','',0,'http://www.danamanciagli.com/?p=5170',0,'post','',0),(5171,8264,'2015-07-07 18:55:55','2015-07-07 18:55:55','','How to attract millennial and Gen Z employees','How to attract millennial and Gen Z employees','inherit','open','open','','how-to-attract-millennial-and-gen-z-employees','','','2015-07-07 18:56:21','2015-07-07 18:56:21','',5170,'http://www.danamanciagli.com/wp-content/uploads/2015/07/How-to-attract-millennial-and-Gen-Z-employees.jpg',0,'attachment','image/jpeg',0),(5172,8264,'2015-07-07 19:00:55','2015-07-07 19:00:55','[caption id=\"attachment_5171\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/How-to-attract-millennial-and-Gen-Z-employees.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/How-to-attract-millennial-and-Gen-Z-employees-300x197.jpg\" alt=\"How to attract millennial and Gen Z employees\" width=\"300\" height=\"197\" class=\"size-medium wp-image-5171\" /></a> How to attract millennial and Gen Z employees[/caption]\r\n<p>Listen up, business leaders and human resources managers. How much time do you spend planning for the next generation of employees? I\'m talking about those already in the job market (ages 21 to 32) and those who are 16 to 20 years old now.</p>\r\n\r\n<p>As the job market continues to tighten and favor job seekers, employers should be listening closely to what those prospective employees are looking for in the workplace. What\'s appealing can include anything from salary and benefits to management styles and company culture.</p>\r\n\r\n<p>To discover what\'s most important to America\'s youngest employees, Randstad US and Millennial Branding recently conducted a study on the workplace preferences of Gen Y/millennials and the next generation of workers, Gen Z. The insights derived from this study can help you improve the attraction, retention and engagement of your current and future employees.</p>\r\n\r\n<p>Here are four steps you can take that will make your company more attractive to the next generation:</p>\r\n\r\n<p><strong>1. Provide competitive healthcare benefits</strong></p>\r\n\r\n<p>In terms of benefits, healthcare coverage is the clear leader for both generations. About 38 percent of Gen Zs say healthcare is the most important benefit an employer can provide, which is more than double the number who name work flexibility as the most attractive benefit.</p>\r\n\r\n<p>Paid vacation time ranks third, and it is the top choice of only 9 percent of Gen Zs.</p>\r\n\r\n<p>Similarly, more than one-third of Gen Y respondents say they are most interested in receiving healthcare coverage, while 17 percent prefer paid vacation time and 11 percent believe work flexibility is the most important benefit.</p>\r\n\r\n<p><strong>2. Offer a wellness program</strong></p>\r\n\r\n<p>In addition to healthcare benefits, both generations express a high interest in employer-provided wellness programs. About 54 percent of Gen Zs and 58 percent of millennials indicate that a company-supported wellness program is important or extremely important.</p>\r\n\r\n<p>To boost attractiveness to younger workers and ensure that benefits are up to par, employers would do well to evaluate and compare benefit offerings to those companies that are \"employers of choice\" both within and outside of their industry.</p>\r\n\r\n<p><strong>3. Consider their influencers</strong></p>\r\n\r\n<p>Randstad\'s research shows that when looking for career advice, Gen Ys prefer to talk to their friends or managers, with only 16 percent relying on parental advice. However, the next generation\'s choice of guidance and inspiration is drastically different. More than half of Gen Zs rely on parental advice to influence their career moves, and a strong majority want a workplace mentor.</p>\r\n\r\n<p>By understanding that Gen Zs are interested in and accustomed to strong one-on-one interactions, organizations of all sizes can create pathways for formal or informal mentor relationships that will prove attractive to Gen Z applicants.</p>\r\n\r\n<p><strong>4. Reconsider your work environment</strong></p>\r\n\r\n<p>When asked to select the type of work environment they feel is best for collaboration, the two generations show some interesting differences. Gen Ys strongly prefer to work in a corporate location, while 27 percent prefer a co-working environment. More than one-third of Gen Zs do not show a workplace preference and, similar to Gen Ys, 26 percent selected a co-working situation.</p>\r\n\r\n<p>While it might be assumed that large numbers of both generations would prefer to work at home, only 11 percent of Gen Ys and 20 percent of Gen Zs selected a home office as a top workplace environment. Employers should also note that nearly half of Gen Zs think personalizing their workspace and listening to music/wearing headphones is important, while Gen Ys are influenced by the location of a job site and the size of a work space.</p>\r\n\r\n<p>Companies that align employee attraction strategies and corporate culture with generational preferences can gain a distinct advantage in the hunt for top talent. To read more generational survey findings and to download employer tip sheets, visit <a href=\"https://www.randstadusa.com/workforce360/workforce-insights/attracting-employees-from-gen-y-and-z/241/\">Randstad\'s Workforce360 thought leadership website</a>.</p>\r\n','How to attract millennial and Gen Z employees','','inherit','open','open','','5170-revision-v1','','','2015-07-07 19:00:55','2015-07-07 19:00:55','',5170,'http://www.danamanciagli.com/5170-revision-v1/',0,'revision','',0),(5173,8311,'2015-07-27 02:08:37','2015-07-27 02:08:37','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/principles-that-will-get-women-in-corner-office.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/principles-that-will-get-women-in-corner-office-300x247.jpg\" alt=\"9 principles that will put more women in the corner office\" width=\"300\" height=\"247\" class=\"alignright size-medium wp-image-5174\" /></a>\r\n<p>According to the Center for American Progress, women hold 52 percent of professional jobs but only 14.6 percent of women reach CEO status.</p>\r\n\r\n<p>I asked Shirley Weis, recently retired from her position as the Chief Administrative Officer at Mayo Clinic, how she was able to make the leap into the CAO position of an organization with 60,000-employees and a budget of more than $9 billion.</p>\r\n\r\n<p>Weis says that many women have been unaware of the rules of business success.</p>\r\n\r\n<p>She offers these nine \"playing to win\" principles for advancing in the workplace.</p>\r\n\r\n<p><strong>1. The workplace is a big game</strong></p>\r\n\r\n<p>Work is a game. Before jumping in and committing mistakes, take some time to watch the action with these questions in mind: What are the rules? What is the strategy? What does it take to succeed at this game?\r\n\r\n<p><strong>2. Know thyself</strong></p>\r\n\r\n<p>Take inventory of your strengths, weaknesses and skill set. Ask yourself, \"Is this going to be satisfying for me? Am I willing to do what it takes to win?\" There are no right or wrong answers here, but you need to know what will, and won\'t, work for you.</p>\r\n\r\n<p><strong>3. Learn the rules</strong></p>\r\n\r\n<p>The Rules — with a capital \"R\" — are easy to find in a policy manual. The unspoken rules are trickier. They have to do with the informal or cultural rules. What is (and isn\'t) shared in meetings? How do others interact with the boss? In order to be successful, you not only have to learn what the rules are, but also follow them or pay a penalty.</p>\r\n\r\n<p><strong>4. Who\'s winning?</strong></p>\r\n\r\n<p>Define \"winning.\" Landing that big promotion? Developing work/life balance? What do you want out of life and your career? People who look to external sources to determine whether they are winning or losing are often unhappy. What are you willing to give in order to get your \"wins\" out of life?</p>\r\n\r\n<p><strong>5. Develop grit and perseverance</strong></p>\r\n\r\n<p>Take on assignments that no one else wants. Be seen as someone who is willing to take on tough projects and get them done. You may not be successful at all of them, but you will be seen as someone who is willing to try. Grit and perseverance make the difference between winners and losers.</p>\r\n\r\n<p><strong>6. Become an expert</strong></p>\r\n\r\n<p>In some workplaces there is a bias that assumes men are more capable than women. Becoming an expert removes this bias. What are you most passionate about? Become an expert on it. When a crisis arises (as they inevitably do), people look for the person who knows the most about the issue and who can address the problem: you.\r\n\r\n<p><strong>7. Manage your losses</strong></p>\r\n\r\n<p>The road to success is paved with losses, and you must learn to deal with them. Admit the loss and move on. If you remember that this is a game, it helps you keep your perspective. In any game, there are mistakes made, and setbacks and obstacles to overcome. How we deal with the losses and learn from them is critical to our long-term success.</p>\r\n\r\n<p><strong>8. Keep the naysayers at bay</strong></p>\r\n\r\n<p>Some will criticize without understanding or caring about what you\'re trying to do, saying, \"I\'m just being real and authentic.\" Don\'t let them get to you. Put on your game face. Connect with people who are supportive and who help you to become stronger without any personal attacks.</p>\r\n\r\n<p><strong>9. Know when it\'s time to quit</strong></p>\r\n\r\n<p>Some think quitting is bad, but there are times when quitting is exactly the right thing to do. Maybe you don\'t want to play this game anymore. Then it is time to leave. Learn to do this gracefully and with class. Always let your supervisor know about your plans before you share with subordinates and colleagues.</p>\r\n\r\n<p>For more insights, check out Weis\' new book, <a href=\"http://www.weisassociates.org/blog/files/777486299785f7b9ba6a05039ba969a8-5.html\">Playing to Win in Business</a>, which helps women (and men) navigate the sometimes-confusing waters of the workplace. Treating it like a game, learning and understanding the rules and playing well can lead you to great success.</p>','9 principles that will put more women in the corner office','','publish','open','open','','9-principles-that-will-put-more-women-in-the-corner-office','','','2015-07-07 19:25:06','2015-07-07 19:25:06','',0,'http://www.danamanciagli.com/?p=5173',0,'post','',0),(5174,8264,'2015-07-07 19:10:12','2015-07-07 19:10:12','','9 principles that will put more women in the corner office','','inherit','open','open','','principles-that-will-get-women-in-corner-office','','','2015-07-07 19:10:32','2015-07-07 19:10:32','',5173,'http://www.danamanciagli.com/wp-content/uploads/2015/07/principles-that-will-get-women-in-corner-office.jpg',0,'attachment','image/jpeg',0),(5175,8264,'2015-07-07 19:13:44','2015-07-07 19:13:44','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/principles-that-will-get-women-in-corner-office.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/principles-that-will-get-women-in-corner-office-300x247.jpg\" alt=\"9 principles that will put more women in the corner office\" width=\"300\" height=\"247\" class=\"alignright size-medium wp-image-5174\" /></a>\r\n<p>According to the Center for American Progress, women hold 52 percent of professional jobs but only 14.6 percent of women reach CEO status.</p>\r\n\r\n<p>I asked Shirley Weis, recently retired from her position as the Chief Administrative Officer at Mayo Clinic, how she was able to make the leap into the CAO position of an organization with 60,000-employees and a budget of more than $9 billion.</p>\r\n\r\n<p>Weis says that many women have been unaware of the rules of business success.</p>\r\n\r\n<p>She offers these nine \"playing to win\" principles for advancing in the workplace.</p>\r\n\r\n<p><strong>1. The workplace is a big game</strong></p>\r\n\r\n<p>Work is a game. Before jumping in and committing mistakes, take some time to watch the action with these questions in mind: What are the rules? What is the strategy? What does it take to succeed at this game?\r\n\r\n<p><strong>2. Know thyself</strong></p>\r\n\r\n<p>Take inventory of your strengths, weaknesses and skill set. Ask yourself, \"Is this going to be satisfying for me? Am I willing to do what it takes to win?\" There are no right or wrong answers here, but you need to know what will, and won\'t, work for you.</p>\r\n\r\n<p><strong>3. Learn the rules</strong></p>\r\n\r\n<p>The Rules — with a capital \"R\" — are easy to find in a policy manual. The unspoken rules are trickier. They have to do with the informal or cultural rules. What is (and isn\'t) shared in meetings? How do others interact with the boss? In order to be successful, you not only have to learn what the rules are, but also follow them or pay a penalty.</p>\r\n\r\n<p><strong>4. Who\'s winning?</strong></p>\r\n\r\n<p>Define \"winning.\" Landing that big promotion? Developing work/life balance? What do you want out of life and your career? People who look to external sources to determine whether they are winning or losing are often unhappy. What are you willing to give in order to get your \"wins\" out of life?</p>\r\n\r\n<p><strong>5. Develop grit and perseverance</strong></p>\r\n\r\n<p>Take on assignments that no one else wants. Be seen as someone who is willing to take on tough projects and get them done. You may not be successful at all of them, but you will be seen as someone who is willing to try. Grit and perseverance make the difference between winners and losers.</p>\r\n\r\n<p><strong>6. Become an expert</strong></p>\r\n\r\n<p>In some workplaces there is a bias that assumes men are more capable than women. Becoming an expert removes this bias. What are you most passionate about? Become an expert on it. When a crisis arises (as they inevitably do), people look for the person who knows the most about the issue and who can address the problem: you.\r\n\r\n<p><strong>7. Manage your losses</strong></p>\r\n\r\n<p>The road to success is paved with losses, and you must learn to deal with them. Admit the loss and move on. If you remember that this is a game, it helps you keep your perspective. In any game, there are mistakes made, and setbacks and obstacles to overcome. How we deal with the losses and learn from them is critical to our long-term success.</p>\r\n\r\n<p><strong>8. Keep the naysayers at bay</strong></p>\r\n\r\n<p>Some will criticize without understanding or caring about what you\'re trying to do, saying, \"I\'m just being real and authentic.\" Don\'t let them get to you. Put on your game face. Connect with people who are supportive and who help you to become stronger without any personal attacks.</p>\r\n\r\n<p><strong>9. Know when it\'s time to quit</strong></p>\r\n\r\n<p>Some think quitting is bad, but there are times when quitting is exactly the right thing to do. Maybe you don\'t want to play this game anymore. Then it is time to leave. Learn to do this gracefully and with class. Always let your supervisor know about your plans before you share with subordinates and colleagues.</p>\r\n\r\n<p>For more insights, check out Weis\' new book, <a href=\"http://www.weisassociates.org/blog/files/777486299785f7b9ba6a05039ba969a8-5.html\">Playing to Win in Business</a>, which helps women (and men) navigate the sometimes-confusing waters of the workplace. Treating it like a game, learning and understanding the rules and playing well can lead you to great success.</p>','9 principles that will put more women in the corner office','','inherit','open','open','','5173-revision-v1','','','2015-07-07 19:13:44','2015-07-07 19:13:44','',5173,'http://www.danamanciagli.com/5173-revision-v1/',0,'revision','',0),(5176,8311,'2015-07-29 02:15:36','2015-07-29 02:15:36','[caption id=\"attachment_5177\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/work-life-balance.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/work-life-balance-300x249.jpg\" alt=\"8 ways to achieve work-life balance\" width=\"300\" height=\"249\" class=\"size-medium wp-image-5177\" /></a> 8 ways to achieve work-life balance[/caption]<p>The idea of a balanced work-life relationship seems totally unachievable to many of us. Either we\'re \"in balance\" or we\'re not. However, it would be much more useful to think of work-life balance as a spectrum, rather than an absolute.\r\n\r\n<p>Chances are, none of us are ever going to feel like we\'ve nailed the perfect balance. But if we approach it in a \"something-is-better-than-nothing\" fashion, we can put small actions into practice and enjoy individual, encouraging successes.</p>\r\n\r\n<p>At the end of the day, work-life balance simply boils down to time and what we do with it.</p>\r\n\r\n<p>Helen Taylor, head of HR at global office broker, Instant Offices, offers a few tips that will hopefully help you to achieve a better, and balanced, 2015.</p>\r\n\r\n<p><strong>1. Prioritize balance</strong></p>\r\n\r\n<p>If work-life balance is what you want, you need to make it a priority. If something is a priority, you will be able to make the tough calls and sacrifices that come with the territory. Understand that achieving the elusive work-life balance will be difficult so when you are faced with challenges, you\'ll be less likely to throw in the towel.</p>\r\n\r\n<p><strong>2. Understand your personal utility curve</strong></p>\r\n\r\n<p>The utility curve describes an economic theory whereby the amount of money we spend on a product or service is not always directly proportional to the satisfaction the product or service provides. Now apply that to your work-life balance strategy. Think carefully about how much you spend and on what. Is working the extra hours worth it to achieve a more luxurious lifestyle? Sometimes shorter workdays and an economical car are part of a more effective recipe for overall success and happiness than a Porsche and 14-hour workdays.</p>\r\n\r\n<p><strong>3. Work smarter</strong></p>\r\n\r\n<p>In a world where multitasking reigns supreme, it can be difficult to focus on one thing at a time. However, multitasking may actually be detrimental to your overall time management. According to Harvard Business Review, when you divert your attention away from one task in favor of another, it will take you roughly 25 percent longer to complete the initial task as a result of switching focus. Do your best to tackle one task at a time, and be fully present when doing so. This will help things run smoother and faster.</p>\r\n\r\n<p><strong>4. Plan, plan, plan</strong></p>\r\n\r\n<p>At the beginning of the week, take note of everything that\'s happening or needs to happen that week: events, errands you need to run, etc. Looking at the bigger picture will give you a better idea of where you can save time. You\'ll be able to group tasks together and shorten the time you spend on things other than your personal life. Put both personal and professional activities on your calendar, including travel time, workout time and blocks of time to get your \"think work\" done.</p>\r\n\r\n<p><strong>5. Save time where you can</strong></p>\r\n\r\n<p>Take a moment to assess your daily life. Is there anywhere you could save time? For example, if you spend a long time on your daily commute, investigate alternative routes or modes of transport. Employees in the United Kingdom are now entitled to ask for their working hours to be adjusted according to their personal requirements. This creates room for staggering working hours in order to avoid rush hours and save time spent commuting.</p>\r\n\r\n<p><strong>6. Schedule downtime</strong></p>\r\n\r\n<p>It may sound crazy, but if you leave relaxing to when you are \"done with everything else,\" you will never relax. If you consider downtime a priority (and a fundamental aspect of a well-balanced life), it belongs where all your other priorities do — on the calendar. Many extremely successful people swear by this practice.</p>\r\n\r\n<p><strong>7. Outsource the small things</strong></p>\r\n\r\n<p>Some things just aren\'t worth doing yourself. Certain errands like mowing the lawn and cleaning the car can easily be outsourced — costing you less money than the time and effort is worth to you. All these things take up time you could be spending relaxing and ensuring you are as effective as possible at your work. Plus, you\'ll give work experience to the local youth in your neighborhood!</p>\r\n\r\n<p><strong>8. Eat well, sleep well and exercise</strong></p>\r\n\r\n<p>It\'s a cliché but it\'s true. Looking after yourself is key to having a balanced life. Your body is your biggest tool. And if you don\'t take care of your tools, getting anything done takes longer, and you\'ll put your work-life balance in jeopardy.</p>\r\n\r\n<p>Pick one or more of these strategies and change your behavior. Remember, if you keep doing the same thing, you\'ll get the same result. Try something new to find your work-life balance!</p>','8 ways to achieve work-life balance','','publish','open','open','','8-ways-to-achieve-work-life-balance','','','2015-07-07 19:24:58','2015-07-07 19:24:58','',0,'http://www.danamanciagli.com/?p=5176',0,'post','',0),(5177,8264,'2015-07-07 19:23:22','2015-07-07 19:23:22','8 ways to achieve work-life balance','8 ways to achieve work-life balance','8 ways to achieve work-life balance','inherit','open','open','','work-life-balance','','','2015-07-07 19:23:39','2015-07-07 19:23:39','',5176,'http://www.danamanciagli.com/wp-content/uploads/2015/07/work-life-balance.jpg',0,'attachment','image/jpeg',0),(5178,8264,'2015-07-07 19:24:04','2015-07-07 19:24:04','[caption id=\"attachment_5177\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/work-life-balance.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/work-life-balance-300x249.jpg\" alt=\"8 ways to achieve work-life balance\" width=\"300\" height=\"249\" class=\"size-medium wp-image-5177\" /></a> 8 ways to achieve work-life balance[/caption]<p>The idea of a balanced work-life relationship seems totally unachievable to many of us. Either we\'re \"in balance\" or we\'re not. However, it would be much more useful to think of work-life balance as a spectrum, rather than an absolute.\r\n\r\n<p>Chances are, none of us are ever going to feel like we\'ve nailed the perfect balance. But if we approach it in a \"something-is-better-than-nothing\" fashion, we can put small actions into practice and enjoy individual, encouraging successes.</p>\r\n\r\n<p>At the end of the day, work-life balance simply boils down to time and what we do with it.</p>\r\n\r\n<p>Helen Taylor, head of HR at global office broker, Instant Offices, offers a few tips that will hopefully help you to achieve a better, and balanced, 2015.</p>\r\n\r\n<p><strong>1. Prioritize balance</strong></p>\r\n\r\n<p>If work-life balance is what you want, you need to make it a priority. If something is a priority, you will be able to make the tough calls and sacrifices that come with the territory. Understand that achieving the elusive work-life balance will be difficult so when you are faced with challenges, you\'ll be less likely to throw in the towel.</p>\r\n\r\n<p><strong>2. Understand your personal utility curve</strong></p>\r\n\r\n<p>The utility curve describes an economic theory whereby the amount of money we spend on a product or service is not always directly proportional to the satisfaction the product or service provides. Now apply that to your work-life balance strategy. Think carefully about how much you spend and on what. Is working the extra hours worth it to achieve a more luxurious lifestyle? Sometimes shorter workdays and an economical car are part of a more effective recipe for overall success and happiness than a Porsche and 14-hour workdays.</p>\r\n\r\n<p><strong>3. Work smarter</strong></p>\r\n\r\n<p>In a world where multitasking reigns supreme, it can be difficult to focus on one thing at a time. However, multitasking may actually be detrimental to your overall time management. According to Harvard Business Review, when you divert your attention away from one task in favor of another, it will take you roughly 25 percent longer to complete the initial task as a result of switching focus. Do your best to tackle one task at a time, and be fully present when doing so. This will help things run smoother and faster.</p>\r\n\r\n<p><strong>4. Plan, plan, plan</strong></p>\r\n\r\n<p>At the beginning of the week, take note of everything that\'s happening or needs to happen that week: events, errands you need to run, etc. Looking at the bigger picture will give you a better idea of where you can save time. You\'ll be able to group tasks together and shorten the time you spend on things other than your personal life. Put both personal and professional activities on your calendar, including travel time, workout time and blocks of time to get your \"think work\" done.</p>\r\n\r\n<p><strong>5. Save time where you can</strong></p>\r\n\r\n<p>Take a moment to assess your daily life. Is there anywhere you could save time? For example, if you spend a long time on your daily commute, investigate alternative routes or modes of transport. Employees in the United Kingdom are now entitled to ask for their working hours to be adjusted according to their personal requirements. This creates room for staggering working hours in order to avoid rush hours and save time spent commuting.</p>\r\n\r\n<p><strong>6. Schedule downtime</strong></p>\r\n\r\n<p>It may sound crazy, but if you leave relaxing to when you are \"done with everything else,\" you will never relax. If you consider downtime a priority (and a fundamental aspect of a well-balanced life), it belongs where all your other priorities do — on the calendar. Many extremely successful people swear by this practice.</p>\r\n\r\n<p><strong>7. Outsource the small things</strong></p>\r\n\r\n<p>Some things just aren\'t worth doing yourself. Certain errands like mowing the lawn and cleaning the car can easily be outsourced — costing you less money than the time and effort is worth to you. All these things take up time you could be spending relaxing and ensuring you are as effective as possible at your work. Plus, you\'ll give work experience to the local youth in your neighborhood!</p>\r\n\r\n<p><strong>8. Eat well, sleep well and exercise</strong></p>\r\n\r\n<p>It\'s a cliché but it\'s true. Looking after yourself is key to having a balanced life. Your body is your biggest tool. And if you don\'t take care of your tools, getting anything done takes longer, and you\'ll put your work-life balance in jeopardy.</p>\r\n\r\n<p>Pick one or more of these strategies and change your behavior. Remember, if you keep doing the same thing, you\'ll get the same result. Try something new to find your work-life balance!</p>','8 ways to achieve work-life balance','','inherit','open','open','','5176-revision-v1','','','2015-07-07 19:24:04','2015-07-07 19:24:04','',5176,'http://www.danamanciagli.com/5176-revision-v1/',0,'revision','',0),(5191,1,'2015-07-21 20:10:33','2015-07-21 20:10:33','','Order &ndash; July 21, 2015 @ 08:10 PM','','wc-processing','open','closed','order_55aea727169a9','order-jul-21-2015-0810-pm','','','2015-07-21 20:10:33','2015-07-21 20:10:33','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5191',0,'shop_order','',3),(5195,8311,'2015-08-03 02:59:34','2015-08-03 02:59:34','[caption id=\"attachment_5196\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/10-ways-to-make-your-next-meeting-more-productive.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/10-ways-to-make-your-next-meeting-more-productive-300x199.jpg\" alt=\"10 ways to make your next meeting more productive\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5196\" /></a> 10 ways to make your next meeting more productive[/caption]<p>You’re in your seat, on time for once. So, where is everyone else? Slowly, others start arriving, one at a time, the last at about eight minutes after the meeting was supposed to start. No agenda? Too bad.</p>\r\n\r\n<p>Once again, it’s business as usual: nothing accomplished. You just wasted 45 minutes, and that\'s time you will never get back.</p>\r\n\r\n<p>Does that remind you of the last meeting you attended?</p>\r\n\r\n<p>London School of Economics and Harvard University researchers report that business leaders spend 60 percent of their time in meetings, and only 15 percent working alone. So with the majority of your work time spent in business meetings, how can you make them more productive?</p>\r\n\r\n<p>Andrea Driessen, Chief Boredom Buster at <a href=\"http://www.nomoreboringmeetings.com/\">No More Boring Meetings</a>, shares her top 10 tips for team meetings.</p>\r\n\r\n<p><strong>1. Be a know-it-all</strong></p>\r\n\r\n<p>It’s natural to disengage when meeting content isn’t relevant. The most effective meeting hosts review all potential agenda segments to determine whether they apply to all attendees. If participants already know a particular content slice, then simply don’t cover that segment for the broader audience. Or if you have vastly different levels of awareness in the room, divide people accordingly to ensure maximum relevance for all.</p>\r\n\r\n<p><strong>2. No problem? No meeting!</strong></p>\r\n\r\n<p>We often make meetings habitual: the weekly project check-in, the monthly mandated. Yet many of these less-than-productive meetings could be canceled or shortened if we identified the problem the meeting is intended to solve. And if we can’t find an identifiable problem, then don’t have the meeting. Sometimes, it’s that simple.</p>\r\n\r\n<p><strong>3. Get real</strong></p>\r\n\r\n<p>We’ve all suffered through long, boring meetings that try to do too much in too little time. When deciding what you’ll cover, be realistic. If you only have 60 minutes, can you really address 13 separate items? What can be relegated to email or to a one-on-one?</p>\r\n\r\n<p><strong>4. Prioritize, prioritize, prioritize!</strong></p>\r\n\r\n<p>To save time and solve your most pressing problems, address the most important issues first. Sound obvious? Common sense isn’t always common.</p>\r\n\r\n<p><strong>5. Play “pass the pad” to avoid late arrivals</strong></p>\r\n\r\n<p>Meeting productivity suffers when people arrive late, and the punctual are penalized. Jon Petz, author of Boring Meetings Suck, recommends playing “pass the pad.” Start every meeting right on time. Hand the last person to arrive a pad of paper, or an electronic device, and voila: He or she is the meeting note-taker. Anyone who arrives later is passed the pad, and so on. People learn quickly that they can either be on time, or become the dreaded note-taker if they are late. As host, you’ll see positive behavior change with little effort on your part.</p>\r\n\r\n<p><strong>6. Be a meeting bouncer</strong></p>\r\n\r\n<p>A common meeting malady: the tangent talker. Crack down on curve balls by naming a tangent officer who monitors and records tangents for later. Use that parking lot! And you can lighten it up by using a toy police badge.</p>\r\n\r\n<p><strong>7. Make it multi-sensory</strong></p>\r\n\r\n<p>All meeting content need not be delivered via the spoken word or the dreaded slide deck. We are inherently more engaged when our bodies, not just our frontal lobes, are involved. Here are some ways you can involve the whole person:</p>\r\n<ul>\r\n<li>Graphic illustration, in which someone draws out ideas in real time</li>\r\n<li>Customer testimonials that emotionally inspire</li>\r\n<li>Quizzes and games</li>\r\n<li>Product demos</li>\r\n<li>Surprise guests</li>\r\n<li>Props that foster kinesthetic learning</li>\r\n</ul>\r\n<p><strong>8. PPPPP</strong></p>\r\n\r\n<p>We know proper planning prevents poor performance (PPPPP). So meeting hosts and attendees will advance their careers by fully preparing before meetings. As host, assign preparatory reading and projects so precious meeting time is focused on what truly requires realtime collaboration. Besides, the more skin we all have in the game, the more likely we are to own and be accountable to group outcomes.</p>\r\n\r\n<p><strong>9. Hire an “accountant”</strong></p>\r\n\r\n<p>Ever return from a meeting and thought, “We keep talking about making positive changes, yet we keep ending up back in about the same place”? It’s all too common because most meetings lack built-in accountability structures.</p>\r\n\r\n<p>Andrea’s Post-Program Pair Up format readily boosts attendees’ accountability and results. Simply pair participants and explain that they’ve just met their “accountability buddy.” Then ask everyone to record at least one goal related to the meeting that they’ll commit to completing in the next week or month, and have them check in with one another.</p>\r\n\r\n<p>Teams gain measurable accountability, and you get recognized for generating stronger results tied to your meetings.</p>\r\n\r\n<p><strong>10. Remember: humor is no joke</strong></p>\r\n\r\n<p>The power of humor — if used effectively within the meeting mix — is no laughing matter. Indeed, there is a strong business case to be made for laughing while learning.</p>\r\n\r\n<p>Relevant levity adds critical mental breaks and fosters creativity. Leaders who engage with humor are often considered more “followable.” Humor lowers stress because it releases “feel-good” dopamine and sends more oxygen to blood vessels. It opens our minds and lowers our defenses. After all, how often have you laughed with your arms crossed?! And when participants’ brains are open, they can naturally put more in them.</p>','10 ways to make your next meeting more productive','','publish','open','open','','10-ways-to-make-your-next-meeting-more-productive','','','2015-07-23 17:11:28','2015-07-23 17:11:28','',0,'http://www.danamanciagli.com/?p=5195',0,'post','',0),(5196,8264,'2015-07-23 17:07:52','2015-07-23 17:07:52','10 ways to make your next meeting more productive','10 ways to make your next meeting more productive','10 ways to make your next meeting more productive','inherit','open','open','','10-ways-to-make-your-next-meeting-more-productive','','','2015-07-23 17:08:15','2015-07-23 17:08:15','',5195,'http://www.danamanciagli.com/wp-content/uploads/2015/07/10-ways-to-make-your-next-meeting-more-productive.jpg',0,'attachment','image/jpeg',0),(5197,8264,'2015-07-23 17:09:43','2015-07-23 17:09:43','[caption id=\"attachment_5196\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/10-ways-to-make-your-next-meeting-more-productive.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/10-ways-to-make-your-next-meeting-more-productive-300x199.jpg\" alt=\"10 ways to make your next meeting more productive\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5196\" /></a> 10 ways to make your next meeting more productive[/caption]<p>You’re in your seat, on time for once. So, where is everyone else? Slowly, others start arriving, one at a time, the last at about eight minutes after the meeting was supposed to start. No agenda? Too bad.</p>\r\n\r\n<p>Once again, it’s business as usual: nothing accomplished. You just wasted 45 minutes, and that\'s time you will never get back.</p>\r\n\r\n<p>Does that remind you of the last meeting you attended?</p>\r\n\r\n<p>London School of Economics and Harvard University researchers report that business leaders spend 60 percent of their time in meetings, and only 15 percent working alone. So with the majority of your work time spent in business meetings, how can you make them more productive?</p>\r\n\r\n<p>Andrea Driessen, Chief Boredom Buster at <a href=\"http://www.nomoreboringmeetings.com/\">No More Boring Meetings</a>, shares her top 10 tips for team meetings.</p>\r\n\r\n<p><strong>1. Be a know-it-all</strong></p>\r\n\r\n<p>It’s natural to disengage when meeting content isn’t relevant. The most effective meeting hosts review all potential agenda segments to determine whether they apply to all attendees. If participants already know a particular content slice, then simply don’t cover that segment for the broader audience. Or if you have vastly different levels of awareness in the room, divide people accordingly to ensure maximum relevance for all.</p>\r\n\r\n<p><strong>2. No problem? No meeting!</strong></p>\r\n\r\n<p>We often make meetings habitual: the weekly project check-in, the monthly mandated. Yet many of these less-than-productive meetings could be canceled or shortened if we identified the problem the meeting is intended to solve. And if we can’t find an identifiable problem, then don’t have the meeting. Sometimes, it’s that simple.</p>\r\n\r\n<p><strong>3. Get real</strong></p>\r\n\r\n<p>We’ve all suffered through long, boring meetings that try to do too much in too little time. When deciding what you’ll cover, be realistic. If you only have 60 minutes, can you really address 13 separate items? What can be relegated to email or to a one-on-one?</p>\r\n\r\n<p><strong>4. Prioritize, prioritize, prioritize!</strong></p>\r\n\r\n<p>To save time and solve your most pressing problems, address the most important issues first. Sound obvious? Common sense isn’t always common.</p>\r\n\r\n<p><strong>5. Play “pass the pad” to avoid late arrivals</strong></p>\r\n\r\n<p>Meeting productivity suffers when people arrive late, and the punctual are penalized. Jon Petz, author of Boring Meetings Suck, recommends playing “pass the pad.” Start every meeting right on time. Hand the last person to arrive a pad of paper, or an electronic device, and voila: He or she is the meeting note-taker. Anyone who arrives later is passed the pad, and so on. People learn quickly that they can either be on time, or become the dreaded note-taker if they are late. As host, you’ll see positive behavior change with little effort on your part.</p>\r\n\r\n<p><strong>6. Be a meeting bouncer</strong></p>\r\n\r\n<p>A common meeting malady: the tangent talker. Crack down on curve balls by naming a tangent officer who monitors and records tangents for later. Use that parking lot! And you can lighten it up by using a toy police badge.</p>\r\n\r\n<p><strong>7. Make it multi-sensory</strong></p>\r\n\r\n<p>All meeting content need not be delivered via the spoken word or the dreaded slide deck. We are inherently more engaged when our bodies, not just our frontal lobes, are involved. Here are some ways you can involve the whole person:</p>\r\n<ul>\r\n<li>Graphic illustration, in which someone draws out ideas in real time</li>\r\n<li>Customer testimonials that emotionally inspire</li>\r\n<li>Quizzes and games</li>\r\n<li>Product demos</li>\r\n<li>Surprise guests</li>\r\n<li>Props that foster kinesthetic learning</li>\r\n</ul>\r\n<p><strong>8. PPPPP</strong></p>\r\n\r\n<p>We know proper planning prevents poor performance (PPPPP). So meeting hosts and attendees will advance their careers by fully preparing before meetings. As host, assign preparatory reading and projects so precious meeting time is focused on what truly requires realtime collaboration. Besides, the more skin we all have in the game, the more likely we are to own and be accountable to group outcomes.</p>\r\n\r\n<p><strong>9. Hire an “accountant”</strong></p>\r\n\r\n<p>Ever return from a meeting and thought, “We keep talking about making positive changes, yet we keep ending up back in about the same place”? It’s all too common because most meetings lack built-in accountability structures.</p>\r\n\r\n<p>Andrea’s Post-Program Pair Up format readily boosts attendees’ accountability and results. Simply pair participants and explain that they’ve just met their “accountability buddy.” Then ask everyone to record at least one goal related to the meeting that they’ll commit to completing in the next week or month, and have them check in with one another.</p>\r\n\r\n<p>Teams gain measurable accountability, and you get recognized for generating stronger results tied to your meetings.</p>\r\n\r\n<p><strong>10. Remember: humor is no joke</strong></p>\r\n\r\n<p>The power of humor — if used effectively within the meeting mix — is no laughing matter. Indeed, there is a strong business case to be made for laughing while learning.</p>\r\n\r\n<p>Relevant levity adds critical mental breaks and fosters creativity. Leaders who engage with humor are often considered more “followable.” Humor lowers stress because it releases “feel-good” dopamine and sends more oxygen to blood vessels. It opens our minds and lowers our defenses. After all, how often have you laughed with your arms crossed?! And when participants’ brains are open, they can naturally put more in them.</p>','10 ways to make your next meeting more productive','','inherit','open','open','','5195-revision-v1','','','2015-07-23 17:09:43','2015-07-23 17:09:43','',5195,'http://www.danamanciagli.com/5195-revision-v1/',0,'revision','',0),(5198,8311,'2015-08-05 03:18:03','2015-08-05 03:18:03','[caption id=\"attachment_5199\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-HR-tools-for-keeping-millennial-employees-happy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-HR-tools-for-keeping-millennial-employees-happy-200x300.jpg\" alt=\"3 HR tools for keeping millennial employees happy\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5199\" /></a> 3 HR tools for keeping millennial employees happy[/caption]<p>The millennial generation will surpass the baby boomers as the nation’s largest living generation sometime this year, according to U.S. Census population projections. Millennials (whom we define as between ages 18 to 34 in 2015) are projected to number 75.3 million, more than the projected 74.9 million boomers (ages 51 to 69).</p>\r\n\r\n<p>And, millennials are on track to become the majority of the workforce in 2015.</p>\r\n\r\n<p>The problem? HR departments may be unprepared.</p>\r\n\r\n<p><strong>Millennial expectations</strong></p>\r\n\r\n<p>The most tech-savvy generation yet, millennials expect openness and transparency. They want real-time services and solutions, and aren’t satisfied to accept the status quo. HR departments that fail to recognize these values are likely to suffer high millennial employee attrition rates, which will severely hamper attempts to create a viable workforce and workplace.</p>\r\n\r\n<p>One of the key challenges HR faces with this generational shift includes determining how to streamline tech solutions for a generation of workers raised on apps. Luckily, there are currently several options on the market that can improve HR services and increase employee satisfaction.</p>\r\n\r\n<p><strong>1. Timesheet Services</strong></p>\r\n\r\n<p>Millennials are accustomed to getting what they need now, not waiting. Whether it’s shopping or transportation, convenience is key. So when it comes to something they find inconvenient, such as filling out timesheets, the solutions need to be simple, easy to use, and available on mobile devices.</p>\r\n\r\n<p>Timesheet services like TSheets and When I Work give HR and employees simple visibility into their hours and scheduling — even letting them swap shifts if necessary — all from their mobile phones. The result is fewer questions about timesheets, more productivity, happier employees and better management of hours and scheduling.</p>\r\n\r\n<p><strong>2. Financial tools</strong></p>\r\n\r\n<p>Despite being poised for success in the workplace, millennials are more prone to debt and reduced income than any other generation since they carry more student loan debt. In fact, in a Pew study, 36 percent of millennials say that student loan debt is their biggest financial concern.</p>\r\n\r\n<p>Given these challenges, millennials are still navigating the waters of financial best practices and will benefit from guidance. HR can help by offering a range of financial services that are valuable, while being optional for employees to use.</p>\r\n\r\n<p>Financial apps like Mint.com or Level Money can help employees understand how much spending money they have and how much they should be saving. Both apps have simple-to-use interfaces that also work on mobile devices, so employees can keep a close watch on spending.</p>\r\n\r\n<p>But as we also know, bills don’t always come when it’s convenient. That’s why giving employees access to their payroll schedule can reduce the possibility that they’ll incur overdraft fees or will take on more debt from using credit cards.</p>\r\n\r\n<p>For hourly employees, HR can provide some control of income flow with Activehours, an app that lets staff decide when they get paid for hourly work. According to a recent Ypulse survey, 71 percent of millennials like or love the idea of on-demand pay, and one in four believe that on-demand pay would have a bigger impact on their finances than an increase in their pay rate. The app also has begun integrating with timesheet solutions, so employees can seamlessly use it while managing and viewing their hours.</p>\r\n\r\n<p><strong>3. Keep services in one place</strong></p>\r\n\r\n<p>It can be really difficult for employees to keep track of multiple sites providing access to — or the means to view — personal information and pay, insurance, or tax details. And how many times has HR been similarly challenged? It’s important to streamline the process and visibility on both ends, which is why many companies are now employing all-in-one HR services such as Zenefits and Bamboo to simplify a previously disconnected and cumbersome process.</p>\r\n\r\n<p><strong>Pay it forward</strong></p>\r\n\r\n<p>With so many more tools available for HR to make their own work lives easier, why shouldn’t the same be done for millennial employees? Doing so can help make their work lives easier and happier, and lead to longer-lasting engagement and job satisfaction.</p>\r\n\r\n<p>If HR staff is worried about how to make recommendations to their more tech-savvy and younger employees, it shouldn’t be because they don’t know what services might work best for their workplace. Explore apps and services that millennials are already using to manage their own lives, such as messaging and project management apps.</p>\r\n\r\n<p>Offering mobile apps and services, testing and incorporating tools that consolidate related information sources, and “walking the talk” will help companies engage their employees more and better retain those tech-savvy millennials.</p>','3 HR tools for keeping millennial employees happy','','publish','open','open','','3-hr-tools-for-keeping-millennial-employees-happy','','','2015-07-23 17:25:53','2015-07-23 17:25:53','',0,'http://www.danamanciagli.com/?p=5198',0,'post','',0),(5199,8264,'2015-07-23 17:22:28','2015-07-23 17:22:28','3 HR tools for keeping millennial employees happy','3 HR tools for keeping millennial employees happy','3 HR tools for keeping millennial employees happy','inherit','open','open','','3-hr-tools-for-keeping-millennial-employees-happy','','','2015-07-23 17:22:43','2015-07-23 17:22:43','',5198,'http://www.danamanciagli.com/wp-content/uploads/2015/07/3-HR-tools-for-keeping-millennial-employees-happy.jpg',0,'attachment','image/jpeg',0),(5200,8264,'2015-07-23 17:24:51','2015-07-23 17:24:51','[caption id=\"attachment_5199\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-HR-tools-for-keeping-millennial-employees-happy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/07/3-HR-tools-for-keeping-millennial-employees-happy-200x300.jpg\" alt=\"3 HR tools for keeping millennial employees happy\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5199\" /></a> 3 HR tools for keeping millennial employees happy[/caption]<p>The millennial generation will surpass the baby boomers as the nation’s largest living generation sometime this year, according to U.S. Census population projections. Millennials (whom we define as between ages 18 to 34 in 2015) are projected to number 75.3 million, more than the projected 74.9 million boomers (ages 51 to 69).</p>\r\n\r\n<p>And, millennials are on track to become the majority of the workforce in 2015.</p>\r\n\r\n<p>The problem? HR departments may be unprepared.</p>\r\n\r\n<p><strong>Millennial expectations</strong></p>\r\n\r\n<p>The most tech-savvy generation yet, millennials expect openness and transparency. They want real-time services and solutions, and aren’t satisfied to accept the status quo. HR departments that fail to recognize these values are likely to suffer high millennial employee attrition rates, which will severely hamper attempts to create a viable workforce and workplace.</p>\r\n\r\n<p>One of the key challenges HR faces with this generational shift includes determining how to streamline tech solutions for a generation of workers raised on apps. Luckily, there are currently several options on the market that can improve HR services and increase employee satisfaction.</p>\r\n\r\n<p><strong>1. Timesheet Services</strong></p>\r\n\r\n<p>Millennials are accustomed to getting what they need now, not waiting. Whether it’s shopping or transportation, convenience is key. So when it comes to something they find inconvenient, such as filling out timesheets, the solutions need to be simple, easy to use, and available on mobile devices.</p>\r\n\r\n<p>Timesheet services like TSheets and When I Work give HR and employees simple visibility into their hours and scheduling — even letting them swap shifts if necessary — all from their mobile phones. The result is fewer questions about timesheets, more productivity, happier employees and better management of hours and scheduling.</p>\r\n\r\n<p><strong>2. Financial tools</strong></p>\r\n\r\n<p>Despite being poised for success in the workplace, millennials are more prone to debt and reduced income than any other generation since they carry more student loan debt. In fact, in a Pew study, 36 percent of millennials say that student loan debt is their biggest financial concern.</p>\r\n\r\n<p>Given these challenges, millennials are still navigating the waters of financial best practices and will benefit from guidance. HR can help by offering a range of financial services that are valuable, while being optional for employees to use.</p>\r\n\r\n<p>Financial apps like Mint.com or Level Money can help employees understand how much spending money they have and how much they should be saving. Both apps have simple-to-use interfaces that also work on mobile devices, so employees can keep a close watch on spending.</p>\r\n\r\n<p>But as we also know, bills don’t always come when it’s convenient. That’s why giving employees access to their payroll schedule can reduce the possibility that they’ll incur overdraft fees or will take on more debt from using credit cards.</p>\r\n\r\n<p>For hourly employees, HR can provide some control of income flow with Activehours, an app that lets staff decide when they get paid for hourly work. According to a recent Ypulse survey, 71 percent of millennials like or love the idea of on-demand pay, and one in four believe that on-demand pay would have a bigger impact on their finances than an increase in their pay rate. The app also has begun integrating with timesheet solutions, so employees can seamlessly use it while managing and viewing their hours.</p>\r\n\r\n<p><strong>3. Keep services in one place</strong></p>\r\n\r\n<p>It can be really difficult for employees to keep track of multiple sites providing access to — or the means to view — personal information and pay, insurance, or tax details. And how many times has HR been similarly challenged? It’s important to streamline the process and visibility on both ends, which is why many companies are now employing all-in-one HR services such as Zenefits and Bamboo to simplify a previously disconnected and cumbersome process.</p>\r\n\r\n<p><strong>Pay it forward</strong></p>\r\n\r\n<p>With so many more tools available for HR to make their own work lives easier, why shouldn’t the same be done for millennial employees? Doing so can help make their work lives easier and happier, and lead to longer-lasting engagement and job satisfaction.</p>\r\n\r\n<p>If HR staff is worried about how to make recommendations to their more tech-savvy and younger employees, it shouldn’t be because they don’t know what services might work best for their workplace. Explore apps and services that millennials are already using to manage their own lives, such as messaging and project management apps.</p>\r\n\r\n<p>Offering mobile apps and services, testing and incorporating tools that consolidate related information sources, and “walking the talk” will help companies engage their employees more and better retain those tech-savvy millennials.</p>','3 HR tools for keeping millennial employees happy','','inherit','open','open','','5198-revision-v1','','','2015-07-23 17:24:51','2015-07-23 17:24:51','',5198,'http://www.danamanciagli.com/5198-revision-v1/',0,'revision','',0),(5213,8264,'2015-08-05 18:27:19','2015-08-05 18:27:19','3 surefire questions for hiring the right people','3 surefire questions for hiring the right people','3 surefire questions for hiring the right people','inherit','open','open','','3-surefire-ways-for-hiring-the-right-person','','','2015-08-05 18:27:41','2015-08-05 18:27:41','',5212,'http://www.danamanciagli.com/wp-content/uploads/2015/08/3-surefire-ways-for-hiring-the-right-person.jpg',0,'attachment','image/jpeg',0),(5214,8264,'2015-08-05 18:31:24','2015-08-05 18:31:24','[caption id=\"attachment_5213\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-surefire-ways-for-hiring-the-right-person.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-surefire-ways-for-hiring-the-right-person-300x200.jpg\" alt=\"3 surefire questions for hiring the right people\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5213\" /></a> 3 surefire questions for hiring the right people[/caption]\r\n\r\n<p>When former Monster.com President Steve Pogorzelski joined Avention as CEO in 2014, his first order of business was to get the right people on board. He knew that if he wanted to do so, it would require that he clearly define the company’s values and corporate culture.</p>\r\n\r\n<p>Although the business information company had been around for 20 years, a value system had never been articulated. In fact, when Pogorzelski asked employees to define what the company stood for, no one could really give him an answer.</p>\r\n\r\n<p>To Pogorzelski, values and culture are essential, because they help guide members of the company to evaluate progress, conduct operations, and make important decisions, including who should be hired, fired and rewarded.</p>\r\n\r\n<p>Many business owners, executives and HR representatives have at least a story or two about a candidate with a great résumé who just didn’t fit, or a worker who didn’t stand out at first but turned into an integral component of success.</p>\r\n\r\n<p>There’s no single secret to finding the right candidate, of course, but Pogorzelski believes that having a strong value system and a defined culture can help you determine who will thrive at your company.</p>\r\n\r\n<p>Here are his go-to interview questions to determine which candidates bring the right qualities to open positions.</p>\r\n\r\n<p><strong>1. What was your biggest business success story?</strong></p>\r\n\r\n<p>In asking this question, Pogorzelski looks as much for the way in which the job seeker tells the story as he does at the story itself. Many candidates, eager to appear accomplished and qualified, position their successes as accomplishments that they reached on their own. Few projects or initiatives are successful because of one person, which reflects a principle that Pogorzelski emphasized when developing Avention’s culture. In fact, one of the Avention’s tenets is “every person adds value.”</p>\r\n\r\n<p>For him, overuse of the pronoun “I” is a red flag when potential hires share examples of their most successful moments. “We,” by contrast, is Pogorzelski\'s favorite word to hear when candidates describe their biggest successes.</p>\r\n\r\n<p>Candidates who say “we” and give their co-workers and teammates credit are the kinds of people likely to take on more work in the name of helping colleagues and developing Avention’s positive, collaborative culture.</p>\r\n\r\n<p><strong>2. What was your biggest failure during your career and what did you learn from it?</strong></p>\r\n\r\n<p>With this question, too, Pogorzelski looks closely at the ways in which candidates describe their experiences. Taking accountability in times of failure is an important piece of Avention’s value system, so he considers whether prospective hires take full responsibility in the retelling of their biggest failures. One clear sign of such a person is whether the candidate starts his or her sentences with “I.” He says, “Someone who can take full responsibility for a failure and explain the lesson in it is likely a person who would fit in well at Avention.”</p>\r\n\r\n<p><strong>3. What could I do differently or better as CEO?</strong></p>\r\n\r\n<p>One of Avention’s values is openness and transparency. To understand whether a candidate “gets” this, Pogorzelski will ask what the company could do better and what he could do better as its CEO.</p>\r\n\r\n<p>It’s never an easy question to answer, but he believes it’s one of the most important ways to assess whether potential hires align with the value system. Candidates who shy away from answering this question may not be brave or direct enough to succeed at Avention. Those who are informed and bold enough to tell Pogorzelski how he and Avention could improve are the types of candidates that reflect the company’s culture of courage and openness.</p>\r\n\r\n<p>Job interviews are all about asking the right questions, but it can be difficult to figure out what those questions are in the first place. A defined set of values and corporate culture helps you not only identify the right questions, but also understand what to look for in a response.</p>\r\n\r\n<p>It’s a method that’s worked for Pogorzelski throughout his career, and one that has helped him build a world-class leadership team that is poised to propel Avention’s growth.</p>','3 surefire questions for hiring the right people','','inherit','open','open','','5212-revision-v1','','','2015-08-05 18:31:24','2015-08-05 18:31:24','',5212,'http://www.danamanciagli.com/5212-revision-v1/',0,'revision','',0),(5215,8311,'2015-08-12 03:32:47','2015-08-12 03:32:47','[caption id=\"attachment_5216\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-tips-to-help-20-somethings-reach-their-career-goals.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-tips-to-help-20-somethings-reach-their-career-goals-300x200.jpg\" alt=\"10 tips to help 20-somethings reach their career goals\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5216\" /></a> 10 tips to help 20-somethings reach their career goals[/caption]<p>Whether just starting college or looking for the next step in your career ladder, those in their 20s have some big opportunities ahead. This is the decade when particularly major events happen, so make the most of it with these tips on reaching your career and financial goals.</p>\r\n\r\n<p><strong>1. Get relevant summer internships on your résumé</strong></p>\r\n\r\n<p>For college students, it’s time to think about your future and move your résumé from “kid” to professional. If you are interested in business, get retail, customer service or office experience. Start looking in January (at least five months before your summer break) for the best summer jobs or internships.</p>\r\n\r\n<p><strong>2. Look for work at big companies, even for entry-level jobs</strong></p>\r\n\r\n<p>If you\'ve already graduated from college, aim high. Yes, I know, startups are cool and there’s always the dream of making big money with the IPO. Those companies will always be there and you can start at a higher level in a startup after you have experience and credibility. Once you work for a company like GE, Nordstrom, Microsoft or any other Fortune 500 corporation (note: stay at least two years), nobody can take that away from you. Your résumé will show that you were hired by a selective company, learned world-class processes and teamed with other strong co-workers.</p>\r\n\r\n<p><strong>3. Move up or move out</strong></p>\r\n\r\n<p>If you have been in your current position for at least two years without a salary increase, then it’s time to make a move. Your first step is to have a career discussion with your manager. Too many young people just quit without sharing their career goals or asking for a promotion. If your manager’s response is, “It’s not going to happen,” or, “Wait another year,” then stay in the job and look for another while working.</p>\r\n\r\n<p><strong>4. Know what “underemployed” means</strong></p>\r\n\r\n<p>Before you jump to the conclusion that you are underemployed, do some research to find out what your peers are earning and the salaries for the next level up. A great tool is Glassdoor.com. It not only has a job board, but it\'s also like Yelp for company reviews. Most importantly for you, it has salary information that can help you negotiate with your current manager, negotiate a future offer, or simply put your mind at ease that you are not underemployed.</p>\r\n\r\n<p><strong>5. Ask for more projects and be the best</strong></p>\r\n\r\n<p>Too many twenty-somethings just do the job they are asked to do, and then jam out the door at the end of the day to enjoy their free time. Drive your career growth now and demonstrate you are a top performer, not an average one. Ask for more projects, work longer hours, offer to help others around you, read more about your industry and company so you are more informed, etc. Ask your manager who the top performers around you are, meet with them and mimic their work ethic. Step it up.</p>\r\n\r\n<p><strong>6. Address your skill gaps</strong></p>\r\n\r\n<p>When you’re just starting out in the business world, you’ll have skill gaps. How are your written communications skills, public speaking skills, sales or analytic skills? If you’re not skilled in business communication, go out and fix it! Take courses on business writing, especially ones that focuse on business letters. Learn how to proof your writing and, when you’re at work, ask someone to give you feedback before you press “send” on your emails.</p>\r\n\r\n<p><strong>7. Brush up on your job-search skills</strong></p>\r\n\r\n<p>Most twenty-somethings think they know how to job search. Unfortunately, they make all kinds of errors that sabotage their efforts. Just typing, “How to job search,” in Google or Bing is not enough! Put yourself on a step-by-step program that teaches you how to do it correctly, and accelerates your time to the right job. Get current with social media dos and don’ts, and become fluent in LinkedIn job searching.</p>\r\n\r\n<p><strong>8. Build a networking process</strong></p>\r\n\r\n<p>Unfortunately, most people (not just twenty-somethings) think they are networking, but they are really “using” people. That gives networking a bad rap. Join industry groups and find events by reading your local Business Journal, available in 43 cities nationwide. Share your career goals (be concise, please) with others and ask for their recommendations. Look for ways you can help them. Take notes and send thank you e-mails to everybody you’ve met. Then stay in touch.</p>\r\n\r\n<p><strong>9. Start contributing to a 401k immediately</strong></p>\r\n\r\n<p>Begin saving for retirement now, and take advantage the compounding effect from the money you invest in your early 20s. Also, learn the basics of investing, including the differences between Roth IRAs, 401ks , etc. Use Mint.com (or any other service like it) to track how much you are spending in different categories. That way, if you need to cut back, you have a full analysis of your spending and earning habits.</p>\r\n\r\n<p><strong>10. Stick with low cost mutual funds</strong></p>\r\n\r\n<p>As my son 27-year-old son Shane said, “When you’re young, you’re going to make stupid decisions and lose a lot of money. In the long run, you’ll end up paying more in fees.” There are a few people who are very successful at a very young age, but they do a lot of research.</p>\r\n\r\n<p>When you\'re a twenty-something, you\'ll naturally make a few mistakes. But you\'ll also be taking on new challenges, and meeting the head on. So make the most of your opportunities!</p>','10 tips to help 20-somethings reach their career goals','','publish','open','open','','10-tips-to-help-20-somethings-reach-their-career-goals','','','2015-08-05 18:40:15','2015-08-05 18:40:15','',0,'http://www.danamanciagli.com/?p=5215',0,'post','',0),(5216,8264,'2015-08-05 18:35:56','2015-08-05 18:35:56','10 tips to help 20-somethings reach their career goals','10 tips to help 20-somethings reach their career goals','10 tips to help 20-somethings reach their career goals','inherit','open','open','','10-tips-to-help-20-somethings-reach-their-career-goals','','','2015-08-05 18:36:14','2015-08-05 18:36:14','',5215,'http://www.danamanciagli.com/wp-content/uploads/2015/08/10-tips-to-help-20-somethings-reach-their-career-goals.jpg',0,'attachment','image/jpeg',0),(5217,8264,'2015-08-05 18:38:31','2015-08-05 18:38:31','[caption id=\"attachment_5216\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-tips-to-help-20-somethings-reach-their-career-goals.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-tips-to-help-20-somethings-reach-their-career-goals-300x200.jpg\" alt=\"10 tips to help 20-somethings reach their career goals\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5216\" /></a> 10 tips to help 20-somethings reach their career goals[/caption]<p>Whether just starting college or looking for the next step in your career ladder, those in their 20s have some big opportunities ahead. This is the decade when particularly major events happen, so make the most of it with these tips on reaching your career and financial goals.</p>\r\n\r\n<p><strong>1. Get relevant summer internships on your résumé</strong></p>\r\n\r\n<p>For college students, it’s time to think about your future and move your résumé from “kid” to professional. If you are interested in business, get retail, customer service or office experience. Start looking in January (at least five months before your summer break) for the best summer jobs or internships.</p>\r\n\r\n<p><strong>2. Look for work at big companies, even for entry-level jobs</strong></p>\r\n\r\n<p>If you\'ve already graduated from college, aim high. Yes, I know, startups are cool and there’s always the dream of making big money with the IPO. Those companies will always be there and you can start at a higher level in a startup after you have experience and credibility. Once you work for a company like GE, Nordstrom, Microsoft or any other Fortune 500 corporation (note: stay at least two years), nobody can take that away from you. Your résumé will show that you were hired by a selective company, learned world-class processes and teamed with other strong co-workers.</p>\r\n\r\n<p><strong>3. Move up or move out</strong></p>\r\n\r\n<p>If you have been in your current position for at least two years without a salary increase, then it’s time to make a move. Your first step is to have a career discussion with your manager. Too many young people just quit without sharing their career goals or asking for a promotion. If your manager’s response is, “It’s not going to happen,” or, “Wait another year,” then stay in the job and look for another while working.</p>\r\n\r\n<p><strong>4. Know what “underemployed” means</strong></p>\r\n\r\n<p>Before you jump to the conclusion that you are underemployed, do some research to find out what your peers are earning and the salaries for the next level up. A great tool is Glassdoor.com. It not only has a job board, but it\'s also like Yelp for company reviews. Most importantly for you, it has salary information that can help you negotiate with your current manager, negotiate a future offer, or simply put your mind at ease that you are not underemployed.</p>\r\n\r\n<p><strong>5. Ask for more projects and be the best</strong></p>\r\n\r\n<p>Too many twenty-somethings just do the job they are asked to do, and then jam out the door at the end of the day to enjoy their free time. Drive your career growth now and demonstrate you are a top performer, not an average one. Ask for more projects, work longer hours, offer to help others around you, read more about your industry and company so you are more informed, etc. Ask your manager who the top performers around you are, meet with them and mimic their work ethic. Step it up.</p>\r\n\r\n<p><strong>6. Address your skill gaps</strong></p>\r\n\r\n<p>When you’re just starting out in the business world, you’ll have skill gaps. How are your written communications skills, public speaking skills, sales or analytic skills? If you’re not skilled in business communication, go out and fix it! Take courses on business writing, especially ones that focuse on business letters. Learn how to proof your writing and, when you’re at work, ask someone to give you feedback before you press “send” on your emails.</p>\r\n\r\n<p><strong>7. Brush up on your job-search skills</strong></p>\r\n\r\n<p>Most twenty-somethings think they know how to job search. Unfortunately, they make all kinds of errors that sabotage their efforts. Just typing, “How to job search,” in Google or Bing is not enough! Put yourself on a step-by-step program that teaches you how to do it correctly, and accelerates your time to the right job. Get current with social media dos and don’ts, and become fluent in LinkedIn job searching.</p>\r\n\r\n<p><strong>8. Build a networking process</strong></p>\r\n\r\n<p>Unfortunately, most people (not just twenty-somethings) think they are networking, but they are really “using” people. That gives networking a bad rap. Join industry groups and find events by reading your local Business Journal, available in 43 cities nationwide. Share your career goals (be concise, please) with others and ask for their recommendations. Look for ways you can help them. Take notes and send thank you e-mails to everybody you’ve met. Then stay in touch.</p>\r\n\r\n<p><strong>9. Start contributing to a 401k immediately</strong></p>\r\n\r\n<p>Begin saving for retirement now, and take advantage the compounding effect from the money you invest in your early 20s. Also, learn the basics of investing, including the differences between Roth IRAs, 401ks , etc. Use Mint.com (or any other service like it) to track how much you are spending in different categories. That way, if you need to cut back, you have a full analysis of your spending and earning habits.</p>\r\n\r\n<p><strong>10. Stick with low cost mutual funds</strong></p>\r\n\r\n<p>As my son 27-year-old son Shane said, “When you’re young, you’re going to make stupid decisions and lose a lot of money. In the long run, you’ll end up paying more in fees.” There are a few people who are very successful at a very young age, but they do a lot of research.</p>\r\n\r\n<p>When you\'re a twenty-something, you\'ll naturally make a few mistakes. But you\'ll also be taking on new challenges, and meeting the head on. So make the most of your opportunities!</p>','10 tips to help 20-somethings reach their career goals','','inherit','open','open','','5215-revision-v1','','','2015-08-05 18:38:31','2015-08-05 18:38:31','',5215,'http://www.danamanciagli.com/5215-revision-v1/',0,'revision','',0),(5218,8311,'2015-08-17 03:45:43','2015-08-17 03:45:43','[caption id=\"attachment_5219\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-best-practices-for-corporate-wellness.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-best-practices-for-corporate-wellness-200x300.jpg\" alt=\"10 best practices for a better corporate wellness program\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5219\" /></a> 10 best practices for a better corporate wellness program[/caption]\r\n\r\n<p>You know the traditional “wellness” program drill: reduce health risks, cut costs, and (theoretically) increase employee engagement.\r\n\r\n<p>But does it really improve engagement?\r\n\r\n<p>A new report by Quantum Workplace and Limeade, <a href=\"http://sip.limeade.com/workplace-well-being-research\">“Workplace Well-Being: Provide Meaningful Benefits to Energize Employee Health, Engagement, and Performance,”</a> sheds light on the myths of the wellness industry.</p>\r\n\r\n<p>Simply put, employee engagement is about a lot more than physical and emotional health. It’s about employees believing that their employer cares about staff health and well-being — and provides engaging ways to improve health, wellness, performance, social connections and, ultimately, culture.</p>\r\n\r\n<p>While programs can differ from one company to another, here are ten best practices that apply universally:</p>\r\n\r\n<p><strong>1. Turn the C-suite into champions</strong></p>\r\n\r\n<p>Your senior leaders need to be accessible to employees, visibly participate in the program, and encourage others to do so. Find out what your CEO’s passion is and turn it into a challenge he or she will stand behind. And don’t stop there — next go to the CTO, COO, CFO, CIO and so on. One customer of employee engagement platform company Limeade found that emails coming from the CEO had a 65 percent higher open rate, so take advantage of emails from the top. The more local, relevant and personal, the better.</p>\r\n\r\n<p><strong>2. Start strong</strong></p>\r\n\r\n<p>Make sure your program is easy to access (one click from your intranet) and that registration is seamless. And have your key stakeholders and managers sign up right away, so they can challenge their teams to get fired up, personally and authentically. You can always use insights to tweak programs or to offer new campaigns and challenges and target particular subsets of your population, but you still only get one chance to make a first impression.</p>\r\n\r\n<p><strong>3. Throw out the cookie cutter</strong></p>\r\n\r\n<p>This is your program, so design it to feel that way. The look and feel should emulate your brand and vibe, and feel like it’s coming from within. Blend the familiar with something new and inspirational, and adoption will happen organically. Have courage and be bold.</p>\r\n\r\n<p><strong>4. Provide meaningful (and locally relevant) incentives</strong></p>\r\n\r\n<p>Reach out to employees to find out what motivates them. That might include recognition, personal time off, veggie smoothies, cash, prizes, cheaper insurance or sports tickets. Maybe they just want the chance to dump ice water on the CEO\'s head. Know what will work for your people, and recognize that incentives probably vary by employee type or location, so let people choose locally, too.</p>\r\n\r\n<p><strong>5. Play up local pride</strong></p>\r\n\r\n<p>Your employees chose to work at your company for a reason, so serve up the culture they know and love. Keep activities fresh, fun, and relevant to your company and community. A Limeade customer based in Philadelphia recently launched a popular “Fit Around Philly” challenge, encouraging employees to do healthy activities at local landmarks like running up the “Rocky steps” at the Philadelphia Museum of Art.</p>\r\n\r\n<p><strong>6. Build a champion network</strong></p>\r\n\r\n<p>Online communication is a powerful tool, but personal connections are priceless. Recruit a community of employees who are passionate about wellbeing or have a knack for rallying the front-line troops. Give them the tools to evangelize the program and publicly recognize their leadership.</p>\r\n\r\n<p><strong>7. Share stories and creative communications</strong></p>\r\n\r\n<p>Everyone feels the agony of email overload, so look for fun alternatives. Use simple, engaging communication that quickly answers the question, “What’s in it for me?” Use at least two additional channels — like social media or direct mail — to reach people where they are. Add some emotion by sharing success stories that show your people how their peers are changing for the better. Nothing spurs engagement more than real, authentic human emotion.</p>\r\n\r\n<p><strong>8. Keep it fresh</strong></p>\r\n\r\n<p>Sustained engagement is achievable if you give your people a reason to keep coming back. Choose at least five challenges or campaigns per quarter, and make sure there’s something for everyone. Lean on your vendor partners for best practices, and let real-time data on program engagement and improvement be your guide.</p>\r\n\r\n<p><strong>9. Know what’s working and change what’s not</strong></p>\r\n\r\n<p>No program can succeed without consistent evaluation. The lifeblood of your program is setting measurable, relevant objectives and tracking metrics regularly – preferably with real-time engagement dashboards and strategic consultants to take action. If it’s not working, then good for you. You tried something new and learned what not to do. Now move on to your next hypothesis.</p>\r\n\r\n<p><strong>10. Share your story</strong></p>\r\n\r\n<p>Once your program starts driving positive outcomes, shout it from the rooftops. This will help justify your investment, highlight your department’s innovation and, best of all, spur a virtuous cycle of engagement from your people. Your C-suite will double-down on their commitment and support, too — it’s working, they have no choice. Peer testimonials personalize your program and can give skeptics the proof they need to get involved. Success stories also help you attract new, evangelical talent to your company.</p>\r\n\r\n<p>Start putting your energy where your mouth is when it comes to your employees and their wellbeing. The payoff is both short-term and long-term, so make it a priority!</p>','10 best practices for a better corporate wellness program','','publish','open','open','','10-best-practices-for-a-better-corporate-wellness-program','','','2015-08-05 18:53:07','2015-08-05 18:53:07','',0,'http://www.danamanciagli.com/?p=5218',0,'post','',0),(5219,8264,'2015-08-05 18:47:43','2015-08-05 18:47:43','10 best practices for a better corporate wellness program','10 best practices for corporate wellness','10 best practices for a better corporate wellness program','inherit','open','open','','10-best-practices-for-corporate-wellness','','','2015-08-05 18:48:13','2015-08-05 18:48:13','',5218,'http://www.danamanciagli.com/wp-content/uploads/2015/08/10-best-practices-for-corporate-wellness.jpg',0,'attachment','image/jpeg',0),(5220,8264,'2015-08-05 18:52:02','2015-08-05 18:52:02','[caption id=\"attachment_5219\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-best-practices-for-corporate-wellness.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/10-best-practices-for-corporate-wellness-200x300.jpg\" alt=\"10 best practices for a better corporate wellness program\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5219\" /></a> 10 best practices for a better corporate wellness program[/caption]\r\n\r\n<p>You know the traditional “wellness” program drill: reduce health risks, cut costs, and (theoretically) increase employee engagement.\r\n\r\n<p>But does it really improve engagement?\r\n\r\n<p>A new report by Quantum Workplace and Limeade, <a href=\"http://sip.limeade.com/workplace-well-being-research\">“Workplace Well-Being: Provide Meaningful Benefits to Energize Employee Health, Engagement, and Performance,”</a> sheds light on the myths of the wellness industry.</p>\r\n\r\n<p>Simply put, employee engagement is about a lot more than physical and emotional health. It’s about employees believing that their employer cares about staff health and well-being — and provides engaging ways to improve health, wellness, performance, social connections and, ultimately, culture.</p>\r\n\r\n<p>While programs can differ from one company to another, here are ten best practices that apply universally:</p>\r\n\r\n<p><strong>1. Turn the C-suite into champions</strong></p>\r\n\r\n<p>Your senior leaders need to be accessible to employees, visibly participate in the program, and encourage others to do so. Find out what your CEO’s passion is and turn it into a challenge he or she will stand behind. And don’t stop there — next go to the CTO, COO, CFO, CIO and so on. One customer of employee engagement platform company Limeade found that emails coming from the CEO had a 65 percent higher open rate, so take advantage of emails from the top. The more local, relevant and personal, the better.</p>\r\n\r\n<p><strong>2. Start strong</strong></p>\r\n\r\n<p>Make sure your program is easy to access (one click from your intranet) and that registration is seamless. And have your key stakeholders and managers sign up right away, so they can challenge their teams to get fired up, personally and authentically. You can always use insights to tweak programs or to offer new campaigns and challenges and target particular subsets of your population, but you still only get one chance to make a first impression.</p>\r\n\r\n<p><strong>3. Throw out the cookie cutter</strong></p>\r\n\r\n<p>This is your program, so design it to feel that way. The look and feel should emulate your brand and vibe, and feel like it’s coming from within. Blend the familiar with something new and inspirational, and adoption will happen organically. Have courage and be bold.</p>\r\n\r\n<p><strong>4. Provide meaningful (and locally relevant) incentives</strong></p>\r\n\r\n<p>Reach out to employees to find out what motivates them. That might include recognition, personal time off, veggie smoothies, cash, prizes, cheaper insurance or sports tickets. Maybe they just want the chance to dump ice water on the CEO\'s head. Know what will work for your people, and recognize that incentives probably vary by employee type or location, so let people choose locally, too.</p>\r\n\r\n<p><strong>5. Play up local pride</strong></p>\r\n\r\n<p>Your employees chose to work at your company for a reason, so serve up the culture they know and love. Keep activities fresh, fun, and relevant to your company and community. A Limeade customer based in Philadelphia recently launched a popular “Fit Around Philly” challenge, encouraging employees to do healthy activities at local landmarks like running up the “Rocky steps” at the Philadelphia Museum of Art.</p>\r\n\r\n<p><strong>6. Build a champion network</strong></p>\r\n\r\n<p>Online communication is a powerful tool, but personal connections are priceless. Recruit a community of employees who are passionate about wellbeing or have a knack for rallying the front-line troops. Give them the tools to evangelize the program and publicly recognize their leadership.</p>\r\n\r\n<p><strong>7. Share stories and creative communications</strong></p>\r\n\r\n<p>Everyone feels the agony of email overload, so look for fun alternatives. Use simple, engaging communication that quickly answers the question, “What’s in it for me?” Use at least two additional channels — like social media or direct mail — to reach people where they are. Add some emotion by sharing success stories that show your people how their peers are changing for the better. Nothing spurs engagement more than real, authentic human emotion.</p>\r\n\r\n<p><strong>8. Keep it fresh</strong></p>\r\n\r\n<p>Sustained engagement is achievable if you give your people a reason to keep coming back. Choose at least five challenges or campaigns per quarter, and make sure there’s something for everyone. Lean on your vendor partners for best practices, and let real-time data on program engagement and improvement be your guide.</p>\r\n\r\n<p><strong>9. Know what’s working and change what’s not</strong></p>\r\n\r\n<p>No program can succeed without consistent evaluation. The lifeblood of your program is setting measurable, relevant objectives and tracking metrics regularly – preferably with real-time engagement dashboards and strategic consultants to take action. If it’s not working, then good for you. You tried something new and learned what not to do. Now move on to your next hypothesis.</p>\r\n\r\n<p><strong>10. Share your story</strong></p>\r\n\r\n<p>Once your program starts driving positive outcomes, shout it from the rooftops. This will help justify your investment, highlight your department’s innovation and, best of all, spur a virtuous cycle of engagement from your people. Your C-suite will double-down on their commitment and support, too — it’s working, they have no choice. Peer testimonials personalize your program and can give skeptics the proof they need to get involved. Success stories also help you attract new, evangelical talent to your company.</p>\r\n\r\n<p>Start putting your energy where your mouth is when it comes to your employees and their wellbeing. The payoff is both short-term and long-term, so make it a priority!</p>','10 best practices for a better corporate wellness program','','inherit','open','open','','5218-revision-v1','','','2015-08-05 18:52:02','2015-08-05 18:52:02','',5218,'http://www.danamanciagli.com/5218-revision-v1/',0,'revision','',0),(5232,7636,'2015-08-10 00:17:57','2015-08-10 00:17:57','<p><img class=\"size-medium wp-image-2829 alignright\" title=\"Dana Manciagli as Career and Job Search Coach\" alt=\"Dana Manciagli as Career and Job Search Coach\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website-287x300.jpg\" width=\"287\" height=\"300\" /></p>\r\n<h3>Dana Manciagli is a personal job search consultant, taking you through a step-by-step process and  be your “agent” to help you find a job</h3>\r\n<h4>That\'s precisely what you\'ll receive when you hire Dana Manciagli to help you land your next job FASTER.</h4>\r\n<p>Dana\'s coaching is ideal if you are unemployed <span style=\"text-decoration: underline;\">or</span> employed. Dana\'s clients include those looking at new companies or striving for a promotion within their company. What are you looking for? </p>\r\n<p>Based upon 30 years of hiring, searching, interviewing and developing a job search process, Dana Manciagli is offering one-to-one personal coaching to the serious, committed executive job seekers.</p>\r\n<p>Knowing that the job search process is frustrating and that you have no time to waste, Dana will help you take charge, analyze what you have been doing, put you on a new program, give you “homework assignments” and provide you with special tools to track your progress.  Her coaching program is indispensable for every active executive job seeker for any type of job.</p>\r\n<p>There are two packages: an introductory package and the Boot Camp, which includes unlimited e-mail and phone calls with 5 power sessions.</p>\r\n<p><strong>BOOT CAMP:</strong></p>\r\n<p style=\"padding-left: 30px;\"><b>Session one*:</b> Review, in detail, where you are in your job search, ranging from your goal to opportunities you have found, what you have done, and what your challenges are.</p>\r\n<p style=\"padding-left: 30px;\"><b>Session two:</b> Get you started on the Cut the Crap (CTC) Job Search Organizer, capturing your goals, your plan of action, preparing to put you on a “program. Take one job opportunity and practice with a new “Candidate Packet.” Focus on your preparation around research, networking and interviewing.</p>\r\n<p style=\"padding-left: 30px;\"><b>Session three:</b> Interview role-play, reviewing top questions, tough questions and how to address gaps or possible areas of concern by the hiring manager. Solutions provided based on your unique challenges.</p>\r\n<p style=\"padding-left: 30px;\"><b>Session four:</b>  Extensive review of each opportunity in your pipeline, status, challenges, your social media utilization and networking plan. Direct and specific coaching on the steps you should do immediately. <b></b></p>\r\n<p style=\"padding-left: 30px;\"><b>Session five: </b>Review your week-in-the-life of your job search journey, assuring you have all of the innovative approaches to ‘win’ your next career move quicker. Lock on your committed plan to act.</p>\r\n<p style=\"padding-left: 30px;\"><em>*All sessions are 1 hour long: face-to-face or web-based</em></p>\r\n<p>Make an investment into your future, land in your next career role faster and learn a new way!</p>\r\n<p>Simply send an e-mail to <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> and she will send you her consulting program offerings.</p>\r\n<p>&nbsp;</p>\r\n\r\n<center><a href=\"http://www.careerigniter.com/career-websites/\" title=\"Career Igniter Top Career Websites\" target=\"_blank\"><img src=\"http://www.careerigniter.com/career-websites/dana-manciagli-rank.png\" title=\"Dana Manciagli\" alt=\"Dana Manciagli\" border=\"0\" /></a></center>','Coaching','','inherit','open','open','','9-revision-v1','','','2015-08-10 00:17:57','2015-08-10 00:17:57','',9,'http://www.danamanciagli.com/9-revision-v1/',0,'revision','',0),(5234,7636,'2015-08-10 00:19:59','2015-08-10 00:19:59','<a href=\"http://www.careerigniter.com/career-websites/\" title=\"Career Igniter Top Career Websites\" target=\"_blank\"><img src=\"http://www.careerigniter.com/career-websites/dana-manciagli-rank.png\" title=\"Dana Manciagli\" alt=\"Dana Manciagli\" border=\"0\" /></a><h5><span style=\"color: #000000; text-decoration: underline;\"><a href=\"#Where to Find Jobs\">Where to Find Jobs</a></span></h5>\r\n<h5><span style=\"color: #000000; text-decoration: underline;\"><a href=\"#Advice: General Job Search\">Advice: General Job Search</a></span></h5>\r\n<h5><span style=\"color: #000000; text-decoration: underline;\"><a href=\"#Advice: Attitude, Commitment and Goal-Setting\">Advice: Attitude, Commitment &amp; Goal-Setting</a></span></h5>\r\n<h5><span style=\"color: #000000; text-decoration: underline;\"><a href=\"#Advice: Preparing to Win a Job\">Advice: Preparing to Win a Job</a></span></h5>\r\n<h5><span style=\"color: #000000; text-decoration: underline;\"><a href=\"#Advice: Applying and Interviewing\">Advice: Applying and Interviewing</a></span></h5>\r\n<h3>[dividers style=\"2\"]</h3>\r\n<a name=\"Where to Find Jobs\"></a>\r\n<h3>Where to Find Jobs</h3>\r\n[accordion state=\"closed\" color=\"gray\" title=\"General Job Search Engines\" tag=\"h3\" ]\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"http://www.monster.com/\" target=\"_blank\">http://www.monster.com/</a></span>\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"http://www.indeed.com/\" target=\"_blank\">http://www.indeed.com/</a></span>\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"http://www.simplyhired.com/\" target=\"_blank\">http://www.simplyhired.com/</a></span>\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"http://www.careerbuilder.com/\" target=\"_blank\">http://www.careerbuilder.com/</a></span>\r\n\r\n<a href=\"http://www.careerjet.com\" target=\"_blank\">www.careerjet.com</a>\r\n\r\n<span style=\"font-size: 12.0pt;\" target=\"_blank\"><a href=\"http://www.linkup.com/\" target=\"_blank\">http://www.linkup.com/</a></span>\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"https://www.usajobs.gov/\" target=\"_blank\">https://www.usajobs.gov/</a></span>\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"http://www.careeronestop.org/\" target=\"_blank\">http://www.careeronestop.org/</a></span>\r\n\r\n<span style=\"font-size: 12.0pt;\"><a href=\"http://jobs.aol.com/\" target=\"_blank\">http://jobs.aol.com/</a></span>\r\n\r\n<a href=\"http://www.entryleveljobs.net/\" target=\"_blank\">http://www.entryleveljobs.net/</a>\r\n\r\n<span style=\"font-size: 12.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\"><a href=\"http://www.social-hire.com/search-jobs\" target=\"_blank\">http://www.social-hire.com/search-jobs</a></span>[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Local Job Search\" tag=\"h3\" ]\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://www.craigslist.org\" target=\"_blank\"><span style=\"mso-bidi-font-family: Arial;\">www.craigslist.org</span></a></span><cite></cite></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://geebo.com/\" target=\"_blank\">http://geebo.com/</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://www.jobdig.com/\" target=\"_blank\">http://www.jobdig.com/</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://www.jobing.com/\" target=\"_blank\">http://www.jobing.com/</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://www.snagajob.com/\" target=\"_blank\">http://www.snagajob.com/</a></span></p>\r\n<span style=\"font-size: 12.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\">Local Newspaper Classifieds Online </span>[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\" Networking Sites\" tag=\"h3\" ]\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://LinkedIn.com\" target=\"_blank\">http://LinkedIn.com</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://Facebook.com\" target=\"_blank\">http://Facebook.com</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://GlassDoor.com\" target=\"_blank\">http://GlassDoor.com</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://Twitter.com\" target=\"_blank\">http://Twitter.com</a></span></p>\r\n<p class=\"MsoNoSpacing\"><span style=\"font-size: 12.0pt;\"><a href=\"http://Viadeo.com\" target=\"_blank\">http://Viadeo.com</a>(Europe, Latin America)</span></p>\r\n<span style=\"font-size: 12.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\"><a href=\"http://BranchOut.com\" target=\"_blank\">http://BranchOut.com</a></span>[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Industry and Function-specific sites\" tag=\"h3\" ]<a href=\"http://jobsearch.about.com/od/jobsbycareerfieldaz/a/topsbytype.htm\" target=\"_blank\">http://jobsearch.about.com/od/jobsbycareerfieldaz/a/topsbytype.htm</a>[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Company Websites\" tag=\"h3\" ]<span style=\"font-size: 12.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\">Your target companies have “career” or “jobs” sites. Many have search agents, too so you receive new jobs as they are listed.</span>[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Local Publications, Online or Print\" tag=\"h3\" ]\r\n\r\n<span style=\"font-size: 12.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\"><a href=\"http://www.bizjournals.com/\" target=\"_blank\">http://www.bizjournals.com/</a></span>[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Recent College Graduate Job Sites \" tag=\"h3\" ]\r\n\r\n<a href=\"http://www.collegegrad.com/\" target=\"_blank\">http://www.collegegrad.com/</a>\r\n\r\n<a href=\"http://www.collegerecruiter.com/\" target=\"_blank\">http://www.collegerecruiter.com/</a>\r\n\r\n<a href=\"http://www.aftercollege.com/\" target=\"_blank\">http://www.aftercollege.com/</a>\r\n\r\n<a href=\"http://www.experience.com/entry-level-jobs/\" target=\"_blank\">http://www.experience.com/entry-level-jobs/</a>\r\n\r\n<a href=\"http://college.monster.com/\" target=\"_blank\">http://college.monster.com/</a>\r\n\r\n<a href=\"http://www.entryleveljobs.net/\" target=\"_blank\">http://www.entryleveljobs.net/</a>\r\n\r\n&nbsp;\r\n\r\nOr use “entry level jobs” in your keyword search on the general engines in section A. above.e[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Part-Time Job Search Engines\" tag=\"h3\" ]\r\n\r\n<a href=\"http://part-time.careerbuilder.com/\" target=\"_blank\">http://part-time.careerbuilder.com/</a>\r\n\r\n<a href=\"http://www.coolworks.com/\" target=\"_blank\">http://www.coolworks.com/</a>\r\n\r\n<a href=\"http://www.housesittingjobs.com/\" target=\"_blank\">http://www.housesittingjobs.com/</a>\r\n\r\nOr use “<em>part-time</em>” in your keyword search on the general engines[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\"Work At Home Job Search Engines\" tag=\"h3\" ]Most general job search websites. Search using \"<em>telecommute</em>\" or \"<em>telecommuting</em>\" as a keyword to find legitimate work at home job listings[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" title=\" Alumni Sites\" tag=\"h3\" ]<span style=\"font-size: 12.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\">Your school’s Career Services section on their website.Colleges, Universities, Community Colleges, Vocational and Trade Schools.</span>[/accordion]\r\n<h2></h2>\r\n<a name=\"Advice: General Job Search\"></a>\r\n<h3><strong>Advice: General Job Search </strong></h3>\r\n[accordion state=\"closed\" color=\"gray\" title=\" General Advice\" tag=\"h3\" ]\r\n<p class=\"MsoNormal\" style=\"line-height: normal;\"><a href=\"http://danamanciagli.com\" target=\"_blank\">http://danamanciagli.com</a></p>\r\n<p class=\"MsoNormal\" style=\"line-height: normal;\"><a href=\"http://jobsearch.about.com/\" target=\"_blank\">http://jobsearch.about.com/</a></p>\r\n<p class=\"MsoNormal\" style=\"line-height: normal;\"><a href=\"http://resources.monster.com/?re=nv_gh_gnt1377_%2F\" target=\"_blank\">http://resources.monster.com/?re=nv_gh_gnt1377_%2F</a></p>\r\n<p class=\"MsoNormal\" style=\"line-height: normal;\"><a href=\"http://www.careerbuilder.com/JobSeeker/Resources/CareerResources.aspx?sc_cmp2=JS_Nav_AdvRes\" target=\"_blank\">http://www.careerbuilder.com/JobSeeker/Resources/CareerResources.aspx?sc_cmp2=JS_Nav_AdvRes</a></p>\r\n<p class=\"MsoNormal\" style=\"line-height: normal;\"><a href=\"http://www.careerealism.com/\" target=\"_blank\">http://www.careerealism.com/</a></p>\r\n<span style=\"font-size: 11.0pt; line-height: 106%; font-family: \'Calibri\',\'sans-serif\'; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: \'Times New Roman\'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\"><a href=\"http://jobs.aol.com/\" target=\"_blank\">http://jobs.aol.com/</a></span>\r\n\r\n<a href=\"http://www.job-hunt.org/\" target=\"_blank\">http://www.job-hunt.org/</a> targeted at those over 50\r\n\r\n[/accordion]\r\n\r\n&nbsp;\r\n\r\n<a name=\"Advice: Attitude, Commitment and Goal-Setting\"></a>\r\n<h3><strong>Advice: Attitude, Commitment and Goal-Setting</strong></h3>\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Attitude\"]\r\n\r\n<a href=\"http://career-advice.monster.com/job-search/Getting-Started/Self-Defeating-Attitudes-Job-Search/article.aspx\" target=\"_blank\">http://career-advice.monster.com/job-search/Getting-Started/Self-Defeating-Attitudes-Job-Search/article.aspx</a>\r\n\r\n<a href=\"http://www.resumewriting.com/blog/the-successful-job-search-attitude_2608/\" target=\"_blank\">http://www.resumewriting.com/blog/the-successful-job-search-attitude_2608/</a>\r\n\r\n<a href=\"http://www.careerealism.com/attitude-defines-job-search/\" target=\"_blank\">http://www.careerealism.com/attitude-defines-job-search/</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Job Search Goal Setting\"]\r\n\r\n<a href=\"http://www.careerchoiceguide.com/career-goal-setting.html\" target=\"_blank\">http://www.careerchoiceguide.com/career-goal-setting.html</a>\r\n\r\n<a href=\"http://www.careeronlineblog.com/2012/03/setting-job-search-goals-7-tips-for-job.html\" target=\"_blank\">http://www.careeronlineblog.com/2012/03/setting-job-search-goals-7-tips-for-job.html</a>\r\n\r\n<a href=\"http://ezinearticles.com/?Goal-Setting-For-Jobs---The-Bare-Essentials&amp;id=675365\" target=\"_blank\">http://ezinearticles.com/?Goal-Setting-For-Jobs---The-Bare-Essentials&amp;id=675365</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\" Job Search Plan\"]\r\n\r\n<a href=\"http://www.careeronestop.org/JobSearch/PlanYourJobSearch/create-a-job-search-plan.aspx\" target=\"_blank\">http://www.careeronestop.org/JobSearch/PlanYourJobSearch/create-a-job-search-plan.aspx</a>\r\n\r\n<a href=\"http://www.acinet.org/Explore/View.aspx?pageID=20\" target=\"_blank\">http://www.acinet.org/Explore/View.aspx?pageID=20</a>\r\n\r\n<a href=\"http://www.ehow.com/how_2082029_create-job-search-action-plan.html\" target=\"_blank\">http://www.ehow.com/how_2082029_create-job-search-action-plan.html</a>\r\n\r\n[/accordion]\r\n\r\n&nbsp;\r\n\r\n<a name=\"Advice: Preparing to Win a Job\"></a>\r\n<h3><strong>Advice: Preparing to Win a Job</strong></h3>\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Social Media for Job Search\"]\r\n\r\n<a href=\"http://careerenlightenment.com/\" target=\"_blank\">http://careerenlightenment.com/</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/networking/a/socialmedia.htm\" target=\"_blank\">http://jobsearch.about.com/od/networking/a/socialmedia.htm</a>\r\n\r\n<a href=\"http://www.job-hunt.org/social-networking/social-media.shtml\" target=\"_blank\">http://www.job-hunt.org/social-networking/social-media.shtml</a>\r\n\r\n<a href=\"http://linkedintelligence.com/how-to-use-linkedin-to-find-a-job/\" target=\"_blank\">http://linkedintelligence.com/how-to-use-linkedin-to-find-a-job/</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Research\"]\r\n\r\n<a href=\"http://www.ehow.com/how_2005384_research-company-interview.html\" target=\"_blank\">http://www.ehow.com/how_2005384_research-company-interview.html</a>\r\n\r\n<a href=\"http://career-advice.monster.com/job-interview/interview-preparation/interview-company-research/article.aspx\" target=\"_blank\">http://career-advice.monster.com/job-interview/interview-preparation/interview-company-research/article.aspx</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/companyresearch/a/jobresearch.htm\" target=\"_blank\">http://jobsearch.about.com/od/companyresearch/a/jobresearch.htm</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Networking for Jobs\"]\r\n\r\n<a href=\"http://www.quintcareers.com/networking_resources.html\" target=\"_blank\">http://www.quintcareers.com/networking_resources.html</a>\r\n\r\n<a href=\"http://www.ehow.com/list_6750331_networking-ideas-job-seekers.html\" target=\"_blank\">http://www.ehow.com/list_6750331_networking-ideas-job-seekers.html</a>\r\n\r\n<a href=\"http://jobsearch.about.com/cs/networking/a/networking.htm\" target=\"_blank\">http://jobsearch.about.com/cs/networking/a/networking.htm</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Cold Calling\"]\r\n\r\n<a href=\"http://www.careerbuilder.com/Article/CB-1405-Job-Search-Try-Cold-Calling-in-Your-Job-Search/\" target=\"_blank\">http://www.careerbuilder.com/Article/CB-1405-Job-Search-Try-Cold-Calling-in-Your-Job-Search/</a>\r\n\r\n<a href=\"http://jobstar.org/hidden/asher1.php\" target=\"_blank\">http://jobstar.org/hidden/asher1.php</a>\r\n\r\n<a href=\"http://www.ehow.com/how_6763162_cold-call-jobs.html\" target=\"_blank\">http://www.ehow.com/how_6763162_cold-call-jobs.html</a>\r\n\r\n[/accordion]\r\n\r\n&nbsp;\r\n\r\n<a name=\"Advice: Applying and Interviewing\"></a>\r\n<h3><strong>Advice: Applying and Interviewing</strong></h3>\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Phone Etiquette\"]\r\n\r\n<a href=\"http://www.quintcareers.com/phone_interview_etiquette.html\" target=\"_blank\">http://www.quintcareers.com/phone_interview_etiquette.html</a>\r\n\r\n<a href=\"http://royalresumeaz.com/blog/job-search-telephone-etiquette-6-basic-tips-it-seems-have-been-forgotten/\" target=\"_blank\">http://royalresumeaz.com/blog/job-search-telephone-etiquette-6-basic-tips-it-seems-have-been-forgotten/</a>\r\n\r\n<a href=\"http://www.modern-manners-and-etiquette.com/phone-interview-etiquette.html\" target=\"_blank\">http://www.modern-manners-and-etiquette.com/phone-interview-etiquette.html</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Email Etiquette\"]\r\n\r\n<a href=\"http://jobsearch.about.com/od/jobsearchtips/a/jobsearchemail.htm\" target=\"_blank\">http://jobsearch.about.com/od/jobsearchtips/a/jobsearchemail.htm</a>\r\n\r\n<a href=\"http://www.job-hunt.org/onlinejobsearchguide/article_e-mail_etiquette.shtml\" target=\"_blank\">http://www.job-hunt.org/onlinejobsearchguide/article_e-mail_etiquette.shtml</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/jobsearchemail/tp/jobsearchemail.htm\" target=\"_blank\">http://jobsearch.about.com/od/jobsearchemail/tp/jobsearchemail.htm</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Resumes\"]\r\n\r\n<a href=\"http://careerpotential.com/online-search-tools/\" target=\"_blank\">http://careerpotential.com/online-search-tools/</a>    (Tell Jacqui that Dana sent you!)\r\n\r\n<a href=\"http://updateyourresume.net/\" target=\"_blank\">http://updateyourresume.net/</a>\r\n\r\n<a href=\"http://www.bing.com/search?q=resume+templates&amp;qs=AS&amp;form=QBLH&amp;pq=resume&amp;sc=8-6&amp;sp=1&amp;sk\" target=\"_blank\">http://www.bing.com/search?q=resume+templates&amp;qs=AS&amp;form=QBLH&amp;pq=resume&amp;sc=8-6&amp;sp=1&amp;sk</a>\r\n\r\n<a href=\"http://www.bing.com/search?q=resume+builder&amp;qs=AS&amp;form=QBLH&amp;pq=resume+&amp;sc=8-7&amp;sp=3&amp;sk=AS2\" target=\"_blank\">http://www.bing.com/search?q=resume+builder&amp;qs=AS&amp;form=QBLH&amp;pq=resume+&amp;sc=8-7&amp;sp=3&amp;sk=AS2</a>\r\n\r\n<a href=\"http://www.bing.com/search?q=resume+keywords+by+industry&amp;qs=AS&amp;form=QBRE&amp;pq=resume+keywords&amp;sc=8-15&amp;sp=5&amp;sk=AS4\" target=\"_blank\">http://www.bing.com/search?q=resume+keywords+by+industry&amp;qs=AS&amp;form=QBRE&amp;pq=resume+keywords&amp;sc=8-15&amp;sp=5&amp;sk=AS4</a>\r\n\r\n<a href=\"http://www.ehow.com/how_4611208_use-industry-keywords-resume.html\" target=\"_blank\">http://www.ehow.com/how_4611208_use-industry-keywords-resume.html</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Applications\"]\r\n\r\n<a href=\"http://jobsearch.about.com/od/jobapplications/qt/jobapplicationtips.htm\" target=\"_blank\">http://jobsearch.about.com/od/jobapplications/qt/jobapplicationtips.htm</a>\r\n\r\n<a href=\"http://www.quintcareers.com/job_applications.html\" target=\"_blank\">http://www.quintcareers.com/job_applications.html</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/jobapplications/Job_Applications.htm\" target=\"_blank\">http://jobsearch.about.com/od/jobapplications/Job_Applications.htm</a>\r\n\r\n<a href=\"http://www.yourofficecoach.com/Topics/jobhuntingonthejob.htm\" target=\"_blank\">http://www.yourofficecoach.com/Topics/jobhuntingonthejob.htm</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Cover Letters\"]\r\n\r\n<a href=\"http://jobsearch.about.com/od/coverletters/Cover_Letters.htm\" target=\"_blank\">http://jobsearch.about.com/od/coverletters/Cover_Letters.htm</a>\r\n\r\n<a href=\"http://www.bestcoverletters.com/\" target=\"_blank\">http://www.bestcoverletters.com/</a>\r\n\r\n<a href=\"http://jobs.aol.com/articles/2012/08/17/is-the-cover-letter-obsolete/\" target=\"_blank\">http://jobs.aol.com/articles/2012/08/17/is-the-cover-letter-obsolete/</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Interviewing\"]\r\n\r\n<a href=\"http://career-advice.monster.com/job-interview/Interview-Questions/100-Potential-Interview-Questions/article.aspx\" target=\"_blank\">http://career-advice.monster.com/job-interview/Interview-Questions/100-Potential-Interview-Questions/article.aspx</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/interviewquestionsanswers/a/interviewquest.htm\" target=\"_blank\">http://jobsearch.about.com/od/interviewquestionsanswers/a/interviewquest.htm</a>\r\n\r\n<a href=\"http://www.interviewstrategies.com/\" target=\"_blank\">http://www.interviewstrategies.com/</a>\r\n\r\n<a href=\"http://www.quintcareers.com/interview_questions.html\" target=\"_blank\">http://www.quintcareers.com/interview_questions.html</a>\r\n\r\n[/accordion]\r\n\r\n[accordion state=\"closed\" color=\"gray\" tag=\"h3\" title=\"Thank You and Follow-Up\"]\r\n\r\n<a href=\"http://www.quintcareers.com/interview_follow-up-dos-donts.html\" target=\"_blank\">http://www.quintcareers.com/interview_follow-up-dos-donts.html</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/morejobletters/a/followupletter.htm\" target=\"_blank\">http://jobsearch.about.com/od/morejobletters/a/followupletter.htm</a>\r\n\r\n<a href=\"http://jobsearch.about.com/od/interviewsnetworking/a/intfollowup.htm\" target=\"_blank\">http://jobsearch.about.com/od/interviewsnetworking/a/intfollowup.htm</a>\r\n\r\n&nbsp;\r\n\r\n[/accordion]\r\n\r\n&nbsp;\r\n<div id=\"nuan_ria_plugin\"></div>\r\n<div id=\"nuan_ria_plugin\"></div>\r\n<div id=\"nuan_ria_plugin\"></div>\r\n<div id=\"nuan_ria_plugin\"></div>\r\n<div id=\"nuan_ria_plugin\"></div>\r\n<div id=\"nuan_ria_plugin\"></div>\r\n<div id=\"nuan_ria_plugin\"></div>','Job Search Web Resources - Free links to help you with every step of your search','','inherit','open','open','','883-revision-v1','','','2015-08-10 00:19:59','2015-08-10 00:19:59','',883,'http://www.danamanciagli.com/883-revision-v1/',0,'revision','',0),(5264,8264,'2015-08-17 15:18:50','2015-08-17 15:18:50','5 real ways to help women avoid a mid-career stall','5 real ways to help women avoid a mid-career stall','5 real ways to help women avoid a mid-career stall','inherit','open','open','','5-real-ways-to-help-women-avoid-a-mid-career-stall','','','2015-08-17 15:19:10','2015-08-17 15:19:10','',5262,'http://www.danamanciagli.com/wp-content/uploads/2015/08/5-real-ways-to-help-women-avoid-a-mid-career-stall.jpg',0,'attachment','image/jpeg',0),(5265,8264,'2015-08-17 15:19:38','2015-08-17 15:19:38','[caption id=\"attachment_5264\" align=\"alignright\" width=\"247\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/5-real-ways-to-help-women-avoid-a-mid-career-stall.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/5-real-ways-to-help-women-avoid-a-mid-career-stall-247x300.jpg\" alt=\"5 real ways to help women avoid a mid-career stall\" width=\"247\" height=\"300\" class=\"size-medium wp-image-5264\" /></a> 5 real ways to help women avoid a mid-career stall[/caption]<p>It’s become clear that women in leadership at the highest levels are good for corporate America, from delivering higher shareholder value to improving philanthropic efforts.</p>\r\n\r\n<p>Yet little progress has been made toward creating gender diversity in the C-suite and on corporate boards. While that’s alarming, what has everyone scratching their heads is the lack of progress despite the sincere and substantial efforts of employers to address it.</p>\r\n\r\n<p>While many leading companies have a number of women-in-leadership initiatives in place at any given moment, those companies don\'t seem to be achieving the goal of consistently moving women into key decision-making and leadership roles, which have the most impact on business success.</p>\r\n\r\n<p>So what, or who, is to blame?</p>\r\n\r\n<p>There is no simple answer to solving this complex issue. However, new research from one of the largest staffing companies in the world, Randstad, and leading talent assessment company XBInsight, sheds light on where and why women may experience mid-career stall in their career journeys.</p>\r\n\r\n<p>Here are five impactful, data-driven initiatives that companies can put in place to move more women to higher ranks.</p>\r\n\r\n<p><strong>1. Take a lesson from “middle-child syndrome”</strong></p>\r\n\r\n<p>There are striking similarities between what psychologists term “the middle-child syndrome” and what happens during the mid-career of female professionals. Consider some common sentiments among middle children: They often feel ignored or have to try a little harder to be heard, and they don’t get enough praise compared to their siblings.</p>\r\n\r\n<p>Could the same forces be at play when it comes to women’s career progression? Evidence supports the occurrence of a substantial stall in women’s mid-career phase. Catalyst, a leading nonprofit organization, estimates that entry-level women represent 53 percent of new hires, but at the vice president/senior executive level, the number drops nearly in half, to 26 percent.</p>\r\n\r\n<p><strong>2. Capitalize on a high interest in leadership</strong></p>\r\n\r\n<p>While the ratio of women to men shrinks as they progress up the career ladder, women’s interest in being leaders actually increases as they move from entry level to middle management.</p>\r\n\r\n<p>A survey by McKinsey shows a significant increase in desire to move to the next level, have a leadership role, and aspire to be in top management. In fact, 83 percent of mid-level women have a strong desire to move up to a higher level in their companies.</p>\r\n\r\n<p><strong>3. Better equip female managers and directors with key executive-level skills</strong></p>\r\n\r\n<p>According to Randstad’s research with assessment partner XBInsight, several top competencies are associated with high-performing executives based on thousands of benchmark data points. Among them are three core competencies or skills in which female managers and directors score significantly lower as compared to male executives: demonstrating financial acumen, exuding executive presence, and managing risk.</p>\r\n\r\n<p>On average, female managers and directors score in the below-average range relative to executive norms and show a 10 to 15 percentile gap in their scores for demonstrating financial acumen and exuding executive presence. The same group scores seven to 13 percentile points lower when it comes to managing risk.</p>\r\n\r\n<p>Leading organizations utilize ongoing talent assessments to measure and address competency gaps and to identify areas for development and training. By identifying these opportunities in a timely manner, employers can more effectively ready their female leaders for future positions.</p>\r\n\r\n<p><strong>4. Give women equal access to projects that matter</strong></p>\r\n\r\n<p>In addition to development and training to address skill gaps, it is critical for women to have on-the-job opportunities and access to projects that build these skills. A research program conducted by Catalyst further supports the premise that mid-career women are not working on the right projects to allow for on-the-job experience in demonstrating financial acumen, exuding executive presence, and managing risk.</p>\r\n\r\n<p>In fact, the Catalyst report found that men reported their project budgets to be more than twice the budgets of women’s projects. One-third of men reported getting C-suite visibility to a very great extent while working on projects compared to only one quarter of women, and significantly more men reported that their projects involved a higher level of risk to their companies than did women.</p>\r\n\r\n<p>To really move the dial on gender diversity at the highest levels, opportunities afforded to high-potential women must be comparable in size, scope and relative importance to the organization as those afforded to men.</p>\r\n\r\n<p><strong>5. Move from good intentions to meaningful actions</strong></p>\r\n\r\n<p>Organizations must begin to dig deeper to uncover the specific reasons why their companies aren’t successfully fostering women leaders. Randstad and XBInsight believe there is hard evidence suggesting more focus needs to be placed on women in their mid-career stages. Are they plateauing? Are they not being promoted effectively? Are they being assessed and developed to prepare them for executive posts? Are they given equal opportunities to put those skills into action with real, visible, and meaningful projects?</p>\r\n\r\n<p>With a powerful combination of assessments, development programs and real access to visible, meaningful projects and positions during the crucial mid-career stage, companies can truly achieve gender diversity at the highest levels and benefit from the many positive outcomes women executives can deliver.</p>','5 real ways to help women avoid a mid-career stall','','inherit','open','open','','5262-revision-v1','','','2015-08-17 15:19:38','2015-08-17 15:19:38','',5262,'http://www.danamanciagli.com/5262-revision-v1/',0,'revision','',0),(5266,8311,'2015-08-31 03:24:17','2015-08-31 03:24:17','[caption id=\"attachment_5267\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Climb-your-career-ladder-strategically-with-these-5-steps.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Climb-your-career-ladder-strategically-with-these-5-steps-200x300.jpg\" alt=\"Climb your career ladder strategically with these 5 steps\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5267\" /></a> Climb your career ladder strategically with these 5 steps[/caption]<p>The best managers know when it’s time to reward you with a pay increase for a job well done. But what if your salary hasn’t gone up in a while? What if you feel like you should be making more?</p>\r\n\r\n<p>Don’t bail out! Now may be a good time to ask your boss for more money, a bigger title, extended benefits or additional perks.</p>\r\n\r\n<p>Nearly eight in 10 chief financial officers (CFOs) polled in a <a href=\"http://accountemps.rhi.mediaroom.com/index.php?s=189&item=1747\" target=\"_blank\">new survey</a> by Accountemps said they are taking steps to boost employee retention as the economy continues to recover. And they’re doing so in a variety of ways.</p>\r\n\r\n<p>The study, which polled more than 2,200 CFOs in the U.S., asked executives what steps they are taking or plan to take to prevent staff from jumping ship. Their responses suggest the rewards to workers willing to stay the course with their current employer could be great. Here’s how:</p>\r\n\r\n<p><strong>1. Climb the ladder</strong></p>\r\n\r\n<p>With 63 percent of CFOs surveyed indicating that they are, or will be, promoting top performers to keep their teams intact, you may be in the running for a new-and-improved role. Consider sitting down with your manager to discuss your past performance and future goals — and how they could align with an opportunity for promotion within the company.</p>\r\n\r\n<p><strong>2. Make more dough</strong></p>\r\n\r\n<p>Fifty-two percent of executives interviewed by Accountemps revealed that raising salaries is part of their employee retention plan. If you haven’t been offered a bump in pay, but feel the time is right to negotiate, preparing your case ahead of time and broaching the subject with your boss in a professional manner will greatly improve your chances of success.</p>\r\n\r\n<p><strong>3. Enhance your skills</strong></p>\r\n\r\n<p>Among managers polled, 50 percent pointed to increased investment in professional development or training programs as a top retention strategy. If you’ve been looking for a way to sharpen your skills, your employer could be agreeable to the idea — particularly if you can show how enhancing your knowledge and abilities in a certain area would benefit the bottom line.</p>\r\n\r\n<p><strong>4. Top off your benefits</strong></p>\r\n\r\n<p>If it isn’t in your boss’s budget to incent you financially at this time, he or she may be open to discussing other ways to keep you happy and engaged at work. Benefits from improved health coverage to enhanced retirement packages to extra vacation time may be perks you’ll appreciate as much as a padded paycheck.</p>\r\n\r\n<p><strong>5. Get a (bigger) bonus</strong></p>\r\n\r\n<p>About 32 percent of executives surveyed said they plan to reinstate or increase bonuses for their employees in an effort to retain top talent. This is a big reason to stay the course. Bonus pay is often provided to staff members who show long-term, steady and positive commitment to the company. The longer you are a loyal (and hard-working) employee, the more you may receive.</p>\r\n\r\n<p>Now that there’s a good chance employee retention is on your manager’s mind, you may find yourself enjoying the fruits of your hard work sooner than you thought.</p>','Climb your career ladder strategically with these 5 steps','','publish','open','open','','climb-your-career-ladder-strategically-with-these-5-steps','','','2015-08-17 15:32:35','2015-08-17 15:32:35','',0,'http://www.danamanciagli.com/?p=5266',0,'post','',0),(5267,8264,'2015-08-17 15:27:13','2015-08-17 15:27:13','Climb your career ladder strategically with these 5 steps','Climb your career ladder strategically with these 5 steps','Climb your career ladder strategically with these 5 steps','inherit','open','open','','climb-your-career-ladder-strategically-with-these-5-steps','','','2015-08-17 15:27:33','2015-08-17 15:27:33','',5266,'http://www.danamanciagli.com/wp-content/uploads/2015/08/Climb-your-career-ladder-strategically-with-these-5-steps.jpg',0,'attachment','image/jpeg',0),(5268,8264,'2015-08-17 15:29:25','2015-08-17 15:29:25','[caption id=\"attachment_5267\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Climb-your-career-ladder-strategically-with-these-5-steps.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Climb-your-career-ladder-strategically-with-these-5-steps-200x300.jpg\" alt=\"Climb your career ladder strategically with these 5 steps\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5267\" /></a> Climb your career ladder strategically with these 5 steps[/caption]<p>The best managers know when it’s time to reward you with a pay increase for a job well done. But what if your salary hasn’t gone up in a while? What if you feel like you should be making more?</p>\r\n\r\n<p>Don’t bail out! Now may be a good time to ask your boss for more money, a bigger title, extended benefits or additional perks.</p>\r\n\r\n<p>Nearly eight in 10 chief financial officers (CFOs) polled in a <a href=\"http://accountemps.rhi.mediaroom.com/index.php?s=189&item=1747\" target=\"_blank\">new survey</a> by Accountemps said they are taking steps to boost employee retention as the economy continues to recover. And they’re doing so in a variety of ways.</p>\r\n\r\n<p>The study, which polled more than 2,200 CFOs in the U.S., asked executives what steps they are taking or plan to take to prevent staff from jumping ship. Their responses suggest the rewards to workers willing to stay the course with their current employer could be great. Here’s how:</p>\r\n\r\n<p><strong>1. Climb the ladder</strong></p>\r\n\r\n<p>With 63 percent of CFOs surveyed indicating that they are, or will be, promoting top performers to keep their teams intact, you may be in the running for a new-and-improved role. Consider sitting down with your manager to discuss your past performance and future goals — and how they could align with an opportunity for promotion within the company.</p>\r\n\r\n<p><strong>2. Make more dough</strong></p>\r\n\r\n<p>Fifty-two percent of executives interviewed by Accountemps revealed that raising salaries is part of their employee retention plan. If you haven’t been offered a bump in pay, but feel the time is right to negotiate, preparing your case ahead of time and broaching the subject with your boss in a professional manner will greatly improve your chances of success.</p>\r\n\r\n<p><strong>3. Enhance your skills</strong></p>\r\n\r\n<p>Among managers polled, 50 percent pointed to increased investment in professional development or training programs as a top retention strategy. If you’ve been looking for a way to sharpen your skills, your employer could be agreeable to the idea — particularly if you can show how enhancing your knowledge and abilities in a certain area would benefit the bottom line.</p>\r\n\r\n<p><strong>4. Top off your benefits</strong></p>\r\n\r\n<p>If it isn’t in your boss’s budget to incent you financially at this time, he or she may be open to discussing other ways to keep you happy and engaged at work. Benefits from improved health coverage to enhanced retirement packages to extra vacation time may be perks you’ll appreciate as much as a padded paycheck.</p>\r\n\r\n<p><strong>5. Get a (bigger) bonus</strong></p>\r\n\r\n<p>About 32 percent of executives surveyed said they plan to reinstate or increase bonuses for their employees in an effort to retain top talent. This is a big reason to stay the course. Bonus pay is often provided to staff members who show long-term, steady and positive commitment to the company. The longer you are a loyal (and hard-working) employee, the more you may receive.</p>\r\n\r\n<p>Now that there’s a good chance employee retention is on your manager’s mind, you may find yourself enjoying the fruits of your hard work sooner than you thought.</p>','Climb your career ladder strategically with these 5 steps','','inherit','open','open','','5266-revision-v1','','','2015-08-17 15:29:25','2015-08-17 15:29:25','',5266,'http://www.danamanciagli.com/5266-revision-v1/',0,'revision','',0),(5269,8311,'2015-09-02 03:46:09','2015-09-02 03:46:09','[caption id=\"attachment_5270\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-steps-to-building-a-healthy-organization.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-steps-to-building-a-healthy-organization-300x200.jpg\" alt=\"3 steps to building a healthy organization\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5270\" /></a> 3 steps to building a healthy organization[/caption]\r\n\r\n<p>When a CEO first joins a company, the big question is always where to focus. There are likely refinements that need to be made to the product, brand and internal processes.</p>\r\n\r\n<p>Each of these improvements matter, but for Stephanie Newby, who joined Crimson Hexagon as CEO in 2012, the true priority is organizational health.</p>\r\n\r\n<p>According to Newby, if your organization can’t execute and your leaders don’t trust one another, how can you expect to achieve meaningful progress?</p>\r\n\r\n<p>Developing a healthy organization entails cultivating a high-performing leadership team that trusts one another, and then empowering that team to foster direct and clear communication among their departments.</p>\r\n\r\n<p>“Organizational health enables individuals to enjoy the fun that comes from being part of a true team dynamic rather than flying solo,” said Newby. “Ultimately, the goal is for every member of a company to have the chance to experience that fun.”</p>\r\n\r\n<p><strong>1. Get the right management team on board</strong></p>\r\n\r\n<p>Leaders who want to cultivate healthy organizations should begin by surrounding themselves with high-performing executive management teams. Getting to this point necessitates finding the type of leaders who can thrive in a healthy environment.</p>\r\n\r\n<p>Specifically, Newby recommends looking for people with emotional intelligence who understand how to listen, confront conflict and accept feedback. It’s critical to be crystal clear about how the leadership team will operate and the level of transparency necessary to make that happen, so that anyone who doesn’t feel comfortable with that type of environment can choose to leave on his or her own accord. After all, she said, “If you’re not happy in a situation, why on earth would you stay?”</p>\r\n\r\n<p><strong>2. Help the management team build trust and master conflict</strong></p>\r\n\r\n<p>Hiring the right people is just the first step to cultivating a high-performance team. Newby believes that the next step is to get the team to a place where they begin reporting to each other, rather than function as individuals who report to a boss. This shift in accountability requires team members to truly trust one another, which is the foundation of learning how to master conflict, a concept she learned about in Patrick Lennon’s book, The Advantage: Why Organizational Health Trumps Everything Else in Business.</p>\r\n\r\n<p>But how exactly do you get your leadership team to that point? Newby suggests running regular exercises with the management team to cultivate a conscious development of trust over time. For example, she once asked members of her executive team to share one thing they liked about how she operated and one thing they would like her to change by writing short bullet points on a white board. These types of exercises give everyone on the team a deeper understanding of what motivates and drives his or her colleagues.</p>\r\n\r\n<p>Newby also recommends facilitating workshops that focus on finding ways to identify conflict as it occurs, discuss the emotions driving that conflict, and work through it on the spot. Effective leaders need to be aware of the second dimension of the conversation — reading between the lines to understand where conflict may be festering, even when it’s not overt.</p>\r\n\r\n<p>That means being in touch with things like body language, who’s talking and who’s not, and tone of voice. “The key is to call those moments out, and give your team the space and permission to work through them, rather than try to deal with it later, or to assume that things will get better on their own,” she noted.</p>\r\n\r\n<p><strong>3. Communicate and reinforce clarity</strong></p>\r\n\r\n<p>Once trust and conflict are mastered among the executive team members, the next phase of organizational health is to transfer that approach throughout the company, with an emphasis on communicating and reinforcing clarity. This requires department leaders to not only create effective channels for communication transparency, but also to constantly be on the lookout for signs of conflict and misalignment.</p>\r\n\r\n<p>In addition, it’s important to have metrics in place that can help leaders measure the health of their organizations. “Reduced attrition is a key indicator of success, which is one of the reasons why I’m so invested in organizational health in the first place,” Newby said.</p>\r\n\r\n<p>Building a healthy organization doesn’t happen overnight. However, in today’s market, it can be a valuable investment in time for leaders who want to increase organizational productivity, improve company culture, and retain a first-class workforce.</p>','3 steps to building a healthy organization','','publish','open','open','','3-steps-to-building-a-healthy-organization','','','2015-08-17 15:54:40','2015-08-17 15:54:40','',0,'http://www.danamanciagli.com/?p=5269',0,'post','',0),(5270,8264,'2015-08-17 15:50:13','2015-08-17 15:50:13','3 steps to building a healthy organization','3 steps to building a healthy organization','3 steps to building a healthy organization','inherit','open','open','','3-steps-to-building-a-healthy-organization','','','2015-08-17 15:50:28','2015-08-17 15:50:28','',5269,'http://www.danamanciagli.com/wp-content/uploads/2015/08/3-steps-to-building-a-healthy-organization.jpg',0,'attachment','image/jpeg',0),(5271,8264,'2015-08-17 15:53:14','2015-08-17 15:53:14','[caption id=\"attachment_5270\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-steps-to-building-a-healthy-organization.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-steps-to-building-a-healthy-organization-300x200.jpg\" alt=\"3 steps to building a healthy organization\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5270\" /></a> 3 steps to building a healthy organization[/caption]\r\n\r\n<p>When a CEO first joins a company, the big question is always where to focus. There are likely refinements that need to be made to the product, brand and internal processes.</p>\r\n\r\n<p>Each of these improvements matter, but for Stephanie Newby, who joined Crimson Hexagon as CEO in 2012, the true priority is organizational health.</p>\r\n\r\n<p>According to Newby, if your organization can’t execute and your leaders don’t trust one another, how can you expect to achieve meaningful progress?</p>\r\n\r\n<p>Developing a healthy organization entails cultivating a high-performing leadership team that trusts one another, and then empowering that team to foster direct and clear communication among their departments.</p>\r\n\r\n<p>“Organizational health enables individuals to enjoy the fun that comes from being part of a true team dynamic rather than flying solo,” said Newby. “Ultimately, the goal is for every member of a company to have the chance to experience that fun.”</p>\r\n\r\n<p><strong>1. Get the right management team on board</strong></p>\r\n\r\n<p>Leaders who want to cultivate healthy organizations should begin by surrounding themselves with high-performing executive management teams. Getting to this point necessitates finding the type of leaders who can thrive in a healthy environment.</p>\r\n\r\n<p>Specifically, Newby recommends looking for people with emotional intelligence who understand how to listen, confront conflict and accept feedback. It’s critical to be crystal clear about how the leadership team will operate and the level of transparency necessary to make that happen, so that anyone who doesn’t feel comfortable with that type of environment can choose to leave on his or her own accord. After all, she said, “If you’re not happy in a situation, why on earth would you stay?”</p>\r\n\r\n<p><strong>2. Help the management team build trust and master conflict</strong></p>\r\n\r\n<p>Hiring the right people is just the first step to cultivating a high-performance team. Newby believes that the next step is to get the team to a place where they begin reporting to each other, rather than function as individuals who report to a boss. This shift in accountability requires team members to truly trust one another, which is the foundation of learning how to master conflict, a concept she learned about in Patrick Lennon’s book, The Advantage: Why Organizational Health Trumps Everything Else in Business.</p>\r\n\r\n<p>But how exactly do you get your leadership team to that point? Newby suggests running regular exercises with the management team to cultivate a conscious development of trust over time. For example, she once asked members of her executive team to share one thing they liked about how she operated and one thing they would like her to change by writing short bullet points on a white board. These types of exercises give everyone on the team a deeper understanding of what motivates and drives his or her colleagues.</p>\r\n\r\n<p>Newby also recommends facilitating workshops that focus on finding ways to identify conflict as it occurs, discuss the emotions driving that conflict, and work through it on the spot. Effective leaders need to be aware of the second dimension of the conversation — reading between the lines to understand where conflict may be festering, even when it’s not overt.</p>\r\n\r\n<p>That means being in touch with things like body language, who’s talking and who’s not, and tone of voice. “The key is to call those moments out, and give your team the space and permission to work through them, rather than try to deal with it later, or to assume that things will get better on their own,” she noted.</p>\r\n\r\n<p><strong>3. Communicate and reinforce clarity</strong></p>\r\n\r\n<p>Once trust and conflict are mastered among the executive team members, the next phase of organizational health is to transfer that approach throughout the company, with an emphasis on communicating and reinforcing clarity. This requires department leaders to not only create effective channels for communication transparency, but also to constantly be on the lookout for signs of conflict and misalignment.</p>\r\n\r\n<p>In addition, it’s important to have metrics in place that can help leaders measure the health of their organizations. “Reduced attrition is a key indicator of success, which is one of the reasons why I’m so invested in organizational health in the first place,” Newby said.</p>\r\n\r\n<p>Building a healthy organization doesn’t happen overnight. However, in today’s market, it can be a valuable investment in time for leaders who want to increase organizational productivity, improve company culture, and retain a first-class workforce.</p>','3 steps to building a healthy organization','','inherit','open','open','','5269-revision-v1','','','2015-08-17 15:53:14','2015-08-17 15:53:14','',5269,'http://www.danamanciagli.com/5269-revision-v1/',0,'revision','',0),(5272,8311,'2015-09-07 02:55:06','2015-09-07 02:55:06','[caption id=\"attachment_5273\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers-200x300.jpg\" alt=\"Why today&#039;s economy is working for millennials and not so much for boomers\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5273\" /></a> Why today\'s economy is working for millennials and not so much for boomers[/caption]<p>Americans have many reasons to be excited when it comes to the current state of the economy.</p>\r\n\r\n<p>The national unemployment rate is at a seven-year low, and the country has had several successive months of job growth across a number of different industries. According to <a href=\"https://blog.udemy.com/everyones-feeling-the-economic-upturn-except-for-boomers/\" target=\"_blank\">new data released by Udemy</a>, the leading global marketplace for learning and teaching online, 83 percent of Americans feel very or somewhat secure in their current jobs, and many are optimistic about the upward trajectory of their careers.</p>\r\n\r\n<p>But the survey also revealed millennials benefit the most from today’s economy, while boomers are left behind.</p>\r\n\r\n<p>The Udemy data shows that nearly 80 percent of millennials believe they’ll see a salary increase this year compared to 58 percent of boomers who believe the same. The vast majority of millennials also reported they made more money in 2014 than they did in 2013. Significantly fewer boomers (66 percent) said the same.</p>\r\n\r\n<p>So what gives? Boomers are more experienced workers, which you would think would put them in a better position to thrive in an economic upswing. Here are three reasons why the reality is not so simple:</p>\r\n\r\n<p><strong>1. Millennials are forcing workplaces to cater to their preferences</strong></p>\r\n\r\n<p>Millennials are now the largest generation in the workforce and companies are making concerted efforts to meet their needs. Studies show millennials seek collaborative work environments where they can receive constant feedback and mentorship, while boomers prefer a structured system where they receive feedback at predictable times.</p>\r\n\r\n<p>Rather than wanting constant feedback, boomers tend to have the mindset of “give me my objectives and get out of my way.” According to a recent poll conducted by MTV, 80 percent of millennials said they want regular feedback from their managers, and 75 percent yearn for mentorship.</p>\r\n\r\n<p>Additionally, millennials care about working at an organization that makes an impact. Millennials are more concerned with corporate social responsibility than any other generation, ranking issues of hunger and poverty, the environment, human rights and education as most important.</p>\r\n\r\n<p>Millennials also have a lot to give back to their employers. More than 74 percent of non-millennials agree that millennials have valuable skills and insights to offer. Millennials grew up with technology that the older generations didn’t have and are used to multitasking and working on their own schedules. While new entrants to the workforce still have much to learn from older generations, they will continue to benefit from the growing economy as the workforce adapts to meet their needs.</p>\r\n\r\n<p><strong>2. Millennials dominate the sharing economy</strong></p>\r\n\r\n<p>The growing economy is giving millennials many opportunities to get creative with how they make money. According to the Udemy survey, half of all respondents said the sharing economy is a good source of income, but boomers are generally more pessimistic about it. About 27 percent of boomers think sharing economy jobs lack prestige and 24 percent think they are only for unskilled work. That’s compared to 10 percent of millennials who answered those questions in the same way.</p>\r\n\r\n<p>Of the individuals who said they have earned money through the sharing economy, 76 percent are millennials compared to just 17 percent of Gen Xers and 7 percent of boomers. Not to mention, 69 percent of millennials feel the country would be better off with more self-employment, compared to just 44 percent of boomers.</p>\r\n\r\n<p>Freelance workers now make up 34 percent of the workforce and that number is projected to increase by another 50 percent in the next five years. As millennials opt for more flexible careers, they will continue to benefit from the rise of the freelance economy.</p>\r\n\r\n<p><strong>3. Millennials prioritize work-life balance and it’s paying off</strong></p>\r\n\r\n<p>It’s no secret that millennials prioritize work-life balance above most everything else in the workplace. Companies have had to adjust many of their policies to create an inviting environment for younger workers. Many employers are implementing unlimited paid vacation policies and results-only work environments, where employees are only measured by their results, not the amount of time they spend in the office.</p>\r\n\r\n<p>It’s been difficult for many boomers to cope with these changing policies. According to the <a href=\"http://www.huffingtonpost.com/cathy-leibow/worklife-balance-for-the-_1_b_5992766.html\" target=\"_blank\">U.S. President’s Study of Work-Life Balance</a>, 80 percent of baby boomers report moderate to high levels of stress because they routinely sacrifice family and personal time for their employers, despite new work-life balance policies. In addition to handling the stress of senior-level positions, many boomers face health issues or care for aging family members.</p>\r\n\r\n<p>Studies show that a lack of work-life balance leads to disengagement and absenteeism. While older generations viewed work-life balance as a “nice to have,” millennials view work-life balance as a “must have.” Employees who take advantage of new company policies that encourage work-life balance, most often millennials, are happier and more productive. Three in four millennials say work-life balance drives their career choices. Ultimately, this is helping millennials advance their careers and make the most of the current environment.</p>\r\n\r\n<p>There are several factors that play into why millennials are outpacing older generations in the growing economy. Many of these factors have to do with how the current workplace is adapting to meet their needs and millennials’ willingness to take advantage of opportunities outside traditional 9-to-5 work. Millennials are seeing the most benefits from the booming economy, and have much to look forward to as they continue to forge ahead in their careers.</p>\r\n\r\n<p><strong>4. Boomers don’t need to get left behind.</strong></p>\r\n\r\n<p>While it’s true that times are changing, the boomer generation has much to contribute to the growing economy and today’s workplace.</p>\r\n\r\n<p>Tactics to stay in the game:</p>\r\n<ul>\r\n<li>Get fit, stay fit, and create your own work-life balance.</li>\r\n<li>Upgrade your tech tools — phone, tablet, laptop — and be sure you can use them and all the appropriate apps.</li>\r\n<li>Willingly and skillfully mentor the younger generations and generously impart your wealth of knowledge.</li>\r\n</ul>','Why today\'s economy is working for millennials (and not so much for boomers)','','publish','open','open','','why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers','','','2015-08-17 16:04:00','2015-08-17 16:04:00','',0,'http://www.danamanciagli.com/?p=5272',0,'post','',0),(5273,8264,'2015-08-17 16:01:28','2015-08-17 16:01:28','Why today\'s economy is working for millennials and not so much for boomers','Why today\'s economy is working for millennials and not so much for boomers','Why today\'s economy is working for millennials and not so much for boomers','inherit','open','open','','why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers','','','2015-08-17 16:01:47','2015-08-17 16:01:47','',5272,'http://www.danamanciagli.com/wp-content/uploads/2015/08/Why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers.jpg',0,'attachment','image/jpeg',0),(5274,8264,'2015-08-17 16:03:02','2015-08-17 16:03:02','[caption id=\"attachment_5273\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/Why-todays-economy-is-working-for-millennials-and-not-so-much-for-boomers-200x300.jpg\" alt=\"Why today&#039;s economy is working for millennials and not so much for boomers\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5273\" /></a> Why today\'s economy is working for millennials and not so much for boomers[/caption]<p>Americans have many reasons to be excited when it comes to the current state of the economy.</p>\r\n\r\n<p>The national unemployment rate is at a seven-year low, and the country has had several successive months of job growth across a number of different industries. According to <a href=\"https://blog.udemy.com/everyones-feeling-the-economic-upturn-except-for-boomers/\" target=\"_blank\">new data released by Udemy</a>, the leading global marketplace for learning and teaching online, 83 percent of Americans feel very or somewhat secure in their current jobs, and many are optimistic about the upward trajectory of their careers.</p>\r\n\r\n<p>But the survey also revealed millennials benefit the most from today’s economy, while boomers are left behind.</p>\r\n\r\n<p>The Udemy data shows that nearly 80 percent of millennials believe they’ll see a salary increase this year compared to 58 percent of boomers who believe the same. The vast majority of millennials also reported they made more money in 2014 than they did in 2013. Significantly fewer boomers (66 percent) said the same.</p>\r\n\r\n<p>So what gives? Boomers are more experienced workers, which you would think would put them in a better position to thrive in an economic upswing. Here are three reasons why the reality is not so simple:</p>\r\n\r\n<p><strong>1. Millennials are forcing workplaces to cater to their preferences</strong></p>\r\n\r\n<p>Millennials are now the largest generation in the workforce and companies are making concerted efforts to meet their needs. Studies show millennials seek collaborative work environments where they can receive constant feedback and mentorship, while boomers prefer a structured system where they receive feedback at predictable times.</p>\r\n\r\n<p>Rather than wanting constant feedback, boomers tend to have the mindset of “give me my objectives and get out of my way.” According to a recent poll conducted by MTV, 80 percent of millennials said they want regular feedback from their managers, and 75 percent yearn for mentorship.</p>\r\n\r\n<p>Additionally, millennials care about working at an organization that makes an impact. Millennials are more concerned with corporate social responsibility than any other generation, ranking issues of hunger and poverty, the environment, human rights and education as most important.</p>\r\n\r\n<p>Millennials also have a lot to give back to their employers. More than 74 percent of non-millennials agree that millennials have valuable skills and insights to offer. Millennials grew up with technology that the older generations didn’t have and are used to multitasking and working on their own schedules. While new entrants to the workforce still have much to learn from older generations, they will continue to benefit from the growing economy as the workforce adapts to meet their needs.</p>\r\n\r\n<p><strong>2. Millennials dominate the sharing economy</strong></p>\r\n\r\n<p>The growing economy is giving millennials many opportunities to get creative with how they make money. According to the Udemy survey, half of all respondents said the sharing economy is a good source of income, but boomers are generally more pessimistic about it. About 27 percent of boomers think sharing economy jobs lack prestige and 24 percent think they are only for unskilled work. That’s compared to 10 percent of millennials who answered those questions in the same way.</p>\r\n\r\n<p>Of the individuals who said they have earned money through the sharing economy, 76 percent are millennials compared to just 17 percent of Gen Xers and 7 percent of boomers. Not to mention, 69 percent of millennials feel the country would be better off with more self-employment, compared to just 44 percent of boomers.</p>\r\n\r\n<p>Freelance workers now make up 34 percent of the workforce and that number is projected to increase by another 50 percent in the next five years. As millennials opt for more flexible careers, they will continue to benefit from the rise of the freelance economy.</p>\r\n\r\n<p><strong>3. Millennials prioritize work-life balance and it’s paying off</strong></p>\r\n\r\n<p>It’s no secret that millennials prioritize work-life balance above most everything else in the workplace. Companies have had to adjust many of their policies to create an inviting environment for younger workers. Many employers are implementing unlimited paid vacation policies and results-only work environments, where employees are only measured by their results, not the amount of time they spend in the office.</p>\r\n\r\n<p>It’s been difficult for many boomers to cope with these changing policies. According to the <a href=\"http://www.huffingtonpost.com/cathy-leibow/worklife-balance-for-the-_1_b_5992766.html\" target=\"_blank\">U.S. President’s Study of Work-Life Balance</a>, 80 percent of baby boomers report moderate to high levels of stress because they routinely sacrifice family and personal time for their employers, despite new work-life balance policies. In addition to handling the stress of senior-level positions, many boomers face health issues or care for aging family members.</p>\r\n\r\n<p>Studies show that a lack of work-life balance leads to disengagement and absenteeism. While older generations viewed work-life balance as a “nice to have,” millennials view work-life balance as a “must have.” Employees who take advantage of new company policies that encourage work-life balance, most often millennials, are happier and more productive. Three in four millennials say work-life balance drives their career choices. Ultimately, this is helping millennials advance their careers and make the most of the current environment.</p>\r\n\r\n<p>There are several factors that play into why millennials are outpacing older generations in the growing economy. Many of these factors have to do with how the current workplace is adapting to meet their needs and millennials’ willingness to take advantage of opportunities outside traditional 9-to-5 work. Millennials are seeing the most benefits from the booming economy, and have much to look forward to as they continue to forge ahead in their careers.</p>\r\n\r\n<p><strong>4. Boomers don’t need to get left behind.</strong></p>\r\n\r\n<p>While it’s true that times are changing, the boomer generation has much to contribute to the growing economy and today’s workplace.</p>\r\n\r\n<p>Tactics to stay in the game:</p>\r\n<ul>\r\n<li>Get fit, stay fit, and create your own work-life balance.</li>\r\n<li>Upgrade your tech tools — phone, tablet, laptop — and be sure you can use them and all the appropriate apps.</li>\r\n<li>Willingly and skillfully mentor the younger generations and generously impart your wealth of knowledge.</li>\r\n</ul>','Why today\'s economy is working for millennials (and not so much for boomers)','','inherit','open','open','','5272-revision-v1','','','2015-08-17 16:03:02','2015-08-17 16:03:02','',5272,'http://www.danamanciagli.com/5272-revision-v1/',0,'revision','',0),(5275,8311,'2015-09-09 03:06:18','2015-09-09 03:06:18','[caption id=\"attachment_5276\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-keys-to-hiring-the-right-people.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-keys-to-hiring-the-right-people-300x199.jpg\" alt=\"3 keys to hiring the right people\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5276\" /></a> 3 keys to hiring the right people[/caption]<p>When a small business or startup begins to get bigger, what’s the first thing that happens to grow capacity and revenue? Hire more people.</p>\r\n\r\n<p>Hiring — especially the right people — is so important that Jason Whitman, senior vice president of client services for Indeed, says small business owners should be thinking about finding talent all the time, not just when they have immediate hiring needs.</p>\r\n\r\n<p>“With fewer HR resources at their disposal, small businesses and startups typically think about recruitment only when it’s time to hire, and that is a big mistake,\" said Whitman.</p>\r\n\r\n<p>As the labor market tightens and competition for the best candidates ramps up, Whitman suggests that small businesses embrace a “perpetual recruiting mode” to stay abreast of hiring and recruiting trends and to build brand presence among job seekers.</p>\r\n\r\n<p>Asked to weigh in on how small business owners can keep up with trends and job-search and hiring tactics, Whitman offers three ways to stay in the hunt for great talent.</p>\r\n\r\n<p><strong>1. Find the right keywords</strong></p>\r\n\r\n<p>In a recruiting landscape dominated by search engines, keywords are king. Titles, terms and skill descriptions help search engines match qualified candidates to positions that require their particular expertise.</p>\r\n\r\n<p>While catchy buzzword titles like “czar,” “ninja,” and even “Jedi,” might attract attention on job boards, they won’t put a job into relevant job seeker search results. For that to happen, you need to know what job seekers are looking for by learning how they promote themselves.</p>\r\n\r\n<p>The intervals between hiring activities provide hiring managers a chance to become familiar with the keywords that shape search behaviors in their industries. When the time comes, they will be prepared to craft incisive titles and job descriptions that will attract the right talent.</p>\r\n\r\n<p><strong>2. Zero in on soft skills</strong></p>\r\n\r\n<p>A more open-ended recruitment cycle also allows small business employers to learn more about candidates and get a better sense of their “soft skills,” including reliability, communication and problem-solving abilities.</p>\r\n\r\n<p>A recent survey of small business CEOs conducted by The Wall Street Journal and Vistage found that 90 percent of respondents have difficulty finding candidates with these important skills. By always being open to informational interviews and keeping in touch with interesting candidates, small businesses can get a sense of how responsive a candidate is and how he or she interacts with the team. Every interaction with a potential employee refines your concept of what constitutes the ideal hire.</p>\r\n\r\n<p><strong>3. Buff up your brand</strong></p>\r\n\r\n<p>In today’s era of search, the best candidates are doing more research on companies than ever before, going beyond job descriptions to get a sense of company culture. Managing and promoting your company profiles on sites like Indeed and Glassdoor ensure that job seekers are getting the best information on your company.</p>\r\n\r\n<p>The increase in popularity of search engines for jobs makes ongoing recruiting strategies easier than ever. Whether using search data to understand the job market or passively marketing your small business to job seekers through company web pages and employee reviews, growing businesses can develop a valuable pipeline of talent that will enable them to move quickly when it’s time to add to the team.</p>\r\n\r\n<p>Your job? Always be recruiting!</p>','3 keys to hiring the right people','','publish','open','open','','3-keys-to-hiring-the-right-people','','','2015-08-17 16:14:29','2015-08-17 16:14:29','',0,'http://www.danamanciagli.com/?p=5275',0,'post','',0),(5276,8264,'2015-08-17 16:11:14','2015-08-17 16:11:14','3 keys to hiring the right people','3 keys to hiring the right people','3 keys to hiring the right people','inherit','open','open','','3-keys-to-hiring-the-right-people','','','2015-08-17 16:11:36','2015-08-17 16:11:36','',5275,'http://www.danamanciagli.com/wp-content/uploads/2015/08/3-keys-to-hiring-the-right-people.jpg',0,'attachment','image/jpeg',0),(5277,8264,'2015-08-17 16:13:44','2015-08-17 16:13:44','[caption id=\"attachment_5276\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-keys-to-hiring-the-right-people.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/08/3-keys-to-hiring-the-right-people-300x199.jpg\" alt=\"3 keys to hiring the right people\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5276\" /></a> 3 keys to hiring the right people[/caption]<p>When a small business or startup begins to get bigger, what’s the first thing that happens to grow capacity and revenue? Hire more people.</p>\r\n\r\n<p>Hiring — especially the right people — is so important that Jason Whitman, senior vice president of client services for Indeed, says small business owners should be thinking about finding talent all the time, not just when they have immediate hiring needs.</p>\r\n\r\n<p>“With fewer HR resources at their disposal, small businesses and startups typically think about recruitment only when it’s time to hire, and that is a big mistake,\" said Whitman.</p>\r\n\r\n<p>As the labor market tightens and competition for the best candidates ramps up, Whitman suggests that small businesses embrace a “perpetual recruiting mode” to stay abreast of hiring and recruiting trends and to build brand presence among job seekers.</p>\r\n\r\n<p>Asked to weigh in on how small business owners can keep up with trends and job-search and hiring tactics, Whitman offers three ways to stay in the hunt for great talent.</p>\r\n\r\n<p><strong>1. Find the right keywords</strong></p>\r\n\r\n<p>In a recruiting landscape dominated by search engines, keywords are king. Titles, terms and skill descriptions help search engines match qualified candidates to positions that require their particular expertise.</p>\r\n\r\n<p>While catchy buzzword titles like “czar,” “ninja,” and even “Jedi,” might attract attention on job boards, they won’t put a job into relevant job seeker search results. For that to happen, you need to know what job seekers are looking for by learning how they promote themselves.</p>\r\n\r\n<p>The intervals between hiring activities provide hiring managers a chance to become familiar with the keywords that shape search behaviors in their industries. When the time comes, they will be prepared to craft incisive titles and job descriptions that will attract the right talent.</p>\r\n\r\n<p><strong>2. Zero in on soft skills</strong></p>\r\n\r\n<p>A more open-ended recruitment cycle also allows small business employers to learn more about candidates and get a better sense of their “soft skills,” including reliability, communication and problem-solving abilities.</p>\r\n\r\n<p>A recent survey of small business CEOs conducted by The Wall Street Journal and Vistage found that 90 percent of respondents have difficulty finding candidates with these important skills. By always being open to informational interviews and keeping in touch with interesting candidates, small businesses can get a sense of how responsive a candidate is and how he or she interacts with the team. Every interaction with a potential employee refines your concept of what constitutes the ideal hire.</p>\r\n\r\n<p><strong>3. Buff up your brand</strong></p>\r\n\r\n<p>In today’s era of search, the best candidates are doing more research on companies than ever before, going beyond job descriptions to get a sense of company culture. Managing and promoting your company profiles on sites like Indeed and Glassdoor ensure that job seekers are getting the best information on your company.</p>\r\n\r\n<p>The increase in popularity of search engines for jobs makes ongoing recruiting strategies easier than ever. Whether using search data to understand the job market or passively marketing your small business to job seekers through company web pages and employee reviews, growing businesses can develop a valuable pipeline of talent that will enable them to move quickly when it’s time to add to the team.</p>\r\n\r\n<p>Your job? Always be recruiting!</p>','3 keys to hiring the right people','','inherit','open','open','','5275-revision-v1','','','2015-08-17 16:13:44','2015-08-17 16:13:44','',5275,'http://www.danamanciagli.com/5275-revision-v1/',0,'revision','',0),(5288,1,'2015-08-27 20:33:44','2015-08-27 20:33:44','','Order &ndash; August 27, 2015 @ 08:33 PM','','wc-processing','open','closed','order_55df740b4476a','order-aug-27-2015-0833-pm','','','2015-08-27 20:33:44','2015-08-27 20:33:44','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5288',0,'shop_order','',2),(5289,1,'2015-08-30 03:29:12','2015-08-30 03:29:12','','Order &ndash; August 30, 2015 @ 03:29 AM','','wc-processing','open','closed','order_55e278099e30a','order-aug-30-2015-0327-am','','','2015-08-30 03:29:12','2015-08-30 03:29:12','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5289',0,'shop_order','',2),(5290,1,'2015-08-31 16:54:45','2015-08-31 16:54:45','','Order &ndash; August 31, 2015 @ 04:54 PM','','wc-processing','open','closed','order_55e486d06db52','order-aug-31-2015-0454-pm','','','2015-08-31 16:54:45','2015-08-31 16:54:45','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5290',0,'shop_order','',2),(5293,1,'2015-08-31 21:27:08','2015-08-31 21:27:08','','Order &ndash; August 31, 2015 @ 09:27 PM','','wc-processing','open','closed','order_55e4c67806be0','order-aug-31-2015-0926-pm','','','2015-08-31 21:27:08','2015-08-31 21:27:08','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5293',0,'shop_order','',3),(5294,1,'2015-09-02 14:20:03','2015-09-02 14:20:03','','Order &ndash; September 2, 2015 @ 02:20 PM','','wc-processing','open','closed','order_55e7058dd1596','order-sep-02-2015-0219-pm','','','2015-09-02 14:20:03','2015-09-02 14:20:03','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5294',0,'shop_order','',2),(5297,8311,'2015-09-14 02:00:04','2015-09-14 02:00:04','[caption id=\"attachment_5298\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/5-ways-to-keep-your-employees-happy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/5-ways-to-keep-your-employees-happy-300x200.jpg\" alt=\"5 ways to keep your employees happy\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5298\" /></a> 5 ways to keep your employees happy[/caption]<p>You see it all the time: midnight emails, dinnertime or weekend conference calls, projects finishing up in the wee hours of the morning.</p>\r\n\r\n<p>No one seems to work nine-to-five anymore — not you, not your employees.</p>\r\n\r\n<p>To explore this “work anytime, anywhere” phenomenon, <a href=\"http://go.staplesadvantage.com/workplaceindex\" target=\"_blank\">a new study</a> conducted by the business-to-business division of Staples gets at the heart of employee attitudes toward the shifting ways we work, and what keeps them happy in their jobs.</p>\r\n\r\n<p>While most employees are happy at work despite working longer hours, employers can’t rest on their laurels, and keeping employees happy is a job in itself.</p>\r\n\r\n<p><strong>Study results</strong></p>\r\n\r\n<p>The Staples study revealed surprising statistics that cause companies to look at workplace happiness in a new way and, more importantly, understand how to create and maintain a happy, motivated and productive staff. While 52 percent of office workers say they are suffering from burnout as a result of the hours they work, 86 percent are still happy at work and motivated to rise in their organizations, so there’s more to workplace happiness than what we might initially think.</p>\r\n\r\n<p>To help explain this dichotomy, I spoke to Dan Schawbel, founder of WorkplaceTrends.com. According to Schawbel, employees are overworked and burnt out, yet they are still happy, loyal and interested in moving up to management in the next few years. They\'ve accepted the new realities of the workplace.</p>\r\n\r\n<p>He added that in today\'s world, workers are always on call and have to put in more hours for the same or less pay. As a culture, we\'ve accepted this change because of the integration of smartphones, wearables and tablets in our daily lives. But that doesn\'t mean sacrificing happiness. Here are five tips to keeping that upbeat feeling:</p>\r\n\r\n<p><strong>1. Hours aren’t everything</strong></p>\r\n\r\n<p>There is very little difference between the hours worked by happy employees and unhappy ones. Workload doesn’t necessarily impact happiness directly, but the way people work does.</p>\r\n\r\n<p>Given the rise in technology that enables us to work anywhere and anytime, employees are now working in ways that best meet their schedules.</p>\r\n\r\n<p>Encouraging employees to work outside “normal” hours — flexible scheduling — can result in better, more productive work and increased happiness.</p>\r\n\r\n<p><strong>2. Invest in your employees</strong></p>\r\n\r\n<p>The happiest workers are more likely to say that their employers provided them with a wider range of technologies and tools to help them better do their jobs. For example, 50 percent of the happiest workers were supplied with laptops, compared to only 23 percent of the least-happy workers.</p>\r\n\r\n<p>Spending to provide employees with the latest and greatest technology will ultimately mean happier, more loyal staff.</p>\r\n\r\n<p><strong>3. Encourage breaks</strong></p>\r\n\r\n<p>Your employees aren’t taking enough breaks and they should be. While it’s no surprise the unhappiest workers were more likely to feel they were unable to leave their desks to take a break (69 percent), too many happy employees echo the same sentiment (44 percent).</p>\r\n\r\n<p>Encourage periodic breaks for staff to recharge and increase both productivity and morale.</p>\r\n\r\n<p><strong>4. Implement a telecommuting/flex work policy</strong></p>\r\n\r\n<p>If you don’t have flex scheduling, consider adding it ASAP. Flexible working has a crucial role in employee happiness. About 63 percent of the happiest workers said they were able to either telecommute, work flex-time or both. This compared to only 22 percent of the least-happy workers.</p>\r\n\r\n<p>Implementing an official flexible work policy will encourage employees to work in the environment that suits them.</p>\r\n\r\n<p><strong>5. Go green</strong></p>\r\n\r\n<p>The happiest workers are more likely to work in companies with eco-friendly policies of some kind (74 percent). Because sustainability is becoming more and more important for employees, it plays a huge factor in talent retention and helps keep employees motivated.</p>\r\n\r\n<p>Small changes can go a long way to keeping employees happy and loyal. We’re moving toward a workforce that works where they want, when they want, so it’s crucial to keep them motivated. Overall, employees may be happy, but employers need to keep them that way. Make sure they have the tools, the flexibility, and the work environment that’s best for them.</p>\r\n\r\n<p>After all, a happy, motivated employee is a productive employee.</p>','5 ways to keep your employees happy','','publish','open','open','','5-ways-to-keep-your-employees-happy','','','2015-09-08 16:09:52','2015-09-08 16:09:52','',0,'http://www.danamanciagli.com/?p=5297',0,'post','',1),(5298,8264,'2015-09-08 16:06:16','2015-09-08 16:06:16','5 ways to keep your employees happy','5 ways to keep your employees happy','5 ways to keep your employees happy','inherit','open','open','','5-ways-to-keep-your-employees-happy','','','2015-09-08 16:06:44','2015-09-08 16:06:44','',5297,'http://www.danamanciagli.com/wp-content/uploads/2015/09/5-ways-to-keep-your-employees-happy.jpg',0,'attachment','image/jpeg',0),(5299,8264,'2015-09-08 16:07:57','2015-09-08 16:07:57','[caption id=\"attachment_5298\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/5-ways-to-keep-your-employees-happy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/5-ways-to-keep-your-employees-happy-300x200.jpg\" alt=\"5 ways to keep your employees happy\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5298\" /></a> 5 ways to keep your employees happy[/caption]<p>You see it all the time: midnight emails, dinnertime or weekend conference calls, projects finishing up in the wee hours of the morning.</p>\r\n\r\n<p>No one seems to work nine-to-five anymore — not you, not your employees.</p>\r\n\r\n<p>To explore this “work anytime, anywhere” phenomenon, <a href=\"http://go.staplesadvantage.com/workplaceindex\" target=\"_blank\">a new study</a> conducted by the business-to-business division of Staples gets at the heart of employee attitudes toward the shifting ways we work, and what keeps them happy in their jobs.</p>\r\n\r\n<p>While most employees are happy at work despite working longer hours, employers can’t rest on their laurels, and keeping employees happy is a job in itself.</p>\r\n\r\n<p><strong>Study results</strong></p>\r\n\r\n<p>The Staples study revealed surprising statistics that cause companies to look at workplace happiness in a new way and, more importantly, understand how to create and maintain a happy, motivated and productive staff. While 52 percent of office workers say they are suffering from burnout as a result of the hours they work, 86 percent are still happy at work and motivated to rise in their organizations, so there’s more to workplace happiness than what we might initially think.</p>\r\n\r\n<p>To help explain this dichotomy, I spoke to Dan Schawbel, founder of WorkplaceTrends.com. According to Schawbel, employees are overworked and burnt out, yet they are still happy, loyal and interested in moving up to management in the next few years. They\'ve accepted the new realities of the workplace.</p>\r\n\r\n<p>He added that in today\'s world, workers are always on call and have to put in more hours for the same or less pay. As a culture, we\'ve accepted this change because of the integration of smartphones, wearables and tablets in our daily lives. But that doesn\'t mean sacrificing happiness. Here are five tips to keeping that upbeat feeling:</p>\r\n\r\n<p><strong>1. Hours aren’t everything</strong></p>\r\n\r\n<p>There is very little difference between the hours worked by happy employees and unhappy ones. Workload doesn’t necessarily impact happiness directly, but the way people work does.</p>\r\n\r\n<p>Given the rise in technology that enables us to work anywhere and anytime, employees are now working in ways that best meet their schedules.</p>\r\n\r\n<p>Encouraging employees to work outside “normal” hours — flexible scheduling — can result in better, more productive work and increased happiness.</p>\r\n\r\n<p><strong>2. Invest in your employees</strong></p>\r\n\r\n<p>The happiest workers are more likely to say that their employers provided them with a wider range of technologies and tools to help them better do their jobs. For example, 50 percent of the happiest workers were supplied with laptops, compared to only 23 percent of the least-happy workers.</p>\r\n\r\n<p>Spending to provide employees with the latest and greatest technology will ultimately mean happier, more loyal staff.</p>\r\n\r\n<p><strong>3. Encourage breaks</strong></p>\r\n\r\n<p>Your employees aren’t taking enough breaks and they should be. While it’s no surprise the unhappiest workers were more likely to feel they were unable to leave their desks to take a break (69 percent), too many happy employees echo the same sentiment (44 percent).</p>\r\n\r\n<p>Encourage periodic breaks for staff to recharge and increase both productivity and morale.</p>\r\n\r\n<p><strong>4. Implement a telecommuting/flex work policy</strong></p>\r\n\r\n<p>If you don’t have flex scheduling, consider adding it ASAP. Flexible working has a crucial role in employee happiness. About 63 percent of the happiest workers said they were able to either telecommute, work flex-time or both. This compared to only 22 percent of the least-happy workers.</p>\r\n\r\n<p>Implementing an official flexible work policy will encourage employees to work in the environment that suits them.</p>\r\n\r\n<p><strong>5. Go green</strong></p>\r\n\r\n<p>The happiest workers are more likely to work in companies with eco-friendly policies of some kind (74 percent). Because sustainability is becoming more and more important for employees, it plays a huge factor in talent retention and helps keep employees motivated.</p>\r\n\r\n<p>Small changes can go a long way to keeping employees happy and loyal. We’re moving toward a workforce that works where they want, when they want, so it’s crucial to keep them motivated. Overall, employees may be happy, but employers need to keep them that way. Make sure they have the tools, the flexibility, and the work environment that’s best for them.</p>\r\n\r\n<p>After all, a happy, motivated employee is a productive employee.</p>','5 ways to keep your employees happy','','inherit','open','open','','5297-revision-v1','','','2015-09-08 16:07:57','2015-09-08 16:07:57','',5297,'http://www.danamanciagli.com/5297-revision-v1/',0,'revision','',0),(5300,8113,'2015-09-21 02:10:10','2015-09-21 02:10:10','[caption id=\"attachment_5301\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans-300x200.jpg\" alt=\"4 employee retention tips for returning military veterans\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5301\" /></a> 4 employee retention tips for returning military veterans[/caption]<p>Matching the right candidate to a job is a perennial and expensive challenge. That’s why excellence in hiring and retention is critical. And it’s especially true for military veterans.</p>\r\n\r\n<p>Because a veteran’s military skills are often easily translatable to a civilian job, you should have no trouble finding skilled veteran candidates. The biggest challenge to veterans in transition is often the cultural shift from a hierarchical system to a collaborative and widely disbursed leadership.</p>\r\n\r\n<p>And, if your company seeks federal contracts, there are hiring mandates that require veterans not only be a part of your workforce, but a minimum percentage of your staff. It’s not just smart to hire veterans, but to work at keeping them.</p>\r\n\r\n<p>To better understand how to retain veterans in the workforce, I interviewed Nick Swaggert, director of <a href=\"http://www.genesis10.com/veterans-program-2/\" target=\"_blank\">Genesis10’s Veteran Program</a>. Here are some of his observations:</p>\r\n\r\n<p><strong>1. Retention makes sense for returning veterans and for hiring companies</strong></p>\r\n\r\n<p>Veterans have a reputation for loyalty, but that only goes so far in a job where he or she feels underutilized.</p>\r\n\r\n<p>Your company spends thousands of dollars to recruit a single employee. An investment in employee retention applies across your company to all employees, and it is a relatively small cost that results not just in retention but also in loyalty.</p>\r\n\r\n<p>Hiring and successfully retaining veterans encourages a culture that’s friendlier to other job-seeking veterans and can potentially reduce future recruiting costs.</p>\r\n\r\n<p><strong>2. Develop insights into the military mindset</strong></p>\r\n\r\n<p>You can help veterans shift from the military mindset and adapt to corporate culture more quickly and easily when you can appreciate their professional origins. For example:</p>\r\n<ul>\r\n<li>On-time is too late: It may seem paradoxical to those who grew up in a corporate culture, but any military recruit will tell you how quickly they learn to show up 15 minutes early for everything. For anyone who has held a military career, being on time to a meeting is the same as running late.</li>\r\n<li>Don’t collaborate, just follow orders: Success in the military depends on following orders. You are given a very specific job to do and collaborating with others to accomplish that job is not an option.</li>\r\n<li>If it doesn’t have meaning, it’s not worth doing: The mission is what gives any professional serving in the military a sense of purpose and meaning. Finding that same sense of mission in a civilian job is key to keeping veterans engaged and loyal in their new careers.</li>\r\n</ul>\r\n<p><strong>3. Focus on retention strategies</strong></p>\r\n\r\n<p>To keep veterans in your employee workforce, concentrate on these three tactics:\r\n<ul>\r\n<li>Support a veteran culture at work: Veterans need to know companies understand them. Developing a culture where veterans are understood is key.</li>\r\n<li>Mentorship program: A formalized mentorship program marketed to current and prospective veteran employees will contribute significantly to your company’s goals for decreasing turnover.</li>\r\n<li>Growth opportunities: Be sure veterans have opportunities to grow professionally from day one.</li>\r\n</ul>\r\n<p><strong>4. You can’t ignore mandated recruiting and retention</strong></p>\r\n\r\n<p>Government contractors are required by law for hiring and retaining veterans year over year.</p>\r\n\r\n<p>Mandates like the Vietnam Era Veterans’ Assistance Act (VEVRAA) require organizations with government contracts to determine if they have a need to hire more veterans and then create an action plan to accomplish it. Failure to do so could result in financial consequences.</p>\r\n\r\n<p>It’s surprising how few companies really understand how this applies to them. If you’re not sure about whether your company is affected by these hiring mandates, <a href=\"http://careeradvocate.genesis10.com/2015/01/21/understanding-new-government-mandate-hiring-veterans/\" target=\"_blank\">find out more here</a>.</p>\r\n\r\n<p>According to The Fast Track to Civilian Employment, a report published in 2013 by the White House: \"Each year the military separates between 240,000 and 360,000 service members, and as we draw down from the war in Afghanistan, the military is expected to separate a million service members over the next several years.\"</p>\r\n\r\n<p>You can do your part by hiring licensed, certified, and highly trained returning vets and helping them make a smooth transition to civilian life.</p>','4 employee retention tips for returning military veterans','','publish','open','open','','4-employee-retention-tips-for-returning-military-veterans','','\nhttp://www.genesis10.com/veterans-program-2/','2015-09-08 16:24:02','2015-09-08 16:24:02','',0,'http://www.danamanciagli.com/?p=5300',0,'post','',0),(5301,8264,'2015-09-08 16:16:17','2015-09-08 16:16:17','4 employee retention tips for returning military veterans','4 employee retention tips for returning military veterans','4 employee retention tips for returning military veterans','inherit','open','open','','4-employee-retention-tips-for-returning-military-veterans','','','2015-09-08 16:16:34','2015-09-08 16:16:34','',5300,'http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans.jpg',0,'attachment','image/jpeg',0),(5302,8264,'2015-09-08 16:19:42','2015-09-08 16:19:42','[caption id=\"attachment_5301\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans-300x200.jpg\" alt=\"4 employee retention tips for returning military veterans\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5301\" /></a> 4 employee retention tips for returning military veterans[/caption]<p>Matching the right candidate to a job is a perennial and expensive challenge. That’s why excellence in hiring and retention is critical. And it’s especially true for military veterans.</p>\r\n\r\n<p>Because a veteran’s military skills are often easily translatable to a civilian job, you should have no trouble finding skilled veteran candidates. The biggest challenge to veterans in transition is often the cultural shift from a hierarchical system to a collaborative and widely disbursed leadership.</p>\r\n\r\n<p>And, if your company seeks federal contracts, there are hiring mandates that require veterans not only be a part of your workforce, but a minimum percentage of your staff. It’s not just smart to hire veterans, but to work at keeping them.</p>\r\n\r\n<p>To better understand how to retain veterans in the workforce, I interviewed Nick Swaggert, director of <a href=\"http://www.genesis10.com/veterans-program-2/\" target=\"_blank\">Genesis10’s Veteran Program</a>. Here are some of his observations:</p>\r\n\r\n1. Retention makes sense for returning veterans and for hiring companies\r\n\r\n<p>Veterans have a reputation for loyalty, but that only goes so far in a job where he or she feels underutilized.</p>\r\n\r\n<p>Your company spends thousands of dollars to recruit a single employee. An investment in employee retention applies across your company to all employees, and it is a relatively small cost that results not just in retention but also in loyalty.</p>\r\n\r\n<p>Hiring and successfully retaining veterans encourages a culture that’s friendlier to other job-seeking veterans and can potentially reduce future recruiting costs.</p>\r\n\r\n2. Develop insights into the military mindset\r\n\r\n<p>You can help veterans shift from the military mindset and adapt to corporate culture more quickly and easily when you can appreciate their professional origins. For example:</p>\r\n\r\n<li>On-time is too late: It may seem paradoxical to those who grew up in a corporate culture, but any military recruit will tell you how quickly they learn to show up 15 minutes early for everything. For anyone who has held a military career, being on time to a meeting is the same as running late.\r\nDon’t collaborate, just follow orders: Success in the military depends on following orders. You are given a very specific job to do and collaborating with others to accomplish that job is not an option.\r\nIf it doesn’t have meaning, it’s not worth doing: The mission is what gives any professional serving in the military a sense of purpose and meaning. Finding that same sense of mission in a civilian job is key to keeping veterans engaged and loyal in their new careers.\r\n3. Focus on retention strategies\r\n\r\n<p>To keep veterans in your employee workforce, concentrate on these three tactics:\r\n\r\n<li>Support a veteran culture at work: Veterans need to know companies understand them. Developing a culture where veterans are understood is key.\r\n<li>Mentorship program: A formalized mentorship program marketed to current and prospective veteran employees will contribute significantly to your company’s goals for decreasing turnover.\r\nGrowth opportunities: Be sure veterans have opportunities to grow professionally from day one.\r\n4. You can’t ignore mandated recruiting and retention\r\n\r\n<p>Government contractors are required by law for hiring and retaining veterans year over year.</p>\r\n\r\n<p>Mandates like the Vietnam Era Veterans’ Assistance Act (VEVRAA) require organizations with government contracts to determine if they have a need to hire more veterans and then create an action plan to accomplish it. Failure to do so could result in financial consequences.</p>\r\n\r\n<p>It’s surprising how few companies really understand how this applies to them. If you’re not sure about whether your company is affected by these hiring mandates, <a href=\"http://careeradvocate.genesis10.com/2015/01/21/understanding-new-government-mandate-hiring-veterans/\" target=\"_blank\">find out more here</a>.</p>\r\n\r\n<p>According to The Fast Track to Civilian Employment, a report published in 2013 by the White House: \"Each year the military separates between 240,000 and 360,000 service members, and as we draw down from the war in Afghanistan, the military is expected to separate a million service members over the next several years.\"</p>\r\n\r\n<p>You can do your part by hiring licensed, certified, and highly trained returning vets and helping them make a smooth transition to civilian life.</p>','4 employee retention tips for returning military veterans','','inherit','open','open','','5300-revision-v1','','','2015-09-08 16:19:42','2015-09-08 16:19:42','',5300,'http://www.danamanciagli.com/5300-revision-v1/',0,'revision','',0),(5303,8264,'2015-09-08 16:22:20','2015-09-08 16:22:20','[caption id=\"attachment_5301\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/4-employee-retention-tips-for-returning-military-veterans-300x200.jpg\" alt=\"4 employee retention tips for returning military veterans\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5301\" /></a> 4 employee retention tips for returning military veterans[/caption]<p>Matching the right candidate to a job is a perennial and expensive challenge. That’s why excellence in hiring and retention is critical. And it’s especially true for military veterans.</p>\r\n\r\n<p>Because a veteran’s military skills are often easily translatable to a civilian job, you should have no trouble finding skilled veteran candidates. The biggest challenge to veterans in transition is often the cultural shift from a hierarchical system to a collaborative and widely disbursed leadership.</p>\r\n\r\n<p>And, if your company seeks federal contracts, there are hiring mandates that require veterans not only be a part of your workforce, but a minimum percentage of your staff. It’s not just smart to hire veterans, but to work at keeping them.</p>\r\n\r\n<p>To better understand how to retain veterans in the workforce, I interviewed Nick Swaggert, director of <a href=\"http://www.genesis10.com/veterans-program-2/\" target=\"_blank\">Genesis10’s Veteran Program</a>. Here are some of his observations:</p>\r\n\r\n<p><strong>1. Retention makes sense for returning veterans and for hiring companies</strong></p>\r\n\r\n<p>Veterans have a reputation for loyalty, but that only goes so far in a job where he or she feels underutilized.</p>\r\n\r\n<p>Your company spends thousands of dollars to recruit a single employee. An investment in employee retention applies across your company to all employees, and it is a relatively small cost that results not just in retention but also in loyalty.</p>\r\n\r\n<p>Hiring and successfully retaining veterans encourages a culture that’s friendlier to other job-seeking veterans and can potentially reduce future recruiting costs.</p>\r\n\r\n<p><strong>2. Develop insights into the military mindset</strong></p>\r\n\r\n<p>You can help veterans shift from the military mindset and adapt to corporate culture more quickly and easily when you can appreciate their professional origins. For example:</p>\r\n<ul>\r\n<li>On-time is too late: It may seem paradoxical to those who grew up in a corporate culture, but any military recruit will tell you how quickly they learn to show up 15 minutes early for everything. For anyone who has held a military career, being on time to a meeting is the same as running late.</li>\r\n<li>Don’t collaborate, just follow orders: Success in the military depends on following orders. You are given a very specific job to do and collaborating with others to accomplish that job is not an option.</li>\r\n<li>If it doesn’t have meaning, it’s not worth doing: The mission is what gives any professional serving in the military a sense of purpose and meaning. Finding that same sense of mission in a civilian job is key to keeping veterans engaged and loyal in their new careers.</li>\r\n</ul>\r\n<p><strong>3. Focus on retention strategies</strong></p>\r\n\r\n<p>To keep veterans in your employee workforce, concentrate on these three tactics:\r\n<ul>\r\n<li>Support a veteran culture at work: Veterans need to know companies understand them. Developing a culture where veterans are understood is key.</li>\r\n<li>Mentorship program: A formalized mentorship program marketed to current and prospective veteran employees will contribute significantly to your company’s goals for decreasing turnover.</li>\r\n<li>Growth opportunities: Be sure veterans have opportunities to grow professionally from day one.</li>\r\n</ul>\r\n<p><strong>4. You can’t ignore mandated recruiting and retention</strong></p>\r\n\r\n<p>Government contractors are required by law for hiring and retaining veterans year over year.</p>\r\n\r\n<p>Mandates like the Vietnam Era Veterans’ Assistance Act (VEVRAA) require organizations with government contracts to determine if they have a need to hire more veterans and then create an action plan to accomplish it. Failure to do so could result in financial consequences.</p>\r\n\r\n<p>It’s surprising how few companies really understand how this applies to them. If you’re not sure about whether your company is affected by these hiring mandates, <a href=\"http://careeradvocate.genesis10.com/2015/01/21/understanding-new-government-mandate-hiring-veterans/\" target=\"_blank\">find out more here</a>.</p>\r\n\r\n<p>According to The Fast Track to Civilian Employment, a report published in 2013 by the White House: \"Each year the military separates between 240,000 and 360,000 service members, and as we draw down from the war in Afghanistan, the military is expected to separate a million service members over the next several years.\"</p>\r\n\r\n<p>You can do your part by hiring licensed, certified, and highly trained returning vets and helping them make a smooth transition to civilian life.</p>','4 employee retention tips for returning military veterans','','inherit','open','open','','5300-revision-v1','','','2015-09-08 16:22:20','2015-09-08 16:22:20','',5300,'http://www.danamanciagli.com/5300-revision-v1/',0,'revision','',0),(5304,8311,'2015-09-28 02:34:38','2015-09-28 02:34:38','[caption id=\"attachment_5305\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-technology-both-stifles-and-fuels-employee-productivity.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-technology-both-stifles-and-fuels-employee-productivity-300x247.jpg\" alt=\"How technology both stifles and fuels employee productivity\" width=\"300\" height=\"247\" class=\"size-medium wp-image-5305\" /></a> How technology both stifles and fuels employee productivity[/caption]<p>Employers are constantly trying to find ways to foster productivity at work. Unfortunately, there are countless productivity killers in the workplace that can affect employees’ abilities to do their jobs.</p>\r\n\r\n<p>According to a recent <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6/11/2015&id=pr898&ed=12/31/2015\" target=\"_blank\">CareerBuilder survey</a> of more than 2,000 hiring and HR managers, the most common culprits of low productivity in the workplace are cell phones and the Internet, followed closely by gossip, social media, and email.</p>\r\n\r\n<p>It comes as little surprise that technology is at the core of four of the five top productivity killers. But what employers don’t recognize is that Americans really do want to be productive at work and in their personal lives. Ironically enough, they say they need technology to do so.</p>\r\n\r\n<p>A <a href=\"http://www.marketwatch.com/story/new-study-reveals-80-of-americans-want-to-be-more-efficient-2015-06-30\" target=\"_blank\">new survey from Crucial.com</a> on Americans’ opinions about productivity shows that more than 80 percent of them actually want to be more efficient and think technology can help them get there.</p>\r\n\r\n<p><strong>Technology fuels productivity</strong></p>\r\n\r\n<p>In today’s digital world, technology always runs the risk of being a distraction. While 87 percent of Americans claim technology plays an important role in their productivity, 63 percent admit their efficiency is most impacted when technology lets them down.</p>\r\n\r\n<p>One easy way for individuals to overcome a technology-driven slump is to learn simple ways to improve under-performing tech devices themselves.</p>\r\n\r\n<p>That said, only 37 percent of those surveyed feel confident fixing their computers should a problem arise. And three-quarters of Americans don’t know what computer memory is, which is the component within our computers that allows us to run multiple applications at once, multi-task and generally be more productive.</p>\r\n\r\n<p><strong>Gender, generations, clocks and seasons</strong></p>\r\n\r\n<p>The survey also sheds light on several other opinions related to Americans’ productivity:</p>\r\n<ul>\r\n<li><strong>Men vs. women:</strong> About 67 percent of men believe they are more efficient than women, while 90 percent of women believe they are more efficient than men. As for what makes people more productive? Four in 10 men said having a fast computer makes them more productive, whereas six in 10 women said getting more sleep boosts their productivity levels. However, nearly all men and women (97 percent) agree sleep and exercise play pivotal roles in increasing productivity.</li>\r\n<li><strong>Generational divide:</strong> Every generation thought baby boomers were most efficient except for millennials, who thought of themselves as being most efficient. About 78 percent of millennials said technology is an important factor when it comes to how productive they are.</li>\r\n<li><strong>Productivity precision:</strong> About 62 percent of Americans feel most productive during the morning between 6:00 a.m. and 11:00 a.m. When it comes to pinpointing an exact time for optimal efficiency, men and women agree they are most productive at 10:00 a.m. What’s more, nine in 10 respondents agree fall is their most productive season, while summer and winter are the most unproductive times of the year.</li>\r\n</ul>\r\n<p>Almost all Americans want to be more productive, but everyone has a different idea of how to achieve optimal productivity. Certainly sleep, exercise and time of day play important roles. But technology seems to own the market when it comes to helping (and hurting) Americans’ productivity both at work and at home.</p>\r\n\r\n<p>As Americans begin to recognize what is inhibiting and encouraging their productivity in their professional and personal lives, they can pinpoint ways to reach their collective goal of being more efficient.</p>','How technology both stifles and fuels employee productivity','','publish','open','open','','how-technology-both-stifles-and-fuels-employee-productivity','','','2015-09-08 16:42:13','2015-09-08 16:42:13','',0,'http://www.danamanciagli.com/?p=5304',0,'post','',0),(5305,8264,'2015-09-08 16:40:24','2015-09-08 16:40:24','How technology both stifles and fuels employee productivity','How technology both stifles and fuels employee productivity','How technology both stifles and fuels employee productivity','inherit','open','open','','how-technology-both-stifles-and-fuels-employee-productivity','','','2015-09-08 16:40:39','2015-09-08 16:40:39','',5304,'http://www.danamanciagli.com/wp-content/uploads/2015/09/How-technology-both-stifles-and-fuels-employee-productivity.jpg',0,'attachment','image/jpeg',0),(5306,8264,'2015-09-08 16:40:52','2015-09-08 16:40:52','[caption id=\"attachment_5305\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-technology-both-stifles-and-fuels-employee-productivity.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-technology-both-stifles-and-fuels-employee-productivity-300x247.jpg\" alt=\"How technology both stifles and fuels employee productivity\" width=\"300\" height=\"247\" class=\"size-medium wp-image-5305\" /></a> How technology both stifles and fuels employee productivity[/caption]<p>Employers are constantly trying to find ways to foster productivity at work. Unfortunately, there are countless productivity killers in the workplace that can affect employees’ abilities to do their jobs.</p>\r\n\r\n<p>According to a recent <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6/11/2015&id=pr898&ed=12/31/2015\" target=\"_blank\">CareerBuilder survey</a> of more than 2,000 hiring and HR managers, the most common culprits of low productivity in the workplace are cell phones and the Internet, followed closely by gossip, social media, and email.</p>\r\n\r\n<p>It comes as little surprise that technology is at the core of four of the five top productivity killers. But what employers don’t recognize is that Americans really do want to be productive at work and in their personal lives. Ironically enough, they say they need technology to do so.</p>\r\n\r\n<p>A <a href=\"http://www.marketwatch.com/story/new-study-reveals-80-of-americans-want-to-be-more-efficient-2015-06-30\" target=\"_blank\">new survey from Crucial.com</a> on Americans’ opinions about productivity shows that more than 80 percent of them actually want to be more efficient and think technology can help them get there.</p>\r\n\r\n<p><strong>Technology fuels productivity</strong></p>\r\n\r\n<p>In today’s digital world, technology always runs the risk of being a distraction. While 87 percent of Americans claim technology plays an important role in their productivity, 63 percent admit their efficiency is most impacted when technology lets them down.</p>\r\n\r\n<p>One easy way for individuals to overcome a technology-driven slump is to learn simple ways to improve under-performing tech devices themselves.</p>\r\n\r\n<p>That said, only 37 percent of those surveyed feel confident fixing their computers should a problem arise. And three-quarters of Americans don’t know what computer memory is, which is the component within our computers that allows us to run multiple applications at once, multi-task and generally be more productive.</p>\r\n\r\n<p><strong>Gender, generations, clocks and seasons</strong></p>\r\n\r\n<p>The survey also sheds light on several other opinions related to Americans’ productivity:</p>\r\n<ul>\r\n<li><strong>Men vs. women:</strong> About 67 percent of men believe they are more efficient than women, while 90 percent of women believe they are more efficient than men. As for what makes people more productive? Four in 10 men said having a fast computer makes them more productive, whereas six in 10 women said getting more sleep boosts their productivity levels. However, nearly all men and women (97 percent) agree sleep and exercise play pivotal roles in increasing productivity.</li>\r\n<li><strong>Generational divide:</strong> Every generation thought baby boomers were most efficient except for millennials, who thought of themselves as being most efficient. About 78 percent of millennials said technology is an important factor when it comes to how productive they are.</li>\r\n<li><strong>Productivity precision:</strong> About 62 percent of Americans feel most productive during the morning between 6:00 a.m. and 11:00 a.m. When it comes to pinpointing an exact time for optimal efficiency, men and women agree they are most productive at 10:00 a.m. What’s more, nine in 10 respondents agree fall is their most productive season, while summer and winter are the most unproductive times of the year.</li>\r\n</ul>\r\n<p>Almost all Americans want to be more productive, but everyone has a different idea of how to achieve optimal productivity. Certainly sleep, exercise and time of day play important roles. But technology seems to own the market when it comes to helping (and hurting) Americans’ productivity both at work and at home.</p>\r\n\r\n<p>As Americans begin to recognize what is inhibiting and encouraging their productivity in their professional and personal lives, they can pinpoint ways to reach their collective goal of being more efficient.</p>','How technology both stifles and fuels employee productivity','','inherit','open','open','','5304-revision-v1','','','2015-09-08 16:40:52','2015-09-08 16:40:52','',5304,'http://www.danamanciagli.com/5304-revision-v1/',0,'revision','',0),(5307,8311,'2015-10-05 02:42:15','2015-10-05 02:42:15','[caption id=\"attachment_5308\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-tips-for-fostering-a-unified-office-spirit-across-continents.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-tips-for-fostering-a-unified-office-spirit-across-continents-300x219.jpg\" alt=\"3 tips for fostering a unified office spirit across continents\" width=\"300\" height=\"219\" class=\"size-medium wp-image-5308\" /></a> 3 tips for fostering a unified office spirit across continents[/caption]<p>When it came time for Shmulik Weller, CEO of SundaySky, to expand his company from Tel Aviv, Israel, and open a new U.S. headquarters in New York, he was challenged with maintaining the corporate culture as the business grew.</p>\r\n\r\n<p>Not only was the employee count growing quickly, but there were time differences, new languages and unique cultures to contend with — not to mention the fact that many employees would not be able to meet each other face-to-face.</p>\r\n\r\n<p>I spoke with Weller for his advice and best practices to help business leaders maintain their company culture during high-growth periods, whether expanding across continents or just to a new city.</p>\r\n\r\n<p>Here are his three tips:</p>\r\n\r\n<p><strong>1. Build the right team</strong></p>\r\n\r\n<p>The foundation of everything in business starts with the people you hire, and Weller suggests founders compare the skill-versus-will attributes of new recruits. Are the candidates coachable? Do they constantly learn new things on their own, within the job or outside of it? Do they have the will to learn new ideas they might not already know?</p>\r\n\r\n<p>“Coachability” is a trait SundaySky executives always look for in potential new hires as well as a characteristic the executives embody themselves, says Weller. Appreciate every employee’s past experiences, but also be sure to set new hires’ expectations to adjust for new roles by suggesting they absorb as much as possible during the first few weeks.</p>\r\n\r\n<p>While each office usually has its own sub-culture, startups should embrace and uphold a unified company spirit across all locations. “We’re still very conscious of who we recruit in order to preserve the culture we’ve built,\" Weller says. \"We’re fortunate to be able to recruit from a large pool of candidates who are at the top of their games.”</p>\r\n\r\n<p>When hiring for a new position, don’t just look for someone at the top of his or her game; take the time to find a candidate who embodies the corporate spirit and brings a combination of creativity and intelligence to the company. Also, make sure each candidate meets with multiple people on the team. Still today, Weller makes the effort to meet each candidate personally (via Skype if necessary).</p>\r\n\r\n<p><strong>2. Encourage professional development</strong></p>\r\n\r\n<p>Weller says he and co-founder Yaniv Axen have been able to foster an environment of constant education with a strong work ethic and plenty of fun along the way. Executives can establish a learning organization, and emphasize team growth by learning from and coaching each other.</p>\r\n\r\n<p>At SundaySky, this ethos has filtered throughout the organization that now spans offices in four countries. Maintaining the company’s culture of working hard and celebrating success together has been the most important priority for Weller as he and his team continue to build the company around the globe.</p>\r\n\r\n<p>It’s especially important for companies with multiple offices to host offsite training weeks where dispersed teams come together to roleplay, share lessons and knowledge, and practice skills such as attentive listening and objection handling.</p>\r\n\r\n<p>Another facet to this educational culture is learning by mistakes. Making mistakes should not be judged or looked down upon, says Weller, as long as everyone is learning from those mistakes. This creates an environment where coachable people thrive.</p>\r\n\r\n<p><strong>3. Empower the whole team</strong></p>\r\n\r\n<p>Socrates based his leadership style on letting his counterparts reach the answers themselves rather than telling them what to do. Weller learns from his team all the time and is focused on providing them with the infrastructure to succeed and excel, which makes sense for an executive who admires Socrates as a leader. Weller advises company leaders to empower everyone on the team to reach their own answers, rather than delegating, which helps hone critical thinking skills.</p>\r\n\r\n<p>In his experience, the results of this approach are apparent in the quality and collaborative nature of the SundaySky team. Additionally, ownership and accountability are core to the culture and highly valued. Weller is adamant about allowing every person the freedom to be accountable for his or her roles — to be the CEOs of their own domains. And he communicates this to every new hire, too.</p>\r\n\r\n<p>For startups that strive to become global organizations, it’s important to balance and preserve the same innate energy, ambition, and enthusiasm from their origins. “Potential employees value the quality of the team you’ve built,” says Weller, “and they will want to uphold that even as they help grow the company in their own ways.”</p>','3 tips for fostering a unified office spirit across continents','','publish','open','open','','3-tips-for-fostering-a-unified-office-spirit-across-continents','','','2015-09-08 16:57:22','2015-09-08 16:57:22','',0,'http://www.danamanciagli.com/?p=5307',0,'post','',0),(5308,8264,'2015-09-08 16:53:36','2015-09-08 16:53:36','3 tips for fostering a unified office spirit across continents','3 tips for fostering a unified office spirit across continents','3 tips for fostering a unified office spirit across continents','inherit','open','open','','3-tips-for-fostering-a-unified-office-spirit-across-continents','','','2015-09-08 16:53:55','2015-09-08 16:53:55','',5307,'http://www.danamanciagli.com/wp-content/uploads/2015/09/3-tips-for-fostering-a-unified-office-spirit-across-continents.jpg',0,'attachment','image/jpeg',0),(5309,8264,'2015-09-08 16:55:32','2015-09-08 16:55:32','[caption id=\"attachment_5308\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-tips-for-fostering-a-unified-office-spirit-across-continents.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-tips-for-fostering-a-unified-office-spirit-across-continents-300x219.jpg\" alt=\"3 tips for fostering a unified office spirit across continents\" width=\"300\" height=\"219\" class=\"size-medium wp-image-5308\" /></a> 3 tips for fostering a unified office spirit across continents[/caption]<p>When it came time for Shmulik Weller, CEO of SundaySky, to expand his company from Tel Aviv, Israel, and open a new U.S. headquarters in New York, he was challenged with maintaining the corporate culture as the business grew.</p>\r\n\r\n<p>Not only was the employee count growing quickly, but there were time differences, new languages and unique cultures to contend with — not to mention the fact that many employees would not be able to meet each other face-to-face.</p>\r\n\r\n<p>I spoke with Weller for his advice and best practices to help business leaders maintain their company culture during high-growth periods, whether expanding across continents or just to a new city.</p>\r\n\r\n<p>Here are his three tips:</p>\r\n\r\n<p><strong>1. Build the right team</strong></p>\r\n\r\n<p>The foundation of everything in business starts with the people you hire, and Weller suggests founders compare the skill-versus-will attributes of new recruits. Are the candidates coachable? Do they constantly learn new things on their own, within the job or outside of it? Do they have the will to learn new ideas they might not already know?</p>\r\n\r\n<p>“Coachability” is a trait SundaySky executives always look for in potential new hires as well as a characteristic the executives embody themselves, says Weller. Appreciate every employee’s past experiences, but also be sure to set new hires’ expectations to adjust for new roles by suggesting they absorb as much as possible during the first few weeks.</p>\r\n\r\n<p>While each office usually has its own sub-culture, startups should embrace and uphold a unified company spirit across all locations. “We’re still very conscious of who we recruit in order to preserve the culture we’ve built,\" Weller says. \"We’re fortunate to be able to recruit from a large pool of candidates who are at the top of their games.”</p>\r\n\r\n<p>When hiring for a new position, don’t just look for someone at the top of his or her game; take the time to find a candidate who embodies the corporate spirit and brings a combination of creativity and intelligence to the company. Also, make sure each candidate meets with multiple people on the team. Still today, Weller makes the effort to meet each candidate personally (via Skype if necessary).</p>\r\n\r\n<p><strong>2. Encourage professional development</strong></p>\r\n\r\n<p>Weller says he and co-founder Yaniv Axen have been able to foster an environment of constant education with a strong work ethic and plenty of fun along the way. Executives can establish a learning organization, and emphasize team growth by learning from and coaching each other.</p>\r\n\r\n<p>At SundaySky, this ethos has filtered throughout the organization that now spans offices in four countries. Maintaining the company’s culture of working hard and celebrating success together has been the most important priority for Weller as he and his team continue to build the company around the globe.</p>\r\n\r\n<p>It’s especially important for companies with multiple offices to host offsite training weeks where dispersed teams come together to roleplay, share lessons and knowledge, and practice skills such as attentive listening and objection handling.</p>\r\n\r\n<p>Another facet to this educational culture is learning by mistakes. Making mistakes should not be judged or looked down upon, says Weller, as long as everyone is learning from those mistakes. This creates an environment where coachable people thrive.</p>\r\n\r\n<p><strong>3. Empower the whole team</strong></p>\r\n\r\n<p>Socrates based his leadership style on letting his counterparts reach the answers themselves rather than telling them what to do. Weller learns from his team all the time and is focused on providing them with the infrastructure to succeed and excel, which makes sense for an executive who admires Socrates as a leader. Weller advises company leaders to empower everyone on the team to reach their own answers, rather than delegating, which helps hone critical thinking skills.</p>\r\n\r\n<p>In his experience, the results of this approach are apparent in the quality and collaborative nature of the SundaySky team. Additionally, ownership and accountability are core to the culture and highly valued. Weller is adamant about allowing every person the freedom to be accountable for his or her roles — to be the CEOs of their own domains. And he communicates this to every new hire, too.</p>\r\n\r\n<p>For startups that strive to become global organizations, it’s important to balance and preserve the same innate energy, ambition, and enthusiasm from their origins. “Potential employees value the quality of the team you’ve built,” says Weller, “and they will want to uphold that even as they help grow the company in their own ways.”</p>','3 tips for fostering a unified office spirit across continents','','inherit','open','open','','5307-revision-v1','','','2015-09-08 16:55:32','2015-09-08 16:55:32','',5307,'http://www.danamanciagli.com/5307-revision-v1/',0,'revision','',0),(5310,8311,'2015-10-12 02:59:50','2015-10-12 02:59:50','[caption id=\"attachment_5311\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/Why-your-significant-other-should-be-the-first-stop-for-job-advice.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/Why-your-significant-other-should-be-the-first-stop-for-job-advice-300x200.jpg\" alt=\"Why your significant other should be the first stop for job advice\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5311\" /></a> Why your significant other should be the first stop for job advice[/caption]<p>When you’re considering a career change, a good place to start looking for job advice may be right at home.\r\n\r\n<p>That’s what more than four in 10 senior executives polled in a <a href=\"http://accountemps.rhi.mediaroom.com/2015-06-30-Who-Do-Executives-Turn-To-First-For-Job-Change-Advice\" target=\"_blank\">new survey by Accountemps</a> do: They said the first person they consult with when evaluating whether to take a new job is a spouse or significant other.\r\n\r\n<p>It makes perfect sense to turn to the person you’re closest to for a decision as significant as a career change. After all, our husbands, wives, or long-term partners know what makes us tick. They are aware of the aspects of our jobs that provide us the greatest satisfaction and where our work frustrations lie.</p>\r\n\r\n<p>Furthermore, the implications of changing jobs — especially if it requires relocation or even a longer commute — can upset family life. So naturally we want to take into consideration our partner’s input.</p>\r\n\r\n<p>Still, many career experts recommend also engaging a specialized job-search coach or recruiter for this type of decision. Here are four tips for evaluating a potential job offer with your spouse and other career mentors:</p>\r\n\r\n<p><strong>1. Pick the right time to talk</strong></p>\r\n\r\n<p>With daily demands from work, household chores, getting kids to and from school, errands and carving out a little downtime, it’s no wonder some couples find only a few minutes in a 24-hour period to communicate with one another.</p>\r\n\r\n<p>With a decision as critical as a career change, however, it’s crucial that you and your significant other set aside a block of time to discuss the pros and cons of a job prospect and how it will impact your relationship and family life, as well as the household budget.</p>\r\n\r\n<p><strong>2. Size up the offer</strong></p>\r\n\r\n<p>Together, you may go over questions such as: Is the salary competitive? Does the workplace culture appeal to you? Do you like the daily job duties? And remember to look at the employer’s big picture: Does the company have a strong financial track record? What are the organization\'s plans for growth? In addition to compensation, evaluate perks and benefits such as flexible schedules, telecommuting options, recognition programs and mentoring and training opportunities.</p>\r\n\r\n<p><strong>3. Find other people to talk to</strong></p>\r\n\r\n<p>According to the U.S. Bureau of Labor Statistics, 2.7 million people quit their jobs in April. The job market is in tremendous flux and more companies are vying for top talent. The Accountemps survey, which polled more than 300 senior executives in the United States, showed that after spouses, respondents sought job advice next from friends and mentors, at 21 percent and 20 percent, respectively. Coworkers (9 percent) and other family members (7 percent) rounded out the responses. It can be very beneficial to hear different perspectives about your decision from people you trust, whether it be a close coworker, sibling or parent.</p>\r\n\r\n<p><strong>4. Consult an expert</strong></p>\r\n\r\n<p>While a spouse can provide support and understanding, he or she may lack objectivity, experience in your field, or strategies for branding your professional profile that an expert career advisor can provide. Bill Driscoll, a district president of Accountemps said, “The advice of a spouse or friend can be valuable as you evaluate a job offer because they’re familiar with your personal preferences, but don\'t overlook the valuable perspective a mentor within your field can offer.”</p>\r\n\r\n<p>But before you heed any job advice, remember you ultimately know what’s best for your career. Your decision should come only after strategic and objective evaluation and planning. The bottom line for handling job advice as you approach any career change or new job: Keep an open mind.</p>','Why your significant other should be the first stop for job advice','','publish','open','open','','why-your-significant-other-should-be-the-first-stop-for-job-advice','','','2015-09-08 17:12:06','2015-09-08 17:12:06','',0,'http://www.danamanciagli.com/?p=5310',0,'post','',0),(5311,8264,'2015-09-08 17:05:34','2015-09-08 17:05:34','Why your significant other should be the first stop for job advice','Why your significant other should be the first stop for job advice','Why your significant other should be the first stop for job advice','inherit','open','open','','why-your-significant-other-should-be-the-first-stop-for-job-advice','','','2015-09-08 17:05:52','2015-09-08 17:05:52','',5310,'http://www.danamanciagli.com/wp-content/uploads/2015/09/Why-your-significant-other-should-be-the-first-stop-for-job-advice.jpg',0,'attachment','image/jpeg',0),(5312,8264,'2015-09-08 17:07:37','2015-09-08 17:07:37','[caption id=\"attachment_5311\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/Why-your-significant-other-should-be-the-first-stop-for-job-advice.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/Why-your-significant-other-should-be-the-first-stop-for-job-advice-300x200.jpg\" alt=\"Why your significant other should be the first stop for job advice\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5311\" /></a> Why your significant other should be the first stop for job advice[/caption]<p>When you’re considering a career change, a good place to start looking for job advice may be right at home.\r\n\r\n<p>That’s what more than four in 10 senior executives polled in a <a href=\"http://accountemps.rhi.mediaroom.com/2015-06-30-Who-Do-Executives-Turn-To-First-For-Job-Change-Advice\" target=\"_blank\">new survey by Accountemps</a> do: They said the first person they consult with when evaluating whether to take a new job is a spouse or significant other.\r\n\r\n<p>It makes perfect sense to turn to the person you’re closest to for a decision as significant as a career change. After all, our husbands, wives, or long-term partners know what makes us tick. They are aware of the aspects of our jobs that provide us the greatest satisfaction and where our work frustrations lie.</p>\r\n\r\n<p>Furthermore, the implications of changing jobs — especially if it requires relocation or even a longer commute — can upset family life. So naturally we want to take into consideration our partner’s input.</p>\r\n\r\n<p>Still, many career experts recommend also engaging a specialized job-search coach or recruiter for this type of decision. Here are four tips for evaluating a potential job offer with your spouse and other career mentors:</p>\r\n\r\n<p><strong>1. Pick the right time to talk</strong></p>\r\n\r\n<p>With daily demands from work, household chores, getting kids to and from school, errands and carving out a little downtime, it’s no wonder some couples find only a few minutes in a 24-hour period to communicate with one another.</p>\r\n\r\n<p>With a decision as critical as a career change, however, it’s crucial that you and your significant other set aside a block of time to discuss the pros and cons of a job prospect and how it will impact your relationship and family life, as well as the household budget.</p>\r\n\r\n<p><strong>2. Size up the offer</strong></p>\r\n\r\n<p>Together, you may go over questions such as: Is the salary competitive? Does the workplace culture appeal to you? Do you like the daily job duties? And remember to look at the employer’s big picture: Does the company have a strong financial track record? What are the organization\'s plans for growth? In addition to compensation, evaluate perks and benefits such as flexible schedules, telecommuting options, recognition programs and mentoring and training opportunities.</p>\r\n\r\n<p><strong>3. Find other people to talk to</strong></p>\r\n\r\n<p>According to the U.S. Bureau of Labor Statistics, 2.7 million people quit their jobs in April. The job market is in tremendous flux and more companies are vying for top talent. The Accountemps survey, which polled more than 300 senior executives in the United States, showed that after spouses, respondents sought job advice next from friends and mentors, at 21 percent and 20 percent, respectively. Coworkers (9 percent) and other family members (7 percent) rounded out the responses. It can be very beneficial to hear different perspectives about your decision from people you trust, whether it be a close coworker, sibling or parent.</p>\r\n\r\n<p><strong>4. Consult an expert</strong></p>\r\n\r\n<p>While a spouse can provide support and understanding, he or she may lack objectivity, experience in your field, or strategies for branding your professional profile that an expert career advisor can provide. Bill Driscoll, a district president of Accountemps said, “The advice of a spouse or friend can be valuable as you evaluate a job offer because they’re familiar with your personal preferences, but don\'t overlook the valuable perspective a mentor within your field can offer.”</p>\r\n\r\n<p>But before you heed any job advice, remember you ultimately know what’s best for your career. Your decision should come only after strategic and objective evaluation and planning. The bottom line for handling job advice as you approach any career change or new job: Keep an open mind.</p>','Why your significant other should be the first stop for job advice','','inherit','open','open','','5310-revision-v1','','','2015-09-08 17:07:37','2015-09-08 17:07:37','',5310,'http://www.danamanciagli.com/5310-revision-v1/',0,'revision','',0),(5313,8311,'2015-10-19 02:12:44','2015-10-19 02:12:44','[caption id=\"attachment_5314\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-ways-for-women-to-think-holistically-about-their-careers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-ways-for-women-to-think-holistically-about-their-careers-300x219.jpg\" alt=\"3 ways for women to think holistically about their careers\" width=\"300\" height=\"219\" class=\"size-medium wp-image-5314\" /></a> 3 ways for women to think holistically about their careers[/caption]<p>Entrepreneurship is a great thing. It shapes the way businesspeople think, the relationships they forge, their daily disposition, and their overall approach to a work/life balance.</p>\r\n\r\n<p>For women entrepreneurs, it can be especially hard to juggle a family and personal life while keeping the appropriate entrepreneurial mindset intact.</p>\r\n\r\n<p>According to Lema Khorshid, entrepreneur and co-founding partner of Fuksa Khorshid in Chicago, it is important to take a holistic approach to life, focusing on more than building a successful career or company, which can come at the expense of other considerations like health and well-being.</p>\r\n\r\n<p>When women feel fulfilled mentally, physically, and spiritually, they are better at everything they do — including their businesses. This is a simple notion that Khorshid has promoted for the last eight years through her BizOver event.</p>\r\n\r\n<p>The BizOver is a style event that offers makeovers to female professionals and provides a networking platform for them to bond with other like-minded individuals. “Being a great business woman also means being healthy, taking care of your appearance and taking heed of the way you present yourself to the world,” Khorshid said. “It’s important to adopt a more holistic mindset and create one cohesive front all day long.”</p>\r\n\r\n<p>Asked to provide some tips on how female entrepreneurs can think more holistically about their personal and professional lives, she suggests three ways to stay more connected.</p>\r\n\r\n<p><strong>1. Nix unhealthy habits</strong></p>\r\n\r\n<p>Mindsets are forged when there is no extraneous fog — no negative emotions, unhealthy habits or personal sacrifices that leave one wanting “more.”</p>\r\n\r\n<p>When you eliminate or reduce time spent feeling mentally, emotionally and physically bankrupt, you focus more of your attention on things you love to do — like running your business.</p>\r\n\r\n<p>This could be as simple as taking 15 minutes every morning to enjoy a cup of coffee and mull over a positive quote you saw in the newspaper, then find ways to weave it through your day at the office and at home.</p>\r\n\r\n<p><strong>2. Better infuse your business with your values</strong></p>\r\n\r\n<p>Adopting a holistic business strategy allows women entrepreneurs to develop an entirely new mindset about their companies, and their individual roles within them. For example, if philanthropic work is your passion, but you are so busy with day-to-day duties that you keep pushing it to the side, consider making one Friday a month a mandatory on-site community day for your office.</p>\r\n\r\n<p>Or, if your company can offer free services for a charitable organization, like helping spread the word about a fundraiser via your PR team or providing sound counsel on a business predicament, that is another way of fusing your personal passion with your professional one, and feeling more “one” on a daily basis.</p>\r\n\r\n<p><strong>3. Embrace your authenticity</strong></p>\r\n\r\n<p>Women should be women — and never feel bad for needing to leave early to pick up the kids, getting a blow-out before a big important meeting or treating yourself to that new pair of shoes for the office.</p>\r\n\r\n<p>Many people look at women as they climb the business ladder and expect them to adapt, to look and act like men, and that’s so wrong. Being a great leader is about being authentic and true to who you are — and you should embrace that and encourage other women to do the same. It is about being a capable and competent human being, regardless of how one looks or how one is expected to behave. Women need to be themselves.</p>\r\n\r\n<p>If you think that it’s necessary to do everything for everyone except yourself to prove self-worth, losing that deep-rooted mindset won’t happen overnight. But if you devote time to creating a more balanced, holistic approach to work and life, Khorshid believes you will feel so much more present personally and professionally.</p>','3 ways for women to think holistically about their careers','','publish','open','open','','3-ways-for-women-to-think-holistically-about-their-careers','','','2015-09-08 17:21:03','2015-09-08 17:21:03','',0,'http://www.danamanciagli.com/?p=5313',0,'post','',0),(5314,8264,'2015-09-08 17:17:13','2015-09-08 17:17:13','3 ways for women to think holistically about their careers','3 ways for women to think holistically about their careers','3 ways for women to think holistically about their careers','inherit','open','open','','3-ways-for-women-to-think-holistically-about-their-careers','','','2015-09-08 17:17:26','2015-09-08 17:17:26','',5313,'http://www.danamanciagli.com/wp-content/uploads/2015/09/3-ways-for-women-to-think-holistically-about-their-careers.jpg',0,'attachment','image/jpeg',0),(5315,8264,'2015-09-08 17:18:58','2015-09-08 17:18:58','[caption id=\"attachment_5314\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-ways-for-women-to-think-holistically-about-their-careers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/3-ways-for-women-to-think-holistically-about-their-careers-300x219.jpg\" alt=\"3 ways for women to think holistically about their careers\" width=\"300\" height=\"219\" class=\"size-medium wp-image-5314\" /></a> 3 ways for women to think holistically about their careers[/caption]<p>Entrepreneurship is a great thing. It shapes the way businesspeople think, the relationships they forge, their daily disposition, and their overall approach to a work/life balance.</p>\r\n\r\n<p>For women entrepreneurs, it can be especially hard to juggle a family and personal life while keeping the appropriate entrepreneurial mindset intact.</p>\r\n\r\n<p>According to Lema Khorshid, entrepreneur and co-founding partner of Fuksa Khorshid in Chicago, it is important to take a holistic approach to life, focusing on more than building a successful career or company, which can come at the expense of other considerations like health and well-being.</p>\r\n\r\n<p>When women feel fulfilled mentally, physically, and spiritually, they are better at everything they do — including their businesses. This is a simple notion that Khorshid has promoted for the last eight years through her BizOver event.</p>\r\n\r\n<p>The BizOver is a style event that offers makeovers to female professionals and provides a networking platform for them to bond with other like-minded individuals. “Being a great business woman also means being healthy, taking care of your appearance and taking heed of the way you present yourself to the world,” Khorshid said. “It’s important to adopt a more holistic mindset and create one cohesive front all day long.”</p>\r\n\r\n<p>Asked to provide some tips on how female entrepreneurs can think more holistically about their personal and professional lives, she suggests three ways to stay more connected.</p>\r\n\r\n<p><strong>1. Nix unhealthy habits</strong></p>\r\n\r\n<p>Mindsets are forged when there is no extraneous fog — no negative emotions, unhealthy habits or personal sacrifices that leave one wanting “more.”</p>\r\n\r\n<p>When you eliminate or reduce time spent feeling mentally, emotionally and physically bankrupt, you focus more of your attention on things you love to do — like running your business.</p>\r\n\r\n<p>This could be as simple as taking 15 minutes every morning to enjoy a cup of coffee and mull over a positive quote you saw in the newspaper, then find ways to weave it through your day at the office and at home.</p>\r\n\r\n<p><strong>2. Better infuse your business with your values</strong></p>\r\n\r\n<p>Adopting a holistic business strategy allows women entrepreneurs to develop an entirely new mindset about their companies, and their individual roles within them. For example, if philanthropic work is your passion, but you are so busy with day-to-day duties that you keep pushing it to the side, consider making one Friday a month a mandatory on-site community day for your office.</p>\r\n\r\n<p>Or, if your company can offer free services for a charitable organization, like helping spread the word about a fundraiser via your PR team or providing sound counsel on a business predicament, that is another way of fusing your personal passion with your professional one, and feeling more “one” on a daily basis.</p>\r\n\r\n<p><strong>3. Embrace your authenticity</strong></p>\r\n\r\n<p>Women should be women — and never feel bad for needing to leave early to pick up the kids, getting a blow-out before a big important meeting or treating yourself to that new pair of shoes for the office.</p>\r\n\r\n<p>Many people look at women as they climb the business ladder and expect them to adapt, to look and act like men, and that’s so wrong. Being a great leader is about being authentic and true to who you are — and you should embrace that and encourage other women to do the same. It is about being a capable and competent human being, regardless of how one looks or how one is expected to behave. Women need to be themselves.</p>\r\n\r\n<p>If you think that it’s necessary to do everything for everyone except yourself to prove self-worth, losing that deep-rooted mindset won’t happen overnight. But if you devote time to creating a more balanced, holistic approach to work and life, Khorshid believes you will feel so much more present personally and professionally.</p>','3 ways for women to think holistically about their careers','','inherit','open','open','','5313-revision-v1','','','2015-09-08 17:18:58','2015-09-08 17:18:58','',5313,'http://www.danamanciagli.com/5313-revision-v1/',0,'revision','',0),(5316,8311,'2015-10-26 02:22:39','2015-10-26 02:22:39','[caption id=\"attachment_5318\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/4-ways-to-achieve-cross-departmental-collaboration-and-teamwork.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/4-ways-to-achieve-cross-departmental-collaboration-and-teamwork-300x200.jpg\" alt=\"4 ways to achieve cross-departmental collaboration and teamwork\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5318\" /></a> 4 ways to achieve cross-departmental collaboration and teamwork[/caption]<p>From personalities that clash to deadlines that conflict, cross-departmental collaboration isn’t always easy.</p>\r\n\r\n<p>You might hear phrases like, “I just don’t get those people in marketing. Why is every request for financial data for their materials a last-minute rush?”</p>\r\n\r\n<p>Or someone might complain about why it takes IT so long to clear help-desk tickets.</p>\r\n\r\n<p>In any organization, communicating your needs to people in a different group can be like trying to converse in a language you don’t understand. Why does it have to be that way?</p>\r\n\r\n<p>Asked to weigh in on the top challenges facing accounting and finance staff when working with colleagues in other departments, chief financial officers polled by financial staffing firm Robert Half Finance & Accounting identified four issues as most problematic:</p>\r\n<ul>\r\n<li>Learning to interact with a variety of personalities (39 percent)</li>\r\n<li>Managing stress in crisis situations (22 percent)</li>\r\n<li>Prioritizing conflicting deadlines (19 percent)</li>\r\n<li>Conveying financial information in non-financial terms (19 percent)</li>\r\n</ul>\r\n<p>Sure, it’s your department head’s job to make sure your team works well with people from all over the company, but there’s a lot you can do, too, as an individual. Luckily, there are many ways to improve cross-departmental interactions as an employee.</p>\r\n\r\n<p><strong>1. “Personality” speaking</strong></p>\r\n\r\n<p>From natural-born leaders and mediators to nose-to-the-grindstone workers, diverse personalities abound in every business. And that means clashes can (and do) occur.</p>\r\n\r\n<p>An awareness of the different personality types in your firm, along with an understanding of what each distinct work style brings to the table, is a key to successful collaboration.</p>\r\n\r\n<p>Organizing and participating in companywide team-building activities can help you to learn to interact with your colleagues and find the positive strengths in all personalities, as can spending time together socially at business gatherings, lunch or after work.</p>\r\n\r\n<p><strong>2. Stress not</strong></p>\r\n\r\n<p>Though workplace stress is found throughout a company, one department may not be able to relate to the unique pressures facing staff in another area of the business. That’s why, in working together, it’s important to try not only to understand, but also to empathize with the strain your colleagues feel in their jobs. And, in the same vein, not to be shy about expressing your own needs, either.</p>\r\n\r\n<p>When collaboration gets hairy and it’s necessary to cut some cross-departmental tension, humor can work wonders— just be sure to choose inoffensive topics to joke about, and never single anyone out.</p>\r\n\r\n<p><strong>3. Open up</strong></p>\r\n\r\n<p>Information sharing can go a long way toward making people in other departments aware of your deadlines. But some of them may sit on another floor or work in an entirely different building from you. Consider meeting regularly face to face, if possible, or via conference call.</p>\r\n\r\n<p>Incorporate such tools as instant messaging, the company intranet, and web applications that allow reports to be edited by multiple users to promote collaboration. You can also use these tools to get the word out about various employees’ needs during busy periods.</p>\r\n\r\n<p><strong>4. Talk the talk</strong></p>\r\n\r\n<p>Chances are, you’re used to explaining work matters to folks in your own department in a particular manner, using vocabulary and jargon that may not be easy for staff in other areas of the business (and other lines of work) to decipher.</p>\r\n\r\n<p>No surprise, but the trick here is learning how to convey information in terms that co-workers outside of your department will be able to easily understand. Honing your soft skills can help with that, along with the use of visuals, such as pie charts and graphics, to get your point across clearly.</p>\r\n\r\n<p>At the times when working with employees in other departments becomes challenging, remember that others within the organization have ideas and talents to contribute as well.</p>\r\n\r\n<p>When everyone gets — and works — together, that’s cross-departmental collaboration at its finest.</p>','4 ways to achieve cross-departmental collaboration and teamwork','','publish','open','open','','4-ways-to-achieve-cross-departmental-collaboration-and-teamwork','','','2015-09-08 17:48:52','2015-09-08 17:48:52','',0,'http://www.danamanciagli.com/?p=5316',0,'post','',0),