(5317,8264,'2015-09-08 17:24:10','2015-09-08 17:24:10','From personalities that clash to deadlines that conflict, cross-departmental collaboration isn’t always easy.\r\n\r\nYou 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?”\r\n\r\nOr someone might complain about why it takes IT so long to clear help-desk tickets.\r\n\r\nIn 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?\r\n\r\nAsked 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:\r\n\r\nLearning to interact with a variety of personalities (39 percent)\r\nManaging stress in crisis situations (22 percent)\r\nPrioritizing conflicting deadlines (19 percent)\r\nConveying financial information in non-financial terms (19 percent)\r\nSure, 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.\r\n\r\n1. “Personality” speaking\r\n\r\nFrom 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.\r\n\r\nAn 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.\r\n\r\nOrganizing 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.\r\n\r\n2. Stress not\r\n\r\nThough 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.\r\n\r\nWhen 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.\r\n\r\n3. Open up\r\n\r\nInformation 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.\r\n\r\nIncorporate 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.\r\n\r\n4. Talk the talk\r\n\r\nChances 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.\r\n\r\nNo 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.\r\n\r\nAt 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.\r\n\r\nWhen everyone gets — and works — together, that’s cross-departmental collaboration at its finest.','4 ways to achieve cross-departmental collaboration and teamwork','','inherit','open','open','','5316-revision-v1','','','2015-09-08 17:24:10','2015-09-08 17:24:10','',5316,'http://www.danamanciagli.com/5316-revision-v1/',0,'revision','',0),(5318,8264,'2015-09-08 17:43:32','2015-09-08 17:43:32','4 ways to achieve cross-departmental collaboration and teamwork','4 ways to achieve cross-departmental collaboration and teamwork','4 ways to achieve cross-departmental collaboration and teamwork','inherit','open','open','','4-ways-to-achieve-cross-departmental-collaboration-and-teamwork','','','2015-09-08 17:43:51','2015-09-08 17:43:51','',5316,'http://www.danamanciagli.com/wp-content/uploads/2015/10/4-ways-to-achieve-cross-departmental-collaboration-and-teamwork.jpg',0,'attachment','image/jpeg',0),(5319,8264,'2015-09-08 17:46:23','2015-09-08 17:46:23','[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\n1. “Personality” speaking\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\n2. Stress not\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\n3. Open up\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\n4. Talk the talk\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','','inherit','open','open','','5316-revision-v1','','','2015-09-08 17:46:23','2015-09-08 17:46:23','',5316,'http://www.danamanciagli.com/5316-revision-v1/',0,'revision','',0),(5320,8264,'2015-09-08 17:47:39','2015-09-08 17:47:39','[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','','inherit','open','open','','5316-revision-v1','','','2015-09-08 17:47:39','2015-09-08 17:47:39','',5316,'http://www.danamanciagli.com/5316-revision-v1/',0,'revision','',0),(5321,8311,'2015-11-16 02:49:30','2015-11-16 02:49:30','[caption id=\"attachment_5322\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/8-ways-to-master-holiday-networking.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/8-ways-to-master-holiday-networking-200x300.jpg\" alt=\"8 ways to master holiday networking\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5322\" /></a> 8 ways to master holiday networking[/caption]<p>The season of holiday parties is coming up, and with many professionally oriented events, it may be time to brush up on your networking skills.</p>\r\n\r\n<p>There are some strategies that can help you make connections, while still having fun.</p>\r\n\r\n<p>Here are eight tips that will make the most of your party time:</p>\r\n\r\n<p><strong>1. Get to the event early.</strong></p>\r\n\r\n<p>Catch people when they are fresh and before it is too crowded, that\'s the best time to network. If you are with friends, just tell them that you are going to \"work the room\" so you won\'t be hanging with them all night. Circulate; don\'t coagulate.</p>\r\n\r\n<p><strong>2. Be hands-free.</strong></p>\r\n\r\n<p>You\'ll need to be able to shake hands, use your hands to talk, or make notes on someone\'s business card so you\'ll remember what you talked about. Check your coat and briefcase, or leave them at home. If you\'re carrying a bag or purse, consider an over-the-shoulder style.</p>\r\n\r\n<p><strong>3. Put your name badge on your right side.</strong></p>\r\n\r\n<p>Your right shoulder is your leading shoulder when you shake hands. It comes forward and makes it easier to read your name badge. (Ladies, don\'t put that badge too low. It can be embarrassing for you and the gentleman trying to read it.) And if your badge comes on a lanyard, tie a knot in the back of the cord so it sits high enough for others to comfortably see at a glance. If you handwrite your name badge, just put your first name in big letters so it\'s easy to read. That\'s really all anybody cares about and remembers anyway.</p>\r\n\r\n<p><strong>4. Bring business cards</strong></p>\r\n\r\n<p>Countless people who go to networking events make the horrible mistake of arriving without business cards, then they tell people they ran out. Oh, really? If you are \"between jobs,\" order some or print on your desktop printer. Just have them.</p>\r\n\r\n<p><strong>5. Be interested, not interesting.</strong></p>\r\n\r\n<p>Ask more questions than you answer, listen carefully and make eye contact. And, please, don\'t keep glancing around the room while you are talking to someone. That\'s rude.</p>\r\n\r\n<p><strong>6. Don\'t spend too much time with one or two new people.</strong></p>\r\n\r\n<p>No matter how engaging they may be, let others have an opportunity to meet them. Besides, you need to \"work the room\" too. Ask if you can talk at a later time, get a business card, and then move on.</p>\r\n\r\n<p><strong>7. Follow up with people you meet</strong></p>\r\n\r\n<p>You get all dressed up, go to an event, meet great people, and then do nothing? What a shame. Connect on LinkedIn or send a personal e-mail within 48 hours, and no later!</p>\r\n\r\n<p><strong>8. Don\'t drink too much.</strong></p>\r\n\r\n<p>Did I really have to say that? While it\'s the holiday season and you are at a party, remember you are creating a first and lasting impression. Don\'t make an impression you\'d rather forget. You can alternate an alcoholic drink with a glass of water, drink sparkling water, set a certain drink limit for yourself or just don\'t drink anything.</p>\r\n\r\n<p>Have a great time, enjoy some fun parties and meet some fascinating people. And keep networking!</p>','8 ways to master holiday networking','','publish','open','open','','8-ways-to-master-holiday-networking','','','2015-09-08 17:57:43','2015-09-08 17:57:43','',0,'http://www.danamanciagli.com/?p=5321',0,'post','',0),(5322,8264,'2015-09-08 17:55:38','2015-09-08 17:55:38','','8 ways to master holiday networking','8 ways to master holiday networking','inherit','open','open','','8-ways-to-master-holiday-networking','','','2015-09-08 17:56:04','2015-09-08 17:56:04','',5321,'http://www.danamanciagli.com/wp-content/uploads/2015/09/8-ways-to-master-holiday-networking.jpg',0,'attachment','image/jpeg',0),(5323,8264,'2015-09-08 17:56:09','2015-09-08 17:56:09','[caption id=\"attachment_5322\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/8-ways-to-master-holiday-networking.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/8-ways-to-master-holiday-networking-200x300.jpg\" alt=\"8 ways to master holiday networking\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5322\" /></a> 8 ways to master holiday networking[/caption]<p>The season of holiday parties is coming up, and with many professionally oriented events, it may be time to brush up on your networking skills.</p>\r\n\r\n<p>There are some strategies that can help you make connections, while still having fun.</p>\r\n\r\n<p>Here are eight tips that will make the most of your party time:</p>\r\n\r\n<p><strong>1. Get to the event early.</strong></p>\r\n\r\n<p>Catch people when they are fresh and before it is too crowded, that\'s the best time to network. If you are with friends, just tell them that you are going to \"work the room\" so you won\'t be hanging with them all night. Circulate; don\'t coagulate.</p>\r\n\r\n<p><strong>2. Be hands-free.</strong></p>\r\n\r\n<p>You\'ll need to be able to shake hands, use your hands to talk, or make notes on someone\'s business card so you\'ll remember what you talked about. Check your coat and briefcase, or leave them at home. If you\'re carrying a bag or purse, consider an over-the-shoulder style.</p>\r\n\r\n<p><strong>3. Put your name badge on your right side.</strong></p>\r\n\r\n<p>Your right shoulder is your leading shoulder when you shake hands. It comes forward and makes it easier to read your name badge. (Ladies, don\'t put that badge too low. It can be embarrassing for you and the gentleman trying to read it.) And if your badge comes on a lanyard, tie a knot in the back of the cord so it sits high enough for others to comfortably see at a glance. If you handwrite your name badge, just put your first name in big letters so it\'s easy to read. That\'s really all anybody cares about and remembers anyway.</p>\r\n\r\n<p><strong>4. Bring business cards</strong></p>\r\n\r\n<p>Countless people who go to networking events make the horrible mistake of arriving without business cards, then they tell people they ran out. Oh, really? If you are \"between jobs,\" order some or print on your desktop printer. Just have them.</p>\r\n\r\n<p><strong>5. Be interested, not interesting.</strong></p>\r\n\r\n<p>Ask more questions than you answer, listen carefully and make eye contact. And, please, don\'t keep glancing around the room while you are talking to someone. That\'s rude.</p>\r\n\r\n<p><strong>6. Don\'t spend too much time with one or two new people.</strong></p>\r\n\r\n<p>No matter how engaging they may be, let others have an opportunity to meet them. Besides, you need to \"work the room\" too. Ask if you can talk at a later time, get a business card, and then move on.</p>\r\n\r\n<p><strong>7. Follow up with people you meet</strong></p>\r\n\r\n<p>You get all dressed up, go to an event, meet great people, and then do nothing? What a shame. Connect on LinkedIn or send a personal e-mail within 48 hours, and no later!</p>\r\n\r\n<p><strong>8. Don\'t drink too much.</strong></p>\r\n\r\n<p>Did I really have to say that? While it\'s the holiday season and you are at a party, remember you are creating a first and lasting impression. Don\'t make an impression you\'d rather forget. You can alternate an alcoholic drink with a glass of water, drink sparkling water, set a certain drink limit for yourself or just don\'t drink anything.</p>\r\n\r\n<p>Have a great time, enjoy some fun parties and meet some fascinating people. And keep networking!</p>','8 ways to master holiday networking','','inherit','open','open','','5321-revision-v1','','','2015-09-08 17:56:09','2015-09-08 17:56:09','',5321,'http://www.danamanciagli.com/5321-revision-v1/',0,'revision','',0),(5324,8311,'2015-11-23 02:01:21','2015-11-23 02:01:21','[caption id=\"attachment_5325\" align=\"alignright\" width=\"257\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-a-hybrid-laptop-can-amp-up-your-career.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-a-hybrid-laptop-can-amp-up-your-career-257x300.jpg\" alt=\"How a hybrid laptop can amp up your career\" width=\"257\" height=\"300\" class=\"size-medium wp-image-5325\" /></a> How a hybrid laptop can amp up your career[/caption]<p>The shopping season is upon us! So what\'s on your holiday wish list this year? While visions of sugarplums are dancing, I\'ll bet tucked in that list is a new job, a promotion, or growth for your business.</p>\r\n\r\n<p>It\'s also the time to take a close look at the tools and technology that can take your career or business to the next level. There\'s still time to add something to that wish list.</p>\r\n\r\n<p>Well, I purchased a powerful tool that will help propel my business as I continue to help others propel their careers.</p>\r\n\r\n<p>I have great respect for the power of the right technology; my years at Microsoft taught me that! So when I see a tool that has all the new features that are a must for today\'s business professional, I have to share my enthusiasm.</p>\r\n\r\n<p>I thought it\'s time to cut back on carrying around multiple devices while getting upgraded to the latest technology. The HP\'s Envy x2 a detachable PC— a tablet and notebook in one — with every bell and whistle you could want.</p>\r\n\r\n<p>Now, there are a lot of great devices out there for the holidays, so select one that is right for you.</p>\r\n\r\n<p>If a new job or promotion is at the top of your wish list, here\'s why you need the very best technology you can get your hands on to kick your job search into high gear in 2016.</p>\r\n\r\n<p><strong>Tip 1: Stay agile.</strong></p>\r\n\r\n<p>Note, I said agile, not mobile. While I\'m a fan of using mobile tech in the job search, let\'s face it, there are some things that can\'t or shouldn\'t be done on a smartphone when it comes to your search.</p>\r\n\r\n<p>Bigger screens and actual keys (the kind that move when you press down on them, remember those?) are crucial in editing a résumé or e-mailing a recruiter. You must avoid typos, catch grammatical errors, and close with a nice signature block containing your e-mail and phone number. And solopreneurs like myself are constantly moving from meeting to meeting and need to pack light.</p>\r\n\r\n<p>I found the HP Envy x2 to be the perfect solution for professionals who are tired of lugging around a laptop AND a tablet. Go for one device and get all the functionality — with half the carry-on space. While hybrid tablet/PC devices have been on the market for quite a while, new developments in technology are giving them true business-level computing power. This nifty hybrid gives me powerhouse tech in a mobile package to stay light, agile, and productive.</p>\r\n\r\n<p>Cool things I like: The HP Envy x2 features a backlit keyboard, which helps me on those evening flights. A longer-lasting battery and USB ports help me work uninterrupted. Not good for my work-life balance, oh well, that\'s life… or work! And it transforms into a tablet for movies and games when work is done. Ah, that work-life balance again!</p>\r\n\r\n<p><strong>Tip 2: Put the right technology in your back pocket.</strong></p>\r\n\r\n<p>Technology is moving so quickly and it\'s critical to have the right tools for the right situation. For example, I am not concerned about video and audio quality — until I really need to be. But if you are networking or interviewing, initial phone interviews are rapidly becoming video interviews and the first impression your interviewer has of you is on his or her computer screen. Good A/V equipment can carry you a lot further than you think.</p>\r\n\r\n<p>The Envy x2 has you covered with a BeatsAudio dual speaker design and the HP TrueVision Full HD Webcam; they\'ll be lifesavers when you\'re video conferencing. The camera is engineered to work at high-quality levels, even in low light, with a wide-viewing angle lens. Never doubt the importance of a good impression and with the right technology you can make a great one.</p>\r\n\r\n<p><strong>Tip 3: Keep up with the times.</strong></p>\r\n\r\n<p>When sending a résumé to a potential employer, compatibility is key. If your old PC is still running Office 2003 and the company you are applying to runs Office 2013, you\'ve got a problem. That cover letter and résumé that you turned into a work of art can arrive looking entirely different on their end.</p>\r\n\r\n<p>Employers want to know that you\'re up to date on the latest technology and can work with their existing productivity software. The new HP tech is pre-loaded with the latest Microsoft Windows and Office software, guaranteeing formatting compatibility and top-notch security.</p>\r\n\r\n<p><strong>Tip 4: Get cloud-connected.</strong></p>\r\n\r\n<p>How many times have you been working at a coffee shop or in a remote office and realized that you didn\'t have the documents or files you needed? Everyone is talking about the cloud these days, and why not? Storing files — documents, spreadsheets, images, and more — in the cloud frees up space on your devices and makes important content easy to access from virtually anywhere. And that can be crucial when you\'re looking to further your career.</p>\r\n\r\n<p>Whether you are connecting with business contacts at an event or sitting down for an interview, the ability to save information and access it from any device helps you keep up with important material.</p>\r\n\r\n<p>Think backup here! I\'m still shocked at professionals who spend hours working on a project and save it in one place on one device. Drop that tablet, lose that phone? Oops, you\'re out of luck! Cloud integration is so seamless that you don\'t even have to think about backing things up; your computer will do it for you. Save yourself a headache and make your life a lot easier with the cloud. Trust me. I\'ve lost files, had my hard drive crash, and had a laptop stolen. Not good!</p>\r\n\r\n<p><strong>Tip 5: Bonus tip</strong></p>\r\n\r\n<p>For businesses looking to upgrade to new PCs for employees, this device could be just the ticket – and a huge money-saver. Why settle for just a laptop, when you can give them a laptop AND a tablet in one package?</p>\r\n\r\n<p>Whether you are a job-seeker, a career-changer, or a solopreneur, arm yourself with the most efficient and powerful technology for your precious dollars. With the blend of the right technology and best process, you can achieve all of your 2016 business goals.</p>','How a hybrid laptop can amp up your career','','publish','open','open','','how-a-hybrid-laptop-can-amp-up-your-career','','','2015-09-08 18:08:38','2015-09-08 18:08:38','',0,'http://www.danamanciagli.com/?p=5324',0,'post','',0),(5325,8264,'2015-09-08 18:06:51','2015-09-08 18:06:51','How a hybrid laptop can amp up your career','How a hybrid laptop can amp up your career','How a hybrid laptop can amp up your career','inherit','open','open','','how-a-hybrid-laptop-can-amp-up-your-career','','','2015-09-08 18:07:06','2015-09-08 18:07:06','',5324,'http://www.danamanciagli.com/wp-content/uploads/2015/09/How-a-hybrid-laptop-can-amp-up-your-career.jpg',0,'attachment','image/jpeg',0),(5326,8264,'2015-09-08 18:07:18','2015-09-08 18:07:18','[caption id=\"attachment_5325\" align=\"alignright\" width=\"257\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-a-hybrid-laptop-can-amp-up-your-career.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/09/How-a-hybrid-laptop-can-amp-up-your-career-257x300.jpg\" alt=\"How a hybrid laptop can amp up your career\" width=\"257\" height=\"300\" class=\"size-medium wp-image-5325\" /></a> How a hybrid laptop can amp up your career[/caption]<p>The shopping season is upon us! So what\'s on your holiday wish list this year? While visions of sugarplums are dancing, I\'ll bet tucked in that list is a new job, a promotion, or growth for your business.</p>\r\n\r\n<p>It\'s also the time to take a close look at the tools and technology that can take your career or business to the next level. There\'s still time to add something to that wish list.</p>\r\n\r\n<p>Well, I purchased a powerful tool that will help propel my business as I continue to help others propel their careers.</p>\r\n\r\n<p>I have great respect for the power of the right technology; my years at Microsoft taught me that! So when I see a tool that has all the new features that are a must for today\'s business professional, I have to share my enthusiasm.</p>\r\n\r\n<p>I thought it\'s time to cut back on carrying around multiple devices while getting upgraded to the latest technology. The HP\'s Envy x2 a detachable PC— a tablet and notebook in one — with every bell and whistle you could want.</p>\r\n\r\n<p>Now, there are a lot of great devices out there for the holidays, so select one that is right for you.</p>\r\n\r\n<p>If a new job or promotion is at the top of your wish list, here\'s why you need the very best technology you can get your hands on to kick your job search into high gear in 2016.</p>\r\n\r\n<p><strong>Tip 1: Stay agile.</strong></p>\r\n\r\n<p>Note, I said agile, not mobile. While I\'m a fan of using mobile tech in the job search, let\'s face it, there are some things that can\'t or shouldn\'t be done on a smartphone when it comes to your search.</p>\r\n\r\n<p>Bigger screens and actual keys (the kind that move when you press down on them, remember those?) are crucial in editing a résumé or e-mailing a recruiter. You must avoid typos, catch grammatical errors, and close with a nice signature block containing your e-mail and phone number. And solopreneurs like myself are constantly moving from meeting to meeting and need to pack light.</p>\r\n\r\n<p>I found the HP Envy x2 to be the perfect solution for professionals who are tired of lugging around a laptop AND a tablet. Go for one device and get all the functionality — with half the carry-on space. While hybrid tablet/PC devices have been on the market for quite a while, new developments in technology are giving them true business-level computing power. This nifty hybrid gives me powerhouse tech in a mobile package to stay light, agile, and productive.</p>\r\n\r\n<p>Cool things I like: The HP Envy x2 features a backlit keyboard, which helps me on those evening flights. A longer-lasting battery and USB ports help me work uninterrupted. Not good for my work-life balance, oh well, that\'s life… or work! And it transforms into a tablet for movies and games when work is done. Ah, that work-life balance again!</p>\r\n\r\n<p><strong>Tip 2: Put the right technology in your back pocket.</strong></p>\r\n\r\n<p>Technology is moving so quickly and it\'s critical to have the right tools for the right situation. For example, I am not concerned about video and audio quality — until I really need to be. But if you are networking or interviewing, initial phone interviews are rapidly becoming video interviews and the first impression your interviewer has of you is on his or her computer screen. Good A/V equipment can carry you a lot further than you think.</p>\r\n\r\n<p>The Envy x2 has you covered with a BeatsAudio dual speaker design and the HP TrueVision Full HD Webcam; they\'ll be lifesavers when you\'re video conferencing. The camera is engineered to work at high-quality levels, even in low light, with a wide-viewing angle lens. Never doubt the importance of a good impression and with the right technology you can make a great one.</p>\r\n\r\n<p><strong>Tip 3: Keep up with the times.</strong></p>\r\n\r\n<p>When sending a résumé to a potential employer, compatibility is key. If your old PC is still running Office 2003 and the company you are applying to runs Office 2013, you\'ve got a problem. That cover letter and résumé that you turned into a work of art can arrive looking entirely different on their end.</p>\r\n\r\n<p>Employers want to know that you\'re up to date on the latest technology and can work with their existing productivity software. The new HP tech is pre-loaded with the latest Microsoft Windows and Office software, guaranteeing formatting compatibility and top-notch security.</p>\r\n\r\n<p><strong>Tip 4: Get cloud-connected.</strong></p>\r\n\r\n<p>How many times have you been working at a coffee shop or in a remote office and realized that you didn\'t have the documents or files you needed? Everyone is talking about the cloud these days, and why not? Storing files — documents, spreadsheets, images, and more — in the cloud frees up space on your devices and makes important content easy to access from virtually anywhere. And that can be crucial when you\'re looking to further your career.</p>\r\n\r\n<p>Whether you are connecting with business contacts at an event or sitting down for an interview, the ability to save information and access it from any device helps you keep up with important material.</p>\r\n\r\n<p>Think backup here! I\'m still shocked at professionals who spend hours working on a project and save it in one place on one device. Drop that tablet, lose that phone? Oops, you\'re out of luck! Cloud integration is so seamless that you don\'t even have to think about backing things up; your computer will do it for you. Save yourself a headache and make your life a lot easier with the cloud. Trust me. I\'ve lost files, had my hard drive crash, and had a laptop stolen. Not good!</p>\r\n\r\n<p><strong>Tip 5: Bonus tip</strong></p>\r\n\r\n<p>For businesses looking to upgrade to new PCs for employees, this device could be just the ticket – and a huge money-saver. Why settle for just a laptop, when you can give them a laptop AND a tablet in one package?</p>\r\n\r\n<p>Whether you are a job-seeker, a career-changer, or a solopreneur, arm yourself with the most efficient and powerful technology for your precious dollars. With the blend of the right technology and best process, you can achieve all of your 2016 business goals.</p>','How a hybrid laptop can amp up your career','','inherit','open','open','','5324-revision-v1','','','2015-09-08 18:07:18','2015-09-08 18:07:18','',5324,'http://www.danamanciagli.com/5324-revision-v1/',0,'revision','',0),(5327,1,'2015-09-08 22:06:20','2015-09-08 22:06:20','','Order &ndash; September 8, 2015 @ 10:06 PM','','wc-processing','open','closed','order_55ef5bd812704','order-sep-08-2015-1006-pm','','','2015-09-08 22:06:20','2015-09-08 22:06:20','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5327',0,'shop_order','',2),(5333,7636,'2015-04-23 03:11:05','2015-04-23 03:11:05','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e4595cf59','refund-sep-13-2015-0902-pm','','','2015-04-23 03:11:05','2015-04-23 03:11:05','',4975,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm/',0,'shop_order_refund','',0),(5334,7636,'2015-04-21 19:26:18','2015-04-21 19:26:18','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e4597cdcc','refund-sep-13-2015-0902-pm-2','','','2015-04-21 19:26:18','2015-04-21 19:26:18','',4974,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-2/',0,'shop_order_refund','',0),(5335,7636,'2015-05-01 18:22:06','2015-05-01 18:22:06','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e4598c0c5','refund-sep-13-2015-0902-pm-3','','','2015-05-01 18:22:06','2015-05-01 18:22:06','',4972,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-3/',0,'shop_order_refund','',0),(5336,7636,'2014-10-22 19:31:01','2014-10-22 19:31:01','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e459a14f7','refund-sep-13-2015-0902-pm-4','','','2014-10-22 19:31:01','2014-10-22 19:31:01','',4338,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-4/',0,'shop_order_refund','',0),(5337,7636,'2014-10-22 19:31:50','2014-10-22 19:31:50','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e459b4862','refund-sep-13-2015-0902-pm-5','','','2014-10-22 19:31:50','2014-10-22 19:31:50','',4336,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-5/',0,'shop_order_refund','',0),(5338,7636,'2014-10-18 04:12:59','2014-10-18 04:12:59','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e459c46aa','refund-sep-13-2015-0902-pm-6','','','2014-10-18 04:12:59','2014-10-18 04:12:59','',4296,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-6/',0,'shop_order_refund','',0),(5339,7636,'2014-05-15 23:55:10','2014-05-15 23:55:10','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e459d3211','refund-sep-13-2015-0902-pm-7','','','2014-05-15 23:55:10','2014-05-15 23:55:10','',3717,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-7/',0,'shop_order_refund','',0),(5340,7636,'2014-05-15 23:29:18','2014-05-15 23:29:18','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e459e4b88','refund-sep-13-2015-0902-pm-8','','','2014-05-15 23:29:18','2014-05-15 23:29:18','',3714,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-8/',0,'shop_order_refund','',0),(5341,7636,'2014-03-18 16:46:12','2014-03-18 16:46:12','','Refund &ndash; Sep 13, 2015 @ 09:02 PM','Order Fully Refunded','wc-completed','closed','closed','refund_55f5e45a02b29','refund-sep-13-2015-0902-pm-9','','','2014-03-18 16:46:12','2014-03-18 16:46:12','',3499,'http://www.danamanciagli.com/shop_order_refund/refund-sep-13-2015-0902-pm-9/',0,'shop_order_refund','',0),(5344,1,'2015-09-16 00:34:42','2015-09-16 00:34:42','','Order &ndash; September 16, 2015 @ 12:34 AM','','wc-processing','open','closed','order_55f8b91e0fe3c','order-sep-16-2015-1234-am','','','2015-09-16 00:34:42','2015-09-16 00:34:42','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5344',0,'shop_order','',2),(5368,8113,'2015-11-02 03:17:02','2015-11-02 03:17:02','[caption id=\"attachment_5376\" align=\"alignright\" width=\"261\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care-261x300.jpg\" alt=\"How concerns about health care plans affect your business and your employees\" width=\"261\" height=\"300\" class=\"size-medium wp-image-5376\" /></a> How concerns about health care plans affect your business and your employees[/caption]<p>Health care can be an absolute headache for both businesses and employees. For HR managers who are trying to keep their employees happy and healthy, managing it can feel like an actual illness.</p>\r\n\r\n<p>As someone who’s spent the last 15 years helping companies choose and manage their health care plans, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cheryl%20Swirnow\">Cheryl Swirnow</a>, co-founder and CEO of Sherpaa, noticed that many businesses are failing to use their benefits efficiently.</p>\r\n\r\n<p>In most cases, the cause is either the choice of the wrong plan for their business type or the inability to properly educate employees on what their insurance policies cover.</p>\r\n\r\n<p>The result is a workforce that does not proactively seek out preventative medical care, ultimately leading to a loss of overall productivity and an “unhealthy” business.</p>\r\n\r\n<p><b>First steps</b></p>\r\n\r\n<p>In order for businesses to attract new professionals and retain their current employees, they first need to identify optimal health insurance plans by understanding their particular needs and scaling programs for the size and budget of the organization.</p>\r\n\r\n<p>Next, businesses need to implement user-centered solutions that help employees navigate the health insurance landscape, which is where most problems can arise.</p>\r\n\r\n<p>Once employees understand what their health insurance does and does not cover, they will avoid overcharges and billing errors, saving them both time and money. However, jumping the hurdle of employee comprehension can be harder than it may seem. Studies on health care literacy today actually show that the majority of Americans <a href=\"http://www.sciencedirect.com/science/article/pii/S0167629613000532\">know very little</a> about how health insurance works.</p>\r\n\r\n<p>This may be caused by the simple fact that businesses lack the resources to guide employees through the ins and outs of an insurance plan, and the insurance companies don’t provide the resources either.</p>\r\n\r\n<p>This is the stage at which a telehealth service or third party consultancy can become a valuable tool, working both with HR managers and with a company’s employees. The service works with HR managers to identify the most strategic benefits packages to offer. And many offer employees the ability to speak with insurance guides who will help them understand their bills and communicate with providers and insurance companies on their behalf to resolve any issues.</p>\r\n\r\n<p><b>Benefits of efficiency</b></p>\r\n\r\n<p>According to Swirnow, improving the efficiency of health insurance policies not only improves employee health and satisfaction, but also has real impact on operational costs. For example, last year, the average small business in New York <a href=\"http://www.crainsnewyork.com/article/20150603/HEALTH_CARE/150609957/health-insurers-request-14-average-premium-hikes-for-small-businesses-in-2016\">saw a 14 percent premium increase.</a> For Sherpaa’s customers, however, this fee hike was 2.35 percent due to the effectiveness of policy and benefits management.</p>\r\n\r\n<p>In today’s climate of health insurance mergers that increasingly create conglomerates and may affect annual group rate premiums, HR managers will have to be even more strategic in identifying and delivering the right health plans to their employees. The threat of health insurance monopolies with no incentive to compete for the wellbeing of the end customer (your employees) makes it more important than ever for HR professionals to be informed when it comes to choosing the right group health plan.</p>\r\n\r\n<p>And Swirnow recommends, “If you need help, ask for it!” Third-party navigators can be a lifesaver for HR managers overwhelmed by regulations and the repercussions of changing legislation.</p>\r\n\r\n<p>Ultimately, it is only by being strategic and making careful decisions in choosing a group policy that HR managers will be able to “future-proof” their organization’s most important resource: a healthy and happy workforce.</p>','How concerns about health care plans affect your business and your employees','','publish','open','open','','concerns-health-care-plans-affect-business-employees','','','2015-10-22 16:21:08','2015-10-22 16:21:08','',0,'http://www.danamanciagli.com/?p=5368',0,'post','',0),(5376,8264,'2015-10-22 16:19:41','2015-10-22 16:19:41','How concerns about health care plans affect your business and your employees','How concerns about health care plans affect your business and your employees','How concerns about health care plans affect your business and your employees','inherit','open','closed','','concerns-about-health-care','','','2015-10-22 16:20:00','2015-10-22 16:20:00','',5368,'http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care.jpg',0,'attachment','image/jpeg',0),(5377,8264,'2015-10-22 16:21:01','2015-10-22 16:21:01','[caption id=\"attachment_5376\" align=\"alignright\" width=\"261\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care-261x300.jpg\" alt=\"How concerns about health care plans affect your business and your employees\" width=\"261\" height=\"300\" class=\"size-medium wp-image-5376\" /></a> How concerns about health care plans affect your business and your employees[/caption]<p>Health care can be an absolute headache for both businesses and employees. For HR managers who are trying to keep their employees happy and healthy, managing it can feel like an actual illness.</p>\n\n<p>As someone who’s spent the last 15 years helping companies choose and manage their health care plans, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cheryl%20Swirnow\">Cheryl Swirnow</a>, co-founder and CEO of Sherpaa, noticed that many businesses are failing to use their benefits efficiently.</p>\n\n<p>In most cases, the cause is either the choice of the wrong plan for their business type or the inability to properly educate employees on what their insurance policies cover.</p>\n\n<p>The result is a workforce that does not proactively seek out preventative medical care, ultimately leading to a loss of overall productivity and an “unhealthy” business.</p>\n\n<p><b>First steps</b></p>\n\n<p>In order for businesses to attract new professionals and retain their current employees, they first need to identify optimal health insurance plans by understanding their particular needs and scaling programs for the size and budget of the organization.</p>\n\n<p>Next, businesses need to implement user-centered solutions that help employees navigate the health insurance landscape, which is where most problems can arise.</p>\n\n<p>Once employees understand what their health insurance does and does not cover, they will avoid overcharges and billing errors, saving them both time and money. However, jumping the hurdle of employee comprehension can be harder than it may seem. Studies on health care literacy today actually show that the majority of Americans <a href=\"http://www.sciencedirect.com/science/article/pii/S0167629613000532\">know very little</a> about how health insurance works.</p>\n\n<p>This may be caused by the simple fact that businesses lack the resources to guide employees through the ins and outs of an insurance plan, and the insurance companies don’t provide the resources either.</p>\n\n<p>This is the stage at which a telehealth service or third party consultancy can become a valuable tool, working both with HR managers and with a company’s employees. The service works with HR managers to identify the most strategic benefits packages to offer. And many offer employees the ability to speak with insurance guides who will help them understand their bills and communicate with providers and insurance companies on their behalf to resolve any issues.</p>\n\n<p><b>Benefits of efficiency</b></p>\n\n<p>According to Swirnow, improving the efficiency of health insurance policies not only improves employee health and satisfaction, but also has real impact on operational costs. For example, last year, the average small business in New York <a href=\"http://www.crainsnewyork.com/article/20150603/HEALTH_CARE/150609957/health-insurers-request-14-average-premium-hikes-for-small-businesses-in-2016\">saw a 14 percent premium increase.</a> For Sherpaa’s customers, however, this fee hike was 2.35 percent due to the effectiveness of policy and benefits management.</p>\n\n<p>In today’s climate of health insurance mergers that increasingly create conglomerates and may affect annual group rate premiums, HR managers will have to be even more strategic in identifying and delivering the right health plans to their employees. The threat of health insurance monopolies with no incentive to compete for the wellbeing of the end customer (your employees) makes it more important than ever for HR professionals to be informed when it comes to choosing the right group health plan.</p>\n\n<p>And Swirnow recommends, “If you need help, ask for it!” Third-party navigators can be a lifesaver for HR managers overwhelmed by regulations and the repercussions of changing legislation.</p>\n\n<p>Ultimately, it is only by being strategic and making careful decisions in choosing a group policy that HR managers will be able to “future-proof” their organization’s most important resource: a healthy and happy workforce.</p>','How concerns about health care plans affect your business and your employees','','inherit','closed','closed','','5368-autosave-v1','','','2015-10-22 16:21:01','2015-10-22 16:21:01','',5368,'http://www.danamanciagli.com/5368-autosave-v1/',0,'revision','',0),(5394,8113,'2015-10-24 19:18:26','2015-10-24 19:18:26','<img class=\"size-medium wp-image-2829 alignright\" title=\"Dana Manciagli as Career and Job Search Coach\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website-287x300.jpg\" alt=\"Dana Manciagli as Career and Job Search Coach\" width=\"287\" height=\"300\" />\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. Are you ready to cut the crap™?</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\nDana\'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?\r\n\r\nBased 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.\r\n\r\nKnowing 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.\r\n\r\nThere are two packages: an introductory package and the Boot Camp, which includes unlimited e-mail and phone calls with 5 power sessions.\r\n\r\n<strong>BOOT CAMP:</strong>\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\nMake an investment into your future, land in your next career role faster and learn a new way!\r\n\r\nSimply send an e-mail to <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> and she will send you her consulting program offerings.\r\n\r\n&nbsp;\r\n\r\n<a title=\"Career Igniter Top Career Websites\" href=\"http://www.careerigniter.com/career-websites/\" target=\"_blank\"><img class=\"aligncenter\" title=\"Dana Manciagli\" src=\"http://www.careerigniter.com/career-websites/dana-manciagli-rank.png\" alt=\"Dana Manciagli\" border=\"0\" /></a>','Coaching','','inherit','closed','closed','','9-revision-v1','','','2015-10-24 19:18:26','2015-10-24 19:18:26','',9,'http://www.danamanciagli.com/9-revision-v1/',0,'revision','',0),(5422,8264,'2015-11-02 17:14:30','2015-11-02 17:14:30','[caption id=\"attachment_5423\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/texting-at-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/texting-at-work-200x300.jpg\" alt=\"Texting etiquette: 6 rules to follow when texting at work\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5423\" /></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\r\n<p><b>1. Grab some context clues</b></p>\r\n\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\r\n<p><b>2. Feel it out</b></p>\r\n\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.</p>\r\n\r\n<p><b>3. Keep it professional</b></p>\r\n\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\r\n<p><b>4. Only text when response time is important</b></p>\r\n\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\r\n<p><b>5. Limit group texting to critical things</b></p>\r\n\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\r\n<p><b>6. If it can wait, don\'t text.</b></p>\r\n\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','closed','closed','','5416-autosave-v1','','','2015-11-02 17:14:30','2015-11-02 17:14:30','',5416,'http://www.danamanciagli.com/5416-autosave-v1/',0,'revision','',0);
INSERT INTO `wp_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (5393,8113,'2015-10-24 19:18:08','2015-10-24 19:18:08','<img class=\"size-medium wp-image-2829 alignright\" title=\"Dana Manciagli as Career and Job Search Coach\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website-287x300.jpg\" alt=\"Dana Manciagli as Career and Job Search Coach\" width=\"287\" height=\"300\" />\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. Are you ready to \'cut the</h3>\ncrap™\n<h3>?</h3>\n<h4>That\'s precisely what you\'ll receive when you hire Dana Manciagli to help you land your next job FASTER.</h4>\nDana\'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?\n\nBased 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.\n\nKnowing 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.\n\nThere are two packages: an introductory package and the Boot Camp, which includes unlimited e-mail and phone calls with 5 power sessions.\n\n<strong>BOOT CAMP:</strong>\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>\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>\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>\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>\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>\n<p style=\"padding-left: 30px;\"><em>*All sessions are 1 hour long: face-to-face or web-based</em></p>\nMake an investment into your future, land in your next career role faster and learn a new way!\n\nSimply send an e-mail to <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> and she will send you her consulting program offerings.\n\n&nbsp;\n\n<a title=\"Career Igniter Top Career Websites\" href=\"http://www.careerigniter.com/career-websites/\" target=\"_blank\"><img class=\"aligncenter\" title=\"Dana Manciagli\" src=\"http://www.careerigniter.com/career-websites/dana-manciagli-rank.png\" alt=\"Dana Manciagli\" border=\"0\" /></a>','Coaching','','inherit','closed','closed','','9-autosave-v1','','','2015-10-24 19:18:08','2015-10-24 19:18:08','',9,'http://www.danamanciagli.com/9-autosave-v1/',0,'revision','',0),(5373,8264,'2015-10-22 16:08:11','2015-10-22 16:08:11','<p>Health care can be an absolute headache for both businesses and employees. For HR managers who are trying to keep their employees happy and healthy, managing it can feel like an actual illness.</p>\r\n\r\n<p>As someone who’s spent the last 15 years helping companies choose and manage their health care plans, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cheryl%20Swirnow\">Cheryl Swirnow</a>, co-founder and CEO of Sherpaa, noticed that many businesses are failing to use their benefits efficiently.</p>\r\n\r\n<p>In most cases, the cause is either the choice of the wrong plan for their business type or the inability to properly educate employees on what their insurance policies cover.</p>\r\n\r\n<b>See Also</b>\r\n\r\n<ul>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/growth-strategies/2015/08/significant-other-as-a-first-stop-for-job-advice.html\">Why your significant other should be the first stop for job advice</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/growth-strategies/2015/09/4-ways-to-achieve-cross-departmental-collaboration.html\">4 ways to achieve cross-departmental collaboration and teamwork</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2015/08/3-tips-for-fostering-a-unified-office-spirit.html\">3 tips for fostering a unified office spirit across continents</a></li>\r\n</ul>\r\n\r\n<p>The result is a workforce that does not proactively seek out preventative medical care, ultimately leading to a loss of overall productivity and an “unhealthy” business.</p>\r\n\r\n<b>First steps</b>\r\n\r\n<p>In order for businesses to attract new professionals and retain their current employees, they first need to identify optimal health insurance plans by understanding their particular needs and scaling programs for the size and budget of the organization.</p>\r\n\r\n<p>Next, businesses need to implement user-centered solutions that help employees navigate the health insurance landscape, which is where most problems can arise.</p>\r\n\r\n<p>Once employees understand what their health insurance does and does not cover, they will avoid overcharges and billing errors, saving them both time and money. However, jumping the hurdle of employee comprehension can be harder than it may seem. Studies on health care literacy today actually show that the majority of Americans <a href=\"http://www.sciencedirect.com/science/article/pii/S0167629613000532\">know very little</a> about how health insurance works.</p>\r\n\r\n<p>This may be caused by the simple fact that businesses lack the resources to guide employees through the ins and outs of an insurance plan, and the insurance companies don’t provide the resources either.</p>\r\n\r\n<p>This is the stage at which a telehealth service or third party consultancy can become a valuable tool, working both with HR managers and with a company’s employees. The service works with HR managers to identify the most strategic benefits packages to offer. And many offer employees the ability to speak with insurance guides who will help them understand their bills and communicate with providers and insurance companies on their behalf to resolve any issues.</p>\r\n\r\n<b>Benefits of efficiency</b>\r\n\r\n<p>According to Swirnow, improving the efficiency of health insurance policies not only improves employee health and satisfaction, but also has real impact on operational costs. For example, last year, the average small business in New York <a href=\"http://www.crainsnewyork.com/article/20150603/HEALTH_CARE/150609957/health-insurers-request-14-average-premium-hikes-for-small-businesses-in-2016\">saw a 14 percent premium increase.</a> For Sherpaa’s customers, however, this fee hike was 2.35 percent due to the effectiveness of policy and benefits management.</p>\r\n\r\n<p>In today’s climate of health insurance mergers that increasingly create conglomerates and may affect annual group rate premiums, HR managers will have to be even more strategic in identifying and delivering the right health plans to their employees. The threat of health insurance monopolies with no incentive to compete for the wellbeing of the end customer (your employees) makes it more important than ever for HR professionals to be informed when it comes to choosing the right group health plan.</p>\r\n\r\n<p>And Swirnow recommends, “If you need help, ask for it!” Third-party navigators can be a lifesaver for HR managers overwhelmed by regulations and the repercussions of changing legislation.</p>\r\n\r\n<p>Ultimately, it is only by being strategic and making careful decisions in choosing a group policy that HR managers will be able to “future-proof” their organization’s most important resource: a healthy and happy workforce.</p>','How concerns about health care plans affect your business and your employees','','inherit','closed','closed','','5368-revision-v1','','','2015-10-22 16:08:11','2015-10-22 16:08:11','',5368,'http://www.danamanciagli.com/5368-revision-v1/',0,'revision','',0),(5375,8264,'2015-10-22 16:17:02','2015-10-22 16:17:02','<p>Health care can be an absolute headache for both businesses and employees. For HR managers who are trying to keep their employees happy and healthy, managing it can feel like an actual illness.</p>\r\n\r\n<p>As someone who’s spent the last 15 years helping companies choose and manage their health care plans, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cheryl%20Swirnow\">Cheryl Swirnow</a>, co-founder and CEO of Sherpaa, noticed that many businesses are failing to use their benefits efficiently.</p>\r\n\r\n<p>In most cases, the cause is either the choice of the wrong plan for their business type or the inability to properly educate employees on what their insurance policies cover.</p>\r\n\r\n<p>The result is a workforce that does not proactively seek out preventative medical care, ultimately leading to a loss of overall productivity and an “unhealthy” business.</p>\r\n\r\n<p><b>First steps</b></p>\r\n\r\n<p>In order for businesses to attract new professionals and retain their current employees, they first need to identify optimal health insurance plans by understanding their particular needs and scaling programs for the size and budget of the organization.</p>\r\n\r\n<p>Next, businesses need to implement user-centered solutions that help employees navigate the health insurance landscape, which is where most problems can arise.</p>\r\n\r\n<p>Once employees understand what their health insurance does and does not cover, they will avoid overcharges and billing errors, saving them both time and money. However, jumping the hurdle of employee comprehension can be harder than it may seem. Studies on health care literacy today actually show that the majority of Americans <a href=\"http://www.sciencedirect.com/science/article/pii/S0167629613000532\">know very little</a> about how health insurance works.</p>\r\n\r\n<p>This may be caused by the simple fact that businesses lack the resources to guide employees through the ins and outs of an insurance plan, and the insurance companies don’t provide the resources either.</p>\r\n\r\n<p>This is the stage at which a telehealth service or third party consultancy can become a valuable tool, working both with HR managers and with a company’s employees. The service works with HR managers to identify the most strategic benefits packages to offer. And many offer employees the ability to speak with insurance guides who will help them understand their bills and communicate with providers and insurance companies on their behalf to resolve any issues.</p>\r\n\r\n<p><b>Benefits of efficiency</b></p>\r\n\r\n<p>According to Swirnow, improving the efficiency of health insurance policies not only improves employee health and satisfaction, but also has real impact on operational costs. For example, last year, the average small business in New York <a href=\"http://www.crainsnewyork.com/article/20150603/HEALTH_CARE/150609957/health-insurers-request-14-average-premium-hikes-for-small-businesses-in-2016\">saw a 14 percent premium increase.</a> For Sherpaa’s customers, however, this fee hike was 2.35 percent due to the effectiveness of policy and benefits management.</p>\r\n\r\n<p>In today’s climate of health insurance mergers that increasingly create conglomerates and may affect annual group rate premiums, HR managers will have to be even more strategic in identifying and delivering the right health plans to their employees. The threat of health insurance monopolies with no incentive to compete for the wellbeing of the end customer (your employees) makes it more important than ever for HR professionals to be informed when it comes to choosing the right group health plan.</p>\r\n\r\n<p>And Swirnow recommends, “If you need help, ask for it!” Third-party navigators can be a lifesaver for HR managers overwhelmed by regulations and the repercussions of changing legislation.</p>\r\n\r\n<p>Ultimately, it is only by being strategic and making careful decisions in choosing a group policy that HR managers will be able to “future-proof” their organization’s most important resource: a healthy and happy workforce.</p>','How concerns about health care plans affect your business and your employees','','inherit','closed','closed','','5368-revision-v1','','','2015-10-22 16:17:02','2015-10-22 16:17:02','',5368,'http://www.danamanciagli.com/5368-revision-v1/',0,'revision','',0),(5374,8264,'2015-10-22 16:08:54','2015-10-22 16:08:54','<p>Health care can be an absolute headache for both businesses and employees. For HR managers who are trying to keep their employees happy and healthy, managing it can feel like an actual illness.</p>\r\n\r\n<p>As someone who’s spent the last 15 years helping companies choose and manage their health care plans, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cheryl%20Swirnow\">Cheryl Swirnow</a>, co-founder and CEO of Sherpaa, noticed that many businesses are failing to use their benefits efficiently.</p>\r\n\r\n<p>In most cases, the cause is either the choice of the wrong plan for their business type or the inability to properly educate employees on what their insurance policies cover.</p>\r\n\r\n<p><b>See Also</b></p>\r\n\r\n<ul>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/growth-strategies/2015/08/significant-other-as-a-first-stop-for-job-advice.html\">Why your significant other should be the first stop for job advice</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/growth-strategies/2015/09/4-ways-to-achieve-cross-departmental-collaboration.html\">4 ways to achieve cross-departmental collaboration and teamwork</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2015/08/3-tips-for-fostering-a-unified-office-spirit.html\">3 tips for fostering a unified office spirit across continents</a></li>\r\n</ul>\r\n\r\n<p>The result is a workforce that does not proactively seek out preventative medical care, ultimately leading to a loss of overall productivity and an “unhealthy” business.</p>\r\n\r\n<p><b>First steps</b></p>\r\n\r\n<p>In order for businesses to attract new professionals and retain their current employees, they first need to identify optimal health insurance plans by understanding their particular needs and scaling programs for the size and budget of the organization.</p>\r\n\r\n<p>Next, businesses need to implement user-centered solutions that help employees navigate the health insurance landscape, which is where most problems can arise.</p>\r\n\r\n<p>Once employees understand what their health insurance does and does not cover, they will avoid overcharges and billing errors, saving them both time and money. However, jumping the hurdle of employee comprehension can be harder than it may seem. Studies on health care literacy today actually show that the majority of Americans <a href=\"http://www.sciencedirect.com/science/article/pii/S0167629613000532\">know very little</a> about how health insurance works.</p>\r\n\r\n<p>This may be caused by the simple fact that businesses lack the resources to guide employees through the ins and outs of an insurance plan, and the insurance companies don’t provide the resources either.</p>\r\n\r\n<p>This is the stage at which a telehealth service or third party consultancy can become a valuable tool, working both with HR managers and with a company’s employees. The service works with HR managers to identify the most strategic benefits packages to offer. And many offer employees the ability to speak with insurance guides who will help them understand their bills and communicate with providers and insurance companies on their behalf to resolve any issues.</p>\r\n\r\n<p><b>Benefits of efficiency</b></p>\r\n\r\n<p>According to Swirnow, improving the efficiency of health insurance policies not only improves employee health and satisfaction, but also has real impact on operational costs. For example, last year, the average small business in New York <a href=\"http://www.crainsnewyork.com/article/20150603/HEALTH_CARE/150609957/health-insurers-request-14-average-premium-hikes-for-small-businesses-in-2016\">saw a 14 percent premium increase.</a> For Sherpaa’s customers, however, this fee hike was 2.35 percent due to the effectiveness of policy and benefits management.</p>\r\n\r\n<p>In today’s climate of health insurance mergers that increasingly create conglomerates and may affect annual group rate premiums, HR managers will have to be even more strategic in identifying and delivering the right health plans to their employees. The threat of health insurance monopolies with no incentive to compete for the wellbeing of the end customer (your employees) makes it more important than ever for HR professionals to be informed when it comes to choosing the right group health plan.</p>\r\n\r\n<p>And Swirnow recommends, “If you need help, ask for it!” Third-party navigators can be a lifesaver for HR managers overwhelmed by regulations and the repercussions of changing legislation.</p>\r\n\r\n<p>Ultimately, it is only by being strategic and making careful decisions in choosing a group policy that HR managers will be able to “future-proof” their organization’s most important resource: a healthy and happy workforce.</p>','How concerns about health care plans affect your business and your employees','','inherit','closed','closed','','5368-revision-v1','','','2015-10-22 16:08:54','2015-10-22 16:08:54','',5368,'http://www.danamanciagli.com/5368-revision-v1/',0,'revision','',0),(5378,8264,'2015-10-22 16:21:08','2015-10-22 16:21:08','[caption id=\"attachment_5376\" align=\"alignright\" width=\"261\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/concerns-about-health-care-261x300.jpg\" alt=\"How concerns about health care plans affect your business and your employees\" width=\"261\" height=\"300\" class=\"size-medium wp-image-5376\" /></a> How concerns about health care plans affect your business and your employees[/caption]<p>Health care can be an absolute headache for both businesses and employees. For HR managers who are trying to keep their employees happy and healthy, managing it can feel like an actual illness.</p>\r\n\r\n<p>As someone who’s spent the last 15 years helping companies choose and manage their health care plans, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cheryl%20Swirnow\">Cheryl Swirnow</a>, co-founder and CEO of Sherpaa, noticed that many businesses are failing to use their benefits efficiently.</p>\r\n\r\n<p>In most cases, the cause is either the choice of the wrong plan for their business type or the inability to properly educate employees on what their insurance policies cover.</p>\r\n\r\n<p>The result is a workforce that does not proactively seek out preventative medical care, ultimately leading to a loss of overall productivity and an “unhealthy” business.</p>\r\n\r\n<p><b>First steps</b></p>\r\n\r\n<p>In order for businesses to attract new professionals and retain their current employees, they first need to identify optimal health insurance plans by understanding their particular needs and scaling programs for the size and budget of the organization.</p>\r\n\r\n<p>Next, businesses need to implement user-centered solutions that help employees navigate the health insurance landscape, which is where most problems can arise.</p>\r\n\r\n<p>Once employees understand what their health insurance does and does not cover, they will avoid overcharges and billing errors, saving them both time and money. However, jumping the hurdle of employee comprehension can be harder than it may seem. Studies on health care literacy today actually show that the majority of Americans <a href=\"http://www.sciencedirect.com/science/article/pii/S0167629613000532\">know very little</a> about how health insurance works.</p>\r\n\r\n<p>This may be caused by the simple fact that businesses lack the resources to guide employees through the ins and outs of an insurance plan, and the insurance companies don’t provide the resources either.</p>\r\n\r\n<p>This is the stage at which a telehealth service or third party consultancy can become a valuable tool, working both with HR managers and with a company’s employees. The service works with HR managers to identify the most strategic benefits packages to offer. And many offer employees the ability to speak with insurance guides who will help them understand their bills and communicate with providers and insurance companies on their behalf to resolve any issues.</p>\r\n\r\n<p><b>Benefits of efficiency</b></p>\r\n\r\n<p>According to Swirnow, improving the efficiency of health insurance policies not only improves employee health and satisfaction, but also has real impact on operational costs. For example, last year, the average small business in New York <a href=\"http://www.crainsnewyork.com/article/20150603/HEALTH_CARE/150609957/health-insurers-request-14-average-premium-hikes-for-small-businesses-in-2016\">saw a 14 percent premium increase.</a> For Sherpaa’s customers, however, this fee hike was 2.35 percent due to the effectiveness of policy and benefits management.</p>\r\n\r\n<p>In today’s climate of health insurance mergers that increasingly create conglomerates and may affect annual group rate premiums, HR managers will have to be even more strategic in identifying and delivering the right health plans to their employees. The threat of health insurance monopolies with no incentive to compete for the wellbeing of the end customer (your employees) makes it more important than ever for HR professionals to be informed when it comes to choosing the right group health plan.</p>\r\n\r\n<p>And Swirnow recommends, “If you need help, ask for it!” Third-party navigators can be a lifesaver for HR managers overwhelmed by regulations and the repercussions of changing legislation.</p>\r\n\r\n<p>Ultimately, it is only by being strategic and making careful decisions in choosing a group policy that HR managers will be able to “future-proof” their organization’s most important resource: a healthy and happy workforce.</p>','How concerns about health care plans affect your business and your employees','','inherit','closed','closed','','5368-revision-v1','','','2015-10-22 16:21:08','2015-10-22 16:21:08','',5368,'http://www.danamanciagli.com/5368-revision-v1/',0,'revision','',0),(5417,8264,'2015-10-29 03:15:08','2015-10-29 03:15:08','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.\r\n\r\nAnd as the lines between work and life become increasingly blurred, there is nothing stopping workers from bringing their personal habits — especially texting — to work.\r\n\r\nAlthough 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.\r\n\r\nPraful 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.\r\n\r\nHere are his six rules workers should follow when texting with managers, peers and clients.\r\n\r\n<b>1. Grab some context clues</b>\r\n\r\nSending 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.\r\n\r\n<b>2. Feel it out</b>\r\n\r\nIf 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\r\n<b>3. Keep it professional</b>\r\n\r\nTexting 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.\r\n\r\n<b>4. Only text when response time is important</b>\r\n\r\nText 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.\r\n\r\n<b>5. Limit group texting to critical things</b>\r\n\r\nIf 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.\r\n\r\n<b>6. If it can wait, don\'t text.</b>\r\n\r\nBottom 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.\r\n\r\nThere\'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.\r\n\r\nThe simple answer: If it\'s work-related, think it through before you send that text.','Texting etiquette: 6 rules to follow when texting at work','','inherit','closed','closed','','5416-revision-v1','','','2015-10-29 03:15:08','2015-10-29 03:15:08','',5416,'http://www.danamanciagli.com/5416-revision-v1/',0,'revision','',0),(5418,8311,'2015-11-09 03:22:02','2015-11-09 03:22:02','[caption id=\"attachment_5425\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling-300x240.jpg\" alt=\"3 ways to break the green glass ceiling\" width=\"300\" height=\"240\" class=\"size-medium wp-image-5425\" /></a> 3 ways to break the green glass ceiling[/caption]<p>Every industry has a proverbial glass ceiling. The sustainability sector is no different.</p>\r\n\r\n<p>In April 2014, BusinessGreen.com published the results of a global “CR and Sustainability Salary Survey” produced by the green recruitment consultant Acre, management consultancy Carnstone, and marketing agency Flag. Results from interviews with 1,200 people working in corporate social responsibility showed that female sustainability professionals are earning less on average than their male counterparts. That’s a key gender equality issue present in the wider economy and equally reflected in green industries.</p>\r\n\r\n<p>But in an employment category that philosophically prides itself on diversity and inclusion, why are women still facing these obstacles? Are there special conditions that exacerbate this situation in the green industries?</p>\r\n\r\n<p>“Green industries are generally heavily based in science,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Lynn%20Wilson\">Lynn Wilson</a>, academic chair at Kaplan University and co-chair of the United Nations Coalition on Health and the Environment: Climate Change Initiative. “Science and technology remain male-dominated arenas even with the advances of STEM education and other initiatives to narrow the gap. And scientists are often given leadership roles in green industries even when the functions of that position are less about science than leadership, organizational acumen, finance or other executive-level skills.”</p>\r\n\r\n<p>What can women do to give themselves an edge? Here are three steps Wilson offers to help.</p>\r\n\r\n<p><b>1. Gain some scientific knowledge</b></p>\r\n\r\n<p>Even if you don’t plan to be a scientist.</p>\r\n\r\n<p>This can be formal knowledge obtained through classroom training or on-the-job experience. An internship (often unpaid and sometimes for course credit) is a good way to begin.</p>\r\n\r\n<p>How can you get these opportunities with a company, a non-governmental organization (NGO) or through a government-sponsored program?</p>\r\n<ul>\r\n	<li>Apply as an intern or volunteer to contribute a skill that an NGO might need, such as social media, writing and communications.</li>\r\n	<li>Be willing to learn – for example, conduct a water-sampling program for a summer on a local stream for an environmental engineering firm.</li>\r\n	<li>Ask to intern with a legislator who is promoting an environmental issue during a state legislative session.</li>\r\n</ul>\r\n<p>These may turn into “real” jobs. Even if they don’t, the experience will be vital in helping punch through the green glass ceiling.</p>\r\n\r\n<p><b>2. Network with professionals in green industries</b></p>\r\n\r\n<p>Whether you take an internship, provide volunteer support or attend industry events, direct contact with working professionals in green industries will build your personal and professional network, add to your knowledge and help you be conversant in the language and nuances of your particular green field of interest.</p>\r\n\r\n<p>Conferences offer a good opportunity to make connections and ask to work with, be mentored by or volunteer for an organization in your field of interest. This avenue is effective at any career level.</p>\r\n\r\n<p><b>3. Use the resources available to you</b></p>\r\n\r\n<p>Women are not without resources to move into the green industry and address the global cultural bias about women in leadership.</p>\r\n\r\n<p>The <a href=\"http://www.dol.gov/wb/media/green.htm\">United States Department of Labor</a> is a fantastic resource that provides information about green jobs training and green employment.</p>\r\n\r\n<p>In addition, <a href=\"http://www.kaplanuniversity.edu/public-service/environmental-women.aspx\">Kaplan University’s Environmental Women of the World</a> series displays the impact that women can have on the environmental field. The video and blog series narrated by Wilson highlights the outstanding contributions of five women who have changed the world with their pioneering research, unwavering commitment to their cause and mentorship of the next generation of environmental leaders.</p>','3 ways to break the green glass ceiling','','publish','open','open','','3-ways-to-break-the-green-glass-ceiling','','','2015-11-02 17:27:28','2015-11-02 17:27:28','',0,'http://www.danamanciagli.com/?p=5418',0,'post','',0),(5419,8264,'2015-10-29 03:21:34','2015-10-29 03:21:34','<p>Every industry has a proverbial glass ceiling. The sustainability sector is no different.</p>\r\n\r\n<p>In April 2014, BusinessGreen.com published the results of a global “CR and Sustainability Salary Survey” produced by the green recruitment consultant Acre, management consultancy Carnstone, and marketing agency Flag. Results from interviews with 1,200 people working in corporate social responsibility showed that female sustainability professionals are earning less on average than their male counterparts. That’s a key gender equality issue present in the wider economy and equally reflected in green industries.</p>\r\n\r\n<p>But in an employment category that philosophically prides itself on diversity and inclusion, why are women still facing these obstacles? Are there special conditions that exacerbate this situation in the green industries?</p>\r\n\r\n<p><b>See Also</b></p>\r\n<ul>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/3-ways-to-think-holistically-about-your-career.html\">3 ways to think holistically about your career</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/significant-other-as-a-first-stop-for-job-advice.html\">Why your significant other should be the first stop for job advice</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/07/5-ways-to-keep-your-employees-happy.html\">5 ways to keep your employees happy</a></li>\r\n</ul>\r\n\r\n<p>“Green industries are generally heavily based in science,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Lynn%20Wilson\">Lynn Wilson</a>, academic chair at Kaplan University and co-chair of the United Nations Coalition on Health and the Environment: Climate Change Initiative. “Science and technology remain male-dominated arenas even with the advances of STEM education and other initiatives to narrow the gap. And scientists are often given leadership roles in green industries even when the functions of that position are less about science than leadership, organizational acumen, finance or other executive-level skills.”</p>\r\n\r\n<p>What can women do to give themselves an edge? Here are three steps Wilson offers to help.</p>\r\n\r\n<p><b>1. Gain some scientific knowledge</b></p>\r\n\r\n<p>Even if you don’t plan to be a scientist.</p>\r\n\r\n<p>This can be formal knowledge obtained through classroom training or on-the-job experience. An internship (often unpaid and sometimes for course credit) is a good way to begin.</p>\r\n\r\n<p>How can you get these opportunities with a company, a non-governmental organization (NGO) or through a government-sponsored program?</p>\r\n<ul>\r\n	<li>Apply as an intern or volunteer to contribute a skill that an NGO might need, such as social media, writing and communications.</li>\r\n	<li>Be willing to learn – for example, conduct a water-sampling program for a summer on a local stream for an environmental engineering firm.</li>\r\n	<li>Ask to intern with a legislator who is promoting an environmental issue during a state legislative session.</li>\r\n</ul>\r\n<p>These may turn into “real” jobs. Even if they don’t, the experience will be vital in helping punch through the green glass ceiling.</p>\r\n\r\n<p><b>2. Network with professionals in green industries</b></p>\r\n\r\n<p>Whether you take an internship, provide volunteer support or attend industry events, direct contact with working professionals in green industries will build your personal and professional network, add to your knowledge and help you be conversant in the language and nuances of your particular green field of interest.</p>\r\n\r\n<p>Conferences offer a good opportunity to make connections and ask to work with, be mentored by or volunteer for an organization in your field of interest. This avenue is effective at any career level.</p>\r\n\r\n<p><b>3. Use the resources available to you</b></p>\r\n\r\n<p>Women are not without resources to move into the green industry and address the global cultural bias about women in leadership.</p>\r\n\r\n<p>The <a href=\"http://www.dol.gov/wb/media/green.htm\">United States Department of Labor</a> is a fantastic resource that provides information about green jobs training and green employment.</p>\r\n\r\n<p>In addition, <a href=\"http://www.kaplanuniversity.edu/public-service/environmental-women.aspx\">Kaplan University’s Environmental Women of the World</a> series displays the impact that women can have on the environmental field. The video and blog series narrated by Wilson highlights the outstanding contributions of five women who have changed the world with their pioneering research, unwavering commitment to their cause and mentorship of the next generation of environmental leaders.</p>','3 ways to break the green glass ceiling','','inherit','closed','closed','','5418-revision-v1','','','2015-10-29 03:21:34','2015-10-29 03:21:34','',5418,'http://www.danamanciagli.com/5418-revision-v1/',0,'revision','',0),(5423,8264,'2015-11-02 17:13:10','2015-11-02 17:13:10','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','closed','','texting-at-work','','','2015-11-02 17:13:27','2015-11-02 17:13:27','',5416,'http://www.danamanciagli.com/wp-content/uploads/2015/10/texting-at-work.jpg',0,'attachment','image/jpeg',0),(5424,8264,'2015-11-02 17:14:20','2015-11-02 17:14:20','[caption id=\"attachment_5423\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/texting-at-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/texting-at-work-200x300.jpg\" alt=\"Texting etiquette: 6 rules to follow when texting at work\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5423\" /></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\r\n<p><b>1. Grab some context clues</b></p>\r\n\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\r\n<p><b>2. Feel it out</b></p>\r\n\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.</p>\r\n\r\n<p><b>3. Keep it professional</b></p>\r\n\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\r\n<p><b>4. Only text when response time is important</b></p>\r\n\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\r\n<p><b>5. Limit group texting to critical things</b></p>\r\n\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\r\n<p><b>6. If it can wait, don\'t text.</b></p>\r\n\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','closed','closed','','5416-revision-v1','','','2015-11-02 17:14:20','2015-11-02 17:14:20','',5416,'http://www.danamanciagli.com/5416-revision-v1/',0,'revision','',0),(5425,8264,'2015-11-02 17:25:08','2015-11-02 17:25:08','3 ways to break the green glass ceiling','3 ways to break the green glass ceiling','3 ways to break the green glass ceiling','inherit','open','closed','','3-ways-to-break-the-green-glass-ceiling','','','2015-11-02 17:25:39','2015-11-02 17:25:39','',5418,'http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling.jpg',0,'attachment','image/jpeg',0),(5426,8264,'2015-11-02 17:26:54','2015-11-02 17:26:54','[caption id=\"attachment_5425\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling-300x240.jpg\" alt=\"3 ways to break the green glass ceiling\" width=\"300\" height=\"240\" class=\"size-medium wp-image-5425\" /></a> 3 ways to break the green glass ceiling[/caption]<p>Every industry has a proverbial glass ceiling. The sustainability sector is no different.</p>\r\n\r\n<p>In April 2014, BusinessGreen.com published the results of a global “CR and Sustainability Salary Survey” produced by the green recruitment consultant Acre, management consultancy Carnstone, and marketing agency Flag. Results from interviews with 1,200 people working in corporate social responsibility showed that female sustainability professionals are earning less on average than their male counterparts. That’s a key gender equality issue present in the wider economy and equally reflected in green industries.</p>\r\n\r\n<p>But in an employment category that philosophically prides itself on diversity and inclusion, why are women still facing these obstacles? Are there special conditions that exacerbate this situation in the green industries?</p>\r\n\r\n<p><b>See Also</b></p>\r\n<ul>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/3-ways-to-think-holistically-about-your-career.html\">3 ways to think holistically about your career</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/significant-other-as-a-first-stop-for-job-advice.html\">Why your significant other should be the first stop for job advice</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/07/5-ways-to-keep-your-employees-happy.html\">5 ways to keep your employees happy</a></li>\r\n</ul>\r\n\r\n<p>“Green industries are generally heavily based in science,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Lynn%20Wilson\">Lynn Wilson</a>, academic chair at Kaplan University and co-chair of the United Nations Coalition on Health and the Environment: Climate Change Initiative. “Science and technology remain male-dominated arenas even with the advances of STEM education and other initiatives to narrow the gap. And scientists are often given leadership roles in green industries even when the functions of that position are less about science than leadership, organizational acumen, finance or other executive-level skills.”</p>\r\n\r\n<p>What can women do to give themselves an edge? Here are three steps Wilson offers to help.</p>\r\n\r\n<p><b>1. Gain some scientific knowledge</b></p>\r\n\r\n<p>Even if you don’t plan to be a scientist.</p>\r\n\r\n<p>This can be formal knowledge obtained through classroom training or on-the-job experience. An internship (often unpaid and sometimes for course credit) is a good way to begin.</p>\r\n\r\n<p>How can you get these opportunities with a company, a non-governmental organization (NGO) or through a government-sponsored program?</p>\r\n<ul>\r\n	<li>Apply as an intern or volunteer to contribute a skill that an NGO might need, such as social media, writing and communications.</li>\r\n	<li>Be willing to learn – for example, conduct a water-sampling program for a summer on a local stream for an environmental engineering firm.</li>\r\n	<li>Ask to intern with a legislator who is promoting an environmental issue during a state legislative session.</li>\r\n</ul>\r\n<p>These may turn into “real” jobs. Even if they don’t, the experience will be vital in helping punch through the green glass ceiling.</p>\r\n\r\n<p><b>2. Network with professionals in green industries</b></p>\r\n\r\n<p>Whether you take an internship, provide volunteer support or attend industry events, direct contact with working professionals in green industries will build your personal and professional network, add to your knowledge and help you be conversant in the language and nuances of your particular green field of interest.</p>\r\n\r\n<p>Conferences offer a good opportunity to make connections and ask to work with, be mentored by or volunteer for an organization in your field of interest. This avenue is effective at any career level.</p>\r\n\r\n<p><b>3. Use the resources available to you</b></p>\r\n\r\n<p>Women are not without resources to move into the green industry and address the global cultural bias about women in leadership.</p>\r\n\r\n<p>The <a href=\"http://www.dol.gov/wb/media/green.htm\">United States Department of Labor</a> is a fantastic resource that provides information about green jobs training and green employment.</p>\r\n\r\n<p>In addition, <a href=\"http://www.kaplanuniversity.edu/public-service/environmental-women.aspx\">Kaplan University’s Environmental Women of the World</a> series displays the impact that women can have on the environmental field. The video and blog series narrated by Wilson highlights the outstanding contributions of five women who have changed the world with their pioneering research, unwavering commitment to their cause and mentorship of the next generation of environmental leaders.</p>','3 ways to break the green glass ceiling','','inherit','closed','closed','','5418-autosave-v1','','','2015-11-02 17:26:54','2015-11-02 17:26:54','',5418,'http://www.danamanciagli.com/5418-autosave-v1/',0,'revision','',0),(5428,8264,'2015-11-02 17:27:28','2015-11-02 17:27:28','[caption id=\"attachment_5425\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling-300x240.jpg\" alt=\"3 ways to break the green glass ceiling\" width=\"300\" height=\"240\" class=\"size-medium wp-image-5425\" /></a> 3 ways to break the green glass ceiling[/caption]<p>Every industry has a proverbial glass ceiling. The sustainability sector is no different.</p>\r\n\r\n<p>In April 2014, BusinessGreen.com published the results of a global “CR and Sustainability Salary Survey” produced by the green recruitment consultant Acre, management consultancy Carnstone, and marketing agency Flag. Results from interviews with 1,200 people working in corporate social responsibility showed that female sustainability professionals are earning less on average than their male counterparts. That’s a key gender equality issue present in the wider economy and equally reflected in green industries.</p>\r\n\r\n<p>But in an employment category that philosophically prides itself on diversity and inclusion, why are women still facing these obstacles? Are there special conditions that exacerbate this situation in the green industries?</p>\r\n\r\n<p>“Green industries are generally heavily based in science,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Lynn%20Wilson\">Lynn Wilson</a>, academic chair at Kaplan University and co-chair of the United Nations Coalition on Health and the Environment: Climate Change Initiative. “Science and technology remain male-dominated arenas even with the advances of STEM education and other initiatives to narrow the gap. And scientists are often given leadership roles in green industries even when the functions of that position are less about science than leadership, organizational acumen, finance or other executive-level skills.”</p>\r\n\r\n<p>What can women do to give themselves an edge? Here are three steps Wilson offers to help.</p>\r\n\r\n<p><b>1. Gain some scientific knowledge</b></p>\r\n\r\n<p>Even if you don’t plan to be a scientist.</p>\r\n\r\n<p>This can be formal knowledge obtained through classroom training or on-the-job experience. An internship (often unpaid and sometimes for course credit) is a good way to begin.</p>\r\n\r\n<p>How can you get these opportunities with a company, a non-governmental organization (NGO) or through a government-sponsored program?</p>\r\n<ul>\r\n	<li>Apply as an intern or volunteer to contribute a skill that an NGO might need, such as social media, writing and communications.</li>\r\n	<li>Be willing to learn – for example, conduct a water-sampling program for a summer on a local stream for an environmental engineering firm.</li>\r\n	<li>Ask to intern with a legislator who is promoting an environmental issue during a state legislative session.</li>\r\n</ul>\r\n<p>These may turn into “real” jobs. Even if they don’t, the experience will be vital in helping punch through the green glass ceiling.</p>\r\n\r\n<p><b>2. Network with professionals in green industries</b></p>\r\n\r\n<p>Whether you take an internship, provide volunteer support or attend industry events, direct contact with working professionals in green industries will build your personal and professional network, add to your knowledge and help you be conversant in the language and nuances of your particular green field of interest.</p>\r\n\r\n<p>Conferences offer a good opportunity to make connections and ask to work with, be mentored by or volunteer for an organization in your field of interest. This avenue is effective at any career level.</p>\r\n\r\n<p><b>3. Use the resources available to you</b></p>\r\n\r\n<p>Women are not without resources to move into the green industry and address the global cultural bias about women in leadership.</p>\r\n\r\n<p>The <a href=\"http://www.dol.gov/wb/media/green.htm\">United States Department of Labor</a> is a fantastic resource that provides information about green jobs training and green employment.</p>\r\n\r\n<p>In addition, <a href=\"http://www.kaplanuniversity.edu/public-service/environmental-women.aspx\">Kaplan University’s Environmental Women of the World</a> series displays the impact that women can have on the environmental field. The video and blog series narrated by Wilson highlights the outstanding contributions of five women who have changed the world with their pioneering research, unwavering commitment to their cause and mentorship of the next generation of environmental leaders.</p>','3 ways to break the green glass ceiling','','inherit','closed','closed','','5418-revision-v1','','','2015-11-02 17:27:28','2015-11-02 17:27:28','',5418,'http://www.danamanciagli.com/5418-revision-v1/',0,'revision','',0),(5427,8264,'2015-11-02 17:26:41','2015-11-02 17:26:41','[caption id=\"attachment_5425\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/10/3-ways-to-break-the-green-glass-ceiling-300x240.jpg\" alt=\"3 ways to break the green glass ceiling\" width=\"300\" height=\"240\" class=\"size-medium wp-image-5425\" /></a> 3 ways to break the green glass ceiling[/caption]<p>Every industry has a proverbial glass ceiling. The sustainability sector is no different.</p>\r\n\r\n<p>In April 2014, BusinessGreen.com published the results of a global “CR and Sustainability Salary Survey” produced by the green recruitment consultant Acre, management consultancy Carnstone, and marketing agency Flag. Results from interviews with 1,200 people working in corporate social responsibility showed that female sustainability professionals are earning less on average than their male counterparts. That’s a key gender equality issue present in the wider economy and equally reflected in green industries.</p>\r\n\r\n<p>But in an employment category that philosophically prides itself on diversity and inclusion, why are women still facing these obstacles? Are there special conditions that exacerbate this situation in the green industries?</p>\r\n\r\n<p><b>See Also</b></p>\r\n<ul>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/3-ways-to-think-holistically-about-your-career.html\">3 ways to think holistically about your career</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/significant-other-as-a-first-stop-for-job-advice.html\">Why your significant other should be the first stop for job advice</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/07/5-ways-to-keep-your-employees-happy.html\">5 ways to keep your employees happy</a></li>\r\n</ul>\r\n\r\n<p>“Green industries are generally heavily based in science,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Lynn%20Wilson\">Lynn Wilson</a>, academic chair at Kaplan University and co-chair of the United Nations Coalition on Health and the Environment: Climate Change Initiative. “Science and technology remain male-dominated arenas even with the advances of STEM education and other initiatives to narrow the gap. And scientists are often given leadership roles in green industries even when the functions of that position are less about science than leadership, organizational acumen, finance or other executive-level skills.”</p>\r\n\r\n<p>What can women do to give themselves an edge? Here are three steps Wilson offers to help.</p>\r\n\r\n<p><b>1. Gain some scientific knowledge</b></p>\r\n\r\n<p>Even if you don’t plan to be a scientist.</p>\r\n\r\n<p>This can be formal knowledge obtained through classroom training or on-the-job experience. An internship (often unpaid and sometimes for course credit) is a good way to begin.</p>\r\n\r\n<p>How can you get these opportunities with a company, a non-governmental organization (NGO) or through a government-sponsored program?</p>\r\n<ul>\r\n	<li>Apply as an intern or volunteer to contribute a skill that an NGO might need, such as social media, writing and communications.</li>\r\n	<li>Be willing to learn – for example, conduct a water-sampling program for a summer on a local stream for an environmental engineering firm.</li>\r\n	<li>Ask to intern with a legislator who is promoting an environmental issue during a state legislative session.</li>\r\n</ul>\r\n<p>These may turn into “real” jobs. Even if they don’t, the experience will be vital in helping punch through the green glass ceiling.</p>\r\n\r\n<p><b>2. Network with professionals in green industries</b></p>\r\n\r\n<p>Whether you take an internship, provide volunteer support or attend industry events, direct contact with working professionals in green industries will build your personal and professional network, add to your knowledge and help you be conversant in the language and nuances of your particular green field of interest.</p>\r\n\r\n<p>Conferences offer a good opportunity to make connections and ask to work with, be mentored by or volunteer for an organization in your field of interest. This avenue is effective at any career level.</p>\r\n\r\n<p><b>3. Use the resources available to you</b></p>\r\n\r\n<p>Women are not without resources to move into the green industry and address the global cultural bias about women in leadership.</p>\r\n\r\n<p>The <a href=\"http://www.dol.gov/wb/media/green.htm\">United States Department of Labor</a> is a fantastic resource that provides information about green jobs training and green employment.</p>\r\n\r\n<p>In addition, <a href=\"http://www.kaplanuniversity.edu/public-service/environmental-women.aspx\">Kaplan University’s Environmental Women of the World</a> series displays the impact that women can have on the environmental field. The video and blog series narrated by Wilson highlights the outstanding contributions of five women who have changed the world with their pioneering research, unwavering commitment to their cause and mentorship of the next generation of environmental leaders.</p>','3 ways to break the green glass ceiling','','inherit','closed','closed','','5418-revision-v1','','','2015-11-02 17:26:41','2015-11-02 17:26:41','',5418,'http://www.danamanciagli.com/5418-revision-v1/',0,'revision','',0),(5431,8311,'2015-11-30 02:04:31','2015-11-30 02:04:31','[caption id=\"attachment_5436\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss-300x200.jpg\" alt=\"5 ways to show your bosses that you appreciate them\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5436\" /></a> 5 ways to show your bosses that you appreciate them[/caption]<p>Your boss runs the show in the workplace — assigning tasks, managing workloads and projects, troubleshooting, resolving conflict and keeping employees on track.</p>\r\n\r\n<p>It’s not easy to maintain a productive work environment and keep operations running smoothly. Your boss (just like you) probably goes above and beyond and would really appreciate being recognized and thanked.</p>\r\n\r\n<p>Showing appreciation improves your relationship with your boss and can have a positive result on your career path. Along with the tangible results of your work, you’ll need the boss’ support to secure a promotion, pay raise or referral. Networking and effective communication are key to your career, so keep this in mind and don’t forget to thank your boss.</p>\r\n\r\n<p>You don’t have to go through some kind of extravagant production or buy fancy gifts to acknowledge your boss’ hard work. I spoke to human resources expert <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Laura%20MacLeod\">Laura MacLeod</a>, founder and owner of the <a href=\"http://fromtheinsideoutproject.com/about/\">From The Inside Out Project</a>, about how an employee’s small gestures can leave a lasting impression.</p>\r\n\r\n<p>Her work is focused on strengthening relations between employees and employers, and she emphasizes that displays of appreciation are an essential part of such a relationship.</p>\r\n\r\n<p>“There’s really no need to send flowers or buy a card,\" said MacLeod. \"You don’t have to grovel. Just do your job well and go a little bit beyond. Managers, supervisors and CEOs will really appreciate that.”</p>\r\n\r\n<p>A few simple everyday actions will show your recognition and thanks:</p>\r\n\r\n<p><b>1. Be on time</b></p>\r\n\r\n<p>MacLeod recognizes that boss appreciation begins with timeliness. Be sure to set your alarm so that you arrive on time for work — and don’t hit that snooze button! From the time you arrive at your work station, be prepped and ready to go for a full work day. Arriving a few minutes early doesn’t hurt, as it ensures a strong start to your work day. Your boss will appreciate your punctuality and professionalism.</p>\r\n\r\n<p><b>2. Offer to help out</b></p>\r\n\r\n<p>Whether you volunteer to cover the shift or workload of an absent employee, stay late or work overtime, offer to help out. MacLeod often receives inquiries on whether employees should take on additional responsibilities, and her answer is always yes. Never shy away from an opportunity to assist by filling in for a co-worker. Think about what is best for the company and offer your support. Since this will take pressure off of your boss to fill in the gaps, it will be appreciated, and strongly remembered.</p>\r\n\r\n<p><b>3. Never say it\'s not your job</b></p>\r\n\r\n<p>A common conflict that MacLeod encounters during From The Inside Out Project sessions stem from the four words that a boss never wants to hear, “That’s not my job.” If your boss asks you to do something that is not your job, strongly consider doing it anyway. Then (with a smile on your face) say you’re happy to help out. The boss will remember and appreciate the smile and willingness to go outside your job description when it was needed. If your schedule prevents you from helping out, she suggests letting your boss know that you regretfully cannot fit it in, but to keep you in mind for the next available opportunity to take on an additional task.</p>\r\n\r\n<p><b>4. Always say thank you</b></p>\r\n\r\n<p>We all learn this early on from our parents, but saying “thank you” will always matter, even in your professional life. If your boss commends you, gives you time off, lets it slide when you’re late or helps you out in any way, those two little words show a great appreciation. Through her extensive work in a variety of fields, MacLeod has learned that we all like to be appreciated and bosses are no exception. They like to know you are grateful for their kind words and actions, so remember what your parents taught you.</p>\r\n\r\n<p><b>5. Be direct</b></p>\r\n\r\n<p>A boss likes it when employees are honest about work. If you have a question, concern or even a reasonable complaint, let your boss know in a professional manner. Schedule an appointment to speak with your boss and be clear and honest. MacLeod’s work with the From The Inside Out Project places a strong emphasis on direct communication with all levels of employment. Businesses need to have proper communication to be successful and you need it for a successful career. Your direct approach will be appreciated, as bosses want and need to know what’s going on with their employees so they can do their best to improve or correct issues.</p>\r\n\r\n<p>When you stop and think about everything your bosses have done, you realize that showing them appreciation is valuable. So, save the cake and presents and use courtesy to display your gratitude. This will ensure a healthy  — and it’s free!</p>','5 ways to show your bosses that you appreciate them','','publish','open','open','','5-ways-to-show-your-bosses-that-you-appreciate-them','','','2015-11-06 17:12:19','2015-11-06 17:12:19','',0,'http://www.danamanciagli.com/?p=5431',0,'post','',0),(5433,8264,'2015-11-05 20:04:22','2015-11-05 20:04:22','<p>Your boss runs the show in the workplace — assigning tasks, managing workloads and projects, troubleshooting, resolving conflict and keeping employees on track.</p>\r\n\r\n<p>It’s not easy to maintain a productive work environment and keep operations running smoothly. Your boss (just like you) probably goes above and beyond and would really appreciate being recognized and thanked.</p>\r\n\r\n<p>Showing appreciation improves your relationship with your boss and can have a positive result on your career path. Along with the tangible results of your work, you’ll need the boss’ support to secure a promotion, pay raise or referral. Networking and effective communication are key to your career, so keep this in mind and don’t forget to thank your boss.</p>\r\n\r\n<p>You don’t have to go through some kind of extravagant production or buy fancy gifts to acknowledge your boss’ hard work. I spoke to human resources expert <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Laura%20MacLeod\">Laura MacLeod</a>, founder and owner of the <a href=\"http://fromtheinsideoutproject.com/about/\">From The Inside Out Project</a>, about how an employee’s small gestures can leave a lasting impression.</p>\r\n\r\n<p>Her work is focused on strengthening relations between employees and employers, and she emphasizes that displays of appreciation are an essential part of such a relationship.</p>\r\n\r\n<p>“There’s really no need to send flowers or buy a card,\" said MacLeod. \"You don’t have to grovel. Just do your job well and go a little bit beyond. Managers, supervisors and CEOs will really appreciate that.”</p>\r\n\r\n<p>A few simple everyday actions will show your recognition and thanks:</p>\r\n\r\n<p><b>1. Be on time</b></p>\r\n\r\n<p>MacLeod recognizes that boss appreciation begins with timeliness. Be sure to set your alarm so that you arrive on time for work — and don’t hit that snooze button! From the time you arrive at your work station, be prepped and ready to go for a full work day. Arriving a few minutes early doesn’t hurt, as it ensures a strong start to your work day. Your boss will appreciate your punctuality and professionalism.</p>\r\n\r\n<p><b>2. Offer to help out</b></p>\r\n\r\n<p>Whether you volunteer to cover the shift or workload of an absent employee, stay late or work overtime, offer to help out. MacLeod often receives inquiries on whether employees should take on additional responsibilities, and her answer is always yes. Never shy away from an opportunity to assist by filling in for a co-worker. Think about what is best for the company and offer your support. Since this will take pressure off of your boss to fill in the gaps, it will be appreciated, and strongly remembered.</p>\r\n\r\n<p><b>3. Never say it\'s not your job</b></p>\r\n\r\n<p>A common conflict that MacLeod encounters during From The Inside Out Project sessions stem from the four words that a boss never wants to hear, “That’s not my job.” If your boss asks you to do something that is not your job, strongly consider doing it anyway. Then (with a smile on your face) say you’re happy to help out. The boss will remember and appreciate the smile and willingness to go outside your job description when it was needed. If your schedule prevents you from helping out, she suggests letting your boss know that you regretfully cannot fit it in, but to keep you in mind for the next available opportunity to take on an additional task.</p>\r\n\r\n<p><b>4. Always say thank you</b></p>\r\n\r\n<p>We all learn this early on from our parents, but saying “thank you” will always matter, even in your professional life. If your boss commends you, gives you time off, lets it slide when you’re late or helps you out in any way, those two little words show a great appreciation. Through her extensive work in a variety of fields, MacLeod has learned that we all like to be appreciated and bosses are no exception. They like to know you are grateful for their kind words and actions, so remember what your parents taught you.</p>\r\n\r\n<p><b>5. Be direct</b></p>\r\n\r\n<p>A boss likes it when employees are honest about work. If you have a question, concern or even a reasonable complaint, let your boss know in a professional manner. Schedule an appointment to speak with your boss and be clear and honest. MacLeod’s work with the From The Inside Out Project places a strong emphasis on direct communication with all levels of employment. Businesses need to have proper communication to be successful and you need it for a successful career. Your direct approach will be appreciated, as bosses want and need to know what’s going on with their employees so they can do their best to improve or correct issues.</p>\r\n\r\n<p>When you stop and think about everything your bosses have done, you realize that showing them appreciation is valuable. So, save the cake and presents and use courtesy to display your gratitude. This will ensure a healthy  — and it’s free!</p>','5 ways to show your bosses that you appreciate them','','inherit','closed','closed','','5431-revision-v1','','','2015-11-05 20:04:22','2015-11-05 20:04:22','',5431,'http://www.danamanciagli.com/5431-revision-v1/',0,'revision','',0),(5432,8264,'2015-11-05 20:02:21','2015-11-05 20:02:21','Your boss runs the show in the workplace — assigning tasks, managing workloads and projects, troubleshooting, resolving conflict and keeping employees on track.\r\n\r\nIt’s not easy to maintain a productive work environment and keep operations running smoothly. Your boss (just like you) probably goes above and beyond and would really appreciate being recognized and thanked.\r\n\r\nShowing appreciation improves your relationship with your boss and can have a positive result on your career path. Along with the tangible results of your work, you’ll need the boss’ support to secure a promotion, pay raise or referral. Networking and effective communication are key to your career, so keep this in mind and don’t forget to thank your boss.\r\n<h5>See Also</h5>\r\n<ul>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/08/in-the-interview-how-to-have-the-dreaded-salary.html\">In the interview: How to have the dreaded \'salary conversation\'</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizwomen/news/profiles-strategies/2015/08/significant-other-as-a-first-stop-for-job-advice.html\">Why your significant other should be the first stop for job advice</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/technology/2015/08/how-technology-both-stifles-and-fuels-productivity.html\">How technology both stifles and fuels employee productivity</a></li>\r\n	<li><a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/07/3-ways-to-attract-super-star-job-candidates.html\">3 ways to attract super-star job candidates</a></li>\r\n</ul>\r\nYou don’t have to go through some kind of extravagant production or buy fancy gifts to acknowledge your boss’ hard work. I spoke to human resources expert <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Laura%20MacLeod\">Laura MacLeod</a>, founder and owner of the <a href=\"http://fromtheinsideoutproject.com/about/\">From The Inside Out Project</a>, about how an employee’s small gestures can leave a lasting impression.\r\n\r\nHer work is focused on strengthening relations between employees and employers, and she emphasizes that displays of appreciation are an essential part of such a relationship.\r\n\r\n“There’s really no need to send flowers or buy a card,\" said MacLeod. \"You don’t have to grovel. Just do your job well and go a little bit beyond. Managers, supervisors and CEOs will really appreciate that.”\r\n\r\nA few simple everyday actions will show your recognition and thanks:\r\n\r\n<b>1. Be on time</b>\r\n\r\nMacLeod recognizes that boss appreciation begins with timeliness. Be sure to set your alarm so that you arrive on time for work — and don’t hit that snooze button! From the time you arrive at your work station, be prepped and ready to go for a full work day. Arriving a few minutes early doesn’t hurt, as it ensures a strong start to your work day. Your boss will appreciate your punctuality and professionalism.\r\n\r\n<b>2. Offer to help out</b>\r\n\r\nWhether you volunteer to cover the shift or workload of an absent employee, stay late or work overtime, offer to help out. MacLeod often receives inquiries on whether employees should take on additional responsibilities, and her answer is always yes. Never shy away from an opportunity to assist by filling in for a co-worker. Think about what is best for the company and offer your support. Since this will take pressure off of your boss to fill in the gaps, it will be appreciated, and strongly remembered.\r\n\r\n<b>3. Never say it\'s not your job</b>\r\n\r\nA common conflict that MacLeod encounters during From The Inside Out Project sessions stem from the four words that a boss never wants to hear, “That’s not my job.” If your boss asks you to do something that is not your job, strongly consider doing it anyway. Then (with a smile on your face) say you’re happy to help out. The boss will remember and appreciate the smile and willingness to go outside your job description when it was needed. If your schedule prevents you from helping out, she suggests letting your boss know that you regretfully cannot fit it in, but to keep you in mind for the next available opportunity to take on an additional task.\r\n\r\n<b>4. Always say thank you</b>\r\n\r\nWe all learn this early on from our parents, but saying “thank you” will always matter, even in your professional life. If your boss commends you, gives you time off, lets it slide when you’re late or helps you out in any way, those two little words show a great appreciation. Through her extensive work in a variety of fields, MacLeod has learned that we all like to be appreciated and bosses are no exception. They like to know you are grateful for their kind words and actions, so remember what your parents taught you.\r\n\r\n<b>5. Be direct</b>\r\n\r\nA boss likes it when employees are honest about work. If you have a question, concern or even a reasonable complaint, let your boss know in a professional manner. Schedule an appointment to speak with your boss and be clear and honest. MacLeod’s work with the From The Inside Out Project places a strong emphasis on direct communication with all levels of employment. Businesses need to have proper communication to be successful and you need it for a successful career. Your direct approach will be appreciated, as bosses want and need to know what’s going on with their employees so they can do their best to improve or correct issues.\r\n\r\nWhen you stop and think about everything your bosses have done, you realize that showing them appreciation is valuable. So, save the cake and presents and use courtesy to display your gratitude. This will ensure a healthy  — and it’s free!','5 ways to show your bosses that you appreciate them','','inherit','closed','closed','','5431-revision-v1','','','2015-11-05 20:02:21','2015-11-05 20:02:21','',5431,'http://www.danamanciagli.com/5431-revision-v1/',0,'revision','',0),(5434,8311,'2015-11-19 02:08:07','2015-11-19 02:08:07','[caption id=\"attachment_5439\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift-300x200.jpg\" alt=\"4 ways IT leaders can prepare for the millennial shift\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5439\" /></a> 4 ways IT leaders can prepare for the millennial shift[/caption]<p>Is your company’s IT infrastructure prepared for an influx of millennial employees? Within the next decade, millennials are expected to dominate 75 percent of the workforce — and a growing number of employers are getting prepared for this massive shift in the labor market by investing in millennial-friendly technologies.</p>\r\n\r\n<p>Are you ready?</p>\r\n\r\n<p>According to new research from Randstad Technologies and IDG Research Services, many IT departments are unprepared for the upcoming millennial shift. The study, conducted among IT managers across a range of U.S. company sizes and industries, found that while two-thirds of IT leaders say they have or are formulating a plan to address millennials’ technology needs, one-third of respondents admit they have not addressed these issues in any formal way.</p>\r\n\r\n<p>Millennials (born between 1980 and 2000) have their own ideas and expectations when it comes to workplace productivity. Raised in a digital society, they’re accustomed to having access to information anywhere and anytime. They prefer easy-to-use apps rather than enterprise-level software, and they want a work environment that fosters collaboration and feedback.</p>\r\n\r\n<p>Companies whose IT infrastructures don’t support the needs of this tech-savvy generation risk losing out on top talent.</p>\r\n\r\n<p>“There is a gap between what IT departments can provide and what millennials expect,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bob%20Dickey\">Bob Dickey</a>, Group President, Technology &amp; Engineering, Randstad US. “This can pose a real problem as millennials continue to have a growing presence in the workplace. To attract and retain the best talent from this demographic, IT leaders must rapidly adopt the latest technologies into their infrastructures. Failure to do so could result in turnover among millennials and a struggle for employers to recruit the best people from this generation.”</p>\r\n\r\n<p>Given the coming changes to workforce demographics, here are four ways IT leaders can adapt to the millennial shift:</p>\r\n\r\n<p><b>1. Get mobile</b></p>\r\n\r\n<p>According to the study, 78 percent of IT leaders have seen an increase in their organization’s mobile/remote workforce, and 60 percent of IT leaders plan to increase investments in mobile within the next year.</p>\r\n\r\n<p>If your company hasn’t invested in mobile, including adopting a bring-your-own-device (BYOD) policy, you should start now. Because they are joined at the hip with technology, mobility has become an essential factor among millennial employees when it comes to workplace productivity.</p>\r\n\r\n<p><b>2. Foster collaboration</b></p>\r\n\r\n<p>IT leaders are also realizing the importance of developing communication and collaboration tools. More than half of IT leaders view communication and collaboration tools as essential to supporting the millennial shift, and 43 percent of IT leaders plan to invest more in these technologies.</p>\r\n\r\n<p>Devoting resources to collaborative tools not only benefits Millennials who prefer working in teams, but also baby boomers who may want to remain in the workforce as part-time employees or consultants.</p>\r\n\r\n<p><b>3. Invest in the cloud</b></p>\r\n\r\n<p>Cloud computing is another important factor for IT leaders to consider as they prepare for the millennial shift. In fact, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Millennials already use cloud-based email and project management systems and will likely prefer companies where they can use these tools instead of complex, proprietary systems. What’s more, by enabling employees to work anytime, anywhere, IT departments will accommodate the growing freelance contingent of the workforce, as well as millennials.</p>\r\n\r\n<p><b>4. Enhance security management</b></p>\r\n\r\n<p>While IT leaders are making plans for new technologies to support Millennials in the workplace, these changes also bring security concerns. According to the study, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Embracing new technologies is important for companies to remain attractive to top talent, however, ensuring company data is safe is also a key factor. Therefore, mobile and cloud security should be a priority among IT leaders.</p>\r\n\r\n<p>For some companies, getting ready for the millennial shift could present a need for hard-to-find talent, such as employees skilled in security, data analytics, cloud and data integration.</p>\r\n\r\n<p>“This could present a challenge given the current IT shortage,” Dickey said. “Companies may consider outsourcing projects to service providers and contractors so they can consistently maintain current technologies and remain attractive to the best job candidates among the millennial generation.”</p>\r\n\r\n<p>For more information, download the Randstad Technologies report, <a href=\"https://www.randstadusa.com/workforce360/workforce-insights/top-10-ways-millennials-are-transforming-it-departments/270/\">Preparing for the Millennial Shift</a>.</p>','4 ways IT leaders can prepare for the millennial shift','','publish','open','open','','4-ways-it-leaders-can-prepare-for-the-millennial-shift','','','2015-11-06 17:16:40','2015-11-06 17:16:40','',0,'http://www.danamanciagli.com/?p=5434',0,'post','',0),(5435,8264,'2015-11-05 20:08:00','2015-11-05 20:08:00','<p>Is your company’s IT infrastructure prepared for an influx of millennial employees? Within the next decade, millennials are expected to dominate 75 percent of the workforce — and a growing number of employers are getting prepared for this massive shift in the labor market by investing in millennial-friendly technologies.</p>\r\n\r\n<p>Are you ready?</p>\r\n\r\n<p>According to new research from Randstad Technologies and IDG Research Services, many IT departments are unprepared for the upcoming millennial shift. The study, conducted among IT managers across a range of U.S. company sizes and industries, found that while two-thirds of IT leaders say they have or are formulating a plan to address millennials’ technology needs, one-third of respondents admit they have not addressed these issues in any formal way.</p>\r\n\r\n<p>Millennials (born between 1980 and 2000) have their own ideas and expectations when it comes to workplace productivity. Raised in a digital society, they’re accustomed to having access to information anywhere and anytime. They prefer easy-to-use apps rather than enterprise-level software, and they want a work environment that fosters collaboration and feedback.</p>\r\n\r\n<p>Companies whose IT infrastructures don’t support the needs of this tech-savvy generation risk losing out on top talent.</p>\r\n\r\n<p>“There is a gap between what IT departments can provide and what millennials expect,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bob%20Dickey\">Bob Dickey</a>, Group President, Technology &amp; Engineering, Randstad US. “This can pose a real problem as millennials continue to have a growing presence in the workplace. To attract and retain the best talent from this demographic, IT leaders must rapidly adopt the latest technologies into their infrastructures. Failure to do so could result in turnover among millennials and a struggle for employers to recruit the best people from this generation.”</p>\r\n\r\n<p>Given the coming changes to workforce demographics, here are four ways IT leaders can adapt to the millennial shift:</p>\r\n\r\n<p><b>1. Get mobile</b></p>\r\n\r\n<p>According to the study, 78 percent of IT leaders have seen an increase in their organization’s mobile/remote workforce, and 60 percent of IT leaders plan to increase investments in mobile within the next year.</p>\r\n\r\n<p>If your company hasn’t invested in mobile, including adopting a bring-your-own-device (BYOD) policy, you should start now. Because they are joined at the hip with technology, mobility has become an essential factor among millennial employees when it comes to workplace productivity.</p>\r\n\r\n<p><b>2. Foster collaboration</b></p>\r\n\r\n<p>IT leaders are also realizing the importance of developing communication and collaboration tools. More than half of IT leaders view communication and collaboration tools as essential to supporting the millennial shift, and 43 percent of IT leaders plan to invest more in these technologies.</p>\r\n\r\n<p>Devoting resources to collaborative tools not only benefits Millennials who prefer working in teams, but also baby boomers who may want to remain in the workforce as part-time employees or consultants.</p>\r\n\r\n<p><b>3. Invest in the cloud</b></p>\r\n\r\n<p>Cloud computing is another important factor for IT leaders to consider as they prepare for the millennial shift. In fact, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Millennials already use cloud-based email and project management systems and will likely prefer companies where they can use these tools instead of complex, proprietary systems. What’s more, by enabling employees to work anytime, anywhere, IT departments will accommodate the growing freelance contingent of the workforce, as well as millennials.</p>\r\n\r\n<p><b>4. Enhance security management</b></p>\r\n\r\n<p>While IT leaders are making plans for new technologies to support Millennials in the workplace, these changes also bring security concerns. According to the study, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Embracing new technologies is important for companies to remain attractive to top talent, however, ensuring company data is safe is also a key factor. Therefore, mobile and cloud security should be a priority among IT leaders.</p>\r\n\r\n<p>For some companies, getting ready for the millennial shift could present a need for hard-to-find talent, such as employees skilled in security, data analytics, cloud and data integration.</p>\r\n\r\n<p>“This could present a challenge given the current IT shortage,” Dickey said. “Companies may consider outsourcing projects to service providers and contractors so they can consistently maintain current technologies and remain attractive to the best job candidates among the millennial generation.”</p>\r\n\r\n<p>For more information, download the Randstad Technologies report, <a href=\"https://www.randstadusa.com/workforce360/workforce-insights/top-10-ways-millennials-are-transforming-it-departments/270/\">Preparing for the Millennial Shift</a>.</p>','4 ways IT leaders can prepare for the millennial shift','','inherit','closed','closed','','5434-revision-v1','','','2015-11-05 20:08:00','2015-11-05 20:08:00','',5434,'http://www.danamanciagli.com/5434-revision-v1/',0,'revision','',0),(5436,8264,'2015-11-06 17:11:12','2015-11-06 17:11:12','5 ways to show your bosses that you appreciate them','5 ways to show your bosses that you appreciate them','5 ways to show your bosses that you appreciate them','inherit','open','closed','','appreciate-your-boss','','','2015-11-06 17:11:26','2015-11-06 17:11:26','',5431,'http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss.jpg',0,'attachment','image/jpeg',0),(5437,8264,'2015-11-06 17:11:42','2015-11-06 17:11:42','[caption id=\"attachment_5436\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss-300x200.jpg\" alt=\"5 ways to show your bosses that you appreciate them\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5436\" /></a> 5 ways to show your bosses that you appreciate them[/caption]<p>Your boss runs the show in the workplace — assigning tasks, managing workloads and projects, troubleshooting, resolving conflict and keeping employees on track.</p>\r\n\r\n<p>It’s not easy to maintain a productive work environment and keep operations running smoothly. Your boss (just like you) probably goes above and beyond and would really appreciate being recognized and thanked.</p>\r\n\r\n<p>Showing appreciation improves your relationship with your boss and can have a positive result on your career path. Along with the tangible results of your work, you’ll need the boss’ support to secure a promotion, pay raise or referral. Networking and effective communication are key to your career, so keep this in mind and don’t forget to thank your boss.</p>\r\n\r\n<p>You don’t have to go through some kind of extravagant production or buy fancy gifts to acknowledge your boss’ hard work. I spoke to human resources expert <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Laura%20MacLeod\">Laura MacLeod</a>, founder and owner of the <a href=\"http://fromtheinsideoutproject.com/about/\">From The Inside Out Project</a>, about how an employee’s small gestures can leave a lasting impression.</p>\r\n\r\n<p>Her work is focused on strengthening relations between employees and employers, and she emphasizes that displays of appreciation are an essential part of such a relationship.</p>\r\n\r\n<p>“There’s really no need to send flowers or buy a card,\" said MacLeod. \"You don’t have to grovel. Just do your job well and go a little bit beyond. Managers, supervisors and CEOs will really appreciate that.”</p>\r\n\r\n<p>A few simple everyday actions will show your recognition and thanks:</p>\r\n\r\n<p><b>1. Be on time</b></p>\r\n\r\n<p>MacLeod recognizes that boss appreciation begins with timeliness. Be sure to set your alarm so that you arrive on time for work — and don’t hit that snooze button! From the time you arrive at your work station, be prepped and ready to go for a full work day. Arriving a few minutes early doesn’t hurt, as it ensures a strong start to your work day. Your boss will appreciate your punctuality and professionalism.</p>\r\n\r\n<p><b>2. Offer to help out</b></p>\r\n\r\n<p>Whether you volunteer to cover the shift or workload of an absent employee, stay late or work overtime, offer to help out. MacLeod often receives inquiries on whether employees should take on additional responsibilities, and her answer is always yes. Never shy away from an opportunity to assist by filling in for a co-worker. Think about what is best for the company and offer your support. Since this will take pressure off of your boss to fill in the gaps, it will be appreciated, and strongly remembered.</p>\r\n\r\n<p><b>3. Never say it\'s not your job</b></p>\r\n\r\n<p>A common conflict that MacLeod encounters during From The Inside Out Project sessions stem from the four words that a boss never wants to hear, “That’s not my job.” If your boss asks you to do something that is not your job, strongly consider doing it anyway. Then (with a smile on your face) say you’re happy to help out. The boss will remember and appreciate the smile and willingness to go outside your job description when it was needed. If your schedule prevents you from helping out, she suggests letting your boss know that you regretfully cannot fit it in, but to keep you in mind for the next available opportunity to take on an additional task.</p>\r\n\r\n<p><b>4. Always say thank you</b></p>\r\n\r\n<p>We all learn this early on from our parents, but saying “thank you” will always matter, even in your professional life. If your boss commends you, gives you time off, lets it slide when you’re late or helps you out in any way, those two little words show a great appreciation. Through her extensive work in a variety of fields, MacLeod has learned that we all like to be appreciated and bosses are no exception. They like to know you are grateful for their kind words and actions, so remember what your parents taught you.</p>\r\n\r\n<p><b>5. Be direct</b></p>\r\n\r\n<p>A boss likes it when employees are honest about work. If you have a question, concern or even a reasonable complaint, let your boss know in a professional manner. Schedule an appointment to speak with your boss and be clear and honest. MacLeod’s work with the From The Inside Out Project places a strong emphasis on direct communication with all levels of employment. Businesses need to have proper communication to be successful and you need it for a successful career. Your direct approach will be appreciated, as bosses want and need to know what’s going on with their employees so they can do their best to improve or correct issues.</p>\r\n\r\n<p>When you stop and think about everything your bosses have done, you realize that showing them appreciation is valuable. So, save the cake and presents and use courtesy to display your gratitude. This will ensure a healthy  — and it’s free!</p>','5 ways to show your bosses that you appreciate them','','inherit','closed','closed','','5431-autosave-v1','','','2015-11-06 17:11:42','2015-11-06 17:11:42','',5431,'http://www.danamanciagli.com/5431-autosave-v1/',0,'revision','',0),(5438,8264,'2015-11-06 17:12:19','2015-11-06 17:12:19','[caption id=\"attachment_5436\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/Appreciate-your-boss-300x200.jpg\" alt=\"5 ways to show your bosses that you appreciate them\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5436\" /></a> 5 ways to show your bosses that you appreciate them[/caption]<p>Your boss runs the show in the workplace — assigning tasks, managing workloads and projects, troubleshooting, resolving conflict and keeping employees on track.</p>\r\n\r\n<p>It’s not easy to maintain a productive work environment and keep operations running smoothly. Your boss (just like you) probably goes above and beyond and would really appreciate being recognized and thanked.</p>\r\n\r\n<p>Showing appreciation improves your relationship with your boss and can have a positive result on your career path. Along with the tangible results of your work, you’ll need the boss’ support to secure a promotion, pay raise or referral. Networking and effective communication are key to your career, so keep this in mind and don’t forget to thank your boss.</p>\r\n\r\n<p>You don’t have to go through some kind of extravagant production or buy fancy gifts to acknowledge your boss’ hard work. I spoke to human resources expert <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Laura%20MacLeod\">Laura MacLeod</a>, founder and owner of the <a href=\"http://fromtheinsideoutproject.com/about/\">From The Inside Out Project</a>, about how an employee’s small gestures can leave a lasting impression.</p>\r\n\r\n<p>Her work is focused on strengthening relations between employees and employers, and she emphasizes that displays of appreciation are an essential part of such a relationship.</p>\r\n\r\n<p>“There’s really no need to send flowers or buy a card,\" said MacLeod. \"You don’t have to grovel. Just do your job well and go a little bit beyond. Managers, supervisors and CEOs will really appreciate that.”</p>\r\n\r\n<p>A few simple everyday actions will show your recognition and thanks:</p>\r\n\r\n<p><b>1. Be on time</b></p>\r\n\r\n<p>MacLeod recognizes that boss appreciation begins with timeliness. Be sure to set your alarm so that you arrive on time for work — and don’t hit that snooze button! From the time you arrive at your work station, be prepped and ready to go for a full work day. Arriving a few minutes early doesn’t hurt, as it ensures a strong start to your work day. Your boss will appreciate your punctuality and professionalism.</p>\r\n\r\n<p><b>2. Offer to help out</b></p>\r\n\r\n<p>Whether you volunteer to cover the shift or workload of an absent employee, stay late or work overtime, offer to help out. MacLeod often receives inquiries on whether employees should take on additional responsibilities, and her answer is always yes. Never shy away from an opportunity to assist by filling in for a co-worker. Think about what is best for the company and offer your support. Since this will take pressure off of your boss to fill in the gaps, it will be appreciated, and strongly remembered.</p>\r\n\r\n<p><b>3. Never say it\'s not your job</b></p>\r\n\r\n<p>A common conflict that MacLeod encounters during From The Inside Out Project sessions stem from the four words that a boss never wants to hear, “That’s not my job.” If your boss asks you to do something that is not your job, strongly consider doing it anyway. Then (with a smile on your face) say you’re happy to help out. The boss will remember and appreciate the smile and willingness to go outside your job description when it was needed. If your schedule prevents you from helping out, she suggests letting your boss know that you regretfully cannot fit it in, but to keep you in mind for the next available opportunity to take on an additional task.</p>\r\n\r\n<p><b>4. Always say thank you</b></p>\r\n\r\n<p>We all learn this early on from our parents, but saying “thank you” will always matter, even in your professional life. If your boss commends you, gives you time off, lets it slide when you’re late or helps you out in any way, those two little words show a great appreciation. Through her extensive work in a variety of fields, MacLeod has learned that we all like to be appreciated and bosses are no exception. They like to know you are grateful for their kind words and actions, so remember what your parents taught you.</p>\r\n\r\n<p><b>5. Be direct</b></p>\r\n\r\n<p>A boss likes it when employees are honest about work. If you have a question, concern or even a reasonable complaint, let your boss know in a professional manner. Schedule an appointment to speak with your boss and be clear and honest. MacLeod’s work with the From The Inside Out Project places a strong emphasis on direct communication with all levels of employment. Businesses need to have proper communication to be successful and you need it for a successful career. Your direct approach will be appreciated, as bosses want and need to know what’s going on with their employees so they can do their best to improve or correct issues.</p>\r\n\r\n<p>When you stop and think about everything your bosses have done, you realize that showing them appreciation is valuable. So, save the cake and presents and use courtesy to display your gratitude. This will ensure a healthy  — and it’s free!</p>','5 ways to show your bosses that you appreciate them','','inherit','closed','closed','','5431-revision-v1','','','2015-11-06 17:12:19','2015-11-06 17:12:19','',5431,'http://www.danamanciagli.com/5431-revision-v1/',0,'revision','',0),(5439,8264,'2015-11-06 17:15:28','2015-11-06 17:15:28','4 ways IT leaders can prepare for the millennial shift','4 ways IT leaders can prepare for the millennial shift','4 ways IT leaders can prepare for the millennial shift','inherit','open','closed','','4-ways-it-leaders-can-prepare-for-the-millennial-shift','','','2015-11-06 17:15:51','2015-11-06 17:15:51','',5434,'http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift.jpg',0,'attachment','image/jpeg',0),(5440,8264,'2015-11-06 17:16:06','2015-11-06 17:16:06','[caption id=\"attachment_5439\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift-300x200.jpg\" alt=\"4 ways IT leaders can prepare for the millennial shift\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5439\" /></a> 4 ways IT leaders can prepare for the millennial shift[/caption]<p>Is your company’s IT infrastructure prepared for an influx of millennial employees? Within the next decade, millennials are expected to dominate 75 percent of the workforce — and a growing number of employers are getting prepared for this massive shift in the labor market by investing in millennial-friendly technologies.</p>\r\n\r\n<p>Are you ready?</p>\r\n\r\n<p>According to new research from Randstad Technologies and IDG Research Services, many IT departments are unprepared for the upcoming millennial shift. The study, conducted among IT managers across a range of U.S. company sizes and industries, found that while two-thirds of IT leaders say they have or are formulating a plan to address millennials’ technology needs, one-third of respondents admit they have not addressed these issues in any formal way.</p>\r\n\r\n<p>Millennials (born between 1980 and 2000) have their own ideas and expectations when it comes to workplace productivity. Raised in a digital society, they’re accustomed to having access to information anywhere and anytime. They prefer easy-to-use apps rather than enterprise-level software, and they want a work environment that fosters collaboration and feedback.</p>\r\n\r\n<p>Companies whose IT infrastructures don’t support the needs of this tech-savvy generation risk losing out on top talent.</p>\r\n\r\n<p>“There is a gap between what IT departments can provide and what millennials expect,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bob%20Dickey\">Bob Dickey</a>, Group President, Technology &amp; Engineering, Randstad US. “This can pose a real problem as millennials continue to have a growing presence in the workplace. To attract and retain the best talent from this demographic, IT leaders must rapidly adopt the latest technologies into their infrastructures. Failure to do so could result in turnover among millennials and a struggle for employers to recruit the best people from this generation.”</p>\r\n\r\n<p>Given the coming changes to workforce demographics, here are four ways IT leaders can adapt to the millennial shift:</p>\r\n\r\n<p><b>1. Get mobile</b></p>\r\n\r\n<p>According to the study, 78 percent of IT leaders have seen an increase in their organization’s mobile/remote workforce, and 60 percent of IT leaders plan to increase investments in mobile within the next year.</p>\r\n\r\n<p>If your company hasn’t invested in mobile, including adopting a bring-your-own-device (BYOD) policy, you should start now. Because they are joined at the hip with technology, mobility has become an essential factor among millennial employees when it comes to workplace productivity.</p>\r\n\r\n<p><b>2. Foster collaboration</b></p>\r\n\r\n<p>IT leaders are also realizing the importance of developing communication and collaboration tools. More than half of IT leaders view communication and collaboration tools as essential to supporting the millennial shift, and 43 percent of IT leaders plan to invest more in these technologies.</p>\r\n\r\n<p>Devoting resources to collaborative tools not only benefits Millennials who prefer working in teams, but also baby boomers who may want to remain in the workforce as part-time employees or consultants.</p>\r\n\r\n<p><b>3. Invest in the cloud</b></p>\r\n\r\n<p>Cloud computing is another important factor for IT leaders to consider as they prepare for the millennial shift. In fact, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Millennials already use cloud-based email and project management systems and will likely prefer companies where they can use these tools instead of complex, proprietary systems. What’s more, by enabling employees to work anytime, anywhere, IT departments will accommodate the growing freelance contingent of the workforce, as well as millennials.</p>\r\n\r\n<p><b>4. Enhance security management</b></p>\r\n\r\n<p>While IT leaders are making plans for new technologies to support Millennials in the workplace, these changes also bring security concerns. According to the study, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Embracing new technologies is important for companies to remain attractive to top talent, however, ensuring company data is safe is also a key factor. Therefore, mobile and cloud security should be a priority among IT leaders.</p>\r\n\r\n<p>For some companies, getting ready for the millennial shift could present a need for hard-to-find talent, such as employees skilled in security, data analytics, cloud and data integration.</p>\r\n\r\n<p>“This could present a challenge given the current IT shortage,” Dickey said. “Companies may consider outsourcing projects to service providers and contractors so they can consistently maintain current technologies and remain attractive to the best job candidates among the millennial generation.”</p>\r\n\r\n<p>For more information, download the Randstad Technologies report, <a href=\"https://www.randstadusa.com/workforce360/workforce-insights/top-10-ways-millennials-are-transforming-it-departments/270/\">Preparing for the Millennial Shift</a>.</p>','4 ways IT leaders can prepare for the millennial shift','','inherit','closed','closed','','5434-autosave-v1','','','2015-11-06 17:16:06','2015-11-06 17:16:06','',5434,'http://www.danamanciagli.com/5434-autosave-v1/',0,'revision','',0),(5441,8264,'2015-11-06 17:16:40','2015-11-06 17:16:40','[caption id=\"attachment_5439\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/4-ways-IT-leaders-can-prepare-for-the-millennial-shift-300x200.jpg\" alt=\"4 ways IT leaders can prepare for the millennial shift\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5439\" /></a> 4 ways IT leaders can prepare for the millennial shift[/caption]<p>Is your company’s IT infrastructure prepared for an influx of millennial employees? Within the next decade, millennials are expected to dominate 75 percent of the workforce — and a growing number of employers are getting prepared for this massive shift in the labor market by investing in millennial-friendly technologies.</p>\r\n\r\n<p>Are you ready?</p>\r\n\r\n<p>According to new research from Randstad Technologies and IDG Research Services, many IT departments are unprepared for the upcoming millennial shift. The study, conducted among IT managers across a range of U.S. company sizes and industries, found that while two-thirds of IT leaders say they have or are formulating a plan to address millennials’ technology needs, one-third of respondents admit they have not addressed these issues in any formal way.</p>\r\n\r\n<p>Millennials (born between 1980 and 2000) have their own ideas and expectations when it comes to workplace productivity. Raised in a digital society, they’re accustomed to having access to information anywhere and anytime. They prefer easy-to-use apps rather than enterprise-level software, and they want a work environment that fosters collaboration and feedback.</p>\r\n\r\n<p>Companies whose IT infrastructures don’t support the needs of this tech-savvy generation risk losing out on top talent.</p>\r\n\r\n<p>“There is a gap between what IT departments can provide and what millennials expect,” said <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bob%20Dickey\">Bob Dickey</a>, Group President, Technology &amp; Engineering, Randstad US. “This can pose a real problem as millennials continue to have a growing presence in the workplace. To attract and retain the best talent from this demographic, IT leaders must rapidly adopt the latest technologies into their infrastructures. Failure to do so could result in turnover among millennials and a struggle for employers to recruit the best people from this generation.”</p>\r\n\r\n<p>Given the coming changes to workforce demographics, here are four ways IT leaders can adapt to the millennial shift:</p>\r\n\r\n<p><b>1. Get mobile</b></p>\r\n\r\n<p>According to the study, 78 percent of IT leaders have seen an increase in their organization’s mobile/remote workforce, and 60 percent of IT leaders plan to increase investments in mobile within the next year.</p>\r\n\r\n<p>If your company hasn’t invested in mobile, including adopting a bring-your-own-device (BYOD) policy, you should start now. Because they are joined at the hip with technology, mobility has become an essential factor among millennial employees when it comes to workplace productivity.</p>\r\n\r\n<p><b>2. Foster collaboration</b></p>\r\n\r\n<p>IT leaders are also realizing the importance of developing communication and collaboration tools. More than half of IT leaders view communication and collaboration tools as essential to supporting the millennial shift, and 43 percent of IT leaders plan to invest more in these technologies.</p>\r\n\r\n<p>Devoting resources to collaborative tools not only benefits Millennials who prefer working in teams, but also baby boomers who may want to remain in the workforce as part-time employees or consultants.</p>\r\n\r\n<p><b>3. Invest in the cloud</b></p>\r\n\r\n<p>Cloud computing is another important factor for IT leaders to consider as they prepare for the millennial shift. In fact, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Millennials already use cloud-based email and project management systems and will likely prefer companies where they can use these tools instead of complex, proprietary systems. What’s more, by enabling employees to work anytime, anywhere, IT departments will accommodate the growing freelance contingent of the workforce, as well as millennials.</p>\r\n\r\n<p><b>4. Enhance security management</b></p>\r\n\r\n<p>While IT leaders are making plans for new technologies to support Millennials in the workplace, these changes also bring security concerns. According to the study, 40 percent of organizations recognize that cloud computing is a requirement to meet changing workplace dynamics, and 49 percent of respondents say they will invest or increase investments in cloud computing over the next year.</p>\r\n\r\n<p>Embracing new technologies is important for companies to remain attractive to top talent, however, ensuring company data is safe is also a key factor. Therefore, mobile and cloud security should be a priority among IT leaders.</p>\r\n\r\n<p>For some companies, getting ready for the millennial shift could present a need for hard-to-find talent, such as employees skilled in security, data analytics, cloud and data integration.</p>\r\n\r\n<p>“This could present a challenge given the current IT shortage,” Dickey said. “Companies may consider outsourcing projects to service providers and contractors so they can consistently maintain current technologies and remain attractive to the best job candidates among the millennial generation.”</p>\r\n\r\n<p>For more information, download the Randstad Technologies report, <a href=\"https://www.randstadusa.com/workforce360/workforce-insights/top-10-ways-millennials-are-transforming-it-departments/270/\">Preparing for the Millennial Shift</a>.</p>','4 ways IT leaders can prepare for the millennial shift','','inherit','closed','closed','','5434-revision-v1','','','2015-11-06 17:16:40','2015-11-06 17:16:40','',5434,'http://www.danamanciagli.com/5434-revision-v1/',0,'revision','',0),(5473,8311,'2015-12-16 02:34:42','2015-12-16 02:34:42','[caption id=\"attachment_5478\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search-300x200.jpg\" alt=\"How to do a long distance job search\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5478\" /></a> How to do a long distance job search[/caption]<p><b>Question:</b></p>\r\n\r\n<p>My husband and I will be moving across the country in a year and want to get an early start on searching for jobs. How do you search for a job long distance in a city where you have few connections? And what\'s the best way to do it when you won\'t be starting the new job for a year?</p>\r\n\r\n<p><b>Answer:</b></p>\r\n\r\n<p>Bravo to you for planning this far in advance. It is never too early, even if you are job-searching locally, but a long-distance job search does take longer.</p>\r\n\r\n<p>Here are things you can do right now. Prevent the random-acts-of-application (or R.A.A.) and convert to ”ready, aim, fire.”</p>\r\n\r\n<p><b>Ready (planning and goal setting):</b></p>\r\n<ul>\r\n	<li><strong>Set your goal.</strong> What job function, what industry, what size company, and any other criteria you have. Write it all down.</li>\r\n	<li><strong>Get your head screwed on straigh</strong> t. Prepare to put aside any negativity from the past, block plenty of time in your calendar, and commit to the intensity of the job search process.</li>\r\n</ul>\r\n<p><b>Aim (preparation):</b></p>\r\n<ul>\r\n	<li><strong>Organize your job search tools.</strong> Build a job tracker. I recommend a digital option such as Microsoft Excel or OneNote. Or if you prefer, feel free to use a good old-fashioned binder — but use <em>something</em> to capture all of the information you will gather.</li>\r\n	<li><strong>Research.</strong> Invest now in subscriptions to local magazines and newspapers in your future city so you can learn about the companies, the industries, and the people that are big there. (The <em>Business Journal</em> is a great source of company information, and a subscription includes a copy of the Book of Lists, which includes most of a community’s large and mid-sized companies). Identify the companies you would like to work for and visit their websites to learn more about them. Now look to see the jobs they have posted.</li>\r\n	<li><strong>Get your résumé and cover letter together.</strong> Update your résumé and create a new version of your cover letter. Add the appropriate keywords and get both documents edited. You don’t need to put your home address on your résumé, it they want it, they’ll ask.</li>\r\n	<li><strong>Clean up your social media.</strong> Aside from ensuring you have a great profile on LinkedIn, including a photo and summary, be sure you are always professional and non-controversial on Facebook, Twitter, and any other social media platform.</li>\r\n</ul>\r\n<p><b>Fire (applying and interviewing):</b></p>\r\n\r\n<p>Six to eight months prior to your move, and after completing your preparation, you can begin to apply.</p>\r\n<ul>\r\n	<li><strong>Address the obvious challenge of your location in your cover letter.</strong> How? In the first sentence of your cover letter say something like, “I will be moving to St. Louis in March 2014 and am interested in working for your company…” This removes the hidden concern that you will need to be relocated (often an elimination issue due to budgets) and shows that you are committed to the move.</li>\r\n	<li><strong>Begin networking.</strong> As you read about movers and shakers, or as you read speeches, presentations and social media about leaders in your field, do a professional job of connecting with them via LinkedIn.</li>\r\n	<li><strong>Follow up relentlessly on all contacts made.</strong> This will make or break your chances to “win” a job in today’s competitive job market. I recommend that you follow up three times: at the one-week mark, two-week mark, and then the third.</li>\r\n	<li><strong>If possible, travel to the future city.</strong> Set up networking meetings, informational interviews, and attend large networking events. Your local Business Journal offers many opportunities</li>\r\n</ul>\r\n<p>In summary, manage your expectations. Your job search will take longer, simply due to the dynamics of your long distance location. However, many people are conducting long-distance job searches and successfully landing great jobs.</p>','How to do a long-distance job search','','publish','open','open','','how-to-do-a-long-distance-job-search','','','2015-12-01 19:22:03','2015-12-01 19:22:03','',0,'http://www.danamanciagli.com/?p=5473',0,'post','',0),(5445,8311,'2015-12-02 02:18:27','2015-12-02 02:18:27','[caption id=\"attachment_5451\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740-300x200.jpg\" alt=\"5 lessons for start-up success\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5451\" /></a> 5 lessons for start-up success[/caption]<p>Winning isn’t everything in life, but it’s absolutely critical if you’re an entrepreneur trying to get your start-up business off the ground.</p>\r\n\r\n<p>To make sure your business succeeds, check out these five lessons for startup success from entrepreneur Georgianna W. Oliver, founder and CEO of Package Concierge. She built and sold two companies before launching her current business.</p>\r\n\r\n<p>Like other entrepreneurs, Oliver has experienced her share of highs and lows along the way.</p>\r\n\r\n<p><b>1. Don’t overlook the importance of timing</b></p>\r\n\r\n<p>You’ve heard the old adage that timing is everything. When it comes to starting a business, Oliver agrees 100 percent. Don’t leap before you look closely at the market, as well as the broader economy, to determine whether the timing is right for your product or service.</p>\r\n\r\n<p>She launched Package Concierge in late 2012 as the U.S. economy and the real estate market were rebounding from the recession. It was definitely the right time to start a new business geared toward high-end apartments, even though she was aware of the need for her product much earlier. Now, the luxury apartment business is booming, and so are Package Concierge’s sales.</p>\r\n\r\n<p><b>2. Promote professionalism</b></p>\r\n\r\n<p>Your new business may just be getting started, but as a founder and leader it is essential that you think about professionalism in every aspect of your company. Professionalism is how you present yourself, your product, your brand, and how you correspond with your prospects, customers and colleagues.</p>\r\n\r\n<p>Document everything, establish policies and create procedures. Hire a bookkeeper even if only for a few hours per week. Follow a budget and practice good financial management from the start to ensure your business is able to scale from day one.</p>\r\n\r\n<p>As the business grows, all these items will become more important to ensure stability, maintain employee confidence and present a professional appearance for sales leads, clients, and business and financial partners.</p>\r\n\r\n<p><b>3. Stick with what you know</b></p>\r\n\r\n<p>Maybe you work in real estate, but have a great idea for a healthcare app. You might make a go of it, but your journey will be far more challenging than if you identify a business opportunity within your current industry. According to Oliver, a great idea can only take you so far without proper context, insight, operational understanding, hands-on experience and connections.</p>\r\n\r\n<p>Such domain expertise can put you years ahead of the competition. All three of Oliver’s businesses have been technology solutions for the apartment business because she knows the industry, understands its challenges, and has valuable and longstanding advisors and connections to help improve the quality of her company’s product and services for her customers.</p>\r\n\r\n<p>She is a big believer in experience and recommends entrepreneurs work in their target industries for five years before jumping into the game. For those too eager to wait that long, she advises they find and leverage a support system of experienced business people in their target markets who can offer valuable insights and advice.</p>\r\n\r\n<p><b>4. Invest in people and product</b></p>\r\n\r\n<p>Investing in your team — training, compensation package and professional development — is important so that everyone understands the company’s commitment to excellence. Regular team meetings and huddles are critical for communication, setting priorities, avoiding surprises and keeping everyone on the same page.</p>\r\n\r\n<p>Oliver says entrepreneurs should also continuously invest in their product. In the end, it’s the quality and performance of your product that must stand up to customer scrutiny, inspire loyalty, and withstand the test of time.</p>\r\n\r\n<p>Early on, Package Concierge selected a less expensive Chinese manufacturer to build its locker system. When the prototypes were delivered, she knew immediately it was not a product she could stand behind. It was an expensive lesson, but one that led her to join forces with a reputable, U.S.-based manufacturer capable of creating a high quality, reliable, scalable product that meets the standards of her industry-leading clients.</p>\r\n\r\n<p><b>5. Be a leader, but don’t go it alone</b></p>\r\n\r\n<p>If you are a leader in your industry, your customers have been your friends, your supporters, and your strongest advocates. Your customers count on you to deliver what you promise, and you count on them to provide quality feedback and help you develop your offering to be the best in class.</p>\r\n\r\n<p>Oliver believes this type of network is invaluable to entrepreneurs and established business leaders alike. Even as she guides her third business down the path of success, she relies on her network of peers and industry influencers to guide her in making important decisions.</p>\r\n\r\n<p>There are countless factors that lead to success, and many others that can lead to failure. Entrepreneurs who lay a solid foundation clearly have an edge.</p>\r\n\r\n<p>Add professionalism, a commitment to quality and operational excellence, and leaders can build a company that will surpass their highest expectations.</p>','5 lessons for start-up success','','publish','open','open','','5-lessons-for-start-up-success','','','2015-11-16 19:53:55','2015-11-16 19:53:55','',0,'http://www.danamanciagli.com/?p=5445',0,'post','',0),(5446,8264,'2015-11-14 00:18:22','2015-11-14 00:18:22','<p>Winning isn’t everything in life, but it’s absolutely critical if you’re an entrepreneur trying to get your business off the ground.</p>\r\n\r\n<p>To make sure your business succeeds, check out these five lessons for startup success from entrepreneur Georgianna W. Oliver, founder and CEO of Package Concierge. She built and sold two companies before launching her current business.</p>\r\n\r\n<p>Like other entrepreneurs, Oliver has experienced her share of highs and lows along the way.</p>\r\n\r\n<p><b>1. Don’t overlook the importance of timing</b></p>\r\n\r\n<p>You’ve heard the old adage that timing is everything. When it comes to starting a business, Oliver agrees 100 percent. Don’t leap before you look closely at the market, as well as the broader economy, to determine whether the timing is right for your product or service.</p>\r\n\r\n<p>She launched Package Concierge in late 2012 as the U.S. economy and the real estate market were rebounding from the recession. It was definitely the right time to start a new business geared toward high-end apartments, even though she was aware of the need for her product much earlier. Now, the luxury apartment business is booming, and so are Package Concierge’s sales.</p>\r\n\r\n<p><b>2. Promote professionalism</b></p>\r\n\r\n<p>Your new business may just be getting started, but as a founder and leader it is essential that you think about professionalism in every aspect of your company. Professionalism is how you present yourself, your product, your brand, and how you correspond with your prospects, customers and colleagues.</p>\r\n\r\n<p>Document everything, establish policies and create procedures. Hire a bookkeeper even if only for a few hours per week. Follow a budget and practice good financial management from the start to ensure your business is able to scale from day one.</p>\r\n\r\n<p>As the business grows, all these items will become more important to ensure stability, maintain employee confidence and present a professional appearance for sales leads, clients, and business and financial partners.</p>\r\n\r\n<p><b>3. Stick with what you know</b></p>\r\n\r\n<p>Maybe you work in real estate, but have a great idea for a healthcare app. You might make a go of it, but your journey will be far more challenging than if you identify a business opportunity within your current industry. According to Oliver, a great idea can only take you so far without proper context, insight, operational understanding, hands-on experience and connections.</p>\r\n\r\n<p>Such domain expertise can put you years ahead of the competition. All three of Oliver’s businesses have been technology solutions for the apartment business because she knows the industry, understands its challenges, and has valuable and longstanding advisors and connections to help improve the quality of her company’s product and services for her customers.</p>\r\n\r\n<p>She is a big believer in experience and recommends entrepreneurs work in their target industries for five years before jumping into the game. For those too eager to wait that long, she advises they find and leverage a support system of experienced business people in their target markets who can offer valuable insights and advice.</p>\r\n\r\n<p><b>4. Invest in people and product</b></p>\r\n\r\n<p>Investing in your team — training, compensation package and professional development — is important so that everyone understands the company’s commitment to excellence. Regular team meetings and huddles are critical for communication, setting priorities, avoiding surprises and keeping everyone on the same page.</p>\r\n\r\n<p>Oliver says entrepreneurs should also continuously invest in their product. In the end, it’s the quality and performance of your product that must stand up to customer scrutiny, inspire loyalty, and withstand the test of time.</p>\r\n\r\n<p>Early on, Package Concierge selected a less expensive Chinese manufacturer to build its locker system. When the prototypes were delivered, she knew immediately it was not a product she could stand behind. It was an expensive lesson, but one that led her to join forces with a reputable, U.S.-based manufacturer capable of creating a high quality, reliable, scalable product that meets the standards of her industry-leading clients.</p>\r\n\r\n<p><b>5. Be a leader, but don’t go it alone</b></p>\r\n\r\n<p>If you are a leader in your industry, your customers have been your friends, your supporters, and your strongest advocates. Your customers count on you to deliver what you promise, and you count on them to provide quality feedback and help you develop your offering to be the best in class.</p>\r\n\r\n<p>Oliver believes this type of network is invaluable to entrepreneurs and established business leaders alike. Even as she guides her third business down the path of success, she relies on her network of peers and industry influencers to guide her in making important decisions.</p>\r\n\r\n<p>There are countless factors that lead to success, and many others that can lead to failure. Entrepreneurs who lay a solid foundation clearly have an edge.</p>\r\n\r\n<p>Add professionalism, a commitment to quality and operational excellence, and leaders can build a company that will surpass their highest expectations.</p>','5 lessons for start-up success','','inherit','closed','closed','','5445-revision-v1','','','2015-11-14 00:18:22','2015-11-14 00:18:22','',5445,'http://www.danamanciagli.com/5445-revision-v1/',0,'revision','',0),(5447,8311,'2015-12-07 02:22:09','2015-12-07 02:22:09','[caption id=\"attachment_5453\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056-300x200.jpg\" alt=\"4 ways to hire better talent faster\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5453\" /></a> 4 ways to hire better talent faster[/caption]<p>A good first impression is everything in the interview process.</p>\r\n\r\n<p>There are enormous amounts of research and data that say the first five minutes of an interview are what matter most. After these critical minutes, interviewers typically only look for information to confirm their first impressions of the candidate, which often leads to uneven results at best.</p>\r\n\r\n<p>In addition, individual interviews are a relatively poor predictor to use when it comes to choosing the right candidate to perform the job and fit seamlessly into the company culture. It is therefore imperative to involve others in the process.</p>\r\n\r\n<p>I asked Chris Hollins, president of TalentGrade, who offers services to companies to facilitate and streamline a new hiring process. Here are his key recommendations:</p>\r\n\r\n<p><b>1. Work sample or video</b></p>\r\n\r\n<p>The best predictor ( two times better than an interview) measuring how well a person will perform a specific job is a simple test or challenge that would require job candidates to submit a sample piece of work or video presentation relevant to the position to assess their performance.</p>\r\n\r\n<p>For example, if the company is hiring a sales position, have him or her submit a short one-minute video pitching your company as if the applicant is selling to a potential customer. In 60 seconds or less, you will be able to see the applicant’s personality and presentation skills, as well as motivation level.</p>\r\n\r\n<p>While these exercises are not perfect, since ultimate success depends on many other factors, they are good indicators of candidates that have the basic skills or qualities necessary to succeed.</p>\r\n\r\n<p><b>2. Include others in the hiring process</b></p>\r\n\r\n<p>Including coworkers (especially those who will be working closely with the new hire) in the hiring process will dramatically help the decision-making process. Other stakeholders will provide new insights or opinions on the potential candidates that could have otherwise been missed with only one or two people involved. Involving others also helps leverage company knowledge and culture into the hiring process.</p>\r\n\r\n<p><b>3. Ask simple questions, look for brilliant answers</b></p>\r\n\r\n<p>Providing a roadmap of simple questions to consistently ask each candidate during an interview can help segregate the superb potential hires from the candidates that are just OK.</p>\r\n\r\n<p>Asking “magic bullet” questions like, “What animal would you be?” are, at best, irrelevant. Such questions do not shed light on whether a candidate can perform the job. At worst, they are complete red herrings. Companies should stick to questions that illuminate the candidate’s skills and knowledge, and capability to do the job.</p>\r\n\r\n<p><b>4. Administer a cognitive ability test</b></p>\r\n\r\n<p>Sometimes, the particular position does not lend itself well to creating a work sample test. In this case, the second most effective way to form a first impression of a candidate is by administering a test with right and wrong answers. A test like this measures a candidate’s capacity to learn as well as raw intelligence. Candidates who score high on a test like this will be more likely to quickly adapt to the demands of a new job.</p>\r\n\r\n<p>While using a methodical, structured approach to hiring a new employee can involve a larger time investment upfront, it can help save a company a lot of time, money and headaches in the future by providing the tools to choose the right candidate the first time.</p>','4 ways to hire better talent faster','','publish','open','open','','4-ways-to-hire-better-talent-faster','','','2015-11-16 20:16:39','2015-11-16 20:16:39','',0,'http://www.danamanciagli.com/?p=5447',0,'post','',0),(5448,8264,'2015-11-14 00:22:02','2015-11-14 00:22:02','<p>A good first impression is everything in the interview process.</p>\r\n\r\n<p>There are enormous amounts of research and data that say the first five minutes of an interview are what matter most. After these critical minutes, interviewers typically only look for information to confirm their first impressions of the candidate, which often leads to uneven results at best.</p>\r\n\r\n<p>In addition, individual interviews are a relatively poor predictor to use when it comes to choosing the right candidate to perform the job and fit seamlessly into the company culture. It is therefore imperative to involve others in the process.</p>\r\n\r\n<p>I asked Chris Hollins, president of TalentGrade, who offers services to companies to facilitate and streamline a new hiring process. Here are his key recommendations:</p>\r\n\r\n<p><b>1. Work sample or video</b></p>\r\n\r\n<p>The best predictor ( two times better than an interview) measuring how well a person will perform a specific job is a simple test or challenge that would require job candidates to submit a sample piece of work or video presentation relevant to the position to assess their performance.</p>\r\n\r\n<p>For example, if the company is hiring a sales position, have him or her submit a short one-minute video pitching your company as if the applicant is selling to a potential customer. In 60 seconds or less, you will be able to see the applicant’s personality and presentation skills, as well as motivation level.</p>\r\n\r\n<p>While these exercises are not perfect, since ultimate success depends on many other factors, they are good indicators of candidates that have the basic skills or qualities necessary to succeed.</p>\r\n\r\n<p><b>2. Include others in the hiring process</b></p>\r\n\r\n<p>Including coworkers (especially those who will be working closely with the new hire) in the hiring process will dramatically help the decision-making process. Other stakeholders will provide new insights or opinions on the potential candidates that could have otherwise been missed with only one or two people involved. Involving others also helps leverage company knowledge and culture into the hiring process.</p>\r\n\r\n<p><b>3. Ask simple questions, look for brilliant answers</b></p>\r\n\r\n<p>Providing a roadmap of simple questions to consistently ask each candidate during an interview can help segregate the superb potential hires from the candidates that are just OK.</p>\r\n\r\n<p>Asking “magic bullet” questions like, “What animal would you be?” are, at best, irrelevant. Such questions do not shed light on whether a candidate can perform the job. At worst, they are complete red herrings. Companies should stick to questions that illuminate the candidate’s skills and knowledge, and capability to do the job.</p>\r\n\r\n<p><b>4. Administer a cognitive ability test</b></p>\r\n\r\n<p>Sometimes, the particular position does not lend itself well to creating a work sample test. In this case, the second most effective way to form a first impression of a candidate is by administering a test with right and wrong answers. A test like this measures a candidate’s capacity to learn as well as raw intelligence. Candidates who score high on a test like this will be more likely to quickly adapt to the demands of a new job.</p>\r\n\r\n<p>While using a methodical, structured approach to hiring a new employee can involve a larger time investment upfront, it can help save a company a lot of time, money and headaches in the future by providing the tools to choose the right candidate the first time.</p>','4 ways to hire better talent faster','','inherit','closed','closed','','5447-revision-v1','','','2015-11-14 00:22:02','2015-11-14 00:22:02','',5447,'http://www.danamanciagli.com/5447-revision-v1/',0,'revision','',0),(5449,8264,'2015-11-16 19:53:36','2015-11-16 19:53:36','[caption id=\"attachment_5451\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740-300x200.jpg\" alt=\"5 lessons for start-up success\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5451\" /></a> 5 lessons for start-up success[/caption]<p>Winning isn’t everything in life, but it’s absolutely critical if you’re an entrepreneur trying to get your start-up business off the ground.</p>\r\n\r\n<p>To make sure your business succeeds, check out these five lessons for startup success from entrepreneur Georgianna W. Oliver, founder and CEO of Package Concierge. She built and sold two companies before launching her current business.</p>\r\n\r\n<p>Like other entrepreneurs, Oliver has experienced her share of highs and lows along the way.</p>\r\n\r\n<p><b>1. Don’t overlook the importance of timing</b></p>\r\n\r\n<p>You’ve heard the old adage that timing is everything. When it comes to starting a business, Oliver agrees 100 percent. Don’t leap before you look closely at the market, as well as the broader economy, to determine whether the timing is right for your product or service.</p>\r\n\r\n<p>She launched Package Concierge in late 2012 as the U.S. economy and the real estate market were rebounding from the recession. It was definitely the right time to start a new business geared toward high-end apartments, even though she was aware of the need for her product much earlier. Now, the luxury apartment business is booming, and so are Package Concierge’s sales.</p>\r\n\r\n<p><b>2. Promote professionalism</b></p>\r\n\r\n<p>Your new business may just be getting started, but as a founder and leader it is essential that you think about professionalism in every aspect of your company. Professionalism is how you present yourself, your product, your brand, and how you correspond with your prospects, customers and colleagues.</p>\r\n\r\n<p>Document everything, establish policies and create procedures. Hire a bookkeeper even if only for a few hours per week. Follow a budget and practice good financial management from the start to ensure your business is able to scale from day one.</p>\r\n\r\n<p>As the business grows, all these items will become more important to ensure stability, maintain employee confidence and present a professional appearance for sales leads, clients, and business and financial partners.</p>\r\n\r\n<p><b>3. Stick with what you know</b></p>\r\n\r\n<p>Maybe you work in real estate, but have a great idea for a healthcare app. You might make a go of it, but your journey will be far more challenging than if you identify a business opportunity within your current industry. According to Oliver, a great idea can only take you so far without proper context, insight, operational understanding, hands-on experience and connections.</p>\r\n\r\n<p>Such domain expertise can put you years ahead of the competition. All three of Oliver’s businesses have been technology solutions for the apartment business because she knows the industry, understands its challenges, and has valuable and longstanding advisors and connections to help improve the quality of her company’s product and services for her customers.</p>\r\n\r\n<p>She is a big believer in experience and recommends entrepreneurs work in their target industries for five years before jumping into the game. For those too eager to wait that long, she advises they find and leverage a support system of experienced business people in their target markets who can offer valuable insights and advice.</p>\r\n\r\n<p><b>4. Invest in people and product</b></p>\r\n\r\n<p>Investing in your team — training, compensation package and professional development — is important so that everyone understands the company’s commitment to excellence. Regular team meetings and huddles are critical for communication, setting priorities, avoiding surprises and keeping everyone on the same page.</p>\r\n\r\n<p>Oliver says entrepreneurs should also continuously invest in their product. In the end, it’s the quality and performance of your product that must stand up to customer scrutiny, inspire loyalty, and withstand the test of time.</p>\r\n\r\n<p>Early on, Package Concierge selected a less expensive Chinese manufacturer to build its locker system. When the prototypes were delivered, she knew immediately it was not a product she could stand behind. It was an expensive lesson, but one that led her to join forces with a reputable, U.S.-based manufacturer capable of creating a high quality, reliable, scalable product that meets the standards of her industry-leading clients.</p>\r\n\r\n<p><b>5. Be a leader, but don’t go it alone</b></p>\r\n\r\n<p>If you are a leader in your industry, your customers have been your friends, your supporters, and your strongest advocates. Your customers count on you to deliver what you promise, and you count on them to provide quality feedback and help you develop your offering to be the best in class.</p>\r\n\r\n<p>Oliver believes this type of network is invaluable to entrepreneurs and established business leaders alike. Even as she guides her third business down the path of success, she relies on her network of peers and industry influencers to guide her in making important decisions.</p>\r\n\r\n<p>There are countless factors that lead to success, and many others that can lead to failure. Entrepreneurs who lay a solid foundation clearly have an edge.</p>\r\n\r\n<p>Add professionalism, a commitment to quality and operational excellence, and leaders can build a company that will surpass their highest expectations.</p>','5 lessons for start-up success','','inherit','closed','closed','','5445-autosave-v1','','','2015-11-16 19:53:36','2015-11-16 19:53:36','',5445,'http://www.danamanciagli.com/5445-autosave-v1/',0,'revision','',0),(5450,8264,'2015-11-16 19:51:14','2015-11-16 19:51:14','<p>Winning isn’t everything in life, but it’s absolutely critical if you’re an entrepreneur trying to get your start-up business off the ground.</p>\r\n\r\n<p>To make sure your business succeeds, check out these five lessons for startup success from entrepreneur Georgianna W. Oliver, founder and CEO of Package Concierge. She built and sold two companies before launching her current business.</p>\r\n\r\n<p>Like other entrepreneurs, Oliver has experienced her share of highs and lows along the way.</p>\r\n\r\n<p><b>1. Don’t overlook the importance of timing</b></p>\r\n\r\n<p>You’ve heard the old adage that timing is everything. When it comes to starting a business, Oliver agrees 100 percent. Don’t leap before you look closely at the market, as well as the broader economy, to determine whether the timing is right for your product or service.</p>\r\n\r\n<p>She launched Package Concierge in late 2012 as the U.S. economy and the real estate market were rebounding from the recession. It was definitely the right time to start a new business geared toward high-end apartments, even though she was aware of the need for her product much earlier. Now, the luxury apartment business is booming, and so are Package Concierge’s sales.</p>\r\n\r\n<p><b>2. Promote professionalism</b></p>\r\n\r\n<p>Your new business may just be getting started, but as a founder and leader it is essential that you think about professionalism in every aspect of your company. Professionalism is how you present yourself, your product, your brand, and how you correspond with your prospects, customers and colleagues.</p>\r\n\r\n<p>Document everything, establish policies and create procedures. Hire a bookkeeper even if only for a few hours per week. Follow a budget and practice good financial management from the start to ensure your business is able to scale from day one.</p>\r\n\r\n<p>As the business grows, all these items will become more important to ensure stability, maintain employee confidence and present a professional appearance for sales leads, clients, and business and financial partners.</p>\r\n\r\n<p><b>3. Stick with what you know</b></p>\r\n\r\n<p>Maybe you work in real estate, but have a great idea for a healthcare app. You might make a go of it, but your journey will be far more challenging than if you identify a business opportunity within your current industry. According to Oliver, a great idea can only take you so far without proper context, insight, operational understanding, hands-on experience and connections.</p>\r\n\r\n<p>Such domain expertise can put you years ahead of the competition. All three of Oliver’s businesses have been technology solutions for the apartment business because she knows the industry, understands its challenges, and has valuable and longstanding advisors and connections to help improve the quality of her company’s product and services for her customers.</p>\r\n\r\n<p>She is a big believer in experience and recommends entrepreneurs work in their target industries for five years before jumping into the game. For those too eager to wait that long, she advises they find and leverage a support system of experienced business people in their target markets who can offer valuable insights and advice.</p>\r\n\r\n<p><b>4. Invest in people and product</b></p>\r\n\r\n<p>Investing in your team — training, compensation package and professional development — is important so that everyone understands the company’s commitment to excellence. Regular team meetings and huddles are critical for communication, setting priorities, avoiding surprises and keeping everyone on the same page.</p>\r\n\r\n<p>Oliver says entrepreneurs should also continuously invest in their product. In the end, it’s the quality and performance of your product that must stand up to customer scrutiny, inspire loyalty, and withstand the test of time.</p>\r\n\r\n<p>Early on, Package Concierge selected a less expensive Chinese manufacturer to build its locker system. When the prototypes were delivered, she knew immediately it was not a product she could stand behind. It was an expensive lesson, but one that led her to join forces with a reputable, U.S.-based manufacturer capable of creating a high quality, reliable, scalable product that meets the standards of her industry-leading clients.</p>\r\n\r\n<p><b>5. Be a leader, but don’t go it alone</b></p>\r\n\r\n<p>If you are a leader in your industry, your customers have been your friends, your supporters, and your strongest advocates. Your customers count on you to deliver what you promise, and you count on them to provide quality feedback and help you develop your offering to be the best in class.</p>\r\n\r\n<p>Oliver believes this type of network is invaluable to entrepreneurs and established business leaders alike. Even as she guides her third business down the path of success, she relies on her network of peers and industry influencers to guide her in making important decisions.</p>\r\n\r\n<p>There are countless factors that lead to success, and many others that can lead to failure. Entrepreneurs who lay a solid foundation clearly have an edge.</p>\r\n\r\n<p>Add professionalism, a commitment to quality and operational excellence, and leaders can build a company that will surpass their highest expectations.</p>','5 lessons for start-up success','','inherit','closed','closed','','5445-revision-v1','','','2015-11-16 19:51:14','2015-11-16 19:51:14','',5445,'http://www.danamanciagli.com/5445-revision-v1/',0,'revision','',0),(5451,8264,'2015-11-16 19:53:04','2015-11-16 19:53:04','5 lessons for start-up success','5 lessons for start-up success','5 lessons for start-up success','inherit','open','closed','','img_0740','','','2015-11-16 19:53:22','2015-11-16 19:53:22','',5445,'http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740.jpg',0,'attachment','image/jpeg',0),(5452,8264,'2015-11-16 19:53:55','2015-11-16 19:53:55','[caption id=\"attachment_5451\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0740-300x200.jpg\" alt=\"5 lessons for start-up success\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5451\" /></a> 5 lessons for start-up success[/caption]<p>Winning isn’t everything in life, but it’s absolutely critical if you’re an entrepreneur trying to get your start-up business off the ground.</p>\r\n\r\n<p>To make sure your business succeeds, check out these five lessons for startup success from entrepreneur Georgianna W. Oliver, founder and CEO of Package Concierge. She built and sold two companies before launching her current business.</p>\r\n\r\n<p>Like other entrepreneurs, Oliver has experienced her share of highs and lows along the way.</p>\r\n\r\n<p><b>1. Don’t overlook the importance of timing</b></p>\r\n\r\n<p>You’ve heard the old adage that timing is everything. When it comes to starting a business, Oliver agrees 100 percent. Don’t leap before you look closely at the market, as well as the broader economy, to determine whether the timing is right for your product or service.</p>\r\n\r\n<p>She launched Package Concierge in late 2012 as the U.S. economy and the real estate market were rebounding from the recession. It was definitely the right time to start a new business geared toward high-end apartments, even though she was aware of the need for her product much earlier. Now, the luxury apartment business is booming, and so are Package Concierge’s sales.</p>\r\n\r\n<p><b>2. Promote professionalism</b></p>\r\n\r\n<p>Your new business may just be getting started, but as a founder and leader it is essential that you think about professionalism in every aspect of your company. Professionalism is how you present yourself, your product, your brand, and how you correspond with your prospects, customers and colleagues.</p>\r\n\r\n<p>Document everything, establish policies and create procedures. Hire a bookkeeper even if only for a few hours per week. Follow a budget and practice good financial management from the start to ensure your business is able to scale from day one.</p>\r\n\r\n<p>As the business grows, all these items will become more important to ensure stability, maintain employee confidence and present a professional appearance for sales leads, clients, and business and financial partners.</p>\r\n\r\n<p><b>3. Stick with what you know</b></p>\r\n\r\n<p>Maybe you work in real estate, but have a great idea for a healthcare app. You might make a go of it, but your journey will be far more challenging than if you identify a business opportunity within your current industry. According to Oliver, a great idea can only take you so far without proper context, insight, operational understanding, hands-on experience and connections.</p>\r\n\r\n<p>Such domain expertise can put you years ahead of the competition. All three of Oliver’s businesses have been technology solutions for the apartment business because she knows the industry, understands its challenges, and has valuable and longstanding advisors and connections to help improve the quality of her company’s product and services for her customers.</p>\r\n\r\n<p>She is a big believer in experience and recommends entrepreneurs work in their target industries for five years before jumping into the game. For those too eager to wait that long, she advises they find and leverage a support system of experienced business people in their target markets who can offer valuable insights and advice.</p>\r\n\r\n<p><b>4. Invest in people and product</b></p>\r\n\r\n<p>Investing in your team — training, compensation package and professional development — is important so that everyone understands the company’s commitment to excellence. Regular team meetings and huddles are critical for communication, setting priorities, avoiding surprises and keeping everyone on the same page.</p>\r\n\r\n<p>Oliver says entrepreneurs should also continuously invest in their product. In the end, it’s the quality and performance of your product that must stand up to customer scrutiny, inspire loyalty, and withstand the test of time.</p>\r\n\r\n<p>Early on, Package Concierge selected a less expensive Chinese manufacturer to build its locker system. When the prototypes were delivered, she knew immediately it was not a product she could stand behind. It was an expensive lesson, but one that led her to join forces with a reputable, U.S.-based manufacturer capable of creating a high quality, reliable, scalable product that meets the standards of her industry-leading clients.</p>\r\n\r\n<p><b>5. Be a leader, but don’t go it alone</b></p>\r\n\r\n<p>If you are a leader in your industry, your customers have been your friends, your supporters, and your strongest advocates. Your customers count on you to deliver what you promise, and you count on them to provide quality feedback and help you develop your offering to be the best in class.</p>\r\n\r\n<p>Oliver believes this type of network is invaluable to entrepreneurs and established business leaders alike. Even as she guides her third business down the path of success, she relies on her network of peers and industry influencers to guide her in making important decisions.</p>\r\n\r\n<p>There are countless factors that lead to success, and many others that can lead to failure. Entrepreneurs who lay a solid foundation clearly have an edge.</p>\r\n\r\n<p>Add professionalism, a commitment to quality and operational excellence, and leaders can build a company that will surpass their highest expectations.</p>','5 lessons for start-up success','','inherit','closed','closed','','5445-revision-v1','','','2015-11-16 19:53:55','2015-11-16 19:53:55','',5445,'http://www.danamanciagli.com/5445-revision-v1/',0,'revision','',0),(5453,8264,'2015-11-16 20:15:33','2015-11-16 20:15:33','4 ways to hire better talent faster','4 ways to hire better talent faster','4 ways to hire better talent faster','inherit','open','closed','','img_1056','','','2015-11-16 20:15:53','2015-11-16 20:15:53','',5447,'http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056.jpg',0,'attachment','image/jpeg',0),(5454,8264,'2015-11-16 20:16:22','2015-11-16 20:16:22','[caption id=\"attachment_5453\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056-300x200.jpg\" alt=\"4 ways to hire better talent faster\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5453\" /></a> 4 ways to hire better talent faster[/caption]<p>A good first impression is everything in the interview process.</p>\r\n\r\n<p>There are enormous amounts of research and data that say the first five minutes of an interview are what matter most. After these critical minutes, interviewers typically only look for information to confirm their first impressions of the candidate, which often leads to uneven results at best.</p>\r\n\r\n<p>In addition, individual interviews are a relatively poor predictor to use when it comes to choosing the right candidate to perform the job and fit seamlessly into the company culture. It is therefore imperative to involve others in the process.</p>\r\n\r\n<p>I asked Chris Hollins, president of TalentGrade, who offers services to companies to facilitate and streamline a new hiring process. Here are his key recommendations:</p>\r\n\r\n<p><b>1. Work sample or video</b></p>\r\n\r\n<p>The best predictor ( two times better than an interview) measuring how well a person will perform a specific job is a simple test or challenge that would require job candidates to submit a sample piece of work or video presentation relevant to the position to assess their performance.</p>\r\n\r\n<p>For example, if the company is hiring a sales position, have him or her submit a short one-minute video pitching your company as if the applicant is selling to a potential customer. In 60 seconds or less, you will be able to see the applicant’s personality and presentation skills, as well as motivation level.</p>\r\n\r\n<p>While these exercises are not perfect, since ultimate success depends on many other factors, they are good indicators of candidates that have the basic skills or qualities necessary to succeed.</p>\r\n\r\n<p><b>2. Include others in the hiring process</b></p>\r\n\r\n<p>Including coworkers (especially those who will be working closely with the new hire) in the hiring process will dramatically help the decision-making process. Other stakeholders will provide new insights or opinions on the potential candidates that could have otherwise been missed with only one or two people involved. Involving others also helps leverage company knowledge and culture into the hiring process.</p>\r\n\r\n<p><b>3. Ask simple questions, look for brilliant answers</b></p>\r\n\r\n<p>Providing a roadmap of simple questions to consistently ask each candidate during an interview can help segregate the superb potential hires from the candidates that are just OK.</p>\r\n\r\n<p>Asking “magic bullet” questions like, “What animal would you be?” are, at best, irrelevant. Such questions do not shed light on whether a candidate can perform the job. At worst, they are complete red herrings. Companies should stick to questions that illuminate the candidate’s skills and knowledge, and capability to do the job.</p>\r\n\r\n<p><b>4. Administer a cognitive ability test</b></p>\r\n\r\n<p>Sometimes, the particular position does not lend itself well to creating a work sample test. In this case, the second most effective way to form a first impression of a candidate is by administering a test with right and wrong answers. A test like this measures a candidate’s capacity to learn as well as raw intelligence. Candidates who score high on a test like this will be more likely to quickly adapt to the demands of a new job.</p>\r\n\r\n<p>While using a methodical, structured approach to hiring a new employee can involve a larger time investment upfront, it can help save a company a lot of time, money and headaches in the future by providing the tools to choose the right candidate the first time.</p>','4 ways to hire better talent faster','','inherit','closed','closed','','5447-autosave-v1','','','2015-11-16 20:16:22','2015-11-16 20:16:22','',5447,'http://www.danamanciagli.com/5447-autosave-v1/',0,'revision','',0),(5455,8264,'2015-11-16 20:16:39','2015-11-16 20:16:39','[caption id=\"attachment_5453\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/IMG_1056-300x200.jpg\" alt=\"4 ways to hire better talent faster\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5453\" /></a> 4 ways to hire better talent faster[/caption]<p>A good first impression is everything in the interview process.</p>\r\n\r\n<p>There are enormous amounts of research and data that say the first five minutes of an interview are what matter most. After these critical minutes, interviewers typically only look for information to confirm their first impressions of the candidate, which often leads to uneven results at best.</p>\r\n\r\n<p>In addition, individual interviews are a relatively poor predictor to use when it comes to choosing the right candidate to perform the job and fit seamlessly into the company culture. It is therefore imperative to involve others in the process.</p>\r\n\r\n<p>I asked Chris Hollins, president of TalentGrade, who offers services to companies to facilitate and streamline a new hiring process. Here are his key recommendations:</p>\r\n\r\n<p><b>1. Work sample or video</b></p>\r\n\r\n<p>The best predictor ( two times better than an interview) measuring how well a person will perform a specific job is a simple test or challenge that would require job candidates to submit a sample piece of work or video presentation relevant to the position to assess their performance.</p>\r\n\r\n<p>For example, if the company is hiring a sales position, have him or her submit a short one-minute video pitching your company as if the applicant is selling to a potential customer. In 60 seconds or less, you will be able to see the applicant’s personality and presentation skills, as well as motivation level.</p>\r\n\r\n<p>While these exercises are not perfect, since ultimate success depends on many other factors, they are good indicators of candidates that have the basic skills or qualities necessary to succeed.</p>\r\n\r\n<p><b>2. Include others in the hiring process</b></p>\r\n\r\n<p>Including coworkers (especially those who will be working closely with the new hire) in the hiring process will dramatically help the decision-making process. Other stakeholders will provide new insights or opinions on the potential candidates that could have otherwise been missed with only one or two people involved. Involving others also helps leverage company knowledge and culture into the hiring process.</p>\r\n\r\n<p><b>3. Ask simple questions, look for brilliant answers</b></p>\r\n\r\n<p>Providing a roadmap of simple questions to consistently ask each candidate during an interview can help segregate the superb potential hires from the candidates that are just OK.</p>\r\n\r\n<p>Asking “magic bullet” questions like, “What animal would you be?” are, at best, irrelevant. Such questions do not shed light on whether a candidate can perform the job. At worst, they are complete red herrings. Companies should stick to questions that illuminate the candidate’s skills and knowledge, and capability to do the job.</p>\r\n\r\n<p><b>4. Administer a cognitive ability test</b></p>\r\n\r\n<p>Sometimes, the particular position does not lend itself well to creating a work sample test. In this case, the second most effective way to form a first impression of a candidate is by administering a test with right and wrong answers. A test like this measures a candidate’s capacity to learn as well as raw intelligence. Candidates who score high on a test like this will be more likely to quickly adapt to the demands of a new job.</p>\r\n\r\n<p>While using a methodical, structured approach to hiring a new employee can involve a larger time investment upfront, it can help save a company a lot of time, money and headaches in the future by providing the tools to choose the right candidate the first time.</p>','4 ways to hire better talent faster','','inherit','closed','closed','','5447-revision-v1','','','2015-11-16 20:16:39','2015-11-16 20:16:39','',5447,'http://www.danamanciagli.com/5447-revision-v1/',0,'revision','',0),(5457,8311,'2015-12-09 02:44:12','2015-12-09 02:44:12','[caption id=\"attachment_5464\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217-300x200.jpg\" alt=\"5 ways to bridge the gender communications gap in the workplace\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5464\" /></a> 5 ways to bridge the gender communications gap in the workplace[/caption]<p>With women accounting for close to half of the workforce, and with nearly two out of 10 of those women in management positions, it’s little surprise that the genders often get tied up in communication knots. Many of these tangled conversations are the direct result of different styles of communicating.</p>\r\n\r\n<p>For instance:</p>\r\n<ul>\r\n	<li>Men and women request action and often seek advice in different ways.</li>\r\n	<li>Their verbal responses and conversational timing can be disparate.</li>\r\n	<li>Men and women may make workplace demands differently.</li>\r\n	<li>They frequently define and communicate needs and expectations in dissimilar ways.</li>\r\n</ul>\r\n\r\n<p>Georgetown University professor <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Deborah%20Tannen\">Deborah Tannen</a>, godmother of gender-based communications study, first revealed communication differences in social settings.</p>\r\n\r\n<p>In her bestseller, \"<i>You Just Don’t Understand</i>,\" she noted: “Men grow up in a world in which a conversation is often a contest, either to achieve the upper hand or to prevent other people from pushing them around. For women, however, talking is often a way to exchange confirmation and support.”</p>\r\n\r\n<p>So whether it’s in a living room or office, men rely on language to solve problems while women see it as a means of validation and connection.</p>\r\n\r\n<p>“There’s definitely Mr. talk and Ms. talk,” agreed <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joanna%20Krotz\">Joanna Krotz</a> at The Woman’s Playbook. “The resulting crosstalk often puts a strain on business dialogue.”</p>\r\n\r\n<p>Krotz, whose book, \" <i>Being Equal Doesn’t Mean Being the Same,\"</i>which will be published in January, reports on the characteristics of women’s leadership and investigates gender influences in the workplace. She’s found that misunderstandings between the sexes typically revolve around themes of power, advocacy and managing the troops.</p>\r\n\r\n<p>To demonstrate common misunderstandings and ways to bridge the gap, Krotz offers five examples of business interactions:</p>\r\n\r\n<p><b>1. Differences in taking on projects</b></p>\r\n\r\n<p>Women tend to ask lots of questions before beginning work. Men simply roll up their sleeves and dive in. Men view asking questions as a sign of weakness and assume women aren’t up to the job. Women typically validate data before starting tasks, sometimes to improve performance.</p>\r\n\r\n<p>By contrast, women assume that if men don\'t ask questions, they must know enough to complete a job. That may not be the case. For women bosses, it\'s a good idea to confirm that men have enough knowledge to complete a task.</p>\r\n\r\n<p>Women might oversee the work in the early phases or offer help without being asked. For men, listening to the questions may add value.</p>\r\n\r\n<p><b>2. Differences in connecting the dots and motivating teams</b></p>\r\n\r\n<p>In crafting narratives or talking to staff and clients, women frequently use anecdotes or illustrations about home or relationships. Men rely on metaphors about sports or war. Dialogue can hit a dead end.</p>\r\n\r\n<p>Women frequently do not follow the touchdown or full-court-press images, but simply gender-reversing images doesn’t work either. Instead, says Krotz, “consider your audience and use gender-neutral images such as from nature, movies, or weather. Or, to use images you prefer, include an explanation of what you mean.”</p>\r\n\r\n<p><b>3. Differences in wielding power</b></p>\r\n\r\n<p>Growing up, girls tend to establish relationships while boys usually vie for leadership. That leads the sexes to impose authority differently. Women are more collaborative. Men routinely challenge and expect to be challenged.</p>\r\n\r\n<p>Each can find the other\'s style ineffective or insulting. Women see men as ham-fisted or insecure when they come on so strong. Men think women lack confidence or conviction because they work hard to get buy-in.</p>\r\n\r\n<p>To jump the divide, the sexes would do well to borrow from each other. Men can try being more collaborative. Women ought to take charge more often.</p>\r\n\r\n<p><b>4. Differences in defining useful information</b></p>\r\n\r\n<p>Women like to tell and hear stories, including trials and errors, turnings and re-turnings.</p>\r\n\r\n<p>Krotz said, “Generally, women delve into details to express concern, to participate vicariously, or to verify their assumptions.\" It\'s women’s way of connecting and building the relationship.</p>\r\n\r\n<p>Men cut to the chase. The route traveled is inconsequential and only the destination counts. Men want only enough details to get the big picture.</p>\r\n\r\n<p>In this instance, each sex becomes too impatient to even hear the other. But again, each sex can benefit from the other\'s behavior. Men ought to explain their thinking and avoid jumping to conclusions. Women need to get to the bottom line more quickly.</p>\r\n\r\n<p><b>5. Differences in “Who’s your baby?”</b></p>\r\n\r\n<p>Women frequently treat male colleagues in echoes of their interactions with husbands or boyfriends. Men often handle women associates like their wives or girlfriends.</p>\r\n\r\n<p>The result is subtle and tricky gender miscommunication. It\'s also one most people are loath to examine. Typically, everyone brings into the office some version of the sexual dynamics they have at home.</p>\r\n\r\n<p>That creates quieter struggles in business that reflect behaviors at home, such as who\'s right and who\'s wrong or disagreements about money. Whenever there’s a standoff, where it seems he or she \"doesn\'t understand,\" it’s a good time to take a break to think it through. “Make sure you\'re not importing a personal issue into the business environment,” advises Krotz.</p>\r\n\r\n<p>If we pay attention to the differences in gender and to the patterns revealed by Mr. and Ms. talk, we’ll surely have a better chance of untangling the knots of gender communications.</p>\r\n\r\n<p>That will not only get jobs done better, but faster and more happily, too.</p>','5 ways to bridge the gender communications gap in the workplace','','publish','open','open','','5-ways-to-bridge-the-gender-communications-gap-in-the-workplace','','','2015-11-20 16:04:48','2015-11-20 16:04:48','',0,'http://www.danamanciagli.com/?p=5457',0,'post','',0),(5458,8264,'2015-11-17 19:43:33','2015-11-17 19:43:33','<p>With women accounting for close to half of the workforce, and with nearly two out of 10 of those women in management positions, it’s little surprise that the genders often get tied up in communication knots. Many of these tangled conversations are the direct result of different styles of communicating.</p>\r\n\r\n<p>For instance:</p>\r\n<ul>\r\n	<li>Men and women request action and often seek advice in different ways.</li>\r\n	<li>Their verbal responses and conversational timing can be disparate.</li>\r\n	<li>Men and women may make workplace demands differently.</li>\r\n	<li>They frequently define and communicate needs and expectations in dissimilar ways.</li>\r\n</ul>\r\n\r\n<p>Georgetown University professor <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Deborah%20Tannen\">Deborah Tannen</a>, godmother of gender-based communications study, first revealed communication differences in social settings.</p>\r\n\r\n<p>In her bestseller, \"<em>You Just Don’t Understand</em>,\" she noted: “Men grow up in a world in which a conversation is often a contest, either to achieve the upper hand or to prevent other people from pushing them around. For women, however, talking is often a way to exchange confirmation and support.”</p>\r\n\r\n<p>So whether it’s in a living room or office, men rely on language to solve problems while women see it as a means of validation and connection.</p>\r\n\r\n<p>“There’s definitely Mr. talk and Ms. talk,” agreed <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joanna%20Krotz\">Joanna Krotz</a> at The Woman’s Playbook. “The resulting crosstalk often puts a strain on business dialogue.”</p>\r\n\r\n<p>Krotz, whose book, \" <em>Being Equal Doesn’t Mean Being the Same,\"</em>which will be published in January, reports on the characteristics of women’s leadership and investigates gender influences in the workplace. She’s found that misunderstandings between the sexes typically revolve around themes of power, advocacy and managing the troops.</p>\r\n\r\n<p>To demonstrate common misunderstandings and ways to bridge the gap, Krotz offers five examples of business interactions:</p>\r\n\r\n<p><b>1. Differences in taking on projects</b></p>\r\n\r\n<p>Women tend to ask lots of questions before beginning work. Men simply roll up their sleeves and dive in. Men view asking questions as a sign of weakness and assume women aren’t up to the job. Women typically validate data before starting tasks, sometimes to improve performance.</p>\r\n\r\n<p>By contrast, women assume that if men don\'t ask questions, they must know enough to complete a job. That may not be the case. For women bosses, it\'s a good idea to confirm that men have enough knowledge to complete a task.</p>\r\n\r\n<p>Women might oversee the work in the early phases or offer help without being asked. For men, listening to the questions may add value.</p>\r\n\r\n<p><b>2. Differences in connecting the dots and motivating teams</b></p>\r\n\r\n<p>In crafting narratives or talking to staff and clients, women frequently use anecdotes or illustrations about home or relationships. Men rely on metaphors about sports or war. Dialogue can hit a dead end.</p>\r\n\r\n<p>Women frequently do not follow the touchdown or full-court-press images, but simply gender-reversing images doesn’t work either. Instead, says Krotz, “consider your audience and use gender-neutral images such as from nature, movies, or weather. Or, to use images you prefer, include an explanation of what you mean.”</p>\r\n\r\n<p><b>3. Differences in wielding power</b></p>\r\n\r\n<p>Growing up, girls tend to establish relationships while boys usually vie for leadership. That leads the sexes to impose authority differently. Women are more collaborative. Men routinely challenge and expect to be challenged.</p>\r\n\r\n<p>Each can find the other\'s style ineffective or insulting. Women see men as ham-fisted or insecure when they come on so strong. Men think women lack confidence or conviction because they work hard to get buy-in.</p>\r\n\r\n<p>To jump the divide, the sexes would do well to borrow from each other. Men can try being more collaborative. Women ought to take charge more often.</p>\r\n\r\n<p><b>4. Differences in defining useful information</b></p>\r\n\r\n<p>Women like to tell and hear stories, including trials and errors, turnings and re-turnings.</p>\r\n\r\n<p>Krotz said, “Generally, women delve into details to express concern, to participate vicariously, or to verify their assumptions.\" It\'s women’s way of connecting and building the relationship.</p>\r\n\r\n<p>Men cut to the chase. The route traveled is inconsequential and only the destination counts. Men want only enough details to get the big picture.</p>\r\n\r\n<p>In this instance, each sex becomes too impatient to even hear the other. But again, each sex can benefit from the other\'s behavior. Men ought to explain their thinking and avoid jumping to conclusions. Women need to get to the bottom line more quickly.</p>\r\n\r\n<p><b>5. Differences in “Who’s your baby?”</b></p>\r\n\r\n<p>Women frequently treat male colleagues in echoes of their interactions with husbands or boyfriends. Men often handle women associates like their wives or girlfriends.</p>\r\n\r\n<p>The result is subtle and tricky gender miscommunication. It\'s also one most people are loath to examine. Typically, everyone brings into the office some version of the sexual dynamics they have at home.</p>\r\n\r\n<p>That creates quieter struggles in business that reflect behaviors at home, such as who\'s right and who\'s wrong or disagreements about money. Whenever there’s a standoff, where it seems he or she \"doesn\'t understand,\" it’s a good time to take a break to think it through. “Make sure you\'re not importing a personal issue into the business environment,” advises Krotz.</p>\r\n\r\n<p>If we pay attention to the differences in gender and to the patterns revealed by Mr. and Ms. talk, we’ll surely have a better chance of untangling the knots of gender communications.</p>\r\n\r\n<p>That will not only get jobs done better, but faster and more happily, too.</p>','5 ways to bridge the gender communications gap in the workplace','','inherit','closed','closed','','5457-revision-v1','','','2015-11-17 19:43:33','2015-11-17 19:43:33','',5457,'http://www.danamanciagli.com/5457-revision-v1/',0,'revision','',0),(5459,8264,'2015-11-17 19:44:12','2015-11-17 19:44:12','<p>With women accounting for close to half of the workforce, and with nearly two out of 10 of those women in management positions, it’s little surprise that the genders often get tied up in communication knots. Many of these tangled conversations are the direct result of different styles of communicating.</p>\r\n\r\n<p>For instance:</p>\r\n<ul>\r\n	<li>Men and women request action and often seek advice in different ways.</li>\r\n	<li>Their verbal responses and conversational timing can be disparate.</li>\r\n	<li>Men and women may make workplace demands differently.</li>\r\n	<li>They frequently define and communicate needs and expectations in dissimilar ways.</li>\r\n</ul>\r\n\r\n<p>Georgetown University professor <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Deborah%20Tannen\">Deborah Tannen</a>, godmother of gender-based communications study, first revealed communication differences in social settings.</p>\r\n\r\n<p>In her bestseller, \"<i>You Just Don’t Understand</i>,\" she noted: “Men grow up in a world in which a conversation is often a contest, either to achieve the upper hand or to prevent other people from pushing them around. For women, however, talking is often a way to exchange confirmation and support.”</p>\r\n\r\n<p>So whether it’s in a living room or office, men rely on language to solve problems while women see it as a means of validation and connection.</p>\r\n\r\n<p>“There’s definitely Mr. talk and Ms. talk,” agreed <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joanna%20Krotz\">Joanna Krotz</a> at The Woman’s Playbook. “The resulting crosstalk often puts a strain on business dialogue.”</p>\r\n\r\n<p>Krotz, whose book, \" <i>Being Equal Doesn’t Mean Being the Same,\"</i>which will be published in January, reports on the characteristics of women’s leadership and investigates gender influences in the workplace. She’s found that misunderstandings between the sexes typically revolve around themes of power, advocacy and managing the troops.</p>\r\n\r\n<p>To demonstrate common misunderstandings and ways to bridge the gap, Krotz offers five examples of business interactions:</p>\r\n\r\n<p><b>1. Differences in taking on projects</b></p>\r\n\r\n<p>Women tend to ask lots of questions before beginning work. Men simply roll up their sleeves and dive in. Men view asking questions as a sign of weakness and assume women aren’t up to the job. Women typically validate data before starting tasks, sometimes to improve performance.</p>\r\n\r\n<p>By contrast, women assume that if men don\'t ask questions, they must know enough to complete a job. That may not be the case. For women bosses, it\'s a good idea to confirm that men have enough knowledge to complete a task.</p>\r\n\r\n<p>Women might oversee the work in the early phases or offer help without being asked. For men, listening to the questions may add value.</p>\r\n\r\n<p><b>2. Differences in connecting the dots and motivating teams</b></p>\r\n\r\n<p>In crafting narratives or talking to staff and clients, women frequently use anecdotes or illustrations about home or relationships. Men rely on metaphors about sports or war. Dialogue can hit a dead end.</p>\r\n\r\n<p>Women frequently do not follow the touchdown or full-court-press images, but simply gender-reversing images doesn’t work either. Instead, says Krotz, “consider your audience and use gender-neutral images such as from nature, movies, or weather. Or, to use images you prefer, include an explanation of what you mean.”</p>\r\n\r\n<p><b>3. Differences in wielding power</b></p>\r\n\r\n<p>Growing up, girls tend to establish relationships while boys usually vie for leadership. That leads the sexes to impose authority differently. Women are more collaborative. Men routinely challenge and expect to be challenged.</p>\r\n\r\n<p>Each can find the other\'s style ineffective or insulting. Women see men as ham-fisted or insecure when they come on so strong. Men think women lack confidence or conviction because they work hard to get buy-in.</p>\r\n\r\n<p>To jump the divide, the sexes would do well to borrow from each other. Men can try being more collaborative. Women ought to take charge more often.</p>\r\n\r\n<p><b>4. Differences in defining useful information</b></p>\r\n\r\n<p>Women like to tell and hear stories, including trials and errors, turnings and re-turnings.</p>\r\n\r\n<p>Krotz said, “Generally, women delve into details to express concern, to participate vicariously, or to verify their assumptions.\" It\'s women’s way of connecting and building the relationship.</p>\r\n\r\n<p>Men cut to the chase. The route traveled is inconsequential and only the destination counts. Men want only enough details to get the big picture.</p>\r\n\r\n<p>In this instance, each sex becomes too impatient to even hear the other. But again, each sex can benefit from the other\'s behavior. Men ought to explain their thinking and avoid jumping to conclusions. Women need to get to the bottom line more quickly.</p>\r\n\r\n<p><b>5. Differences in “Who’s your baby?”</b></p>\r\n\r\n<p>Women frequently treat male colleagues in echoes of their interactions with husbands or boyfriends. Men often handle women associates like their wives or girlfriends.</p>\r\n\r\n<p>The result is subtle and tricky gender miscommunication. It\'s also one most people are loath to examine. Typically, everyone brings into the office some version of the sexual dynamics they have at home.</p>\r\n\r\n<p>That creates quieter struggles in business that reflect behaviors at home, such as who\'s right and who\'s wrong or disagreements about money. Whenever there’s a standoff, where it seems he or she \"doesn\'t understand,\" it’s a good time to take a break to think it through. “Make sure you\'re not importing a personal issue into the business environment,” advises Krotz.</p>\r\n\r\n<p>If we pay attention to the differences in gender and to the patterns revealed by Mr. and Ms. talk, we’ll surely have a better chance of untangling the knots of gender communications.</p>\r\n\r\n<p>That will not only get jobs done better, but faster and more happily, too.</p>','5 ways to bridge the gender communications gap in the workplace','','inherit','closed','closed','','5457-revision-v1','','','2015-11-17 19:44:12','2015-11-17 19:44:12','',5457,'http://www.danamanciagli.com/5457-revision-v1/',0,'revision','',0),(5460,8311,'2015-12-14 02:50:15','2015-12-14 02:50:15','[caption id=\"attachment_5470\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips-300x225.jpg\" alt=\"Career relocation tips for going across the country or around the globe\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5470\" /></a> Career relocation tips for going across the country or around the globe[/caption]<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize.</p>\r\n<p><b>Things that went well:</b></p>\r\n<ul>\r\n	<li>The company that moved our family to Charlotte, North Carolina, and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n\r\n	<li>My husband had moved a lot when he was a child and young adult, so he was helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n\r\n	<li>Our positive attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, New York, but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<p><b>Things we learned:</b></p>\r\n<ul>\r\n	<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n\r\n	<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n\r\n	<li>In an international move, language barriers <em><u><b>can</b></u></em> be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n\r\n	<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>\r\n<p><b>Top recommendations for career relocation:</b></p>\r\n<ul>\r\n	<li>Seek help to understand your relocation benefits, whether you should sell your current house, and do a budget based on your future city economics.</li>\r\n	<li>Negotiate your offer from the future company or the new manager in your current company.</li>\r\n	<li>Save for the extra costs that come with relocating.</li>\r\n	<li>When you arrive, get involved in the local business community such as the Chamber of Commerce and begin attending the Business Journal events.</li>\r\n	<li>Tour your new city and visit all of the tourist spots. Share positive comments about your new city to everyone you meet.</li>\r\n</ul>\r\n<p><b>It’s great to be geographically flexible in two ways:</b></p>\r\n<ol>\r\n	<li>For your current company. Share with your manager that you are willing to relocate to grow your skills and career.</li>\r\n	<li>For you to start a new chapter with a new company and possibly a new career in a different city.</li>\r\n</ol>\r\n<p>The possibilities are limitless, especially if you are willing to commit to a very precise job search process to get you there!</p>','Career relocation tips for going across the country or around the globe','','publish','open','open','','career-relocation-tips-for-going-across-the-country-or-around-the-globe','','','2015-12-01 19:02:10','2015-12-01 19:02:10','',0,'http://www.danamanciagli.com/?p=5460',0,'post','',0),(5461,8264,'2015-11-17 19:50:09','2015-11-17 19:50:09','<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize.</p>\r\n<p><b>Things that went well:</b></p>\r\n<ul>\r\n	<li>The company that moved our family to Charlotte, North Carolina, and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n\r\n	<li>My husband had moved a lot when he was a child and young adult, so he was helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n\r\n	<li>Our positive attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, New York, but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<p><b>Things we learned:</b></p>\r\n<ul>\r\n	<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n\r\n	<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n\r\n	<li>In an international move, language barriers <em><u><b>can</b></u></em> be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n\r\n	<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>\r\n<p><b>Top recommendations:</b></p>\r\n<ul>\r\n	<li>Seek help to understand your relocation benefits, whether you should sell your current house, and do a budget based on your future city economics.</li>\r\n	<li>Negotiate your offer from the future company or the new manager in your current company.</li>\r\n	<li>Save for the extra costs that come with relocating.</li>\r\n	<li>When you arrive, get involved in the local business community such as the Chamber of Commerce and begin attending the Business Journal events.</li>\r\n	<li>Tour your new city and visit all of the tourist spots. Share positive comments about your new city to everyone you meet.</li>\r\n</ul>\r\n<p><b>It’s great to be geographically flexible in two ways:</b></p>\r\n<ol>\r\n	<li>For your current company. Share with your manager that you are willing to relocate to grow your skills and career.</li>\r\n	<li>For you to start a new chapter with a new company and possibly a new career in a different city.</li>\r\n</ol>\r\n<p>The possibilities are limitless, especially if you are willing to commit to a very precise job search process to get you there!</p>','Career relocation tips for going across the country or around the globe','','inherit','closed','closed','','5460-revision-v1','','','2015-11-17 19:50:09','2015-11-17 19:50:09','',5460,'http://www.danamanciagli.com/5460-revision-v1/',0,'revision','',0),(5464,8264,'2015-11-20 16:03:42','2015-11-20 16:03:42','5 ways to bridge the gender communications gap in the workplace','5 ways to bridge the gender communications gap in the workplace','5 ways to bridge the gender communications gap in the workplace','inherit','open','closed','','img_1217','','','2015-11-20 16:04:00','2015-11-20 16:04:00','',5457,'http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217.jpg',0,'attachment','image/jpeg',0),(5465,8264,'2015-11-20 16:04:15','2015-11-20 16:04:15','[caption id=\"attachment_5464\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217-300x200.jpg\" alt=\"5 ways to bridge the gender communications gap in the workplace\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5464\" /></a> 5 ways to bridge the gender communications gap in the workplace[/caption]<p>With women accounting for close to half of the workforce, and with nearly two out of 10 of those women in management positions, it’s little surprise that the genders often get tied up in communication knots. Many of these tangled conversations are the direct result of different styles of communicating.</p>\r\n\r\n<p>For instance:</p>\r\n<ul>\r\n	<li>Men and women request action and often seek advice in different ways.</li>\r\n	<li>Their verbal responses and conversational timing can be disparate.</li>\r\n	<li>Men and women may make workplace demands differently.</li>\r\n	<li>They frequently define and communicate needs and expectations in dissimilar ways.</li>\r\n</ul>\r\n\r\n<p>Georgetown University professor <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Deborah%20Tannen\">Deborah Tannen</a>, godmother of gender-based communications study, first revealed communication differences in social settings.</p>\r\n\r\n<p>In her bestseller, \"<i>You Just Don’t Understand</i>,\" she noted: “Men grow up in a world in which a conversation is often a contest, either to achieve the upper hand or to prevent other people from pushing them around. For women, however, talking is often a way to exchange confirmation and support.”</p>\r\n\r\n<p>So whether it’s in a living room or office, men rely on language to solve problems while women see it as a means of validation and connection.</p>\r\n\r\n<p>“There’s definitely Mr. talk and Ms. talk,” agreed <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joanna%20Krotz\">Joanna Krotz</a> at The Woman’s Playbook. “The resulting crosstalk often puts a strain on business dialogue.”</p>\r\n\r\n<p>Krotz, whose book, \" <i>Being Equal Doesn’t Mean Being the Same,\"</i>which will be published in January, reports on the characteristics of women’s leadership and investigates gender influences in the workplace. She’s found that misunderstandings between the sexes typically revolve around themes of power, advocacy and managing the troops.</p>\r\n\r\n<p>To demonstrate common misunderstandings and ways to bridge the gap, Krotz offers five examples of business interactions:</p>\r\n\r\n<p><b>1. Differences in taking on projects</b></p>\r\n\r\n<p>Women tend to ask lots of questions before beginning work. Men simply roll up their sleeves and dive in. Men view asking questions as a sign of weakness and assume women aren’t up to the job. Women typically validate data before starting tasks, sometimes to improve performance.</p>\r\n\r\n<p>By contrast, women assume that if men don\'t ask questions, they must know enough to complete a job. That may not be the case. For women bosses, it\'s a good idea to confirm that men have enough knowledge to complete a task.</p>\r\n\r\n<p>Women might oversee the work in the early phases or offer help without being asked. For men, listening to the questions may add value.</p>\r\n\r\n<p><b>2. Differences in connecting the dots and motivating teams</b></p>\r\n\r\n<p>In crafting narratives or talking to staff and clients, women frequently use anecdotes or illustrations about home or relationships. Men rely on metaphors about sports or war. Dialogue can hit a dead end.</p>\r\n\r\n<p>Women frequently do not follow the touchdown or full-court-press images, but simply gender-reversing images doesn’t work either. Instead, says Krotz, “consider your audience and use gender-neutral images such as from nature, movies, or weather. Or, to use images you prefer, include an explanation of what you mean.”</p>\r\n\r\n<p><b>3. Differences in wielding power</b></p>\r\n\r\n<p>Growing up, girls tend to establish relationships while boys usually vie for leadership. That leads the sexes to impose authority differently. Women are more collaborative. Men routinely challenge and expect to be challenged.</p>\r\n\r\n<p>Each can find the other\'s style ineffective or insulting. Women see men as ham-fisted or insecure when they come on so strong. Men think women lack confidence or conviction because they work hard to get buy-in.</p>\r\n\r\n<p>To jump the divide, the sexes would do well to borrow from each other. Men can try being more collaborative. Women ought to take charge more often.</p>\r\n\r\n<p><b>4. Differences in defining useful information</b></p>\r\n\r\n<p>Women like to tell and hear stories, including trials and errors, turnings and re-turnings.</p>\r\n\r\n<p>Krotz said, “Generally, women delve into details to express concern, to participate vicariously, or to verify their assumptions.\" It\'s women’s way of connecting and building the relationship.</p>\r\n\r\n<p>Men cut to the chase. The route traveled is inconsequential and only the destination counts. Men want only enough details to get the big picture.</p>\r\n\r\n<p>In this instance, each sex becomes too impatient to even hear the other. But again, each sex can benefit from the other\'s behavior. Men ought to explain their thinking and avoid jumping to conclusions. Women need to get to the bottom line more quickly.</p>\r\n\r\n<p><b>5. Differences in “Who’s your baby?”</b></p>\r\n\r\n<p>Women frequently treat male colleagues in echoes of their interactions with husbands or boyfriends. Men often handle women associates like their wives or girlfriends.</p>\r\n\r\n<p>The result is subtle and tricky gender miscommunication. It\'s also one most people are loath to examine. Typically, everyone brings into the office some version of the sexual dynamics they have at home.</p>\r\n\r\n<p>That creates quieter struggles in business that reflect behaviors at home, such as who\'s right and who\'s wrong or disagreements about money. Whenever there’s a standoff, where it seems he or she \"doesn\'t understand,\" it’s a good time to take a break to think it through. “Make sure you\'re not importing a personal issue into the business environment,” advises Krotz.</p>\r\n\r\n<p>If we pay attention to the differences in gender and to the patterns revealed by Mr. and Ms. talk, we’ll surely have a better chance of untangling the knots of gender communications.</p>\r\n\r\n<p>That will not only get jobs done better, but faster and more happily, too.</p>','5 ways to bridge the gender communications gap in the workplace','','inherit','closed','closed','','5457-autosave-v1','','','2015-11-20 16:04:15','2015-11-20 16:04:15','',5457,'http://www.danamanciagli.com/5457-autosave-v1/',0,'revision','',0),(5466,8264,'2015-11-20 16:04:48','2015-11-20 16:04:48','[caption id=\"attachment_5464\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1217-300x200.jpg\" alt=\"5 ways to bridge the gender communications gap in the workplace\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5464\" /></a> 5 ways to bridge the gender communications gap in the workplace[/caption]<p>With women accounting for close to half of the workforce, and with nearly two out of 10 of those women in management positions, it’s little surprise that the genders often get tied up in communication knots. Many of these tangled conversations are the direct result of different styles of communicating.</p>\r\n\r\n<p>For instance:</p>\r\n<ul>\r\n	<li>Men and women request action and often seek advice in different ways.</li>\r\n	<li>Their verbal responses and conversational timing can be disparate.</li>\r\n	<li>Men and women may make workplace demands differently.</li>\r\n	<li>They frequently define and communicate needs and expectations in dissimilar ways.</li>\r\n</ul>\r\n\r\n<p>Georgetown University professor <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Deborah%20Tannen\">Deborah Tannen</a>, godmother of gender-based communications study, first revealed communication differences in social settings.</p>\r\n\r\n<p>In her bestseller, \"<i>You Just Don’t Understand</i>,\" she noted: “Men grow up in a world in which a conversation is often a contest, either to achieve the upper hand or to prevent other people from pushing them around. For women, however, talking is often a way to exchange confirmation and support.”</p>\r\n\r\n<p>So whether it’s in a living room or office, men rely on language to solve problems while women see it as a means of validation and connection.</p>\r\n\r\n<p>“There’s definitely Mr. talk and Ms. talk,” agreed <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joanna%20Krotz\">Joanna Krotz</a> at The Woman’s Playbook. “The resulting crosstalk often puts a strain on business dialogue.”</p>\r\n\r\n<p>Krotz, whose book, \" <i>Being Equal Doesn’t Mean Being the Same,\"</i>which will be published in January, reports on the characteristics of women’s leadership and investigates gender influences in the workplace. She’s found that misunderstandings between the sexes typically revolve around themes of power, advocacy and managing the troops.</p>\r\n\r\n<p>To demonstrate common misunderstandings and ways to bridge the gap, Krotz offers five examples of business interactions:</p>\r\n\r\n<p><b>1. Differences in taking on projects</b></p>\r\n\r\n<p>Women tend to ask lots of questions before beginning work. Men simply roll up their sleeves and dive in. Men view asking questions as a sign of weakness and assume women aren’t up to the job. Women typically validate data before starting tasks, sometimes to improve performance.</p>\r\n\r\n<p>By contrast, women assume that if men don\'t ask questions, they must know enough to complete a job. That may not be the case. For women bosses, it\'s a good idea to confirm that men have enough knowledge to complete a task.</p>\r\n\r\n<p>Women might oversee the work in the early phases or offer help without being asked. For men, listening to the questions may add value.</p>\r\n\r\n<p><b>2. Differences in connecting the dots and motivating teams</b></p>\r\n\r\n<p>In crafting narratives or talking to staff and clients, women frequently use anecdotes or illustrations about home or relationships. Men rely on metaphors about sports or war. Dialogue can hit a dead end.</p>\r\n\r\n<p>Women frequently do not follow the touchdown or full-court-press images, but simply gender-reversing images doesn’t work either. Instead, says Krotz, “consider your audience and use gender-neutral images such as from nature, movies, or weather. Or, to use images you prefer, include an explanation of what you mean.”</p>\r\n\r\n<p><b>3. Differences in wielding power</b></p>\r\n\r\n<p>Growing up, girls tend to establish relationships while boys usually vie for leadership. That leads the sexes to impose authority differently. Women are more collaborative. Men routinely challenge and expect to be challenged.</p>\r\n\r\n<p>Each can find the other\'s style ineffective or insulting. Women see men as ham-fisted or insecure when they come on so strong. Men think women lack confidence or conviction because they work hard to get buy-in.</p>\r\n\r\n<p>To jump the divide, the sexes would do well to borrow from each other. Men can try being more collaborative. Women ought to take charge more often.</p>\r\n\r\n<p><b>4. Differences in defining useful information</b></p>\r\n\r\n<p>Women like to tell and hear stories, including trials and errors, turnings and re-turnings.</p>\r\n\r\n<p>Krotz said, “Generally, women delve into details to express concern, to participate vicariously, or to verify their assumptions.\" It\'s women’s way of connecting and building the relationship.</p>\r\n\r\n<p>Men cut to the chase. The route traveled is inconsequential and only the destination counts. Men want only enough details to get the big picture.</p>\r\n\r\n<p>In this instance, each sex becomes too impatient to even hear the other. But again, each sex can benefit from the other\'s behavior. Men ought to explain their thinking and avoid jumping to conclusions. Women need to get to the bottom line more quickly.</p>\r\n\r\n<p><b>5. Differences in “Who’s your baby?”</b></p>\r\n\r\n<p>Women frequently treat male colleagues in echoes of their interactions with husbands or boyfriends. Men often handle women associates like their wives or girlfriends.</p>\r\n\r\n<p>The result is subtle and tricky gender miscommunication. It\'s also one most people are loath to examine. Typically, everyone brings into the office some version of the sexual dynamics they have at home.</p>\r\n\r\n<p>That creates quieter struggles in business that reflect behaviors at home, such as who\'s right and who\'s wrong or disagreements about money. Whenever there’s a standoff, where it seems he or she \"doesn\'t understand,\" it’s a good time to take a break to think it through. “Make sure you\'re not importing a personal issue into the business environment,” advises Krotz.</p>\r\n\r\n<p>If we pay attention to the differences in gender and to the patterns revealed by Mr. and Ms. talk, we’ll surely have a better chance of untangling the knots of gender communications.</p>\r\n\r\n<p>That will not only get jobs done better, but faster and more happily, too.</p>','5 ways to bridge the gender communications gap in the workplace','','inherit','closed','closed','','5457-revision-v1','','','2015-11-20 16:04:48','2015-11-20 16:04:48','',5457,'http://www.danamanciagli.com/5457-revision-v1/',0,'revision','',0),(5467,8264,'2015-12-01 19:02:17','2015-12-01 19:02:17','[caption id=\"attachment_5470\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips-300x225.jpg\" alt=\"Career relocation tips for going across the country or around the globe\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5470\" /></a> Career relocation tips for going across the country or around the globe[/caption]<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize.</p>\n<p><b>Things that went well:</b></p>\n<ul>\n	<li>The company that moved our family to Charlotte, North Carolina, and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\n\n	<li>My husband had moved a lot when he was a child and young adult, so he was helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\n\n	<li>Our positive attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, New York, but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\n</ul>\n<p><b>Things we learned:</b></p>\n<ul>\n	<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\n\n	<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\n\n	<li>In an international move, language barriers <em><u><b>can</b></u></em> be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\n\n	<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\n</ul>\n<p><b>Top recommendations for career relocation:</b></p>\n<ul>\n	<li>Seek help to understand your relocation benefits, whether you should sell your current house, and do a budget based on your future city economics.</li>\n	<li>Negotiate your offer from the future company or the new manager in your current company.</li>\n	<li>Save for the extra costs that come with relocating.</li>\n	<li>When you arrive, get involved in the local business community such as the Chamber of Commerce and begin attending the Business Journal events.</li>\n	<li>Tour your new city and visit all of the tourist spots. Share positive comments about your new city to everyone you meet.</li>\n</ul>\n<p><b>It’s great to be geographically flexible in two ways:</b></p>\n<ol>\n	<li>For your current company. Share with your manager that you are willing to relocate to grow your skills and career.</li>\n	<li>For you to start a new chapter with a new company and possibly a new career in a different city.</li>\n</ol>\n<p>The possibilities are limitless, especially if you are willing to commit to a very precise job search process to get you there!</p>','Career relocation tips for going across the country or around the globe','','inherit','closed','closed','','5460-autosave-v1','','','2015-12-01 19:02:17','2015-12-01 19:02:17','',5460,'http://www.danamanciagli.com/5460-autosave-v1/',0,'revision','',0),(5468,8264,'2015-11-20 16:10:32','2015-11-20 16:10:32','<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize.</p>\r\n<p><b>Things that went well:</b></p>\r\n<ul>\r\n	<li>The company that moved our family to Charlotte, North Carolina, and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n\r\n	<li>My husband had moved a lot when he was a child and young adult, so he was helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n\r\n	<li>Our positive attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, New York, but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<p><b>Things we learned:</b></p>\r\n<ul>\r\n	<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n\r\n	<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n\r\n	<li>In an international move, language barriers <em><u><b>can</b></u></em> be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n\r\n	<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>\r\n<p><b>Top recommendations for career location:</b></p>\r\n<ul>\r\n	<li>Seek help to understand your relocation benefits, whether you should sell your current house, and do a budget based on your future city economics.</li>\r\n	<li>Negotiate your offer from the future company or the new manager in your current company.</li>\r\n	<li>Save for the extra costs that come with relocating.</li>\r\n	<li>When you arrive, get involved in the local business community such as the Chamber of Commerce and begin attending the Business Journal events.</li>\r\n	<li>Tour your new city and visit all of the tourist spots. Share positive comments about your new city to everyone you meet.</li>\r\n</ul>\r\n<p><b>It’s great to be geographically flexible in two ways:</b></p>\r\n<ol>\r\n	<li>For your current company. Share with your manager that you are willing to relocate to grow your skills and career.</li>\r\n	<li>For you to start a new chapter with a new company and possibly a new career in a different city.</li>\r\n</ol>\r\n<p>The possibilities are limitless, especially if you are willing to commit to a very precise job search process to get you there!</p>','Career relocation tips for going across the country or around the globe','','inherit','closed','closed','','5460-revision-v1','','','2015-11-20 16:10:32','2015-11-20 16:10:32','',5460,'http://www.danamanciagli.com/5460-revision-v1/',0,'revision','',0),(5469,8264,'2015-11-20 16:11:51','2015-11-20 16:11:51','<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize.</p>\r\n<p><b>Things that went well:</b></p>\r\n<ul>\r\n	<li>The company that moved our family to Charlotte, North Carolina, and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n\r\n	<li>My husband had moved a lot when he was a child and young adult, so he was helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n\r\n	<li>Our positive attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, New York, but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<p><b>Things we learned:</b></p>\r\n<ul>\r\n	<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n\r\n	<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n\r\n	<li>In an international move, language barriers <em><u><b>can</b></u></em> be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n\r\n	<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>\r\n<p><b>Top recommendations for career relocation:</b></p>\r\n<ul>\r\n	<li>Seek help to understand your relocation benefits, whether you should sell your current house, and do a budget based on your future city economics.</li>\r\n	<li>Negotiate your offer from the future company or the new manager in your current company.</li>\r\n	<li>Save for the extra costs that come with relocating.</li>\r\n	<li>When you arrive, get involved in the local business community such as the Chamber of Commerce and begin attending the Business Journal events.</li>\r\n	<li>Tour your new city and visit all of the tourist spots. Share positive comments about your new city to everyone you meet.</li>\r\n</ul>\r\n<p><b>It’s great to be geographically flexible in two ways:</b></p>\r\n<ol>\r\n	<li>For your current company. Share with your manager that you are willing to relocate to grow your skills and career.</li>\r\n	<li>For you to start a new chapter with a new company and possibly a new career in a different city.</li>\r\n</ol>\r\n<p>The possibilities are limitless, especially if you are willing to commit to a very precise job search process to get you there!</p>','Career relocation tips for going across the country or around the globe','','inherit','closed','closed','','5460-revision-v1','','','2015-11-20 16:11:51','2015-11-20 16:11:51','',5460,'http://www.danamanciagli.com/5460-revision-v1/',0,'revision','',0),(5470,8264,'2015-11-20 16:25:29','2015-11-20 16:25:29','Career relocation tips for going across the country or around the globe. Photo credit: ','Career relocation tips for going across the country or around the globe','Career relocation tips for going across the country or around the globe','inherit','open','closed','','career-relocation-tips','','','2015-11-20 16:26:14','2015-11-20 16:26:14','',5460,'http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips.jpg',0,'attachment','image/jpeg',0),(5471,8264,'2015-11-20 16:26:51','2015-11-20 16:26:51','[caption id=\"attachment_5470\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/career-relocation-tips-300x225.jpg\" alt=\"Career relocation tips for going across the country or around the globe\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5470\" /></a> Career relocation tips for going across the country or around the globe[/caption]<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize.</p>\r\n<p><b>Things that went well:</b></p>\r\n<ul>\r\n	<li>The company that moved our family to Charlotte, North Carolina, and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n\r\n	<li>My husband had moved a lot when he was a child and young adult, so he was helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n\r\n	<li>Our positive attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, New York, but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<p><b>Things we learned:</b></p>\r\n<ul>\r\n	<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n\r\n	<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n\r\n	<li>In an international move, language barriers <em><u><b>can</b></u></em> be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n\r\n	<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>\r\n<p><b>Top recommendations for career relocation:</b></p>\r\n<ul>\r\n	<li>Seek help to understand your relocation benefits, whether you should sell your current house, and do a budget based on your future city economics.</li>\r\n	<li>Negotiate your offer from the future company or the new manager in your current company.</li>\r\n	<li>Save for the extra costs that come with relocating.</li>\r\n	<li>When you arrive, get involved in the local business community such as the Chamber of Commerce and begin attending the Business Journal events.</li>\r\n	<li>Tour your new city and visit all of the tourist spots. Share positive comments about your new city to everyone you meet.</li>\r\n</ul>\r\n<p><b>It’s great to be geographically flexible in two ways:</b></p>\r\n<ol>\r\n	<li>For your current company. Share with your manager that you are willing to relocate to grow your skills and career.</li>\r\n	<li>For you to start a new chapter with a new company and possibly a new career in a different city.</li>\r\n</ol>\r\n<p>The possibilities are limitless, especially if you are willing to commit to a very precise job search process to get you there!</p>','Career relocation tips for going across the country or around the globe','','inherit','closed','closed','','5460-revision-v1','','','2015-11-20 16:26:51','2015-11-20 16:26:51','',5460,'http://www.danamanciagli.com/5460-revision-v1/',0,'revision','',0),(5474,8264,'2015-11-24 23:34:04','2015-11-24 23:34:04','<p>Dana Manciagli answers career questions from readers. Do you have a question you would like her to answer? Email her here: dana@Danamanciagli.com.</p>\r\n\r\n<p><b>Question:</b></p>\r\n\r\n<p>My husband and I will be moving across the country in a year and want to get an early start on searching for jobs. How do you search for a job long distance in a city where you have few connections? And what\'s the best way to do it when you won\'t be starting the new job for a year?</p>\r\n\r\n<p><b>Answer:</b></p>\r\n\r\n<p>Bravo to you for planning this far in advance. It is never too early, even if you are job-searching locally, but a long-distance job search does take longer.</p>\r\n\r\n<p>Here are things you can do right now. Prevent the random-acts-of-application (or R.A.A.) and convert to ”ready, aim, fire.”</p>\r\n\r\n<p><b>Ready (planning and goal setting):</b></p>\r\n<ul>\r\n	<li><strong>Set your goal.</strong> What job function, what industry, what size company, and any other criteria you have. Write it all down.</li>\r\n	<li><strong>Get your head screwed on straigh</strong> t. Prepare to put aside any negativity from the past, block plenty of time in your calendar, and commit to the intensity of the job search process.</li>\r\n</ul>\r\n<p><b>Aim (preparation):</b></p>\r\n<ul>\r\n	<li><strong>Organize your job search tools.</strong> Build a job tracker. I recommend a digital option such as Microsoft Excel or OneNote. Or if you prefer, feel free to use a good old-fashioned binder — but use <em>something</em> to capture all of the information you will gather.</li>\r\n	<li><strong>Research.</strong> Invest now in subscriptions to local magazines and newspapers in your future city so you can learn about the companies, the industries, and the people that are big there. (The <em>Business Journal</em> is a great source of company information, and a subscription includes a copy of the Book of Lists, which includes most of a community’s large and mid-sized companies). Identify the companies you would like to work for and visit their websites to learn more about them. Now look to see the jobs they have posted.</li>\r\n	<li><strong>Get your résumé and cover letter together.</strong> Update your résumé and create a new version of your cover letter. Add the appropriate keywords and get both documents edited. You don’t need to put your home address on your résumé, it they want it, they’ll ask.</li>\r\n	<li><strong>Clean up your social media.</strong> Aside from ensuring you have a great profile on LinkedIn, including a photo and summary, be sure you are always professional and non-controversial on Facebook, Twitter, and any other social media platform.</li>\r\n</ul>\r\n<p><b>Fire (applying and interviewing):</b></p>\r\n\r\n<p>Six to eight months prior to your move, and after completing your preparation, you can begin to apply.</p>\r\n<ul>\r\n	<li><strong>Address the obvious challenge of your location in your cover letter.</strong> How? In the first sentence of your cover letter say something like, “I will be moving to St. Louis in March 2014 and am interested in working for your company…” This removes the hidden concern that you will need to be relocated (often an elimination issue due to budgets) and shows that you are committed to the move.</li>\r\n	<li><strong>Begin networking.</strong> As you read about movers and shakers, or as you read speeches, presentations and social media about leaders in your field, do a professional job of connecting with them via LinkedIn.</li>\r\n	<li><strong>Follow up relentlessly on all contacts made.</strong> This will make or break your chances to “win” a job in today’s competitive job market. I recommend that you follow up three times: at the one-week mark, two-week mark, and then the third.</li>\r\n	<li><strong>If possible, travel to the future city.</strong> Set up networking meetings, informational interviews, and attend large networking events. Your local Business Journal offers many opportunities</li>\r\n</ul>\r\n<p>In summary, manage your expectations. Your job search will take longer, simply due to the dynamics of your long distance location. However, many people are conducting long-distance job searches and successfully landing great jobs.</p>','How to do a long-distance job search','','inherit','closed','closed','','5473-revision-v1','','','2015-11-24 23:34:04','2015-11-24 23:34:04','',5473,'http://www.danamanciagli.com/5473-revision-v1/',0,'revision','',0),(5475,8311,'2015-12-21 02:40:11','2015-12-21 02:40:11','[caption id=\"attachment_5481\" align=\"alignright\" width=\"286\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling-286x300.jpg\" alt=\"5 top tips for women executives trying to break the glass ceiling\" width=\"286\" height=\"300\" class=\"size-medium wp-image-5481\" /></a> 5 top tips for women executives trying to break the glass ceiling[/caption]<p>Getting promoted and moving up the corporate ladder is no easy task. But for women, it may be even more difficult.</p>\r\n\r\n<p>According to a <a href=\"http://womenintheworkplace.com/\">new study</a> conducted by LeanIn.Org and <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/san_francisco/mckinsey%26_co/3325478\">McKinsey &amp; Co</a>, women are 15 percent less likely to score a promotion at work.</p>\r\n\r\n<p>To take control of your career and beat the odds, pay attention to these lessons from fearless CEO <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Gigi%20Stetler\">Gigi Stetler</a>. She has become a successful female entrepreneur and a game-changing businesswoman in the male-dominated industry of RV sales.</p>\r\n\r\n<p>Like many other women in the world of work, Stetler has been faced with incredible challenges and obstacles. During her first corporate meeting, she was told to “go home and bake cookies.” Instead, she went home and made millions.</p>\r\n\r\n<p>Here, she offers her key advice for shattering the dreaded glass ceiling.</p>\r\n\r\n<p><b>1. Be prepared to change course, but don’t give up on success</b></p>\r\n\r\n<p>This may seem simple, but Stetler credits her relentless attitude for her current success. After taking over four RV dealerships in the 1980s, her thriving business came to a screeching halt in 2008. In the midst of the recession, banks tightened their lending practices, creating a trickledown effect that had a devastating impact on the RV trade.</p>\r\n\r\n<p>Rather than declaring bankruptcy, Stetler came up with a new plan of action. She re-established successful <a href=\"http://www.rvsalesofbroward.com/\">RV dealership business</a> by reinventing it and expanding into new profit centers. Today, despite the economic recession\'s enduring impact on the RV industry, her company is growing yet again. In a corporate environment, you may be forced to veer off track, but that doesn’t mean you cannot achieve your goals.</p>\r\n\r\n<p><b>2. Get over fear of failure</b></p>\r\n\r\n<p>If you’re afraid to fail, you are creating a debilitating hurdle that can hinder success. According to Stetler, there is a correlation between fear of failure and laziness. Fear is sometimes an excuse to simply not work hard — which she defines as lazy. Identify what’s holding you back and be honest. Then get on with it.</p>\r\n\r\n<p><b>3. Focus on the impending outcome rather than the original tragedy</b></p>\r\n\r\n<p>For Stetler, that has been her true grit in life. Early on in her career, her trusted father-figure mentor betrayed her, and on top of that, she was attacked, stabbed and left for dead in her own apartment. Not only did Stetler live to tell the tale, but she also carved out a niche as a successful female entrepreneur. She may not have been able to trust others, but she knew she could always trust in herself.</p>\r\n\r\n<p><b>4. Don’t work to earn, work to learn</b></p>\r\n\r\n<p>Passion is a key element when it comes to succeeding in business. While making money is important, your mentality should always be to focus on growth and development. Stetler may have failed at some business ventures financially, but she learned the inner-workings of the industry and was able to move forward to achieve ultimate success.</p>\r\n\r\n<p><b>5. Don’t be afraid to leave your comfort zone</b></p>\r\n\r\n<p>If you want to continue to grow professionally, get comfortable with being uncomfortable. Whether you are searching for untapped areas of opportunity or taking on a new role at work, it is essential for true success. For example, instead of relying solely on RV sales, Stetler began examining new sources of revenue, including an RV rental business, in-house interior design team, and customized RVs for every industry — including mobile hair salons, boutiques, and even chiropractors offices. Her business competitors refused to leave their comfort zones, and she achieved market dominance.</p>\r\n\r\n<p>Stetler has had a tumultuous journey, but she has learned that it doesn’t matter how many times you get knocked down; it just matters that you are prepared to get back up. She says the only thing separating success from failure is the ability to dust yourself off and keep going.</p>\r\n\r\n<p>When people suffer personal tragedies or lose their jobs or businesses, they often feel defeated and want to quit on their dreams. But this is the wrong approach to take. Don\'t give up, don\'t give in — just get back up and start rebuilding your life as quickly as possible.</p>','5 top tips for women executives trying to break the glass ceiling','','publish','open','open','','5-top-tips-for-women-executives-trying-to-break-the-glass-ceiling','','','2015-12-01 19:26:50','2015-12-01 19:26:50','',0,'http://www.danamanciagli.com/?p=5475',0,'post','',0),(5476,8264,'2015-11-24 23:39:58','2015-11-24 23:39:58','<p>Getting promoted and moving up the corporate ladder is no easy task. But for women, it may be even more difficult.</p>\r\n\r\n<p>According to a <a href=\"http://womenintheworkplace.com/\">new study</a> conducted by LeanIn.Org and<a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/san_francisco/mckinsey%26_co/3325478\">McKinsey &amp; Co</a>, women are 15 percent less likely to score a promotion at work.</p>\r\n\r\n<p>To take control of your career and beat the odds, pay attention to these lessons from fearless CEO <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Gigi%20Stetler\">Gigi Stetler</a>. She has become a successful female entrepreneur and a game-changing businesswoman in the male-dominated industry of RV sales.</p>\r\n\r\n<p>Like many other women in the world of work, Stetler has been faced with incredible challenges and obstacles. During her first corporate meeting, she was told to “go home and bake cookies.” Instead, she went home and made millions.</p>\r\n\r\n<p>Here, she offers her key advice for shattering the dreaded glass ceiling.</p>\r\n\r\n<p><b>1. Be prepared to change course, but don’t give up on success</b></p>\r\n\r\n<p>This may seem simple, but Stetler credits her relentless attitude for her current success. After taking over four RV dealerships in the 1980s, her thriving business came to a screeching halt in 2008. In the midst of the recession, banks tightened their lending practices, creating a trickledown effect that had a devastating impact on the RV trade.</p>\r\n\r\n<p>Rather than declaring bankruptcy, Stetler came up with a new plan of action. She re-established successful <a href=\"http://www.rvsalesofbroward.com/\">RV dealership business</a> by reinventing it and expanding into new profit centers. Today, despite the economic recession\'s enduring impact on the RV industry, her company is growing yet again. In a corporate environment, you may be forced to veer off track, but that doesn’t mean you cannot achieve your goals.</p>\r\n\r\n<p><b>2. Get over fear of failure</b></p>\r\n\r\n<p>If you’re afraid to fail, you are creating a debilitating hurdle that can hinder success. According to Stetler, there is a correlation between fear of failure and laziness. Fear is sometimes an excuse to simply not work hard — which she defines as lazy. Identify what’s holding you back and be honest. Then get on with it.</p>\r\n\r\n<p><b>3. Focus on the impending outcome rather than the original tragedy</b></p>\r\n\r\n<p>For Stetler, that has been her true grit in life. Early on in her career, her trusted father-figure mentor betrayed her, and on top of that, she was attacked, stabbed and left for dead in her own apartment. Not only did Stetler live to tell the tale, but she also carved out a niche as a successful female entrepreneur. She may not have been able to trust others, but she knew she could always trust in herself.</p>\r\n\r\n<p><b>4. Don’t work to earn, work to learn</b></p>\r\n\r\n<p>Passion is a key element when it comes to succeeding in business. While making money is important, your mentality should always be to focus on growth and development. Stetler may have failed at some business ventures financially, but she learned the inner-workings of the industry and was able to move forward to achieve ultimate success.</p>\r\n\r\n<p><b>5. Don’t be afraid to leave your comfort zone</b></p>\r\n\r\n<p>If you want to continue to grow professionally, get comfortable with being uncomfortable. Whether you are searching for untapped areas of opportunity or taking on a new role at work, it is essential for true success. For example, instead of relying solely on RV sales, Stetler began examining new sources of revenue, including an RV rental business, in-house interior design team, and customized RVs for every industry — including mobile hair salons, boutiques, and even chiropractors offices. Her business competitors refused to leave their comfort zones, and she achieved market dominance.</p>\r\n\r\n<p>Stetler has had a tumultuous journey, but she has learned that it doesn’t matter how many times you get knocked down; it just matters that you are prepared to get back up. She says the only thing separating success from failure is the ability to dust yourself off and keep going.</p>\r\n\r\n<p>When people suffer personal tragedies or lose their jobs or businesses, they often feel defeated and want to quit on their dreams. But this is the wrong approach to take. Don\'t give up, don\'t give in — just get back up and start rebuilding your life as quickly as possible.</p>','5 top tips for women executives trying to break the glass ceiling','','inherit','closed','closed','','5475-revision-v1','','','2015-11-24 23:39:58','2015-11-24 23:39:58','',5475,'http://www.danamanciagli.com/5475-revision-v1/',0,'revision','',0),(5477,8264,'2015-12-01 19:21:40','2015-12-01 19:21:40','[caption id=\"attachment_5478\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search-300x200.jpg\" alt=\"How to do a long distance job search\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5478\" /></a> How to do a long distance job search[/caption]<p><b>Question:</b></p>\r\n\r\n<p>My husband and I will be moving across the country in a year and want to get an early start on searching for jobs. How do you search for a job long distance in a city where you have few connections? And what\'s the best way to do it when you won\'t be starting the new job for a year?</p>\r\n\r\n<p><b>Answer:</b></p>\r\n\r\n<p>Bravo to you for planning this far in advance. It is never too early, even if you are job-searching locally, but a long-distance job search does take longer.</p>\r\n\r\n<p>Here are things you can do right now. Prevent the random-acts-of-application (or R.A.A.) and convert to ”ready, aim, fire.”</p>\r\n\r\n<p><b>Ready (planning and goal setting):</b></p>\r\n<ul>\r\n	<li><strong>Set your goal.</strong> What job function, what industry, what size company, and any other criteria you have. Write it all down.</li>\r\n	<li><strong>Get your head screwed on straigh</strong> t. Prepare to put aside any negativity from the past, block plenty of time in your calendar, and commit to the intensity of the job search process.</li>\r\n</ul>\r\n<p><b>Aim (preparation):</b></p>\r\n<ul>\r\n	<li><strong>Organize your job search tools.</strong> Build a job tracker. I recommend a digital option such as Microsoft Excel or OneNote. Or if you prefer, feel free to use a good old-fashioned binder — but use <em>something</em> to capture all of the information you will gather.</li>\r\n	<li><strong>Research.</strong> Invest now in subscriptions to local magazines and newspapers in your future city so you can learn about the companies, the industries, and the people that are big there. (The <em>Business Journal</em> is a great source of company information, and a subscription includes a copy of the Book of Lists, which includes most of a community’s large and mid-sized companies). Identify the companies you would like to work for and visit their websites to learn more about them. Now look to see the jobs they have posted.</li>\r\n	<li><strong>Get your résumé and cover letter together.</strong> Update your résumé and create a new version of your cover letter. Add the appropriate keywords and get both documents edited. You don’t need to put your home address on your résumé, it they want it, they’ll ask.</li>\r\n	<li><strong>Clean up your social media.</strong> Aside from ensuring you have a great profile on LinkedIn, including a photo and summary, be sure you are always professional and non-controversial on Facebook, Twitter, and any other social media platform.</li>\r\n</ul>\r\n<p><b>Fire (applying and interviewing):</b></p>\r\n\r\n<p>Six to eight months prior to your move, and after completing your preparation, you can begin to apply.</p>\r\n<ul>\r\n	<li><strong>Address the obvious challenge of your location in your cover letter.</strong> How? In the first sentence of your cover letter say something like, “I will be moving to St. Louis in March 2014 and am interested in working for your company…” This removes the hidden concern that you will need to be relocated (often an elimination issue due to budgets) and shows that you are committed to the move.</li>\r\n	<li><strong>Begin networking.</strong> As you read about movers and shakers, or as you read speeches, presentations and social media about leaders in your field, do a professional job of connecting with them via LinkedIn.</li>\r\n	<li><strong>Follow up relentlessly on all contacts made.</strong> This will make or break your chances to “win” a job in today’s competitive job market. I recommend that you follow up three times: at the one-week mark, two-week mark, and then the third.</li>\r\n	<li><strong>If possible, travel to the future city.</strong> Set up networking meetings, informational interviews, and attend large networking events. Your local Business Journal offers many opportunities</li>\r\n</ul>\r\n<p>In summary, manage your expectations. Your job search will take longer, simply due to the dynamics of your long distance location. However, many people are conducting long-distance job searches and successfully landing great jobs.</p>','How to do a long-distance job search','','inherit','closed','closed','','5473-autosave-v1','','','2015-12-01 19:21:40','2015-12-01 19:21:40','',5473,'http://www.danamanciagli.com/5473-autosave-v1/',0,'revision','',0),(5478,8264,'2015-12-01 19:20:17','2015-12-01 19:20:17','How to do a long distance job search. Photo credit: http://www.freeimages.com/photographer/mcleod-45904','How to do a long distance job search','How to do a long distance job search','inherit','open','closed','','how-to-do-a-long-distance-job-search','','','2015-12-01 19:20:49','2015-12-01 19:20:49','',5473,'http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search.jpg',0,'attachment','image/jpeg',0),(5479,8264,'2015-12-01 19:22:03','2015-12-01 19:22:03','[caption id=\"attachment_5478\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/how-to-do-a-long-distance-job-search-300x200.jpg\" alt=\"How to do a long distance job search\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5478\" /></a> How to do a long distance job search[/caption]<p><b>Question:</b></p>\r\n\r\n<p>My husband and I will be moving across the country in a year and want to get an early start on searching for jobs. How do you search for a job long distance in a city where you have few connections? And what\'s the best way to do it when you won\'t be starting the new job for a year?</p>\r\n\r\n<p><b>Answer:</b></p>\r\n\r\n<p>Bravo to you for planning this far in advance. It is never too early, even if you are job-searching locally, but a long-distance job search does take longer.</p>\r\n\r\n<p>Here are things you can do right now. Prevent the random-acts-of-application (or R.A.A.) and convert to ”ready, aim, fire.”</p>\r\n\r\n<p><b>Ready (planning and goal setting):</b></p>\r\n<ul>\r\n	<li><strong>Set your goal.</strong> What job function, what industry, what size company, and any other criteria you have. Write it all down.</li>\r\n	<li><strong>Get your head screwed on straigh</strong> t. Prepare to put aside any negativity from the past, block plenty of time in your calendar, and commit to the intensity of the job search process.</li>\r\n</ul>\r\n<p><b>Aim (preparation):</b></p>\r\n<ul>\r\n	<li><strong>Organize your job search tools.</strong> Build a job tracker. I recommend a digital option such as Microsoft Excel or OneNote. Or if you prefer, feel free to use a good old-fashioned binder — but use <em>something</em> to capture all of the information you will gather.</li>\r\n	<li><strong>Research.</strong> Invest now in subscriptions to local magazines and newspapers in your future city so you can learn about the companies, the industries, and the people that are big there. (The <em>Business Journal</em> is a great source of company information, and a subscription includes a copy of the Book of Lists, which includes most of a community’s large and mid-sized companies). Identify the companies you would like to work for and visit their websites to learn more about them. Now look to see the jobs they have posted.</li>\r\n	<li><strong>Get your résumé and cover letter together.</strong> Update your résumé and create a new version of your cover letter. Add the appropriate keywords and get both documents edited. You don’t need to put your home address on your résumé, it they want it, they’ll ask.</li>\r\n	<li><strong>Clean up your social media.</strong> Aside from ensuring you have a great profile on LinkedIn, including a photo and summary, be sure you are always professional and non-controversial on Facebook, Twitter, and any other social media platform.</li>\r\n</ul>\r\n<p><b>Fire (applying and interviewing):</b></p>\r\n\r\n<p>Six to eight months prior to your move, and after completing your preparation, you can begin to apply.</p>\r\n<ul>\r\n	<li><strong>Address the obvious challenge of your location in your cover letter.</strong> How? In the first sentence of your cover letter say something like, “I will be moving to St. Louis in March 2014 and am interested in working for your company…” This removes the hidden concern that you will need to be relocated (often an elimination issue due to budgets) and shows that you are committed to the move.</li>\r\n	<li><strong>Begin networking.</strong> As you read about movers and shakers, or as you read speeches, presentations and social media about leaders in your field, do a professional job of connecting with them via LinkedIn.</li>\r\n	<li><strong>Follow up relentlessly on all contacts made.</strong> This will make or break your chances to “win” a job in today’s competitive job market. I recommend that you follow up three times: at the one-week mark, two-week mark, and then the third.</li>\r\n	<li><strong>If possible, travel to the future city.</strong> Set up networking meetings, informational interviews, and attend large networking events. Your local Business Journal offers many opportunities</li>\r\n</ul>\r\n<p>In summary, manage your expectations. Your job search will take longer, simply due to the dynamics of your long distance location. However, many people are conducting long-distance job searches and successfully landing great jobs.</p>','How to do a long-distance job search','','inherit','closed','closed','','5473-revision-v1','','','2015-12-01 19:22:03','2015-12-01 19:22:03','',5473,'http://www.danamanciagli.com/5473-revision-v1/',0,'revision','',0),(5480,8264,'2015-12-01 19:26:37','2015-12-01 19:26:37','[caption id=\"attachment_5481\" align=\"alignright\" width=\"286\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling-286x300.jpg\" alt=\"5 top tips for women executives trying to break the glass ceiling\" width=\"286\" height=\"300\" class=\"size-medium wp-image-5481\" /></a> 5 top tips for women executives trying to break the glass ceiling[/caption]<p>Getting promoted and moving up the corporate ladder is no easy task. But for women, it may be even more difficult.</p>\r\n\r\n<p>According to a <a href=\"http://womenintheworkplace.com/\">new study</a> conducted by LeanIn.Org and <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/san_francisco/mckinsey%26_co/3325478\">McKinsey &amp; Co</a>, women are 15 percent less likely to score a promotion at work.</p>\r\n\r\n<p>To take control of your career and beat the odds, pay attention to these lessons from fearless CEO <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Gigi%20Stetler\">Gigi Stetler</a>. She has become a successful female entrepreneur and a game-changing businesswoman in the male-dominated industry of RV sales.</p>\r\n\r\n<p>Like many other women in the world of work, Stetler has been faced with incredible challenges and obstacles. During her first corporate meeting, she was told to “go home and bake cookies.” Instead, she went home and made millions.</p>\r\n\r\n<p>Here, she offers her key advice for shattering the dreaded glass ceiling.</p>\r\n\r\n<p><b>1. Be prepared to change course, but don’t give up on success</b></p>\r\n\r\n<p>This may seem simple, but Stetler credits her relentless attitude for her current success. After taking over four RV dealerships in the 1980s, her thriving business came to a screeching halt in 2008. In the midst of the recession, banks tightened their lending practices, creating a trickledown effect that had a devastating impact on the RV trade.</p>\r\n\r\n<p>Rather than declaring bankruptcy, Stetler came up with a new plan of action. She re-established successful <a href=\"http://www.rvsalesofbroward.com/\">RV dealership business</a> by reinventing it and expanding into new profit centers. Today, despite the economic recession\'s enduring impact on the RV industry, her company is growing yet again. In a corporate environment, you may be forced to veer off track, but that doesn’t mean you cannot achieve your goals.</p>\r\n\r\n<p><b>2. Get over fear of failure</b></p>\r\n\r\n<p>If you’re afraid to fail, you are creating a debilitating hurdle that can hinder success. According to Stetler, there is a correlation between fear of failure and laziness. Fear is sometimes an excuse to simply not work hard — which she defines as lazy. Identify what’s holding you back and be honest. Then get on with it.</p>\r\n\r\n<p><b>3. Focus on the impending outcome rather than the original tragedy</b></p>\r\n\r\n<p>For Stetler, that has been her true grit in life. Early on in her career, her trusted father-figure mentor betrayed her, and on top of that, she was attacked, stabbed and left for dead in her own apartment. Not only did Stetler live to tell the tale, but she also carved out a niche as a successful female entrepreneur. She may not have been able to trust others, but she knew she could always trust in herself.</p>\r\n\r\n<p><b>4. Don’t work to earn, work to learn</b></p>\r\n\r\n<p>Passion is a key element when it comes to succeeding in business. While making money is important, your mentality should always be to focus on growth and development. Stetler may have failed at some business ventures financially, but she learned the inner-workings of the industry and was able to move forward to achieve ultimate success.</p>\r\n\r\n<p><b>5. Don’t be afraid to leave your comfort zone</b></p>\r\n\r\n<p>If you want to continue to grow professionally, get comfortable with being uncomfortable. Whether you are searching for untapped areas of opportunity or taking on a new role at work, it is essential for true success. For example, instead of relying solely on RV sales, Stetler began examining new sources of revenue, including an RV rental business, in-house interior design team, and customized RVs for every industry — including mobile hair salons, boutiques, and even chiropractors offices. Her business competitors refused to leave their comfort zones, and she achieved market dominance.</p>\r\n\r\n<p>Stetler has had a tumultuous journey, but she has learned that it doesn’t matter how many times you get knocked down; it just matters that you are prepared to get back up. She says the only thing separating success from failure is the ability to dust yourself off and keep going.</p>\r\n\r\n<p>When people suffer personal tragedies or lose their jobs or businesses, they often feel defeated and want to quit on their dreams. But this is the wrong approach to take. Don\'t give up, don\'t give in — just get back up and start rebuilding your life as quickly as possible.</p>','5 top tips for women executives trying to break the glass ceiling','','inherit','closed','closed','','5475-autosave-v1','','','2015-12-01 19:26:37','2015-12-01 19:26:37','',5475,'http://www.danamanciagli.com/5475-autosave-v1/',0,'revision','',0),(5481,8264,'2015-12-01 19:25:22','2015-12-01 19:25:22','5 top tips for women executives trying to break the glass ceiling. Photo credit: http://www.freeimages.com/photographer/barunpatro-54843','5 top tips for women executives trying to break the glass ceiling','5 top tips for women executives trying to break the glass ceiling','inherit','open','closed','','olympus-digital-camera','','','2015-12-01 19:25:57','2015-12-01 19:25:57','',5475,'http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling.jpg',0,'attachment','image/jpeg',0),(5482,8264,'2015-12-01 19:26:21','2015-12-01 19:26:21','[caption id=\"attachment_5481\" align=\"alignright\" width=\"286\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/11/glass-ceiling-286x300.jpg\" alt=\"5 top tips for women executives trying to break the glass ceiling\" width=\"286\" height=\"300\" class=\"size-medium wp-image-5481\" /></a> 5 top tips for women executives trying to break the glass ceiling[/caption]<p>Getting promoted and moving up the corporate ladder is no easy task. But for women, it may be even more difficult.</p>\r\n\r\n<p>According to a <a href=\"http://womenintheworkplace.com/\">new study</a> conducted by LeanIn.Org and <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/san_francisco/mckinsey%26_co/3325478\">McKinsey &amp; Co</a>, women are 15 percent less likely to score a promotion at work.</p>\r\n\r\n<p>To take control of your career and beat the odds, pay attention to these lessons from fearless CEO <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Gigi%20Stetler\">Gigi Stetler</a>. She has become a successful female entrepreneur and a game-changing businesswoman in the male-dominated industry of RV sales.</p>\r\n\r\n<p>Like many other women in the world of work, Stetler has been faced with incredible challenges and obstacles. During her first corporate meeting, she was told to “go home and bake cookies.” Instead, she went home and made millions.</p>\r\n\r\n<p>Here, she offers her key advice for shattering the dreaded glass ceiling.</p>\r\n\r\n<p><b>1. Be prepared to change course, but don’t give up on success</b></p>\r\n\r\n<p>This may seem simple, but Stetler credits her relentless attitude for her current success. After taking over four RV dealerships in the 1980s, her thriving business came to a screeching halt in 2008. In the midst of the recession, banks tightened their lending practices, creating a trickledown effect that had a devastating impact on the RV trade.</p>\r\n\r\n<p>Rather than declaring bankruptcy, Stetler came up with a new plan of action. She re-established successful <a href=\"http://www.rvsalesofbroward.com/\">RV dealership business</a> by reinventing it and expanding into new profit centers. Today, despite the economic recession\'s enduring impact on the RV industry, her company is growing yet again. In a corporate environment, you may be forced to veer off track, but that doesn’t mean you cannot achieve your goals.</p>\r\n\r\n<p><b>2. Get over fear of failure</b></p>\r\n\r\n<p>If you’re afraid to fail, you are creating a debilitating hurdle that can hinder success. According to Stetler, there is a correlation between fear of failure and laziness. Fear is sometimes an excuse to simply not work hard — which she defines as lazy. Identify what’s holding you back and be honest. Then get on with it.</p>\r\n\r\n<p><b>3. Focus on the impending outcome rather than the original tragedy</b></p>\r\n\r\n<p>For Stetler, that has been her true grit in life. Early on in her career, her trusted father-figure mentor betrayed her, and on top of that, she was attacked, stabbed and left for dead in her own apartment. Not only did Stetler live to tell the tale, but she also carved out a niche as a successful female entrepreneur. She may not have been able to trust others, but she knew she could always trust in herself.</p>\r\n\r\n<p><b>4. Don’t work to earn, work to learn</b></p>\r\n\r\n<p>Passion is a key element when it comes to succeeding in business. While making money is important, your mentality should always be to focus on growth and development. Stetler may have failed at some business ventures financially, but she learned the inner-workings of the industry and was able to move forward to achieve ultimate success.</p>\r\n\r\n<p><b>5. Don’t be afraid to leave your comfort zone</b></p>\r\n\r\n<p>If you want to continue to grow professionally, get comfortable with being uncomfortable. Whether you are searching for untapped areas of opportunity or taking on a new role at work, it is essential for true success. For example, instead of relying solely on RV sales, Stetler began examining new sources of revenue, including an RV rental business, in-house interior design team, and customized RVs for every industry — including mobile hair salons, boutiques, and even chiropractors offices. Her business competitors refused to leave their comfort zones, and she achieved market dominance.</p>\r\n\r\n<p>Stetler has had a tumultuous journey, but she has learned that it doesn’t matter how many times you get knocked down; it just matters that you are prepared to get back up. She says the only thing separating success from failure is the ability to dust yourself off and keep going.</p>\r\n\r\n<p>When people suffer personal tragedies or lose their jobs or businesses, they often feel defeated and want to quit on their dreams. But this is the wrong approach to take. Don\'t give up, don\'t give in — just get back up and start rebuilding your life as quickly as possible.</p>','5 top tips for women executives trying to break the glass ceiling','','inherit','closed','closed','','5475-revision-v1','','','2015-12-01 19:26:21','2015-12-01 19:26:21','',5475,'http://www.danamanciagli.com/5475-revision-v1/',0,'revision','',0),(5484,8311,'2015-12-23 02:43:22','2015-12-23 02:43:22','[caption id=\"attachment_5494\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable-200x300.jpg\" alt=\"5 tips for better lunch breaks\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5494\" /></a> 5 tips for better lunch breaks[/caption]<p>“Wanna grab lunch?” Do you dread or covet this invitation during your busy workweek? Are you a stoic solo luncher? Do you plow through the midday meal?</p>\r\n\r\n<p>Now, put down your microwaved chicken and broccoli casserole and consider this: You’re not alone. A recent <a href=\"http://rh-us.mediaroom.com/2015-08-18-The-Lonesome-Lunch-Break-Employees-Prefer-Lunch-with-a-Colleague-but-More-Commonly-Dine-Solo\">Accountemps survey</a> found that while employees prefer to break from work with a colleague, they more commonly have lunch alone. Or fail to take a break at all. Really.</p>\r\n\r\n<p>But it doesn’t have to be this way. You can become a lunch-break aficionado. It’s possible to unwind a bit, tease out workplace matters with a colleague, go the gym, nap for 20 minutes, clear your head, digest your meal — all with the goal of coming back to work recharged, better connected and with a boost in your productivity.</p>\r\n\r\n<p>To delve into the matter, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bill%20Driscoll\">Bill Driscoll</a>, district president of Accountemps, an expert on global staffing, recruiting, hiring, and other workplace issues. Following are his five tips for better lunch breaks:</p>\r\n\r\n<p><b>1. Be with colleagues</b></p>\r\n\r\n<p>Nearly half of accounting and finance professionals surveyed said they typically spend their lunch break eating alone. Yet almost as many said they would rather have a coworker join them for the meal.</p>\r\n\r\n<p>Ask a coworker to join you on your break and reap the rewards of companionship and communication. After all, you’re probably both thinking the same thing.</p>\r\n\r\n<p><b>2. Pause and refresh</b></p>\r\n\r\n<p>About 37 percent of those interviewed said they would like to exercise on their lunch breaks, but only 10 percent actually do. Survey respondents more frequently run errands, check personal email and surf the Internet during their break.</p>\r\n\r\n<p>Buck the trend. Use that company gym perk, or take a 15-minute power walk across campus. Under no circumstances should you stay tethered to your workstation during your break.</p>\r\n\r\n<p>“Even with demanding workloads, you should periodically step away from your desk during the workday,” Driscoll advised.</p>\r\n\r\n<p><b>3. Exchange ideas</b></p>\r\n\r\n<p>Lunching with colleagues can provide an opportunity to brainstorm and inspire new ideas. You can discuss the latest office technology or ways tasks are completed in other departments.</p>\r\n\r\n<p>Driscoll said, “Sharing a meal with coworkers not only strengthens business relationships, but creates a more relaxed environment for collaboration and the exchange of ideas.”</p>\r\n\r\n<p><b>4. Clear your head and boost creativity</b></p>\r\n\r\n<p>“The simple act of taking a break — even for a few minutes — can help clear your mind and broaden your perspective, especially when facing challenging business problems,” Driscoll noted.</p>\r\n\r\n<p>Discuss things on your break other than work to boost your energy and elevate your mood. The brief interruption will help you regain focus and may even lead to new solutions to problems or tasks.</p>\r\n\r\n<p><b>5. Make a plan</b></p>\r\n\r\n<p>Don’t rush from lunch into a power meeting. When possible, schedule your more demanding conversations 30 minutes or more after you’ve taken your break.</p>\r\n\r\n<p>As reported in a <a href=\"http://www.scientificamerican.com/article/mental-downtime/\">Scientific American article</a>, a rested mind is a more productive mind. In addition, a study published in the journal Cognition highlights another upside to sporadic breaks that we rarely consider: goal reactivation.</p>\r\n\r\n<p>So take that break and enjoy your respite. It’s benefiting not only you but also your company and colleagues.</p>','5 tips for better lunch breaks','','publish','open','open','','5-tips-for-better-lunch-breaks','','','2015-12-08 19:32:03','2015-12-08 19:32:03','',0,'http://www.danamanciagli.com/?p=5484',0,'post','',0),(5485,8264,'2015-12-02 19:42:50','2015-12-02 19:42:50','<p>“Wanna grab lunch?” Do you dread or covet this invitation during your busy workweek? Are you a stoic solo luncher? Do you plow through the midday meal?</p>\r\n\r\n<p>Now, put down your microwaved chicken and broccoli casserole and consider this: You’re not alone. A recent <a href=\"http://rh-us.mediaroom.com/2015-08-18-The-Lonesome-Lunch-Break-Employees-Prefer-Lunch-with-a-Colleague-but-More-Commonly-Dine-Solo\">Accountemps survey</a>found that while employees prefer to break from work with a colleague, they more commonly have lunch alone. Or fail to take a break at all. Really.</p>\r\n\r\n<p>But it doesn’t have to be this way. You can become a lunch-break aficionado. It’s possible to unwind a bit, tease out workplace matters with a colleague, go the gym, nap for 20 minutes, clear your head, digest your meal — all with the goal of coming back to work recharged, better connected and with a boost in your productivity.</p>\r\n\r\n<p>To delve into the matter, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bill%20Driscoll\">Bill Driscoll</a>, district president of Accountemps, an expert on global staffing, recruiting, hiring, and other workplace issues. Following are his five tips for better lunch breaks:</p>\r\n\r\n<p><b>1. Be with colleagues</b></p>\r\n\r\n<p>Nearly half of accounting and finance professionals surveyed said they typically spend their lunch break eating alone. Yet almost as many said they would rather have a coworker join them for the meal.</p>\r\n\r\n<p>Ask a coworker to join you on your break and reap the rewards of companionship and communication. After all, you’re probably both thinking the same thing.</p>\r\n\r\n<p><b>2. Pause and refresh</b></p>\r\n\r\n<p>About 37 percent of those interviewed said they would like to exercise on their lunch breaks, but only 10 percent actually do. Survey respondents more frequently run errands, check personal email and surf the Internet during their break.</p>\r\n\r\n<p>Buck the trend. Use that company gym perk, or take a 15-minute power walk across campus. Under no circumstances should you stay tethered to your workstation during your break.</p>\r\n\r\n<p>“Even with demanding workloads, you should periodically step away from your desk during the workday,” Driscoll advised.</p>\r\n\r\n<p><b>3. Exchange ideas</b></p>\r\n\r\n<p>Lunching with colleagues can provide an opportunity to brainstorm and inspire new ideas. You can discuss the latest office technology or ways tasks are completed in other departments.</p>\r\n\r\n<p>Driscoll said, “Sharing a meal with coworkers not only strengthens business relationships, but creates a more relaxed environment for collaboration and the exchange of ideas.”</p>\r\n\r\n<p><b>4. Clear your head and boost creativity</b></p>\r\n\r\n<p>“The simple act of taking a break — even for a few minutes — can help clear your mind and broaden your perspective, especially when facing challenging business problems,” Driscoll noted.</p>\r\n\r\n<p>Discuss things on your break other than work to boost your energy and elevate your mood. The brief interruption will help you regain focus and may even lead to new solutions to problems or tasks.</p>\r\n\r\n<p><b>5. Make a plan</b></p>\r\n\r\n<p>Don’t rush from lunch into a power meeting. When possible, schedule your more demanding conversations 30 minutes or more after you’ve taken your break.</p>\r\n\r\n<p>As reported in a <a href=\"http://www.scientificamerican.com/article/mental-downtime/\">Scientific American article</a>, a rested mind is a more productive mind. In addition, a study published in the journal Cognition highlights another upside to sporadic breaks that we rarely consider: goal reactivation.</p>\r\n\r\n<p>So take that break and enjoy your respite. It’s benefiting not only you but also your company and colleagues.</p>','5 tips for better lunch breaks','','inherit','closed','closed','','5484-revision-v1','','','2015-12-02 19:42:50','2015-12-02 19:42:50','',5484,'http://www.danamanciagli.com/5484-revision-v1/',0,'revision','',0),(5486,8264,'2015-12-02 19:43:22','2015-12-02 19:43:22','<p>“Wanna grab lunch?” Do you dread or covet this invitation during your busy workweek? Are you a stoic solo luncher? Do you plow through the midday meal?</p>\r\n\r\n<p>Now, put down your microwaved chicken and broccoli casserole and consider this: You’re not alone. A recent <a href=\"http://rh-us.mediaroom.com/2015-08-18-The-Lonesome-Lunch-Break-Employees-Prefer-Lunch-with-a-Colleague-but-More-Commonly-Dine-Solo\">Accountemps survey</a> found that while employees prefer to break from work with a colleague, they more commonly have lunch alone. Or fail to take a break at all. Really.</p>\r\n\r\n<p>But it doesn’t have to be this way. You can become a lunch-break aficionado. It’s possible to unwind a bit, tease out workplace matters with a colleague, go the gym, nap for 20 minutes, clear your head, digest your meal — all with the goal of coming back to work recharged, better connected and with a boost in your productivity.</p>\r\n\r\n<p>To delve into the matter, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bill%20Driscoll\">Bill Driscoll</a>, district president of Accountemps, an expert on global staffing, recruiting, hiring, and other workplace issues. Following are his five tips for better lunch breaks:</p>\r\n\r\n<p><b>1. Be with colleagues</b></p>\r\n\r\n<p>Nearly half of accounting and finance professionals surveyed said they typically spend their lunch break eating alone. Yet almost as many said they would rather have a coworker join them for the meal.</p>\r\n\r\n<p>Ask a coworker to join you on your break and reap the rewards of companionship and communication. After all, you’re probably both thinking the same thing.</p>\r\n\r\n<p><b>2. Pause and refresh</b></p>\r\n\r\n<p>About 37 percent of those interviewed said they would like to exercise on their lunch breaks, but only 10 percent actually do. Survey respondents more frequently run errands, check personal email and surf the Internet during their break.</p>\r\n\r\n<p>Buck the trend. Use that company gym perk, or take a 15-minute power walk across campus. Under no circumstances should you stay tethered to your workstation during your break.</p>\r\n\r\n<p>“Even with demanding workloads, you should periodically step away from your desk during the workday,” Driscoll advised.</p>\r\n\r\n<p><b>3. Exchange ideas</b></p>\r\n\r\n<p>Lunching with colleagues can provide an opportunity to brainstorm and inspire new ideas. You can discuss the latest office technology or ways tasks are completed in other departments.</p>\r\n\r\n<p>Driscoll said, “Sharing a meal with coworkers not only strengthens business relationships, but creates a more relaxed environment for collaboration and the exchange of ideas.”</p>\r\n\r\n<p><b>4. Clear your head and boost creativity</b></p>\r\n\r\n<p>“The simple act of taking a break — even for a few minutes — can help clear your mind and broaden your perspective, especially when facing challenging business problems,” Driscoll noted.</p>\r\n\r\n<p>Discuss things on your break other than work to boost your energy and elevate your mood. The brief interruption will help you regain focus and may even lead to new solutions to problems or tasks.</p>\r\n\r\n<p><b>5. Make a plan</b></p>\r\n\r\n<p>Don’t rush from lunch into a power meeting. When possible, schedule your more demanding conversations 30 minutes or more after you’ve taken your break.</p>\r\n\r\n<p>As reported in a <a href=\"http://www.scientificamerican.com/article/mental-downtime/\">Scientific American article</a>, a rested mind is a more productive mind. In addition, a study published in the journal Cognition highlights another upside to sporadic breaks that we rarely consider: goal reactivation.</p>\r\n\r\n<p>So take that break and enjoy your respite. It’s benefiting not only you but also your company and colleagues.</p>','5 tips for better lunch breaks','','inherit','closed','closed','','5484-revision-v1','','','2015-12-02 19:43:22','2015-12-02 19:43:22','',5484,'http://www.danamanciagli.com/5484-revision-v1/',0,'revision','',0),(5487,8311,'2015-12-28 02:47:58','2015-12-28 02:47:58','[caption id=\"attachment_5498\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads-225x300.jpg\" alt=\"5 steps for helping new grads transition to the workplace\" width=\"225\" height=\"300\" class=\"size-medium wp-image-5498\" /></a> 5 steps for helping new grads transition to the workplace[/caption]<p>There are plenty of benefits to hiring a recent college graduate, with many fresh-out-of-school recruits bringing an abundance of energy and new ideas to the (boardroom) table.</p>\r\n\r\n<p>There are, however, some “cons” to consider, too — issues grads themselves admit to facing upon entry into the work world.</p>\r\n\r\n<p>In a <a href=\"http://accountemps.rhi.mediaroom.com/2015-07-28-Real-World-Experience-Office-Politics-are-Top-Post-College-Challenges-for-Accountants-in-First-Job-Survey-Says\">survey by Accountemps</a>, more than half of accounting and finance professionals polled felt only somewhat prepared for their first job after college, with 14 percent saying they did not feel ready at all.</p>\r\n\r\n<p>Among their top concerns: an inability to handle office politics, inadequate technology or software skills, and a lack of the soft skills like industry awareness, flexibility and time management.</p>\r\n\r\n<p>While there are many things students can (and should!) do to prepare for their first jobs out of school, there are also steps employers may want to take to ease the transition after a new grad has been hired.</p>\r\n\r\n<p>Start with these five tips:</p>\r\n\r\n<p><b>1. Extend a warm welcome</b></p>\r\n\r\n<p>Making recent college graduates feel welcome at your workplace — even before their start date — can really pay off. From the time of their hire, encourage them to stay in touch by phone or email with any questions, and consider creating a Facebook group to help them keep up with company news and further familiarize themselves with your culture. Hosting special events is also a good idea; a first day on the job can be far less intimidating for newbies who’ve already mixed and mingled with members of their team.</p>\r\n\r\n<p><b>2. Nurture new talent</b></p>\r\n\r\n<p>A new graduate stands a better chance of succeeding in his or her role with the right support. Ensure you have more tenured staff members available to assist post-college employees in transitioning to working full time, and set up appropriate orientation and training programs to bring your new hires up to speed. From mentorships to job shadowing to hands-on training, well-executed onboarding measures will prove to be invaluable to your long-term investment in new graduates — particularly those who see themselves as lifelong learners (and many of them do).</p>\r\n\r\n<p><b>3. Meet them halfway on communication preferences</b></p>\r\n\r\n<p>There’s no denying that today’s college grads keep in touch differently than previous generations, thanks to new modes of communication like email and texting. While traditional oral and written communication is taught in school, recent graduates may still need guidance. By the same token, as an employer, it may be necessary for you and members of your team to adapt to a post-college hire’s style of communication. In other words, the key to success here is compromise.</p>\r\n\r\n<p><b>4. Nip issues in the bud</b></p>\r\n\r\n<p>If you see an attitude or behavior that needs to be corrected, address it immediately. For example, while it may seem obvious to a seasoned professional that proper business attire is required upon meeting a client, a new graduate may not have received the (often-unwritten) memo. Hopefully, he or she will only need to be reminded once before you see a change.</p>\r\n\r\n<p><b>5. Promote collaboration</b></p>\r\n\r\n<p>Professionals fresh from graduation like the freedom to accomplish their tasks, but they also favor collaborating with their colleagues as a team, according to recent <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> research on members of “Generation Z.” The survey showed that 64 percent of Gen Z respondents prefer working collaboratively with a small group in an office setting, versus working offsite.</p>\r\n\r\n<p>Companies that embrace new college graduates and step up their retention efforts when it comes to these hires will reap the benefits. They will be better able to capitalize on this generation’s good ideas and passionate engagement.</p>','5 steps for helping new grads transition to the workplace','','publish','open','open','','5-steps-for-helping-new-grads-transition-to-the-workplace','','','2015-12-08 19:36:03','2015-12-08 19:36:03','',0,'http://www.danamanciagli.com/?p=5487',0,'post','',0),(5488,8264,'2015-12-02 19:47:28','2015-12-02 19:47:28','<p>There are plenty of benefits to hiring a recent college graduate, with many fresh-out-of-school recruits bringing an abundance of energy and new ideas to the (boardroom) table.</p>\r\n\r\n<p>There are, however, some “cons” to consider, too — issues grads themselves admit to facing upon entry into the work world.</p>\r\n\r\n<p>In a <a href=\"http://accountemps.rhi.mediaroom.com/2015-07-28-Real-World-Experience-Office-Politics-are-Top-Post-College-Challenges-for-Accountants-in-First-Job-Survey-Says\">survey by Accountemps</a>, more than half of accounting and finance professionals polled felt only somewhat prepared for their first job after college, with 14 percent saying they did not feel ready at all.</p>\r\n\r\n<p>Among their top concerns: an inability to handle office politics, inadequate technology or software skills, and a lack of the soft skills like industry awareness, flexibility and time management.</p>\r\n\r\n<p>While there are many things students can (and should!) do to prepare for their first jobs out of school, there are also steps employers may want to take to ease the transition after a new grad has been hired.</p>\r\n\r\n<p>Start with these five tips:</p>\r\n\r\n<p><b>1. Extend a warm welcome</b></p>\r\n\r\n<p>Making recent college graduates feel welcome at your workplace — even before their start date — can really pay off. From the time of their hire, encourage them to stay in touch by phone or email with any questions, and consider creating a Facebook group to help them keep up with company news and further familiarize themselves with your culture. Hosting special events is also a good idea; a first day on the job can be far less intimidating for newbies who’ve already mixed and mingled with members of their team.</p>\r\n\r\n<p><b>2. Nurture new talent</b></p>\r\n\r\n<p>A new graduate stands a better chance of succeeding in his or her role with the right support. Ensure you have more tenured staff members available to assist post-college employees in transitioning to working full time, and set up appropriate orientation and training programs to bring your new hires up to speed. From mentorships to job shadowing to hands-on training, well-executed onboarding measures will prove to be invaluable to your long-term investment in new graduates — particularly those who see themselves as lifelong learners (and many of them do).</p>\r\n\r\n<p><b>3. Meet them halfway on communication preferences</b></p>\r\n\r\n<p>There’s no denying that today’s college grads keep in touch differently than previous generations, thanks to new modes of communication like email and texting. While traditional oral and written communication is taught in school, recent graduates may still need guidance. By the same token, as an employer, it may be necessary for you and members of your team to adapt to a post-college hire’s style of communication. In other words, the key to success here is compromise.</p>\r\n\r\n<p><b>4. Nip issues in the bud</b></p>\r\n\r\n<p>If you see an attitude or behavior that needs to be corrected, address it immediately. For example, while it may seem obvious to a seasoned professional that proper business attire is required upon meeting a client, a new graduate may not have received the (often-unwritten) memo. Hopefully, he or she will only need to be reminded once before you see a change.</p>\r\n\r\n<p><b>5. Promote collaboration</b></p>\r\n\r\n<p>Professionals fresh from graduation like the freedom to accomplish their tasks, but they also favor collaborating with their colleagues as a team, according to recent <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a>research on members of “Generation Z.” The survey showed that 64 percent of Gen Z respondents prefer working collaboratively with a small group in an office setting, versus working offsite.</p>\r\n\r\n<p>Companies that embrace new college graduates and step up their retention efforts when it comes to these hires will reap the benefits. They will be better able to capitalize on this generation’s good ideas and passionate engagement.</p>','5 steps for helping new grads transition to the workplace','','inherit','closed','closed','','5487-revision-v1','','','2015-12-02 19:47:28','2015-12-02 19:47:28','',5487,'http://www.danamanciagli.com/5487-revision-v1/',0,'revision','',0),(5489,8264,'2015-12-02 19:47:58','2015-12-02 19:47:58','<p>There are plenty of benefits to hiring a recent college graduate, with many fresh-out-of-school recruits bringing an abundance of energy and new ideas to the (boardroom) table.</p>\r\n\r\n<p>There are, however, some “cons” to consider, too — issues grads themselves admit to facing upon entry into the work world.</p>\r\n\r\n<p>In a <a href=\"http://accountemps.rhi.mediaroom.com/2015-07-28-Real-World-Experience-Office-Politics-are-Top-Post-College-Challenges-for-Accountants-in-First-Job-Survey-Says\">survey by Accountemps</a>, more than half of accounting and finance professionals polled felt only somewhat prepared for their first job after college, with 14 percent saying they did not feel ready at all.</p>\r\n\r\n<p>Among their top concerns: an inability to handle office politics, inadequate technology or software skills, and a lack of the soft skills like industry awareness, flexibility and time management.</p>\r\n\r\n<p>While there are many things students can (and should!) do to prepare for their first jobs out of school, there are also steps employers may want to take to ease the transition after a new grad has been hired.</p>\r\n\r\n<p>Start with these five tips:</p>\r\n\r\n<p><b>1. Extend a warm welcome</b></p>\r\n\r\n<p>Making recent college graduates feel welcome at your workplace — even before their start date — can really pay off. From the time of their hire, encourage them to stay in touch by phone or email with any questions, and consider creating a Facebook group to help them keep up with company news and further familiarize themselves with your culture. Hosting special events is also a good idea; a first day on the job can be far less intimidating for newbies who’ve already mixed and mingled with members of their team.</p>\r\n\r\n<p><b>2. Nurture new talent</b></p>\r\n\r\n<p>A new graduate stands a better chance of succeeding in his or her role with the right support. Ensure you have more tenured staff members available to assist post-college employees in transitioning to working full time, and set up appropriate orientation and training programs to bring your new hires up to speed. From mentorships to job shadowing to hands-on training, well-executed onboarding measures will prove to be invaluable to your long-term investment in new graduates — particularly those who see themselves as lifelong learners (and many of them do).</p>\r\n\r\n<p><b>3. Meet them halfway on communication preferences</b></p>\r\n\r\n<p>There’s no denying that today’s college grads keep in touch differently than previous generations, thanks to new modes of communication like email and texting. While traditional oral and written communication is taught in school, recent graduates may still need guidance. By the same token, as an employer, it may be necessary for you and members of your team to adapt to a post-college hire’s style of communication. In other words, the key to success here is compromise.</p>\r\n\r\n<p><b>4. Nip issues in the bud</b></p>\r\n\r\n<p>If you see an attitude or behavior that needs to be corrected, address it immediately. For example, while it may seem obvious to a seasoned professional that proper business attire is required upon meeting a client, a new graduate may not have received the (often-unwritten) memo. Hopefully, he or she will only need to be reminded once before you see a change.</p>\r\n\r\n<p><b>5. Promote collaboration</b></p>\r\n\r\n<p>Professionals fresh from graduation like the freedom to accomplish their tasks, but they also favor collaborating with their colleagues as a team, according to recent <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> research on members of “Generation Z.” The survey showed that 64 percent of Gen Z respondents prefer working collaboratively with a small group in an office setting, versus working offsite.</p>\r\n\r\n<p>Companies that embrace new college graduates and step up their retention efforts when it comes to these hires will reap the benefits. They will be better able to capitalize on this generation’s good ideas and passionate engagement.</p>','5 steps for helping new grads transition to the workplace','','inherit','closed','closed','','5487-revision-v1','','','2015-12-02 19:47:58','2015-12-02 19:47:58','',5487,'http://www.danamanciagli.com/5487-revision-v1/',0,'revision','',0),(5494,8264,'2015-12-08 19:30:53','2015-12-08 19:30:53','5 tips for better lunch breaks','5 tips for better lunch breaks','5 tips for better lunch breaks','inherit','open','closed','','chefstable','','','2015-12-08 19:31:11','2015-12-08 19:31:11','',5484,'http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable.jpg',0,'attachment','image/jpeg',0),(5495,8264,'2015-12-08 19:31:42','2015-12-08 19:31:42','[caption id=\"attachment_5494\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable-200x300.jpg\" alt=\"5 tips for better lunch breaks\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5494\" /></a> 5 tips for better lunch breaks[/caption]<p>“Wanna grab lunch?” Do you dread or covet this invitation during your busy workweek? Are you a stoic solo luncher? Do you plow through the midday meal?</p>\r\n\r\n<p>Now, put down your microwaved chicken and broccoli casserole and consider this: You’re not alone. A recent <a href=\"http://rh-us.mediaroom.com/2015-08-18-The-Lonesome-Lunch-Break-Employees-Prefer-Lunch-with-a-Colleague-but-More-Commonly-Dine-Solo\">Accountemps survey</a> found that while employees prefer to break from work with a colleague, they more commonly have lunch alone. Or fail to take a break at all. Really.</p>\r\n\r\n<p>But it doesn’t have to be this way. You can become a lunch-break aficionado. It’s possible to unwind a bit, tease out workplace matters with a colleague, go the gym, nap for 20 minutes, clear your head, digest your meal — all with the goal of coming back to work recharged, better connected and with a boost in your productivity.</p>\r\n\r\n<p>To delve into the matter, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bill%20Driscoll\">Bill Driscoll</a>, district president of Accountemps, an expert on global staffing, recruiting, hiring, and other workplace issues. Following are his five tips for better lunch breaks:</p>\r\n\r\n<p><b>1. Be with colleagues</b></p>\r\n\r\n<p>Nearly half of accounting and finance professionals surveyed said they typically spend their lunch break eating alone. Yet almost as many said they would rather have a coworker join them for the meal.</p>\r\n\r\n<p>Ask a coworker to join you on your break and reap the rewards of companionship and communication. After all, you’re probably both thinking the same thing.</p>\r\n\r\n<p><b>2. Pause and refresh</b></p>\r\n\r\n<p>About 37 percent of those interviewed said they would like to exercise on their lunch breaks, but only 10 percent actually do. Survey respondents more frequently run errands, check personal email and surf the Internet during their break.</p>\r\n\r\n<p>Buck the trend. Use that company gym perk, or take a 15-minute power walk across campus. Under no circumstances should you stay tethered to your workstation during your break.</p>\r\n\r\n<p>“Even with demanding workloads, you should periodically step away from your desk during the workday,” Driscoll advised.</p>\r\n\r\n<p><b>3. Exchange ideas</b></p>\r\n\r\n<p>Lunching with colleagues can provide an opportunity to brainstorm and inspire new ideas. You can discuss the latest office technology or ways tasks are completed in other departments.</p>\r\n\r\n<p>Driscoll said, “Sharing a meal with coworkers not only strengthens business relationships, but creates a more relaxed environment for collaboration and the exchange of ideas.”</p>\r\n\r\n<p><b>4. Clear your head and boost creativity</b></p>\r\n\r\n<p>“The simple act of taking a break — even for a few minutes — can help clear your mind and broaden your perspective, especially when facing challenging business problems,” Driscoll noted.</p>\r\n\r\n<p>Discuss things on your break other than work to boost your energy and elevate your mood. The brief interruption will help you regain focus and may even lead to new solutions to problems or tasks.</p>\r\n\r\n<p><b>5. Make a plan</b></p>\r\n\r\n<p>Don’t rush from lunch into a power meeting. When possible, schedule your more demanding conversations 30 minutes or more after you’ve taken your break.</p>\r\n\r\n<p>As reported in a <a href=\"http://www.scientificamerican.com/article/mental-downtime/\">Scientific American article</a>, a rested mind is a more productive mind. In addition, a study published in the journal Cognition highlights another upside to sporadic breaks that we rarely consider: goal reactivation.</p>\r\n\r\n<p>So take that break and enjoy your respite. It’s benefiting not only you but also your company and colleagues.</p>','5 tips for better lunch breaks','','inherit','closed','closed','','5484-autosave-v1','','','2015-12-08 19:31:42','2015-12-08 19:31:42','',5484,'http://www.danamanciagli.com/5484-autosave-v1/',0,'revision','',0),(5496,8264,'2015-12-08 19:31:30','2015-12-08 19:31:30','[caption id=\"attachment_5494\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/chefstable-200x300.jpg\" alt=\"5 tips for better lunch breaks\" width=\"200\" height=\"300\" class=\"size-medium wp-image-5494\" /></a> 5 tips for better lunch breaks[/caption]<p>“Wanna grab lunch?” Do you dread or covet this invitation during your busy workweek? Are you a stoic solo luncher? Do you plow through the midday meal?</p>\r\n\r\n<p>Now, put down your microwaved chicken and broccoli casserole and consider this: You’re not alone. A recent <a href=\"http://rh-us.mediaroom.com/2015-08-18-The-Lonesome-Lunch-Break-Employees-Prefer-Lunch-with-a-Colleague-but-More-Commonly-Dine-Solo\">Accountemps survey</a> found that while employees prefer to break from work with a colleague, they more commonly have lunch alone. Or fail to take a break at all. Really.</p>\r\n\r\n<p>But it doesn’t have to be this way. You can become a lunch-break aficionado. It’s possible to unwind a bit, tease out workplace matters with a colleague, go the gym, nap for 20 minutes, clear your head, digest your meal — all with the goal of coming back to work recharged, better connected and with a boost in your productivity.</p>\r\n\r\n<p>To delve into the matter, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Bill%20Driscoll\">Bill Driscoll</a>, district president of Accountemps, an expert on global staffing, recruiting, hiring, and other workplace issues. Following are his five tips for better lunch breaks:</p>\r\n\r\n<p><b>1. Be with colleagues</b></p>\r\n\r\n<p>Nearly half of accounting and finance professionals surveyed said they typically spend their lunch break eating alone. Yet almost as many said they would rather have a coworker join them for the meal.</p>\r\n\r\n<p>Ask a coworker to join you on your break and reap the rewards of companionship and communication. After all, you’re probably both thinking the same thing.</p>\r\n\r\n<p><b>2. Pause and refresh</b></p>\r\n\r\n<p>About 37 percent of those interviewed said they would like to exercise on their lunch breaks, but only 10 percent actually do. Survey respondents more frequently run errands, check personal email and surf the Internet during their break.</p>\r\n\r\n<p>Buck the trend. Use that company gym perk, or take a 15-minute power walk across campus. Under no circumstances should you stay tethered to your workstation during your break.</p>\r\n\r\n<p>“Even with demanding workloads, you should periodically step away from your desk during the workday,” Driscoll advised.</p>\r\n\r\n<p><b>3. Exchange ideas</b></p>\r\n\r\n<p>Lunching with colleagues can provide an opportunity to brainstorm and inspire new ideas. You can discuss the latest office technology or ways tasks are completed in other departments.</p>\r\n\r\n<p>Driscoll said, “Sharing a meal with coworkers not only strengthens business relationships, but creates a more relaxed environment for collaboration and the exchange of ideas.”</p>\r\n\r\n<p><b>4. Clear your head and boost creativity</b></p>\r\n\r\n<p>“The simple act of taking a break — even for a few minutes — can help clear your mind and broaden your perspective, especially when facing challenging business problems,” Driscoll noted.</p>\r\n\r\n<p>Discuss things on your break other than work to boost your energy and elevate your mood. The brief interruption will help you regain focus and may even lead to new solutions to problems or tasks.</p>\r\n\r\n<p><b>5. Make a plan</b></p>\r\n\r\n<p>Don’t rush from lunch into a power meeting. When possible, schedule your more demanding conversations 30 minutes or more after you’ve taken your break.</p>\r\n\r\n<p>As reported in a <a href=\"http://www.scientificamerican.com/article/mental-downtime/\">Scientific American article</a>, a rested mind is a more productive mind. In addition, a study published in the journal Cognition highlights another upside to sporadic breaks that we rarely consider: goal reactivation.</p>\r\n\r\n<p>So take that break and enjoy your respite. It’s benefiting not only you but also your company and colleagues.</p>','5 tips for better lunch breaks','','inherit','closed','closed','','5484-revision-v1','','','2015-12-08 19:31:30','2015-12-08 19:31:30','',5484,'http://www.danamanciagli.com/5484-revision-v1/',0,'revision','',0),(5497,8264,'2015-12-08 19:35:47','2015-12-08 19:35:47','[caption id=\"attachment_5498\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads-225x300.jpg\" alt=\"5 steps for helping new grads transition to the workplace\" width=\"225\" height=\"300\" class=\"size-medium wp-image-5498\" /></a> 5 steps for helping new grads transition to the workplace[/caption]<p>There are plenty of benefits to hiring a recent college graduate, with many fresh-out-of-school recruits bringing an abundance of energy and new ideas to the (boardroom) table.</p>\r\n\r\n<p>There are, however, some “cons” to consider, too — issues grads themselves admit to facing upon entry into the work world.</p>\r\n\r\n<p>In a <a href=\"http://accountemps.rhi.mediaroom.com/2015-07-28-Real-World-Experience-Office-Politics-are-Top-Post-College-Challenges-for-Accountants-in-First-Job-Survey-Says\">survey by Accountemps</a>, more than half of accounting and finance professionals polled felt only somewhat prepared for their first job after college, with 14 percent saying they did not feel ready at all.</p>\r\n\r\n<p>Among their top concerns: an inability to handle office politics, inadequate technology or software skills, and a lack of the soft skills like industry awareness, flexibility and time management.</p>\r\n\r\n<p>While there are many things students can (and should!) do to prepare for their first jobs out of school, there are also steps employers may want to take to ease the transition after a new grad has been hired.</p>\r\n\r\n<p>Start with these five tips:</p>\r\n\r\n<p><b>1. Extend a warm welcome</b></p>\r\n\r\n<p>Making recent college graduates feel welcome at your workplace — even before their start date — can really pay off. From the time of their hire, encourage them to stay in touch by phone or email with any questions, and consider creating a Facebook group to help them keep up with company news and further familiarize themselves with your culture. Hosting special events is also a good idea; a first day on the job can be far less intimidating for newbies who’ve already mixed and mingled with members of their team.</p>\r\n\r\n<p><b>2. Nurture new talent</b></p>\r\n\r\n<p>A new graduate stands a better chance of succeeding in his or her role with the right support. Ensure you have more tenured staff members available to assist post-college employees in transitioning to working full time, and set up appropriate orientation and training programs to bring your new hires up to speed. From mentorships to job shadowing to hands-on training, well-executed onboarding measures will prove to be invaluable to your long-term investment in new graduates — particularly those who see themselves as lifelong learners (and many of them do).</p>\r\n\r\n<p><b>3. Meet them halfway on communication preferences</b></p>\r\n\r\n<p>There’s no denying that today’s college grads keep in touch differently than previous generations, thanks to new modes of communication like email and texting. While traditional oral and written communication is taught in school, recent graduates may still need guidance. By the same token, as an employer, it may be necessary for you and members of your team to adapt to a post-college hire’s style of communication. In other words, the key to success here is compromise.</p>\r\n\r\n<p><b>4. Nip issues in the bud</b></p>\r\n\r\n<p>If you see an attitude or behavior that needs to be corrected, address it immediately. For example, while it may seem obvious to a seasoned professional that proper business attire is required upon meeting a client, a new graduate may not have received the (often-unwritten) memo. Hopefully, he or she will only need to be reminded once before you see a change.</p>\r\n\r\n<p><b>5. Promote collaboration</b></p>\r\n\r\n<p>Professionals fresh from graduation like the freedom to accomplish their tasks, but they also favor collaborating with their colleagues as a team, according to recent <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> research on members of “Generation Z.” The survey showed that 64 percent of Gen Z respondents prefer working collaboratively with a small group in an office setting, versus working offsite.</p>\r\n\r\n<p>Companies that embrace new college graduates and step up their retention efforts when it comes to these hires will reap the benefits. They will be better able to capitalize on this generation’s good ideas and passionate engagement.</p>','5 steps for helping new grads transition to the workplace','','inherit','closed','closed','','5487-autosave-v1','','','2015-12-08 19:35:47','2015-12-08 19:35:47','',5487,'http://www.danamanciagli.com/5487-autosave-v1/',0,'revision','',0),(5498,8264,'2015-12-08 19:34:54','2015-12-08 19:34:54','5 steps for helping new grads transition to the workplace','5 steps for helping new grads transition to the workplace','5 steps for helping new grads transition to the workplace','inherit','open','closed','','5-tips-for-grads','','','2015-12-08 19:35:05','2015-12-08 19:35:05','',5487,'http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads.jpg',0,'attachment','image/jpeg',0),(5499,8264,'2015-12-08 19:35:31','2015-12-08 19:35:31','[caption id=\"attachment_5498\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/5-tips-for-grads-225x300.jpg\" alt=\"5 steps for helping new grads transition to the workplace\" width=\"225\" height=\"300\" class=\"size-medium wp-image-5498\" /></a> 5 steps for helping new grads transition to the workplace[/caption]<p>There are plenty of benefits to hiring a recent college graduate, with many fresh-out-of-school recruits bringing an abundance of energy and new ideas to the (boardroom) table.</p>\r\n\r\n<p>There are, however, some “cons” to consider, too — issues grads themselves admit to facing upon entry into the work world.</p>\r\n\r\n<p>In a <a href=\"http://accountemps.rhi.mediaroom.com/2015-07-28-Real-World-Experience-Office-Politics-are-Top-Post-College-Challenges-for-Accountants-in-First-Job-Survey-Says\">survey by Accountemps</a>, more than half of accounting and finance professionals polled felt only somewhat prepared for their first job after college, with 14 percent saying they did not feel ready at all.</p>\r\n\r\n<p>Among their top concerns: an inability to handle office politics, inadequate technology or software skills, and a lack of the soft skills like industry awareness, flexibility and time management.</p>\r\n\r\n<p>While there are many things students can (and should!) do to prepare for their first jobs out of school, there are also steps employers may want to take to ease the transition after a new grad has been hired.</p>\r\n\r\n<p>Start with these five tips:</p>\r\n\r\n<p><b>1. Extend a warm welcome</b></p>\r\n\r\n<p>Making recent college graduates feel welcome at your workplace — even before their start date — can really pay off. From the time of their hire, encourage them to stay in touch by phone or email with any questions, and consider creating a Facebook group to help them keep up with company news and further familiarize themselves with your culture. Hosting special events is also a good idea; a first day on the job can be far less intimidating for newbies who’ve already mixed and mingled with members of their team.</p>\r\n\r\n<p><b>2. Nurture new talent</b></p>\r\n\r\n<p>A new graduate stands a better chance of succeeding in his or her role with the right support. Ensure you have more tenured staff members available to assist post-college employees in transitioning to working full time, and set up appropriate orientation and training programs to bring your new hires up to speed. From mentorships to job shadowing to hands-on training, well-executed onboarding measures will prove to be invaluable to your long-term investment in new graduates — particularly those who see themselves as lifelong learners (and many of them do).</p>\r\n\r\n<p><b>3. Meet them halfway on communication preferences</b></p>\r\n\r\n<p>There’s no denying that today’s college grads keep in touch differently than previous generations, thanks to new modes of communication like email and texting. While traditional oral and written communication is taught in school, recent graduates may still need guidance. By the same token, as an employer, it may be necessary for you and members of your team to adapt to a post-college hire’s style of communication. In other words, the key to success here is compromise.</p>\r\n\r\n<p><b>4. Nip issues in the bud</b></p>\r\n\r\n<p>If you see an attitude or behavior that needs to be corrected, address it immediately. For example, while it may seem obvious to a seasoned professional that proper business attire is required upon meeting a client, a new graduate may not have received the (often-unwritten) memo. Hopefully, he or she will only need to be reminded once before you see a change.</p>\r\n\r\n<p><b>5. Promote collaboration</b></p>\r\n\r\n<p>Professionals fresh from graduation like the freedom to accomplish their tasks, but they also favor collaborating with their colleagues as a team, according to recent <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> research on members of “Generation Z.” The survey showed that 64 percent of Gen Z respondents prefer working collaboratively with a small group in an office setting, versus working offsite.</p>\r\n\r\n<p>Companies that embrace new college graduates and step up their retention efforts when it comes to these hires will reap the benefits. They will be better able to capitalize on this generation’s good ideas and passionate engagement.</p>','5 steps for helping new grads transition to the workplace','','inherit','closed','closed','','5487-revision-v1','','','2015-12-08 19:35:31','2015-12-08 19:35:31','',5487,'http://www.danamanciagli.com/5487-revision-v1/',0,'revision','',0),(5501,8311,'2015-12-30 02:59:26','2015-12-30 02:59:26','[caption id=\"attachment_5505\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000-300x200.jpg\" alt=\"3 tips for effective collaboration (without putting employers at risk)\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5505\" /></a> 3 tips for effective collaboration (without putting employers at risk)[/caption]<p>“Two heads are better than one.” That old idiom certainly holds true in the modern workplace, where employees are encouraged to harness the power of collaboration to produce the best possible results.</p>\r\n\r\n<p>By working together, employees can help develop better products and services, connect strategy with execution, make more effective business decisions and increase revenue.</p>\r\n\r\n<p>But in the extended enterprise in which we now work, collaboration involves team members, contractors, partners, suppliers and vendors distributed around the world.</p>\r\n\r\n<p>Content must be able to flow easily, but securely, between all parties. What’s more, millennials — who are now one-third of the workforce — opt for quick, casual and efficient interactions, preferring digital collaboration. And while there are numerous technologies available to help facilitate this, most collaboration tools that companies are providing aren’t meeting employees’ needs.</p>\r\n\r\n<p>According to a <a href=\"https://www.alfresco.com/sites/www.alfresco.com/files/dimesional-research-collab-survey-findings-report-082415.pdf\">recent survey</a> from <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/palo_alto/alfresco_software_inc/278748\">Alfresco Software</a>, an enterprise content management and business process management solution provider, 94 percent of knowledge workers recognize the importance of collaboration. While 83 percent use technology to collaborate, 59 percent are not satisfied with the tools that they have. This is particularly true among millennials, 71 percent of whom expressed challenges with workplace collaboration tools.</p>\r\n\r\n<p>This disconnect is causing workers to knowingly turn to unapproved consumer-grade tools with little concern about the security issues involved. So what can employees do to effectively collaborate without putting their employers at risk?</p>\r\n\r\n<p><strong>1. Don’t use personal email for work</strong></p>\r\n\r\n<p>Whether it is due to fewer file size restrictions, preference for using their own devices, or no access to corporate networks at home, employees often prefer using their personal email. In fact, according to Alfresco’s survey, 51 percent of workers admitted to using personal email accounts for work email.</p>\r\n\r\n<p>Enterprise security can be put at risk when employees use personal email for work purposes. Stick to your work email, especially when exchanging information and documents with people outside your immediate organization, or when dealing with sensitive information.</p>\r\n\r\n<p><strong>2. Use company-approved collaboration tools</strong></p>\r\n\r\n<p>As consumer file-sharing apps become even more intuitive and readily available at no or low cost, employees regularly turn to these convenient platforms when their enterprise collaboration tools don’t measure up. The Alfresco survey found that 51 percent of workers use public document-sharing tools, including Dropbox, Google Drive, iCloud and Instagram. That number is even higher for millennials and Gen X.</p>\r\n\r\n<p>Enterprise IT organizations are starting to catch up by adopting the tools that employees want to use or supporting the tools employees are already using. Check with your IT department to see what’s available and let them know what tools you want to use. There may be more tools available than you think. Or you could influence the new solutions that get purchased down the road.</p>\r\n\r\n<p><strong>3. Think about security</strong></p>\r\n\r\n<p>According to the Alfresco survey, only 38 percent of workers said that they always think about data security or privacy when sharing work content with clients, vendors, and other external stakeholders. The percentage is even less for Gen X and millennials.</p>\r\n\r\n<p>If you are going to use unapproved tools, at least understand the security risks involved and try to minimize them. The first rule: Do not use unsecure tools for sharing sensitive information. Each app has specific and varying degrees of security vulnerabilities that you should know about. And when using them, be sure to <a href=\"https://support.google.com/accounts/answer/32040?hl=en\">follow advice</a> on password creation and storage.</p>\r\n\r\n<p>Employers are beginning to recognize that today’s workplace collaboration solutions do not fit the ebb and flow of today’s extended enterprise and the digital preferences of our increasingly tech-savvy workforce. Businesses are starting to adopt solutions that can work effortlessly on the most popular computing systems and devices, provide user-friendly capabilities for wide adoption and, most importantly, safeguard critical content.</p>\r\n\r\n<p>In the meantime, however, employees must understand and appreciate their role in safeguarding their enterprise. Workers would be wise to stick to their work email and company-provided tools for work-related tasks.</p>','3 tips for effective collaboration (without putting employers at risk)','','publish','open','open','','3-tips-for-effective-collaboration-without-putting-employers-at-risk','','','2015-12-10 13:39:22','2015-12-10 13:39:22','',0,'http://www.danamanciagli.com/?p=5501',0,'post','',0),(5502,8264,'2015-12-09 13:58:43','2015-12-09 13:58:43','<p>“Two heads are better than one.” That old idiom certainly holds true in the modern workplace, where employees are encouraged to harness the power of collaboration to produce the best possible results.</p>\r\n\r\n<p>By working together, employees can help develop better products and services, connect strategy with execution, make more effective business decisions and increase revenue.</p>\r\n\r\n<p>But in the extended enterprise in which we now work, collaboration involves team members, contractors, partners, suppliers and vendors distributed around the world.</p>\r\n\r\n<p>Content must be able to flow easily, but securely, between all parties. What’s more, millennials — who are now one-third of the workforce — opt for quick, casual and efficient interactions, preferring digital collaboration. And while there are numerous technologies available to help facilitate this, most collaboration tools that companies are providing aren’t meeting employees’ needs.</p>\r\n\r\n<p>According to a <a href=\"https://www.alfresco.com/sites/www.alfresco.com/files/dimesional-research-collab-survey-findings-report-082415.pdf\">recent survey</a> from <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/palo_alto/alfresco_software_inc/278748\">Alfresco Software</a>, an enterprise content management and business process management solution provider, 94 percent of knowledge workers recognize the importance of collaboration. While 83 percent use technology to collaborate, 59 percent are not satisfied with the tools that they have. This is particularly true among millennials, 71 percent of whom expressed challenges with workplace collaboration tools.</p>\r\n\r\n<p>This disconnect is causing workers to knowingly turn to unapproved consumer-grade tools with little concern about the security issues involved. So what can employees do to effectively collaborate without putting their employers at risk?</p>\r\n\r\n<p><strong>1. Don’t use personal email for work</strong></p>\r\n\r\n<p>Whether it is due to fewer file size restrictions, preference for using their own devices, or no access to corporate networks at home, employees often prefer using their personal email. In fact, according to Alfresco’s survey, 51 percent of workers admitted to using personal email accounts for work email.</p>\r\n\r\n<p>Enterprise security can be put at risk when employees use personal email for work purposes. Stick to your work email, especially when exchanging information and documents with people outside your immediate organization, or when dealing with sensitive information.</p>\r\n\r\n<p><strong>2. Use company-approved collaboration tools</strong></p>\r\n\r\n<p>As consumer file-sharing apps become even more intuitive and readily available at no or low cost, employees regularly turn to these convenient platforms when their enterprise collaboration tools don’t measure up. The Alfresco survey found that 51 percent of workers use public document-sharing tools, including Dropbox, Google Drive, iCloud and Instagram. That number is even higher for millennials and Gen X.</p>\r\n\r\n<p>Enterprise IT organizations are starting to catch up by adopting the tools that employees want to use or supporting the tools employees are already using. Check with your IT department to see what’s available and let them know what tools you want to use. There may be more tools available than you think. Or you could influence the new solutions that get purchased down the road.</p>\r\n\r\n<p><strong>3. Think about security</strong></p>\r\n\r\n<p>According to the Alfresco survey, only 38 percent of workers said that they always think about data security or privacy when sharing work content with clients, vendors, and other external stakeholders. The percentage is even less for Gen X and millennials.</p>\r\n\r\n<p>If you are going to use unapproved tools, at least understand the security risks involved and try to minimize them. The first rule: Do not use unsecure tools for sharing sensitive information. Each app has specific and varying degrees of security vulnerabilities that you should know about. And when using them, be sure to<a href=\"https://support.google.com/accounts/answer/32040?hl=en\">follow advice</a> on password creation and storage.</p>\r\n\r\n<p>Employers are beginning to recognize that today’s workplace collaboration solutions do not fit the ebb and flow of today’s extended enterprise and the digital preferences of our increasingly tech-savvy workforce. Businesses are starting to adopt solutions that can work effortlessly on the most popular computing systems and devices, provide user-friendly capabilities for wide adoption and, most importantly, safeguard critical content.</p>\r\n\r\n<p>In the meantime, however, employees must understand and appreciate their role in safeguarding their enterprise. Workers would be wise to stick to their work email and company-provided tools for work-related tasks.</p>','3 tips for effective collaboration (without putting employers at risk)','','inherit','closed','closed','','5501-revision-v1','','','2015-12-09 13:58:43','2015-12-09 13:58:43','',5501,'http://www.danamanciagli.com/5501-revision-v1/',0,'revision','',0),(5503,8311,'2016-01-04 02:03:55','2016-01-04 02:03:55','[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 <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Nick%20Swaggert\">Nick Swaggert</a>, director of <a href=\"http://www.genesis10.com/veterans-program-2/\">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:</p>\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/\">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-2','','','2015-12-10 13:43:30','2015-12-10 13:43:30','',0,'http://www.danamanciagli.com/?p=5503',0,'post','',0),(5504,8264,'2015-12-09 14:03:35','2015-12-09 14:03:35','<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 <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Nick%20Swaggert\">Nick Swaggert</a>, director of <a href=\"http://www.genesis10.com/veterans-program-2/\">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:</p>\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/\">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','closed','closed','','5503-revision-v1','','','2015-12-09 14:03:35','2015-12-09 14:03:35','',5503,'http://www.danamanciagli.com/5503-revision-v1/',0,'revision','',0),(5505,8264,'2015-12-10 13:37:57','2015-12-10 13:37:57','','3 tips for effective collaboration (without putting employers at risk)','3 tips for effective collaboration (without putting employers at risk)','inherit','open','closed','','img_1000','','','2015-12-10 13:38:27','2015-12-10 13:38:27','',5501,'http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000.jpg',0,'attachment','image/jpeg',0),(5506,8264,'2015-12-10 13:38:34','2015-12-10 13:38:34','[caption id=\"attachment_5505\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000-300x200.jpg\" alt=\"3 tips for effective collaboration (without putting employers at risk)\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5505\" /></a> 3 tips for effective collaboration (without putting employers at risk)[/caption]<p>“Two heads are better than one.” That old idiom certainly holds true in the modern workplace, where employees are encouraged to harness the power of collaboration to produce the best possible results.</p>\r\n\r\n<p>By working together, employees can help develop better products and services, connect strategy with execution, make more effective business decisions and increase revenue.</p>\r\n\r\n<p>But in the extended enterprise in which we now work, collaboration involves team members, contractors, partners, suppliers and vendors distributed around the world.</p>\r\n\r\n<p>Content must be able to flow easily, but securely, between all parties. What’s more, millennials — who are now one-third of the workforce — opt for quick, casual and efficient interactions, preferring digital collaboration. And while there are numerous technologies available to help facilitate this, most collaboration tools that companies are providing aren’t meeting employees’ needs.</p>\r\n\r\n<p>According to a <a href=\"https://www.alfresco.com/sites/www.alfresco.com/files/dimesional-research-collab-survey-findings-report-082415.pdf\">recent survey</a> from <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/palo_alto/alfresco_software_inc/278748\">Alfresco Software</a>, an enterprise content management and business process management solution provider, 94 percent of knowledge workers recognize the importance of collaboration. While 83 percent use technology to collaborate, 59 percent are not satisfied with the tools that they have. This is particularly true among millennials, 71 percent of whom expressed challenges with workplace collaboration tools.</p>\r\n\r\n<p>This disconnect is causing workers to knowingly turn to unapproved consumer-grade tools with little concern about the security issues involved. So what can employees do to effectively collaborate without putting their employers at risk?</p>\r\n\r\n<p><strong>1. Don’t use personal email for work</strong></p>\r\n\r\n<p>Whether it is due to fewer file size restrictions, preference for using their own devices, or no access to corporate networks at home, employees often prefer using their personal email. In fact, according to Alfresco’s survey, 51 percent of workers admitted to using personal email accounts for work email.</p>\r\n\r\n<p>Enterprise security can be put at risk when employees use personal email for work purposes. Stick to your work email, especially when exchanging information and documents with people outside your immediate organization, or when dealing with sensitive information.</p>\r\n\r\n<p><strong>2. Use company-approved collaboration tools</strong></p>\r\n\r\n<p>As consumer file-sharing apps become even more intuitive and readily available at no or low cost, employees regularly turn to these convenient platforms when their enterprise collaboration tools don’t measure up. The Alfresco survey found that 51 percent of workers use public document-sharing tools, including Dropbox, Google Drive, iCloud and Instagram. That number is even higher for millennials and Gen X.</p>\r\n\r\n<p>Enterprise IT organizations are starting to catch up by adopting the tools that employees want to use or supporting the tools employees are already using. Check with your IT department to see what’s available and let them know what tools you want to use. There may be more tools available than you think. Or you could influence the new solutions that get purchased down the road.</p>\r\n\r\n<p><strong>3. Think about security</strong></p>\r\n\r\n<p>According to the Alfresco survey, only 38 percent of workers said that they always think about data security or privacy when sharing work content with clients, vendors, and other external stakeholders. The percentage is even less for Gen X and millennials.</p>\r\n\r\n<p>If you are going to use unapproved tools, at least understand the security risks involved and try to minimize them. The first rule: Do not use unsecure tools for sharing sensitive information. Each app has specific and varying degrees of security vulnerabilities that you should know about. And when using them, be sure to<a href=\"https://support.google.com/accounts/answer/32040?hl=en\">follow advice</a> on password creation and storage.</p>\r\n\r\n<p>Employers are beginning to recognize that today’s workplace collaboration solutions do not fit the ebb and flow of today’s extended enterprise and the digital preferences of our increasingly tech-savvy workforce. Businesses are starting to adopt solutions that can work effortlessly on the most popular computing systems and devices, provide user-friendly capabilities for wide adoption and, most importantly, safeguard critical content.</p>\r\n\r\n<p>In the meantime, however, employees must understand and appreciate their role in safeguarding their enterprise. Workers would be wise to stick to their work email and company-provided tools for work-related tasks.</p>','3 tips for effective collaboration (without putting employers at risk)','','inherit','closed','closed','','5501-autosave-v1','','','2015-12-10 13:38:34','2015-12-10 13:38:34','',5501,'http://www.danamanciagli.com/5501-autosave-v1/',0,'revision','',0),(5507,8264,'2015-12-10 13:39:22','2015-12-10 13:39:22','[caption id=\"attachment_5505\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_1000-300x200.jpg\" alt=\"3 tips for effective collaboration (without putting employers at risk)\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5505\" /></a> 3 tips for effective collaboration (without putting employers at risk)[/caption]<p>“Two heads are better than one.” That old idiom certainly holds true in the modern workplace, where employees are encouraged to harness the power of collaboration to produce the best possible results.</p>\r\n\r\n<p>By working together, employees can help develop better products and services, connect strategy with execution, make more effective business decisions and increase revenue.</p>\r\n\r\n<p>But in the extended enterprise in which we now work, collaboration involves team members, contractors, partners, suppliers and vendors distributed around the world.</p>\r\n\r\n<p>Content must be able to flow easily, but securely, between all parties. What’s more, millennials — who are now one-third of the workforce — opt for quick, casual and efficient interactions, preferring digital collaboration. And while there are numerous technologies available to help facilitate this, most collaboration tools that companies are providing aren’t meeting employees’ needs.</p>\r\n\r\n<p>According to a <a href=\"https://www.alfresco.com/sites/www.alfresco.com/files/dimesional-research-collab-survey-findings-report-082415.pdf\">recent survey</a> from <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/palo_alto/alfresco_software_inc/278748\">Alfresco Software</a>, an enterprise content management and business process management solution provider, 94 percent of knowledge workers recognize the importance of collaboration. While 83 percent use technology to collaborate, 59 percent are not satisfied with the tools that they have. This is particularly true among millennials, 71 percent of whom expressed challenges with workplace collaboration tools.</p>\r\n\r\n<p>This disconnect is causing workers to knowingly turn to unapproved consumer-grade tools with little concern about the security issues involved. So what can employees do to effectively collaborate without putting their employers at risk?</p>\r\n\r\n<p><strong>1. Don’t use personal email for work</strong></p>\r\n\r\n<p>Whether it is due to fewer file size restrictions, preference for using their own devices, or no access to corporate networks at home, employees often prefer using their personal email. In fact, according to Alfresco’s survey, 51 percent of workers admitted to using personal email accounts for work email.</p>\r\n\r\n<p>Enterprise security can be put at risk when employees use personal email for work purposes. Stick to your work email, especially when exchanging information and documents with people outside your immediate organization, or when dealing with sensitive information.</p>\r\n\r\n<p><strong>2. Use company-approved collaboration tools</strong></p>\r\n\r\n<p>As consumer file-sharing apps become even more intuitive and readily available at no or low cost, employees regularly turn to these convenient platforms when their enterprise collaboration tools don’t measure up. The Alfresco survey found that 51 percent of workers use public document-sharing tools, including Dropbox, Google Drive, iCloud and Instagram. That number is even higher for millennials and Gen X.</p>\r\n\r\n<p>Enterprise IT organizations are starting to catch up by adopting the tools that employees want to use or supporting the tools employees are already using. Check with your IT department to see what’s available and let them know what tools you want to use. There may be more tools available than you think. Or you could influence the new solutions that get purchased down the road.</p>\r\n\r\n<p><strong>3. Think about security</strong></p>\r\n\r\n<p>According to the Alfresco survey, only 38 percent of workers said that they always think about data security or privacy when sharing work content with clients, vendors, and other external stakeholders. The percentage is even less for Gen X and millennials.</p>\r\n\r\n<p>If you are going to use unapproved tools, at least understand the security risks involved and try to minimize them. The first rule: Do not use unsecure tools for sharing sensitive information. Each app has specific and varying degrees of security vulnerabilities that you should know about. And when using them, be sure to <a href=\"https://support.google.com/accounts/answer/32040?hl=en\">follow advice</a> on password creation and storage.</p>\r\n\r\n<p>Employers are beginning to recognize that today’s workplace collaboration solutions do not fit the ebb and flow of today’s extended enterprise and the digital preferences of our increasingly tech-savvy workforce. Businesses are starting to adopt solutions that can work effortlessly on the most popular computing systems and devices, provide user-friendly capabilities for wide adoption and, most importantly, safeguard critical content.</p>\r\n\r\n<p>In the meantime, however, employees must understand and appreciate their role in safeguarding their enterprise. Workers would be wise to stick to their work email and company-provided tools for work-related tasks.</p>','3 tips for effective collaboration (without putting employers at risk)','','inherit','closed','closed','','5501-revision-v1','','','2015-12-10 13:39:22','2015-12-10 13:39:22','',5501,'http://www.danamanciagli.com/5501-revision-v1/',0,'revision','',0),(5508,8264,'2015-12-10 13:42:52','2015-12-10 13:42:52','[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 <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Nick%20Swaggert\">Nick Swaggert</a>, director of <a href=\"http://www.genesis10.com/veterans-program-2/\">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:</p>\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/\">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','closed','closed','','5503-autosave-v1','','','2015-12-10 13:42:52','2015-12-10 13:42:52','',5503,'http://www.danamanciagli.com/5503-autosave-v1/',0,'revision','',0),(5509,8264,'2015-12-10 13:42:40','2015-12-10 13:42:40','[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 <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Nick%20Swaggert\">Nick Swaggert</a>, director of <a href=\"http://www.genesis10.com/veterans-program-2/\">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:</p>\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/\">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','closed','closed','','5503-revision-v1','','','2015-12-10 13:42:40','2015-12-10 13:42:40','',5503,'http://www.danamanciagli.com/5503-revision-v1/',0,'revision','',0),(5513,8311,'2016-01-18 02:16:21','2016-01-18 02:16:21','[caption id=\"attachment_5568\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787-300x200.jpg\" alt=\"8 reasons why you should hire a veteran\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5568\" /></a> 8 reasons why you should hire a veteran[/caption]<p>Unemployment continues to <a href=\"http://ns2serves.org/blog/2014-11-04-infographics-on-post-911-veterans-unemployment-and-the-ns2-serves-solution/\">plague many veterans</a> once they leave the military. Despite their years of dedicated service and a wide variety of work and life skills, veterans are struggling to secure full-time jobs to support themselves and their families.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joseph%20Kernan\">Joseph Kernan</a>, NS2 Serves Chairman and Vice Admiral (Ret.), U.S. Navy, “Hiring a veteran not only provides your company with a devoted employee who has the potential to become a highly productive member of the team, but you’re also giving a deserving veteran a fresh start in post-military life and a chance at a fulfilling career.”</p>\r\n\r\n<p>He explained, “This is why SAP National Security Services established the nonprofit NS2 Serves, to train and employ veterans in high-tech careers. Through this program for predominantly enlisted men and women, we prepare graduates with the skills that hiring managers and organizations look for in a highly qualified, technically-trained, and dedicated employee.\"</p>\r\n\r\n<p>Asked why organizations should hire a veteran, he suggests eight compelling qualities that demonstrate why a veteran should be your next pick.</p>\r\n\r\n<p><b>1. Veterans strive to be leaders</b></p>\r\n\r\n<p>In the military, leadership is continually fostered until it becomes an ingrained attribute. Veterans respect and understand the roles of leaders and willingly accept and seek leadership opportunities. Most importantly, there is a clear understanding of a preeminent responsibility to those entrusted with leadership roles — lead by example, in a way that they would like to be led.</p>\r\n\r\n<p><b>2. Veterans know how to work as a team</b></p>\r\n\r\n<p>Working successfully in a team is considered an essential skill in most workplaces; it’s also the foundation on which safe and successful military operations are conducted. Veterans have developed an uncompromising responsibility to their peers, subordinates and superiors alike. They understand that there is “no I in team” and that success is invariably related to the depth of teamwork.</p>\r\n\r\n<p><b>3. Veterans are trained to quickly learn new skills and concepts</b></p>\r\n\r\n<p>While in the service, members of the military are continually trained in a multitude of cross-functional skills. The demand for both administrative and occupational skills is high, and the ability to adapt to technological enhancements is essential. Whether it’s an IT system or a complex weapon system, veterans must master the operations and react quickly to flaws and failures, or risk mission success.</p>\r\n\r\n<p><b>4. Veterans are mission/goal oriented</b></p>\r\n\r\n<p>In the military, the mission is paramount. Vets have been trained to adapt to complex tasks that are inherent in office and field settings. Their sense of duty, responsibility, and accountability for job performance and mission success is an enduring priority. The culture and training in our military continues to breed success and respect around the world.</p>\r\n\r\n<p><b>5. Veterans have the ability to perform in high stress situations</b></p>\r\n\r\n<p>In today’s fast-paced work environment, having the ability to persevere under difficult or stressful circumstances is crucial. Veterans are trained and expected to perform under stress, and still accomplish tasks in a timely and effective manner. They must do so with the resources at hand.</p>\r\n\r\n<p><b>6. Veterans can thrive in a structured environment</b></p>\r\n\r\n<p>Some companies may hesitate when hiring a veteran due to the fact their previous experience doesn’t appear office-related. To the contrary, veterans have a deep sense of accountability and they understand how policies and procedures are necessary for stability, safety and productivity. They’re able to follow rules and schedules, and value organization and discipline.</p>\r\n\r\n<p><b>7. Veterans are able to adapt accordingly</b></p>\r\n\r\n<p>While in the military, veterans undergo rigorous training programs to become experts in a wide range of skills and concepts that are applicable in a civilian work environment. Being able to adapt to changing situations is imperative to mission success in the military and, when transferred to the workplace, it ensures a highly successful employee. While military duties stress teamwork and group productivity, they also build individuals who are able to perform independently when the situation demands it.</p>\r\n\r\n<p><b>8. Veterans have strong communication skills</b></p>\r\n\r\n<p>Veterans have learned to work effectively side by side with individuals regardless of race, gender, religion, ethnic and cultural backgrounds, economic status and geographic origins. As well, regardless of varying intellectual and physical abilities, each individual is respected for his or her critical role in the organization. Military personnel are taught to have a questioning and thoughtful mentality, and they are not afraid to offer perspective and recommendations to supervisors in a respectful manner.</p>\r\n\r\n<p>Kernan asserts that, “From the day they begin their training, military personnel are instilled with a strong sense of character and work ethic. They are able to fill leadership voids, or follow direction until the goal has been achieved.”</p>\r\n\r\n<p>He believes every organization should look to veterans when the time comes to grow, or fill vacated positions, and calls on organizations to help support those who preserve our values and security. <a href=\"http://ns2serves.org/help-us-help-vets.html\">Hire a vet today.</a></p>','8 reasons why you should hire a veteran','','publish','open','open','','8-reasons-hire-veteran','','','2016-01-12 14:26:38','2016-01-12 14:26:38','',0,'http://www.danamanciagli.com/?p=5513',0,'post','',0),(5514,8264,'2015-12-16 20:11:53','2015-12-16 20:11:53','<p>Unemployment continues to <a href=\"http://ns2serves.org/blog/2014-11-04-infographics-on-post-911-veterans-unemployment-and-the-ns2-serves-solution/\">plague many veterans</a> once they leave the military. Despite their years of dedicated service and a wide variety of work and life skills, veterans are struggling to secure full-time jobs to support themselves and their families.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joseph%20Kernan\">Joseph Kernan</a>, NS2 Serves Chairman and Vice Admiral (Ret.), U.S. Navy, “Hiring a veteran not only provides your company with a devoted employee who has the potential to become a highly productive member of the team, but you’re also giving a deserving veteran a fresh start in post-military life and a chance at a fulfilling career.”</p>\r\n\r\n<p>He explained, “This is why SAP National Security Services established the nonprofit NS2 Serves, to train and employ veterans in high-tech careers. Through this program for predominantly enlisted men and women, we prepare graduates with the skills that hiring managers and organizations look for in a highly qualified, technically-trained, and dedicated employee.\"</p>\r\n\r\n<p>Asked why organizations should hire a veteran, he suggests eight compelling qualities that demonstrate why a veteran should be your next pick.</p>\r\n\r\n<p><b>1. Veterans strive to be leaders</b></p>\r\n\r\n<p>In the military, leadership is continually fostered until it becomes an ingrained attribute. Veterans respect and understand the roles of leaders and willingly accept and seek leadership opportunities. Most importantly, there is a clear understanding of a preeminent responsibility to those entrusted with leadership roles — lead by example, in a way that they would like to be led.</p>\r\n\r\n<p><b>2. Veterans know how to work as a team</b></p>\r\n\r\n<p>Working successfully in a team is considered an essential skill in most workplaces; it’s also the foundation on which safe and successful military operations are conducted. Veterans have developed an uncompromising responsibility to their peers, subordinates and superiors alike. They understand that there is “no I in team” and that success is invariably related to the depth of teamwork.</p>\r\n\r\n<p><b>3. Veterans are trained to quickly learn new skills and concepts</b></p>\r\n\r\n<p>While in the service, members of the military are continually trained in a multitude of cross-functional skills. The demand for both administrative and occupational skills is high, and the ability to adapt to technological enhancements is essential. Whether it’s an IT system or a complex weapon system, veterans must master the operations and react quickly to flaws and failures, or risk mission success.</p>\r\n\r\n<p><b>4. Veterans are mission/goal oriented</b></p>\r\n\r\n<p>In the military, the mission is paramount. Vets have been trained to adapt to complex tasks that are inherent in office and field settings. Their sense of duty, responsibility, and accountability for job performance and mission success is an enduring priority. The culture and training in our military continues to breed success and respect around the world.</p>\r\n\r\n<p><b>5. Veterans have the ability to perform in high stress situations</b></p>\r\n\r\n<p>In today’s fast-paced work environment, having the ability to persevere under difficult or stressful circumstances is crucial. Veterans are trained and expected to perform under stress, and still accomplish tasks in a timely and effective manner. They must do so with the resources at hand.</p>\r\n\r\n<p><b>6. Veterans can thrive in a structured environment</b></p>\r\n\r\n<p>Some companies may hesitate when hiring a veteran due to the fact their previous experience doesn’t appear office-related. To the contrary, veterans have a deep sense of accountability and they understand how policies and procedures are necessary for stability, safety and productivity. They’re able to follow rules and schedules, and value organization and discipline.</p>\r\n\r\n<p><b>7. Veterans are able to adapt accordingly</b></p>\r\n\r\n<p>While in the military, veterans undergo rigorous training programs to become experts in a wide range of skills and concepts that are applicable in a civilian work environment. Being able to adapt to changing situations is imperative to mission success in the military and, when transferred to the workplace, it ensures a highly successful employee. While military duties stress teamwork and group productivity, they also build individuals who are able to perform independently when the situation demands it.</p>\r\n\r\n<p><b>8. Veterans have strong communication skills</b></p>\r\n\r\n<p>Veterans have learned to work effectively side by side with individuals regardless of race, gender, religion, ethnic and cultural backgrounds, economic status and geographic origins. As well, regardless of varying intellectual and physical abilities, each individual is respected for his or her critical role in the organization. Military personnel are taught to have a questioning and thoughtful mentality, and they are not afraid to offer perspective and recommendations to supervisors in a respectful manner.</p>\r\n\r\n<p>Kernan asserts that, “From the day they begin their training, military personnel are instilled with a strong sense of character and work ethic. They are able to fill leadership voids, or follow direction until the goal has been achieved.”</p>\r\n\r\n<p>He believes every organization should look to veterans when the time comes to grow, or fill vacated positions, and calls on organizations to help support those who preserve our values and security. <a href=\"http://ns2serves.org/help-us-help-vets.html\">Hire a vet today.</a></p>','8 reasons why you should hire a veteran','','inherit','closed','closed','','5513-revision-v1','','','2015-12-16 20:11:53','2015-12-16 20:11:53','',5513,'http://www.danamanciagli.com/5513-revision-v1/',0,'revision','',0),(5515,8311,'2016-01-11 20:15:34','2016-01-11 20:15:34','[caption id=\"attachment_5565\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs-300x225.jpg\" alt=\"6 steps military veterans can take to find great jobs\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5565\" /></a> 6 steps military veterans can take to find great jobs[/caption]<p>America’s recent military veterans — especially young enlisted members completing a single term of service — continue to lag behind their civilian peers in finding high-quality jobs that take advantage of their education, skills and experience.</p>\r\n\r\n<p>According to a <a href=\"http://vets.syr.edu/wp-content/uploads/2015/06/IVMF_Employment-Situation-for-May-2015.pdf\">2015 report</a> from the Bureau of Labor, young post-9/11 veterans are three times more likely to be unemployed than the average American, despite military skills, experiences and accomplishments that could be valued by the civilian job market — even though they are not always easily translatable.</p>\r\n\r\n<p>Veterans seeking employment are facing challenges upon returning to the civilian workforce. In theory, there are a lot more jobs open to veterans than there are unemployed vets. In practice, however, there is a disconnection between the supply of job-market-ready veterans and companies that want to hire them.</p>\r\n\r\n<p>That’s where the <a href=\"http://www.callofdutyendowment.org/\">Call of Duty Endowment</a> comes in. The Endowment is America’s preeminent philanthropic veteran placement organization, which has helped over 16,000 veterans start meaningful careers since 2009. The endowment provides funds to the top organizations that prepare veterans for the job market and seeks to persuade employers that it’s in their interest to hire former service members.</p>\r\n\r\n<p>I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Goldenberg\">Dan Goldenberg</a>, Executive Director of the Endowment and a commander in the Navy Reserve, to get his thoughts on how returning military veterans can find and land a dream job. His suggestions:</p>\r\n\r\n<p><b>1. Set goals</b></p>\r\n\r\n<p>It’s pointless to start a job search unless you know the following three pieces of information:</p>\r\n<ul>\r\n	<li>Where do you want to live?</li>\r\n	<li>Which industry do you want to work in?</li>\r\n	<li>Which job function do you want to perform? This is the question that stumps most veterans without civilian work experience and refers to occupations like marketing, finance, IT, sales, etc.</li>\r\n</ul>\r\n<p><b>2. Gather intelligence</b></p>\r\n\r\n<p>Do extensive research on the industries, functions and companies that you are interested in. Here are some key questions to answer:</p>\r\n<ul>\r\n	<li>What are the long-term growth prospects for your chosen industry?</li>\r\n	<li>What are the top three companies in the industry and what is the corporate culture like?</li>\r\n	<li>What are the experience and education requirements for functions of interest?</li>\r\n	<li>Are there special training or apprenticeship programs offered in the industry?</li>\r\n</ul>\r\n<p>If selected for an interview, veterans should conduct similar research on hiring companies before they go in for interviews. Use sites like LinkedIn to learn about hiring managers: what their positions are, any personal connections you may have with them, and if possible, their own career journeys.</p>\r\n\r\n<p><b>3. Build your network</b></p>\r\n\r\n<p>Developing a civilian network is key to finding a good job today. Determine what you want to do and who you need to meet. Building a great profile on networking sites such as LinkedIn is only a first step.</p>\r\n\r\n<p>Networking should not be limited to the virtual world. Attend local meetups and trade shows to connect with recruiters and potential employers, and expand your overall network. Do so with a purpose — have a goal when going into these situations or you’re just wasting your time.</p>\r\n\r\n<p>Perhaps most important, ask those in your current network for help, and don’t limit yourself geographically. Often the friend-of-a-friend connection makes the biggest difference. But, there are three important caveats to networking:</p>\r\n\r\n<p>Never ask for a job in a networking situation, but do ask to learn about a person’s experience in a career area that interests you.</p>\r\n\r\n<p><b>4. Tailor your resume</b></p>\r\n\r\n<p>Your resume should address the job description of the position you are seeking. Take the time to match the language in the job description/posting with each resume you submit.</p>\r\n\r\n<p>Consider your language and make sure that you are clearly communicating how your military skills translate to and are applicable for a civilian job. Unfortunately, you will not be a good judge of this. Have non-veteran friends or family members read your resume and ask them to point out any wording they do not understand.</p>\r\n\r\n<p><b>5. Refine your interviewing skills</b></p>\r\n\r\n<p>Before heading into an interview, write down the three main points or takeaways that you would like to leave with your interviewer. Make sure that these points are succinct; yet still tell a story about your background.</p>\r\n\r\n<p>Fit them into a “situation to action to result” format. Spend a very brief time (no more than 30 seconds) setting up the background, spend the bulk of the time describing what you did that exhibits something important to the interviewer about yourself, then provide results demonstrating the effectiveness of your action.</p>\r\n\r\n<p>Then, practice, practice, practice. Rehearse your points for friends, family, or in front of the mirror to make sure you can integrate them into your conversation with your interviewer.</p>\r\n\r\n<p>By the way, there’s no excuse for not having great, polished answers for why you’re interested in the industry, company and specific position; you will most certainly be asked these questions. No one was ever turned down for a job for being too prepared!</p>\r\n\r\n<p><b>6. Follow up</b></p>\r\n\r\n<p>Once you’ve nailed your interview, make sure to thank your interviewer for his or her time with a personal note. A short but well-written email goes a long way in an era of less formal communication. Carefully proofread your communication. Use this opportunity to reinforce your enthusiasm for the job and the skills you bring to the position.</p>\r\n\r\n<p>Most importantly, Goldenberg emphasizes that there are a lot of great organizations out there that are ready to help veterans with their job search. You can find some of the most outstanding ones<a href=\"http://www.callofdutyendowment.org/seal_of_distinction\">here</a>.</p>','6 steps military veterans can take to find great jobs','','publish','open','open','','6-steps-military-veterans-can-take-to-find-great-jobs','','','2016-01-12 14:23:06','2016-01-12 14:23:06','',0,'http://www.danamanciagli.com/?p=5515',0,'post','',1),(5516,8264,'2015-12-16 20:15:34','2015-12-16 20:15:34','<p>America’s recent military veterans — especially young enlisted members completing a single term of service — continue to lag behind their civilian peers in finding high-quality jobs that take advantage of their education, skills and experience.</p>\r\n\r\n<p>According to a <a href=\"http://vets.syr.edu/wp-content/uploads/2015/06/IVMF_Employment-Situation-for-May-2015.pdf\">2015 report</a> from the Bureau of Labor, young post-9/11 veterans are three times more likely to be unemployed than the average American, despite military skills, experiences and accomplishments that could be valued by the civilian job market — even though they are not always easily translatable.</p>\r\n\r\n<p>Veterans seeking employment are facing challenges upon returning to the civilian workforce. In theory, there are a lot more jobs open to veterans than there are unemployed vets. In practice, however, there is a disconnection between the supply of job-market-ready veterans and companies that want to hire them.</p>\r\n\r\n<p>That’s where the <a href=\"http://www.callofdutyendowment.org/\">Call of Duty Endowment</a> comes in. The Endowment is America’s preeminent philanthropic veteran placement organization, which has helped over 16,000 veterans start meaningful careers since 2009. The endowment provides funds to the top organizations that prepare veterans for the job market and seeks to persuade employers that it’s in their interest to hire former service members.</p>\r\n\r\n<p>I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Goldenberg\">Dan Goldenberg</a>, Executive Director of the Endowment and a commander in the Navy Reserve, to get his thoughts on how returning military veterans can find and land a dream job. His suggestions:</p>\r\n\r\n<p><b>1. Set goals</b></p>\r\n\r\n<p>It’s pointless to start a job search unless you know the following three pieces of information:</p>\r\n<ul>\r\n	<li>Where do you want to live?</li>\r\n	<li>Which industry do you want to work in?</li>\r\n	<li>Which job function do you want to perform? This is the question that stumps most veterans without civilian work experience and refers to occupations like marketing, finance, IT, sales, etc.</li>\r\n</ul>\r\n<p><b>2. Gather intelligence</b></p>\r\n\r\n<p>Do extensive research on the industries, functions and companies that you are interested in. Here are some key questions to answer:</p>\r\n<ul>\r\n	<li>What are the long-term growth prospects for your chosen industry?</li>\r\n	<li>What are the top three companies in the industry and what is the corporate culture like?</li>\r\n	<li>What are the experience and education requirements for functions of interest?</li>\r\n	<li>Are there special training or apprenticeship programs offered in the industry?</li>\r\n</ul>\r\n<p>If selected for an interview, veterans should conduct similar research on hiring companies before they go in for interviews. Use sites like LinkedIn to learn about hiring managers: what their positions are, any personal connections you may have with them, and if possible, their own career journeys.</p>\r\n\r\n<p><b>3. Build your network</b></p>\r\n\r\n<p>Developing a civilian network is key to finding a good job today. Determine what you want to do and who you need to meet. Building a great profile on networking sites such as LinkedIn is only a first step.</p>\r\n\r\n<p>Networking should not be limited to the virtual world. Attend local meetups and trade shows to connect with recruiters and potential employers, and expand your overall network. Do so with a purpose — have a goal when going into these situations or you’re just wasting your time.</p>\r\n\r\n<p>Perhaps most important, ask those in your current network for help, and don’t limit yourself geographically. Often the friend-of-a-friend connection makes the biggest difference. But, there are three important caveats to networking:</p>\r\n\r\n<p>Never ask for a job in a networking situation, but do ask to learn about a person’s experience in a career area that interests you.</p>\r\n\r\n<p><b>4. Tailor your resume</b></p>\r\n\r\n<p>Your resume should address the job description of the position you are seeking. Take the time to match the language in the job description/posting with each resume you submit.</p>\r\n\r\n<p>Consider your language and make sure that you are clearly communicating how your military skills translate to and are applicable for a civilian job. Unfortunately, you will not be a good judge of this. Have non-veteran friends or family members read your resume and ask them to point out any wording they do not understand.</p>\r\n\r\n<p><b>5. Refine your interviewing skills</b></p>\r\n\r\n<p>Before heading into an interview, write down the three main points or takeaways that you would like to leave with your interviewer. Make sure that these points are succinct; yet still tell a story about your background.</p>\r\n\r\n<p>Fit them into a “situation to action to result” format. Spend a very brief time (no more than 30 seconds) setting up the background, spend the bulk of the time describing what you did that exhibits something important to the interviewer about yourself, then provide results demonstrating the effectiveness of your action.</p>\r\n\r\n<p>Then, practice, practice, practice. Rehearse your points for friends, family, or in front of the mirror to make sure you can integrate them into your conversation with your interviewer.</p>\r\n\r\n<p>By the way, there’s no excuse for not having great, polished answers for why you’re interested in the industry, company and specific position; you will most certainly be asked these questions. No one was ever turned down for a job for being too prepared!</p>\r\n\r\n<p><b>6. Follow up</b></p>\r\n\r\n<p>Once you’ve nailed your interview, make sure to thank your interviewer for his or her time with a personal note. A short but well-written email goes a long way in an era of less formal communication. Carefully proofread your communication. Use this opportunity to reinforce your enthusiasm for the job and the skills you bring to the position.</p>\r\n\r\n<p>Most importantly, Goldenberg emphasizes that there are a lot of great organizations out there that are ready to help veterans with their job search. You can find some of the most outstanding ones<a href=\"http://www.callofdutyendowment.org/seal_of_distinction\">here</a>.</p>','6 steps military veterans can take to find great jobs','','inherit','closed','closed','','5515-revision-v1','','','2015-12-16 20:15:34','2015-12-16 20:15:34','',5515,'http://www.danamanciagli.com/5515-revision-v1/',0,'revision','',0),(5517,7636,'2016-04-29 00:19:20','2016-04-29 00:19:20','<h3>Thank you for registering and welcome to your FREE downloads of your \"Cut the Crap, Get a Job!\" tools to accompany the book of the same title.  I have added you to my newsletter and your information is guaranteed to be secure.</h3>\n<h3><span style=\"color: #3366ff; font-size: large;\"><span style=\"color: #ff6600;\">Download your FREE Cut the Crap (CTC) Book Tools here:</span>  </span></h3>\n<table border=\"0\" width=\"621\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\"><b>Tool Name</b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p align=\"center\"><b>Description</b><b></b></p>\n</td>\n<td valign=\"top\" width=\"141\">\n<p style=\"text-align: center;\" align=\"center\"><b> Click on Image to Download</b></p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Search Organizer<a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Organizer_030413.onepkg\"><img class=\"aligncenter size-full wp-image-1292\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/note.jpg\" alt=\"note\" width=\"71\" height=\"68\" /></a></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p style=\"text-align: center;\"><em> </em></p>\nImagine having a notebook or binder available on your desk and smartphone electronically. Within this pre-designed <b><i>Cut the Crap (CTC) </i></b><b><i>Job Search Organizer</i></b> is everything you need to secure your next career move faster.\n<p style=\"text-align: left;\">Follow it step by step and log your activities, follow up and results.</p>\n&nbsp;</td>\n<td valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Organizer_030413.onepkg\"><img class=\"aligncenter size-thumbnail wp-image-1237\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_job_search_organizer_1024x1024-e1363271858538-100x100.png\" alt=\"image_job_search_organizer_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Goal Profile\n<a href=\"http://www.danamanciagli.com/free-version/CTC_Goal_Profile_022413.docx\"><img class=\"aligncenter size-full wp-image-1293\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">Complete this <b><i>Cut the Crap (CTC) Goal Profile</i></b> tool in order to clarify your job search goal and be able to share it with your network while focusing your job search, too. Read the full chapter about this technique in <b><i>Cut the Crap, Get a Job! </i></b>on Amazon.</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Goal_Profile_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1209\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_goal_profile_30213_1024x1024-e1363271926153-100x100.png\" alt=\"image_of_goal_profile_30213_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Search Schedule\n<a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Schedule_022413.docx\"><b><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">Put yourself on a program by completing this <b><i>Cut the Crap (CTC) Job Search Schedule </i></b>tool and keeping it up to date. Populate your calendar with the specific activities so you don’t miss a beat.</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Schedule_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1239\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/Image_of_Jb_Search_Schedule_030213_1024x1024-e1363271826745-100x100.png\" alt=\"Image_of_Jb_Search_Schedule_030213_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b><b>CTC Candidate Packet Guide</b>\n<a href=\"http://www.danamanciagli.com/free-version/CTC_Candidate_Packet_Sample_A_021813.docx\"><b><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">You have not seen this before! This is a revolutionary, new way to apply to every job. Build your <b><i>Cut the Crap </i>(CTC) Candidate Packet</b> for every job application from this day forward and you will see the results. Read the full chapter about this technique in <b><i>Cut the Crap, Get a Job! </i></b>on Amazon.</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Candidate_Packet_Sample_A_021813.docx\"><img class=\"aligncenter size-thumbnail wp-image-1157\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/ctc_candidate_packet_22713_1024x1024-e1363271989866-100x100.png\" alt=\"ctc_candidate_packet_22713_1024x1024\" width=\"100\" height=\"100\" /></a><a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Schedule_022413.docx\">\n</a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Networking Plan\n<a href=\"http://www.danamanciagli.com/free-version/CTC_Networking_Plan_022413.docx\"><b><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">Use this <b><i>Cut the Crap (CTC) Networking Plan</i></b> tool to think differently about who can be helpful from your existing network AND design who you want to meet to help you with your job search. Be focused and clear with your networking objective.</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Networking_Plan_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1243\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_ctc_networking_plan_30213_1024x1024-e1363271662168-100x100.png\" alt=\"image_of_ctc_networking_plan_30213_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Search Tracker<a href=\"http://www.danamanciagli.com/free-version/Cut_the_Crap-CTC_Job_Tracker_021813_Copyright_Dana_Manciagli_2013.xlsx\"><img class=\"aligncenter size-thumbnail wp-image-1294\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/excel_icon1-100x100.png\" alt=\"excel_icon1\" width=\"100\" height=\"100\" /></a></b></p>\n&nbsp;</td>\n<td valign=\"top\" width=\"300\">Your personal <b>Cut the Crap (<i>CTC) Job Search Tracker</i></b> is your key to juggling over 10 “active” job opportunities at one time. Log the source of the jobs, information you collect, and next steps. Update this daily!</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/Cut_the_Crap-CTC_Job_Tracker_021813_Copyright_Dana_Manciagli_2013.xlsx\"><img class=\"aligncenter size-thumbnail wp-image-1241\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_for_job_search_tracker_30213_1024x1024-e1363271781760-100x100.png\" alt=\"image_for_job_search_tracker_30213_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Description (JD) Profile\n<a href=\"http://www.danamanciagli.com/free-version/CTC_JD_Profile_Samples_021813.docx\"><b><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">Brand new to the job search industry. This Cut the Crap (CTC) Job Description Profile must be used with every job opportunity you plan to apply to. Read the full chapter about this technique in <b><i>Cut the Crap, Get a Job! </i></b>on Amazon.</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_JD_Profile_Samples_021813.docx\"><img class=\"aligncenter size-thumbnail wp-image-1235\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_jd_profile_30213_1024x1024-e1363271893730-100x100.png\" alt=\"image_of_jd_profile_30213_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Cover Letter Guide\n<a href=\"http://www.danamanciagli.com/free-version/CTC_Cover_Letter_022413.docx\"><b><img src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></b></a></b></p>\n</td>\n<td valign=\"top\" width=\"300\">Your cover letter needs re-booting. Use this <b>Cut the Crap (CTC) Cover Letter Guide</b> to follow a simple step-by-step approach and deliver a powerful, more effective cover letter to your hiring companies. Read the full chapter about this technique in <b><i>Cut the Crap, Get a Job!</i></b> on Amazon.</td>\n<td style=\"text-align: center;\" valign=\"center\" width=\"141\"><a href=\"http://www.danamanciagli.com/free-version/CTC_Cover_Letter_022413.docx\"><img class=\"size-thumbnail wp-image-1207 aligncenter\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_cover_letter_packet_30213_1024x1024-e1363271964716-100x100.png\" alt=\"image_of_cover_letter_packet_30213_1024x1024\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Interview Prep Guide</b></p>\n<a href=\"http://www.danamanciagli.com/free-version/CTC_Interview_Preparation_Guide_101614.docx\"><b><img class=\"aligncenter\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" alt=\"word\" width=\"75\" height=\"74\" /></b></a></td>\n<td valign=\"top\" width=\"300\">Complete your personal <b><i>Cut the Crap</i></b> (<b>CTC) Interview Prep Guide</b> to prepare your interview answers AND the questions you will ask during the interview. Read the full chapter about this technique in <b><i>Cut the Crap, <br>\nGet a Job! </i></b>on Amazon.</td>\n<td valign=\"top\" width=\"141\">\n<p style=\"text-align: center;\"><a href=\"http://www.danamanciagli.com/free-version/CTC_Interview_Preparation_Guide_101614.docx\"><img class=\"aligncenter\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_ctc_networking_plan_30213_1024x1024-e1363271662168-100x100.png\" alt=\"image_of_ctc_networking_plan_30213_1024x1024\" width=\"100\" height=\"100\" /></a></p>\n</td>\n</tr>\n</tbody>\n</table>\n<h3>Please send any questions, comments or recommendations on any of the tools to info@danamanciagli.com</h3>\n<h3>Best of luck on your job search!</h3>\n<h3><span style=\"font-size: x-large;\"><em>Dana Manciagli</em></span></h3>','Cut the Crap, Get a Job! Tools Download Page','','inherit','closed','closed','','1248-autosave-v1','','','2016-04-29 00:19:20','2016-04-29 00:19:20','',1248,'http://www.danamanciagli.com/1248-autosave-v1/',0,'revision','',0),(5546,1,'2016-01-04 20:58:38','2016-01-04 20:58:38','','Order &ndash; January 4, 2016 @ 08:58 PM','','wc-processing','open','closed','order_568adcdb79aa9','order-jan-04-2016-0858-pm','','','2016-01-04 20:58:38','2016-01-04 20:58:38','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5546',0,'shop_order','',2),(5548,8311,'2016-01-25 02:08:35','2016-01-25 02:08:35','[caption id=\"attachment_5571\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/5-ways-accounting-firms-can-retain-top-performers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/5-ways-accounting-firms-can-retain-top-performers-300x225.jpg\" alt=\"accounting, accounting firms, top performers, retain, career management\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5571\" /></a> accounting, accounting firms, top performers, retain, career management[/caption]<p>Retaining top performers has always been a priority — and a challenge — for public accounting firms.</p>\r\n\r\n<p>With many employers to choose from, competitive pay and the constant demand for talent, public accountants are never far from a recruiting lunch.</p>\r\n\r\n<p>I spoke to Kristen Rampe, a CPA and author of the new, humorous book Accounting Dreams and Delusions, about retention in the accounting industry.</p>\r\n\r\n<p>“Many firms are aware of top-talent retention essentials,” she said. “Attractive compensation, career progression, interesting client work, quality mentoring and leadership programs are crucial to stay competitive.”</p>\r\n\r\n<p>In addition to this standard line-up, I asked Rampe how CPA firms can position themselves to keep their star players around longer. Here are her five ways CPAs can bring new life to retention initiatives:</p>\r\n\r\n<p><b>1. Embrace transparency</b></p>\r\n\r\n<p>CPAs spend the day number crunching. Ironically, many of them are in the dark about the financial state of their own organizations. Give them the “inside scoop” about high-level operating expense categories and margins. This will make your firm more profitable in the long run, and will help them become stakeholders in the organization. They are numbers people, after all.</p>\r\n\r\n<p><b>2. Unlimited expense accounts</b></p>\r\n\r\n<p>Yes, that’s right — and don’t stop reading! If you trust your top talent, this should be possible. And it means that you must stop interfering while your best staff gets the job done. You don’t have to announce it to the world, but let top performers know you’ll stand by their judgment even if it’s not always “ordinary and necessary.”</p>\r\n\r\n<p><b>3. Beat them to the flexible schedule</b></p>\r\n\r\n<p>Your top talent may have a life event coming up: marriage, children, aging parents — the list goes on. Instead of waiting for an employee to bring up a different work arrangement, beat them to it.</p>\r\n\r\n<p>When you hear about a baby on the way, as a mentor, you should immediately offer to consider a new kind of schedule or work plan. This discussion is not reserved for the pregnant; dads and partners may also be interested in a change.</p>\r\n\r\n<p><b>4. Ask them what they want</b></p>\r\n\r\n<p>Have you tried a “stay-interview” yet? Like a bite of dark chocolate, they’re addictive and healthy, compared to their milk-chocolate cousin: the exit interview.</p>\r\n\r\n<p>The stay-interview is a one-on-one meeting in which leadership (not “someone from Human Resources”) talks with a team member about his or her satisfaction level. It’s a chance to discuss what\'s liked and disliked about the job, and what the organization can do for retention. The value of these meetings is far beyond the time they take. Frankly, this is the job of all managers; unfortunately they’re just not doing it.</p>\r\n\r\n<p><b>5. Have fun</b></p>\r\n\r\n<p>Surprise! Your workplace culture should make talent want to stay. If your top performers feel like you don’t walk the walk, or that you are trying to win the “Top 100 Stodgiest Firms” award, it will be hard to keep them around. The bonus is, you’ll <a href=\"https://hbr.org/2001/07/transforming-a-conservative-company-one-laugh-at-a-time\">discover an increase</a> in productivity and efficiency.</p>','5 ways accounting firms can retain top performers','','publish','open','open','','5-ways-accounting-firms-can-retain-top-performers','','','2016-01-12 14:31:27','2016-01-12 14:31:27','',0,'http://www.danamanciagli.com/?p=5548',0,'post','',0),(5549,8264,'2016-01-06 03:08:35','2016-01-06 03:08:35','<p>Retaining top performers has always been a priority — and a challenge — for public accounting firms.</p>\r\n\r\n<p>With many employers to choose from, competitive pay and the constant demand for talent, public accountants are never far from a recruiting lunch.</p>\r\n\r\n<p>I spoke to Kristen Rampe, a CPA and author of the new, humorous book Accounting Dreams and Delusions, about retention in the accounting industry.</p>\r\n\r\n<p>“Many firms are aware of top-talent retention essentials,” she said. “Attractive compensation, career progression, interesting client work, quality mentoring and leadership programs are crucial to stay competitive.”</p>\r\n\r\n<p>In addition to this standard line-up, I asked Rampe how CPA firms can position themselves to keep their star players around longer. Here are her five ways CPAs can bring new life to retention initiatives:</p>\r\n\r\n<p><b>1. Embrace transparency</b></p>\r\n\r\n<p>CPAs spend the day number crunching. Ironically, many of them are in the dark about the financial state of their own organizations. Give them the “inside scoop” about high-level operating expense categories and margins. This will make your firm more profitable in the long run, and will help them become stakeholders in the organization. They are numbers people, after all.</p>\r\n\r\n<p><b>2. Unlimited expense accounts</b></p>\r\n\r\n<p>Yes, that’s right — and don’t stop reading! If you trust your top talent, this should be possible. And it means that you must stop interfering while your best staff gets the job done. You don’t have to announce it to the world, but let top performers know you’ll stand by their judgment even if it’s not always “ordinary and necessary.”</p>\r\n\r\n<p><b>3. Beat them to the flexible schedule</b></p>\r\n\r\n<p>Your top talent may have a life event coming up: marriage, children, aging parents — the list goes on. Instead of waiting for an employee to bring up a different work arrangement, beat them to it.</p>\r\n\r\n<p>When you hear about a baby on the way, as a mentor, you should immediately offer to consider a new kind of schedule or work plan. This discussion is not reserved for the pregnant; dads and partners may also be interested in a change.</p>\r\n\r\n<p><b>4. Ask them what they want</b></p>\r\n\r\n<p>Have you tried a “stay-interview” yet? Like a bite of dark chocolate, they’re addictive and healthy, compared to their milk-chocolate cousin: the exit interview.</p>\r\n\r\n<p>The stay-interview is a one-on-one meeting in which leadership (not “someone from Human Resources”) talks with a team member about his or her satisfaction level. It’s a chance to discuss what\'s liked and disliked about the job, and what the organization can do for retention. The value of these meetings is far beyond the time they take. Frankly, this is the job of all managers; unfortunately they’re just not doing it.</p>\r\n\r\n<p><b>5. Have fun</b></p>\r\n\r\n<p>Surprise! Your workplace culture should make talent want to stay. If your top performers feel like you don’t walk the walk, or that you are trying to win the “Top 100 Stodgiest Firms” award, it will be hard to keep them around. The bonus is, you’ll <a href=\"https://hbr.org/2001/07/transforming-a-conservative-company-one-laugh-at-a-time\">discover an increase</a> in productivity and efficiency.</p>','5 ways accounting firms can retain top performers','','inherit','closed','closed','','5548-revision-v1','','','2016-01-06 03:08:35','2016-01-06 03:08:35','',5548,'http://www.danamanciagli.com/5548-revision-v1/',0,'revision','',0),(5550,8311,'2016-02-01 02:12:30','2016-02-01 02:12:30','[caption id=\"attachment_5574\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/3-reasons-you’re-missing-the-mark-on-a-perfect-job-match.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/3-reasons-you’re-missing-the-mark-on-a-perfect-job-match-300x202.jpg\" alt=\"3 reasons you’re missing the mark on a perfect job match\" width=\"300\" height=\"202\" class=\"size-medium wp-image-5574\" /></a> 3 reasons you’re missing the mark on a perfect job match[/caption]<p>Unemployment has seen a decline in recent months, creating more competition and making it harder for recruiters to hire. And despite the advent of new human resources technology, the hiring process remains arduous for recruiters and job candidates alike.</p>\r\n\r\n<p>Beyond, an online career network that connects job seekers and employers, conducted a national survey of HR professionals and found that, in general, organizations are struggling to hire the right candidates.</p>\r\n\r\n<p>According to the findings, more than half of HR professionals said it’s more difficult to find qualified job candidates these days. More than a million jobs were added in 2015 so far, but it will take time to fill them all.</p>\r\n\r\n<p>Does the hiring bottleneck start with the job seeker or hiring manager? Here are three factors that might be causing the problem:</p>\r\n\r\n<p><b>1. Job candidates appear unreliable</b></p>\r\n\r\n<p>The survey indicated that 71 percent of respondents aren’t willing to hire job hoppers, or someone who has served several positions in a short period of time. A common mistake for candidates is handing in resumes that are exhaustive rather than strategic.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joe%20Weinlick\">Joe Weinlick</a>, senior vice president of marketing for Beyond, it’s important for those on the job hunt to structure a resume strategically and only highlight experience relevant to the position.</p>\r\n\r\n<p>“Having a lot of experience is a great thing, but you don’t want to be considered a job hopper,” said Weinlick. “Pay close attention to how you present your experience. If you don’t, an employer will pass you over for someone who does.”</p>\r\n\r\n<p><b>2. There is a technological disconnect</b></p>\r\n\r\n<p>It’s clear that <a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/12/tips-for-using-a-mobile-device-to-land-a-job.html?page=all\">mobile job search</a> is changing the recruiting industry. The desktop job search has become much less significant since smartphone and tablet technology became every bit as capable as traditional online job hunting. Surprisingly, more than half of HR professionals admitted they don’t have a mobile-friendly job application process despite an upward trend in mobile job seeking.</p>\r\n\r\n<p>Employers should be taking advantage of technology by focusing on those who are “always on” and on-the-go. Those who are not embracing today’s technology are missing out on groups of qualified talent.</p>\r\n\r\n<p><b>3. You rule out slobs</b></p>\r\n\r\n<p><a href=\"http://hs.beyond.com/what-really-matters-to-employers-infographic\">About 60 percent</a> of HR professionals aren’t willing to hire a skilled candidate if he or she isn’t a polished dresser.</p>\r\n\r\n<p>While dressing for the job you want is important, so is not judging a book by its cover. Many workplaces are becoming more casual, and ruling out a job candidate simply based on attire only further reduces the amount of qualified job candidates that companies have to consider.</p>\r\n\r\n<p>“Recruiters shouldn’t discard skilled job candidates because they don’t approve of their attire, especially if it’s during the first interview,\" continued Weinlick. \"Finding the right job candidate can take months of searching, so anyone with the right qualifications should be given a fair chance. Getting the right candidate to dress the way you want is a lot easier than getting the wrong candidate to have the qualifications you need.”</p>\r\n\r\n<p>As businesses continue to grow and the economy continues to improve, building out a reliable and talented workforce will become even more important. However, there are many nuances to consider during the hiring process. Keep this advice in mind when looking to fill positions at your company, and you may more effectively and efficiently recruit the next crop of quality talent. And find your perfect match!</p>','3 reasons you’re missing the mark on a perfect job match','','publish','open','open','','3-reasons-youre-missing-the-mark-on-a-perfect-job-match','','','2016-01-12 14:34:14','2016-01-12 14:34:14','',0,'http://www.danamanciagli.com/?p=5550',0,'post','',0),(5860,8264,'2016-04-06 15:19:05','2016-04-06 15:19:05','How to make yourself indispensable for today and tomorrow','How to make yourself indispensable for today and tomorrow','How to make yourself indispensable for today and tomorrow','inherit','open','closed','','how-to-make-yourself-indispensable-for-today-and-tomorrow-2','','','2016-04-06 15:19:20','2016-04-06 15:19:20','',5850,'http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow.png',0,'attachment','image/png',0),(5861,8264,'2016-04-06 15:19:56','2016-04-06 15:19:56','[caption id=\"attachment_5860\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow.png\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow-300x221.png\" alt=\"How to make yourself indispensable for today and tomorrow\" width=\"300\" height=\"221\" class=\"size-medium wp-image-5860\" /></a> How to make yourself indispensable for today and tomorrow[/caption]<p>McKinsey &amp; Co. recently <a href=\"http://www.mckinsey.com/insights/strategy/the_four_global_forces_breaking_all_the_trends\">estimated</a> that the second industrial revolution is 10 times faster and more than 300 times as powerful as the first industrial revolution.</p>\r\n\r\n<p>According to McKinsey, this gives the current one more than 3,000 times the impact of the last one. A tsunami of change is coming. The critical decisions we make today will determine whether we become obsolete or indispensable tomorrow.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dennis%20Stearns\">Dennis Stearns</a>, an award winning financial planner, author, scenario futurist, and president of Stearns Financial Group, spoke at <a href=\"https://www.youtube.com/watch?v=T14Lv4iLrIA\">TEDx Greensboro</a> about the future of jobs in our rapidly changing world. His TEDx talk came from working with his clients to make sure their future savings for financial independence actually materialized. He also did dozens of interviews with industry leaders and career experts.</p>\r\n\r\n<p>Stearns predicts that in 10 to 20 years, as many as 40 to 50 percent of today’s jobs will no longer exist or will be greatly marginalized. However, many new jobs will be created by the second industrial revolution, and today’s “skills gap” will continue to grow in America, over today’s 5 million unfilled jobs.</p>\r\n\r\n<p>So how do you make yourself indispensible in the rapidly changing job market? According to Stearns, the first step is learning how to make better decisions. He refers to the best-selling book <a href=\"http://heathbrothers.com/books/decisive/\"><i>Decisive</i></a>, by <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Chip%20Heath\">Chip Heath</a> and <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Heath\">Dan Heath</a>, which describes four villains that disrupt our decision-making: Narrow Framing, Confirmation Bias, Short-Term Emotion <span class=\"s2\">,</span> and Overconfidence.</p>\r\n\r\n<p>“<i>Narrow framing</i> refers to focusing on the obvious while ignoring outlying options,” says Stearns. “ <i>Confirmation bias</i>means searching for information that confirms our established opinions. <i>Short-term emotion</i> is defined as allowing emotion to cloud our decisions. And <i>overconfidence</i>… well, we all know people who think they know more than they actually do. Overconfidence will be a killer decision flaw as the massive change of today’s industrial revolution plays out.”</p>\r\n\r\n<p>Understanding these decision flaws, being able to spot them before poor decisions are made, then actively preparing for your future will ensure that you will be an indispensible treasure in the work force. Stearns offers these tactics to help you rise to the top.</p>\r\n\r\n<p><b>1. Be Good at What You Do</b></p>\r\n\r\n<p>Sounds obvious, but studies show that more than 70 percent of workers don’t take the time to learn and develop high-level skills for their current job. Being good may not be enough in tomorrow’s world. Become a master at what you do.</p>\r\n\r\n<p><b>2. Sharpen Your EQ Skills</b></p>\r\n\r\n<p>A person’s emotional intelligence quotient (EQ) has been shown to be one of the best predictors of whether they rise to the top in their organization or get booted out the door. “EQ denotes a high ability to shift gears in different social and business settings, saying the right thing at the right time, and knowing when to listen and when to talk,” Stearns explains. If you think you may have an EQ deficit, hiring a coach could mean the difference between a great future career and a mediocre one.</p>\r\n\r\n<p><b>3. Continually Explore Better Processes</b></p>\r\n\r\n<p>Perfecting and evolving the work process is critical for a business’ long-term success. What might this mean to individual employees? Processes that have worked in the past might not always be the best for the future. Being the one who brings bigger and better techniques into the company’s fold sheds light on that person’s value and sets him or her up for continued success.</p>\r\n\r\n<p><b>4. Sharpen Practical Creativity</b></p>\r\n\r\n<p>Employers say it’s hard finding people who come up with good ideas they can implement. It may be harder to sharpen your skills in this particular area, but there are things you can do, even if you’re not prone to creativity. Surround yourself with creative mentors and teammates. Go to conferences outside your industry. You’ll be surprised how, combined with a strong process, your productivity can improve.</p>\r\n\r\n<p><b>5. Network Smarter</b></p>\r\n\r\n<p>Good networking includes going to workshops and conferences in and outside your industry. Great networking means seeking out several people every week to have coffee with who are successful and listening intently, even if there isn’t an obvious benefit to you in the short term.</p>\r\n\r\n<p>“Solid decision-making and preparation for the future are mandatory for me as a successful business owner and professional financial planner,” Stearns says. “The future stars around you are preparing and figuring out how to make themselves absolutely indispensable to their organization.”</p>\r\n\r\n<p>Are you ready to surf the tsunami of change that is coming — or will you be crushed by it?</p>','How to make yourself indispensable for today and tomorrow','','inherit','closed','closed','','5850-autosave-v1','','','2016-04-06 15:19:56','2016-04-06 15:19:56','',5850,'http://www.danamanciagli.com/5850-autosave-v1/',0,'revision','',0),(5862,8264,'2016-04-06 15:19:50','2016-04-06 15:19:50','[caption id=\"attachment_5860\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow.png\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow-300x221.png\" alt=\"How to make yourself indispensable for today and tomorrow\" width=\"300\" height=\"221\" class=\"size-medium wp-image-5860\" /></a> How to make yourself indispensable for today and tomorrow[/caption]<p>McKinsey &amp; Co. recently <a href=\"http://www.mckinsey.com/insights/strategy/the_four_global_forces_breaking_all_the_trends\">estimated</a> that the second industrial revolution is 10 times faster and more than 300 times as powerful as the first industrial revolution.</p>\r\n\r\n<p>According to McKinsey, this gives the current one more than 3,000 times the impact of the last one. A tsunami of change is coming. The critical decisions we make today will determine whether we become obsolete or indispensable tomorrow.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dennis%20Stearns\">Dennis Stearns</a>, an award winning financial planner, author, scenario futurist, and president of Stearns Financial Group, spoke at <a href=\"https://www.youtube.com/watch?v=T14Lv4iLrIA\">TEDx Greensboro</a> about the future of jobs in our rapidly changing world. His TEDx talk came from working with his clients to make sure their future savings for financial independence actually materialized. He also did dozens of interviews with industry leaders and career experts.</p>\r\n\r\n<p>Stearns predicts that in 10 to 20 years, as many as 40 to 50 percent of today’s jobs will no longer exist or will be greatly marginalized. However, many new jobs will be created by the second industrial revolution, and today’s “skills gap” will continue to grow in America, over today’s 5 million unfilled jobs.</p>\r\n\r\n<p>So how do you make yourself indispensible in the rapidly changing job market? According to Stearns, the first step is learning how to make better decisions. He refers to the best-selling book <a href=\"http://heathbrothers.com/books/decisive/\"><i>Decisive</i></a>, by <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Chip%20Heath\">Chip Heath</a> and <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Heath\">Dan Heath</a>, which describes four villains that disrupt our decision-making: Narrow Framing, Confirmation Bias, Short-Term Emotion <span class=\"s2\">,</span> and Overconfidence.</p>\r\n\r\n<p>“<i>Narrow framing</i> refers to focusing on the obvious while ignoring outlying options,” says Stearns. “ <i>Confirmation bias</i>means searching for information that confirms our established opinions. <i>Short-term emotion</i> is defined as allowing emotion to cloud our decisions. And <i>overconfidence</i>… well, we all know people who think they know more than they actually do. Overconfidence will be a killer decision flaw as the massive change of today’s industrial revolution plays out.”</p>\r\n\r\n<p>Understanding these decision flaws, being able to spot them before poor decisions are made, then actively preparing for your future will ensure that you will be an indispensible treasure in the work force. Stearns offers these tactics to help you rise to the top.</p>\r\n\r\n<p><b>1. Be Good at What You Do</b></p>\r\n\r\n<p>Sounds obvious, but studies show that more than 70 percent of workers don’t take the time to learn and develop high-level skills for their current job. Being good may not be enough in tomorrow’s world. Become a master at what you do.</p>\r\n\r\n<p><b>2. Sharpen Your EQ Skills</b></p>\r\n\r\n<p>A person’s emotional intelligence quotient (EQ) has been shown to be one of the best predictors of whether they rise to the top in their organization or get booted out the door. “EQ denotes a high ability to shift gears in different social and business settings, saying the right thing at the right time, and knowing when to listen and when to talk,” Stearns explains. If you think you may have an EQ deficit, hiring a coach could mean the difference between a great future career and a mediocre one.</p>\r\n\r\n<p><b>3. Continually Explore Better Processes</b></p>\r\n\r\n<p>Perfecting and evolving the work process is critical for a business’ long-term success. What might this mean to individual employees? Processes that have worked in the past might not always be the best for the future. Being the one who brings bigger and better techniques into the company’s fold sheds light on that person’s value and sets him or her up for continued success.</p>\r\n\r\n<p><b>4. Sharpen Practical Creativity</b></p>\r\n\r\n<p>Employers say it’s hard finding people who come up with good ideas they can implement. It may be harder to sharpen your skills in this particular area, but there are things you can do, even if you’re not prone to creativity. Surround yourself with creative mentors and teammates. Go to conferences outside your industry. You’ll be surprised how, combined with a strong process, your productivity can improve.</p>\r\n\r\n<p><b>5. Network Smarter</b></p>\r\n\r\n<p>Good networking includes going to workshops and conferences in and outside your industry. Great networking means seeking out several people every week to have coffee with who are successful and listening intently, even if there isn’t an obvious benefit to you in the short term.</p>\r\n\r\n<p>“Solid decision-making and preparation for the future are mandatory for me as a successful business owner and professional financial planner,” Stearns says. “The future stars around you are preparing and figuring out how to make themselves absolutely indispensable to their organization.”</p>\r\n\r\n<p>Are you ready to surf the tsunami of change that is coming — or will you be crushed by it?</p>','How to make yourself indispensable for today and tomorrow','','inherit','closed','closed','','5850-revision-v1','','','2016-04-06 15:19:50','2016-04-06 15:19:50','',5850,'http://www.danamanciagli.com/5850-revision-v1/',0,'revision','',0),(5865,8311,'2016-05-09 02:40:46','2016-05-09 02:40:46','[caption id=\"attachment_5886\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/5-keys-for-success-if-youre-leading-a-startup.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/5-keys-for-success-if-youre-leading-a-startup-300x200.jpg\" alt=\"5 keys for success if you&#039;re leading a startup\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5886\" /></a> 5 keys for success if you\'re leading a startup[/caption]<p>Being an entrepreneur starts with an idea and a vision of the future. These can be enough to get a new company started, raise money, and bring on the first few employees.</p>\r\n\r\n<p>The real motivation, though, the one that keeps you going after a tough day or two, is the recognition that customers are genuinely excited about your product or service.</p>\r\n\r\n<p>Ellen Rubin, CEO of <a href=\"http://www.clearskydata.com/\"><u>ClearSky Data</u></a>, an early-stage company building a breakthrough solution in enterprise infrastructure, knows this well.</p>\r\n\r\n<p>Rubin, a three-time entrepreneur, explains that it’s easy to keep your internal team moving when prospective customers are as excited as you are.</p>\r\n\r\n<p>“As much as startups are fueled by an entrepreneur’s ambition and goals, making customers happy — and keeping them that way — is the real driver,” she said.</p>\r\n\r\n<p>However, a startup’s longer-term success demands more from its founder than just some excited customers. I spoke with Rubin to get her advice and best practices for entrepreneurs to guide their young companies to success.</p>\r\n\r\n<p>Here are her five tips:</p>\r\n\r\n<p><b>1. Team Communication Is Everything</b></p>\r\n\r\n<p>At the beginning, it won’t be difficult to keep employees informed of every decision. With every new addition to your team, it’s important to take a look at different processes and adjust them to ensure they’ll work as your company grows.</p>\r\n\r\n<p>Functional silos can form quickly if founders aren’t proactive. Good communication and transparency are the hallmarks of any successful organization. These actions keep employees engaged and support strong team collaboration.</p>\r\n\r\n<p>As a business grows, Rubin recommends maintaining a commitment to open forums also makes it clear to managers they need to interact with their teams and keep everyone engaged. Employees need to know they can always ask questions and suggest better ways to do things, and it’s up to the company’s leaders to make that clear.</p>\r\n\r\n<p><b>2. Trust the Hard Data and Execute</b></p>\r\n\r\n<p>The decisions a founder makes will determine the success and direction of her company. Employ hard data to inform decisions large and small in order to focus employees on demonstrating real value and to keep all decision-makers on the same page.</p>\r\n\r\n<p>This practice also prevents bias from clouding the decision process in the face of tough choices like investments and roadmap decisions. Instead, using hard data to determine which position to hire next or which technology tradeoffs are warranted will ensure you make the best possible decision.</p>\r\n\r\n<p><b>3. Follow Your Instincts and Stick To Your Core Values</b></p>\r\n\r\n<p>Unfortunately, you won’t always have hard data. The data might be inconclusive or simply unavailable, and at the end of day, you still have to make a decision. When this happens, you have to trust your gut — the same gut you trusted when you decided you could turn a great idea into a viable business.</p>\r\n\r\n<p>In the absence of hard data, draw from your instincts, as well as your company culture, values, and goals. You may not always be right, but there’s merit in sticking to your core principles and standing behind your choices.</p>\r\n\r\n<b>4. Find a Business Partner Who Complements Your Strengths</b></p>\r\n\r\n<p>“This is a common one that’s shared among entrepreneurs, but it begs repeating because it’s the truth. And it can make or break your early-stage growth,” said Rubin.</p>\r\n\r\n<p>Does your co-founder pass the “Chicago airport test?” In other words, could you find yourself delayed in an airport with him or her for long hours and still be able to arrive at your destination and deliver a powerful presentation together?</p>\r\n\r\n<p>Your founding partner and other early team members are people with whom you’re going to spend a lot of time. Think about the characteristics that complement you professionally and as a person, and seek people who can help you challenge your assumptions and contribute different ways of problem-solving.</p>\r\n\r\n<p><b>5. Never Stop Learning</b></p>\r\n\r\n<p>It’s okay to admit that you don’t know everything. Rubin says that when she learned this in her own career, she became a better employee, manager and, eventually, founder. It’s not uncommon for young executives and others to think not knowing the answer to a question is a bad thing.</p>\r\n\r\n<p>Key milestone events, successes, and mistakes are all learning moments. As any company starts to grow, it’s likely that “holes” in expertise and domain knowledge will appear. This means that you and your management team need to create a learning culture to encourage everyone to keep growing along with the company’s needs.</p>\r\n\r\n<p>The best way to do this is to encourage people from different functional areas to sit with each other and share their different areas of expertise. It’s amazing how much great input can come from applying cross-functional knowledge to a complex problem. But it’s equally important to encourage employees to look outside the company for experts and advisors who can help wrestle a tough issue to the ground. When people understand that ongoing learning is a company norm, everyone wins.</p>','5 keys for success if you\'re leading a startup','','publish','open','open','','5-keys-for-success-if-youre-leading-a-startup','','','2016-04-19 14:51:55','2016-04-19 14:51:55','',0,'http://www.danamanciagli.com/?p=5865',0,'post','',0),(5866,8264,'2016-04-13 18:40:36','2016-04-13 18:40:36','\r\n<p>Being an entrepreneur starts with an idea and a vision of the future. These can be enough to get a new company started, raise money, and bring on the first few employees.</p>\r\n\r\n<p>The real motivation, though, the one that keeps you going after a tough day or two, is the recognition that customers are genuinely excited about your product or service.</p>\r\n\r\n<p>Ellen Rubin, CEO of <a href=\"http://www.clearskydata.com/\"><u>ClearSky Data</u></a>, an early-stage company building a breakthrough solution in enterprise infrastructure, knows this well.</p>\r\n\r\n<p>Rubin, a three-time entrepreneur, explains that it’s easy to keep your internal team moving when prospective customers are as excited as you are.</p>\r\n\r\n<p>“As much as startups are fueled by an entrepreneur’s ambition and goals, making customers happy — and keeping them that way — is the real driver,” she said.</p>\r\n\r\n<p>However, a startup’s longer-term success demands more from its founder than just some excited customers. I spoke with Rubin to get her advice and best practices for entrepreneurs to guide their young companies to success.</p>\r\n\r\n<p>Here are her five tips:</p>\r\n\r\n<p><b>1. Team Communication Is Everything</b></p>\r\n\r\n<p>At the beginning, it won’t be difficult to keep employees informed of every decision. With every new addition to your team, it’s important to take a look at different processes and adjust them to ensure they’ll work as your company grows.</p>\r\n\r\n<p>Functional silos can form quickly if founders aren’t proactive. Good communication and transparency are the hallmarks of any successful organization. These actions keep employees engaged and support strong team collaboration.</p>\r\n\r\n<p>As a business grows, Rubin recommends maintaining a commitment to open forums also makes it clear to managers they need to interact with their teams and keep everyone engaged. Employees need to know they can always ask questions and suggest better ways to do things, and it’s up to the company’s leaders to make that clear.</p>\r\n\r\n<p><b>2. Trust the Hard Data and Execute</b></p>\r\n\r\n<p>The decisions a founder makes will determine the success and direction of her company. Employ hard data to inform decisions large and small in order to focus employees on demonstrating real value and to keep all decision-makers on the same page.</p>\r\n\r\n<p>This practice also prevents bias from clouding the decision process in the face of tough choices like investments and roadmap decisions. Instead, using hard data to determine which position to hire next or which technology tradeoffs are warranted will ensure you make the best possible decision.</p>\r\n\r\n<p><b>3. Follow Your Instincts and Stick To Your Core Values</b></p>\r\n\r\n<p>Unfortunately, you won’t always have hard data. The data might be inconclusive or simply unavailable, and at the end of day, you still have to make a decision. When this happens, you have to trust your gut — the same gut you trusted when you decided you could turn a great idea into a viable business.</p>\r\n\r\n<p>In the absence of hard data, draw from your instincts, as well as your company culture, values, and goals. You may not always be right, but there’s merit in sticking to your core principles and standing behind your choices.</p>\r\n\r\n<b>4. Find a Business Partner Who Complements Your Strengths</b></p>\r\n\r\n<p>“This is a common one that’s shared among entrepreneurs, but it begs repeating because it’s the truth. And it can make or break your early-stage growth,” said Rubin.</p>\r\n\r\n<p>Does your co-founder pass the “Chicago airport test?” In other words, could you find yourself delayed in an airport with him or her for long hours and still be able to arrive at your destination and deliver a powerful presentation together?</p>\r\n\r\n<p>Your founding partner and other early team members are people with whom you’re going to spend a lot of time. Think about the characteristics that complement you professionally and as a person, and seek people who can help you challenge your assumptions and contribute different ways of problem-solving.</p>\r\n\r\n<p><b>5. Never Stop Learning</b></p>\r\n\r\n<p>It’s okay to admit that you don’t know everything. Rubin says that when she learned this in her own career, she became a better employee, manager and, eventually, founder. It’s not uncommon for young executives and others to think not knowing the answer to a question is a bad thing.</p>\r\n\r\n<p>Key milestone events, successes, and mistakes are all learning moments. As any company starts to grow, it’s likely that “holes” in expertise and domain knowledge will appear. This means that you and your management team need to create a learning culture to encourage everyone to keep growing along with the company’s needs.</p>\r\n\r\n<p>The best way to do this is to encourage people from different functional areas to sit with each other and share their different areas of expertise. It’s amazing how much great input can come from applying cross-functional knowledge to a complex problem. But it’s equally important to encourage employees to look outside the company for experts and advisors who can help wrestle a tough issue to the ground. When people understand that ongoing learning is a company norm, everyone wins.</p>','5 keys for success if you\'re leading a startup','','inherit','closed','closed','','5865-revision-v1','','','2016-04-13 18:40:36','2016-04-13 18:40:36','',5865,'http://www.danamanciagli.com/5865-revision-v1/',0,'revision','',0),(5867,8311,'2016-05-02 02:43:42','2016-05-02 02:43:42','[caption id=\"attachment_5882\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-find-and-land-a-legitimate-job-that-lets-you-work-from-home.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-find-and-land-a-legitimate-job-that-lets-you-work-from-home-300x200.jpg\" alt=\"How to find (and land) a legitimate job that lets you work from home\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5882\" /></a> How to find (and land) a legitimate job that lets you work from home[/caption]<p>Who wouldn’t like to work at home? Pajamas, the cat (or dog), the telephone, the computer, and you’re ready to roll.</p>\r\n\r\n<p>Ever tried to look for a job that will let you do that?</p>\r\n\r\n<p>The work-from-home job market is rife with scams and too-good-to-be-true jobs, including those “stuff envelopes at home” offers. So, how can you find legitimate telecommuting jobs? Real jobs where you can work from home successfully?</p>\r\n\r\n<p>The dream of working from home is becoming a reality for millions of people. Telecommuting participation has <a href=\"http://globalworkplaceanalytics.com/telecommuting-statistics\" target=\"_blank\">grown 103 percent</a> in the last 10 years with 4.5 percent of Americans <a href=\"http://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?pid=ACS_13_1YR_S0801&amp;prodType=table\" target=\"_blank\">working from home full-time</a> every day. Another 37 percent work from home regularly, at least a few days each month. And <a href=\"https://www.flexjobs.com/blog/post/survey-76-avoid-the-office-important-tasks/\" target=\"_blank\">a recent survey by FlexJobs</a>, a job-search service that specializes in telecommuting and flexible job listings, found that telecommuting full-time is the most popular type of flexible work, beating flexible scheduling, partial telecommuting, and freelance work options.</p>\r\n\r\n<p>I recently spoke with Brie Weiler Reynolds, director of online content at <a href=\"https://www.flexjobs.com/\" target=\"_blank\">FlexJobs</a>, to get her advice on how to search for — and land — telecommuting jobs, and what it takes to be a successful telecommuter. Here’s what she suggests:</p>\r\n\r\n<p><b>Focus Your Ideas Before You Start Searching</b></p>\r\n\r\n<p>There are a lot of variations and options when it comes to telecommuting, says Reynolds. Some jobs let you telecommute 100 percent of the time, always working from home. Others may require you to work from the office occasionally — or even regularly. And some have location requirements even though you’ll be working from home.</p>\r\n\r\n<p>In order to find the right telecommuting job for you, ask yourself these questions:</p>\r\n<ul>\r\n	<li>Do I want to work-from-home all the time, or would I be okay with working from an office occasionally?</li>\r\n	<li>How much travel, if any, do I want to do?</li>\r\n	<li>Would my current employer be open to letting me telecommute?</li>\r\n</ul>\r\n<p>For that last question, you may be pleasantly surprised to learn that you can telecommute in your current job. Reynolds recommends that you do some research to see if other people in your company work from home and ask them how they got into it. Then set up a meeting with your boss to discuss your options.</p>\r\n\r\n<p><b>Know the Most Common Telecommuting Industries and Jobs</b></p>\r\n\r\n<p>The most common fields for telecommuting jobs are, in order, medical and health, sales, customer service, administrative, computer and IT, education and training, accounting and finance, account management, data entry, and bilingual jobs.</p>\r\n\r\n<p>As far as location goes, these 10 states have the highest number of telecommuting residents: Montana, Vermont, Colorado, Oregon, Idaho, New Hampshire, Arizona, South Dakota, Utah, and Washington.</p>\r\n\r\n<p>While these career fields and states have the most telecommuting jobs, Reynolds notes that there are open telecommuting jobs in more than 50 career fields and in all 50 states, so don’t be discouraged. Your search may take a bit of extra effort, but there are telecommuting jobs in almost every industry and location.</p>\r\n\r\n<p><b>Use the Right Keywords In Your Job Search</b></p>\r\n\r\n<p>Reynolds recommends staying away from keywords and search terms like “work-from-home” and “work-at-home,” which are commonly associated with job scams. Both the FBI and the Better Business Bureau have issued warnings against those phrases. Instead, she recommends searching for remote work, virtual jobs, at-home jobs, distributed teams, and telecommuting jobs to find real listings.</p>\r\n\r\n<p><b>Showcase Your Best Telecommuting Skills</b></p>\r\n\r\n<p>Hiring managers like to see previous telecommuting experience, says Reynolds. If you’ve ever worked from home, even just during bad weather or when you were waiting for the cable guy, use that experience in your job applications. It shows them that you understand what it takes to be successful when working from home.</p>\r\n\r\n<p>Regardless of whether you’ve ever worked from home before, Reynolds says that these are the types of skills and attributes most sought-after by employers that offer remote jobs. Be sure to highlight whichever of these skills you possess in your job applications.</p>\r\n<ul>\r\n	<li>Strong written and verbal communication skills</li>\r\n	<li>The ability to manage your own time and attention</li>\r\n	<li>Focusing and keeping yourself on task, even amid distraction</li>\r\n	<li>A dedicated home-office space and high-speed Internet access</li>\r\n	<li>Previous experience communicating through IM/chat, email, phone, web conferences, and video conferences</li>\r\n</ul>\r\n<p><b>Once You Land the Job, Focus On Communication and Results</b></p>\r\n\r\n<p>When it comes to being a successful telecommuter, Reynolds says communication is paramount. Observe (or ask about) how your new team communicates with one another, and quickly learn any new programs or communication tools as necessary. Discuss meetings and regular communication with your manager, and make a plan to keep him or her informed of your progress. When in doubt, always speak up and ask questions.</p>\r\n\r\n<p>Reynolds emphasizes that the most successful telecommuters are open communicators who actively grow and maintain connections with their coworkers and managers, even if they’re working thousands of miles apart.</p>','How to find (and land) a legitimate job that lets you work from home','','publish','open','open','','how-to-find-and-land-a-legitimate-job-that-lets-you-work-from-home','','','2016-04-19 14:50:03','2016-04-19 14:50:03','',0,'http://www.danamanciagli.com/?p=5867',0,'post','',0),(5868,8264,'2016-04-13 18:43:35','2016-04-13 18:43:35','\r\n<p>Who wouldn’t like to work at home? Pajamas, the cat (or dog), the telephone, the computer, and you’re ready to roll.</p>\r\n\r\n<p>Ever tried to look for a job that will let you do that?</p>\r\n\r\n<p>The work-from-home job market is rife with scams and too-good-to-be-true jobs, including those “stuff envelopes at home” offers. So, how can you find legitimate telecommuting jobs? Real jobs where you can work from home successfully?</p>\r\n\r\n<p>The dream of working from home is becoming a reality for millions of people. Telecommuting participation has <a href=\"http://globalworkplaceanalytics.com/telecommuting-statistics\" target=\"_blank\">grown 103 percent</a> in the last 10 years with 4.5 percent of Americans <a href=\"http://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?pid=ACS_13_1YR_S0801&amp;prodType=table\" target=\"_blank\">working from home full-time</a> every day. Another 37 percent work from home regularly, at least a few days each month. And <a href=\"https://www.flexjobs.com/blog/post/survey-76-avoid-the-office-important-tasks/\" target=\"_blank\">a recent survey by FlexJobs</a>, a job-search service that specializes in telecommuting and flexible job listings, found that telecommuting full-time is the most popular type of flexible work, beating flexible scheduling, partial telecommuting, and freelance work options.</p>\r\n\r\n<p>I recently spoke with Brie Weiler Reynolds, director of online content at<a href=\"https://www.flexjobs.com/\" target=\"_blank\">FlexJobs</a>, to get her advice on how to search for — and land — telecommuting jobs, and what it takes to be a successful telecommuter. Here’s what she suggests:</p>\r\n\r\n<p><b>Focus Your Ideas Before You Start Searching</b></p>\r\n\r\n<p>There are a lot of variations and options when it comes to telecommuting, says Reynolds. Some jobs let you telecommute 100 percent of the time, always working from home. Others may require you to work from the office occasionally — or even regularly. And some have location requirements even though you’ll be working from home.</p>\r\n\r\n<p>In order to find the right telecommuting job for you, ask yourself these questions:</p>\r\n<ul>\r\n	<li>Do I want to work-from-home all the time, or would I be okay with working from an office occasionally?</li>\r\n	<li>How much travel, if any, do I want to do?</li>\r\n	<li>Would my current employer be open to letting me telecommute?</li>\r\n</ul>\r\n<p>For that last question, you may be pleasantly surprised to learn that you can telecommute in your current job. Reynolds recommends that you do some research to see if other people in your company work from home and ask them how they got into it. Then set up a meeting with your boss to discuss your options.</p>\r\n\r\n<p><b>Know the Most Common Telecommuting Industries and Jobs</b></p>\r\n\r\n<p>The most common fields for telecommuting jobs are, in order, medical and health, sales, customer service, administrative, computer and IT, education and training, accounting and finance, account management, data entry, and bilingual jobs.</p>\r\n\r\n<p>As far as location goes, these 10 states have the highest number of telecommuting residents: Montana, Vermont, Colorado, Oregon, Idaho, New Hampshire, Arizona, South Dakota, Utah, and Washington.</p>\r\n\r\n<p>While these career fields and states have the most telecommuting jobs, Reynolds notes that there are open telecommuting jobs in more than 50 career fields and in all 50 states, so don’t be discouraged. Your search may take a bit of extra effort, but there are telecommuting jobs in almost every industry and location.</p>\r\n\r\n<p><b>Use the Right Keywords In Your Job Search</b></p>\r\n\r\n<p>Reynolds recommends staying away from keywords and search terms like “work-from-home” and “work-at-home,” which are commonly associated with job scams. Both the FBI and the Better Business Bureau have issued warnings against those phrases. Instead, she recommends searching for remote work, virtual jobs, at-home jobs, distributed teams, and telecommuting jobs to find real listings.</p>\r\n\r\n<p><b>Showcase Your Best Telecommuting Skills</b></p>\r\n\r\n<p>Hiring managers like to see previous telecommuting experience, says Reynolds. If you’ve ever worked from home, even just during bad weather or when you were waiting for the cable guy, use that experience in your job applications. It shows them that you understand what it takes to be successful when working from home.</p>\r\n\r\n<p>Regardless of whether you’ve ever worked from home before, Reynolds says that these are the types of skills and attributes most sought-after by employers that offer remote jobs. Be sure to highlight whichever of these skills you possess in your job applications.</p>\r\n<ul>\r\n	<li>Strong written and verbal communication skills</li>\r\n	<li>The ability to manage your own time and attention</li>\r\n	<li>Focusing and keeping yourself on task, even amid distraction</li>\r\n	<li>A dedicated home-office space and high-speed Internet access</li>\r\n	<li>Previous experience communicating through IM/chat, email, phone, web conferences, and video conferences</li>\r\n</ul>\r\n<p><b>Once You Land the Job, Focus On Communication and Results</b></p>\r\n\r\n<p>When it comes to being a successful telecommuter, Reynolds says communication is paramount. Observe (or ask about) how your new team communicates with one another, and quickly learn any new programs or communication tools as necessary. Discuss meetings and regular communication with your manager, and make a plan to keep him or her informed of your progress. When in doubt, always speak up and ask questions.</p>\r\n\r\n<p>Reynolds emphasizes that the most successful telecommuters are open communicators who actively grow and maintain connections with their coworkers and managers, even if they’re working thousands of miles apart.</p>','How to find (and land) a legitimate job that lets you work from home','','inherit','closed','closed','','5867-revision-v1','','','2016-04-13 18:43:35','2016-04-13 18:43:35','',5867,'http://www.danamanciagli.com/5867-revision-v1/',0,'revision','',0),(5987,8264,'2016-05-24 15:10:41','2016-05-24 15:10:41','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/The-newest-trends-in-compan.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/The-newest-trends-in-compan-300x225.jpg\" alt=\"The newest trends in company benefits and perks\" width=\"300\" height=\"225\" class=\"alignright size-medium wp-image-5988\" /></a><p>What do companies like Google, Facebook, Wegman’s and Workday have in common? They’re known as “great places to work,” famous for lavishing employees with eye-popping perks.</p>\r\n<p>But does it pay to invest in generous benefits? What does a company have to do to gain a competitive advantage? And what’s driving the trend toward parental leave replacing free food as the must-have work perk?</p>\r\n<p>To find out, I talked to Michael Marty, Care.com’s vice president and general manager of Operations and Business Services. Mike’s <a href=\"http://www.care.com/workplacesolutions\" target=\"_blank\">Workplace Solutions</a> team partners with corporate clients who offer access to Care.com’s digital platform and family care experts as an employer-provided benefit to their employees.</p>\r\n\r\n<p><b>Why the theme of “companies that care” as those that will succeed in 2016?</b></p>\r\n\r\n<p>It’s not a new trend that when companies care about employees it’s good for their workers, their customers, shareholders, and their bottom lines.</p>\r\n<p>There’s definitely momentum building around many of these issues. We’re coming off a year in which we saw company after company — and we’re talking about big names, like Microsoft, Netflix, Virgin — announce expanded parental leave benefits. And then the data continue to show the value employees place on work-life balance and family care benefits, and how this can impact an employer in big ways.</p>\r\n<p>Companies recognized as “Best Places to Work” regularly outperform and deliver better stock returns than competitors. <a href=\"https://www.glassdoor.com/research/2016-bptw-stock-returns/\" target=\"_blank\">Glassdoor’s chief economist recently reported</a> that despite the flat market in 2015, the site’s 2015 Best Places to Work winners showed share price increases 2.8 times the return of the overall market over the course of the year.</p>\r\n<p>The bottom line is, companies that care aren’t making emotional decisions; taking care of employees is sound business.</p>\r\n\r\n<p><b>What other ways could companies support employees beyond paid maternity/paternity leave?</b></p>\r\n\r\n<p>Elemental to every company that cares is the understanding that employees don’t check their personal and family lives at the door when they come to work. Life doesn’t work like that — and it doesn’t have to.</p>\r\n<p>A <a href=\"http://www.care.com/workplacesolutions\" target=\"_blank\">Better Benefits survey</a> of employees at Fortune 1000 companies reported that 90 percent of employees have left work, and 30 percent have cut back by more than six hours per week, due to family responsibilities.</p>\r\n<p>So whatever you as an employer are able to do to reduce the friction in your employees’ lives outside of work — whether that’s helping to find a nanny for a newborn or offering flexible hours to allow for a yoga class — that benefit, perk or informal policy will help your employees to be more present, productive, and engaged while they’re at work.</p>\r\n\r\n<p><b>Is the need for elder care support as important for companies to provide as is child care support?</b></p>\r\n\r\n<p>Our population demographics are shifting and the importance of elder care support is growing. Nearly half of adults in their 40s and 50s fall into what we call the ”Sandwich Generation,” meaning they’re providing some level of care for both their children and aging parents.</p>\r\n<p>The number of “sandwiched” employees is only going to increase, considering there are 10,000 baby boomers turning 65 every day on average and the population of Americans 65 and older is expected to hit 55 million by 2020.</p>\r\n<p>The issue about senior care is that it’s unpredictable, sudden, and wrought with emotion. When you have an employee experiencing an elder care challenge, often he or she is searching for information on what to do, where to find help, and even how to have these difficult conversations with their parents or siblings.</p>\r\n<p>In the face of our looming senior care crisis, the companies that care are the ones who step up and provide more than a standard, reactive Employee Assistance Program (EAP). The good news is, we are seeing a growing trend, according to data from the Families and Work Institute, of companies who are beginning to offer elder care assistance benefits.</p>\r\n\r\n<p><b>What can smaller companies do to support their workforce if they cannot match what larger companies are doing?</b></p>\r\n\r\n<p>There isn’t a one-size-fits-all approach to be a company that cares. What’s really important is to consult with your employees to evaluate their requests and use the data to inform the decisions you make about how to have the most impact with your investments in employee benefits and work-life initiatives.</p>\r\n<p>And technology is giving companies of all sizes a lot of options for creating flexible, scalable solutions for taking care of employees. For example, you might not be able to afford to subsidize an on-site child care center, but it could be within your budget to provide a technology-driven resource and referral option that would meet the same basic needs.</p>\r\n\r\n<p><b>How much impact does the millennial generation have on these evolving benefits?</b></p>\r\n\r\n<p>The concepts behind these benefits have been around for a while now. But with millennials, who are now the largest workforce demographic, we’re seeing employee benefits and work-life initiatives pushed to new levels. Everything from the way millennials look at families to the way they communicate is influencing not only our benefits plans but the way we work.</p>\r\n<p>For years, it was all about what we as employers did to attract and retain millennial talent. But now, as the oldest millennials are hitting their mid-30s and attaining leadership positions, we can expect millennials to start exerting their influence from positions of power.</p>','The newest trends in company benefits and perks','','inherit','closed','closed','','5982-autosave-v1','','','2016-05-24 15:10:41','2016-05-24 15:10:41','',5982,'http://www.danamanciagli.com/5982-autosave-v1/',0,'revision','',0),(5912,8311,'2016-05-11 03:16:38','2016-05-11 03:16:38','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path-300x200.jpg\" alt=\"5 strong indicators you should take an entrepreneurial path\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-5927\" /></a><p>There are times when a job search seems to lead to one dead end after another. In some cases, this frustrating cycle just might indicate that the “perfect job” you’re looking for is something else entirely: The chance to hire yourself.</p>\r\n\r\n<p>If you’re underwhelmed by your job options, craving more autonomy and growth potential, or resisting making a commitment to another corporate position, it may be that entrepreneurship would better fit your needs than traditional W-2-track employment.</p>\r\n\r\n<p>Pete Gilfillan, a pre-eminent franchise consultant and author of the best-selling business book <em><a href=\"http://www.hireyourselfbook.com/\" target=\"_blank\">HIRE YOURSELF: Control your Own Destiny through Franchise Ownership</a></em>, works with hundreds of candidates each year as they explore the possibility of franchise investment — often while they simultaneously look at traditional employment options.</p>\r\n\r\n<p>That’s a smart way to approach this crossroads, Gilfillan explains, because sometimes the reason the right job isn’t coming along is because what the candidate most desires isn’t a job at all — it’s a chance to pursue business ownership.</p>\r\n\r\n<p><b>Explore both options</b></p>\r\n\r\n<p>“There’s no downside to weighing both options,” Gilfillan explains. “That way, whether you choose to invest in a franchise or hire on with someone else’s company, you’re taking the wide view to find the right thing. In the long run, it may save some candidates from the nagging sense that they missed their big chance down that road not taken.”</p>\r\n\r\n<p>Gilfillan is quick to acknowledge that entrepreneurship is not for everyone.</p>\r\n\r\n<p>“There are millions of men and women of all ages in the workforce who crave close management and the perceived security of the traditional corporate world,” he says. “But there are millions more who dream of having greater career independence, of betting on themselves, and of feeling fully in control of their own destinies.”</p>\r\n\r\n<p>If you fall into this latter category—if you aspire to entrepreneurship—then Gilfillan believes you owe it to yourself to give business ownership at least equal consideration when mulling any career change.</p>\r\n\r\n<p>There are five strong indicators he looks for as he helps candidates decide if entrepreneurship through franchising is for them. Here’s how he breaks it down and describes each one:</p>\r\n\r\n<p><b>1. The capacity to succeed</b></p>\r\n\r\n<p>To be a success in franchising or almost any entrepreneurial endeavor, a candidate needs to bring solid business acumen and leadership skills to the table from the start. The aptitude for getting things done and effectively leading a team is one thing that translates seamlessly from the corporate world to entrepreneurship nearly every time.</p>\r\n\r\n\r\n<p><b>2. Strength of character</b></p>\r\n\r\n<p>Franchisors in particular look for candidates with proven records of being honest, ethical, and driven to succeed. Whether you’re looking to build a business from scratch or expand on a franchisor’s proven concept, these three character traits are a strong predictor of success.</p>\r\n\r\n\r\n<p><b>3. Investment Capital</b></p>\r\n\r\n<p>There are a wide range of investment thresholds for both franchising and start-up endeavors, but regardless of which path a candidate chooses, he or she will need to have some skin in the game — some level of personal financial investment — to demonstrate real commitment to partners, backers, and lenders.</p>\r\n\r\n\r\n<p><b>4. A Spirit of Cooperation</b></p>\r\n\r\n<p>If you are a maverick who struggles to get along with others or take the direct route from Point A to Point B, you may find starting any business to be rough. Franchising especially requires you to be willing to follow the franchisor’s established business systems to succeed.</p>\r\n\r\n<p>There’s no downside in this, though — because those systems are proven, tested, and easy to replicate in each individual unit. It’s nice to not have to reinvent the wheel for every facet of your business.</p>\r\n\r\n<p><b>5. A Commitment to Customer Satisfaction</b></p>\r\n\r\n<p>No matter what kind of business you dream of owning, you’re going to need an unwavering commitment to customer satisfaction to create a worthwhile enterprise. Regardless of the product or service you plan to provide, customer satisfaction is always a component in businesses that thrive.</p>\r\n\r\n<p>If you see these five characteristics in yourself, then maybe it’s time to take a step back from your job search and ask: <em>Is it possible the reason this isn’t panning out has more to do with my desire to be an entrepreneur than with how my experience and skills match up with today’s job market?</em></p>','5 strong indicators you should take an entrepreneurial path','','publish','open','open','','5-strong-indicators-you-should-take-an-entrepreneurial-path','','','2016-04-29 15:30:10','2016-04-29 15:30:10','',0,'http://www.danamanciagli.com/?p=5912',0,'post','',0),(5882,8264,'2016-04-19 14:48:10','2016-04-19 14:48:10','How to find (and land) a legitimate job that lets you work from home','How to find (and land) a legitimate job that lets you work from home','How to find (and land) a legitimate job that lets you work from home','inherit','open','closed','','how-to-find-and-land-a-legitimate-job-that-lets-you-work-from-home-2','','','2016-04-19 14:48:20','2016-04-19 14:48:20','',5867,'http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-find-and-land-a-legitimate-job-that-lets-you-work-from-home.jpg',0,'attachment','image/jpeg',0),