(5883,8264,'2016-04-19 14:49:29','2016-04-19 14:49:29','[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','','inherit','closed','closed','','5867-autosave-v1','','','2016-04-19 14:49:29','2016-04-19 14:49:29','',5867,'http://www.danamanciagli.com/5867-autosave-v1/',0,'revision','',0),(5884,8264,'2016-04-19 14:49:13','2016-04-19 14:49:13','[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','','inherit','closed','closed','','5867-revision-v1','','','2016-04-19 14:49:13','2016-04-19 14:49:13','',5867,'http://www.danamanciagli.com/5867-revision-v1/',0,'revision','',0),(5885,8264,'2016-04-19 14:50:03','2016-04-19 14:50:03','[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','','inherit','closed','closed','','5867-revision-v1','','','2016-04-19 14:50:03','2016-04-19 14:50:03','',5867,'http://www.danamanciagli.com/5867-revision-v1/',0,'revision','',0),(5886,8264,'2016-04-19 14:51:16','2016-04-19 14:51:16','5 keys for success if you\'re leading a startup','5 keys for success if you\'re leading a startup','5 keys for success if you\'re leading a startup','inherit','open','closed','','5-keys-for-success-if-youre-leading-a-startup-2','','','2016-04-19 14:51:24','2016-04-19 14:51:24','',5865,'http://www.danamanciagli.com/wp-content/uploads/2016/04/5-keys-for-success-if-youre-leading-a-startup.jpg',0,'attachment','image/jpeg',0),(5887,8264,'2016-04-19 14:51:33','2016-04-19 14:51:33','[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','','inherit','closed','closed','','5865-revision-v1','','','2016-04-19 14:51:33','2016-04-19 14:51:33','',5865,'http://www.danamanciagli.com/5865-revision-v1/',0,'revision','',0),(5888,8264,'2016-04-19 14:51:42','2016-04-19 14:51:42','[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','','inherit','closed','closed','','5865-autosave-v1','','','2016-04-19 14:51:42','2016-04-19 14:51:42','',5865,'http://www.danamanciagli.com/5865-autosave-v1/',0,'revision','',0),(5889,8311,'2016-05-16 02:17:44','2016-05-16 02:17:44','[caption id=\"attachment_5893\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago.jpg\"><img class=\"size-medium wp-image-5893\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago-225x300.jpg\" alt=\"How to put your college degree to work for you even if you graduated years ago\" width=\"225\" height=\"300\" /></a> How to put your college degree to work for you even if you graduated years ago[/caption]\r\n\r\n<p>It’s been years since you went to college. Your team’s sweatshirt is long faded and frayed. Yet your degree continues to speak volumes about whether or not you have the skills to be a top executive.</p>\r\n\r\n<p>The truth is that potential employers and hiring managers will make assumptions about your leadership capabilities and compensation levels based on your degree for more than a decade.</p>\r\n\r\n<p>So, whether you are marketing yourself to move up the ladder or looking for a new job, you need to understand how to put that degree to work for you.</p>\r\n\r\n<p>I caught up with <a href=\"http://www.ddiworld.com/bios/evan-sinar\"><u>Evan Sinar</u></a>, Ph.D., chief scientist at Development Dimensions International (DDI) and lead author of a new report, <a href=\"http://www.ddiworld.com/hirezleadership\" target=\"_blank\">High-Resolution Leadership</a>. Through his analysis of 15,000 leaders across 300 companies, he researched the ways degrees impact leadership success and offers some advice on what you can do to improve your skills — and your chances — to land your next big role.</p>\r\n\r\n<p><b>Challenge The Stereotypes</b></p>\r\n\r\n<p>Your degree can both inform potential employers about your leadership skills and mislead them at the same time, according to Sinar.</p>\r\n\r\n<p>Business degrees are the most common among all senior leaders and, when tested against eight key leadership competencies, outperformed other degrees on five of eight key leadership skill areas. Humanities graduates also outperformed other degrees through strengths not only in interpersonal competencies, but also in results orientation and entrepreneurship.</p>\r\n\r\n<p>Engineering graduates face a heavy disadvantage — they were near the bottom in leadership proficiency in six of the eight assessed competencies. Natural science, social science, and IT were near average. If you hold one of these degrees, you’ll need to work harder to demonstrate your leadership skills and capabilities to overcome biases.</p>\r\n\r\n<p>Sinar recommends that you acknowledge and challenge long-held assumptions based on education. Though some bear true, many other stereotypes are wholly unfounded when compared to reality.</p>\r\n\r\n<p><b>Balance Technical Expertise and Interpersonal Skills</b></p>\r\n\r\n<p>As an aspiring leader, it’s important for you to strike a balance between the critical technical expertise you bring to the job and an awareness of common skill gaps that, if left unchecked, will limit your overall effectiveness once you move into a leadership role.</p>\r\n\r\n<p>Many degree programs put a heavier focus on developing graduates’ technical abilities and much less emphasis on interpersonal and leadership skills. Though some degree programs fill this gap with group projects and informal leadership opportunities, it’s often up to the student to plan for and seek out these opportunities.</p>\r\n\r\n<p>Engineering, law, IT, and natural sciences graduates are particularly likely to fall behind their peers from other degree backgrounds in leadership skills. This isn’t always a problem when you’re starting out a new job as an individual contributor, but can hold you back when you’re looking to move into a management position. It’s also a way to set yourself apart from the pack of other graduates in your field, if you’ve put the time and effort into gaining the skills others with your degree lack.</p>\r\n\r\n<p>Get as much information as you can — using your career planning office if you’re still in school or working with your HR department once you’re in a job — to know your leadership-related strengths and weaknesses and invest in development opportunities to give you the skills you’ll need and plenty of time to practice them before you need them.</p>\r\n\r\n<p><b>Is an MBA Worth the Investment?</b></p>\r\n\r\n<p>When it comes to the full range of skills required for today’s leaders, an MBA may not always be the best choice.</p>\r\n\r\n<p>When Sinar’s research compared undergraduate and MBA business degree holders, these groups diverged on several key leader skills. Specifically, though MBA graduates consistently outperformed business degree undergraduates in financial acumen, business savvy, and strategic decision making, they fell short comparatively in their coaching, results orientation, and visionary leadership skills.</p>\r\n\r\n<p>If you’re pursuing an MBA, make sure that you get a well-rounded background in not just the management parts of a leader’s job, but also the interaction and inspirational skills you’ll need to truly excel as a leader.</p>','How to put your college degree to work for you (even if you graduated years ago)','','publish','open','open','','how-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago','','','2016-04-20 22:18:23','2016-04-20 22:18:23','',0,'http://www.danamanciagli.com/?p=5889',0,'post','',0),(5890,8264,'2016-04-20 20:17:44','2016-04-20 20:17:44','It’s been years since you went to college. Your team’s sweatshirt is long faded and frayed. Yet your degree continues to speak volumes about whether or not you have the skills to be a top executive.\r\n\r\nThe truth is that potential employers and hiring managers will make assumptions about your leadership capabilities and compensation levels based on your degree for more than a decade.\r\n\r\nSo, whether you are marketing yourself to move up the ladder or looking for a new job, you need to understand how to put that degree to work for you.\r\n\r\nI caught up with <a href=\"http://www.ddiworld.com/bios/evan-sinar\"><u>Evan Sinar</u></a>, Ph.D., chief scientist at Development Dimensions International (DDI) and lead author of a new report, <a href=\"http://www.ddiworld.com/hirezleadership\" target=\"_blank\">High-Resolution Leadership</a>. Through his analysis of 15,000 leaders across 300 companies, he researched the ways degrees impact leadership success and offers some advice on what you can do to improve your skills — and your chances — to land your next big role.\r\n\r\n<b>Challenge The Stereotypes</b>\r\n\r\nYour degree can both inform potential employers about your leadership skills and mislead them at the same time, according to Sinar.\r\n\r\nBusiness degrees are the most common among all senior leaders and, when tested against eight key leadership competencies, outperformed other degrees on five of eight key leadership skill areas. Humanities graduates also outperformed other degrees through strengths not only in interpersonal competencies, but also in results orientation and entrepreneurship.\r\n\r\nEngineering graduates face a heavy disadvantage — they were near the bottom in leadership proficiency in six of the eight assessed competencies. Natural science, social science, and IT were near average. If you hold one of these degrees, you’ll need to work harder to demonstrate your leadership skills and capabilities to overcome biases.\r\n\r\nSinar recommends that you acknowledge and challenge long-held assumptions based on education. Though some bear true, many other stereotypes are wholly unfounded when compared to reality.\r\n\r\n<b>Balance Technical Expertise and Interpersonal Skills</b>\r\n\r\nAs an aspiring leader, it’s important for you to strike a balance between the critical technical expertise you bring to the job and an awareness of common skill gaps that, if left unchecked, will limit your overall effectiveness once you move into a leadership role.\r\n\r\nMany degree programs put a heavier focus on developing graduates’ technical abilities and much less emphasis on interpersonal and leadership skills. Though some degree programs fill this gap with group projects and informal leadership opportunities, it’s often up to the student to plan for and seek out these opportunities.\r\n\r\nEngineering, law, IT, and natural sciences graduates are particularly likely to fall behind their peers from other degree backgrounds in leadership skills. This isn’t always a problem when you’re starting out a new job as an individual contributor, but can hold you back when you’re looking to move into a management position. It’s also a way to set yourself apart from the pack of other graduates in your field, if you’ve put the time and effort into gaining the skills others with your degree lack.\r\n\r\nGet as much information as you can — using your career planning office if you’re still in school or working with your HR department once you’re in a job — to know your leadership-related strengths and weaknesses and invest in development opportunities to give you the skills you’ll need and plenty of time to practice them before you need them.\r\n\r\n<b>Is an MBA Worth the Investment?</b>\r\n\r\nWhen it comes to the full range of skills required for today’s leaders, an MBA may not always be the best choice.\r\n\r\nWhen Sinar’s research compared undergraduate and MBA business degree holders, these groups diverged on several key leader skills. Specifically, though MBA graduates consistently outperformed business degree undergraduates in financial acumen, business savvy, and strategic decision making, they fell short comparatively in their coaching, results orientation, and visionary leadership skills.\r\n\r\nIf you’re pursuing an MBA, make sure that you get a well-rounded background in not just the management parts of a leader’s job, but also the interaction and inspirational skills you’ll need to truly excel as a leader.','How to put your college degree to work for you (even if you graduated years ago)','','inherit','closed','closed','','5889-revision-v1','','','2016-04-20 20:17:44','2016-04-20 20:17:44','',5889,'http://www.danamanciagli.com/5889-revision-v1/',0,'revision','',0),(5891,8311,'2016-05-23 02:19:51','2016-05-23 02:19:51','[caption id=\"attachment_5898\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business-300x198.jpg\" alt=\"​6 quick and affordable tips to grow a new business\" width=\"300\" height=\"198\" class=\"size-medium wp-image-5898\" /></a> ​6 quick and affordable tips to grow a new business[/caption]<p>Small businesses play a vital role in the U.S. economy where they are incubators for innovation and employment growth. About 97 percent of U.S. companies are small businesses, but their combined revenues are 66 percent the nation’s total business revenues.</p>\r\n\r\n<p>And a new business is risky, with about 50 percent still in operation after five years.</p>\r\n\r\n<p>So what should new business owners do to grow their companies?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Margot%20Dorfman\">Margot Dorfman</a>, CEO of the <a href=\"https://uswcc.org/\"><u>U.S. Women’s Chamber of Commerce</u></a> has keen insights. As an experienced business owner herself and the co-founder and leader of the national chamber of commerce for women, Dorfman understands how to generate business growth quickly and affordably.</p>\r\n\r\n<p>Here are Dorfman\'s quick tips for a fast start:</p>\r\n\r\n<p><b>1. Present Yourself as an Expert.</b></p>\r\n\r\n<p>Present yourself (and your company) as an expert in your field.</p>\r\n\r\n<p>“I hear consistently from buyers that they want to buy from the person with the most experience, passion, and focus,\" Dorman says. \"Typically that is the owner. If you have sales people on the front line, make sure they communicate knowledgeably about the company and the industry and deliver a strong message professionally.”</p>\r\n\r\n<p>Avoid the, “I do everything” trap. Many new business owners take on too much and present themselves as an unfocused “jack of all trades.” Build your business in one solid area of focus where you are indeed an expert.</p>\r\n\r\n<p><b>2. Leverage Free Visibility.</b></p>\r\n\r\n<p>Demonstrate your expertise by writing articles for trade journals, local newspapers and magazines, and making presentations at meetings and conferences. If you are involved in government contracting, attend and speak at city council and commission meetings. Share your expertise and let people see who you are. You may also pick up tips from these meetings about new opportunities for your company.</p>\r\n\r\n<p>“I was presenting at an event recently when one business owner said that she had time to only attend her one organization luncheon each month,\" Dorman says. \"The attendees were other women business owners having the same struggles, and this was a support network for her.”</p>\r\n\r\n<p>Dorfman challenged her to broaden her network by stepping out to a range of meetings and activities so that she would be meeting new people — and they would be meeting her.</p>\r\n\r\n<p><b>3. Make the Most Of Opportunities Nearby.</b></p>\r\n\r\n<p>Identify buyers and potential buyers within a five-mile radius of your business. Look at consumers, small businesses, schools, local, county and state governments, large corporations, and any federal agencies, including military bases. Make a target list and reach out to these buyers to begin building relationships.</p>\r\n\r\n<p><b>4. Expand Your Network Through Volunteering.</b></p>\r\n\r\n<p>Business startups are more than a full-time job and can leave little (if any) time to attend industry meetings or become actively involved in your community. However, it is these very relationships that provide new opportunities for business growth.</p>\r\n\r\n<p>Volunteering or serving on not-for-profit boards for causes with which you are aligned gives you the ability to meet other professionals that may be in need of your product or service.</p>\r\n\r\n<p><b>5. Be Prepared and Present Solutions.</b></p>\r\n\r\n<p>When approaching buyers, make sure you have done your homework first. What sets you apart in the conversation? Research the companies or agencies to see if they buy what you sell. If yes, understand their pitfalls and lead the conversation with solutions to their challenges.</p>\r\n\r\n<p><b>6. Above All, Follow Up!</b></p>\r\n\r\n<p>The biggest downfall to potential business is the lack of follow up.</p>\r\n\r\n<p>Send follow up email, keep in touch with relevant information, and deliver on promises.</p>\r\n\r\n<p>“One buyer I know says he sees the 80/20 rule reign here,” advises Dorfman. “Twenty percent of the businesses he meets respond 80 percent of the time. What happens to the rest? They make contact, don’t follow up, and lose his business. There are a lot of good companies with which he would have welcomed the opportunity to do business.”</p>\r\n\r\n<p>Dorfman has learned, from her own experience as an entrepreneur and her experience coaching other small businesses, that companies that are successful have created a wide network of targeted connections.</p>\r\n\r\n<p>Successful business owners limit their efforts to targeted regions or areas of focus, establish themselves as experts, provide appropriate solutions for each customer, and follow up consistently.</p>\r\n\r\n<p>Every small-business owner can build a successful business by making a commitment to building relationships, providing a quality product or service, being a market leader, and keeping those relationships going with good follow up.</p>','​6 quick and affordable tips to grow a new business','','publish','open','open','','%e2%80%8b6-quick-and-affordable-tips-to-grow-a-new-business','','','2016-04-20 22:18:34','2016-04-20 22:18:34','',0,'http://www.danamanciagli.com/?p=5891',0,'post','',1),(5892,8264,'2016-04-20 20:19:51','2016-04-20 20:19:51','Small businesses play a vital role in the U.S. economy where they are incubators for innovation and employment growth. About 97 percent of U.S. companies are small businesses, but their combined revenues are 66 percent the nation’s total business revenues.\r\n\r\nAnd a new business is risky, with about 50 percent still in operation after five years.\r\n\r\nSo what should new business owners do to grow their companies?\r\n\r\n<a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Margot%20Dorfman\">Margot Dorfman</a>, CEO of the <a href=\"https://uswcc.org/\"><u>U.S. Women’s Chamber of Commerce</u></a> has keen insights. As an experienced business owner herself and the co-founder and leader of the national chamber of commerce for women, Dorfman understands how to generate business growth quickly and affordably.\r\n\r\nHere are Dorfman\'s quick tips for a fast start:\r\n\r\n<b>1. Present Yourself as an Expert.</b>\r\n\r\nPresent yourself (and your company) as an expert in your field.\r\n\r\n“I hear consistently from buyers that they want to buy from the person with the most experience, passion, and focus,\" Dorman says. \"Typically that is the owner. If you have sales people on the front line, make sure they communicate knowledgeably about the company and the industry and deliver a strong message professionally.”\r\n\r\nAvoid the, “I do everything” trap. Many new business owners take on too much and present themselves as an unfocused “jack of all trades.” Build your business in one solid area of focus where you are indeed an expert.\r\n\r\n<b>2. Leverage Free Visibility.</b>\r\n\r\nDemonstrate your expertise by writing articles for trade journals, local newspapers and magazines, and making presentations at meetings and conferences. If you are involved in government contracting, attend and speak at city council and commission meetings. Share your expertise and let people see who you are. You may also pick up tips from these meetings about new opportunities for your company.\r\n\r\n“I was presenting at an event recently when one business owner said that she had time to only attend her one organization luncheon each month,\" Dorman says. \"The attendees were other women business owners having the same struggles, and this was a support network for her.”\r\n\r\nDorfman challenged her to broaden her network by stepping out to a range of meetings and activities so that she would be meeting new people — and they would be meeting her.\r\n\r\n<b>3. Make the Most Of Opportunities Nearby.</b>\r\n\r\nIdentify buyers and potential buyers within a five-mile radius of your business. Look at consumers, small businesses, schools, local, county and state governments, large corporations, and any federal agencies, including military bases. Make a target list and reach out to these buyers to begin building relationships.\r\n\r\n<b>4. Expand Your Network Through Volunteering.</b>\r\n\r\nBusiness startups are more than a full-time job and can leave little (if any) time to attend industry meetings or become actively involved in your community. However, it is these very relationships that provide new opportunities for business growth.\r\n\r\nVolunteering or serving on not-for-profit boards for causes with which you are aligned gives you the ability to meet other professionals that may be in need of your product or service.\r\n\r\n<b>5. Be Prepared and Present Solutions.</b>\r\n\r\nWhen approaching buyers, make sure you have done your homework first. What sets you apart in the conversation? Research the companies or agencies to see if they buy what you sell. If yes, understand their pitfalls and lead the conversation with solutions to their challenges.\r\n\r\n<b>6. Above All, Follow Up!</b>\r\n\r\nThe biggest downfall to potential business is the lack of follow up.\r\n\r\nSend follow up email, keep in touch with relevant information, and deliver on promises.\r\n\r\n“One buyer I know says he sees the 80/20 rule reign here,” advises Dorfman. “Twenty percent of the businesses he meets respond 80 percent of the time. What happens to the rest? They make contact, don’t follow up, and lose his business. There are a lot of good companies with which he would have welcomed the opportunity to do business.”\r\n\r\nDorfman has learned, from her own experience as an entrepreneur and her experience coaching other small businesses, that companies that are successful have created a wide network of targeted connections.\r\n\r\nSuccessful business owners limit their efforts to targeted regions or areas of focus, establish themselves as experts, provide appropriate solutions for each customer, and follow up consistently.\r\n\r\nEvery small-business owner can build a successful business by making a commitment to building relationships, providing a quality product or service, being a market leader, and keeping those relationships going with good follow up.','​6 quick and affordable tips to grow a new business','','inherit','closed','closed','','5891-revision-v1','','','2016-04-20 20:19:51','2016-04-20 20:19:51','',5891,'http://www.danamanciagli.com/5891-revision-v1/',0,'revision','',0),(5893,8264,'2016-04-20 22:11:05','2016-04-20 22:11:05','How to put your college degree to work for you even if you graduated years ago','How to put your college degree to work for you even if you graduated years ago','How to put your college degree to work for you even if you graduated years ago','inherit','open','closed','','how-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago-2','','','2016-04-20 22:11:14','2016-04-20 22:11:14','',5889,'http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago.jpg',0,'attachment','image/jpeg',0),(5894,8264,'2016-04-20 22:13:44','2016-04-20 22:13:44','[caption id=\"attachment_5893\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago.jpg\"><img class=\"size-medium wp-image-5893\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago-225x300.jpg\" alt=\"How to put your college degree to work for you even if you graduated years ago\" width=\"225\" height=\"300\" /></a> How to put your college degree to work for you even if you graduated years ago[/caption]\r\n\r\n<p>It’s been years since you went to college. Your team’s sweatshirt is long faded and frayed. Yet your degree continues to speak volumes about whether or not you have the skills to be a top executive.</p>\r\n\r\n<p>The truth is that potential employers and hiring managers will make assumptions about your leadership capabilities and compensation levels based on your degree for more than a decade.</p>\r\n\r\n<p>So, whether you are marketing yourself to move up the ladder or looking for a new job, you need to understand how to put that degree to work for you.</p>\r\n\r\n<p>I caught up with <a href=\"http://www.ddiworld.com/bios/evan-sinar\"><u>Evan Sinar</u></a>, Ph.D., chief scientist at Development Dimensions International (DDI) and lead author of a new report, <a href=\"http://www.ddiworld.com/hirezleadership\" target=\"_blank\">High-Resolution Leadership</a>. Through his analysis of 15,000 leaders across 300 companies, he researched the ways degrees impact leadership success and offers some advice on what you can do to improve your skills — and your chances — to land your next big role.</p>\r\n\r\n<p><b>Challenge The Stereotypes</b></p>\r\n\r\n<p>Your degree can both inform potential employers about your leadership skills and mislead them at the same time, according to Sinar.</p>\r\n\r\n<p>Business degrees are the most common among all senior leaders and, when tested against eight key leadership competencies, outperformed other degrees on five of eight key leadership skill areas. Humanities graduates also outperformed other degrees through strengths not only in interpersonal competencies, but also in results orientation and entrepreneurship.</p>\r\n\r\n<p>Engineering graduates face a heavy disadvantage — they were near the bottom in leadership proficiency in six of the eight assessed competencies. Natural science, social science, and IT were near average. If you hold one of these degrees, you’ll need to work harder to demonstrate your leadership skills and capabilities to overcome biases.</p>\r\n\r\n<p>Sinar recommends that you acknowledge and challenge long-held assumptions based on education. Though some bear true, many other stereotypes are wholly unfounded when compared to reality.</p>\r\n\r\n<p><b>Balance Technical Expertise and Interpersonal Skills</b></p>\r\n\r\n<p>As an aspiring leader, it’s important for you to strike a balance between the critical technical expertise you bring to the job and an awareness of common skill gaps that, if left unchecked, will limit your overall effectiveness once you move into a leadership role.</p>\r\n\r\n<p>Many degree programs put a heavier focus on developing graduates’ technical abilities and much less emphasis on interpersonal and leadership skills. Though some degree programs fill this gap with group projects and informal leadership opportunities, it’s often up to the student to plan for and seek out these opportunities.</p>\r\n\r\n<p>Engineering, law, IT, and natural sciences graduates are particularly likely to fall behind their peers from other degree backgrounds in leadership skills. This isn’t always a problem when you’re starting out a new job as an individual contributor, but can hold you back when you’re looking to move into a management position. It’s also a way to set yourself apart from the pack of other graduates in your field, if you’ve put the time and effort into gaining the skills others with your degree lack.</p>\r\n\r\n<p>Get as much information as you can — using your career planning office if you’re still in school or working with your HR department once you’re in a job — to know your leadership-related strengths and weaknesses and invest in development opportunities to give you the skills you’ll need and plenty of time to practice them before you need them.</p>\r\n\r\n<p><b>Is an MBA Worth the Investment?</b></p>\r\n\r\n<p>When it comes to the full range of skills required for today’s leaders, an MBA may not always be the best choice.</p>\r\n\r\n<p>When Sinar’s research compared undergraduate and MBA business degree holders, these groups diverged on several key leader skills. Specifically, though MBA graduates consistently outperformed business degree undergraduates in financial acumen, business savvy, and strategic decision making, they fell short comparatively in their coaching, results orientation, and visionary leadership skills.</p>\r\n\r\n<p>If you’re pursuing an MBA, make sure that you get a well-rounded background in not just the management parts of a leader’s job, but also the interaction and inspirational skills you’ll need to truly excel as a leader.</p>','How to put your college degree to work for you (even if you graduated years ago)','','inherit','closed','closed','','5889-autosave-v1','','','2016-04-20 22:13:44','2016-04-20 22:13:44','',5889,'http://www.danamanciagli.com/5889-autosave-v1/',0,'revision','',0),(5895,8264,'2016-04-20 22:13:27','2016-04-20 22:13:27','[caption id=\"attachment_5893\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago.jpg\"><img class=\"size-medium wp-image-5893\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/How-to-put-your-college-degree-to-work-for-you-even-if-you-graduated-years-ago-225x300.jpg\" alt=\"How to put your college degree to work for you even if you graduated years ago\" width=\"225\" height=\"300\" /></a> How to put your college degree to work for you even if you graduated years ago[/caption]\r\n\r\n<p>It’s been years since you went to college. Your team’s sweatshirt is long faded and frayed. Yet your degree continues to speak volumes about whether or not you have the skills to be a top executive.</p>\r\n\r\n<p>The truth is that potential employers and hiring managers will make assumptions about your leadership capabilities and compensation levels based on your degree for more than a decade.</p>\r\n\r\n<p>So, whether you are marketing yourself to move up the ladder or looking for a new job, you need to understand how to put that degree to work for you.</p>\r\n\r\n<p>I caught up with <a href=\"http://www.ddiworld.com/bios/evan-sinar\"><u>Evan Sinar</u></a>, Ph.D., chief scientist at Development Dimensions International (DDI) and lead author of a new report, <a href=\"http://www.ddiworld.com/hirezleadership\" target=\"_blank\">High-Resolution Leadership</a>. Through his analysis of 15,000 leaders across 300 companies, he researched the ways degrees impact leadership success and offers some advice on what you can do to improve your skills — and your chances — to land your next big role.</p>\r\n\r\n<p><b>Challenge The Stereotypes</b></p>\r\n\r\n<p>Your degree can both inform potential employers about your leadership skills and mislead them at the same time, according to Sinar.</p>\r\n\r\n<p>Business degrees are the most common among all senior leaders and, when tested against eight key leadership competencies, outperformed other degrees on five of eight key leadership skill areas. Humanities graduates also outperformed other degrees through strengths not only in interpersonal competencies, but also in results orientation and entrepreneurship.</p>\r\n\r\n<p>Engineering graduates face a heavy disadvantage — they were near the bottom in leadership proficiency in six of the eight assessed competencies. Natural science, social science, and IT were near average. If you hold one of these degrees, you’ll need to work harder to demonstrate your leadership skills and capabilities to overcome biases.</p>\r\n\r\n<p>Sinar recommends that you acknowledge and challenge long-held assumptions based on education. Though some bear true, many other stereotypes are wholly unfounded when compared to reality.</p>\r\n\r\n<p><b>Balance Technical Expertise and Interpersonal Skills</b></p>\r\n\r\n<p>As an aspiring leader, it’s important for you to strike a balance between the critical technical expertise you bring to the job and an awareness of common skill gaps that, if left unchecked, will limit your overall effectiveness once you move into a leadership role.</p>\r\n\r\n<p>Many degree programs put a heavier focus on developing graduates’ technical abilities and much less emphasis on interpersonal and leadership skills. Though some degree programs fill this gap with group projects and informal leadership opportunities, it’s often up to the student to plan for and seek out these opportunities.</p>\r\n\r\n<p>Engineering, law, IT, and natural sciences graduates are particularly likely to fall behind their peers from other degree backgrounds in leadership skills. This isn’t always a problem when you’re starting out a new job as an individual contributor, but can hold you back when you’re looking to move into a management position. It’s also a way to set yourself apart from the pack of other graduates in your field, if you’ve put the time and effort into gaining the skills others with your degree lack.</p>\r\n\r\n<p>Get as much information as you can — using your career planning office if you’re still in school or working with your HR department once you’re in a job — to know your leadership-related strengths and weaknesses and invest in development opportunities to give you the skills you’ll need and plenty of time to practice them before you need them.</p>\r\n\r\n<p><b>Is an MBA Worth the Investment?</b></p>\r\n\r\n<p>When it comes to the full range of skills required for today’s leaders, an MBA may not always be the best choice.</p>\r\n\r\n<p>When Sinar’s research compared undergraduate and MBA business degree holders, these groups diverged on several key leader skills. Specifically, though MBA graduates consistently outperformed business degree undergraduates in financial acumen, business savvy, and strategic decision making, they fell short comparatively in their coaching, results orientation, and visionary leadership skills.</p>\r\n\r\n<p>If you’re pursuing an MBA, make sure that you get a well-rounded background in not just the management parts of a leader’s job, but also the interaction and inspirational skills you’ll need to truly excel as a leader.</p>','How to put your college degree to work for you (even if you graduated years ago)','','inherit','closed','closed','','5889-revision-v1','','','2016-04-20 22:13:27','2016-04-20 22:13:27','',5889,'http://www.danamanciagli.com/5889-revision-v1/',0,'revision','',0),(5896,8264,'2016-04-20 22:17:55','2016-04-20 22:17:55','[caption id=\"attachment_5898\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business-300x198.jpg\" alt=\"​6 quick and affordable tips to grow a new business\" width=\"300\" height=\"198\" class=\"size-medium wp-image-5898\" /></a> ​6 quick and affordable tips to grow a new business[/caption]<p>Small businesses play a vital role in the U.S. economy where they are incubators for innovation and employment growth. About 97 percent of U.S. companies are small businesses, but their combined revenues are 66 percent the nation’s total business revenues.</p>\n\n<p>And a new business is risky, with about 50 percent still in operation after five years.</p>\n\n<p>So what should new business owners do to grow their companies?</p>\n\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Margot%20Dorfman\">Margot Dorfman</a>, CEO of the <a href=\"https://uswcc.org/\"><u>U.S. Women’s Chamber of Commerce</u></a> has keen insights. As an experienced business owner herself and the co-founder and leader of the national chamber of commerce for women, Dorfman understands how to generate business growth quickly and affordably.</p>\n\n<p>Here are Dorfman\'s quick tips for a fast start:</p>\n\n<p><b>1. Present Yourself as an Expert.</b></p>\n\n<p>Present yourself (and your company) as an expert in your field.</p>\n\n<p>“I hear consistently from buyers that they want to buy from the person with the most experience, passion, and focus,\" Dorman says. \"Typically that is the owner. If you have sales people on the front line, make sure they communicate knowledgeably about the company and the industry and deliver a strong message professionally.”</p>\n\n<p>Avoid the, “I do everything” trap. Many new business owners take on too much and present themselves as an unfocused “jack of all trades.” Build your business in one solid area of focus where you are indeed an expert.</p>\n\n<p><b>2. Leverage Free Visibility.</b></p>\n\n<p>Demonstrate your expertise by writing articles for trade journals, local newspapers and magazines, and making presentations at meetings and conferences. If you are involved in government contracting, attend and speak at city council and commission meetings. Share your expertise and let people see who you are. You may also pick up tips from these meetings about new opportunities for your company.</p>\n\n<p>“I was presenting at an event recently when one business owner said that she had time to only attend her one organization luncheon each month,\" Dorman says. \"The attendees were other women business owners having the same struggles, and this was a support network for her.”</p>\n\n<p>Dorfman challenged her to broaden her network by stepping out to a range of meetings and activities so that she would be meeting new people — and they would be meeting her.</p>\n\n<p><b>3. Make the Most Of Opportunities Nearby.</b></p>\n\n<p>Identify buyers and potential buyers within a five-mile radius of your business. Look at consumers, small businesses, schools, local, county and state governments, large corporations, and any federal agencies, including military bases. Make a target list and reach out to these buyers to begin building relationships.</p>\n\n<p><b>4. Expand Your Network Through Volunteering.</b></p>\n\n<p>Business startups are more than a full-time job and can leave little (if any) time to attend industry meetings or become actively involved in your community. However, it is these very relationships that provide new opportunities for business growth.</p>\n\n<p>Volunteering or serving on not-for-profit boards for causes with which you are aligned gives you the ability to meet other professionals that may be in need of your product or service.</p>\n\n<p><b>5. Be Prepared and Present Solutions.</b></p>\n\n<p>When approaching buyers, make sure you have done your homework first. What sets you apart in the conversation? Research the companies or agencies to see if they buy what you sell. If yes, understand their pitfalls and lead the conversation with solutions to their challenges.</p>\n\n<p><b>6. Above All, Follow Up!</b></p>\n\n<p>The biggest downfall to potential business is the lack of follow up.</p>\n\n<p>Send follow up email, keep in touch with relevant information, and deliver on promises.</p>\n\n<p>“One buyer I know says he sees the 80/20 rule reign here,” advises Dorfman. “Twenty percent of the businesses he meets respond 80 percent of the time. What happens to the rest? They make contact, don’t follow up, and lose his business. There are a lot of good companies with which he would have welcomed the opportunity to do business.”</p>\n\n<p>Dorfman has learned, from her own experience as an entrepreneur and her experience coaching other small businesses, that companies that are successful have created a wide network of targeted connections.</p>\n\n<p>Successful business owners limit their efforts to targeted regions or areas of focus, establish themselves as experts, provide appropriate solutions for each customer, and follow up consistently.</p>\n\n<p>Every small-business owner can build a successful business by making a commitment to building relationships, providing a quality product or service, being a market leader, and keeping those relationships going with good follow up.</p>','​6 quick and affordable tips to grow a new business','','inherit','closed','closed','','5891-autosave-v1','','','2016-04-20 22:17:55','2016-04-20 22:17:55','',5891,'http://www.danamanciagli.com/5891-autosave-v1/',0,'revision','',0),(5897,8264,'2016-04-20 22:16:49','2016-04-20 22:16:49','<p>Small businesses play a vital role in the U.S. economy where they are incubators for innovation and employment growth. About 97 percent of U.S. companies are small businesses, but their combined revenues are 66 percent the nation’s total business revenues.</p>\r\n\r\n<p>And a new business is risky, with about 50 percent still in operation after five years.</p>\r\n\r\n<p>So what should new business owners do to grow their companies?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Margot%20Dorfman\">Margot Dorfman</a>, CEO of the <a href=\"https://uswcc.org/\"><u>U.S. Women’s Chamber of Commerce</u></a> has keen insights. As an experienced business owner herself and the co-founder and leader of the national chamber of commerce for women, Dorfman understands how to generate business growth quickly and affordably.</p>\r\n\r\n<p>Here are Dorfman\'s quick tips for a fast start:</p>\r\n\r\n<p><b>1. Present Yourself as an Expert.</b></p>\r\n\r\n<p>Present yourself (and your company) as an expert in your field.</p>\r\n\r\n<p>“I hear consistently from buyers that they want to buy from the person with the most experience, passion, and focus,\" Dorman says. \"Typically that is the owner. If you have sales people on the front line, make sure they communicate knowledgeably about the company and the industry and deliver a strong message professionally.”</p>\r\n\r\n<p>Avoid the, “I do everything” trap. Many new business owners take on too much and present themselves as an unfocused “jack of all trades.” Build your business in one solid area of focus where you are indeed an expert.</p>\r\n\r\n<p><b>2. Leverage Free Visibility.</b></p>\r\n\r\n<p>Demonstrate your expertise by writing articles for trade journals, local newspapers and magazines, and making presentations at meetings and conferences. If you are involved in government contracting, attend and speak at city council and commission meetings. Share your expertise and let people see who you are. You may also pick up tips from these meetings about new opportunities for your company.</p>\r\n\r\n<p>“I was presenting at an event recently when one business owner said that she had time to only attend her one organization luncheon each month,\" Dorman says. \"The attendees were other women business owners having the same struggles, and this was a support network for her.”</p>\r\n\r\n<p>Dorfman challenged her to broaden her network by stepping out to a range of meetings and activities so that she would be meeting new people — and they would be meeting her.</p>\r\n\r\n<p><b>3. Make the Most Of Opportunities Nearby.</b></p>\r\n\r\n<p>Identify buyers and potential buyers within a five-mile radius of your business. Look at consumers, small businesses, schools, local, county and state governments, large corporations, and any federal agencies, including military bases. Make a target list and reach out to these buyers to begin building relationships.</p>\r\n\r\n<p><b>4. Expand Your Network Through Volunteering.</b></p>\r\n\r\n<p>Business startups are more than a full-time job and can leave little (if any) time to attend industry meetings or become actively involved in your community. However, it is these very relationships that provide new opportunities for business growth.</p>\r\n\r\n<p>Volunteering or serving on not-for-profit boards for causes with which you are aligned gives you the ability to meet other professionals that may be in need of your product or service.</p>\r\n\r\n<p><b>5. Be Prepared and Present Solutions.</b></p>\r\n\r\n<p>When approaching buyers, make sure you have done your homework first. What sets you apart in the conversation? Research the companies or agencies to see if they buy what you sell. If yes, understand their pitfalls and lead the conversation with solutions to their challenges.</p>\r\n\r\n<p><b>6. Above All, Follow Up!</b></p>\r\n\r\n<p>The biggest downfall to potential business is the lack of follow up.</p>\r\n\r\n<p>Send follow up email, keep in touch with relevant information, and deliver on promises.</p>\r\n\r\n<p>“One buyer I know says he sees the 80/20 rule reign here,” advises Dorfman. “Twenty percent of the businesses he meets respond 80 percent of the time. What happens to the rest? They make contact, don’t follow up, and lose his business. There are a lot of good companies with which he would have welcomed the opportunity to do business.”</p>\r\n\r\n<p>Dorfman has learned, from her own experience as an entrepreneur and her experience coaching other small businesses, that companies that are successful have created a wide network of targeted connections.</p>\r\n\r\n<p>Successful business owners limit their efforts to targeted regions or areas of focus, establish themselves as experts, provide appropriate solutions for each customer, and follow up consistently.</p>\r\n\r\n<p>Every small-business owner can build a successful business by making a commitment to building relationships, providing a quality product or service, being a market leader, and keeping those relationships going with good follow up.</p>','​6 quick and affordable tips to grow a new business','','inherit','closed','closed','','5891-revision-v1','','','2016-04-20 22:16:49','2016-04-20 22:16:49','',5891,'http://www.danamanciagli.com/5891-revision-v1/',0,'revision','',0),(5898,8264,'2016-04-20 22:17:16','2016-04-20 22:17:16','','​6 quick and affordable tips to grow a new business','​6 quick and affordable tips to grow a new business','inherit','open','closed','','%e2%80%8b6-quick-and-affordable-tips-to-grow-a-new-business-2','','','2016-04-20 22:17:34','2016-04-20 22:17:34','',5891,'http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business.jpg',0,'attachment','image/jpeg',0),(5899,8264,'2016-04-20 22:17:57','2016-04-20 22:17:57','[caption id=\"attachment_5898\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/​6-quick-and-affordable-tips-to-grow-a-new-business-300x198.jpg\" alt=\"​6 quick and affordable tips to grow a new business\" width=\"300\" height=\"198\" class=\"size-medium wp-image-5898\" /></a> ​6 quick and affordable tips to grow a new business[/caption]<p>Small businesses play a vital role in the U.S. economy where they are incubators for innovation and employment growth. About 97 percent of U.S. companies are small businesses, but their combined revenues are 66 percent the nation’s total business revenues.</p>\r\n\r\n<p>And a new business is risky, with about 50 percent still in operation after five years.</p>\r\n\r\n<p>So what should new business owners do to grow their companies?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Margot%20Dorfman\">Margot Dorfman</a>, CEO of the <a href=\"https://uswcc.org/\"><u>U.S. Women’s Chamber of Commerce</u></a> has keen insights. As an experienced business owner herself and the co-founder and leader of the national chamber of commerce for women, Dorfman understands how to generate business growth quickly and affordably.</p>\r\n\r\n<p>Here are Dorfman\'s quick tips for a fast start:</p>\r\n\r\n<p><b>1. Present Yourself as an Expert.</b></p>\r\n\r\n<p>Present yourself (and your company) as an expert in your field.</p>\r\n\r\n<p>“I hear consistently from buyers that they want to buy from the person with the most experience, passion, and focus,\" Dorman says. \"Typically that is the owner. If you have sales people on the front line, make sure they communicate knowledgeably about the company and the industry and deliver a strong message professionally.”</p>\r\n\r\n<p>Avoid the, “I do everything” trap. Many new business owners take on too much and present themselves as an unfocused “jack of all trades.” Build your business in one solid area of focus where you are indeed an expert.</p>\r\n\r\n<p><b>2. Leverage Free Visibility.</b></p>\r\n\r\n<p>Demonstrate your expertise by writing articles for trade journals, local newspapers and magazines, and making presentations at meetings and conferences. If you are involved in government contracting, attend and speak at city council and commission meetings. Share your expertise and let people see who you are. You may also pick up tips from these meetings about new opportunities for your company.</p>\r\n\r\n<p>“I was presenting at an event recently when one business owner said that she had time to only attend her one organization luncheon each month,\" Dorman says. \"The attendees were other women business owners having the same struggles, and this was a support network for her.”</p>\r\n\r\n<p>Dorfman challenged her to broaden her network by stepping out to a range of meetings and activities so that she would be meeting new people — and they would be meeting her.</p>\r\n\r\n<p><b>3. Make the Most Of Opportunities Nearby.</b></p>\r\n\r\n<p>Identify buyers and potential buyers within a five-mile radius of your business. Look at consumers, small businesses, schools, local, county and state governments, large corporations, and any federal agencies, including military bases. Make a target list and reach out to these buyers to begin building relationships.</p>\r\n\r\n<p><b>4. Expand Your Network Through Volunteering.</b></p>\r\n\r\n<p>Business startups are more than a full-time job and can leave little (if any) time to attend industry meetings or become actively involved in your community. However, it is these very relationships that provide new opportunities for business growth.</p>\r\n\r\n<p>Volunteering or serving on not-for-profit boards for causes with which you are aligned gives you the ability to meet other professionals that may be in need of your product or service.</p>\r\n\r\n<p><b>5. Be Prepared and Present Solutions.</b></p>\r\n\r\n<p>When approaching buyers, make sure you have done your homework first. What sets you apart in the conversation? Research the companies or agencies to see if they buy what you sell. If yes, understand their pitfalls and lead the conversation with solutions to their challenges.</p>\r\n\r\n<p><b>6. Above All, Follow Up!</b></p>\r\n\r\n<p>The biggest downfall to potential business is the lack of follow up.</p>\r\n\r\n<p>Send follow up email, keep in touch with relevant information, and deliver on promises.</p>\r\n\r\n<p>“One buyer I know says he sees the 80/20 rule reign here,” advises Dorfman. “Twenty percent of the businesses he meets respond 80 percent of the time. What happens to the rest? They make contact, don’t follow up, and lose his business. There are a lot of good companies with which he would have welcomed the opportunity to do business.”</p>\r\n\r\n<p>Dorfman has learned, from her own experience as an entrepreneur and her experience coaching other small businesses, that companies that are successful have created a wide network of targeted connections.</p>\r\n\r\n<p>Successful business owners limit their efforts to targeted regions or areas of focus, establish themselves as experts, provide appropriate solutions for each customer, and follow up consistently.</p>\r\n\r\n<p>Every small-business owner can build a successful business by making a commitment to building relationships, providing a quality product or service, being a market leader, and keeping those relationships going with good follow up.</p>','​6 quick and affordable tips to grow a new business','','inherit','closed','closed','','5891-revision-v1','','','2016-04-20 22:17:57','2016-04-20 22:17:57','',5891,'http://www.danamanciagli.com/5891-revision-v1/',0,'revision','',0),(5914,8264,'2016-04-27 17:16:22','2016-04-27 17:16:22','\r\n<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','','inherit','closed','closed','','5912-revision-v1','','','2016-04-27 17:16:22','2016-04-27 17:16:22','',5912,'http://www.danamanciagli.com/5912-revision-v1/',0,'revision','',0),(5913,8264,'2016-04-27 17:14:44','2016-04-27 17:14:44','<p class=\"content__segment\">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<p class=\"content__segment\">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<p class=\"content__segment\"><a href=\"https://securepubads.g.doubleclick.net/pagead/adview?ai=BG8KXRPMgV5CdItTipAOJu4S4BZmrgvAIAAAAEAEgqZbaHzgAWIHCmMr4AmDJxuGN_KSYE7IBE3d3dy5iaXpqb3VybmFscy5jb226AQlnZnBfaW1hZ2XIAQnaAXVodHRwOi8vd3d3LmJpempvdXJuYWxzLmNvbS9iaXpqb3VybmFscy9ob3ctdG8vZ3Jvd3RoLXN0cmF0ZWdpZXMvMjAxNi8wNC81LXN0cm9uZy1pbmRpY2F0b3JzLWZvci1lbnRyZXByZW5ldXJzaGlwLmh0bWyYArjaAcACAuACAOoCNC80NjM1L2J6ai5iaXpqb3VybmFscy9vb3AvaG93LXRvL2dyb3d0aC1zdHJhdGVnaWVzLzH4Av7RHpADpAOYA-ADqAMB4AQBkgULCAcQARgBIJHhvRrSBQYQyZHhjQGQBgGgBiDYBwDgBw4&amp;sigh=qsKIP21T89s&amp;cid=CAASEuRoksHmUHOBmRoZE8I4ZyB2Ug&amp;adurl=https://tpc.googlesyndication.com/pagead/imgad?id=CICAgKDT76X9axABGAEyCNk3OcrSZUB0%26t%3D10%26cT%3Dhttp%253A//bizjournals.com%26l%3Dhttp%253A//www.bizjournals.com/bizjournals/search/results%253Fq%253DPete%252520Gilfillan\">Pete Gilfillan</a>, a pre-eminent franchise consultant and author of the best-selling business book <a href=\"http://www.hireyourselfbook.com/\" target=\"_blank\">HIRE YOURSELF: Control your Own Destiny through Franchise Ownership</a> <em>,</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<p class=\"content__segment\">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<h4 class=\"content__segment\">Explore both options</h4>\r\n<p class=\"content__segment\">“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<p class=\"content__segment\">Gilfillan is quick to acknowledge that entrepreneurship is not for everyone.</p>\r\n<p class=\"content__segment\">“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<p class=\"content__segment\">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<p class=\"content__segment\">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<h4 class=\"content__segment\">1. The capacity to succeed</h4>\r\n<p class=\"content__segment\">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<h4 class=\"content__segment\">2. Strength of character</h4>\r\n<p class=\"content__segment\">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<h4 class=\"content__segment\">3. Investment Capital</h4>\r\n<p class=\"content__segment\">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<h4 class=\"content__segment\">4. A Spirit of Cooperation</h4>\r\n<p class=\"content__segment\">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<p class=\"content__segment\">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<h4 class=\"content__segment\">5. A Commitment to Customer Satisfaction</h4>\r\n<p class=\"content__segment\">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<p class=\"content__segment\">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','','inherit','closed','closed','','5912-revision-v1','','','2016-04-27 17:14:44','2016-04-27 17:14:44','',5912,'http://www.danamanciagli.com/5912-revision-v1/',0,'revision','',0),(5915,8311,'2016-05-18 03:20:02','2016-05-18 03:20:02','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/4-biggest-challenges-facing-business-leaders-today.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/04/4-biggest-challenges-facing-business-leaders-today-300x179.jpg\" alt=\"4 biggest challenges facing business leaders today\" width=\"300\" height=\"179\" class=\"alignright size-medium wp-image-5930\" /></a><p>When it comes to successful leadership, attributes like vision, communication, integrity, and curiosity never go out of style. Today, executives also must be able to build strong teams in the face of recruiting and retention challenges, keep up with the latest technology, and demonstrate strong business acumen.</p>\r\n\r\n<p>Those at the helm of their organizations need these skills, among others, to navigate the business environment, which recent research suggests is increasingly difficult to do. In a <a href=\"http://rhmr.mediaroom.com/business-leaders-challenges\" target=\"_blank\">Robert Half Management Resources survey</a>, 66 percent of chief financial officers (CFOs) said it’s more challenging to be a company leader today than it was five years ago.</p>\r\n\r\n<p>“Emerging trends, from the accelerated pace of change and disruptive innovations to dispersed workforces and regulatory compliance demands, have intensified the pressures facing company leaders,” said Paul McDonald, senior executive director for Robert Half. “Today’s leaders must be proficient in their chosen field, but also current on big-picture issues facing their industries and organizations.”</p>\r\n\r\n<p>The good news? Employees are on management’s side; in the survey, 87 percent of workers said they are confident in their company leaders. \"Professionals understand how challenging managing a department or company can be and respect the work of their supervisors,” McDonald said.</p>\r\n\r\n<p>Here are some of the top challenges facing business executives today and <a href=\"http://www.roberthalf.com/management-resources/blog/8-steps-for-strengthening-your-leadership-skills\" target=\"_blank\">some tips to help leaders</a> meet those demands head-on:</p>\r\n\r\n<p><b>1. The need for wider-ranging knowledge</b></p>\r\n\r\n<p>Not too long ago, many company executives operated in silos: They were the experts in their division, but they didn’t often get involved in the work of other departments. Today, however, leaders must take a broader organizational view. For example, many CFOs have seen their responsibilities <a href=\"http://rhmr.mediaroom.com/CFO-expanded-role-human-resources-HR-IT-information-technology\" target=\"_blank\">extend beyond finance</a>into human resources, information technology, and operations.</p>\r\n\r\n<p>Fostering strong relationships with coworkers outside your department can be invaluable when it comes to learning about other areas of the firm; successful leaders make sure they participate in interdepartmental committees and projects. Holding high-level management positions in professional organizations can also help executives get a broader perspective of typical organizational structures and procedures.</p>\r\n\r\n<p><b>2. The demand for skilled talent</b></p>\r\n\r\n<p>Because in-demand professionals have more opportunities today, it’s harder to recruit and retain top performers. In addition, managers frequently must oversee staff in several locations, which makes it even more challenging to motivate employees.</p>\r\n\r\n<p>This is where successful leaders tap into their strong communication skills, clearly explaining to each employee his or her career path and role in the company’s mission, then supporting employees as they build their leadership skills and prepare for greater responsibilities. Savvy leaders also seek feedback on their communication style from mentors, fellow managers, and even staff, and follow through on the best suggestions.</p>\r\n\r\n<p><b>3. Information overload</b></p>\r\n\r\n<p>Managers now have access to extensive databases filled with information that can greatly enhance their decision-making, but the amount of data they’re presented with on a daily basis can be overwhelming. The strongest leaders know how to extract the most valuable information and transform it into strategic guidance — and how to bring in highly skilled business analysts who can help them do so.</p>\r\n\r\n<p><b>4. Change — and more change</b></p>\r\n\r\n<p>Once, in the not-so-distant past, firms understood at least the basics of their competitors’ business models, because most companies operated in a similar way. Today, however, firms are introducing new business models all the time. What’s more, technology seems to be changing every minute.</p>\r\n\r\n<p>That’s why it’s crucial for managers to stay on top of industry trends and remain open and adaptable to change. Successful leaders regularly read the top industry blogs, subscribe to newsletters, follow industry leaders on Twitter, and join relevant groups on LinkedIn. Keeping up to date with technology trends can require training; it’s a good idea for executives to take external courses and participate in in-house professional development programs.</p>\r\n\r\n<p>Simply put, it’s clear that today’s business environment is constantly evolving, and executives face new pressures every day. To help their firms remain competitive, managers need to invest time and effort into improving and refining their leadership skills.</p>\r\n\r\n<p>But one thing remains consistent: Leaders can’t achieve their goals without building a talented, engaged team. As McDonald says: “Successful executives engage their employees, help them build their leadership skills, and work to grow the business together.”</p>\r\n','4 biggest challenges facing business leaders today','','publish','open','open','','4-biggest-challenges-facing-business-leaders-today','','','2016-04-29 15:29:36','2016-04-29 15:29:36','',0,'http://www.danamanciagli.com/?p=5915',0,'post','',0),(5916,8264,'2016-04-27 17:19:31','2016-04-27 17:19:31','\r\n<p>When it comes to successful leadership, attributes like vision, communication, integrity, and curiosity never go out of style. Today, executives also must be able to build strong teams in the face of recruiting and retention challenges, keep up with the latest technology, and demonstrate strong business acumen.</p>\r\n\r\n<p>Those at the helm of their organizations need these skills, among others, to navigate the business environment, which recent research suggests is increasingly difficult to do. In a <a href=\"http://rhmr.mediaroom.com/business-leaders-challenges\" target=\"_blank\">Robert Half Management Resources survey</a>, 66 percent of chief financial officers (CFOs) said it’s more challenging to be a company leader today than it was five years ago.</p>\r\n\r\n<p>“Emerging trends, from the accelerated pace of change and disruptive innovations to dispersed workforces and regulatory compliance demands, have intensified the pressures facing company leaders,” said Paul McDonald, senior executive director for Robert Half. “Today’s leaders must be proficient in their chosen field, but also current on big-picture issues facing their industries and organizations.”</p>\r\n\r\n<p>The good news? Employees are on management’s side; in the survey, 87 percent of workers said they are confident in their company leaders. \"Professionals understand how challenging managing a department or company can be and respect the work of their supervisors,” McDonald said.</p>\r\n\r\n<p>Here are some of the top challenges facing business executives today and <a href=\"http://www.roberthalf.com/management-resources/blog/8-steps-for-strengthening-your-leadership-skills\" target=\"_blank\">some tips to help leaders</a> meet those demands head-on:</p>\r\n\r\n<p><b>1. The need for wider-ranging knowledge</b></p>\r\n\r\n<p>Not too long ago, many company executives operated in silos: They were the experts in their division, but they didn’t often get involved in the work of other departments. Today, however, leaders must take a broader organizational view. For example, many CFOs have seen their responsibilities <a href=\"http://rhmr.mediaroom.com/CFO-expanded-role-human-resources-HR-IT-information-technology\" target=\"_blank\">extend beyond finance</a>into human resources, information technology, and operations.</p>\r\n\r\n<p>Fostering strong relationships with coworkers outside your department can be invaluable when it comes to learning about other areas of the firm; successful leaders make sure they participate in interdepartmental committees and projects. Holding high-level management positions in professional organizations can also help executives get a broader perspective of typical organizational structures and procedures.</p>\r\n\r\n<p><b>2. The demand for skilled talent</b></p>\r\n\r\n<p>Because in-demand professionals have more opportunities today, it’s harder to recruit and retain top performers. In addition, managers frequently must oversee staff in several locations, which makes it even more challenging to motivate employees.</p>\r\n\r\n<p>This is where successful leaders tap into their strong communication skills, clearly explaining to each employee his or her career path and role in the company’s mission, then supporting employees as they build their leadership skills and prepare for greater responsibilities. Savvy leaders also seek feedback on their communication style from mentors, fellow managers, and even staff, and follow through on the best suggestions.</p>\r\n\r\n<p><b>3. Information overload</b></p>\r\n\r\n<p>Managers now have access to extensive databases filled with information that can greatly enhance their decision-making, but the amount of data they’re presented with on a daily basis can be overwhelming. The strongest leaders know how to extract the most valuable information and transform it into strategic guidance — and how to bring in highly skilled business analysts who can help them do so.</p>\r\n\r\n<p><b>4. Change — and more change</b></p>\r\n\r\n<p>Once, in the not-so-distant past, firms understood at least the basics of their competitors’ business models, because most companies operated in a similar way. Today, however, firms are introducing new business models all the time. What’s more, technology seems to be changing every minute.</p>\r\n\r\n<p>That’s why it’s crucial for managers to stay on top of industry trends and remain open and adaptable to change. Successful leaders regularly read the top industry blogs, subscribe to newsletters, follow industry leaders on Twitter, and join relevant groups on LinkedIn. Keeping up to date with technology trends can require training; it’s a good idea for executives to take external courses and participate in in-house professional development programs.</p>\r\n\r\n<p>Simply put, it’s clear that today’s business environment is constantly evolving, and executives face new pressures every day. To help their firms remain competitive, managers need to invest time and effort into improving and refining their leadership skills.</p>\r\n\r\n<p>But one thing remains consistent: Leaders can’t achieve their goals without building a talented, engaged team. As McDonald says: “Successful executives engage their employees, help them build their leadership skills, and work to grow the business together.”</p>\r\n','4 biggest challenges facing business leaders today','','inherit','closed','closed','','5915-revision-v1','','','2016-04-27 17:19:31','2016-04-27 17:19:31','',5915,'http://www.danamanciagli.com/5915-revision-v1/',0,'revision','',0),(5924,7636,'2016-04-29 00:17:54','2016-04-29 00:17:54','<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>\r\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>\r\n<table border=\"0\" width=\"621\" cellspacing=\"0\" cellpadding=\"0\">\r\n<tbody>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p align=\"center\"><b>Tool Name</b><b></b></p>\r\n</td>\r\n<td valign=\"top\" width=\"300\">\r\n<p align=\"center\"><b>Description</b><b></b></p>\r\n</td>\r\n<td valign=\"top\" width=\"141\">\r\n<p style=\"text-align: center;\" align=\"center\"><b> Click on Image to Download</b></p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\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>\r\n</td>\r\n<td valign=\"top\" width=\"300\">\r\n<p style=\"text-align: center;\"><em> </em></p>\r\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.\r\n<p style=\"text-align: left;\">Follow it step by step and log your activities, follow up and results.</p>\r\n&nbsp;</td>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b>CTC Goal Profile\r\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>\r\n</td>\r\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>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b>CTC Job Search Schedule\r\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>\r\n</td>\r\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>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b><b>CTC Candidate Packet Guide</b>\r\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>\r\n</td>\r\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>\r\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\">\r\n</a></td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b>CTC Networking Plan\r\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>\r\n</td>\r\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>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\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>\r\n&nbsp;</td>\r\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>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b>CTC Job Description (JD) Profile\r\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>\r\n</td>\r\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>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b>CTC Cover Letter Guide\r\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>\r\n</td>\r\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>\r\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>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"180\">\r\n<p style=\"text-align: center;\"><b>CTC Interview Prep Guide</b></p>\r\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>\r\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>\r\nGet a Job! </i></b>on Amazon.</td>\r\n<td valign=\"top\" width=\"141\">\r\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>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<h3>Please send any questions, comments or recommendations on any of the tools to info@danamanciagli.com</h3>\r\n<h3>Best of luck on your job search!</h3>\r\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-revision-v1','','','2016-04-29 00:17:54','2016-04-29 00:17:54','',1248,'http://www.danamanciagli.com/1248-revision-v1/',0,'revision','',0),(5940,1,'2016-05-05 12:50:35','2016-05-05 12:50:35','','Order &ndash; May 5, 2016 @ 12:50 PM','','wc-processing','open','closed','order_572b41981c42a','order-may-05-2016-1250-pm','','','2016-05-05 12:50:35','2016-05-05 12:50:35','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5940',0,'shop_order','',2),(6003,8311,'2016-06-29 03:25:21','2016-06-29 03:25:21','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa-300x200.jpg\" alt=\"5 steps to creating a company culture that employees love\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6011\" /></a><p>Investing energy in your employees’ well-being produces employees who are more willing to invest in your company.</p>\r\n\r\n<p>Creating a sustainable and enjoyable company culture is not only crucial for your employees’ morale, it’s also necessary for attracting new talent and creating business longevity.</p>\r\n\r\n<p>Google is often heralded as an organization that businesses should emulate when shaping their own company culture. From Austin, Texas, where <a href=\"https://www.google.com/about/company/facts/culture/\" target=\"_blank\">Google</a> has a “Geek Chic” collaborative room to London, where the company has a “walk in the park” space, each working space is curated to the specific geographic and cultural preferences of the area.</p>\r\n\r\n<p>So, how is a company culture created, and where do you begin?</p>\r\n\r\n<p><b>1. Assign an owner</b></p>\r\n\r\n<p>Without someone who is directly focused on setting the tone of the office culture, the responsibility will inevitably fall to no one. An individual should be hired specifically for the purpose of being the lead on creating and instilling a sense of company culture.</p>\r\n\r\n<p><b>2. Make it personal</b></p>\r\n\r\n<p>Without the input of management and leaders from within the organization, efforts to mold company culture will fall flat. <a href=\"http://deloitte.wsj.com/riskandcompliance/2014/12/15/building-tone-at-the-top-the-role-of-the-ceo-board-and-coo/\" target=\"_blank\">Nicole Sandford</a>, partner and national practice leader at Deloitte &amp; Touche LLP’s Enterprise Compliance Services, said, “The tone at the top sets an organization’s guiding values and ethical climate.” For example, if leadership engages illicitly or explicitly in illegal or immoral business practices, those behaviors are implied as acceptable for all team members.</p>\r\n\r\n<p><b>3. Communicate your mission</b></p>\r\n\r\n<p>What is the point or purpose of the company? For example, on the <a href=\"https://www.incorporatemassage.com/why-us\" target=\"_blank\">Incorporate Massage</a> website, recruiters let prospective job candidates know from their first sentence exactly what they want and what the company represents:</p>\r\n\r\n<p>“You\'re looking for something exceptional. So are we. Corporate chair massage is what we do. We\'re not your typical massage therapists. And yes, that\'s a good thing. Fun, energetic, and passionate about what we do, we\'ve started a company by massage therapists and for massage therapists.”</p>\r\n\r\n<p><b>4. Empowerment and a sense of freedom</b></p>\r\n\r\n<p>Let your employees know that their opinions and suggestions about the company matter. If employees believe they can and should contribute to the company’s purpose, they will help build and sustain a healthy company culture. For example, Facebook’s CEO Mark Zuckerberg holds weekly Friday company meetings where any employee is invited to ask him a question.</p>\r\n\r\n<p><b>5. Prioritize and focus</b></p>\r\n\r\n<p>Set consistent goals for the company: Weekly, monthly, quarterly, and/or yearly. Where do you want your company to be at the end of the year? Communicate these goals to your employees clearly, and they can help you get there. Without a well-thought-out goal or endgame in mind, employees struggle to know what they are working for and what their purpose is, hindering not only the success of the business but their personal success as well.</p>\r\n\r\n<p>Whether you want to create a company “lifestyle” around the organic cuisine and gym perks you offer, or build a culture around an established traditional narrative like <a href=\"https://thewaltdisneycompany.com/\" target=\"_blank\">The Walt Disney Company does</a>, it is up to you and your team to pick a vision and run with it.</p>\r\n\r\n<p>Check out the infographic link below for both action steps to create a company culture and examples of companies that have succeeded in doing it.</p>\r\n\r\n<a href=\"http://media.bizj.us/view/img/9458002/april29danagnk-022216-corporate-culture-infographic-to-go-with-article021916*xx.jpg\">The Culture of Company Culture</a>','5 steps to creating a company culture that employees love','','publish','open','open','','5-steps-to-creating-a-company-culture-that-employees-love','','','2016-05-31 19:10:19','2016-05-31 19:10:19','',0,'http://www.danamanciagli.com/?p=6003',0,'post','',0),(5958,1,'2016-05-13 17:19:20','2016-05-13 17:19:20','','Order &ndash; May 13, 2016 @ 05:19 PM','','wc-processing','open','closed','order_57360c936a8bc','order-may-13-2016-0519-pm','','','2016-05-13 17:19:20','2016-05-13 17:19:20','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5958',0,'shop_order','',2),(5959,7636,'2016-05-14 01:50:58','2016-05-14 01:50:58','<p>Your Name (required)<br />\r\n    [text* your-name] </p>\r\n\r\n<p>Your Email (required)<br />\r\n    [email* your-email] </p>\r\n\r\n<p>Subject<br />\r\n    [text your-subject] </p>\r\n\r\n<p>Your Message<br />\r\n    [textarea your-message] </p>\r\n\r\n<p>[submit \"Send\"]</p>\nCareer Coaching and Speaking \"[your-subject]\"\n[your-name] <dana@danamanciagli.com>\nFrom: [your-name] <[your-email]>\r\nSubject: [your-subject]\r\n\r\nMessage Body:\r\n[your-message]\r\n\r\n--\r\nThis e-mail was sent from a contact form on Career Coaching and Speaking (http://www.danamanciagli.com)\ndana@danamanciagli.com\nReply-To: [your-email]\n\n\n\n\nCareer Coaching and Speaking \"[your-subject]\"\nCareer Coaching and Speaking <dana@danamanciagli.com>\nMessage Body:\r\n[your-message]\r\n\r\n--\r\nThis e-mail was sent from a contact form on Career Coaching and Speaking (http://www.danamanciagli.com)\n[your-email]\nReply-To: dana@danamanciagli.com\n\n\n\nThank you for your message. It has been sent.\nThere was an error trying to send your message. Please try again later.\nOne or more fields have an error. Please check and try again.\nThere was an error trying to send your message. Please try again later.\nYou must accept the terms and conditions before sending your message.\nThe field is required.\nThe field is too long.\nThe field is too short.\nThe date format is incorrect.\nThe date is before the earliest one allowed.\nThe date is after the latest one allowed.\nThere was an unknown error uploading the file.\nYou are not allowed to upload files of this type.\nThe file is too big.\nThere was an error uploading the file.\nThe number format is invalid.\nThe number is smaller than the minimum allowed.\nThe number is larger than the maximum allowed.\nThe answer to the quiz is incorrect.\nYour entered code is incorrect.\nThe e-mail address entered is invalid.\nThe URL is invalid.\nThe telephone number is invalid.','Contact Form B','','publish','closed','closed','','untitled','','','2016-05-14 01:51:19','2016-05-14 01:51:19','',0,'http://www.danamanciagli.com/?post_type=wpcf7_contact_form&#038;p=5959',0,'wpcf7_contact_form','',0),(5960,7636,'2016-05-14 01:52:06','2016-05-14 01:52:06','[contact-form-7 id=\"5959\" title=\"Contact Form B\"]','Contact Test','','publish','closed','closed','','contact-test','','','2016-05-14 01:52:06','2016-05-14 01:52:06','',0,'http://www.danamanciagli.com/?page_id=5960',0,'page','',0),(5961,7636,'2016-05-14 01:52:06','2016-05-14 01:52:06','[contact-form-7 id=\"5959\" title=\"Contact Form B\"]','Contact Test','','inherit','closed','closed','','5960-revision-v1','','','2016-05-14 01:52:06','2016-05-14 01:52:06','',5960,'http://www.danamanciagli.com/5960-revision-v1/',0,'revision','',0),(5965,8311,'2016-06-01 02:52:09','2016-06-01 02:52:09','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement-e1463503387947.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement-300x199.jpg\" alt=\"How tech incentives increase employee engagement\" width=\"300\" height=\"199\" class=\"alignright size-medium wp-image-5969\" /></a><p>Employee engagement was identified as one of three top priorities contributing to business success in a recent study conducted by <a href=\"https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf\"><u>Harvard Business Review Analytic Services</u></a>.</p>\r\n\r\n<p>Companies have tried everything from pet-friendly policies, lunchtime yoga sessions, and branded company tote bags to connect with their employees.</p>\r\n\r\n<p>The trouble is, not everyone knows how to build these connections and measure their impact. This Harvard study found that many companies struggle to measure engagement and how it impacts business performance metrics such as customer satisfaction.</p>\r\n\r\n<p>I spoke with Peter Gossin, product marketing manager on the US Windows and Devices Team at Microsoft, about how to find and provide the tools that employees need to do their jobs effectively and that also resonate with them on a personal level.</p>\r\n\r\n<p>“I have a drawer full of pens and paperweights and other dust-collecting objects that were meant to recognize a company milestone or contribution, but they never created any connection or provided any lasting benefit,” says Gossin. “With all the cool, affordable technology out there, it would be so nice to receive something that keeps you connected to the things you care about.”</p>\r\n\r\n<p>Gossin believes companies are missing a huge opportunity to connect with custom-branded technology and apps. Moderately priced tablets, many under $100, can be branded with a company logo and be loaded with customized content.</p>\r\n\r\n<p>He offers three examples of winning strategies using technology to increase employee satisfaction and engagement.</p>\r\n\r\n<p><b>1. Connect more closely with customers</b></p>\r\n\r\n<p>Westgate Resorts is one of the largest resort developers in the world. Until recently, all of the company’s nearly 80,000 annual closings proceeded along a paper path, requiring agents to print, review, sign, and ship more than 40 documents. Preparing these documents took time, which slowed down the process and tested buyers’ patience.</p>\r\n\r\n<p>Automating this process and then providing buyers with a branded and customized tablet during the closing made the connection stronger <a href=\"https://customers.microsoft.com/Pages/CustomerStory.aspx?recid=22942\" target=\"_blank\">because the signing process was easy and Westgate had a way of engaging with their customers after the sale.</a></p>\r\n\r\n<p><b>2. Celebrate major milestones in style</b></p>\r\n\r\n<p>A regional bank had just reached a major milestone and wanted to celebrate in style. To thank its employees for their contributions, the bank selected branded tablets and Bluetooth keyboards.</p>\r\n\r\n<p>Distributed at an annual holiday party, the gifts were presented in specially-designed packaging with customized content that complemented the experience. The employees were delighted because the gift showed that the bank put effort and care into selecting something truly valuable and useful for them.</p>\r\n\r\n<p><b>3. Recognize and reward employees — and make it meaningful</b></p>\r\n\r\n<p>Employee gift-giving programs of the past were generic and usually reserved for holidays and work anniversaries. Time to go beyond the mug by recognizing what is most meaningful to your employees.</p>\r\n\r\n<p>Royal Caribbean knows its crew members are at the heart of the great vacations the brand delivers. It also recognizes the level of commitment it takes to live aboard a cruise ship, so they decided to invest in technology that made it possible to stay in touch with friends and family. Now they can talk face-to-face with loved ones via Skype, share photos, and send and receive email. The boost to crew morale was so high, Royal Caribbean is giving branded tablets to its more than 40,000 crew members.</p>\r\n\r\n<p>The Harvard Study found: “There has been a shift toward investing for growth and away from cost reduction. Twenty-four percent of responding companies now say they are investing for growth in the coming year, while only 16 percent said they were doing this over the past three years, representing a significant shift toward investment.”</p>\r\n\r\n<p>Gossin agrees, and says that because they are more affordable than ever, it makes good business sense to invest in tablets as part of customer reward or employee incentive programs.</p>\r\n\r\n<p>When people are empowered to work from anywhere using today’s smart devices, brands can affordably delight their employees and customers and enable memorable experiences. Says Gossin, “You build employee and customer engagement by going above and beyond what’s expected.”</p>','How tech incentives increase employee engagement','','publish','open','open','','how-tech-incentives-increase-employee-engagement','','','2016-05-17 16:43:42','2016-05-17 16:43:42','',0,'http://www.danamanciagli.com/?p=5965',0,'post','',0),(5966,8311,'2016-06-08 02:52:11','2016-06-08 02:52:11','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies-300x169.jpg\" alt=\"How to defeat workplace bullies\" width=\"300\" height=\"169\" class=\"alignright size-medium wp-image-5972\" /></a><p>Bullying is a problem in the workplace.</p>\r\n\r\n<p>According to a <a href=\"http://www.workplacebullying.org/wbiresearch/wbi-2014-us-survey/\" target=\"_blank\">recent survey</a> by the Workplace Bullying Institute, nearly 37 million U.S. workers faced “abusive conduct” at work, while another 29 million workers witnessed it.</p>\r\n\r\n<p>Bullying — defined as psychological violence in the form of verbal bullying (ridiculing, insulting, name-calling, or slandering), physical bullying (pushing, shoving, kicking, or tripping), or situational bullying (sabotage or deliberate humiliation) — represents a problem that impacts us all.</p>\r\n\r\n<p><b>What can be done?</b></p>\r\n\r\n<p>According to Dr. Lynne Curry, author of <a href=\"http://www.amacombooks.org/book.cfm?isbn=9780814436882\" target=\"_blank\">Beating the Workplace Bully</a> and founding partner of the management consulting firm <a href=\"https://thegrowthcompany.com/\" target=\"_blank\">The Growth Company</a>, “Those of us targeted by or witnessing bullying can stop bullies in their tracks.”</p>\r\n\r\n<p><b>How you came to be bullied</b></p>\r\n\r\n<p>Curry suggests you start by realizing how you came to be bullied.</p>\r\n\r\n<p>“Was it simple bad luck that you were in a bully’s way or had something the bully wanted, or did you ignore warning signs or signal in some way that you were an easy target?”</p>\r\n\r\n<p><b>Common warning signs</b></p>\r\n\r\n<p>There are common warning signs you need to notice, such as a bully cutting you down, treating you poorly, or making you feel you’re in the wrong or that you need to walk on eggshells.</p>\r\n\r\n<p>“Individuals can bully without being a bully,\" Curry says. \"What distinguishes a bully from someone with normal bad behavior is that a bully engages in intentional repeated bullying behavior. “</p>\r\n\r\n<p><b>Recognize bully types</b></p>\r\n\r\n<p>Bullies come in several types:</p>\r\n\r\n<ul>\r\n	<li>The angry, aggressive jerk</li>\r\n	<li>The wounded rhino</li>\r\n	<li>The scorched earth fighter</li>\r\n	<li>The character assassin</li>\r\n	<li>The silent grenade</li>\r\n	<li>The shape-shifter</li>\r\n	<li>The narcissist</li>\r\n</ul>\r\n\r\n<p>We’re most familiar with the angry, aggressive jerk who demeans, belittles and insults others.</p>\r\n\r\n<p>While the mean-spirited wounded rhino seeks to dominate, the cutthroat scorched earth fighter bully pulls out all the stops when he bullies you, because it’s not enough that he wins, he needs you to lose.</p>\r\n\r\n<p>The character assassin defames you, and the silent grenade rules your work life because you fear he’ll explode in unstoppable rage.</p>\r\n\r\n<p>The Dr. Jekyll/Mr. Hyde shape-shifter charms the boss and subtly takes out those who get in his way.</p>\r\n\r\n<p>The narcissist lives according to “me, only me” and harms others without remorse because (s)he feel entitled to play by his/her own rules.</p>\r\n\r\n<p>Could you meet a bully who combines several of these types? Absolutely.</p>\r\n\r\n<p><b>If you’re bullied</b></p>\r\n\r\n<p>If you’re bullied, says Curry, “The solution starts with you. Never let a bully gain an outpost in your mind. Instead, assess what’s going on. Decide whether you’ll allow the bully to treat you this way, and if not, how you’ll handle it.”</p>\r\n\r\n<p><a href=\"https://thegrowthcompany.com/what-we-do/publications/books/\" target=\"_blank\">Curry’s book</a> teaches those targeted by bullying to “step into their power, uproot old habits with new actions, confront mental manipulation, and rehearse new behaviors.”</p>\r\n\r\n<p><b>Does the bully feel bad about hurting you?</b></p>\r\n\r\n<p>“Bullies don’t feel bad about hurting others,” says Curry. “They lack respect for those they view as vulnerable and rationalize their behavior because their targets ‘deserved it.’”</p>\r\n\r\n<p><b>Bully bosses and employees</b></p>\r\n\r\n<p>Learn the special strategies for handling bully bosses and employees.</p>\r\n\r\n<p>“If you work for a bully boss,” says Curry, “see him for who he is, know your legal rights, and never go toe-to-toe with him.”</p>\r\n\r\n<p>If you supervise a bully employee, “realize that he feels justified in creating uproar and distorting your actions and words.”</p>\r\n\r\n<p><b>What can leaders and HR professionals do to combat bullying?</b></p>\r\n\r\n<p>Curry recommends that business leaders realize they may not see bullies, because bullies “kiss up and kick down.”</p>\r\n\r\n<p>A leader who wants to create a bully-free environment needs to define a policy, implement it, and create a confidential grievance channel. Provide supervisors with training to recognize bullying problems and provide behavior-changing training for targets and bullies. Ensure that HR professionals investigate allegations of bullying and directly intervene if there is substantial evidence.</p>','How to defeat workplace bullies','','publish','open','open','','how-to-defeat-workplace-bullies','','','2016-05-17 16:45:44','2016-05-17 16:45:44','',0,'http://www.danamanciagli.com/?p=5966',0,'post','',0),(5967,8264,'2016-05-17 14:50:18','2016-05-17 14:50:18','<p>Employee engagement was identified as one of three top priorities contributing to business success in a recent study conducted by <a href=\"https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf\"><u>Harvard Business Review Analytic Services</u></a>.</p>\r\n\r\n<p>Companies have tried everything from pet-friendly policies, lunchtime yoga sessions, and branded company tote bags to connect with their employees.</p>\r\n\r\n<p>The trouble is, not everyone knows how to build these connections and measure their impact. This Harvard study found that many companies struggle to measure engagement and how it impacts business performance metrics such as customer satisfaction.</p>\r\n\r\n<p>I spoke with Peter Gossin, product marketing manager on the US Windows and Devices Team at Microsoft, about how to find and provide the tools that employees need to do their jobs effectively and that also resonate with them on a personal level.</p>\r\n\r\n<p>“I have a drawer full of pens and paperweights and other dust-collecting objects that were meant to recognize a company milestone or contribution, but they never created any connection or provided any lasting benefit,” says Gossin. “With all the cool, affordable technology out there, it would be so nice to receive something that keeps you connected to the things you care about.”</p>\r\n\r\n<p>Gossin believes companies are missing a huge opportunity to connect with custom-branded technology and apps. Moderately priced tablets, many under $100, can be branded with a company logo and be loaded with customized content.</p>\r\n\r\n<p>He offers three examples of winning strategies using technology to increase employee satisfaction and engagement.</p>\r\n\r\n<p><b>1. Connect more closely with customers</b></p>\r\n\r\n<p>Westgate Resorts is one of the largest resort developers in the world. Until recently, all of the company’s nearly 80,000 annual closings proceeded along a paper path, requiring agents to print, review, sign, and ship more than 40 documents. Preparing these documents took time, which slowed down the process and tested buyers’ patience.</p>\r\n\r\n<p>Automating this process and then providing buyers with a branded and customized tablet during the closing made the connection stronger <a href=\"https://customers.microsoft.com/Pages/CustomerStory.aspx?recid=22942\" target=\"_blank\">because the signing process was easy and Westgate had a way of engaging with their customers after the sale.</a></p>\r\n\r\n<p><b>2. Celebrate major milestones in style</b></p>\r\n\r\n<p>A regional bank had just reached a major milestone and wanted to celebrate in style. To thank its employees for their contributions, the bank selected branded tablets and Bluetooth keyboards.</p>\r\n\r\n<p>Distributed at an annual holiday party, the gifts were presented in specially-designed packaging with customized content that complemented the experience. The employees were delighted because the gift showed that the bank put effort and care into selecting something truly valuable and useful for them.</p>\r\n\r\n<p><b>3. Recognize and reward employees — and make it meaningful</b></p>\r\n\r\n<p>Employee gift-giving programs of the past were generic and usually reserved for holidays and work anniversaries. Time to go beyond the mug by recognizing what is most meaningful to your employees.</p>\r\n\r\n<p>Royal Caribbean knows its crew members are at the heart of the great vacations the brand delivers. It also recognizes the level of commitment it takes to live aboard a cruise ship, so they decided to invest in technology that made it possible to stay in touch with friends and family. Now they can talk face-to-face with loved ones via Skype, share photos, and send and receive email. The boost to crew morale was so high, Royal Caribbean is giving branded tablets to its more than 40,000 crew members.</p>\r\n\r\n<p>The Harvard Study found: “There has been a shift toward investing for growth and away from cost reduction. Twenty-four percent of responding companies now say they are investing for growth in the coming year, while only 16 percent said they were doing this over the past three years, representing a significant shift toward investment.”</p>\r\n\r\n<p>Gossin agrees, and says that because they are more affordable than ever, it makes good business sense to invest in tablets as part of customer reward or employee incentive programs.</p>\r\n\r\n<p>When people are empowered to work from anywhere using today’s smart devices, brands can affordably delight their employees and customers and enable memorable experiences. Says Gossin, “You build employee and customer engagement by going above and beyond what’s expected.”</p>','How tech incentives increase employee engagement','','inherit','closed','closed','','5965-revision-v1','','','2016-05-17 14:50:18','2016-05-17 14:50:18','',5965,'http://www.danamanciagli.com/5965-revision-v1/',0,'revision','',0),(5968,8264,'2016-05-17 14:51:33','2016-05-17 14:51:33','<p>Bullying is a problem in the workplace.</p>\r\n\r\n<p>According to a <a href=\"http://www.workplacebullying.org/wbiresearch/wbi-2014-us-survey/\" target=\"_blank\">recent survey</a> by the Workplace Bullying Institute, nearly 37 million U.S. workers faced “abusive conduct” at work, while another 29 million workers witnessed it.</p>\r\n\r\n<p>Bullying — defined as psychological violence in the form of verbal bullying (ridiculing, insulting, name-calling, or slandering), physical bullying (pushing, shoving, kicking, or tripping), or situational bullying (sabotage or deliberate humiliation) — represents a problem that impacts us all.</p>\r\n\r\n<p><b>What can be done?</b></p>\r\n\r\n<p>According to Dr. Lynne Curry, author of <a href=\"http://www.amacombooks.org/book.cfm?isbn=9780814436882\" target=\"_blank\">Beating the Workplace Bully</a> and founding partner of the management consulting firm <a href=\"https://thegrowthcompany.com/\" target=\"_blank\">The Growth Company</a>, “Those of us targeted by or witnessing bullying can stop bullies in their tracks.”</p>\r\n\r\n<p><b>How you came to be bullied</b></p>\r\n\r\n<p>Curry suggests you start by realizing how you came to be bullied.</p>\r\n\r\n<p>“Was it simple bad luck that you were in a bully’s way or had something the bully wanted, or did you ignore warning signs or signal in some way that you were an easy target?”</p>\r\n\r\n<p><b>Common warning signs</b></p>\r\n\r\n<p>There are common warning signs you need to notice, such as a bully cutting you down, treating you poorly, or making you feel you’re in the wrong or that you need to walk on eggshells.</p>\r\n\r\n<p>“Individuals can bully without being a bully,\" Curry says. \"What distinguishes a bully from someone with normal bad behavior is that a bully engages in intentional repeated bullying behavior. “</p>\r\n\r\n<p><b>Recognize bully types</b></p>\r\n\r\n<p>Bullies come in several types:</p>\r\n\r\n<ul>\r\n	<li>The angry, aggressive jerk</li>\r\n	<li>The wounded rhino</li>\r\n	<li>The scorched earth fighter</li>\r\n	<li>The character assassin</li>\r\n	<li>The silent grenade</li>\r\n	<li>The shape-shifter</li>\r\n	<li>The narcissist</li>\r\n</ul>\r\n\r\n<p>We’re most familiar with the angry, aggressive jerk who demeans, belittles and insults others.</p>\r\n\r\n<p>While the mean-spirited wounded rhino seeks to dominate, the cutthroat scorched earth fighter bully pulls out all the stops when he bullies you, because it’s not enough that he wins, he needs you to lose.</p>\r\n\r\n<p>The character assassin defames you, and the silent grenade rules your work life because you fear he’ll explode in unstoppable rage.</p>\r\n\r\n<p>The Dr. Jekyll/Mr. Hyde shape-shifter charms the boss and subtly takes out those who get in his way.</p>\r\n\r\n<p>The narcissist lives according to “me, only me” and harms others without remorse because (s)he feel entitled to play by his/her own rules.</p>\r\n\r\n<p>Could you meet a bully who combines several of these types? Absolutely.</p>\r\n\r\n<p><b>If you’re bullied</b></p>\r\n\r\n<p>If you’re bullied, says Curry, “The solution starts with you. Never let a bully gain an outpost in your mind. Instead, assess what’s going on. Decide whether you’ll allow the bully to treat you this way, and if not, how you’ll handle it.”</p>\r\n\r\n<p><a href=\"https://thegrowthcompany.com/what-we-do/publications/books/\" target=\"_blank\">Curry’s book</a> teaches those targeted by bullying to “step into their power, uproot old habits with new actions, confront mental manipulation, and rehearse new behaviors.”</p>\r\n\r\n<p><b>Does the bully feel bad about hurting you?</b></p>\r\n\r\n<p>“Bullies don’t feel bad about hurting others,” says Curry. “They lack respect for those they view as vulnerable and rationalize their behavior because their targets ‘deserved it.’”</p>\r\n\r\n<p><b>Bully bosses and employees</b></p>\r\n\r\n<p>Learn the special strategies for handling bully bosses and employees.</p>\r\n\r\n<p>“If you work for a bully boss,” says Curry, “see him for who he is, know your legal rights, and never go toe-to-toe with him.”</p>\r\n\r\n<p>If you supervise a bully employee, “realize that he feels justified in creating uproar and distorting your actions and words.”</p>\r\n\r\n<p><b>What can leaders and HR professionals do to combat bullying?</b></p>\r\n\r\n<p>Curry recommends that business leaders realize they may not see bullies, because bullies “kiss up and kick down.”</p>\r\n\r\n<p>A leader who wants to create a bully-free environment needs to define a policy, implement it, and create a confidential grievance channel. Provide supervisors with training to recognize bullying problems and provide behavior-changing training for targets and bullies. Ensure that HR professionals investigate allegations of bullying and directly intervene if there is substantial evidence.</p>','How to defeat workplace bullies','','inherit','closed','closed','','5966-revision-v1','','','2016-05-17 14:51:33','2016-05-17 14:51:33','',5966,'http://www.danamanciagli.com/5966-revision-v1/',0,'revision','',0),(5969,8264,'2016-05-17 16:42:45','2016-05-17 16:42:45','How tech incentives increase employee engagement','How tech incentives increase employee engagement','','inherit','open','closed','','how-tech-incentives-increase-employee-engagement-2','','','2016-05-17 16:42:59','2016-05-17 16:42:59','',5965,'http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement.jpg',0,'attachment','image/jpeg',0),(5970,8264,'2016-05-17 16:43:28','2016-05-17 16:43:28','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement-e1463503387947.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement-300x199.jpg\" alt=\"How tech incentives increase employee engagement\" width=\"300\" height=\"199\" class=\"alignright size-medium wp-image-5969\" /></a><p>Employee engagement was identified as one of three top priorities contributing to business success in a recent study conducted by <a href=\"https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf\"><u>Harvard Business Review Analytic Services</u></a>.</p>\r\n\r\n<p>Companies have tried everything from pet-friendly policies, lunchtime yoga sessions, and branded company tote bags to connect with their employees.</p>\r\n\r\n<p>The trouble is, not everyone knows how to build these connections and measure their impact. This Harvard study found that many companies struggle to measure engagement and how it impacts business performance metrics such as customer satisfaction.</p>\r\n\r\n<p>I spoke with Peter Gossin, product marketing manager on the US Windows and Devices Team at Microsoft, about how to find and provide the tools that employees need to do their jobs effectively and that also resonate with them on a personal level.</p>\r\n\r\n<p>“I have a drawer full of pens and paperweights and other dust-collecting objects that were meant to recognize a company milestone or contribution, but they never created any connection or provided any lasting benefit,” says Gossin. “With all the cool, affordable technology out there, it would be so nice to receive something that keeps you connected to the things you care about.”</p>\r\n\r\n<p>Gossin believes companies are missing a huge opportunity to connect with custom-branded technology and apps. Moderately priced tablets, many under $100, can be branded with a company logo and be loaded with customized content.</p>\r\n\r\n<p>He offers three examples of winning strategies using technology to increase employee satisfaction and engagement.</p>\r\n\r\n<p><b>1. Connect more closely with customers</b></p>\r\n\r\n<p>Westgate Resorts is one of the largest resort developers in the world. Until recently, all of the company’s nearly 80,000 annual closings proceeded along a paper path, requiring agents to print, review, sign, and ship more than 40 documents. Preparing these documents took time, which slowed down the process and tested buyers’ patience.</p>\r\n\r\n<p>Automating this process and then providing buyers with a branded and customized tablet during the closing made the connection stronger <a href=\"https://customers.microsoft.com/Pages/CustomerStory.aspx?recid=22942\" target=\"_blank\">because the signing process was easy and Westgate had a way of engaging with their customers after the sale.</a></p>\r\n\r\n<p><b>2. Celebrate major milestones in style</b></p>\r\n\r\n<p>A regional bank had just reached a major milestone and wanted to celebrate in style. To thank its employees for their contributions, the bank selected branded tablets and Bluetooth keyboards.</p>\r\n\r\n<p>Distributed at an annual holiday party, the gifts were presented in specially-designed packaging with customized content that complemented the experience. The employees were delighted because the gift showed that the bank put effort and care into selecting something truly valuable and useful for them.</p>\r\n\r\n<p><b>3. Recognize and reward employees — and make it meaningful</b></p>\r\n\r\n<p>Employee gift-giving programs of the past were generic and usually reserved for holidays and work anniversaries. Time to go beyond the mug by recognizing what is most meaningful to your employees.</p>\r\n\r\n<p>Royal Caribbean knows its crew members are at the heart of the great vacations the brand delivers. It also recognizes the level of commitment it takes to live aboard a cruise ship, so they decided to invest in technology that made it possible to stay in touch with friends and family. Now they can talk face-to-face with loved ones via Skype, share photos, and send and receive email. The boost to crew morale was so high, Royal Caribbean is giving branded tablets to its more than 40,000 crew members.</p>\r\n\r\n<p>The Harvard Study found: “There has been a shift toward investing for growth and away from cost reduction. Twenty-four percent of responding companies now say they are investing for growth in the coming year, while only 16 percent said they were doing this over the past three years, representing a significant shift toward investment.”</p>\r\n\r\n<p>Gossin agrees, and says that because they are more affordable than ever, it makes good business sense to invest in tablets as part of customer reward or employee incentive programs.</p>\r\n\r\n<p>When people are empowered to work from anywhere using today’s smart devices, brands can affordably delight their employees and customers and enable memorable experiences. Says Gossin, “You build employee and customer engagement by going above and beyond what’s expected.”</p>','How tech incentives increase employee engagement','','inherit','closed','closed','','5965-autosave-v1','','','2016-05-17 16:43:28','2016-05-17 16:43:28','',5965,'http://www.danamanciagli.com/5965-autosave-v1/',0,'revision','',0),(5971,8264,'2016-05-17 16:43:22','2016-05-17 16:43:22','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement-e1463503387947.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-tech-incentives-increase-employee-engagement-300x199.jpg\" alt=\"How tech incentives increase employee engagement\" width=\"300\" height=\"199\" class=\"alignright size-medium wp-image-5969\" /></a><p>Employee engagement was identified as one of three top priorities contributing to business success in a recent study conducted by <a href=\"https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf\"><u>Harvard Business Review Analytic Services</u></a>.</p>\r\n\r\n<p>Companies have tried everything from pet-friendly policies, lunchtime yoga sessions, and branded company tote bags to connect with their employees.</p>\r\n\r\n<p>The trouble is, not everyone knows how to build these connections and measure their impact. This Harvard study found that many companies struggle to measure engagement and how it impacts business performance metrics such as customer satisfaction.</p>\r\n\r\n<p>I spoke with Peter Gossin, product marketing manager on the US Windows and Devices Team at Microsoft, about how to find and provide the tools that employees need to do their jobs effectively and that also resonate with them on a personal level.</p>\r\n\r\n<p>“I have a drawer full of pens and paperweights and other dust-collecting objects that were meant to recognize a company milestone or contribution, but they never created any connection or provided any lasting benefit,” says Gossin. “With all the cool, affordable technology out there, it would be so nice to receive something that keeps you connected to the things you care about.”</p>\r\n\r\n<p>Gossin believes companies are missing a huge opportunity to connect with custom-branded technology and apps. Moderately priced tablets, many under $100, can be branded with a company logo and be loaded with customized content.</p>\r\n\r\n<p>He offers three examples of winning strategies using technology to increase employee satisfaction and engagement.</p>\r\n\r\n<p><b>1. Connect more closely with customers</b></p>\r\n\r\n<p>Westgate Resorts is one of the largest resort developers in the world. Until recently, all of the company’s nearly 80,000 annual closings proceeded along a paper path, requiring agents to print, review, sign, and ship more than 40 documents. Preparing these documents took time, which slowed down the process and tested buyers’ patience.</p>\r\n\r\n<p>Automating this process and then providing buyers with a branded and customized tablet during the closing made the connection stronger <a href=\"https://customers.microsoft.com/Pages/CustomerStory.aspx?recid=22942\" target=\"_blank\">because the signing process was easy and Westgate had a way of engaging with their customers after the sale.</a></p>\r\n\r\n<p><b>2. Celebrate major milestones in style</b></p>\r\n\r\n<p>A regional bank had just reached a major milestone and wanted to celebrate in style. To thank its employees for their contributions, the bank selected branded tablets and Bluetooth keyboards.</p>\r\n\r\n<p>Distributed at an annual holiday party, the gifts were presented in specially-designed packaging with customized content that complemented the experience. The employees were delighted because the gift showed that the bank put effort and care into selecting something truly valuable and useful for them.</p>\r\n\r\n<p><b>3. Recognize and reward employees — and make it meaningful</b></p>\r\n\r\n<p>Employee gift-giving programs of the past were generic and usually reserved for holidays and work anniversaries. Time to go beyond the mug by recognizing what is most meaningful to your employees.</p>\r\n\r\n<p>Royal Caribbean knows its crew members are at the heart of the great vacations the brand delivers. It also recognizes the level of commitment it takes to live aboard a cruise ship, so they decided to invest in technology that made it possible to stay in touch with friends and family. Now they can talk face-to-face with loved ones via Skype, share photos, and send and receive email. The boost to crew morale was so high, Royal Caribbean is giving branded tablets to its more than 40,000 crew members.</p>\r\n\r\n<p>The Harvard Study found: “There has been a shift toward investing for growth and away from cost reduction. Twenty-four percent of responding companies now say they are investing for growth in the coming year, while only 16 percent said they were doing this over the past three years, representing a significant shift toward investment.”</p>\r\n\r\n<p>Gossin agrees, and says that because they are more affordable than ever, it makes good business sense to invest in tablets as part of customer reward or employee incentive programs.</p>\r\n\r\n<p>When people are empowered to work from anywhere using today’s smart devices, brands can affordably delight their employees and customers and enable memorable experiences. Says Gossin, “You build employee and customer engagement by going above and beyond what’s expected.”</p>','How tech incentives increase employee engagement','','inherit','closed','closed','','5965-revision-v1','','','2016-05-17 16:43:22','2016-05-17 16:43:22','',5965,'http://www.danamanciagli.com/5965-revision-v1/',0,'revision','',0),(5972,8264,'2016-05-17 16:45:01','2016-05-17 16:45:01','','How to defeat workplace bullies','','inherit','open','closed','','how-to-defeat-workplace-bullies-2','','','2016-05-17 16:45:23','2016-05-17 16:45:23','',5966,'http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies.jpg',0,'attachment','image/jpeg',0),(5973,8264,'2016-05-17 16:45:26','2016-05-17 16:45:26','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies-300x169.jpg\" alt=\"How to defeat workplace bullies\" width=\"300\" height=\"169\" class=\"alignright size-medium wp-image-5972\" /></a><p>Bullying is a problem in the workplace.</p>\r\n\r\n<p>According to a <a href=\"http://www.workplacebullying.org/wbiresearch/wbi-2014-us-survey/\" target=\"_blank\">recent survey</a> by the Workplace Bullying Institute, nearly 37 million U.S. workers faced “abusive conduct” at work, while another 29 million workers witnessed it.</p>\r\n\r\n<p>Bullying — defined as psychological violence in the form of verbal bullying (ridiculing, insulting, name-calling, or slandering), physical bullying (pushing, shoving, kicking, or tripping), or situational bullying (sabotage or deliberate humiliation) — represents a problem that impacts us all.</p>\r\n\r\n<p><b>What can be done?</b></p>\r\n\r\n<p>According to Dr. Lynne Curry, author of <a href=\"http://www.amacombooks.org/book.cfm?isbn=9780814436882\" target=\"_blank\">Beating the Workplace Bully</a> and founding partner of the management consulting firm <a href=\"https://thegrowthcompany.com/\" target=\"_blank\">The Growth Company</a>, “Those of us targeted by or witnessing bullying can stop bullies in their tracks.”</p>\r\n\r\n<p><b>How you came to be bullied</b></p>\r\n\r\n<p>Curry suggests you start by realizing how you came to be bullied.</p>\r\n\r\n<p>“Was it simple bad luck that you were in a bully’s way or had something the bully wanted, or did you ignore warning signs or signal in some way that you were an easy target?”</p>\r\n\r\n<p><b>Common warning signs</b></p>\r\n\r\n<p>There are common warning signs you need to notice, such as a bully cutting you down, treating you poorly, or making you feel you’re in the wrong or that you need to walk on eggshells.</p>\r\n\r\n<p>“Individuals can bully without being a bully,\" Curry says. \"What distinguishes a bully from someone with normal bad behavior is that a bully engages in intentional repeated bullying behavior. “</p>\r\n\r\n<p><b>Recognize bully types</b></p>\r\n\r\n<p>Bullies come in several types:</p>\r\n\r\n<ul>\r\n	<li>The angry, aggressive jerk</li>\r\n	<li>The wounded rhino</li>\r\n	<li>The scorched earth fighter</li>\r\n	<li>The character assassin</li>\r\n	<li>The silent grenade</li>\r\n	<li>The shape-shifter</li>\r\n	<li>The narcissist</li>\r\n</ul>\r\n\r\n<p>We’re most familiar with the angry, aggressive jerk who demeans, belittles and insults others.</p>\r\n\r\n<p>While the mean-spirited wounded rhino seeks to dominate, the cutthroat scorched earth fighter bully pulls out all the stops when he bullies you, because it’s not enough that he wins, he needs you to lose.</p>\r\n\r\n<p>The character assassin defames you, and the silent grenade rules your work life because you fear he’ll explode in unstoppable rage.</p>\r\n\r\n<p>The Dr. Jekyll/Mr. Hyde shape-shifter charms the boss and subtly takes out those who get in his way.</p>\r\n\r\n<p>The narcissist lives according to “me, only me” and harms others without remorse because (s)he feel entitled to play by his/her own rules.</p>\r\n\r\n<p>Could you meet a bully who combines several of these types? Absolutely.</p>\r\n\r\n<p><b>If you’re bullied</b></p>\r\n\r\n<p>If you’re bullied, says Curry, “The solution starts with you. Never let a bully gain an outpost in your mind. Instead, assess what’s going on. Decide whether you’ll allow the bully to treat you this way, and if not, how you’ll handle it.”</p>\r\n\r\n<p><a href=\"https://thegrowthcompany.com/what-we-do/publications/books/\" target=\"_blank\">Curry’s book</a> teaches those targeted by bullying to “step into their power, uproot old habits with new actions, confront mental manipulation, and rehearse new behaviors.”</p>\r\n\r\n<p><b>Does the bully feel bad about hurting you?</b></p>\r\n\r\n<p>“Bullies don’t feel bad about hurting others,” says Curry. “They lack respect for those they view as vulnerable and rationalize their behavior because their targets ‘deserved it.’”</p>\r\n\r\n<p><b>Bully bosses and employees</b></p>\r\n\r\n<p>Learn the special strategies for handling bully bosses and employees.</p>\r\n\r\n<p>“If you work for a bully boss,” says Curry, “see him for who he is, know your legal rights, and never go toe-to-toe with him.”</p>\r\n\r\n<p>If you supervise a bully employee, “realize that he feels justified in creating uproar and distorting your actions and words.”</p>\r\n\r\n<p><b>What can leaders and HR professionals do to combat bullying?</b></p>\r\n\r\n<p>Curry recommends that business leaders realize they may not see bullies, because bullies “kiss up and kick down.”</p>\r\n\r\n<p>A leader who wants to create a bully-free environment needs to define a policy, implement it, and create a confidential grievance channel. Provide supervisors with training to recognize bullying problems and provide behavior-changing training for targets and bullies. Ensure that HR professionals investigate allegations of bullying and directly intervene if there is substantial evidence.</p>','How to defeat workplace bullies','','inherit','closed','closed','','5966-revision-v1','','','2016-05-17 16:45:26','2016-05-17 16:45:26','',5966,'http://www.danamanciagli.com/5966-revision-v1/',0,'revision','',0),(5974,8264,'2016-05-17 16:45:32','2016-05-17 16:45:32','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/How-to-defeat-workplace-bullies-300x169.jpg\" alt=\"How to defeat workplace bullies\" width=\"300\" height=\"169\" class=\"alignright size-medium wp-image-5972\" /></a><p>Bullying is a problem in the workplace.</p>\r\n\r\n<p>According to a <a href=\"http://www.workplacebullying.org/wbiresearch/wbi-2014-us-survey/\" target=\"_blank\">recent survey</a> by the Workplace Bullying Institute, nearly 37 million U.S. workers faced “abusive conduct” at work, while another 29 million workers witnessed it.</p>\r\n\r\n<p>Bullying — defined as psychological violence in the form of verbal bullying (ridiculing, insulting, name-calling, or slandering), physical bullying (pushing, shoving, kicking, or tripping), or situational bullying (sabotage or deliberate humiliation) — represents a problem that impacts us all.</p>\r\n\r\n<p><b>What can be done?</b></p>\r\n\r\n<p>According to Dr. Lynne Curry, author of <a href=\"http://www.amacombooks.org/book.cfm?isbn=9780814436882\" target=\"_blank\">Beating the Workplace Bully</a> and founding partner of the management consulting firm <a href=\"https://thegrowthcompany.com/\" target=\"_blank\">The Growth Company</a>, “Those of us targeted by or witnessing bullying can stop bullies in their tracks.”</p>\r\n\r\n<p><b>How you came to be bullied</b></p>\r\n\r\n<p>Curry suggests you start by realizing how you came to be bullied.</p>\r\n\r\n<p>“Was it simple bad luck that you were in a bully’s way or had something the bully wanted, or did you ignore warning signs or signal in some way that you were an easy target?”</p>\r\n\r\n<p><b>Common warning signs</b></p>\r\n\r\n<p>There are common warning signs you need to notice, such as a bully cutting you down, treating you poorly, or making you feel you’re in the wrong or that you need to walk on eggshells.</p>\r\n\r\n<p>“Individuals can bully without being a bully,\" Curry says. \"What distinguishes a bully from someone with normal bad behavior is that a bully engages in intentional repeated bullying behavior. “</p>\r\n\r\n<p><b>Recognize bully types</b></p>\r\n\r\n<p>Bullies come in several types:</p>\r\n\r\n<ul>\r\n	<li>The angry, aggressive jerk</li>\r\n	<li>The wounded rhino</li>\r\n	<li>The scorched earth fighter</li>\r\n	<li>The character assassin</li>\r\n	<li>The silent grenade</li>\r\n	<li>The shape-shifter</li>\r\n	<li>The narcissist</li>\r\n</ul>\r\n\r\n<p>We’re most familiar with the angry, aggressive jerk who demeans, belittles and insults others.</p>\r\n\r\n<p>While the mean-spirited wounded rhino seeks to dominate, the cutthroat scorched earth fighter bully pulls out all the stops when he bullies you, because it’s not enough that he wins, he needs you to lose.</p>\r\n\r\n<p>The character assassin defames you, and the silent grenade rules your work life because you fear he’ll explode in unstoppable rage.</p>\r\n\r\n<p>The Dr. Jekyll/Mr. Hyde shape-shifter charms the boss and subtly takes out those who get in his way.</p>\r\n\r\n<p>The narcissist lives according to “me, only me” and harms others without remorse because (s)he feel entitled to play by his/her own rules.</p>\r\n\r\n<p>Could you meet a bully who combines several of these types? Absolutely.</p>\r\n\r\n<p><b>If you’re bullied</b></p>\r\n\r\n<p>If you’re bullied, says Curry, “The solution starts with you. Never let a bully gain an outpost in your mind. Instead, assess what’s going on. Decide whether you’ll allow the bully to treat you this way, and if not, how you’ll handle it.”</p>\r\n\r\n<p><a href=\"https://thegrowthcompany.com/what-we-do/publications/books/\" target=\"_blank\">Curry’s book</a> teaches those targeted by bullying to “step into their power, uproot old habits with new actions, confront mental manipulation, and rehearse new behaviors.”</p>\r\n\r\n<p><b>Does the bully feel bad about hurting you?</b></p>\r\n\r\n<p>“Bullies don’t feel bad about hurting others,” says Curry. “They lack respect for those they view as vulnerable and rationalize their behavior because their targets ‘deserved it.’”</p>\r\n\r\n<p><b>Bully bosses and employees</b></p>\r\n\r\n<p>Learn the special strategies for handling bully bosses and employees.</p>\r\n\r\n<p>“If you work for a bully boss,” says Curry, “see him for who he is, know your legal rights, and never go toe-to-toe with him.”</p>\r\n\r\n<p>If you supervise a bully employee, “realize that he feels justified in creating uproar and distorting your actions and words.”</p>\r\n\r\n<p><b>What can leaders and HR professionals do to combat bullying?</b></p>\r\n\r\n<p>Curry recommends that business leaders realize they may not see bullies, because bullies “kiss up and kick down.”</p>\r\n\r\n<p>A leader who wants to create a bully-free environment needs to define a policy, implement it, and create a confidential grievance channel. Provide supervisors with training to recognize bullying problems and provide behavior-changing training for targets and bullies. Ensure that HR professionals investigate allegations of bullying and directly intervene if there is substantial evidence.</p>','How to defeat workplace bullies','','inherit','closed','closed','','5966-autosave-v1','','','2016-05-17 16:45:32','2016-05-17 16:45:32','',5966,'http://www.danamanciagli.com/5966-autosave-v1/',0,'revision','',0),(5982,8311,'2016-06-15 03:45:02','2016-06-15 03:45:02','<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','','publish','open','open','','the-newest-trends-in-company-benefits-and-perks','','','2016-05-24 15:10:55','2016-05-24 15:10:55','',0,'http://www.danamanciagli.com/?p=5982',0,'post','',0),(5983,8311,'2016-06-22 03:45:32','2016-06-22 03:45:32','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting-300x200.jpg\" alt=\"4 tips for quickly boosting your energy\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-5990\" /></a><p>If you are like most employees in today’s “Era of Exhaustion,” you likely experience moments at work when you cannot fully access your knowledge, experience, skills and strengths.</p>\r\n<p>According to <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Brady Wilson</a>, energy architect, author of \" <em>Beyond Engagement,\"</em>and co-founder of training company <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Juice Inc.</a>, the reason for this is linked to brain science.</p>\r\n<p>“When we are low on energy, the first thing we lose is our executive function — the part of our brain that affects our ability to focus, analyze information, regulate our emotions, be innovative, and make smart decisions,” said Wilson.</p>\r\n<p>Most organizations do not focus on employee energy — instead relying on traditional engagement initiatives that do little to safeguard people’s executive function. Moreover, said Wilson, “You could be the most engaged employee, but without energy, you can’t operate at full capacity.”</p>\r\n<p>I spoke with Wilson about how, by putting aside a bit of time each day, employees can boost their own energy. Here are his four tips:</p>\r\n\r\n<p><b>Got 2 minutes? Make a micro-connection</b></p>\r\n\r\n<p>Brain science shows that meaningful face-to-face conversation has the ability to release high-performance hormones in the brain: Dopamine (which enhances pleasure and improves creativity), oxytocin (which increases trust and decreases stress), and serotonin (which reduces fear, tension and worry).</p>\r\n<p>The key, according to Wilson, is learning how to engage in “quality” conversation. “It’s about being present with each other, not thinking about anything else, and showing genuine curiosity,” he said. “Instead of asking people how they are doing, start asking them what they are doing and what they are interested in lately. Acknowledge what matters most to the other person. Then, share what matters most to you.”</p>\r\n<p>When you experience a moment of connection with someone, even within just two minutes, this can elevate your energy levels, giving you that quick boost you need.</p>\r\n\r\n<p><b>Got 5 minutes? Dump the depleters</b></p>\r\n\r\n<p>“Like any technology, the human brain has a limited amount of RAM and will become bogged down if too many ‘applications’ are open at the same time,” said Wilson.</p>\r\n<p>Distractions such as too many meetings, having to multi-task between projects, and the ongoing need to pay continuous partial attention deplete the brain, affecting a person’s ability to continuously produce quality work.</p>\r\n<p>To get re-energized, Wilson suggests two things. First, dump your undone tasks in a safe place, like a task management system or even a simple to-do list. This will reduce the “Oh, I’d better remember to do that!” kind of messages that tend to flare up at the most inopportune times, interrupting you in the middle of flow.</p>\r\n<p>Second, stop multi-tasking. When people’s focus is continuously split between multiple cognitive tasks, the effect is constant and intense mental exhaustion, which, said Wilson, “…can reduce your intellectual capacity from that of a Harvard MBA to an eight-year-old.”</p>\r\n\r\n<p><b>Got 10 minutes? Rewire your energy</b></p>\r\n\r\n<p>Brain science shows us that we feel before we think. As such, said Wilson, “When negative emotions arise, this depletes our energy, making us less focused and less likely to get things done.”</p>\r\n<p>However, there is a way to essentially rewire your brain to suppress and better control those unwanted and unhelpful feelings: Through meditation.</p>\r\n<p>“Meditation helps us strengthen our anterior cingulate, which is essentially the clutching mechanism between the rational and emotional brain,” said Wilson. “Not only that, meditation is perfect for a quick energy boost, and allows you to get immediately back to the task at hand.”</p>\r\n<p>Wilson recommends saying aloud one of these words while breathing out: <em>Peace</em>,<em>gratitude</em>, or <em>compassion</em>.</p>\r\n\r\n<p><b>Got 20 minutes? Install power generators</b></p>\r\n\r\n<p>Our bodies consist of mitochondria — which, said Wilson, are like micro-power plants embedded in your muscle tissue. The more mitochondria in the body, the more energy the person feels.</p>\r\n<p>Because lean muscle mass holds up to 10 times more mitochondria than soft muscle mass, Wilson said, “Anything you can do to stress your muscles, make them a bit leaner and grow more mitochondria, will help you produce more energy.”</p>\r\n<p>To get energized, Wilson recommends this 20-minute “mito-making” workout that requires zero gym equipment. Start with five minutes of light stretching, following by 30 seconds of <a href=\"https://www.youtube.com/watch?v=JZQA08SlJnM\" target=\"_blank\">burpees</a>, then rest for 90 seconds. Repeat five times. Then cool down with five minutes of light stretching.</p>\r\n<p>Without energy, the best you will ever be is a dedicated under-performer. But by following recommendations like the above, you can effectively unlock and access all the power tools of your brain — allowing you to be your very best self on the job, every single day.</p>','4 tips for quickly boosting your energy (no gym equipment required)','','publish','open','open','','4-tips-for-quickly-boosting-your-energy-no-gym-equipment-required','','','2016-05-24 15:17:04','2016-05-24 15:17:04','',0,'http://www.danamanciagli.com/?p=5983',0,'post','',0),(5984,8264,'2016-05-23 17:44:52','2016-05-23 17:44:52','<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-revision-v1','','','2016-05-23 17:44:52','2016-05-23 17:44:52','',5982,'http://www.danamanciagli.com/5982-revision-v1/',0,'revision','',0),(5985,8264,'2016-05-23 17:45:21','2016-05-23 17:45:21','<p>If you are like most employees in today’s “Era of Exhaustion,” you likely experience moments at work when you cannot fully access your knowledge, experience, skills and strengths.</p>\r\n<p>According to <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Brady Wilson</a>, energy architect, author of \" <em>Beyond Engagement,\"</em>and co-founder of training company <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Juice Inc.</a>, the reason for this is linked to brain science.</p>\r\n<p>“When we are low on energy, the first thing we lose is our executive function — the part of our brain that affects our ability to focus, analyze information, regulate our emotions, be innovative, and make smart decisions,” said Wilson.</p>\r\n<p>Most organizations do not focus on employee energy — instead relying on traditional engagement initiatives that do little to safeguard people’s executive function. Moreover, said Wilson, “You could be the most engaged employee, but without energy, you can’t operate at full capacity.”</p>\r\n<p>I spoke with Wilson about how, by putting aside a bit of time each day, employees can boost their own energy. Here are his four tips:</p>\r\n\r\n<p><b>Got 2 minutes? Make a micro-connection</b></p>\r\n\r\n<p>Brain science shows that meaningful face-to-face conversation has the ability to release high-performance hormones in the brain: Dopamine (which enhances pleasure and improves creativity), oxytocin (which increases trust and decreases stress), and serotonin (which reduces fear, tension and worry).</p>\r\n<p>The key, according to Wilson, is learning how to engage in “quality” conversation. “It’s about being present with each other, not thinking about anything else, and showing genuine curiosity,” he said. “Instead of asking people how they are doing, start asking them what they are doing and what they are interested in lately. Acknowledge what matters most to the other person. Then, share what matters most to you.”</p>\r\n<p>When you experience a moment of connection with someone, even within just two minutes, this can elevate your energy levels, giving you that quick boost you need.</p>\r\n\r\n<p><b>Got 5 minutes? Dump the depleters</b></p>\r\n\r\n<p>“Like any technology, the human brain has a limited amount of RAM and will become bogged down if too many ‘applications’ are open at the same time,” said Wilson.</p>\r\n<p>Distractions such as too many meetings, having to multi-task between projects, and the ongoing need to pay continuous partial attention deplete the brain, affecting a person’s ability to continuously produce quality work.</p>\r\n<p>To get re-energized, Wilson suggests two things. First, dump your undone tasks in a safe place, like a task management system or even a simple to-do list. This will reduce the “Oh, I’d better remember to do that!” kind of messages that tend to flare up at the most inopportune times, interrupting you in the middle of flow.</p>\r\n<p>Second, stop multi-tasking. When people’s focus is continuously split between multiple cognitive tasks, the effect is constant and intense mental exhaustion, which, said Wilson, “…can reduce your intellectual capacity from that of a Harvard MBA to an eight-year-old.”</p>\r\n\r\n<p><b>Got 10 minutes? Rewire your energy</b></p>\r\n\r\n<p>Brain science shows us that we feel before we think. As such, said Wilson, “When negative emotions arise, this depletes our energy, making us less focused and less likely to get things done.”</p>\r\n<p>However, there is a way to essentially rewire your brain to suppress and better control those unwanted and unhelpful feelings: Through meditation.</p>\r\n<p>“Meditation helps us strengthen our anterior cingulate, which is essentially the clutching mechanism between the rational and emotional brain,” said Wilson. “Not only that, meditation is perfect for a quick energy boost, and allows you to get immediately back to the task at hand.”</p>\r\n<p>Wilson recommends saying aloud one of these words while breathing out: <em>Peace</em>,<em>gratitude</em>, or <em>compassion</em>.</p>\r\n\r\n<p><b>Got 20 minutes? Install power generators</b></p>\r\n\r\n<p>Our bodies consist of mitochondria — which, said Wilson, are like micro-power plants embedded in your muscle tissue. The more mitochondria in the body, the more energy the person feels.</p>\r\n<p>Because lean muscle mass holds up to 10 times more mitochondria than soft muscle mass, Wilson said, “Anything you can do to stress your muscles, make them a bit leaner and grow more mitochondria, will help you produce more energy.”</p>\r\n<p>To get energized, Wilson recommends this 20-minute “mito-making” workout that requires zero gym equipment. Start with five minutes of light stretching, following by 30 seconds of <a href=\"https://www.youtube.com/watch?v=JZQA08SlJnM\" target=\"_blank\">burpees</a>, then rest for 90 seconds. Repeat five times. Then cool down with five minutes of light stretching.</p>\r\n<p>Without energy, the best you will ever be is a dedicated under-performer. But by following recommendations like the above, you can effectively unlock and access all the power tools of your brain — allowing you to be your very best self on the job, every single day.</p>','4 tips for quickly boosting your energy (no gym equipment required)','','inherit','closed','closed','','5983-revision-v1','','','2016-05-23 17:45:21','2016-05-23 17:45:21','',5983,'http://www.danamanciagli.com/5983-revision-v1/',0,'revision','',0),(6011,8264,'2016-05-31 19:08:51','2016-05-31 19:08:51','5 steps to creating a company culture that employees love','5 steps to creating a company culture that employees love','','inherit','open','closed','','5-steps-to-creating-a-compa','','','2016-05-31 19:09:07','2016-05-31 19:09:07','',6003,'http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa.jpg',0,'attachment','image/jpeg',0),(5988,8264,'2016-05-24 15:09:55','2016-05-24 15:09:55','The newest trends in company benefits and perks','The newest trends in company benefits and perks','','inherit','open','closed','','the-newest-trends-in-compan','','','2016-05-24 15:10:22','2016-05-24 15:10:22','',5982,'http://www.danamanciagli.com/wp-content/uploads/2016/05/The-newest-trends-in-compan.jpg',0,'attachment','image/jpeg',0),(5989,8264,'2016-05-24 15:10:35','2016-05-24 15:10:35','<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-revision-v1','','','2016-05-24 15:10:35','2016-05-24 15:10:35','',5982,'http://www.danamanciagli.com/5982-revision-v1/',0,'revision','',0),(5990,8264,'2016-05-24 15:15:52','2016-05-24 15:15:52','4 tips for quickly boosting your energy','4 tips for quickly boosting your energy','','inherit','open','closed','','4-tips-for-quickly-boosting','','','2016-05-24 15:16:01','2016-05-24 15:16:01','',5983,'http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting.jpg',0,'attachment','image/jpeg',0),(5991,8264,'2016-05-24 15:16:53','2016-05-24 15:16:53','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting-300x200.jpg\" alt=\"4 tips for quickly boosting your energy\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-5990\" /></a><p>If you are like most employees in today’s “Era of Exhaustion,” you likely experience moments at work when you cannot fully access your knowledge, experience, skills and strengths.</p>\r\n<p>According to <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Brady Wilson</a>, energy architect, author of \" <em>Beyond Engagement,\"</em>and co-founder of training company <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Juice Inc.</a>, the reason for this is linked to brain science.</p>\r\n<p>“When we are low on energy, the first thing we lose is our executive function — the part of our brain that affects our ability to focus, analyze information, regulate our emotions, be innovative, and make smart decisions,” said Wilson.</p>\r\n<p>Most organizations do not focus on employee energy — instead relying on traditional engagement initiatives that do little to safeguard people’s executive function. Moreover, said Wilson, “You could be the most engaged employee, but without energy, you can’t operate at full capacity.”</p>\r\n<p>I spoke with Wilson about how, by putting aside a bit of time each day, employees can boost their own energy. Here are his four tips:</p>\r\n\r\n<p><b>Got 2 minutes? Make a micro-connection</b></p>\r\n\r\n<p>Brain science shows that meaningful face-to-face conversation has the ability to release high-performance hormones in the brain: Dopamine (which enhances pleasure and improves creativity), oxytocin (which increases trust and decreases stress), and serotonin (which reduces fear, tension and worry).</p>\r\n<p>The key, according to Wilson, is learning how to engage in “quality” conversation. “It’s about being present with each other, not thinking about anything else, and showing genuine curiosity,” he said. “Instead of asking people how they are doing, start asking them what they are doing and what they are interested in lately. Acknowledge what matters most to the other person. Then, share what matters most to you.”</p>\r\n<p>When you experience a moment of connection with someone, even within just two minutes, this can elevate your energy levels, giving you that quick boost you need.</p>\r\n\r\n<p><b>Got 5 minutes? Dump the depleters</b></p>\r\n\r\n<p>“Like any technology, the human brain has a limited amount of RAM and will become bogged down if too many ‘applications’ are open at the same time,” said Wilson.</p>\r\n<p>Distractions such as too many meetings, having to multi-task between projects, and the ongoing need to pay continuous partial attention deplete the brain, affecting a person’s ability to continuously produce quality work.</p>\r\n<p>To get re-energized, Wilson suggests two things. First, dump your undone tasks in a safe place, like a task management system or even a simple to-do list. This will reduce the “Oh, I’d better remember to do that!” kind of messages that tend to flare up at the most inopportune times, interrupting you in the middle of flow.</p>\r\n<p>Second, stop multi-tasking. When people’s focus is continuously split between multiple cognitive tasks, the effect is constant and intense mental exhaustion, which, said Wilson, “…can reduce your intellectual capacity from that of a Harvard MBA to an eight-year-old.”</p>\r\n\r\n<p><b>Got 10 minutes? Rewire your energy</b></p>\r\n\r\n<p>Brain science shows us that we feel before we think. As such, said Wilson, “When negative emotions arise, this depletes our energy, making us less focused and less likely to get things done.”</p>\r\n<p>However, there is a way to essentially rewire your brain to suppress and better control those unwanted and unhelpful feelings: Through meditation.</p>\r\n<p>“Meditation helps us strengthen our anterior cingulate, which is essentially the clutching mechanism between the rational and emotional brain,” said Wilson. “Not only that, meditation is perfect for a quick energy boost, and allows you to get immediately back to the task at hand.”</p>\r\n<p>Wilson recommends saying aloud one of these words while breathing out: <em>Peace</em>,<em>gratitude</em>, or <em>compassion</em>.</p>\r\n\r\n<p><b>Got 20 minutes? Install power generators</b></p>\r\n\r\n<p>Our bodies consist of mitochondria — which, said Wilson, are like micro-power plants embedded in your muscle tissue. The more mitochondria in the body, the more energy the person feels.</p>\r\n<p>Because lean muscle mass holds up to 10 times more mitochondria than soft muscle mass, Wilson said, “Anything you can do to stress your muscles, make them a bit leaner and grow more mitochondria, will help you produce more energy.”</p>\r\n<p>To get energized, Wilson recommends this 20-minute “mito-making” workout that requires zero gym equipment. Start with five minutes of light stretching, following by 30 seconds of <a href=\"https://www.youtube.com/watch?v=JZQA08SlJnM\" target=\"_blank\">burpees</a>, then rest for 90 seconds. Repeat five times. Then cool down with five minutes of light stretching.</p>\r\n<p>Without energy, the best you will ever be is a dedicated under-performer. But by following recommendations like the above, you can effectively unlock and access all the power tools of your brain — allowing you to be your very best self on the job, every single day.</p>','4 tips for quickly boosting your energy (no gym equipment required)','','inherit','closed','closed','','5983-autosave-v1','','','2016-05-24 15:16:53','2016-05-24 15:16:53','',5983,'http://www.danamanciagli.com/5983-autosave-v1/',0,'revision','',0),(5992,8264,'2016-05-24 15:16:47','2016-05-24 15:16:47','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/4-tips-for-quickly-boosting-300x200.jpg\" alt=\"4 tips for quickly boosting your energy\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-5990\" /></a><p>If you are like most employees in today’s “Era of Exhaustion,” you likely experience moments at work when you cannot fully access your knowledge, experience, skills and strengths.</p>\r\n<p>According to <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Brady Wilson</a>, energy architect, author of \" <em>Beyond Engagement,\"</em>and co-founder of training company <a href=\"http://www.bradywilson.com/\" target=\"_blank\">Juice Inc.</a>, the reason for this is linked to brain science.</p>\r\n<p>“When we are low on energy, the first thing we lose is our executive function — the part of our brain that affects our ability to focus, analyze information, regulate our emotions, be innovative, and make smart decisions,” said Wilson.</p>\r\n<p>Most organizations do not focus on employee energy — instead relying on traditional engagement initiatives that do little to safeguard people’s executive function. Moreover, said Wilson, “You could be the most engaged employee, but without energy, you can’t operate at full capacity.”</p>\r\n<p>I spoke with Wilson about how, by putting aside a bit of time each day, employees can boost their own energy. Here are his four tips:</p>\r\n\r\n<p><b>Got 2 minutes? Make a micro-connection</b></p>\r\n\r\n<p>Brain science shows that meaningful face-to-face conversation has the ability to release high-performance hormones in the brain: Dopamine (which enhances pleasure and improves creativity), oxytocin (which increases trust and decreases stress), and serotonin (which reduces fear, tension and worry).</p>\r\n<p>The key, according to Wilson, is learning how to engage in “quality” conversation. “It’s about being present with each other, not thinking about anything else, and showing genuine curiosity,” he said. “Instead of asking people how they are doing, start asking them what they are doing and what they are interested in lately. Acknowledge what matters most to the other person. Then, share what matters most to you.”</p>\r\n<p>When you experience a moment of connection with someone, even within just two minutes, this can elevate your energy levels, giving you that quick boost you need.</p>\r\n\r\n<p><b>Got 5 minutes? Dump the depleters</b></p>\r\n\r\n<p>“Like any technology, the human brain has a limited amount of RAM and will become bogged down if too many ‘applications’ are open at the same time,” said Wilson.</p>\r\n<p>Distractions such as too many meetings, having to multi-task between projects, and the ongoing need to pay continuous partial attention deplete the brain, affecting a person’s ability to continuously produce quality work.</p>\r\n<p>To get re-energized, Wilson suggests two things. First, dump your undone tasks in a safe place, like a task management system or even a simple to-do list. This will reduce the “Oh, I’d better remember to do that!” kind of messages that tend to flare up at the most inopportune times, interrupting you in the middle of flow.</p>\r\n<p>Second, stop multi-tasking. When people’s focus is continuously split between multiple cognitive tasks, the effect is constant and intense mental exhaustion, which, said Wilson, “…can reduce your intellectual capacity from that of a Harvard MBA to an eight-year-old.”</p>\r\n\r\n<p><b>Got 10 minutes? Rewire your energy</b></p>\r\n\r\n<p>Brain science shows us that we feel before we think. As such, said Wilson, “When negative emotions arise, this depletes our energy, making us less focused and less likely to get things done.”</p>\r\n<p>However, there is a way to essentially rewire your brain to suppress and better control those unwanted and unhelpful feelings: Through meditation.</p>\r\n<p>“Meditation helps us strengthen our anterior cingulate, which is essentially the clutching mechanism between the rational and emotional brain,” said Wilson. “Not only that, meditation is perfect for a quick energy boost, and allows you to get immediately back to the task at hand.”</p>\r\n<p>Wilson recommends saying aloud one of these words while breathing out: <em>Peace</em>,<em>gratitude</em>, or <em>compassion</em>.</p>\r\n\r\n<p><b>Got 20 minutes? Install power generators</b></p>\r\n\r\n<p>Our bodies consist of mitochondria — which, said Wilson, are like micro-power plants embedded in your muscle tissue. The more mitochondria in the body, the more energy the person feels.</p>\r\n<p>Because lean muscle mass holds up to 10 times more mitochondria than soft muscle mass, Wilson said, “Anything you can do to stress your muscles, make them a bit leaner and grow more mitochondria, will help you produce more energy.”</p>\r\n<p>To get energized, Wilson recommends this 20-minute “mito-making” workout that requires zero gym equipment. Start with five minutes of light stretching, following by 30 seconds of <a href=\"https://www.youtube.com/watch?v=JZQA08SlJnM\" target=\"_blank\">burpees</a>, then rest for 90 seconds. Repeat five times. Then cool down with five minutes of light stretching.</p>\r\n<p>Without energy, the best you will ever be is a dedicated under-performer. But by following recommendations like the above, you can effectively unlock and access all the power tools of your brain — allowing you to be your very best self on the job, every single day.</p>','4 tips for quickly boosting your energy (no gym equipment required)','','inherit','closed','closed','','5983-revision-v1','','','2016-05-24 15:16:47','2016-05-24 15:16:47','',5983,'http://www.danamanciagli.com/5983-revision-v1/',0,'revision','',0),(5998,7636,'2016-05-25 23:00:54','0000-00-00 00:00:00','[speaker-speech]','','','draft','closed','closed','','','','','2016-05-25 23:00:54','2016-05-25 23:00:54','',0,'http://www.danamanciagli.com/?page_id=5998',0,'page','',0),(5999,7636,'2016-05-25 22:58:59','2016-05-25 22:58:59','[speaker-speech]','','','inherit','closed','closed','','5998-revision-v1','','','2016-05-25 22:58:59','2016-05-25 22:58:59','',5998,'http://www.danamanciagli.com/5998-revision-v1/',0,'revision','',0),(6004,8264,'2016-05-31 10:24:18','2016-05-31 10:24:18','\r\n<p>Investing energy in your employees’ well-being produces employees who are more willing to invest in your company.</p>\r\n\r\n<p>Creating a sustainable and enjoyable company culture is not only crucial for your employees’ morale, it’s also necessary for attracting new talent and creating business longevity.</p>\r\n\r\n<p>Google is often heralded as an organization that businesses should emulate when shaping their own company culture. From Austin, Texas, where <a href=\"https://www.google.com/about/company/facts/culture/\" target=\"_blank\">Google</a> has a “Geek Chic” collaborative room to London, where the company has a “walk in the park” space, each working space is curated to the specific geographic and cultural preferences of the area.</p>\r\n\r\n<p>So, how is a company culture created, and where do you begin?</p>\r\n\r\n<p><b>1. Assign an owner</b></p>\r\n\r\n<p>Without someone who is directly focused on setting the tone of the office culture, the responsibility will inevitably fall to no one. An individual should be hired specifically for the purpose of being the lead on creating and instilling a sense of company culture.</p>\r\n\r\n<p><b>2. Make it personal</b></p>\r\n\r\n<p>Without the input of management and leaders from within the organization, efforts to mold company culture will fall flat. <a href=\"http://deloitte.wsj.com/riskandcompliance/2014/12/15/building-tone-at-the-top-the-role-of-the-ceo-board-and-coo/\" target=\"_blank\">Nicole Sandford</a>, partner and national practice leader at Deloitte &amp; Touche LLP’s Enterprise Compliance Services, said, “The tone at the top sets an organization’s guiding values and ethical climate.” For example, if leadership engages illicitly or explicitly in illegal or immoral business practices, those behaviors are implied as acceptable for all team members.</p>\r\n\r\n<p><b>3. Communicate your mission</b></p>\r\n\r\n<p>What is the point or purpose of the company? For example, on the <a href=\"https://www.incorporatemassage.com/why-us\" target=\"_blank\">Incorporate Massage</a> website, recruiters let prospective job candidates know from their first sentence exactly what they want and what the company represents:</p>\r\n\r\n<p>“You\'re looking for something exceptional. So are we. Corporate chair massage is what we do. We\'re not your typical massage therapists. And yes, that\'s a good thing. Fun, energetic, and passionate about what we do, we\'ve started a company by massage therapists and for massage therapists.”</p>\r\n\r\n<p><b>4. Empowerment and a sense of freedom</b></p>\r\n\r\n<p>Let your employees know that their opinions and suggestions about the company matter. If employees believe they can and should contribute to the company’s purpose, they will help build and sustain a healthy company culture. For example, Facebook’s CEO Mark Zuckerberg holds weekly Friday company meetings where any employee is invited to ask him a question.</p>\r\n\r\n<p><b>5. Prioritize and focus</b></p>\r\n\r\n<p>Set consistent goals for the company: Weekly, monthly, quarterly, and/or yearly. Where do you want your company to be at the end of the year? Communicate these goals to your employees clearly, and they can help you get there. Without a well-thought-out goal or endgame in mind, employees struggle to know what they are working for and what their purpose is, hindering not only the success of the business but their personal success as well.</p>\r\n\r\n<p>Whether you want to create a company “lifestyle” around the organic cuisine and gym perks you offer, or build a culture around an established traditional narrative like <a href=\"https://thewaltdisneycompany.com/\" target=\"_blank\">The Walt Disney Company does</a>, it is up to you and your team to pick a vision and run with it.</p>\r\n\r\n<p>Check out the infographic link below for both action steps to create a company culture and examples of companies that have succeeded in doing it.</p>\r\n\r\n<a href=\"http://media.bizj.us/view/img/9458002/april29danagnk-022216-corporate-culture-infographic-to-go-with-article021916*xx.jpg\">The Culture of Company Culture</a>','5 steps to creating a company culture that employees love','','inherit','closed','closed','','6003-revision-v1','','','2016-05-31 10:24:18','2016-05-31 10:24:18','',6003,'http://www.danamanciagli.com/6003-revision-v1/',0,'revision','',0),(6005,8311,'2016-06-20 03:27:21','2016-06-20 03:27:21','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving-.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving--300x200.jpg\" alt=\"5 workplace trends driving change in offices\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6014\" /></a><p>From implementing wellness and sustainability initiatives, to leveraging technology investments and the growing freelance economy, the priority list of issues that affect the workplace and workplace happiness is as important as it is long.</p>\r\n\r\n<p>The Staples Advantage Workplace Index, a study of office workers, identified several workplace trends employers and employees will implement and experience this year. According to Neil Ringel, executive vice president, Staples Advantage, North America, these trends have significant implications for the future of the workplace.</p>\r\n\r\n<p>It’s important for employers — and employees — to know what is on the horizon. So to help leaders manage that priority list, here are five workplace trends that will drive change in offices across the country this year.</p>\r\n\r\n<p><b>1. Increased investment in wellness initiatives</b></p>\r\n\r\n<p>Sixty-six percent of employees claim burnout is negatively affecting their productivity, so it’s critical for employers to invest in initiatives that focus on physical and mental wellness to enhance employee health and productivity.</p>\r\n\r\n<p>“Increased investment in employee wellness is key,” said Ringel. “More and more employers will implement initiatives that empower productivity, with the ancillary benefit of helping to control healthcare costs, too.”</p>\r\n\r\n<p><b>2. Sustainability as a recruitment tool</b></p>\r\n\r\n<p>According to Ringel, “Sustainability has gone way beyond corporate social responsibility,” as employers will make it a key recruiting tool. Eco-friendly efforts will be essential in recruitment strategies this year, as 68 percent of employees consider a company’s sustainability practices to be an important factor when making career decisions.</p>\r\n\r\n<p><b>3. Demand for flexibility will grow the freelance economy</b></p>\r\n\r\n<p>Nearly a quarter of surveyed employees freelance at least part-time today, and among those who do, nearly half say they would consider leaving their primary job to freelance full-time if it meant achieving more flexibility and better work-life balance.</p>\r\n\r\n<p>Nearly 40 percent of employees acknowledge that workplace flexibility increases workplace happiness. “This year we’ll see the freelance economy continue to grow as more employees strive for greater workplace flexibility,” said Ringel. “The pressure will be on employers to embrace both work-life balance issues and the growing freelance pool of talent.”</p>\r\n\r\n<p><b>4. Fully embracing telecommuters</b></p>\r\n\r\n<p>Meeting the needs of the mobile workforce continues to be top of mind for employers. The majority of telecommuters acknowledge that telecommuting improves work productivity, work-life balance, and their overall happiness. However, 66 percent of employees surveyed reported that poorly performing technology decreases their productivity.</p>\r\n\r\n<p>So it’s no surprise that as more employees opt to work outside the physical office, employers will need to address the technology gap. “If companies want to effectively compete in the next decade, they must provide employees the right tools that are increasingly more mobile,” said Ringel. “The increased productivity will maximize the return on those investments, and employees will feel more empowered.”</p>\r\n\r\n<p><b>5. Redesigned office space to meet the needs of a diverse workforce</b></p>\r\n\r\n<p>Many employees describe their office space as standard, plain or dull, and nearly half would like to see more attention paid to office design. Employees report that a well-designed office would improve interest in their work, creativity and their work ethic.</p>\r\n\r\n<p>As the workforce becomes more diverse and mobile, the traditional physical office will need to be reconfigured to meet their needs. Organizations don’t need a large budget to completely overhaul their office — incremental changes can really have an impact.</p>\r\n\r\n<p>It’s important for employers to be aware of these trends as they all play a significant role in helping recruit and retain top talent. By implementing strategies that help improve employees’ productivity, health, and happiness, organizations can create a culture where employees enjoy going to work.</p>','5 workplace trends driving change in offices','','publish','open','open','','5-workplace-trends-driving-change-in-offices','','','2016-05-31 19:14:00','2016-05-31 19:14:00','',0,'http://www.danamanciagli.com/?p=6005',0,'post','',0),(6006,8264,'2016-05-31 10:27:09','2016-05-31 10:27:09','\r\n<p>From implementing wellness and sustainability initiatives, to leveraging technology investments and the growing freelance economy, the priority list of issues that affect the workplace and workplace happiness is as important as it is long.</p>\r\n\r\n<p>The Staples Advantage Workplace Index, a study of office workers, identified several workplace trends employers and employees will implement and experience this year. According to Neil Ringel, executive vice president, Staples Advantage, North America, these trends have significant implications for the future of the workplace.</p>\r\n\r\n<p>It’s important for employers — and employees — to know what is on the horizon. So to help leaders manage that priority list, here are five workplace trends that will drive change in offices across the country this year.</p>\r\n\r\n<p><b>1. Increased investment in wellness initiatives</b></p>\r\n\r\n<p>Sixty-six percent of employees claim burnout is negatively affecting their productivity, so it’s critical for employers to invest in initiatives that focus on physical and mental wellness to enhance employee health and productivity.</p>\r\n\r\n<p>“Increased investment in employee wellness is key,” said Ringel. “More and more employers will implement initiatives that empower productivity, with the ancillary benefit of helping to control healthcare costs, too.”</p>\r\n\r\n<p><b>2. Sustainability as a recruitment tool</b></p>\r\n\r\n<p>According to Ringel, “Sustainability has gone way beyond corporate social responsibility,” as employers will make it a key recruiting tool. Eco-friendly efforts will be essential in recruitment strategies this year, as 68 percent of employees consider a company’s sustainability practices to be an important factor when making career decisions.</p>\r\n\r\n<p><b>3. Demand for flexibility will grow the freelance economy</b></p>\r\n\r\n<p>Nearly a quarter of surveyed employees freelance at least part-time today, and among those who do, nearly half say they would consider leaving their primary job to freelance full-time if it meant achieving more flexibility and better work-life balance.</p>\r\n\r\n<p>Nearly 40 percent of employees acknowledge that workplace flexibility increases workplace happiness. “This year we’ll see the freelance economy continue to grow as more employees strive for greater workplace flexibility,” said Ringel. “The pressure will be on employers to embrace both work-life balance issues and the growing freelance pool of talent.”</p>\r\n\r\n<p><b>4. Fully embracing telecommuters</b></p>\r\n\r\n<p>Meeting the needs of the mobile workforce continues to be top of mind for employers. The majority of telecommuters acknowledge that telecommuting improves work productivity, work-life balance, and their overall happiness. However, 66 percent of employees surveyed reported that poorly performing technology decreases their productivity.</p>\r\n\r\n<p>So it’s no surprise that as more employees opt to work outside the physical office, employers will need to address the technology gap. “If companies want to effectively compete in the next decade, they must provide employees the right tools that are increasingly more mobile,” said Ringel. “The increased productivity will maximize the return on those investments, and employees will feel more empowered.”</p>\r\n\r\n<p><b>5. Redesigned office space to meet the needs of a diverse workforce</b></p>\r\n\r\n<p>Many employees describe their office space as standard, plain or dull, and nearly half would like to see more attention paid to office design. Employees report that a well-designed office would improve interest in their work, creativity and their work ethic.</p>\r\n\r\n<p>As the workforce becomes more diverse and mobile, the traditional physical office will need to be reconfigured to meet their needs. Organizations don’t need a large budget to completely overhaul their office — incremental changes can really have an impact.</p>\r\n\r\n<p>It’s important for employers to be aware of these trends as they all play a significant role in helping recruit and retain top talent. By implementing strategies that help improve employees’ productivity, health, and happiness, organizations can create a culture where employees enjoy going to work.</p>','5 workplace trends driving change in offices','','inherit','closed','closed','','6005-revision-v1','','','2016-05-31 10:27:09','2016-05-31 10:27:09','',6005,'http://www.danamanciagli.com/6005-revision-v1/',0,'revision','',0),(6012,8264,'2016-05-31 19:09:52','2016-05-31 19:09:52','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa-300x200.jpg\" alt=\"5 steps to creating a company culture that employees love\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6011\" /></a><p>Investing energy in your employees’ well-being produces employees who are more willing to invest in your company.</p>\r\n\r\n<p>Creating a sustainable and enjoyable company culture is not only crucial for your employees’ morale, it’s also necessary for attracting new talent and creating business longevity.</p>\r\n\r\n<p>Google is often heralded as an organization that businesses should emulate when shaping their own company culture. From Austin, Texas, where <a href=\"https://www.google.com/about/company/facts/culture/\" target=\"_blank\">Google</a> has a “Geek Chic” collaborative room to London, where the company has a “walk in the park” space, each working space is curated to the specific geographic and cultural preferences of the area.</p>\r\n\r\n<p>So, how is a company culture created, and where do you begin?</p>\r\n\r\n<p><b>1. Assign an owner</b></p>\r\n\r\n<p>Without someone who is directly focused on setting the tone of the office culture, the responsibility will inevitably fall to no one. An individual should be hired specifically for the purpose of being the lead on creating and instilling a sense of company culture.</p>\r\n\r\n<p><b>2. Make it personal</b></p>\r\n\r\n<p>Without the input of management and leaders from within the organization, efforts to mold company culture will fall flat. <a href=\"http://deloitte.wsj.com/riskandcompliance/2014/12/15/building-tone-at-the-top-the-role-of-the-ceo-board-and-coo/\" target=\"_blank\">Nicole Sandford</a>, partner and national practice leader at Deloitte &amp; Touche LLP’s Enterprise Compliance Services, said, “The tone at the top sets an organization’s guiding values and ethical climate.” For example, if leadership engages illicitly or explicitly in illegal or immoral business practices, those behaviors are implied as acceptable for all team members.</p>\r\n\r\n<p><b>3. Communicate your mission</b></p>\r\n\r\n<p>What is the point or purpose of the company? For example, on the <a href=\"https://www.incorporatemassage.com/why-us\" target=\"_blank\">Incorporate Massage</a> website, recruiters let prospective job candidates know from their first sentence exactly what they want and what the company represents:</p>\r\n\r\n<p>“You\'re looking for something exceptional. So are we. Corporate chair massage is what we do. We\'re not your typical massage therapists. And yes, that\'s a good thing. Fun, energetic, and passionate about what we do, we\'ve started a company by massage therapists and for massage therapists.”</p>\r\n\r\n<p><b>4. Empowerment and a sense of freedom</b></p>\r\n\r\n<p>Let your employees know that their opinions and suggestions about the company matter. If employees believe they can and should contribute to the company’s purpose, they will help build and sustain a healthy company culture. For example, Facebook’s CEO Mark Zuckerberg holds weekly Friday company meetings where any employee is invited to ask him a question.</p>\r\n\r\n<p><b>5. Prioritize and focus</b></p>\r\n\r\n<p>Set consistent goals for the company: Weekly, monthly, quarterly, and/or yearly. Where do you want your company to be at the end of the year? Communicate these goals to your employees clearly, and they can help you get there. Without a well-thought-out goal or endgame in mind, employees struggle to know what they are working for and what their purpose is, hindering not only the success of the business but their personal success as well.</p>\r\n\r\n<p>Whether you want to create a company “lifestyle” around the organic cuisine and gym perks you offer, or build a culture around an established traditional narrative like <a href=\"https://thewaltdisneycompany.com/\" target=\"_blank\">The Walt Disney Company does</a>, it is up to you and your team to pick a vision and run with it.</p>\r\n\r\n<p>Check out the infographic link below for both action steps to create a company culture and examples of companies that have succeeded in doing it.</p>\r\n\r\n<a href=\"http://media.bizj.us/view/img/9458002/april29danagnk-022216-corporate-culture-infographic-to-go-with-article021916*xx.jpg\">The Culture of Company Culture</a>','5 steps to creating a company culture that employees love','','inherit','closed','closed','','6003-autosave-v1','','','2016-05-31 19:09:52','2016-05-31 19:09:52','',6003,'http://www.danamanciagli.com/6003-autosave-v1/',0,'revision','',0),(6013,8264,'2016-05-31 19:09:45','2016-05-31 19:09:45','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-steps-to-creating-a-compa-300x200.jpg\" alt=\"5 steps to creating a company culture that employees love\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6011\" /></a><p>Investing energy in your employees’ well-being produces employees who are more willing to invest in your company.</p>\r\n\r\n<p>Creating a sustainable and enjoyable company culture is not only crucial for your employees’ morale, it’s also necessary for attracting new talent and creating business longevity.</p>\r\n\r\n<p>Google is often heralded as an organization that businesses should emulate when shaping their own company culture. From Austin, Texas, where <a href=\"https://www.google.com/about/company/facts/culture/\" target=\"_blank\">Google</a> has a “Geek Chic” collaborative room to London, where the company has a “walk in the park” space, each working space is curated to the specific geographic and cultural preferences of the area.</p>\r\n\r\n<p>So, how is a company culture created, and where do you begin?</p>\r\n\r\n<p><b>1. Assign an owner</b></p>\r\n\r\n<p>Without someone who is directly focused on setting the tone of the office culture, the responsibility will inevitably fall to no one. An individual should be hired specifically for the purpose of being the lead on creating and instilling a sense of company culture.</p>\r\n\r\n<p><b>2. Make it personal</b></p>\r\n\r\n<p>Without the input of management and leaders from within the organization, efforts to mold company culture will fall flat. <a href=\"http://deloitte.wsj.com/riskandcompliance/2014/12/15/building-tone-at-the-top-the-role-of-the-ceo-board-and-coo/\" target=\"_blank\">Nicole Sandford</a>, partner and national practice leader at Deloitte &amp; Touche LLP’s Enterprise Compliance Services, said, “The tone at the top sets an organization’s guiding values and ethical climate.” For example, if leadership engages illicitly or explicitly in illegal or immoral business practices, those behaviors are implied as acceptable for all team members.</p>\r\n\r\n<p><b>3. Communicate your mission</b></p>\r\n\r\n<p>What is the point or purpose of the company? For example, on the <a href=\"https://www.incorporatemassage.com/why-us\" target=\"_blank\">Incorporate Massage</a> website, recruiters let prospective job candidates know from their first sentence exactly what they want and what the company represents:</p>\r\n\r\n<p>“You\'re looking for something exceptional. So are we. Corporate chair massage is what we do. We\'re not your typical massage therapists. And yes, that\'s a good thing. Fun, energetic, and passionate about what we do, we\'ve started a company by massage therapists and for massage therapists.”</p>\r\n\r\n<p><b>4. Empowerment and a sense of freedom</b></p>\r\n\r\n<p>Let your employees know that their opinions and suggestions about the company matter. If employees believe they can and should contribute to the company’s purpose, they will help build and sustain a healthy company culture. For example, Facebook’s CEO Mark Zuckerberg holds weekly Friday company meetings where any employee is invited to ask him a question.</p>\r\n\r\n<p><b>5. Prioritize and focus</b></p>\r\n\r\n<p>Set consistent goals for the company: Weekly, monthly, quarterly, and/or yearly. Where do you want your company to be at the end of the year? Communicate these goals to your employees clearly, and they can help you get there. Without a well-thought-out goal or endgame in mind, employees struggle to know what they are working for and what their purpose is, hindering not only the success of the business but their personal success as well.</p>\r\n\r\n<p>Whether you want to create a company “lifestyle” around the organic cuisine and gym perks you offer, or build a culture around an established traditional narrative like <a href=\"https://thewaltdisneycompany.com/\" target=\"_blank\">The Walt Disney Company does</a>, it is up to you and your team to pick a vision and run with it.</p>\r\n\r\n<p>Check out the infographic link below for both action steps to create a company culture and examples of companies that have succeeded in doing it.</p>\r\n\r\n<a href=\"http://media.bizj.us/view/img/9458002/april29danagnk-022216-corporate-culture-infographic-to-go-with-article021916*xx.jpg\">The Culture of Company Culture</a>','5 steps to creating a company culture that employees love','','inherit','closed','closed','','6003-revision-v1','','','2016-05-31 19:09:45','2016-05-31 19:09:45','',6003,'http://www.danamanciagli.com/6003-revision-v1/',0,'revision','',0),(6014,8264,'2016-05-31 19:12:58','2016-05-31 19:12:58','5 workplace trends driving change in offices','5 workplace trends driving change in offices','','inherit','open','closed','','5-workplace-trends-driving','','','2016-05-31 19:13:07','2016-05-31 19:13:07','',6005,'http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving-.jpg',0,'attachment','image/jpeg',0),(6015,8264,'2016-05-31 19:13:49','2016-05-31 19:13:49','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving-.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving--300x200.jpg\" alt=\"5 workplace trends driving change in offices\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6014\" /></a><p>From implementing wellness and sustainability initiatives, to leveraging technology investments and the growing freelance economy, the priority list of issues that affect the workplace and workplace happiness is as important as it is long.</p>\r\n\r\n<p>The Staples Advantage Workplace Index, a study of office workers, identified several workplace trends employers and employees will implement and experience this year. According to Neil Ringel, executive vice president, Staples Advantage, North America, these trends have significant implications for the future of the workplace.</p>\r\n\r\n<p>It’s important for employers — and employees — to know what is on the horizon. So to help leaders manage that priority list, here are five workplace trends that will drive change in offices across the country this year.</p>\r\n\r\n<p><b>1. Increased investment in wellness initiatives</b></p>\r\n\r\n<p>Sixty-six percent of employees claim burnout is negatively affecting their productivity, so it’s critical for employers to invest in initiatives that focus on physical and mental wellness to enhance employee health and productivity.</p>\r\n\r\n<p>“Increased investment in employee wellness is key,” said Ringel. “More and more employers will implement initiatives that empower productivity, with the ancillary benefit of helping to control healthcare costs, too.”</p>\r\n\r\n<p><b>2. Sustainability as a recruitment tool</b></p>\r\n\r\n<p>According to Ringel, “Sustainability has gone way beyond corporate social responsibility,” as employers will make it a key recruiting tool. Eco-friendly efforts will be essential in recruitment strategies this year, as 68 percent of employees consider a company’s sustainability practices to be an important factor when making career decisions.</p>\r\n\r\n<p><b>3. Demand for flexibility will grow the freelance economy</b></p>\r\n\r\n<p>Nearly a quarter of surveyed employees freelance at least part-time today, and among those who do, nearly half say they would consider leaving their primary job to freelance full-time if it meant achieving more flexibility and better work-life balance.</p>\r\n\r\n<p>Nearly 40 percent of employees acknowledge that workplace flexibility increases workplace happiness. “This year we’ll see the freelance economy continue to grow as more employees strive for greater workplace flexibility,” said Ringel. “The pressure will be on employers to embrace both work-life balance issues and the growing freelance pool of talent.”</p>\r\n\r\n<p><b>4. Fully embracing telecommuters</b></p>\r\n\r\n<p>Meeting the needs of the mobile workforce continues to be top of mind for employers. The majority of telecommuters acknowledge that telecommuting improves work productivity, work-life balance, and their overall happiness. However, 66 percent of employees surveyed reported that poorly performing technology decreases their productivity.</p>\r\n\r\n<p>So it’s no surprise that as more employees opt to work outside the physical office, employers will need to address the technology gap. “If companies want to effectively compete in the next decade, they must provide employees the right tools that are increasingly more mobile,” said Ringel. “The increased productivity will maximize the return on those investments, and employees will feel more empowered.”</p>\r\n\r\n<p><b>5. Redesigned office space to meet the needs of a diverse workforce</b></p>\r\n\r\n<p>Many employees describe their office space as standard, plain or dull, and nearly half would like to see more attention paid to office design. Employees report that a well-designed office would improve interest in their work, creativity and their work ethic.</p>\r\n\r\n<p>As the workforce becomes more diverse and mobile, the traditional physical office will need to be reconfigured to meet their needs. Organizations don’t need a large budget to completely overhaul their office — incremental changes can really have an impact.</p>\r\n\r\n<p>It’s important for employers to be aware of these trends as they all play a significant role in helping recruit and retain top talent. By implementing strategies that help improve employees’ productivity, health, and happiness, organizations can create a culture where employees enjoy going to work.</p>','5 workplace trends driving change in offices','','inherit','closed','closed','','6005-autosave-v1','','','2016-05-31 19:13:49','2016-05-31 19:13:49','',6005,'http://www.danamanciagli.com/6005-autosave-v1/',0,'revision','',0),(6016,8264,'2016-05-31 19:13:43','2016-05-31 19:13:43','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving-.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-workplace-trends-driving--300x200.jpg\" alt=\"5 workplace trends driving change in offices\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6014\" /></a><p>From implementing wellness and sustainability initiatives, to leveraging technology investments and the growing freelance economy, the priority list of issues that affect the workplace and workplace happiness is as important as it is long.</p>\r\n\r\n<p>The Staples Advantage Workplace Index, a study of office workers, identified several workplace trends employers and employees will implement and experience this year. According to Neil Ringel, executive vice president, Staples Advantage, North America, these trends have significant implications for the future of the workplace.</p>\r\n\r\n<p>It’s important for employers — and employees — to know what is on the horizon. So to help leaders manage that priority list, here are five workplace trends that will drive change in offices across the country this year.</p>\r\n\r\n<p><b>1. Increased investment in wellness initiatives</b></p>\r\n\r\n<p>Sixty-six percent of employees claim burnout is negatively affecting their productivity, so it’s critical for employers to invest in initiatives that focus on physical and mental wellness to enhance employee health and productivity.</p>\r\n\r\n<p>“Increased investment in employee wellness is key,” said Ringel. “More and more employers will implement initiatives that empower productivity, with the ancillary benefit of helping to control healthcare costs, too.”</p>\r\n\r\n<p><b>2. Sustainability as a recruitment tool</b></p>\r\n\r\n<p>According to Ringel, “Sustainability has gone way beyond corporate social responsibility,” as employers will make it a key recruiting tool. Eco-friendly efforts will be essential in recruitment strategies this year, as 68 percent of employees consider a company’s sustainability practices to be an important factor when making career decisions.</p>\r\n\r\n<p><b>3. Demand for flexibility will grow the freelance economy</b></p>\r\n\r\n<p>Nearly a quarter of surveyed employees freelance at least part-time today, and among those who do, nearly half say they would consider leaving their primary job to freelance full-time if it meant achieving more flexibility and better work-life balance.</p>\r\n\r\n<p>Nearly 40 percent of employees acknowledge that workplace flexibility increases workplace happiness. “This year we’ll see the freelance economy continue to grow as more employees strive for greater workplace flexibility,” said Ringel. “The pressure will be on employers to embrace both work-life balance issues and the growing freelance pool of talent.”</p>\r\n\r\n<p><b>4. Fully embracing telecommuters</b></p>\r\n\r\n<p>Meeting the needs of the mobile workforce continues to be top of mind for employers. The majority of telecommuters acknowledge that telecommuting improves work productivity, work-life balance, and their overall happiness. However, 66 percent of employees surveyed reported that poorly performing technology decreases their productivity.</p>\r\n\r\n<p>So it’s no surprise that as more employees opt to work outside the physical office, employers will need to address the technology gap. “If companies want to effectively compete in the next decade, they must provide employees the right tools that are increasingly more mobile,” said Ringel. “The increased productivity will maximize the return on those investments, and employees will feel more empowered.”</p>\r\n\r\n<p><b>5. Redesigned office space to meet the needs of a diverse workforce</b></p>\r\n\r\n<p>Many employees describe their office space as standard, plain or dull, and nearly half would like to see more attention paid to office design. Employees report that a well-designed office would improve interest in their work, creativity and their work ethic.</p>\r\n\r\n<p>As the workforce becomes more diverse and mobile, the traditional physical office will need to be reconfigured to meet their needs. Organizations don’t need a large budget to completely overhaul their office — incremental changes can really have an impact.</p>\r\n\r\n<p>It’s important for employers to be aware of these trends as they all play a significant role in helping recruit and retain top talent. By implementing strategies that help improve employees’ productivity, health, and happiness, organizations can create a culture where employees enjoy going to work.</p>','5 workplace trends driving change in offices','','inherit','closed','closed','','6005-revision-v1','','','2016-05-31 19:13:43','2016-05-31 19:13:43','',6005,'http://www.danamanciagli.com/6005-revision-v1/',0,'revision','',0),(6057,1,'2016-07-01 02:38:55','2016-07-01 02:38:55','','Order &ndash; July 1, 2016 @ 02:38 AM','','wc-processing','open','closed','order_5775d7bbc2304','order-jul-01-2016-0238-am','','','2016-07-01 02:38:55','2016-07-01 02:38:55','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=6057',0,'shop_order','',2),(6022,8311,'2016-06-27 03:11:30','2016-06-27 03:11:30','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u-300x200.jpg\" alt=\"3 ways to help wome move up\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6031\" /></a><p>Women leaders often fight an uphill battle in male-dominated industries. While gender equality has been a strong focus in the workplace, there are still barriers for females.</p>\r\n\r\n<p>Marcie Mueller, a board certified coach and leadership development practice leader at <a href=\"http://www.ighr.com/\" target=\"_blank\">IMPACT Group</a>, is passionate about breaking down these barriers and equipping women to accelerate their careers — no matter their industry.</p>\r\n\r\n<p>\" <a href=\"http://www.catalyst.org/knowledge/women-sp-500-companies\" target=\"_blank\">A Catalyst report</a> of S&amp;P 500 companies shows that women comprise 45 percent of the total workforce, yet less than 25 percent of women are in board or C-suite roles,” says Mueller. “Some women aren’t finding leadership opportunities in their field, and many aren’t stepping up to ask for those roles.”</p>\r\n\r\n<p>Mueller’s 20 years of experience implementing talent and leadership development programs has solidified her belief that offering training isn’t enough — companies must commit to <em>developing</em> their talent.</p>\r\n\r\n<p>“You see the best results when participants are actively involved in setting their professional development goals,” she said. “There are specific things organizations can do to engage women in this process and provide the right opportunities for them to develop in their careers.”</p>\r\n\r\n<p>Here are three ways Mueller empowers women to rise up the corporate ladder.</p>\r\n\r\n<p><b>1. Implement Ways for Women to Gain Corporate Exposure</b></p>\r\n\r\n<p>Harvey Coleman, author of \"<em>Empowering Yourself: The Organizational Game Revealed</em>,\" conducted a great deal of research to determine what drives career success. He believes that <a href=\"http://www.blacksgonegeek.org/Documents/empowering%20Yourself.pdf\" target=\"_blank\">exposure makes up 60 percent of an individual’s success</a>. This implies that who knows you and trusts you determines if you are selected for new opportunities and advancement in your company.</p>\r\n\r\n<p>“Corporate visibility — having a brand and building a broad network at the office — is vital for leaders. This is also a potential challenge for women,” said Mueller. “Women tend to focus solely on high performance and overlook the importance of a network.”</p>\r\n\r\n<p>Focus development opportunities on ways women can gain visibility and exposure within their departments and the organization as a whole. Participants in the Women in Leadership program Mueller developed at IMPACT Group complete a one-on-one with an executive at a Senior Vice President level or higher at their company.</p>\r\n\r\n<p>“When the women speak with leaders one-on-one, they find it is much easier to talk about their work, their strengths, and their ideas rather than in situations where they are outnumbered,” Mueller said. “The executives have also gained a lot from it. Most of them are unaware of the great talent they have at their company because they simply don’t have opportunities to interact with them.”</p>\r\n\r\n<p>Women need to know that building a strong brand and cultivating an internal network is not bragging – it helps others realize the value they bring to their company each and every day. The more exposure women gain to leaders and decision makers in the office, the more potential they have to be selected for new opportunities in the future.</p>\r\n\r\n<p><b>2. Encourage women to speak up</b></p>\r\n\r\n<p>“Women in organizations where their gender is underrepresented often find themselves the only female in meetings,” says Mueller. “Being heard and having their ideas accepted can be a challenge for them in this kind of setting.”</p>\r\n\r\n<p>Training programs should focus on building the confidence and assertiveness of women so they feel comfortable sharing ideas in meetings, brainstorming sessions, and team discussions. Discuss communication styles so women are aware of their approach and tone. This is also a great way for women to realize when they use disclaimers during conversations, especially the word “but.”</p>\r\n\r\n<p>“You hear women start sentences with things like, ‘I may not be the expert on this, but…’, or ‘Keith may know more about this than I do, but…’ We use disclaimers because we want to be liked, we don’t want to talk over someone, or we’re not comfortable taking all the credit,” said Mueller.</p>\r\n\r\n<p><b>3. Use projects to build leadership capabilities</b></p>\r\n\r\n<p>Rising female leaders find projects are key. “Our Women in Leadership program typically includes a capstone activity so the participants not only deliver immediate value to their company, but also put the skills they’ve learned into practice,” Mueller said.</p>\r\n\r\n<p>Even small-scale projects make a difference as they do more than just build skills – they also promote visibility.</p>\r\n\r\n<p>Women should actively seek out cross-functional committees, projects, and stretch assignments to enhance their project and people management skills. “I tell my clients not to wait for a promotion into leadership,” Mueller said. “Be a leader and find leadership opportunities on an ongoing basis.”</p>\r\n\r\n<p>Research illustrates that having women in leadership roles leads to better overall business performance, proving that an organization’s investment in their talent is well worth it. If companies put these three key accelerators to work, they’ll quickly see the positive impact.</p>\r\n\r\n<p>Women bring different experiences, perspectives and competencies to leadership roles. Providing targeted leadership programs for women is not just a diversity initiative — it is a business imperative.</p>','3 ways to help women move up the career ladder','','publish','open','open','','3-ways-to-help-women-move-up-the-career-ladder','','','2016-06-14 17:33:22','2016-06-14 17:33:22','',0,'http://www.danamanciagli.com/?p=6022',0,'post','',0),(6023,8264,'2016-06-07 15:11:23','2016-06-07 15:11:23','<p>Women leaders often fight an uphill battle in male-dominated industries. While gender equality has been a strong focus in the workplace, there are still barriers for females.</p>\r\n\r\n<p>Marcie Mueller, a board certified coach and leadership development practice leader at <a href=\"http://www.ighr.com/\" target=\"_blank\">IMPACT Group</a>, is passionate about breaking down these barriers and equipping women to accelerate their careers — no matter their industry.</p>\r\n\r\n<p>\" <a href=\"http://www.catalyst.org/knowledge/women-sp-500-companies\" target=\"_blank\">A Catalyst report</a> of S&amp;P 500 companies shows that women comprise 45 percent of the total workforce, yet less than 25 percent of women are in board or C-suite roles,” says Mueller. “Some women aren’t finding leadership opportunities in their field, and many aren’t stepping up to ask for those roles.”</p>\r\n\r\n<p>Mueller’s 20 years of experience implementing talent and leadership development programs has solidified her belief that offering training isn’t enough — companies must commit to <em>developing</em> their talent.</p>\r\n\r\n<p>“You see the best results when participants are actively involved in setting their professional development goals,” she said. “There are specific things organizations can do to engage women in this process and provide the right opportunities for them to develop in their careers.”</p>\r\n\r\n<p>Here are three ways Mueller empowers women to rise up the corporate ladder.</p>\r\n\r\n<p><b>1. Implement Ways for Women to Gain Corporate Exposure</b></p>\r\n\r\n<p>Harvey Coleman, author of \"<em>Empowering Yourself: The Organizational Game Revealed</em>,\" conducted a great deal of research to determine what drives career success. He believes that <a href=\"http://www.blacksgonegeek.org/Documents/empowering%20Yourself.pdf\" target=\"_blank\">exposure makes up 60 percent of an individual’s success</a>. This implies that who knows you and trusts you determines if you are selected for new opportunities and advancement in your company.</p>\r\n\r\n<p>“Corporate visibility — having a brand and building a broad network at the office — is vital for leaders. This is also a potential challenge for women,” said Mueller. “Women tend to focus solely on high performance and overlook the importance of a network.”</p>\r\n\r\n<p>Focus development opportunities on ways women can gain visibility and exposure within their departments and the organization as a whole. Participants in the Women in Leadership program Mueller developed at IMPACT Group complete a one-on-one with an executive at a Senior Vice President level or higher at their company.</p>\r\n\r\n<p>“When the women speak with leaders one-on-one, they find it is much easier to talk about their work, their strengths, and their ideas rather than in situations where they are outnumbered,” Mueller said. “The executives have also gained a lot from it. Most of them are unaware of the great talent they have at their company because they simply don’t have opportunities to interact with them.”</p>\r\n\r\n<p>Women need to know that building a strong brand and cultivating an internal network is not bragging – it helps others realize the value they bring to their company each and every day. The more exposure women gain to leaders and decision makers in the office, the more potential they have to be selected for new opportunities in the future.</p>\r\n\r\n<p><b>2. Encourage women to speak up</b></p>\r\n\r\n<p>“Women in organizations where their gender is underrepresented often find themselves the only female in meetings,” says Mueller. “Being heard and having their ideas accepted can be a challenge for them in this kind of setting.”</p>\r\n\r\n<p>Training programs should focus on building the confidence and assertiveness of women so they feel comfortable sharing ideas in meetings, brainstorming sessions, and team discussions. Discuss communication styles so women are aware of their approach and tone. This is also a great way for women to realize when they use disclaimers during conversations, especially the word “but.”</p>\r\n\r\n<p>“You hear women start sentences with things like, ‘I may not be the expert on this, but…’, or ‘Keith may know more about this than I do, but…’ We use disclaimers because we want to be liked, we don’t want to talk over someone, or we’re not comfortable taking all the credit,” said Mueller.</p>\r\n\r\n<p><b>3. Use projects to build leadership capabilities</b></p>\r\n\r\n<p>Rising female leaders find projects are key. “Our Women in Leadership program typically includes a capstone activity so the participants not only deliver immediate value to their company, but also put the skills they’ve learned into practice,” Mueller said.</p>\r\n\r\n<p>Even small-scale projects make a difference as they do more than just build skills – they also promote visibility.</p>\r\n\r\n<p>Women should actively seek out cross-functional committees, projects, and stretch assignments to enhance their project and people management skills. “I tell my clients not to wait for a promotion into leadership,” Mueller said. “Be a leader and find leadership opportunities on an ongoing basis.”</p>\r\n\r\n<p>Research illustrates that having women in leadership roles leads to better overall business performance, proving that an organization’s investment in their talent is well worth it. If companies put these three key accelerators to work, they’ll quickly see the positive impact.</p>\r\n\r\n<p>Women bring different experiences, perspectives and competencies to leadership roles. Providing targeted leadership programs for women is not just a diversity initiative — it is a business imperative.</p>','3 ways to help women move up the career ladder','','inherit','closed','closed','','6022-revision-v1','','','2016-06-07 15:11:23','2016-06-07 15:11:23','',6022,'http://www.danamanciagli.com/6022-revision-v1/',0,'revision','',0),(6024,8311,'2016-07-06 03:12:20','2016-07-06 03:12:20','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees-300x225.jpg\" alt=\"How to create a volunteer program that attracts cause-minded employees\" width=\"300\" height=\"225\" class=\"alignright size-medium wp-image-6034\" /></a><p>More and more employees say making a difference at their jobs is one of the most important factors they consider when selecting a company to work for.</p>\r\n\r\n<p>A <a href=\"http://casefoundation.org/wp-content/uploads/2014/11/MillennialImpactReport-2014.pdf\" target=\"_blank\">study</a> by The Case Foundation found that 63 percent of female millennials were attracted to a company based on its corporate social responsibility programming.</p>\r\n\r\n<p>To attract top talent and keep employees satisfied, corporate executives have begun integrating a volunteer culture into the workplace by including volunteer campaigns in their business models. Some companies have created positions dedicated to volunteer initiatives and pro bono work.</p>\r\n\r\n<p>According to the pro-bono advocate group <a href=\"http://www.pointsoflight.org/sites/default/files/resources/files/billionchange_story_new.pdf\" target=\"_blank\">abillionpluschange.org</a>, in the last two years, more than 6,400 full-time employees from 500-plus American companies are delivering $2 billion worth of pro bono and skills-based service to help nonprofits meet business demands.</p>\r\n\r\n<p>Chicago-based <a href=\"http://www.womenoncall.org/\" target=\"_blank\">WomenOnCall</a> <u>,</u> an online network that connects professional women with relevant skills-based volunteer opportunities and meaningful causes, encourages businesses to take volunteering to the next level and integrate skills-based initiatives into company culture.</p>\r\n\r\n<p>Skills-based volunteers use their talents, experiences, and resources to strengthen nonprofit organizations from the inside out. They support a nonprofit\'s overall operations so the nonprofit can deliver services with greater impact.</p>\r\n\r\n<p>“Sharing one’s expertise and professional insights are effective ways to hone skills and develop new ones. Skills-based volunteering has significant advantages for the individual and the nonprofit while helping a company better embrace its triple bottom line,” says Andrea Ziel, executive director of WomenOnCall.</p>\r\n\r\n<p><b>Find the right projects</b></p>\r\n\r\n<p>Finding the right nonprofit to connect with to offer skills-based volunteer opportunities can be daunting for companies that don’t have existing community relationships. Instead of searching for the right nonprofit, companies should encourage employees to join a volunteer network that allows them to sign up for the right volunteer project that leverages their skills and interests.</p>\r\n\r\n<p>“Skilled volunteering is a win-win situation for a company. It provides the nonprofit with support beyond a board of directors or advisory board while cultivating and developing a company’s leaders from within. The company is not only strengthening its presence in the community, but expanding its network,” Ziel says.</p>\r\n\r\n<p><b>How a volunteer database works</b></p>\r\n\r\n<p>Joining a volunteer database is simple and takes just minutes. Volunteers complete an online profile by syncing their LinkedIn account or by inputting basic information such as work history, education and areas of interest.</p>\r\n\r\n<p>A volunteer database houses dozens of opportunities for potential volunteers to search. When a volunteer expresses interest in a project invitation, the nonprofit will contact the volunteer by email to further discuss the project. If the project meets the needs of the volunteer and nonprofit, it’s time to begin working together.</p>\r\n\r\n<p><b>Creating volunteer satisfaction</b></p>\r\n\r\n<p>Skills-based volunteers work on a variety of projects from grant writing to proofing, and from legal review to budget assistance. These volunteers donate their time to a variety of areas of need in the community such as education, poverty, health and wellness, children, senior citizens, and animal welfare.</p>\r\n\r\n<p>“<a href=\"http://www.trueimpact.com/blog/topic/measuring-social-return-on-investment\" target=\"_blank\">A 2013 study by True Impact</a> shows that volunteers are more likely to report high satisfaction from skills-based volunteering than their hands-on volunteering peers,” Ziel adds.</p>\r\n\r\n<p>Survey results from WomenOnCall show that volunteers who have completed skills-based projects report that 95 percent of volunteers used their skills, 70 percent honed their skills and nearly 80 percent were able to see the impact of their work.</p>\r\n\r\n<p>Skills-based volunteering creates opportunities for professionals to volunteer in a more meaningful way by effectively and efficiently aligning their skills, expertise and interests with volunteer opportunities, and provides an effective avenue for companies to engage their employees, forge community relationships, help a nonprofit organization, and give back to the community.</p>','How to create a volunteer program that attracts cause-minded employees','','publish','open','open','','how-to-create-a-volunteer-program-that-attracts-cause-minded-employees','','','2016-06-14 17:35:41','2016-06-14 17:35:41','',0,'http://www.danamanciagli.com/?p=6024',0,'post','',0),(6025,8264,'2016-06-07 15:12:10','2016-06-07 15:12:10','<p>More and more employees say making a difference at their jobs is one of the most important factors they consider when selecting a company to work for.</p>\r\n\r\n<p>A <a href=\"http://casefoundation.org/wp-content/uploads/2014/11/MillennialImpactReport-2014.pdf\" target=\"_blank\">study</a> by The Case Foundation found that 63 percent of female millennials were attracted to a company based on its corporate social responsibility programming.</p>\r\n\r\n<p>To attract top talent and keep employees satisfied, corporate executives have begun integrating a volunteer culture into the workplace by including volunteer campaigns in their business models. Some companies have created positions dedicated to volunteer initiatives and pro bono work.</p>\r\n\r\n<p>According to the pro-bono advocate group <a href=\"http://www.pointsoflight.org/sites/default/files/resources/files/billionchange_story_new.pdf\" target=\"_blank\">abillionpluschange.org</a>, in the last two years, more than 6,400 full-time employees from 500-plus American companies are delivering $2 billion worth of pro bono and skills-based service to help nonprofits meet business demands.</p>\r\n\r\n<p>Chicago-based <a href=\"http://www.womenoncall.org/\" target=\"_blank\">WomenOnCall</a> <u>,</u> an online network that connects professional women with relevant skills-based volunteer opportunities and meaningful causes, encourages businesses to take volunteering to the next level and integrate skills-based initiatives into company culture.</p>\r\n\r\n<p>Skills-based volunteers use their talents, experiences, and resources to strengthen nonprofit organizations from the inside out. They support a nonprofit\'s overall operations so the nonprofit can deliver services with greater impact.</p>\r\n\r\n<p>“Sharing one’s expertise and professional insights are effective ways to hone skills and develop new ones. Skills-based volunteering has significant advantages for the individual and the nonprofit while helping a company better embrace its triple bottom line,” says Andrea Ziel, executive director of WomenOnCall.</p>\r\n\r\n<p><b>Find the right projects</b></p>\r\n\r\n<p>Finding the right nonprofit to connect with to offer skills-based volunteer opportunities can be daunting for companies that don’t have existing community relationships. Instead of searching for the right nonprofit, companies should encourage employees to join a volunteer network that allows them to sign up for the right volunteer project that leverages their skills and interests.</p>\r\n\r\n<p>“Skilled volunteering is a win-win situation for a company. It provides the nonprofit with support beyond a board of directors or advisory board while cultivating and developing a company’s leaders from within. The company is not only strengthening its presence in the community, but expanding its network,” Ziel says.</p>\r\n\r\n<p><b>How a volunteer database works</b></p>\r\n\r\n<p>Joining a volunteer database is simple and takes just minutes. Volunteers complete an online profile by syncing their LinkedIn account or by inputting basic information such as work history, education and areas of interest.</p>\r\n\r\n<p>A volunteer database houses dozens of opportunities for potential volunteers to search. When a volunteer expresses interest in a project invitation, the nonprofit will contact the volunteer by email to further discuss the project. If the project meets the needs of the volunteer and nonprofit, it’s time to begin working together.</p>\r\n\r\n<p><b>Creating volunteer satisfaction</b></p>\r\n\r\n<p>Skills-based volunteers work on a variety of projects from grant writing to proofing, and from legal review to budget assistance. These volunteers donate their time to a variety of areas of need in the community such as education, poverty, health and wellness, children, senior citizens, and animal welfare.</p>\r\n\r\n<p>“<a href=\"http://www.trueimpact.com/blog/topic/measuring-social-return-on-investment\" target=\"_blank\">A 2013 study by True Impact</a> shows that volunteers are more likely to report high satisfaction from skills-based volunteering than their hands-on volunteering peers,” Ziel adds.</p>\r\n\r\n<p>Survey results from WomenOnCall show that volunteers who have completed skills-based projects report that 95 percent of volunteers used their skills, 70 percent honed their skills and nearly 80 percent were able to see the impact of their work.</p>\r\n\r\n<p>Skills-based volunteering creates opportunities for professionals to volunteer in a more meaningful way by effectively and efficiently aligning their skills, expertise and interests with volunteer opportunities, and provides an effective avenue for companies to engage their employees, forge community relationships, help a nonprofit organization, and give back to the community.</p>','How to create a volunteer program that attracts cause-minded employees','','inherit','closed','closed','','6024-revision-v1','','','2016-06-07 15:12:10','2016-06-07 15:12:10','',6024,'http://www.danamanciagli.com/6024-revision-v1/',0,'revision','',0),(6067,8113,'2016-07-08 22:58:11','2016-07-08 22:58:11','[caption id=\"attachment_6070\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/MSAN-horiz-color-dark-from-Molly.jpg\"><img class=\"size-medium wp-image-6070\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/MSAN-horiz-color-dark-from-Molly-300x89.jpg\" alt=\"Microsoft Alumni Network\" width=\"300\" height=\"89\" /></a> Microsoft Alumni Network[/caption]\r\n\r\n<a href=\"http://DanaManciagli.com/Microsoft_Alumni_Job Search_071416_Handout.pdf\" target=\"_blank\">Here is your copy</a> of the PowerPoint presentation from the Microsoft Alumni Network Job Search webinar on July 14, 2016.\r\n\r\nFor more offers and insights, be sure to sign up for my newsletter!\r\n\r\nBest regards,\r\n\r\nDana Manciagli\r\n\r\n&nbsp;\r\n\r\n&nbsp;','Microsoft Alumni Network - Job Search PowerPoint Presentation','','publish','closed','closed','','microsoft-alumni-network-job-search-powerpoint-presentation','','','2016-07-08 22:58:11','2016-07-08 22:58:11','',0,'http://www.danamanciagli.com/?page_id=6067',0,'page','',0),(6031,8264,'2016-06-14 17:30:40','2016-06-14 17:30:40','3 ways to help wome move up','3 ways to help wome move up','','inherit','open','closed','','3-ways-to-help-women-move-u','','','2016-06-14 17:31:24','2016-06-14 17:31:24','',6022,'http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u.jpg',0,'attachment','image/jpeg',0),(6032,8264,'2016-06-14 17:32:22','2016-06-14 17:32:22','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u-300x200.jpg\" alt=\"3 ways to help wome move up\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6031\" /></a><p>Women leaders often fight an uphill battle in male-dominated industries. While gender equality has been a strong focus in the workplace, there are still barriers for females.</p>\n\n<p>Marcie Mueller, a board certified coach and leadership development practice leader at <a href=\"http://www.ighr.com/\" target=\"_blank\">IMPACT Group</a>, is passionate about breaking down these barriers and equipping women to accelerate their careers — no matter their industry.</p>\n\n<p>\" <a href=\"http://www.catalyst.org/knowledge/women-sp-500-companies\" target=\"_blank\">A Catalyst report</a> of S&amp;P 500 companies shows that women comprise 45 percent of the total workforce, yet less than 25 percent of women are in board or C-suite roles,” says Mueller. “Some women aren’t finding leadership opportunities in their field, and many aren’t stepping up to ask for those roles.”</p>\n\n<p>Mueller’s 20 years of experience implementing talent and leadership development programs has solidified her belief that offering training isn’t enough — companies must commit to <em>developing</em> their talent.</p>\n\n<p>“You see the best results when participants are actively involved in setting their professional development goals,” she said. “There are specific things organizations can do to engage women in this process and provide the right opportunities for them to develop in their careers.”</p>\n\n<p>Here are three ways Mueller empowers women to rise up the corporate ladder.</p>\n\n<p><b>1. Implement Ways for Women to Gain Corporate Exposure</b></p>\n\n<p>Harvey Coleman, author of \"<em>Empowering Yourself: The Organizational Game Revealed</em>,\" conducted a great deal of research to determine what drives career success. He believes that <a href=\"http://www.blacksgonegeek.org/Documents/empowering%20Yourself.pdf\" target=\"_blank\">exposure makes up 60 percent of an individual’s success</a>. This implies that who knows you and trusts you determines if you are selected for new opportunities and advancement in your company.</p>\n\n<p>“Corporate visibility — having a brand and building a broad network at the office — is vital for leaders. This is also a potential challenge for women,” said Mueller. “Women tend to focus solely on high performance and overlook the importance of a network.”</p>\n\n<p>Focus development opportunities on ways women can gain visibility and exposure within their departments and the organization as a whole. Participants in the Women in Leadership program Mueller developed at IMPACT Group complete a one-on-one with an executive at a Senior Vice President level or higher at their company.</p>\n\n<p>“When the women speak with leaders one-on-one, they find it is much easier to talk about their work, their strengths, and their ideas rather than in situations where they are outnumbered,” Mueller said. “The executives have also gained a lot from it. Most of them are unaware of the great talent they have at their company because they simply don’t have opportunities to interact with them.”</p>\n\n<p>Women need to know that building a strong brand and cultivating an internal network is not bragging – it helps others realize the value they bring to their company each and every day. The more exposure women gain to leaders and decision makers in the office, the more potential they have to be selected for new opportunities in the future.</p>\n\n<p><b>2. Encourage women to speak up</b></p>\n\n<p>“Women in organizations where their gender is underrepresented often find themselves the only female in meetings,” says Mueller. “Being heard and having their ideas accepted can be a challenge for them in this kind of setting.”</p>\n\n<p>Training programs should focus on building the confidence and assertiveness of women so they feel comfortable sharing ideas in meetings, brainstorming sessions, and team discussions. Discuss communication styles so women are aware of their approach and tone. This is also a great way for women to realize when they use disclaimers during conversations, especially the word “but.”</p>\n\n<p>“You hear women start sentences with things like, ‘I may not be the expert on this, but…’, or ‘Keith may know more about this than I do, but…’ We use disclaimers because we want to be liked, we don’t want to talk over someone, or we’re not comfortable taking all the credit,” said Mueller.</p>\n\n<p><b>3. Use projects to build leadership capabilities</b></p>\n\n<p>Rising female leaders find projects are key. “Our Women in Leadership program typically includes a capstone activity so the participants not only deliver immediate value to their company, but also put the skills they’ve learned into practice,” Mueller said.</p>\n\n<p>Even small-scale projects make a difference as they do more than just build skills – they also promote visibility.</p>\n\n<p>Women should actively seek out cross-functional committees, projects, and stretch assignments to enhance their project and people management skills. “I tell my clients not to wait for a promotion into leadership,” Mueller said. “Be a leader and find leadership opportunities on an ongoing basis.”</p>\n\n<p>Research illustrates that having women in leadership roles leads to better overall business performance, proving that an organization’s investment in their talent is well worth it. If companies put these three key accelerators to work, they’ll quickly see the positive impact.</p>\n\n<p>Women bring different experiences, perspectives and competencies to leadership roles. Providing targeted leadership programs for women is not just a diversity initiative — it is a business imperative.</p>','3 ways to help women move up the career ladder','','inherit','closed','closed','','6022-autosave-v1','','','2016-06-14 17:32:22','2016-06-14 17:32:22','',6022,'http://www.danamanciagli.com/6022-autosave-v1/',0,'revision','',0),(6033,8264,'2016-06-14 17:33:22','2016-06-14 17:33:22','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/3-ways-to-help-women-move-u-300x200.jpg\" alt=\"3 ways to help wome move up\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-6031\" /></a><p>Women leaders often fight an uphill battle in male-dominated industries. While gender equality has been a strong focus in the workplace, there are still barriers for females.</p>\r\n\r\n<p>Marcie Mueller, a board certified coach and leadership development practice leader at <a href=\"http://www.ighr.com/\" target=\"_blank\">IMPACT Group</a>, is passionate about breaking down these barriers and equipping women to accelerate their careers — no matter their industry.</p>\r\n\r\n<p>\" <a href=\"http://www.catalyst.org/knowledge/women-sp-500-companies\" target=\"_blank\">A Catalyst report</a> of S&amp;P 500 companies shows that women comprise 45 percent of the total workforce, yet less than 25 percent of women are in board or C-suite roles,” says Mueller. “Some women aren’t finding leadership opportunities in their field, and many aren’t stepping up to ask for those roles.”</p>\r\n\r\n<p>Mueller’s 20 years of experience implementing talent and leadership development programs has solidified her belief that offering training isn’t enough — companies must commit to <em>developing</em> their talent.</p>\r\n\r\n<p>“You see the best results when participants are actively involved in setting their professional development goals,” she said. “There are specific things organizations can do to engage women in this process and provide the right opportunities for them to develop in their careers.”</p>\r\n\r\n<p>Here are three ways Mueller empowers women to rise up the corporate ladder.</p>\r\n\r\n<p><b>1. Implement Ways for Women to Gain Corporate Exposure</b></p>\r\n\r\n<p>Harvey Coleman, author of \"<em>Empowering Yourself: The Organizational Game Revealed</em>,\" conducted a great deal of research to determine what drives career success. He believes that <a href=\"http://www.blacksgonegeek.org/Documents/empowering%20Yourself.pdf\" target=\"_blank\">exposure makes up 60 percent of an individual’s success</a>. This implies that who knows you and trusts you determines if you are selected for new opportunities and advancement in your company.</p>\r\n\r\n<p>“Corporate visibility — having a brand and building a broad network at the office — is vital for leaders. This is also a potential challenge for women,” said Mueller. “Women tend to focus solely on high performance and overlook the importance of a network.”</p>\r\n\r\n<p>Focus development opportunities on ways women can gain visibility and exposure within their departments and the organization as a whole. Participants in the Women in Leadership program Mueller developed at IMPACT Group complete a one-on-one with an executive at a Senior Vice President level or higher at their company.</p>\r\n\r\n<p>“When the women speak with leaders one-on-one, they find it is much easier to talk about their work, their strengths, and their ideas rather than in situations where they are outnumbered,” Mueller said. “The executives have also gained a lot from it. Most of them are unaware of the great talent they have at their company because they simply don’t have opportunities to interact with them.”</p>\r\n\r\n<p>Women need to know that building a strong brand and cultivating an internal network is not bragging – it helps others realize the value they bring to their company each and every day. The more exposure women gain to leaders and decision makers in the office, the more potential they have to be selected for new opportunities in the future.</p>\r\n\r\n<p><b>2. Encourage women to speak up</b></p>\r\n\r\n<p>“Women in organizations where their gender is underrepresented often find themselves the only female in meetings,” says Mueller. “Being heard and having their ideas accepted can be a challenge for them in this kind of setting.”</p>\r\n\r\n<p>Training programs should focus on building the confidence and assertiveness of women so they feel comfortable sharing ideas in meetings, brainstorming sessions, and team discussions. Discuss communication styles so women are aware of their approach and tone. This is also a great way for women to realize when they use disclaimers during conversations, especially the word “but.”</p>\r\n\r\n<p>“You hear women start sentences with things like, ‘I may not be the expert on this, but…’, or ‘Keith may know more about this than I do, but…’ We use disclaimers because we want to be liked, we don’t want to talk over someone, or we’re not comfortable taking all the credit,” said Mueller.</p>\r\n\r\n<p><b>3. Use projects to build leadership capabilities</b></p>\r\n\r\n<p>Rising female leaders find projects are key. “Our Women in Leadership program typically includes a capstone activity so the participants not only deliver immediate value to their company, but also put the skills they’ve learned into practice,” Mueller said.</p>\r\n\r\n<p>Even small-scale projects make a difference as they do more than just build skills – they also promote visibility.</p>\r\n\r\n<p>Women should actively seek out cross-functional committees, projects, and stretch assignments to enhance their project and people management skills. “I tell my clients not to wait for a promotion into leadership,” Mueller said. “Be a leader and find leadership opportunities on an ongoing basis.”</p>\r\n\r\n<p>Research illustrates that having women in leadership roles leads to better overall business performance, proving that an organization’s investment in their talent is well worth it. If companies put these three key accelerators to work, they’ll quickly see the positive impact.</p>\r\n\r\n<p>Women bring different experiences, perspectives and competencies to leadership roles. Providing targeted leadership programs for women is not just a diversity initiative — it is a business imperative.</p>','3 ways to help women move up the career ladder','','inherit','closed','closed','','6022-revision-v1','','','2016-06-14 17:33:22','2016-06-14 17:33:22','',6022,'http://www.danamanciagli.com/6022-revision-v1/',0,'revision','',0),(6034,8264,'2016-06-14 17:34:42','2016-06-14 17:34:42','How to create a volunteer program that attracts cause-minded employees','How to create a volunteer program that attracts cause-minded employees','','inherit','open','closed','','how-to-create-a-volunteer-program-that-attracts-cause-minded-employees-2','','','2016-06-14 17:34:52','2016-06-14 17:34:52','',6024,'http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees.jpg',0,'attachment','image/jpeg',0),(6035,8264,'2016-06-14 17:35:26','2016-06-14 17:35:26','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees-300x225.jpg\" alt=\"How to create a volunteer program that attracts cause-minded employees\" width=\"300\" height=\"225\" class=\"alignright size-medium wp-image-6034\" /></a><p>More and more employees say making a difference at their jobs is one of the most important factors they consider when selecting a company to work for.</p>\r\n\r\n<p>A <a href=\"http://casefoundation.org/wp-content/uploads/2014/11/MillennialImpactReport-2014.pdf\" target=\"_blank\">study</a> by The Case Foundation found that 63 percent of female millennials were attracted to a company based on its corporate social responsibility programming.</p>\r\n\r\n<p>To attract top talent and keep employees satisfied, corporate executives have begun integrating a volunteer culture into the workplace by including volunteer campaigns in their business models. Some companies have created positions dedicated to volunteer initiatives and pro bono work.</p>\r\n\r\n<p>According to the pro-bono advocate group <a href=\"http://www.pointsoflight.org/sites/default/files/resources/files/billionchange_story_new.pdf\" target=\"_blank\">abillionpluschange.org</a>, in the last two years, more than 6,400 full-time employees from 500-plus American companies are delivering $2 billion worth of pro bono and skills-based service to help nonprofits meet business demands.</p>\r\n\r\n<p>Chicago-based <a href=\"http://www.womenoncall.org/\" target=\"_blank\">WomenOnCall</a> <u>,</u> an online network that connects professional women with relevant skills-based volunteer opportunities and meaningful causes, encourages businesses to take volunteering to the next level and integrate skills-based initiatives into company culture.</p>\r\n\r\n<p>Skills-based volunteers use their talents, experiences, and resources to strengthen nonprofit organizations from the inside out. They support a nonprofit\'s overall operations so the nonprofit can deliver services with greater impact.</p>\r\n\r\n<p>“Sharing one’s expertise and professional insights are effective ways to hone skills and develop new ones. Skills-based volunteering has significant advantages for the individual and the nonprofit while helping a company better embrace its triple bottom line,” says Andrea Ziel, executive director of WomenOnCall.</p>\r\n\r\n<p><b>Find the right projects</b></p>\r\n\r\n<p>Finding the right nonprofit to connect with to offer skills-based volunteer opportunities can be daunting for companies that don’t have existing community relationships. Instead of searching for the right nonprofit, companies should encourage employees to join a volunteer network that allows them to sign up for the right volunteer project that leverages their skills and interests.</p>\r\n\r\n<p>“Skilled volunteering is a win-win situation for a company. It provides the nonprofit with support beyond a board of directors or advisory board while cultivating and developing a company’s leaders from within. The company is not only strengthening its presence in the community, but expanding its network,” Ziel says.</p>\r\n\r\n<p><b>How a volunteer database works</b></p>\r\n\r\n<p>Joining a volunteer database is simple and takes just minutes. Volunteers complete an online profile by syncing their LinkedIn account or by inputting basic information such as work history, education and areas of interest.</p>\r\n\r\n<p>A volunteer database houses dozens of opportunities for potential volunteers to search. When a volunteer expresses interest in a project invitation, the nonprofit will contact the volunteer by email to further discuss the project. If the project meets the needs of the volunteer and nonprofit, it’s time to begin working together.</p>\r\n\r\n<p><b>Creating volunteer satisfaction</b></p>\r\n\r\n<p>Skills-based volunteers work on a variety of projects from grant writing to proofing, and from legal review to budget assistance. These volunteers donate their time to a variety of areas of need in the community such as education, poverty, health and wellness, children, senior citizens, and animal welfare.</p>\r\n\r\n<p>“<a href=\"http://www.trueimpact.com/blog/topic/measuring-social-return-on-investment\" target=\"_blank\">A 2013 study by True Impact</a> shows that volunteers are more likely to report high satisfaction from skills-based volunteering than their hands-on volunteering peers,” Ziel adds.</p>\r\n\r\n<p>Survey results from WomenOnCall show that volunteers who have completed skills-based projects report that 95 percent of volunteers used their skills, 70 percent honed their skills and nearly 80 percent were able to see the impact of their work.</p>\r\n\r\n<p>Skills-based volunteering creates opportunities for professionals to volunteer in a more meaningful way by effectively and efficiently aligning their skills, expertise and interests with volunteer opportunities, and provides an effective avenue for companies to engage their employees, forge community relationships, help a nonprofit organization, and give back to the community.</p>','How to create a volunteer program that attracts cause-minded employees','','inherit','closed','closed','','6024-autosave-v1','','','2016-06-14 17:35:26','2016-06-14 17:35:26','',6024,'http://www.danamanciagli.com/6024-autosave-v1/',0,'revision','',0),(6036,8264,'2016-06-14 17:35:20','2016-06-14 17:35:20','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/06/How-to-create-a-volunteer-program-that-attracts-cause-minded-employees-300x225.jpg\" alt=\"How to create a volunteer program that attracts cause-minded employees\" width=\"300\" height=\"225\" class=\"alignright size-medium wp-image-6034\" /></a><p>More and more employees say making a difference at their jobs is one of the most important factors they consider when selecting a company to work for.</p>\r\n\r\n<p>A <a href=\"http://casefoundation.org/wp-content/uploads/2014/11/MillennialImpactReport-2014.pdf\" target=\"_blank\">study</a> by The Case Foundation found that 63 percent of female millennials were attracted to a company based on its corporate social responsibility programming.</p>\r\n\r\n<p>To attract top talent and keep employees satisfied, corporate executives have begun integrating a volunteer culture into the workplace by including volunteer campaigns in their business models. Some companies have created positions dedicated to volunteer initiatives and pro bono work.</p>\r\n\r\n<p>According to the pro-bono advocate group <a href=\"http://www.pointsoflight.org/sites/default/files/resources/files/billionchange_story_new.pdf\" target=\"_blank\">abillionpluschange.org</a>, in the last two years, more than 6,400 full-time employees from 500-plus American companies are delivering $2 billion worth of pro bono and skills-based service to help nonprofits meet business demands.</p>\r\n\r\n<p>Chicago-based <a href=\"http://www.womenoncall.org/\" target=\"_blank\">WomenOnCall</a> <u>,</u> an online network that connects professional women with relevant skills-based volunteer opportunities and meaningful causes, encourages businesses to take volunteering to the next level and integrate skills-based initiatives into company culture.</p>\r\n\r\n<p>Skills-based volunteers use their talents, experiences, and resources to strengthen nonprofit organizations from the inside out. They support a nonprofit\'s overall operations so the nonprofit can deliver services with greater impact.</p>\r\n\r\n<p>“Sharing one’s expertise and professional insights are effective ways to hone skills and develop new ones. Skills-based volunteering has significant advantages for the individual and the nonprofit while helping a company better embrace its triple bottom line,” says Andrea Ziel, executive director of WomenOnCall.</p>\r\n\r\n<p><b>Find the right projects</b></p>\r\n\r\n<p>Finding the right nonprofit to connect with to offer skills-based volunteer opportunities can be daunting for companies that don’t have existing community relationships. Instead of searching for the right nonprofit, companies should encourage employees to join a volunteer network that allows them to sign up for the right volunteer project that leverages their skills and interests.</p>\r\n\r\n<p>“Skilled volunteering is a win-win situation for a company. It provides the nonprofit with support beyond a board of directors or advisory board while cultivating and developing a company’s leaders from within. The company is not only strengthening its presence in the community, but expanding its network,” Ziel says.</p>\r\n\r\n<p><b>How a volunteer database works</b></p>\r\n\r\n<p>Joining a volunteer database is simple and takes just minutes. Volunteers complete an online profile by syncing their LinkedIn account or by inputting basic information such as work history, education and areas of interest.</p>\r\n\r\n<p>A volunteer database houses dozens of opportunities for potential volunteers to search. When a volunteer expresses interest in a project invitation, the nonprofit will contact the volunteer by email to further discuss the project. If the project meets the needs of the volunteer and nonprofit, it’s time to begin working together.</p>\r\n\r\n<p><b>Creating volunteer satisfaction</b></p>\r\n\r\n<p>Skills-based volunteers work on a variety of projects from grant writing to proofing, and from legal review to budget assistance. These volunteers donate their time to a variety of areas of need in the community such as education, poverty, health and wellness, children, senior citizens, and animal welfare.</p>\r\n\r\n<p>“<a href=\"http://www.trueimpact.com/blog/topic/measuring-social-return-on-investment\" target=\"_blank\">A 2013 study by True Impact</a> shows that volunteers are more likely to report high satisfaction from skills-based volunteering than their hands-on volunteering peers,” Ziel adds.</p>\r\n\r\n<p>Survey results from WomenOnCall show that volunteers who have completed skills-based projects report that 95 percent of volunteers used their skills, 70 percent honed their skills and nearly 80 percent were able to see the impact of their work.</p>\r\n\r\n<p>Skills-based volunteering creates opportunities for professionals to volunteer in a more meaningful way by effectively and efficiently aligning their skills, expertise and interests with volunteer opportunities, and provides an effective avenue for companies to engage their employees, forge community relationships, help a nonprofit organization, and give back to the community.</p>','How to create a volunteer program that attracts cause-minded employees','','inherit','closed','closed','','6024-revision-v1','','','2016-06-14 17:35:20','2016-06-14 17:35:20','',6024,'http://www.danamanciagli.com/6024-revision-v1/',0,'revision','',0),(6037,8311,'2016-07-11 03:40:50','2016-07-11 03:40:50','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg\" alt=\"6 surprising findings about employees’ feelings toward performance reviews\" width=\"400\" height=\"267\" class=\"alignright size-full wp-image-6041\" /></a><p>You often hear people say that the annual performance review process is one of the most awful, detestable parts of work.</p>\r\n\r\n<p>Two common complaints are that reviews are a waste of time and that they are too stressful. Managers hate spending all the time compiling the reviews. For example, last year <a href=\"https://hbr.org/2015/04/reinventing-performance-management\" target=\"_blank\">Deloitte</a> calculated that its managers spent a combined 2 million hours each year just putting together performance reviews.</p>\r\n\r\n<p>Employees hate being judged strictly objectively during a review, particularly if their manager is only focusing on their most recent accomplishment (or failure) rather than on a big project they completed eight months ago.</p>\r\n\r\n<p>But when you think about those complaints, you realize that they are a little imprecise. After all, there are certainly people out there who enjoy performance reviews and there are certainly companies whose review methods are innovative and enriching.</p>\r\n\r\n<p>A new poll from <a href=\"http://tinypulse.com/\" target=\"_blank\">TINYpulse</a>, a startup specializing in employee engagement issues, sought to find out exactly who hates performance reviews the most. Their findings are surprising, revealing that older workers are more likely to go along with the traditional review process while the youngest workers fear and loathe them the most. The poll is a must-read for any manager with a gaggle of young millennial employees.</p>\r\n\r\n<p>TINYpulse polled more than 1,000 professionals in late February, and here are six surprising facts they found about employees’ feelings toward performance reviews:</p>\r\n\r\n<p><b>1. Many feel reviews are outdated</b></p>\r\n\r\n<p>Thirty-seven percent of poll respondents agreed that reviews are outdated, referring to processes that involve spreadsheets or even handwritten notes. In 2015, millennials became the largest demographic group in the workforce. This is a generation raised with iPhones and Twitter. So it’s no wonder that they might balk at filling out a review on paper. Millennials are probably wondering, “Is there an app for that?”</p>\r\n\r\n<p><b>2. Millennials fear reviews</b></p>\r\n\r\n<p>Of the three major generations that TINYpulse polled — baby boomers, Gen X, and millennials — millennials were most fearful of reviews. A little more than <a href=\"https://www.tinypulse.com/blog/difference-in-perception-between-generations\" target=\"_blank\">24 percent of millennials</a> said that they feared the review process, compared to 16 percent of Gen X and 14 percent of baby boomers. Millennials also rated their stress about reviews more highly than the other two generations.</p>\r\n<div class=\"truncated-content fade in\">\r\n\r\n<p><b>3. Women fear reviews more</b></p>\r\n\r\n<p>TINYpulse also found that women fear performance reviews more than do men. Twenty-one percent of women said they are afraid of the review process, while just 14 percent of men were afraid of a review. But women were braver in one area – 40 percent said they want their direct manager to conduct their review, while only 29 percent of men did. (However, 19 percent of men wanted executive-level leaders involved present during the review, compared to 13 percent of women.)</p>\r\n\r\n<p><b>4. Annual reviews still popular</b></p>\r\n\r\n<p>A majority of respondents — just under 50 percent — said that they prefer a review once a year. Quarterly reviews were a second preference at 23 percent. But this trend isn’t firm. Last year the consulting giant Accenture (with 330,000 employees) announced it would do away with annual performance reviews in favor of a system where employees receive feedback on a more flexible basis.</p>\r\n\r\n<p><b>5. Millennials want reviews more often</b></p>\r\n\r\n<p>Hopefully you’re not sick of hearing about millennials – especially because their influence over reviews really will be huge. Only 38 percent of millennials prefer an annual review, compared to 44 percent of Gen X and an astounding 58 percent of baby boomers. Millennials are more diverse in their preferences, with 28 percent preferring a quarterly review and 22 percent desiring a bi-annual review. And nine percent were willing to undergo a monthly review, compared to just four percent of baby boomers.</p>\r\n\r\n<p><b>6. Compensation lacking</b></p>\r\n\r\n<p>Last, but not least, is the issue of compensation. A stunning 41 percent of respondents said that their performance review did not result in a pay increase. Not surprisingly, 64 percent said that they wanted their performance review tied to compensation.</p>\r\n\r\n<p>The takeaway from the TINYpulse poll seems to be that reviews are probably here to stay, but they will go through some drastic changes under the influence of millennials. There are already mobile apps emerging to organize the review process by allowing managers and employees to rate performance whenever they feel like it. So if you’re used to a once-a-year review in a document or spreadsheet, get ready for some changes.</p>\r\n','6 surprising findings about employees’ feelings toward performance reviews','','publish','open','open','','6-surprising-findings-about-employees-feelings-toward-performance-reviews','','','2016-06-15 16:43:32','2016-06-15 16:43:32','',0,'http://www.danamanciagli.com/?p=6037',0,'post','',0),(6038,8311,'2016-07-13 03:41:09','2016-07-13 03:41:09','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg\" alt=\"3 ways to advance your senior management career\" width=\"400\" height=\"267\" class=\"alignright size-full wp-image-6045\" /></a><p>There is plenty of career guidance out there, but what about once you’ve already made it to the C-suite? You’ve risen through the ranks, proven yourself, and earned a corner office.</p>\r\n\r\n<p>But what’s next?</p>\r\n\r\n<p>To get some direction for those in senior management looking for their next career steps, I spoke to corporate governance and boardroom expert Mark Rogers, founder and CEO of <a href=\"https://boardprospects.com/\" target=\"_blank\">BoardProspects.com</a>, the board recruitment network.</p>\r\n\r\n<p>He offered these tips on how to advance a successful senior management career:</p>\r\n\r\n<p><b>Expand your network</b></p>\r\n\r\n<p>Networking sites like LinkedIn enable you to connect with like-minded professionals, uncover business partnership opportunities, and develop relationships outside of your existing network that can further career advancement. Step out of your comfort zone. Meet new professionals in new industries.</p>\r\n\r\n<p>In addition, staying in touch with current and former colleagues is an ideal way to expand your own circle and cultivate relationships that will benefit your professional career. That second- or third-degree connection could hold the key to an exciting new opportunity.</p>\r\n\r\n<p><b>Market yourself (in a targeted way)</b></p>\r\n\r\n<p>As senior executives know all too well, marketing oneself appropriately is key to career advancement. However, once professionals reach the upper echelons of senior management, marketing oneself can fall by the wayside due to grueling work schedules.</p>\r\n\r\n<p>Ask yourself the critical question: <em>Who am I trying to reach?</em> Becoming active in new professional groups, engaging with peers (within and outside your industry), and participating in relevant discussions on social media and other online channels will provide exposure.</p>\r\n\r\n<p>Attending industry events, pursuing industry awards, speaking as a panelist, and developing a thought leadership public platform are a few ways to increase your visibility and market yourself to new audiences.</p>\r\n\r\n<p><b>Become a board member</b></p>\r\n\r\n<p>More than ever, boards are serving a critical role in corporate leadership. Boards hold more corporate governance responsibility than ever before, and in turn, board members get to share the spotlight, for good or for bad.</p>\r\n\r\n<p>And many executives find serving on the board of a non-profit organization a fulfilling way to lend their years of corporate experience to a cause they are passionate about. Whether on the for- or non-profit side, becoming a board member should be a top consideration for those looking to highlight strategic and ethical leadership skills within their industry and to the public.</p>\r\n\r\n<p>In the past, the process for being appointed to a board of directors or advisory board has been dominated by a very insular “who do you know?” conversation. More recently, however, executives and boards are leveraging the power of technology to assist with the board recruitment process.</p>\r\n\r\n<p>Online board recruitment platforms are now playing a pivotal role in allowing board candidates to effectively and discreetly set forth their value while at the same time providing intuitive resources for corporations to identify and connect with these high-quality board candidates.</p>\r\n\r\n<p>Gender diversity in the boardroom, or rather the lack thereof, is a significant factor in compelling boards to assess their composition. In fact, since 2008, the number of women nominated for boards at large U.S. companies has doubled, according to a recent <a href=\"http://www.issgovernance.com/proportion-women-board-nominees-reaches-time-high/\" target=\"_blank\">report</a> from proxy advisory group Institutional Shareholder Services.</p>\r\n\r\n<p>The process of advancing your career can be daunting, especially when you’re already at the top. By taking these steps to build a personal brand, senior leaders can continue to rise in the ranks and potentially affect real change, while gaining satisfaction in the process.</p>','3 ways to advance your senior management career','','publish','open','open','','3-ways-to-advance-your-senior-management-career','','','2016-06-15 16:52:43','2016-06-15 16:52:43','',0,'http://www.danamanciagli.com/?p=6038',0,'post','',0),(6040,8264,'2016-06-14 18:40:47','2016-06-14 18:40:47','<p>There is plenty of career guidance out there, but what about once you’ve already made it to the C-suite? You’ve risen through the ranks, proven yourself, and earned a corner office.</p>\r\n\r\n<p>But what’s next?</p>\r\n\r\n<p>To get some direction for those in senior management looking for their next career steps, I spoke to corporate governance and boardroom expert Mark Rogers, founder and CEO of <a href=\"https://boardprospects.com/\" target=\"_blank\">BoardProspects.com</a>, the board recruitment network.</p>\r\n\r\n<p>He offered these tips on how to advance a successful senior management career:</p>\r\n\r\n<p><b>Expand your network</b></p>\r\n\r\n<p>Networking sites like LinkedIn enable you to connect with like-minded professionals, uncover business partnership opportunities, and develop relationships outside of your existing network that can further career advancement. Step out of your comfort zone. Meet new professionals in new industries.</p>\r\n\r\n<p>In addition, staying in touch with current and former colleagues is an ideal way to expand your own circle and cultivate relationships that will benefit your professional career. That second- or third-degree connection could hold the key to an exciting new opportunity.</p>\r\n\r\n<p><b>Market yourself (in a targeted way)</b></p>\r\n\r\n<p>As senior executives know all too well, marketing oneself appropriately is key to career advancement. However, once professionals reach the upper echelons of senior management, marketing oneself can fall by the wayside due to grueling work schedules.</p>\r\n\r\n<p>Ask yourself the critical question: <em>Who am I trying to reach?</em> Becoming active in new professional groups, engaging with peers (within and outside your industry), and participating in relevant discussions on social media and other online channels will provide exposure.</p>\r\n\r\n<p>Attending industry events, pursuing industry awards, speaking as a panelist, and developing a thought leadership public platform are a few ways to increase your visibility and market yourself to new audiences.</p>\r\n\r\n<p><b>Become a board member</b></p>\r\n\r\n<p>More than ever, boards are serving a critical role in corporate leadership. Boards hold more corporate governance responsibility than ever before, and in turn, board members get to share the spotlight, for good or for bad.</p>\r\n\r\n<p>And many executives find serving on the board of a non-profit organization a fulfilling way to lend their years of corporate experience to a cause they are passionate about. Whether on the for- or non-profit side, becoming a board member should be a top consideration for those looking to highlight strategic and ethical leadership skills within their industry and to the public.</p>\r\n\r\n<p>In the past, the process for being appointed to a board of directors or advisory board has been dominated by a very insular “who do you know?” conversation. More recently, however, executives and boards are leveraging the power of technology to assist with the board recruitment process.</p>\r\n\r\n<p>Online board recruitment platforms are now playing a pivotal role in allowing board candidates to effectively and discreetly set forth their value while at the same time providing intuitive resources for corporations to identify and connect with these high-quality board candidates.</p>\r\n\r\n<p>Gender diversity in the boardroom, or rather the lack thereof, is a significant factor in compelling boards to assess their composition. In fact, since 2008, the number of women nominated for boards at large U.S. companies has doubled, according to a recent <a href=\"http://www.issgovernance.com/proportion-women-board-nominees-reaches-time-high/\" target=\"_blank\">report</a> from proxy advisory group Institutional Shareholder Services.</p>\r\n\r\n<p>The process of advancing your career can be daunting, especially when you’re already at the top. By taking these steps to build a personal brand, senior leaders can continue to rise in the ranks and potentially affect real change, while gaining satisfaction in the process.</p>','3 ways to advance your senior management career','','inherit','closed','closed','','6038-revision-v1','','','2016-06-14 18:40:47','2016-06-14 18:40:47','',6038,'http://www.danamanciagli.com/6038-revision-v1/',0,'revision','',0),(6039,8264,'2016-06-14 18:40:37','2016-06-14 18:40:37','<p>You often hear people say that the annual performance review process is one of the most awful, detestable parts of work.</p>\r\n\r\n<p>Two common complaints are that reviews are a waste of time and that they are too stressful. Managers hate spending all the time compiling the reviews. For example, last year <a href=\"https://hbr.org/2015/04/reinventing-performance-management\" target=\"_blank\">Deloitte</a> calculated that its managers spent a combined 2 million hours each year just putting together performance reviews.</p>\r\n\r\n<p>Employees hate being judged strictly objectively during a review, particularly if their manager is only focusing on their most recent accomplishment (or failure) rather than on a big project they completed eight months ago.</p>\r\n\r\n<p>But when you think about those complaints, you realize that they are a little imprecise. After all, there are certainly people out there who enjoy performance reviews and there are certainly companies whose review methods are innovative and enriching.</p>\r\n\r\n<p>A new poll from <a href=\"http://tinypulse.com/\" target=\"_blank\">TINYpulse</a>, a startup specializing in employee engagement issues, sought to find out exactly who hates performance reviews the most. Their findings are surprising, revealing that older workers are more likely to go along with the traditional review process while the youngest workers fear and loathe them the most. The poll is a must-read for any manager with a gaggle of young millennial employees.</p>\r\n\r\n<p>TINYpulse polled more than 1,000 professionals in late February, and here are six surprising facts they found about employees’ feelings toward performance reviews:</p>\r\n\r\n<p><b>1. Many feel reviews are outdated</b></p>\r\n\r\n<p>Thirty-seven percent of poll respondents agreed that reviews are outdated, referring to processes that involve spreadsheets or even handwritten notes. In 2015, millennials became the largest demographic group in the workforce. This is a generation raised with iPhones and Twitter. So it’s no wonder that they might balk at filling out a review on paper. Millennials are probably wondering, “Is there an app for that?”</p>\r\n\r\n<p><b>2. Millennials fear reviews</b></p>\r\n\r\n<p>Of the three major generations that TINYpulse polled — baby boomers, Gen X, and millennials — millennials were most fearful of reviews. A little more than <a href=\"https://www.tinypulse.com/blog/difference-in-perception-between-generations\" target=\"_blank\">24 percent of millennials</a> said that they feared the review process, compared to 16 percent of Gen X and 14 percent of baby boomers. Millennials also rated their stress about reviews more highly than the other two generations.</p>\r\n<div class=\"truncated-content fade in\">\r\n\r\n<p><b>3. Women fear reviews more</b></p>\r\n\r\n<p>TINYpulse also found that women fear performance reviews more than do men. Twenty-one percent of women said they are afraid of the review process, while just 14 percent of men were afraid of a review. But women were braver in one area – 40 percent said they want their direct manager to conduct their review, while only 29 percent of men did. (However, 19 percent of men wanted executive-level leaders involved present during the review, compared to 13 percent of women.)</p>\r\n\r\n<p><b>4. Annual reviews still popular</b></p>\r\n\r\n<p>A majority of respondents — just under 50 percent — said that they prefer a review once a year. Quarterly reviews were a second preference at 23 percent. But this trend isn’t firm. Last year the consulting giant Accenture (with 330,000 employees) announced it would do away with annual performance reviews in favor of a system where employees receive feedback on a more flexible basis.</p>\r\n\r\n<p><b>5. Millennials want reviews more often</b></p>\r\n\r\n<p>Hopefully you’re not sick of hearing about millennials – especially because their influence over reviews really will be huge. Only 38 percent of millennials prefer an annual review, compared to 44 percent of Gen X and an astounding 58 percent of baby boomers. Millennials are more diverse in their preferences, with 28 percent preferring a quarterly review and 22 percent desiring a bi-annual review. And nine percent were willing to undergo a monthly review, compared to just four percent of baby boomers.</p>\r\n\r\n<p><b>6. Compensation lacking</b></p>\r\n\r\n<p>Last, but not least, is the issue of compensation. A stunning 41 percent of respondents said that their performance review did not result in a pay increase. Not surprisingly, 64 percent said that they wanted their performance review tied to compensation.</p>\r\n\r\n<p>The takeaway from the TINYpulse poll seems to be that reviews are probably here to stay, but they will go through some drastic changes under the influence of millennials. There are already mobile apps emerging to organize the review process by allowing managers and employees to rate performance whenever they feel like it. So if you’re used to a once-a-year review in a document or spreadsheet, get ready for some changes.</p>\r\n','6 surprising findings about employees’ feelings toward performance reviews','','inherit','closed','closed','','6037-revision-v1','','','2016-06-14 18:40:37','2016-06-14 18:40:37','',6037,'http://www.danamanciagli.com/6037-revision-v1/',0,'revision','',0),(6041,8264,'2016-06-15 16:42:48','2016-06-15 16:42:48','6 surprising findings about employees’ feelings toward performance reviews','6 surprising findings about employees’ feelings toward performance reviews','','inherit','open','closed','','6-surprising-findings-about','','','2016-06-15 16:43:00','2016-06-15 16:43:00','',6037,'http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg',0,'attachment','image/jpeg',0),(6042,8264,'2016-06-15 16:43:12','2016-06-15 16:43:12','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg\" alt=\"6 surprising findings about employees’ feelings toward performance reviews\" width=\"400\" height=\"267\" class=\"alignright size-full wp-image-6041\" /></a><p>You often hear people say that the annual performance review process is one of the most awful, detestable parts of work.</p>\r\n\r\n<p>Two common complaints are that reviews are a waste of time and that they are too stressful. Managers hate spending all the time compiling the reviews. For example, last year <a href=\"https://hbr.org/2015/04/reinventing-performance-management\" target=\"_blank\">Deloitte</a> calculated that its managers spent a combined 2 million hours each year just putting together performance reviews.</p>\r\n\r\n<p>Employees hate being judged strictly objectively during a review, particularly if their manager is only focusing on their most recent accomplishment (or failure) rather than on a big project they completed eight months ago.</p>\r\n\r\n<p>But when you think about those complaints, you realize that they are a little imprecise. After all, there are certainly people out there who enjoy performance reviews and there are certainly companies whose review methods are innovative and enriching.</p>\r\n\r\n<p>A new poll from <a href=\"http://tinypulse.com/\" target=\"_blank\">TINYpulse</a>, a startup specializing in employee engagement issues, sought to find out exactly who hates performance reviews the most. Their findings are surprising, revealing that older workers are more likely to go along with the traditional review process while the youngest workers fear and loathe them the most. The poll is a must-read for any manager with a gaggle of young millennial employees.</p>\r\n\r\n<p>TINYpulse polled more than 1,000 professionals in late February, and here are six surprising facts they found about employees’ feelings toward performance reviews:</p>\r\n\r\n<p><b>1. Many feel reviews are outdated</b></p>\r\n\r\n<p>Thirty-seven percent of poll respondents agreed that reviews are outdated, referring to processes that involve spreadsheets or even handwritten notes. In 2015, millennials became the largest demographic group in the workforce. This is a generation raised with iPhones and Twitter. So it’s no wonder that they might balk at filling out a review on paper. Millennials are probably wondering, “Is there an app for that?”</p>\r\n\r\n<p><b>2. Millennials fear reviews</b></p>\r\n\r\n<p>Of the three major generations that TINYpulse polled — baby boomers, Gen X, and millennials — millennials were most fearful of reviews. A little more than <a href=\"https://www.tinypulse.com/blog/difference-in-perception-between-generations\" target=\"_blank\">24 percent of millennials</a> said that they feared the review process, compared to 16 percent of Gen X and 14 percent of baby boomers. Millennials also rated their stress about reviews more highly than the other two generations.</p>\r\n<div class=\"truncated-content fade in\">\r\n\r\n<p><b>3. Women fear reviews more</b></p>\r\n\r\n<p>TINYpulse also found that women fear performance reviews more than do men. Twenty-one percent of women said they are afraid of the review process, while just 14 percent of men were afraid of a review. But women were braver in one area – 40 percent said they want their direct manager to conduct their review, while only 29 percent of men did. (However, 19 percent of men wanted executive-level leaders involved present during the review, compared to 13 percent of women.)</p>\r\n\r\n<p><b>4. Annual reviews still popular</b></p>\r\n\r\n<p>A majority of respondents — just under 50 percent — said that they prefer a review once a year. Quarterly reviews were a second preference at 23 percent. But this trend isn’t firm. Last year the consulting giant Accenture (with 330,000 employees) announced it would do away with annual performance reviews in favor of a system where employees receive feedback on a more flexible basis.</p>\r\n\r\n<p><b>5. Millennials want reviews more often</b></p>\r\n\r\n<p>Hopefully you’re not sick of hearing about millennials – especially because their influence over reviews really will be huge. Only 38 percent of millennials prefer an annual review, compared to 44 percent of Gen X and an astounding 58 percent of baby boomers. Millennials are more diverse in their preferences, with 28 percent preferring a quarterly review and 22 percent desiring a bi-annual review. And nine percent were willing to undergo a monthly review, compared to just four percent of baby boomers.</p>\r\n\r\n<p><b>6. Compensation lacking</b></p>\r\n\r\n<p>Last, but not least, is the issue of compensation. A stunning 41 percent of respondents said that their performance review did not result in a pay increase. Not surprisingly, 64 percent said that they wanted their performance review tied to compensation.</p>\r\n\r\n<p>The takeaway from the TINYpulse poll seems to be that reviews are probably here to stay, but they will go through some drastic changes under the influence of millennials. There are already mobile apps emerging to organize the review process by allowing managers and employees to rate performance whenever they feel like it. So if you’re used to a once-a-year review in a document or spreadsheet, get ready for some changes.</p>\r\n','6 surprising findings about employees’ feelings toward performance reviews','','inherit','closed','closed','','6037-revision-v1','','','2016-06-15 16:43:12','2016-06-15 16:43:12','',6037,'http://www.danamanciagli.com/6037-revision-v1/',0,'revision','',0),(6043,8264,'2016-06-15 16:43:17','2016-06-15 16:43:17','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/6-surprising-findings-about.jpg\" alt=\"6 surprising findings about employees’ feelings toward performance reviews\" width=\"400\" height=\"267\" class=\"alignright size-full wp-image-6041\" /></a><p>You often hear people say that the annual performance review process is one of the most awful, detestable parts of work.</p>\r\n\r\n<p>Two common complaints are that reviews are a waste of time and that they are too stressful. Managers hate spending all the time compiling the reviews. For example, last year <a href=\"https://hbr.org/2015/04/reinventing-performance-management\" target=\"_blank\">Deloitte</a> calculated that its managers spent a combined 2 million hours each year just putting together performance reviews.</p>\r\n\r\n<p>Employees hate being judged strictly objectively during a review, particularly if their manager is only focusing on their most recent accomplishment (or failure) rather than on a big project they completed eight months ago.</p>\r\n\r\n<p>But when you think about those complaints, you realize that they are a little imprecise. After all, there are certainly people out there who enjoy performance reviews and there are certainly companies whose review methods are innovative and enriching.</p>\r\n\r\n<p>A new poll from <a href=\"http://tinypulse.com/\" target=\"_blank\">TINYpulse</a>, a startup specializing in employee engagement issues, sought to find out exactly who hates performance reviews the most. Their findings are surprising, revealing that older workers are more likely to go along with the traditional review process while the youngest workers fear and loathe them the most. The poll is a must-read for any manager with a gaggle of young millennial employees.</p>\r\n\r\n<p>TINYpulse polled more than 1,000 professionals in late February, and here are six surprising facts they found about employees’ feelings toward performance reviews:</p>\r\n\r\n<p><b>1. Many feel reviews are outdated</b></p>\r\n\r\n<p>Thirty-seven percent of poll respondents agreed that reviews are outdated, referring to processes that involve spreadsheets or even handwritten notes. In 2015, millennials became the largest demographic group in the workforce. This is a generation raised with iPhones and Twitter. So it’s no wonder that they might balk at filling out a review on paper. Millennials are probably wondering, “Is there an app for that?”</p>\r\n\r\n<p><b>2. Millennials fear reviews</b></p>\r\n\r\n<p>Of the three major generations that TINYpulse polled — baby boomers, Gen X, and millennials — millennials were most fearful of reviews. A little more than <a href=\"https://www.tinypulse.com/blog/difference-in-perception-between-generations\" target=\"_blank\">24 percent of millennials</a> said that they feared the review process, compared to 16 percent of Gen X and 14 percent of baby boomers. Millennials also rated their stress about reviews more highly than the other two generations.</p>\r\n<div class=\"truncated-content fade in\">\r\n\r\n<p><b>3. Women fear reviews more</b></p>\r\n\r\n<p>TINYpulse also found that women fear performance reviews more than do men. Twenty-one percent of women said they are afraid of the review process, while just 14 percent of men were afraid of a review. But women were braver in one area – 40 percent said they want their direct manager to conduct their review, while only 29 percent of men did. (However, 19 percent of men wanted executive-level leaders involved present during the review, compared to 13 percent of women.)</p>\r\n\r\n<p><b>4. Annual reviews still popular</b></p>\r\n\r\n<p>A majority of respondents — just under 50 percent — said that they prefer a review once a year. Quarterly reviews were a second preference at 23 percent. But this trend isn’t firm. Last year the consulting giant Accenture (with 330,000 employees) announced it would do away with annual performance reviews in favor of a system where employees receive feedback on a more flexible basis.</p>\r\n\r\n<p><b>5. Millennials want reviews more often</b></p>\r\n\r\n<p>Hopefully you’re not sick of hearing about millennials – especially because their influence over reviews really will be huge. Only 38 percent of millennials prefer an annual review, compared to 44 percent of Gen X and an astounding 58 percent of baby boomers. Millennials are more diverse in their preferences, with 28 percent preferring a quarterly review and 22 percent desiring a bi-annual review. And nine percent were willing to undergo a monthly review, compared to just four percent of baby boomers.</p>\r\n\r\n<p><b>6. Compensation lacking</b></p>\r\n\r\n<p>Last, but not least, is the issue of compensation. A stunning 41 percent of respondents said that their performance review did not result in a pay increase. Not surprisingly, 64 percent said that they wanted their performance review tied to compensation.</p>\r\n\r\n<p>The takeaway from the TINYpulse poll seems to be that reviews are probably here to stay, but they will go through some drastic changes under the influence of millennials. There are already mobile apps emerging to organize the review process by allowing managers and employees to rate performance whenever they feel like it. So if you’re used to a once-a-year review in a document or spreadsheet, get ready for some changes.</p>\r\n','6 surprising findings about employees’ feelings toward performance reviews','','inherit','closed','closed','','6037-autosave-v1','','','2016-06-15 16:43:17','2016-06-15 16:43:17','',6037,'http://www.danamanciagli.com/6037-autosave-v1/',0,'revision','',0),(6045,8264,'2016-06-15 16:51:41','2016-06-15 16:51:41','3 ways to advance your senior management career','3 ways to advance your senior management career','','inherit','open','closed','','3-ways-to-advance-your-seni','','','2016-06-15 16:51:51','2016-06-15 16:51:51','',6038,'http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg',0,'attachment','image/jpeg',0),(6046,8264,'2016-06-15 16:52:27','2016-06-15 16:52:27','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg\" alt=\"3 ways to advance your senior management career\" width=\"400\" height=\"267\" class=\"alignright size-full wp-image-6045\" /></a><p>There is plenty of career guidance out there, but what about once you’ve already made it to the C-suite? You’ve risen through the ranks, proven yourself, and earned a corner office.</p>\r\n\r\n<p>But what’s next?</p>\r\n\r\n<p>To get some direction for those in senior management looking for their next career steps, I spoke to corporate governance and boardroom expert Mark Rogers, founder and CEO of <a href=\"https://boardprospects.com/\" target=\"_blank\">BoardProspects.com</a>, the board recruitment network.</p>\r\n\r\n<p>He offered these tips on how to advance a successful senior management career:</p>\r\n\r\n<p><b>Expand your network</b></p>\r\n\r\n<p>Networking sites like LinkedIn enable you to connect with like-minded professionals, uncover business partnership opportunities, and develop relationships outside of your existing network that can further career advancement. Step out of your comfort zone. Meet new professionals in new industries.</p>\r\n\r\n<p>In addition, staying in touch with current and former colleagues is an ideal way to expand your own circle and cultivate relationships that will benefit your professional career. That second- or third-degree connection could hold the key to an exciting new opportunity.</p>\r\n\r\n<p><b>Market yourself (in a targeted way)</b></p>\r\n\r\n<p>As senior executives know all too well, marketing oneself appropriately is key to career advancement. However, once professionals reach the upper echelons of senior management, marketing oneself can fall by the wayside due to grueling work schedules.</p>\r\n\r\n<p>Ask yourself the critical question: <em>Who am I trying to reach?</em> Becoming active in new professional groups, engaging with peers (within and outside your industry), and participating in relevant discussions on social media and other online channels will provide exposure.</p>\r\n\r\n<p>Attending industry events, pursuing industry awards, speaking as a panelist, and developing a thought leadership public platform are a few ways to increase your visibility and market yourself to new audiences.</p>\r\n\r\n<p><b>Become a board member</b></p>\r\n\r\n<p>More than ever, boards are serving a critical role in corporate leadership. Boards hold more corporate governance responsibility than ever before, and in turn, board members get to share the spotlight, for good or for bad.</p>\r\n\r\n<p>And many executives find serving on the board of a non-profit organization a fulfilling way to lend their years of corporate experience to a cause they are passionate about. Whether on the for- or non-profit side, becoming a board member should be a top consideration for those looking to highlight strategic and ethical leadership skills within their industry and to the public.</p>\r\n\r\n<p>In the past, the process for being appointed to a board of directors or advisory board has been dominated by a very insular “who do you know?” conversation. More recently, however, executives and boards are leveraging the power of technology to assist with the board recruitment process.</p>\r\n\r\n<p>Online board recruitment platforms are now playing a pivotal role in allowing board candidates to effectively and discreetly set forth their value while at the same time providing intuitive resources for corporations to identify and connect with these high-quality board candidates.</p>\r\n\r\n<p>Gender diversity in the boardroom, or rather the lack thereof, is a significant factor in compelling boards to assess their composition. In fact, since 2008, the number of women nominated for boards at large U.S. companies has doubled, according to a recent <a href=\"http://www.issgovernance.com/proportion-women-board-nominees-reaches-time-high/\" target=\"_blank\">report</a> from proxy advisory group Institutional Shareholder Services.</p>\r\n\r\n<p>The process of advancing your career can be daunting, especially when you’re already at the top. By taking these steps to build a personal brand, senior leaders can continue to rise in the ranks and potentially affect real change, while gaining satisfaction in the process.</p>','3 ways to advance your senior management career','','inherit','closed','closed','','6038-revision-v1','','','2016-06-15 16:52:27','2016-06-15 16:52:27','',6038,'http://www.danamanciagli.com/6038-revision-v1/',0,'revision','',0),(6047,8264,'2016-06-15 16:52:33','2016-06-15 16:52:33','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/07/3-ways-to-advance-your-seni.jpg\" alt=\"3 ways to advance your senior management career\" width=\"400\" height=\"267\" class=\"alignright size-full wp-image-6045\" /></a><p>There is plenty of career guidance out there, but what about once you’ve already made it to the C-suite? You’ve risen through the ranks, proven yourself, and earned a corner office.</p>\r\n\r\n<p>But what’s next?</p>\r\n\r\n<p>To get some direction for those in senior management looking for their next career steps, I spoke to corporate governance and boardroom expert Mark Rogers, founder and CEO of <a href=\"https://boardprospects.com/\" target=\"_blank\">BoardProspects.com</a>, the board recruitment network.</p>\r\n\r\n<p>He offered these tips on how to advance a successful senior management career:</p>\r\n\r\n<p><b>Expand your network</b></p>\r\n\r\n<p>Networking sites like LinkedIn enable you to connect with like-minded professionals, uncover business partnership opportunities, and develop relationships outside of your existing network that can further career advancement. Step out of your comfort zone. Meet new professionals in new industries.</p>\r\n\r\n<p>In addition, staying in touch with current and former colleagues is an ideal way to expand your own circle and cultivate relationships that will benefit your professional career. That second- or third-degree connection could hold the key to an exciting new opportunity.</p>\r\n\r\n<p><b>Market yourself (in a targeted way)</b></p>\r\n\r\n<p>As senior executives know all too well, marketing oneself appropriately is key to career advancement. However, once professionals reach the upper echelons of senior management, marketing oneself can fall by the wayside due to grueling work schedules.</p>\r\n\r\n<p>Ask yourself the critical question: <em>Who am I trying to reach?</em> Becoming active in new professional groups, engaging with peers (within and outside your industry), and participating in relevant discussions on social media and other online channels will provide exposure.</p>\r\n\r\n<p>Attending industry events, pursuing industry awards, speaking as a panelist, and developing a thought leadership public platform are a few ways to increase your visibility and market yourself to new audiences.</p>\r\n\r\n<p><b>Become a board member</b></p>\r\n\r\n<p>More than ever, boards are serving a critical role in corporate leadership. Boards hold more corporate governance responsibility than ever before, and in turn, board members get to share the spotlight, for good or for bad.</p>\r\n\r\n<p>And many executives find serving on the board of a non-profit organization a fulfilling way to lend their years of corporate experience to a cause they are passionate about. Whether on the for- or non-profit side, becoming a board member should be a top consideration for those looking to highlight strategic and ethical leadership skills within their industry and to the public.</p>\r\n\r\n<p>In the past, the process for being appointed to a board of directors or advisory board has been dominated by a very insular “who do you know?” conversation. More recently, however, executives and boards are leveraging the power of technology to assist with the board recruitment process.</p>\r\n\r\n<p>Online board recruitment platforms are now playing a pivotal role in allowing board candidates to effectively and discreetly set forth their value while at the same time providing intuitive resources for corporations to identify and connect with these high-quality board candidates.</p>\r\n\r\n<p>Gender diversity in the boardroom, or rather the lack thereof, is a significant factor in compelling boards to assess their composition. In fact, since 2008, the number of women nominated for boards at large U.S. companies has doubled, according to a recent <a href=\"http://www.issgovernance.com/proportion-women-board-nominees-reaches-time-high/\" target=\"_blank\">report</a> from proxy advisory group Institutional Shareholder Services.</p>\r\n\r\n<p>The process of advancing your career can be daunting, especially when you’re already at the top. By taking these steps to build a personal brand, senior leaders can continue to rise in the ranks and potentially affect real change, while gaining satisfaction in the process.</p>','3 ways to advance your senior management career','','inherit','closed','closed','','6038-autosave-v1','','','2016-06-15 16:52:33','2016-06-15 16:52:33','',6038,'http://www.danamanciagli.com/6038-autosave-v1/',0,'revision','',0),(6080,7636,'2016-07-29 22:13:16','0000-00-00 00:00:00','[show_news_items]','test shortcode','','draft','closed','closed','','test-shortcode','','','2016-07-29 22:13:16','2016-07-29 22:13:16','',0,'http://www.danamanciagli.com/OldTheme/?page_id=6080',0,'page','',0),(6081,7636,'2016-07-29 22:11:05','2016-07-29 22:11:05','[show_news_items]','test shortcode','','inherit','closed','closed','','6080-revision-v1','','','2016-07-29 22:11:05','2016-07-29 22:11:05','',6080,'http://www.danamanciagli.com/OldTheme/6080-revision-v1/',0,'revision','',0);

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