(1230,8113,'2013-02-25 04:55:17','2013-02-25 04:55:17','<h3>Publish Date:  April, 2013!</h3>\r\n<b><i>“Cut the Crap, Get a Job! A New Job Search Process for a New Era</i></b>”; a revolutionary and fresh job search book, combined with online downloads, delivers an intense approach to help college graduates through senior executives find their next career move. You’ll get the current approach to the latest employment practices <span style=\"text-decoration: underline;\">and</span> learn brand new, proprietary techniques for career development. Additionally, you will gain access to free Microsoft Office downloads to manage your personal job search.\r\n\r\nWhat’s unique and powerful about “<b>Cut the Crap, Get a Job”</b>?\r\n<ul>\r\n	<li>It’s simple – breaking the end-to-end job search into bite size pieces, including solutions, tricks, excuses, mistakes and homework assignments to coach you through every step.</li>\r\n	<li>Written from the perspective of a veteran hiring manager with experience in Fortune 500 corporations as well as ‘start-ups’.</li>\r\n	<li>Provides all the technology-based tools you need to start a search through to ‘winning’ the job.</li>\r\n	<li>Challenges the tired, old practices and teaches innovative, (proprietary?) techniques to be the stand out, best candidate being interviewed.</li>\r\n</ul>\r\n<b>About the Author</b>\r\n\r\nDana Manciagli has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach and career expert. Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Having just recently been a worldwide sales executive at Microsoft for a decade, Dana previously worked for Kodak as VP of worldwide marketing, and climbed the corporate career ladder through Sea-Land, Avery Dennison and IBM.\r\n\r\nDana has coached, interviewed and hired thousands of job seekers. As a result, she has developed a proprietary specific job search and networking process. She has presented her concept at hundreds of career-centric events, and is a prolific writer on the subject, all of which makes Dana Manciagli an expert on job search, networking and careers. Her ideas and techniques are seen to be as effective for college graduates as for senior executives. She was named a top “Women of Influence” in Seattle, where she lives, and is on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor and received her MBA at the Thunderbird School of Global Management in Arizona.\r\n\r\n<strong>Sign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</strong>','Book','','inherit','open','open','','13-revision-v1','','','2013-02-25 04:55:17','2013-02-25 04:55:17','',13,'http://www.danamanciagli.com/set-your-goal/13-revision-8/',0,'revision','',0),(1231,8113,'2013-01-28 12:51:31','2013-01-28 12:51:31','Dana is a successful global sales and marketing executive with over 30 years in Fortune 500 companies and a start-up company.  During her career, she has hired, interviewed and profiled thousands of job-seekers in order to develop a new job search process for today\'s new, challenging job market. She is an expert in the end-to-end job search process for college graduates up to senior executives.\r\n\r\nDana Manciagli is currently the General Manager of Global Sales for a major Microsoft Division.  Prior to her ten years at Microsoft, she held 20 years of senior sales and marketing positions at Kodak, Sea-Land, and IBM.  In addition, she grew a B2B start-up from early stage to a $60M publicly-held company.  She has worked and lived in Asia and Europe with global responsibilities throughout her career.\r\n\r\nAs one of Seattle’s “Top 20 Women of Influence”, and board member of Junior Achievement worldwide, she is passionate about the advancement of people’s careers, and has built a highly-effective process for both the job search and the networking efforts.\r\n\r\nDana holds her MBA from the Thunderbird School of Global Management and her Bachelor of Arts from the University of California at Santa Barbara. She lives in Seattle, Washington, and has two sons, Shane and Chad.\r\n\r\nSign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.\r\n\r\n<a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a>\r\n\r\n&nbsp;','Bio','','inherit','open','open','','6-revision-v1','','','2013-01-28 12:51:31','2013-01-28 12:51:31','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-11/',0,'revision','',0),(1232,8113,'2013-09-02 16:53:02','2013-09-02 16:53:02','<p>The new Cut the Crap (CTC) Interview Prep Guide will coach you through the steps to prepare for an interview well in advance of the actual interview date. The key metric of a successful job search is how many interviews you are getting. However, why is it that most interview candidates are woefully unprepared for their big day? This needs to be your best day! Download this tool to stand out from other candidates and win the job you desire.</p>','CTC Interview Prep Guide','<p>The new Cut the Crap (CTC) Interview Prep Guide will coach you through the steps to prepare for an interview well in advance of the actual interview date. The key metric of a successful job search is how many interviews you are getting. However, why is it that most interview candidates are woefully unprepared for their big day? This needs to be your best day! Download this tool to stand out from other candidates and win the job you desire.</p>','inherit','open','open','','1210-autosave','','','2013-09-02 16:53:02','2013-09-02 16:53:02','',1210,'http://www.danamanciagli.com/set-your-goal/1210-autosave/',0,'revision','',0),(1233,8113,'2013-03-14 07:31:14','2013-03-14 07:31:14','The Cut the Crap (CTC) Job Description Profile is an innovative, proprietary technique designed specifically for today\'s new era of job search. It revolutionizes the standard job application and should be used by college graduates through senior executives. Download this profile, along with the Cut the Crap (CTC) Candidate Packet to understand and use the full capabilities of this tool.  Download and start using it today to differentiate from other candidates.','CTC JD Profile','The Cut the Crap (CTC) Job Description Profile is an innovative, proprietary technique designed specifically for today\'s new era of job search. It revolutionizes the standard job application and should be used by college graduates through senior executives. Download this profile, along with the Cut the Crap (CTC) Candidate Packet to understand and use the full capabilities of this tool.  Download and start using it today to differentiate from other candidates.','publish','open','closed','','ctc-jd-profile','','','2014-06-03 20:39:59','2014-06-03 20:39:59','',0,'http://www.danamanciagli.com/?post_type=product&#038;p=1233',0,'product','',0),(1234,8113,'2013-09-02 16:52:58','2013-09-02 16:52:58','<p>The Cut the Crap (CTC) Job Description Profile is an innovative, proprietary technique designed specifically for today\'s new era of job search. It revolutionizes the standard job application and should be used by college graduates through senior executives. Download this profile, along with the Cut the Crap (CTC) Candidate Packet to understand and use the full capabilities of this tool.  Download and start using it today to differentiate from other candidates.  </p>','CTC JD Profile','<p>The Cut the Crap (CTC) Job Description Profile is an innovative, proprietary technique designed specifically for today\'s new era of job search. It revolutionizes the standard job application and should be used by college graduates through senior executives. Download this profile, along with the Cut the Crap (CTC) Candidate Packet to understand and use the full capabilities of this tool.  Download and start using it today to differentiate from other candidates.  </p>','inherit','open','open','','1233-autosave','','','2013-09-02 16:52:58','2013-09-02 16:52:58','',1233,'http://www.danamanciagli.com/set-your-goal/1233-autosave/',0,'revision','',0),(1235,8113,'2013-03-14 07:38:32','2013-03-14 07:38:32','','image_of_jd_profile_30213_1024x1024','','inherit','open','open','','image_of_jd_profile_30213_1024x1024','','','2013-03-14 07:38:32','2013-03-14 07:38:32','',1233,'http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_jd_profile_30213_1024x1024.png',0,'attachment','image/png',0),(1236,8113,'2013-03-14 07:42:29','2013-03-14 07:42:29','Imagine an electronic binder on your desktop that houses everything you need for your personal job search process. It will hold every step you take, from goal-setting through job applications, interview preparation and follow up. Never lose another \"yellow sticky note\", miss a thank you note or forget who you met with last week.  Microsoft OneNote is free with Office and is simple and powerful. Download this today and start seeing your job search results improve.','CTC Job Search Organizer – PC Only (No Mac)','Imagine an electronic binder on your desktop that houses everything you need for your personal job search process. It will hold every step you take, from goal-setting through job applications, interview preparation and follow up. Never lose another \"yellow sticky note\", miss a thank you note or forget who you met with last week.  Microsoft OneNote is free with Office and is simple and powerful. Download this today and start seeing your job search results improve.','publish','open','closed','','ctc-job-search-organizer','','','2014-06-03 20:28:57','2014-06-03 20:28:57','',0,'http://www.danamanciagli.com/?post_type=product&#038;p=1236',0,'product','',0),(1237,8113,'2013-03-14 07:42:09','2013-03-14 07:42:09','','image_job_search_organizer_1024x1024','','inherit','open','open','','image_job_search_organizer_1024x1024','','','2013-03-14 07:42:09','2013-03-14 07:42:09','',1236,'http://www.danamanciagli.com/wp-content/uploads/2013/03/image_job_search_organizer_1024x1024.png',0,'attachment','image/png',0),(1238,8113,'2013-03-14 07:44:47','2013-03-14 07:44:47','The Cut the Crap (CTC) Job Search Schedule will put you on a program, on a track to help you succeed with your job search. It coaches you through the various activities you need to undertake and keeps you accountable to perform more activities. Get your job search process on track!','CTC Job Search Schedule','The Cut the Crap (CTC) Job Search Schedule will put you on a program, on a track to help you succeed with your job search. It coaches you through the various activities you need to undertake and keeps you accountable to perform more activities. Get your job search process on track!','publish','open','closed','','ctc-job-search-schedule','','','2014-06-03 20:37:08','2014-06-03 20:37:08','',0,'http://www.danamanciagli.com/?post_type=product&#038;p=1238',0,'product','',0),(1239,8113,'2013-03-14 07:44:30','2013-03-14 07:44:30','','Image_of_Jb_Search_Schedule_030213_1024x1024','','inherit','open','open','','image_of_jb_search_schedule_030213_1024x1024','','','2013-03-14 07:44:30','2013-03-14 07:44:30','',1238,'http://www.danamanciagli.com/wp-content/uploads/2013/03/Image_of_Jb_Search_Schedule_030213_1024x1024.png',0,'attachment','image/png',0),(1240,8113,'2013-03-14 07:46:00','2013-03-14 07:46:00','This Cut the Crap (CTC) Job Search Tracker is a new, innovative way to manage your job opportunities daily, keep track of next steps, manage a portfolio of opportunities at once, and win your next career move. Download this critical tool and start using it immediately.','CTC Job Search Tracker','This Cut the Crap (CTC) Job Search Tracker is a new, innovative way to manage your job opportunities daily, keep track of next steps, manage a portfolio of opportunities at once, and win your next career move. Download this critical tool and start using it immediately.','publish','open','closed','','ctc-job-search-tracker','','','2014-10-22 18:33:03','2014-10-22 18:33:03','',0,'http://www.danamanciagli.com/?post_type=product&#038;p=1240',0,'product','',0),(1241,8113,'2013-03-14 07:45:53','2013-03-14 07:45:53','','Is Your Job Search Process a Mess?  Cut the Crap, Get a Job!','Is Your Job Search Process a Mess?  Cut the Crap, Get a Job!','inherit','open','open','','image_for_job_search_tracker_30213_1024x1024','','','2013-03-14 07:45:53','2013-03-14 07:45:53','',1240,'http://www.danamanciagli.com/wp-content/uploads/2013/03/image_for_job_search_tracker_30213_1024x1024.png',0,'attachment','image/png',0),(1242,8113,'2013-03-14 07:47:11','2013-03-14 07:47:11','The Cut the Crap (CTC) Networking Plan is designed to help you identify your network, prepare to ask for help from your network and, ultimately, be successful with your job search process overall.  Download it today to stop the excuse \"I don\'t have a network and don\'t know how to ask for help.\"  Good luck!','CTC Networking Plan','The Cut the Crap (CTC) Networking Plan is designed to help you identify your network, prepare to ask for help from your network and, ultimately, be successful with your job search process overall.  Download it today to stop the excuse \"I don\'t have a network and don\'t know how to ask for help.\"  Good luck!','publish','open','closed','','ctc-networking-plan','','','2014-06-03 20:33:38','2014-06-03 20:33:38','',0,'http://www.danamanciagli.com/?post_type=product&#038;p=1242',0,'product','',0),(1243,8113,'2013-03-14 07:47:00','2013-03-14 07:47:00','','image_of_ctc_networking_plan_30213_1024x1024','','inherit','open','open','','image_of_ctc_networking_plan_30213_1024x1024','','','2013-03-14 07:47:00','2013-03-14 07:47:00','',1242,'http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_ctc_networking_plan_30213_1024x1024.png',0,'attachment','image/png',0),(1244,8113,'2013-09-02 16:52:46','2013-09-02 16:52:46','<p>The Cut the Crap (CTC) Networking Plan is designed to help you identify your network, prepare to ask for help from your network and, ultimately, be successful with your job search process overall.  Download it today to stop the excuse \"I don\'t have a network and don\'t know how to ask for help.\"  Good luck!</p>','CTC Networking Plan','<p>The Cut the Crap (CTC) Networking Plan is designed to help you identify your network, prepare to ask for help from your network and, ultimately, be successful with your job search process overall.  Download it today to stop the excuse \"I don\'t have a network and don\'t know how to ask for help.\"  Good luck!</p>','inherit','open','open','','1242-autosave','','','2013-09-02 16:52:46','2013-09-02 16:52:46','',1242,'http://www.danamanciagli.com/set-your-goal/1242-autosave/',0,'revision','',0),(1267,8113,'2013-03-15 04:14:35','2013-03-15 04:14:35','<p>First Name (required)<br />\r\n    [text* first-name] </p>\r\n<p>Last Name (required)<br />\r\n[text* last-name]</p>\r\n<p>Your Email (required)<br />\r\n    [email* your-email] </p>\r\n<p>[submit \"Send\"]</p>\nThank You for Downloading Job Search Tools\nDana Manciagli <info@DanaManciagli.com>\n<p>Dear  [ first-name] [last-name],<p>\r\n\r\n<p>Thank you for downloading the Cut the Crap, Get a Job! tools that go with the book of the same title.</p>\r\n\r\n<p>If you have any questions, comments or recommendations about any of the tools, please write me at info@DanaManciagli.com.</p>\r\n\r\n<p>Best of luck and please join me in the social media locations of your choice! </p>\r\n\r\n<p>Regards,</p>\r\n\r\n<p><strong>Dana Manciagli, </strong>Global Career Expert,</p>\r\n\r\n\r\n\r\n<p><strong>Let’s connect on:</strong></p>\r\n<script charset=\"utf-8\" type=\"text/javascript\">var switchTo5x=true;</script><script charset=\"utf-8\" type=\"text/javascript\" src=\"http://w.sharethis.com/button/buttons.js\"></script><script type=\"text/javascript\">stLight.options({publisher:\'wp.0ed9b113-b7e7-47cf-8d45-7840381203b5\'});var st_type=\'wordpress3.4.2\';</script>\n<[your-email]>\n\n\n1\n\n\n[your-subject]\n[your-name] <[your-email]>\nMessage body:\r\n[your-message]\r\n\r\n--\r\nThis mail is sent via contact form on How to Get a job – Tips for Job Interviews and Job Searching http://www.danamanciagli.com\n[your-email]\n\n\n\n\nYour message was sent successfully. Thanks.\nFailed to send your message. Please try later or contact the administrator by another method.\nValidation errors occurred. Please confirm the fields and submit it again.\nFailed to send your message. Please try later or contact the administrator by another method.\nPlease accept the terms to proceed.\nEmail address seems invalid.\nPlease fill the required field.\nYour entered code is incorrect.\nFailed to upload file.\nThis file type is not allowed.\nThis file is too large.\nFailed to upload file. Error occurred.\nYour answer is not correct.\nDate format seems invalid.\nThis date is too early.\nThis date is too late.\nNumber format seems invalid.\nThis number is too small.\nThis number is too large.\nURL seems invalid.\nTelephone number seems invalid.\non_sent_ok: \"location = \'http://www.danamanciagli.com/book-tools-download/\';\"','Book Tools','','publish','open','open','','book-tools','','','2014-10-23 19:38:52','2014-10-23 19:38:52','',0,'http://www.danamanciagli.com/?post_type=wpcf7_contact_form&#038;p=1267',0,'wpcf7_contact_form','',0),(1246,8113,'2013-03-13 07:11:50','2013-03-13 07:11:50','[theme-my-login instance=\"1\"]','Book Tools','','inherit','open','open','','599-revision-7','','','2013-03-13 07:11:50','2013-03-13 07:11:50','',599,'http://www.danamanciagli.com/set-your-goal/599-revision-7/',0,'revision','',0),(1266,8113,'2013-03-15 03:45:07','2013-03-15 03:45:07',' ','','','publish','open','open','','1266','','','2014-11-06 04:49:17','2014-11-06 04:49:17','',0,'http://www.danamanciagli.com/?p=1266',11,'nav_menu_item','',0),(1248,8113,'2013-03-14 10:08:37','2013-03-14 10:08:37','<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','','publish','open','open','','book-tools-download','','','2016-04-29 00:19:25','2016-04-29 00:19:25','',0,'http://www.danamanciagli.com/?page_id=1248',0,'page','',0),(5922,7636,'2016-04-29 00:15:21','2016-04-29 00:15:21','<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, Get 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 00:15:21','2016-04-29 00:15:21','',1248,'http://www.danamanciagli.com/1248-revision-v1/',0,'revision','',0),(1251,8113,'2013-09-03 15:27:00','2013-09-03 15:27:00','<h3><em></em>Thank you for registering and welcome to your FREE downloads of your \"Cut the Crap, Get a Job!\" tools to accompany the book of the same title.  I have added you to my newsletter and your information is guaranteed to be secure.</h3>\n<h3><span style=\"color: #3366ff; font-size: large;\"><span style=\"color: #ff6600;\">Download your FREE Cut the Crap (CTC) Book Tools here:</span>  </span></h3>\n<table width=\"621\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\"><b>Tool Name</b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p align=\"center\"><b>Description</b><b></b></p>\n</td>\n<td valign=\"top\" width=\"141\">\n<p style=\"text-align: center;\" align=\"center\"><b> Click on Image to Download</b></p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Search Organizer<a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Organizer_030413.onepkg\"><img class=\"aligncenter size-full wp-image-1292\" alt=\"note\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/note.jpg\" width=\"71\" height=\"68\" /></a></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p style=\"text-align: center;\"><em> </em></p>\n<p>Imagine 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.</p>\n<p style=\"text-align: left;\">Follow it step by step and log your activities, follow up and results.</p>\n<p><em><for PCs; unavailable for Mac></em></p>\n</td>\n<td valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Organizer_030413.onepkg\"><img class=\"aligncenter size-thumbnail wp-image-1237\" alt=\"image_job_search_organizer_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_job_search_organizer_1024x1024-e1363271858538-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Goal Profile<a href=\"http://www.danamanciagli.com/free-version/CTC_Goal_Profile_022413.docx\"><img class=\"aligncenter size-full wp-image-1293\" alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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.</p>\n</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a http://www.danamanciagli.com/free-version/CTC_Goal_Profile_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1209\" alt=\"image_of_goal_profile_30213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_goal_profile_30213_1024x1024-e1363271926153-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Search Schedule<br /><a http://www.danamanciagli.com/free-version/CTC_Job_Search_Schedule_022413.docx\"><b><img alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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.</p>\n</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a http://www.danamanciagli.com/free-version/CTC_Job_Search_Schedule_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1239\" alt=\"Image_of_Jb_Search_Schedule_030213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/Image_of_Jb_Search_Schedule_030213_1024x1024-e1363271826745-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b><b>CTC Candidate Packet Guide</b><br /><a http://www.danamanciagli.com/free-version/CTC_Candidate_Packet_Sample_A_021813.docx\"><b><img alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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.</p>\n</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Candidate_Packet_Sample_A_021813.docx\"><img class=\"aligncenter size-thumbnail wp-image-1157\" alt=\"ctc_candidate_packet_22713_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/ctc_candidate_packet_22713_1024x1024-e1363271989866-100x100.png\" width=\"100\" height=\"100\" /></a><a href=\"http://www.danamanciagli.com/free-version/CTC_Job_Search_Schedule_022413.docx\"><br /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Networking Plan<br /><a href=\"href=\"http://www.danamanciagli.com/free-version/CTC_Networking_Plan_022413.docx\"><b><img alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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.</p>\n</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a http://www.danamanciagli.com/free-version/CTC_Networking_Plan_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1243\" alt=\"image_of_ctc_networking_plan_30213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_ctc_networking_plan_30213_1024x1024-e1363271662168-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Search Tracker<a href=\"http://www.danamanciagli.com/free-version/Cut_the_Crap-CTC_Job_Tracker_021813_Copyright_Dana_Manciagli 2013.xlsx\"><img class=\"aligncenter size-thumbnail wp-image-1294\" alt=\"excel_icon1\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/excel_icon1-100x100.png\" width=\"100\" height=\"100\" /></a></b></p>\n<p>&nbsp;</p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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!</p>\n</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/Cut_the_Crap-CTC_Job_Tracker_021813_Copyright_Dana_Manciagli 2013.xlsx\"><img class=\"aligncenter size-thumbnail wp-image-1241\" alt=\"image_for_job_search_tracker_30213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_for_job_search_tracker_30213_1024x1024-e1363271781760-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Job Description (JD) Profile<br /><a href=\"http://www.danamanciagli.com/free-version/CTC_JD_Profile_Samples_021813.docx\"><b><img alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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.</p>\n</td>\n<td style=\"text-align: center;\" valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_JD_Profile_Samples_021813.docx\"><img class=\"aligncenter size-thumbnail wp-image-1235\" alt=\"image_of_jd_profile_30213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_jd_profile_30213_1024x1024-e1363271893730-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b>CTC Cover Letter Guide<br /><a href=\"http://www.danamanciagli.com/free-version/CTC_Cover_Letter_022413.docx\"><b><img alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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.</p>\n</td>\n<td valign=\"top\" width=\"141\"> <a href=\"http://www.danamanciagli.com/free-version/CTC_Cover_Letter_022413.docx\"><img class=\"aligncenter size-thumbnail wp-image-1207\" alt=\"image_of_cover_letter_packet_30213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_cover_letter_packet_30213_1024x1024-e1363271964716-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p style=\"text-align: center;\"><b><b>CTC Interview Prep Guide</b><br /><a href=\"http://www.danamanciagli.com/free-version\"><b><img alt=\"word\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg\" width=\"75\" height=\"74\" /></b></a></b><b></b></p>\n</td>\n<td valign=\"top\" width=\"300\">\n<p>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, Get a Job! </i></b>on Amazon.</p>\n</td>\n<td valign=\"top\" width=\"141\"><a href=\"http://www.danamanciagli.com/uploadtools/CTC%20Interview%20Preparation%20Guide_022413.docx\"><img alt=\"image_of_ctc_networking_plan_30213_1024x1024\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/image_of_ctc_networking_plan_30213_1024x1024-e1363271662168-100x100.png\" width=\"100\" height=\"100\" /></a></td>\n</tr>\n</tbody>\n</table>\n<h3>Please send any questions, comments or recommendations on any of the tools to info@danamanciagli.com</h3>\n<h3>Best of luck on your job search!</h3>\n<h3><span style=\"font-size: x-large;\"><em>Dana Manciagli</em></span></h3>\n','Cut the Crap, Get a Job! Tools Download Page','','inherit','open','open','','1248-autosave-v1','','','2013-09-03 15:27:00','2013-09-03 15:27:00','',1248,'http://www.danamanciagli.com/set-your-goal/1248-autosave/',0,'revision','',0),(1254,8113,'2013-03-14 09:56:13','2013-03-14 09:56:13','<p>[contact-form-7 id=\"1245\" title=\"Book Tools\"]</p>\r\n','Register to download your FREE Book Tools','','inherit','open','open','','599-revision-9','','','2013-03-14 09:56:13','2013-03-14 09:56:13','',599,'http://www.danamanciagli.com/set-your-goal/599-revision-9/',0,'revision','',0),(3742,8113,'2014-06-03 17:44:49','2014-06-03 17:44:49','','Order &ndash; Jun 03, 2014 @ 05:44 PM','','wc-processing','open','closed','order_538e098abc34f','order-jun-03-2014-0544-pm','','','2014-06-03 17:44:49','2014-06-03 17:44:49','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3742',0,'shop_order','',1),(1255,8113,'2013-03-14 11:30:35','2013-03-14 11:30:35','','CTC Networking Plan_022413','','inherit','open','open','','ctc-networking-plan_022413','','','2013-03-14 11:30:35','2013-03-14 11:30:35','',1242,'http://www.danamanciagli.com/wp-content/uploads/woocommerce_uploads/2013/03/CTC-Networking-Plan_022413.docx',0,'attachment','application/vnd.openxmlformats-officedocument.wordprocessingml.document',0),(1256,8113,'2013-09-02 16:52:47','2013-09-02 16:52:47','<p>This Cut the Crap (CTC) Job Search Tracker is a new, innovative way to manage your job opportunities daily, keep track of next steps, manage a portfolio of opportunities at once, and win your next career move. Download this critical tool and start using it immediately.  </p>','CTC Job Search Tracker','<p>This Cut the Crap (CTC) Job Search Tracker is a new, innovative way to manage your job opportunities daily, keep track of next steps, manage a portfolio of opportunities at once, and win your next career move. Download this critical tool and start using it immediately.  </p>','inherit','open','open','','1240-autosave','','','2013-09-02 16:52:47','2013-09-02 16:52:47','',1240,'http://www.danamanciagli.com/set-your-goal/1240-autosave/',0,'revision','',0),(5859,8264,'2016-04-06 15:18:06','2016-04-06 15:18:06','[caption id=\"attachment_5857\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights.png\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights-300x199.png\" alt=\"Job candidate background checks: Know your rights\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5857\" /></a> Job candidate background checks: Know your rights[/caption]<p>As the general population continues to surge, the number of Millennials and new college graduates entering the workforce is exploding. The <a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/national_center_for_education_statistics/3346484\">National Center for Education Statistics</a> (NCES) projects that <a href=\"http://nces.ed.gov/pubs2013/2013008.pdf\">1.8 million</a> students will graduate with a bachelor\'s degree in 2015. In addition to the nearly two million grads this year, millennials officially surpassed Generation X to become the largest share of the American workforce, coming in at <a href=\"http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/\">53.5 million</a>.</p>\r\n\r\n<p>To better enable this population, employment opportunities programs are starting up, like Starbucks Coffee’s 100,000 Opportunities Initiative. The goal is to provide employment opportunities to this growing, yet often marginalized, group. With new positions and career tracks opening up, it’s important for this emerging workforce to understand their rights as candidates regarding background checks.</p>\r\n\r\n<p>I recently connected with <a href=\"https://www.linkedin.com/in/chrisdyer7\">Chris Dyer</a>, CEO and founder of<a href=\"http://www.peopleg2.com/\">PeopleG2</a>, to discuss the ever-changing laws dealing with background checks for job candidates. We also talked about how this new and growing demographic of young job candidates can navigate the hiring process and protect their rights.</p>\r\n\r\n<p>“In general, consumers and candidates are becoming very savvy about their rights,” Mr. Dyer says. “It’s more apparent with the flurry of Fair Credit Reporting Act (FCRA) class action lawsuits, which rose 26.8 percent <a href=\"http://dev.webrecon.com/debt-collection-litigation-cfpb-complaint-statistics-june-2015/\">in the last year</a>, according to the<a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/consumer_financial_protection_bureau/3324325\">Consumer Financial Protection Bureau</a>. But even with increased awareness, there are tens of millions of millennials who aren’t up to speed.”</p>\r\n\r\n<p>Job candidates need to know about these six important legal rights:</p>\r\n\r\n<p><b>1. Applicants should receive a copy of <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">A Summary of Your Rights under the Fair Credit Reporting Act</a></b></p>\r\n\r\n<p>The Fair Credit Reporting Act (FCRA) is a federal law to regulate how a person’s information is used by consumer reporting agencies. The summary is pretty straightforward but if you don’t get a copy from the potential employer, there are complete reports available <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">here</a>.</p>\r\n\r\n<p><b>2. A potential employer is required to obtain a release form to run a background check</b></p>\r\n\r\n<p>The release form should include the name and contact information of the company running the background check. The candidate should keep a copy of this form, including all contact information, for any future questions or updates.</p>\r\n\r\n<p><b>2. Candidates have a right to ask for a copy of their completed background check report</b></p>\r\n\r\n<p>It’s a really good idea for the candidate request a copy to review and ensure all data is accurate and up to date. If anything inaccurate is on the report, take action immediately to rectify the errors, even if they are minor inaccuracies. To do this, the candidate can contact the background checking company directly to assist with corrections. It’s not easy to predict what an employer will or won’t consider as a disqualifier.</p>\r\n\r\n<p><b>3. Always ask why you weren’t accepted for a position</b></p>\r\n\r\n<p>The potential employer must disclose to the candidate if they didn’t hire them because of something they found on the background check. If the denial is based on something from your background check, there are options for countering the decision directly with the employer or with the background checking company. You can then rectify any errors or at least explain to the employer the issues they presented.</p>\r\n\r\n<p><b>4. Potential employers are legally required to send a candidate a Pre-Adverse Action Letter</b></p>\r\n\r\n<p>The letter must inform the candidate that an adverse action may be considered based on items found during the background check. An Adverse Action informs you that you have been denied employment based on information in your background check. It should include the agency used to run your background check and the agency\'s contact information.</p>\r\n\r\n<p>This is very important because it provides you a 5-day window (state regulations may vary from 5 days, but 5 days is the legal minimum) to counter any discrepancies and correct any errors. The background checking company then has a minimum of 30 days to investigate any disputed information. After the 5 days, if nothing is disputed and changed, then the potential employer must provide the candidate with an Adverse Action letter or notice.</p>\r\n\r\n<p><b>5. Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information</b></p>\r\n\r\n<p>Be sure to keep all of your personal information current and correct. This includes maintaining a good credit score and a clean driving record, and working to remove any criminal infractions from your background. Get in touch with the reporting agency immediately if there are errors or data that need updating.</p>\r\n\r\n<p>For the millions of incoming candidates navigating employment opportunities and entering the workforce, Dyer says, “Be prepared! Even employers can be dismissive of your rights and in some cases the local laws, so don’t be afraid to ask questions and always be your own advocate.”</p>','Job candidate background checks: Know your rights','','inherit','closed','closed','','5848-revision-v1','','','2016-04-06 15:18:06','2016-04-06 15:18:06','',5848,'http://www.danamanciagli.com/5848-revision-v1/',0,'revision','',0),(1268,8113,'2013-03-14 10:23:15','2013-03-14 10:23:15','<p>[contact-form-7 id=\"1245\" title=\"Book Tools\"]</p>','Register to download your FREE Book Tools','','inherit','open','open','','599-revision-10','','','2013-03-14 10:23:15','2013-03-14 10:23:15','',599,'http://www.danamanciagli.com/set-your-goal/599-revision-10/',0,'revision','',0),(1269,8113,'2013-03-15 04:15:25','2013-03-15 04:15:25','[contact-form-7 id=\"1245\" title=\"Book Tools\"]','Register to download your FREE Book Tools','','inherit','open','open','','599-revision-11','','','2013-03-15 04:15:25','2013-03-15 04:15:25','',599,'http://www.danamanciagli.com/set-your-goal/599-revision-11/',0,'revision','',0),(5858,8264,'2016-04-06 15:17:52','2016-04-06 15:17:52','[caption id=\"attachment_5857\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights.png\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights-300x199.png\" alt=\"Job candidate background checks: Know your rights\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5857\" /></a> Job candidate background checks: Know your rights[/caption]<p>As the general population continues to surge, the number of Millennials and new college graduates entering the workforce is exploding. The <a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/national_center_for_education_statistics/3346484\">National Center for Education Statistics</a> (NCES) projects that <a href=\"http://nces.ed.gov/pubs2013/2013008.pdf\">1.8 million</a> students will graduate with a bachelor\'s degree in 2015. In addition to the nearly two million grads this year, millennials officially surpassed Generation X to become the largest share of the American workforce, coming in at <a href=\"http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/\">53.5 million</a>.</p>\r\n\r\n<p>To better enable this population, employment opportunities programs are starting up, like Starbucks Coffee’s 100,000 Opportunities Initiative. The goal is to provide employment opportunities to this growing, yet often marginalized, group. With new positions and career tracks opening up, it’s important for this emerging workforce to understand their rights as candidates regarding background checks.</p>\r\n\r\n<p>I recently connected with <a href=\"https://www.linkedin.com/in/chrisdyer7\">Chris Dyer</a>, CEO and founder of<a href=\"http://www.peopleg2.com/\">PeopleG2</a>, to discuss the ever-changing laws dealing with background checks for job candidates. We also talked about how this new and growing demographic of young job candidates can navigate the hiring process and protect their rights.</p>\r\n\r\n<p>“In general, consumers and candidates are becoming very savvy about their rights,” Mr. Dyer says. “It’s more apparent with the flurry of Fair Credit Reporting Act (FCRA) class action lawsuits, which rose 26.8 percent <a href=\"http://dev.webrecon.com/debt-collection-litigation-cfpb-complaint-statistics-june-2015/\">in the last year</a>, according to the<a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/consumer_financial_protection_bureau/3324325\">Consumer Financial Protection Bureau</a>. But even with increased awareness, there are tens of millions of millennials who aren’t up to speed.”</p>\r\n\r\n<p>Job candidates need to know about these six important legal rights:</p>\r\n\r\n<p><b>1. Applicants should receive a copy of <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">A Summary of Your Rights under the Fair Credit Reporting Act</a></b></p>\r\n\r\n<p>The Fair Credit Reporting Act (FCRA) is a federal law to regulate how a person’s information is used by consumer reporting agencies. The summary is pretty straightforward but if you don’t get a copy from the potential employer, there are complete reports available <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">here</a>.</p>\r\n\r\n<p><b>2. A potential employer is required to obtain a release form to run a background check</b></p>\r\n\r\n<p>The release form should include the name and contact information of the company running the background check. The candidate should keep a copy of this form, including all contact information, for any future questions or updates.</p>\r\n\r\n<p><b>2. Candidates have a right to ask for a copy of their completed background check report</b></p>\r\n\r\n<p>It’s a really good idea for the candidate request a copy to review and ensure all data is accurate and up to date. If anything inaccurate is on the report, take action immediately to rectify the errors, even if they are minor inaccuracies. To do this, the candidate can contact the background checking company directly to assist with corrections. It’s not easy to predict what an employer will or won’t consider as a disqualifier.</p>\r\n\r\n<p><b>3. Always ask why you weren’t accepted for a position</b></p>\r\n\r\n<p>The potential employer must disclose to the candidate if they didn’t hire them because of something they found on the background check. If the denial is based on something from your background check, there are options for countering the decision directly with the employer or with the background checking company. You can then rectify any errors or at least explain to the employer the issues they presented.</p>\r\n\r\n<p><b>4. Potential employers are legally required to send a candidate a Pre-Adverse Action Letter</b></p>\r\n\r\n<p>The letter must inform the candidate that an adverse action may be considered based on items found during the background check. An Adverse Action informs you that you have been denied employment based on information in your background check. It should include the agency used to run your background check and the agency\'s contact information.</p>\r\n\r\n<p>This is very important because it provides you a 5-day window (state regulations may vary from 5 days, but 5 days is the legal minimum) to counter any discrepancies and correct any errors. The background checking company then has a minimum of 30 days to investigate any disputed information. After the 5 days, if nothing is disputed and changed, then the potential employer must provide the candidate with an Adverse Action letter or notice.</p>\r\n\r\n<p><b>5. Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information</b></p>\r\n\r\n<p>Be sure to keep all of your personal information current and correct. This includes maintaining a good credit score and a clean driving record, and working to remove any criminal infractions from your background. Get in touch with the reporting agency immediately if there are errors or data that need updating.</p>\r\n\r\n<p>For the millions of incoming candidates navigating employment opportunities and entering the workforce, Dyer says, “Be prepared! Even employers can be dismissive of your rights and in some cases the local laws, so don’t be afraid to ask questions and always be your own advocate.”</p>','Job candidate background checks: Know your rights','','inherit','closed','closed','','5848-autosave-v1','','','2016-04-06 15:17:52','2016-04-06 15:17:52','',5848,'http://www.danamanciagli.com/5848-autosave-v1/',0,'revision','',0),(1273,8113,'2013-03-19 16:22:59','2013-03-19 16:22:59','<p>True story: As a job search and career expert, I was skeptical about all of these social media tools as recently as four years ago. I separated professional networking from social networking and felt that the social sites were a waste of time. All of that was flawed. So, as a complete convert and now raving fan of social media for job search and career growth, here is a summary. </p>\r\n<p>Job seekers can no longer ignore their online presence. Additionally, there are brand new ways to use Social Media to enhance and accelerate your job search. \"Social recruiting\" is evolving and improving rapidly, so jump in NOW, because the only way to learn about it is to do it. Manage your expectations as well. Social media is simply another element of your job search \"mix.\" Social media connections are not a quick fix, but neither are job boards. </p>\r\n<p>Benefits of Social Media to Job Seekers:</p>\r\n<ul>\r\n<li>Be found. Social networking is simply preferred by recruiters and employers as a tool to acquire talent.</li>\r\n<li>Identify and contact hiring managers.</li>\r\n<li>Market and sell yourself and put yourself in front of many people.</li>\r\n<li>Collect great research in preparation for an application or interview.</li>\r\n<li>Social media enables you to develop a stronger network that can help you with your career as well as your next job search.</li>\r\n</ul>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/gs1lwJZ9QZE\" frameborder=\"0\" allowfullscreen></iframe></p>\r\n','Video: Social Media and the Job Search','','publish','open','open','','video-social-media-and-the-job-search','','','2014-09-29 17:56:22','2014-09-29 17:56:22','',0,'http://www.danamanciagli.com/?p=1273',0,'post','',0),(1274,8113,'2013-03-19 16:21:13','2013-03-19 16:21:13','True story: As a job search and career expert, I was skeptical about all of these social media tools as recently as four years ago. I separated professional networking from social networking and felt that the social sites were a waste of time. All of that was flawed. So, as a complete convert and now raving fan of social media for job search and career growth, here is a summary. \n\nJob seekers can no longer ignore their online presence. Additionally, there are brand new ways to use Social Media to enhance and accelerate your job search. \"Social recruiting\" is evolving and improving rapidly, so jump in NOW, because the only way to learn about it is to do it. Manage your expectations as well. Social media is simply another element of your job search \"mix.\" Social media connections are not a quick fix, but neither are job boards. \n\nBenefits of Social Media to Job Seekers:\n• Be found. Social networking is simply preferred by recruiters and employers as a tool to acquire talent.\n• Identify and contact hiring managers.\n• Market and sell yourself and put yourself in front of many people.\n• Collect great research in preparation for an application or interview. \n• Social media enables you to develop a stronger network that can help you with your career as well as your next job search.\n\n<iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/gs1lwJZ9QZE\" frameborder=\"0\" allowfullscreen></iframe>','Video: Social Media and the Job Search','','inherit','open','open','','1273-revision','','','2013-03-19 16:21:13','2013-03-19 16:21:13','',1273,'http://www.danamanciagli.com/set-your-goal/1273-revision/',0,'revision','',0),(1275,8113,'2013-03-19 16:22:34','2013-03-19 16:22:34','<p>True story: As a job search and career expert, I was skeptical about all of these social media tools as recently as four years ago. I separated professional networking from social networking and felt that the social sites were a waste of time. All of that was flawed. So, as a complete convert and now raving fan of social media for job search and career growth, here is a summary. </p>\n\n<p>Job seekers can no longer ignore their online presence. Additionally, there are brand new ways to use Social Media to enhance and accelerate your job search. \"Social recruiting\" is evolving and improving rapidly, so jump in NOW, because the only way to learn about it is to do it. Manage your expectations as well. Social media is simply another element of your job search \"mix.\" Social media connections are not a quick fix, but neither are job boards. </p>\n\n<p>Benefits of Social Media to Job Seekers:<br />\n<ul>\n<li>Be found. Social networking is simply preferred by recruiters and employers as a tool to acquire talent.</li>\n<li>Identify and contact hiring managers.</li>\n<li>Market and sell yourself and put yourself in front of many people.</li>\n<li>Collect great research in preparation for an application or interview.<br />\n<li>Social media enables you to develop a stronger network that can help you with your career as well as your next job search.</p>\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/gs1lwJZ9QZE\" frameborder=\"0\" allowfullscreen></iframe></p>','Video: Social Media and the Job Search','','inherit','open','open','','1273-revision-2','','','2013-03-19 16:22:34','2013-03-19 16:22:34','',1273,'http://www.danamanciagli.com/set-your-goal/1273-revision-2/',0,'revision','',0),(1276,8113,'2013-03-19 16:22:44','2013-03-19 16:22:44','<p>True story: As a job search and career expert, I was skeptical about all of these social media tools as recently as four years ago. I separated professional networking from social networking and felt that the social sites were a waste of time. All of that was flawed. So, as a complete convert and now raving fan of social media for job search and career growth, here is a summary. </p>\r\n\r\n<p>Job seekers can no longer ignore their online presence. Additionally, there are brand new ways to use Social Media to enhance and accelerate your job search. \"Social recruiting\" is evolving and improving rapidly, so jump in NOW, because the only way to learn about it is to do it. Manage your expectations as well. Social media is simply another element of your job search \"mix.\" Social media connections are not a quick fix, but neither are job boards. </p>\r\n\r\n<p>Benefits of Social Media to Job Seekers:<br />\r\n<ul>\r\n<li>Be found. Social networking is simply preferred by recruiters and employers as a tool to acquire talent.</li>\r\n<li>Identify and contact hiring managers.</li>\r\n<li>Market and sell yourself and put yourself in front of many people.</li>\r\n<li>Collect great research in preparation for an application or interview.</li>\r\n<li>Social media enables you to develop a stronger network that can help you with your career as well as your next job search.</li>\r\n</ul>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/gs1lwJZ9QZE\" frameborder=\"0\" allowfullscreen></iframe></p>','Video: Social Media and the Job Search','','inherit','open','open','','1273-revision-3','','','2013-03-19 16:22:44','2013-03-19 16:22:44','',1273,'http://www.danamanciagli.com/set-your-goal/1273-revision-3/',0,'revision','',0),(1277,8113,'2013-03-21 02:23:37','2013-03-21 02:23:37','<p>My goal is to encourage you to spend hours just identifying job opportunities. At least 10 good ones.</p>\r\n<p>First, Learn How. Take the time to go to each search engine\'s \"How To\" section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.</p>\r\n<p>The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds. RSS stands for Really Simple Syndication, an XML-based standard and format used to distribute recent news and other frequently updated content. Other sites charge a bit of money and may even claim to have an actual human doing the work for you.</p>\r\n<p>Two Big Tricks</p>\r\n<p>1. Don\'t just apply when you see something. Copy the opportunity into your CTC Job Tracker and keep hunting for more opportunities. Searching for opportunities and applying are two different activities, and job seekers make mistakes when they try to multitask.</p>\r\n<p>2. When you go to each source, you need to refer to your goal and identify the best jobs for you. By \"best,\" you need to consider three things:</p>\r\n<p>a. Are you qualified? Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don\'t worry if you have skill gaps. Your next job will be a great opportunity to learn something new and we will address those gaps head-on in Chapter 15.</p>\r\n<p>b. What do you desire? What day-to-day functions do you want to do going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\r\n<p>c. Does it meet your personal criteria? Geographically, can you get to and from work, or can you afford to move on your own, if needed? Rule: don\'t apply for something that you would need to decline if you get an offer. Best of luck!</p>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/Tin1kPo2xR0\" frameborder=\"0\" allowfullscreen></iframe></p>\r\n','Video: Just Focus on Finding Job Opportunities - Don\'t Apply','','publish','open','open','','video-just-focus-on-finding-job-opportunities-dont-apply','','','2014-09-29 17:56:11','2014-09-29 17:56:11','',0,'http://www.danamanciagli.com/?p=1277',0,'post','',0),(1278,8113,'2013-03-19 16:25:39','2013-03-19 16:25:39','My goal is to encourage you to spend hours just identifying job opportunities. At least 10 good ones. \nFirst, Learn How. Take the time to go to each search engine\'s \"How To\" section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field. \nThe quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds. RSS stands for Really Simple Syndication, an XML-based standard and format used to distribute recent news and other frequently updated content. Other sites charge a bit of money and may even claim to have an actual human doing the work for you. \nTwo Big Tricks \n1. Don\'t just apply when you see something. Copy the opportunity into your CTC Job Tracker and keep hunting for more opportunities. Searching for opportunities and applying are two different activities, and job seekers make mistakes when they try to multitask. \nA. When you go to each source, you need to refer to your goal and identify the best jobs for you. By \"best,\" you need to consider three things:\na. Are you qualified? Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don\'t worry if you have skill gaps. Your next job will be a great opportunity to learn something new and we will address those gaps head-on in Chapter 15.\nb. What do you desire? What day-to-day functions do you want to do going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid? \nc. Does it meet your personal criteria? Geographically, can you get to and from work, or can you afford to move on your own, if needed? Rule: don\'t apply for something that you would need to decline if you get an offer. Best of luck!\n\n<iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/Tin1kPo2xR0\" frameborder=\"0\" allowfullscreen></iframe>','Video: Just Focus on Finding Job Opportunities - Don\'t Apply','','inherit','open','open','','1277-revision','','','2013-03-19 16:25:39','2013-03-19 16:25:39','',1277,'http://www.danamanciagli.com/set-your-goal/1277-revision/',0,'revision','',0),(1279,8113,'2013-03-19 16:26:47','2013-03-19 16:26:47','<p>My goal is to encourage you to spend hours just identifying job opportunities. At least 10 good ones.</p>\n\n<p>First, Learn How. Take the time to go to each search engine\'s \"How To\" section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.<br />\nThe quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds. RSS stands for Really Simple Syndication, an XML-based standard and format used to distribute recent news and other frequently updated content. Other sites charge a bit of money and may even claim to have an actual human doing the work for you.</p>\n\n<p>Two Big Tricks</p>\n<ol>\n<li>1. Don\'t just apply when you see something. Copy the opportunity into your CTC Job Tracker and keep hunting for more opportunities. Searching for opportunities and applying are two different activities, and job seekers make mistakes when they try to multitask.<br />\nA. When you go to each source, you need to refer to your goal and identify the best jobs for you. By \"best,\" you need to consider three things:<br />\na. Are you qualified? Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don\'t worry if you have skill gaps. Your next job will be a great opportunity to learn something new and we will address those gaps head-on in Chapter 15.<br />\nb. What do you desire? What day-to-day functions do you want to do going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?<br />\nc. Does it meet your personal criteria? Geographically, can you get to and from work, or can you afford to move on your own, if needed? Rule: don\'t apply for something that you would need to decline if you get an offer. Best of luck!</p>\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/Tin1kPo2xR0\" frameborder=\"0\" allowfullscreen></iframe></p>\n','Video: Just Focus on Finding Job Opportunities - Don\'t Apply','','inherit','open','open','','1277-revision-2','','','2013-03-19 16:26:47','2013-03-19 16:26:47','',1277,'http://www.danamanciagli.com/set-your-goal/1277-revision-2/',0,'revision','',0),(1280,8113,'2013-03-19 16:28:11','2013-03-19 16:28:11','<p>My goal is to encourage you to spend hours just identifying job opportunities. At least 10 good ones.</p>\n<p>First, Learn How. Take the time to go to each search engine\'s \"How To\" section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.</p>\n\n<p>The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds. RSS stands for Really Simple Syndication, an XML-based standard and format used to distribute recent news and other frequently updated content. Other sites charge a bit of money and may even claim to have an actual human doing the work for you.</p>\n\n<p>Two Big Tricks</p>\n<p>1. Don\'t just apply when you see something. Copy the opportunity into your CTC Job Tracker and keep hunting for more opportunities. Searching for opportunities and applying are two different activities, and job seekers make mistakes when they try to multitask.</p>A. When you go to each source, you need to refer to your goal and identify the best jobs for you. By \"best,\" you need to consider three things:<br />\na. Are you qualified? Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don\'t worry if you have skill gaps. Your next job will be a great opportunity to learn something new and we will address those gaps head-on in Chapter 15.<br />\nb. What do you desire? What day-to-day functions do you want to do going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?<br />\nc. Does it meet your personal criteria? Geographically, can you get to and from work, or can you afford to move on your own, if needed? Rule: don\'t apply for something that you would need to decline if you get an offer. Best of luck!</p>\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/Tin1kPo2xR0\" frameborder=\"0\" allowfullscreen></iframe></p>\n','Video: Just Focus on Finding Job Opportunities - Don\'t Apply','','inherit','open','open','','1277-revision-3','','','2013-03-19 16:28:11','2013-03-19 16:28:11','',1277,'http://www.danamanciagli.com/set-your-goal/1277-revision-3/',0,'revision','',0),(1281,8113,'2013-03-19 16:28:23','2013-03-19 16:28:23','<p>My goal is to encourage you to spend hours just identifying job opportunities. At least 10 good ones.</p>\r\n<p>First, Learn How. Take the time to go to each search engine\'s \"How To\" section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.</p>\r\n\r\n<p>The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds. RSS stands for Really Simple Syndication, an XML-based standard and format used to distribute recent news and other frequently updated content. Other sites charge a bit of money and may even claim to have an actual human doing the work for you.</p>\r\n\r\n<p>Two Big Tricks</p>\r\n<p>1. Don\'t just apply when you see something. Copy the opportunity into your CTC Job Tracker and keep hunting for more opportunities. Searching for opportunities and applying are two different activities, and job seekers make mistakes when they try to multitask.</p>\r\n<p>2. When you go to each source, you need to refer to your goal and identify the best jobs for you. By \"best,\" you need to consider three things:<br />\r\na. Are you qualified? Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don\'t worry if you have skill gaps. Your next job will be a great opportunity to learn something new and we will address those gaps head-on in Chapter 15.<br />\r\nb. What do you desire? What day-to-day functions do you want to do going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?<br />\r\nc. Does it meet your personal criteria? Geographically, can you get to and from work, or can you afford to move on your own, if needed? Rule: don\'t apply for something that you would need to decline if you get an offer. Best of luck!</p>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/Tin1kPo2xR0\" frameborder=\"0\" allowfullscreen></iframe></p>\r\n','Video: Just Focus on Finding Job Opportunities - Don\'t Apply','','inherit','open','open','','1277-revision-4','','','2013-03-19 16:28:23','2013-03-19 16:28:23','',1277,'http://www.danamanciagli.com/set-your-goal/1277-revision-4/',0,'revision','',0),(1282,8113,'2013-03-19 16:29:13','2013-03-19 16:29:13','<p>My goal is to encourage you to spend hours just identifying job opportunities. At least 10 good ones.</p>\r\n<p>First, Learn How. Take the time to go to each search engine\'s \"How To\" section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.</p>\r\n<p>The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds. RSS stands for Really Simple Syndication, an XML-based standard and format used to distribute recent news and other frequently updated content. Other sites charge a bit of money and may even claim to have an actual human doing the work for you.</p>\r\n<p>Two Big Tricks</p>\r\n<p>1. Don\'t just apply when you see something. Copy the opportunity into your CTC Job Tracker and keep hunting for more opportunities. Searching for opportunities and applying are two different activities, and job seekers make mistakes when they try to multitask.</p>\r\n<p>2. When you go to each source, you need to refer to your goal and identify the best jobs for you. By \"best,\" you need to consider three things:</p>\r\n<p>a. Are you qualified? Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don\'t worry if you have skill gaps. Your next job will be a great opportunity to learn something new and we will address those gaps head-on in Chapter 15.</p>\r\n<p>b. What do you desire? What day-to-day functions do you want to do going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\r\n<p>c. Does it meet your personal criteria? Geographically, can you get to and from work, or can you afford to move on your own, if needed? Rule: don\'t apply for something that you would need to decline if you get an offer. Best of luck!</p>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/Tin1kPo2xR0\" frameborder=\"0\" allowfullscreen></iframe></p>','Video: Just Focus on Finding Job Opportunities - Don\'t Apply','','inherit','open','open','','1277-revision-5','','','2013-03-19 16:29:13','2013-03-19 16:29:13','',1277,'http://www.danamanciagli.com/set-your-goal/1277-revision-5/',0,'revision','',0),(1283,8113,'2013-03-26 02:30:12','2013-03-26 02:30:12','<p>Mistakes and Tricks to Building A GREAT Job Search Routine</p>\r\n<p>Mistake #1: Not building a variety of activities, relying on one or two things. Think about this as a portfolio of activities. No one thing works by itself. Even if one technique worked for you in the past, it\'s a new game out there. </p>\r\n<p>Mistake #2: Not adding newer job search techniques, just staying within your comfort zone. </p>\r\n<p>Mistake #3: Getting distracted. Question: Is this job search really that important to you?</p>\r\n<p>Tricks:</p>\r\n<p>1. Have a routine. For some of you, it means getting up in the morning, getting dressed for your \"job,\" getting coffee, and sitting down to do Job Number One, your job search. For others, it means going to the library from 5:00 p.m. until 8:00 p.m. Set alarms, use your calendar, and be maniacal about each hour.</p>\r\n<p>2. Set up a place to work. This can be a virtual office, too. Grab a box with file folders, this book, and other items you need to work remotely if your house does not have the space you need.</p>\r\n<p>3. Set priorities. List out all that you need to do and put an \"A\" next to the most urgent, \"B\" for next most important, and \"C\" for things that can wait. No more than 3 categories.</p>\r\n<p>4. Turn off distractions. Cells, TVs, music, children, pets, noises, crowds.</p>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/AaWoqyCZcdE\" frameborder=\"0\" allowfullscreen></iframe></p>\r\n','Video: Mistakes and Tricks to Building A GREAT Job Search Routine','','publish','open','open','','video-mistakes-and-tricks-to-building-a-great-job-search-routine','','','2014-09-29 17:56:11','2014-09-29 17:56:11','',0,'http://www.danamanciagli.com/?p=1283',0,'post','',0),(1284,8113,'2013-03-19 16:31:14','2013-03-19 16:31:14','Mistake #1: Not building a variety of activities, relying on one or two things. Think about this as a portfolio of activities. No one thing works by itself. Even if one technique worked for you in the past, it\'s a new game out there. \n\nMistake #2: Not adding newer job search techniques, just staying within your comfort zone. \n\nMistake #3: Getting distracted. Question: Is this job search really that important to you? \nTricks:\n1. Have a routine. For some of you, it means getting up in the morning, getting dressed for your \"job,\" getting coffee, and sitting down to do Job Number One, your job search. For others, it means going to the library from 5:00 p.m. until 8:00 p.m. Set alarms, use your calendar, and be maniacal about each hour.\n2. Set up a place to work. This can be a virtual office, too. Grab a box with file folders, this book, and other items you need to work remotely if your house does not have the space you need. \n3. Set priorities. List out all that you need to do and put an \"A\" next to the most urgent, \"B\" for next most important, and \"C\" for things that can wait. No more than 3 categories. \n4. Turn off distractions. Cells, TVs, music, children, pets, noises, crowds.\n\n<iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/AaWoqyCZcdE\" frameborder=\"0\" allowfullscreen></iframe>','Video: Mistakes and Tricks to Building A GREAT Job Search Routine','','inherit','open','open','','1283-revision','','','2013-03-19 16:31:14','2013-03-19 16:31:14','',1283,'http://www.danamanciagli.com/set-your-goal/1283-revision/',0,'revision','',0),(1285,8113,'2013-03-19 16:31:57','2013-03-19 16:31:57','Mistakes and Tricks to Building A GREAT Job Search Routine\r\n\r\nMistake #1: Not building a variety of activities, relying on one or two things. Think about this as a portfolio of activities. No one thing works by itself. Even if one technique worked for you in the past, it\'s a new game out there. \r\n\r\nMistake #2: Not adding newer job search techniques, just staying within your comfort zone. \r\n\r\nMistake #3: Getting distracted. Question: Is this job search really that important to you? \r\nTricks:\r\n1. Have a routine. For some of you, it means getting up in the morning, getting dressed for your \"job,\" getting coffee, and sitting down to do Job Number One, your job search. For others, it means going to the library from 5:00 p.m. until 8:00 p.m. Set alarms, use your calendar, and be maniacal about each hour.\r\n2. Set up a place to work. This can be a virtual office, too. Grab a box with file folders, this book, and other items you need to work remotely if your house does not have the space you need. \r\n3. Set priorities. List out all that you need to do and put an \"A\" next to the most urgent, \"B\" for next most important, and \"C\" for things that can wait. No more than 3 categories. \r\n4. Turn off distractions. Cells, TVs, music, children, pets, noises, crowds.\r\n\r\n<iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/AaWoqyCZcdE\" frameborder=\"0\" allowfullscreen></iframe>','Video: Mistakes and Tricks to Building A GREAT Job Search Routine','','inherit','open','open','','1283-revision-2','','','2013-03-19 16:31:57','2013-03-19 16:31:57','',1283,'http://www.danamanciagli.com/set-your-goal/1283-revision-2/',0,'revision','',0),(1286,8113,'2013-03-19 16:32:55','2013-03-19 16:32:55','<p>Mistakes and Tricks to Building A GREAT Job Search Routine</p>\r\n\r\n<p>Mistake #1: Not building a variety of activities, relying on one or two things. Think about this as a portfolio of activities. No one thing works by itself. Even if one technique worked for you in the past, it\'s a new game out there. </p>\r\n\r\n<p>Mistake #2: Not adding newer job search techniques, just staying within your comfort zone. </p>\r\n\r\n<p>Mistake #3: Getting distracted. Question: Is this job search really that important to you?</p>\r\n\r\n<p>Tricks:</p>\r\n<p>1. Have a routine. For some of you, it means getting up in the morning, getting dressed for your \"job,\" getting coffee, and sitting down to do Job Number One, your job search. For others, it means going to the library from 5:00 p.m. until 8:00 p.m. Set alarms, use your calendar, and be maniacal about each hour.</p>\r\n<p>2. Set up a place to work. This can be a virtual office, too. Grab a box with file folders, this book, and other items you need to work remotely if your house does not have the space you need.</p>\r\n<p>3. Set priorities. List out all that you need to do and put an \"A\" next to the most urgent, \"B\" for next most important, and \"C\" for things that can wait. No more than 3 categories.</p>\r\n<p>4. Turn off distractions. Cells, TVs, music, children, pets, noises, crowds.</p>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/AaWoqyCZcdE\" frameborder=\"0\" allowfullscreen></iframe></p>','Video: Mistakes and Tricks to Building A GREAT Job Search Routine','','inherit','open','open','','1283-revision-3','','','2013-03-19 16:32:55','2013-03-19 16:32:55','',1283,'http://www.danamanciagli.com/set-your-goal/1283-revision-3/',0,'revision','',0),(1287,8113,'2013-03-28 02:33:27','2013-03-28 02:33:27','<p>Each of you must have a clear and concise job search goal. You need a brief description of what you are hunting for. But how do you even begin thinking about it?</p>\r\n<p>Step 1: Draw a dart board. Think about and write specifically what is in the center. The center or bulls eye represents your ideal next career position(s).</p>\r\n<ul>\r\n<li>Geographic location desired (other cities you are willing to consider, too)</li>\r\n<li>Functional area (marketing, accounting, outside sales, operations)</li>\r\n<li>Industries you prefer</li>\r\n<li>Companies within the industries</li>\r\n<li>Size or type of company (small, medium, large, etc.)</li>\r\n<li>Titles you are qualified for (senior sales, account management). Note: Do not get hung up on titles such as VP, Director, and Manager, as they vary so much company to company.</li>\r\n</ul>\r\n<p>Step 2: List more flexible goals in the second circle on the dart board. What would you do if you couldn\'t find anything in your bulls eye? Expand to alternatives that you are qualified for and have interest in. This can mean relocation to another city, a job in a different business from the one you expected, other jobs that need your skills, or deciding to change careers entirely. Reminder: these are not 3-5-year career goals, so stay focused on what you can do NOW.</p>\r\n<p>Step 3: List what things are OFF the dart board. In other words, you would NOT accept something in:</p>\r\n<ul>\r\n<li>Geographies you will not move to, or maybe relocation is not an option</li>\r\n<li>Salary minimum you will not go below</li>\r\n<li>Work-life balance considerations, like commute distances you won\'t accept</li>\r\n<li>Functions you really don\'t want to perform day-to-day</li>\r\n</ul>\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/rskmIGD9yWo\" frameborder=\"0\" allowfullscreen></iframe></p>\r\n','Video: Three Steps to Narrowing Down Your Job Search Goal','','publish','open','open','','video-three-steps-to-narrowing-down-your-job-search-goal','','','2014-09-29 17:56:11','2014-09-29 17:56:11','',0,'http://www.danamanciagli.com/?p=1287',0,'post','',0),(1288,8113,'2013-03-19 16:34:30','2013-03-19 16:34:30','Each of you must have a clear and concise job goal. You need a brief description of what you are hunting for. But how do you even begin thinking about it?\nStep 1: Draw a dart board. Think about and write specifically what is in the center. The center or bulls eye represents your ideal next career position(s). \n Geographic location desired (other cities you are willing to consider, too)\n Functional area (marketing, accounting, outside sales, operations)\n Industries you prefer\n Companies within the industries\n Size or type of company (small, medium, large, etc.)\n Titles you are qualified for (senior sales, account management). Note: Do not get hung up on titles such as VP, Director, and Manager, as they vary so much company to company. \nStep 2: List more flexible goals in the second circle on the dart board. What would you do if you couldn\'t find anything in your bulls eye? Expand to alternatives that you are qualified for and have interest in. This can mean relocation to another city, a job in a different business from the one you expected, other jobs that need your skills, or deciding to change careers entirely. Reminder: these are not 3-5-year career goals, so stay focused on what you can do NOW. \nStep 3: List what things are OFF the dart board. In other words, you would NOT accept something in:\n Geographies you will not move to, or maybe relocation is not an option\n Salary minimum you will not go below\n Work-life balance considerations, like commute distances you won\'t accept\n Functions you really don\'t want to perform day-to-day\n\n<iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/rskmIGD9yWo\" frameborder=\"0\" allowfullscreen></iframe>','Video: Three Steps to Narrowing Down Your Job Search Goal','','inherit','open','open','','1287-revision','','','2013-03-19 16:34:30','2013-03-19 16:34:30','',1287,'http://www.danamanciagli.com/set-your-goal/1287-revision/',0,'revision','',0),(1289,8113,'2013-03-19 16:38:16','2013-03-19 16:38:16','<p>Each of you must have a clear and concise job search goal. You need a brief description of what you are hunting for. But how do you even begin thinking about it?</p>\n<p>Step 1: Draw a dart board. Think about and write specifically what is in the center. The center or bulls eye represents your ideal next career position(s).</p>\n<ul>\n<li>Geographic location desired (other cities you are willing to consider, too)</li>\n<li>Functional area (marketing, accounting, outside sales, operations)</li>\n<li>Industries you prefer</li>\n<li>Companies within the industries</li>\n<li>Size or type of company (small, medium, large, etc.)</li>\n<li>Titles you are qualified for (senior sales, account management). Note: Do not get hung up on titles such as VP, Director, and Manager, as they vary so much company to company.</li>\n</ul>\n\n<p>Step 2: List more flexible goals in the second circle on the dart board. What would you do if you couldn\'t find anything in your bulls eye? Expand to alternatives that you are qualified for and have interest in. This can mean relocation to another city, a job in a different business from the one you expected, other jobs that need your skills, or deciding to change careers entirely. Reminder: these are not 3-5-year career goals, so stay focused on what you can do NOW.</p>\n\n<p>Step 3: List what things are OFF the dart board. In other words, you would NOT accept something in:</p>\n Geographies you will not move to, or maybe relocation is not an option\n Salary minimum you will not go below\n Work-life balance considerations, like commute distances you won\'t accept\n Functions you really don\'t want to perform day-to-day\n\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/rskmIGD9yWo\" frameborder=\"0\" allowfullscreen></iframe></p>','Video: Three Steps to Narrowing Down Your Job Search Goal','','inherit','open','open','','1287-revision-2','','','2013-03-19 16:38:16','2013-03-19 16:38:16','',1287,'http://www.danamanciagli.com/set-your-goal/1287-revision-2/',0,'revision','',0),(1290,8113,'2013-03-19 16:38:54','2013-03-19 16:38:54','<p>Each of you must have a clear and concise job search goal. You need a brief description of what you are hunting for. But how do you even begin thinking about it?</p>\r\n<p>Step 1: Draw a dart board. Think about and write specifically what is in the center. The center or bulls eye represents your ideal next career position(s).</p>\r\n<ul>\r\n<li>Geographic location desired (other cities you are willing to consider, too)</li>\r\n<li>Functional area (marketing, accounting, outside sales, operations)</li>\r\n<li>Industries you prefer</li>\r\n<li>Companies within the industries</li>\r\n<li>Size or type of company (small, medium, large, etc.)</li>\r\n<li>Titles you are qualified for (senior sales, account management). Note: Do not get hung up on titles such as VP, Director, and Manager, as they vary so much company to company.</li>\r\n</ul>\r\n\r\n<p>Step 2: List more flexible goals in the second circle on the dart board. What would you do if you couldn\'t find anything in your bulls eye? Expand to alternatives that you are qualified for and have interest in. This can mean relocation to another city, a job in a different business from the one you expected, other jobs that need your skills, or deciding to change careers entirely. Reminder: these are not 3-5-year career goals, so stay focused on what you can do NOW.</p>\r\n\r\n<p>Step 3: List what things are OFF the dart board. In other words, you would NOT accept something in:</p>\r\n<ul>\r\n	<li>Geographies you will not move to, or maybe relocation is not an option</li>\r\n	<li>Salary minimum you will not go below</li>\r\n	<li>Work-life balance considerations, like commute distances you won\'t accept</li>\r\n	<li>Functions you really don\'t want to perform day-to-day</li>\r\n</ul>\r\n\r\n\r\n<p><iframe width=\"560\" height=\"315\" src=\"http://www.youtube.com/embed/rskmIGD9yWo\" frameborder=\"0\" allowfullscreen></iframe></p>','Video: Three Steps to Narrowing Down Your Job Search Goal','','inherit','open','open','','1287-revision-3','','','2013-03-19 16:38:54','2013-03-19 16:38:54','',1287,'http://www.danamanciagli.com/set-your-goal/1287-revision-3/',0,'revision','',0),(5857,8264,'2016-04-06 15:16:46','2016-04-06 15:16:46','Job candidate background checks: Know your rights','Job candidate background checks Know your rights','Job candidate background checks: Know your rights','inherit','open','closed','','job-candidate-background-checks-know-your-rights-2','','','2016-04-06 15:17:00','2016-04-06 15:17:00','',5848,'http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights.png',0,'attachment','image/png',0),(1292,8113,'2013-03-20 13:25:37','2013-03-20 13:25:37','','note','','inherit','open','open','','note','','','2013-03-20 13:25:37','2013-03-20 13:25:37','',1248,'http://www.danamanciagli.com/wp-content/uploads/2013/03/note.jpg',0,'attachment','image/jpeg',0),(1293,8113,'2013-03-20 13:27:09','2013-03-20 13:27:09','','word','','inherit','open','open','','word','','','2013-03-20 13:27:09','2013-03-20 13:27:09','',1248,'http://www.danamanciagli.com/wp-content/uploads/2013/03/word.jpg',0,'attachment','image/jpeg',0),(1294,8113,'2013-03-20 13:44:48','2013-03-20 13:44:48','','excel_icon1','','inherit','open','open','','excel_icon1','','','2013-03-20 13:44:48','2013-03-20 13:44:48','',1248,'http://www.danamanciagli.com/wp-content/uploads/2013/03/excel_icon1.png',0,'attachment','image/png',0),(5851,8264,'2016-03-29 16:43:27','2016-03-29 16:43:27','<p>McKinsey &amp; Co. recently <a href=\"http://www.mckinsey.com/insights/strategy/the_four_global_forces_breaking_all_the_trends\">estimated</a> that the second industrial revolution is 10 times faster and more than 300 times as powerful as the first industrial revolution.</p>\r\n\r\n<p>According to McKinsey, this gives the current one more than 3,000 times the impact of the last one. A tsunami of change is coming. The critical decisions we make today will determine whether we become obsolete or indispensable tomorrow.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dennis%20Stearns\">Dennis Stearns</a>, an award winning financial planner, author, scenario futurist, and president of Stearns Financial Group, spoke at <a href=\"https://www.youtube.com/watch?v=T14Lv4iLrIA\">TEDx Greensboro</a> about the future of jobs in our rapidly changing world. His TEDx talk came from working with his clients to make sure their future savings for financial independence actually materialized. He also did dozens of interviews with industry leaders and career experts.</p>\r\n\r\n<p>Stearns predicts that in 10 to 20 years, as many as 40 to 50 percent of today’s jobs will no longer exist or will be greatly marginalized. However, many new jobs will be created by the second industrial revolution, and today’s “skills gap” will continue to grow in America, over today’s 5 million unfilled jobs.</p>\r\n\r\n<p>So how do you make yourself indispensible in the rapidly changing job market? According to Stearns, the first step is learning how to make better decisions. He refers to the best-selling book <a href=\"http://heathbrothers.com/books/decisive/\"><i>Decisive</i></a>, by <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Chip%20Heath\">Chip Heath</a> and <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Heath\">Dan Heath</a>, which describes four villains that disrupt our decision-making: Narrow Framing, Confirmation Bias, Short-Term Emotion <span class=\"s2\">,</span> and Overconfidence.</p>\r\n\r\n<p>“<i>Narrow framing</i> refers to focusing on the obvious while ignoring outlying options,” says Stearns. “ <i>Confirmation bias</i>means searching for information that confirms our established opinions. <i>Short-term emotion</i> is defined as allowing emotion to cloud our decisions. And <i>overconfidence</i>… well, we all know people who think they know more than they actually do. Overconfidence will be a killer decision flaw as the massive change of today’s industrial revolution plays out.”</p>\r\n\r\n<p>Understanding these decision flaws, being able to spot them before poor decisions are made, then actively preparing for your future will ensure that you will be an indispensible treasure in the work force. Stearns offers these tactics to help you rise to the top.</p>\r\n\r\n<p><b>1. Be Good at What You Do</b></p>\r\n\r\n<p>Sounds obvious, but studies show that more than 70 percent of workers don’t take the time to learn and develop high-level skills for their current job. Being good may not be enough in tomorrow’s world. Become a master at what you do.</p>\r\n\r\n<p><b>2. Sharpen Your EQ Skills</b></p>\r\n\r\n<p>A person’s emotional intelligence quotient (EQ) has been shown to be one of the best predictors of whether they rise to the top in their organization or get booted out the door. “EQ denotes a high ability to shift gears in different social and business settings, saying the right thing at the right time, and knowing when to listen and when to talk,” Stearns explains. If you think you may have an EQ deficit, hiring a coach could mean the difference between a great future career and a mediocre one.</p>\r\n\r\n<p><b>3. Continually Explore Better Processes</b></p>\r\n\r\n<p>Perfecting and evolving the work process is critical for a business’ long-term success. What might this mean to individual employees? Processes that have worked in the past might not always be the best for the future. Being the one who brings bigger and better techniques into the company’s fold sheds light on that person’s value and sets him or her up for continued success.</p>\r\n\r\n<p><b>4. Sharpen Practical Creativity</b></p>\r\n\r\n<p>Employers say it’s hard finding people who come up with good ideas they can implement. It may be harder to sharpen your skills in this particular area, but there are things you can do, even if you’re not prone to creativity. Surround yourself with creative mentors and teammates. Go to conferences outside your industry. You’ll be surprised how, combined with a strong process, your productivity can improve.</p>\r\n\r\n<p><b>5. Network Smarter</b></p>\r\n\r\n<p>Good networking includes going to workshops and conferences in and outside your industry. Great networking means seeking out several people every week to have coffee with who are successful and listening intently, even if there isn’t an obvious benefit to you in the short term.</p>\r\n\r\n<p>“Solid decision-making and preparation for the future are mandatory for me as a successful business owner and professional financial planner,” Stearns says. “The future stars around you are preparing and figuring out how to make themselves absolutely indispensable to their organization.”</p>\r\n\r\n<p>Are you ready to surf the tsunami of change that is coming — or will you be crushed by it?</p>','How to make yourself indispensable for today and tomorrow','','inherit','closed','closed','','5850-revision-v1','','','2016-03-29 16:43:27','2016-03-29 16:43:27','',5850,'http://www.danamanciagli.com/5850-revision-v1/',0,'revision','',0),(5850,8311,'2016-04-25 02:43:46','2016-04-25 02:43:46','[caption id=\"attachment_5860\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow.png\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/How-to-make-yourself-indispensable-for-today-and-tomorrow-300x221.png\" alt=\"How to make yourself indispensable for today and tomorrow\" width=\"300\" height=\"221\" class=\"size-medium wp-image-5860\" /></a> How to make yourself indispensable for today and tomorrow[/caption]<p>McKinsey &amp; Co. recently <a href=\"http://www.mckinsey.com/insights/strategy/the_four_global_forces_breaking_all_the_trends\">estimated</a> that the second industrial revolution is 10 times faster and more than 300 times as powerful as the first industrial revolution.</p>\r\n\r\n<p>According to McKinsey, this gives the current one more than 3,000 times the impact of the last one. A tsunami of change is coming. The critical decisions we make today will determine whether we become obsolete or indispensable tomorrow.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dennis%20Stearns\">Dennis Stearns</a>, an award winning financial planner, author, scenario futurist, and president of Stearns Financial Group, spoke at <a href=\"https://www.youtube.com/watch?v=T14Lv4iLrIA\">TEDx Greensboro</a> about the future of jobs in our rapidly changing world. His TEDx talk came from working with his clients to make sure their future savings for financial independence actually materialized. He also did dozens of interviews with industry leaders and career experts.</p>\r\n\r\n<p>Stearns predicts that in 10 to 20 years, as many as 40 to 50 percent of today’s jobs will no longer exist or will be greatly marginalized. However, many new jobs will be created by the second industrial revolution, and today’s “skills gap” will continue to grow in America, over today’s 5 million unfilled jobs.</p>\r\n\r\n<p>So how do you make yourself indispensible in the rapidly changing job market? According to Stearns, the first step is learning how to make better decisions. He refers to the best-selling book <a href=\"http://heathbrothers.com/books/decisive/\"><i>Decisive</i></a>, by <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Chip%20Heath\">Chip Heath</a> and <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Heath\">Dan Heath</a>, which describes four villains that disrupt our decision-making: Narrow Framing, Confirmation Bias, Short-Term Emotion <span class=\"s2\">,</span> and Overconfidence.</p>\r\n\r\n<p>“<i>Narrow framing</i> refers to focusing on the obvious while ignoring outlying options,” says Stearns. “ <i>Confirmation bias</i>means searching for information that confirms our established opinions. <i>Short-term emotion</i> is defined as allowing emotion to cloud our decisions. And <i>overconfidence</i>… well, we all know people who think they know more than they actually do. Overconfidence will be a killer decision flaw as the massive change of today’s industrial revolution plays out.”</p>\r\n\r\n<p>Understanding these decision flaws, being able to spot them before poor decisions are made, then actively preparing for your future will ensure that you will be an indispensible treasure in the work force. Stearns offers these tactics to help you rise to the top.</p>\r\n\r\n<p><b>1. Be Good at What You Do</b></p>\r\n\r\n<p>Sounds obvious, but studies show that more than 70 percent of workers don’t take the time to learn and develop high-level skills for their current job. Being good may not be enough in tomorrow’s world. Become a master at what you do.</p>\r\n\r\n<p><b>2. Sharpen Your EQ Skills</b></p>\r\n\r\n<p>A person’s emotional intelligence quotient (EQ) has been shown to be one of the best predictors of whether they rise to the top in their organization or get booted out the door. “EQ denotes a high ability to shift gears in different social and business settings, saying the right thing at the right time, and knowing when to listen and when to talk,” Stearns explains. If you think you may have an EQ deficit, hiring a coach could mean the difference between a great future career and a mediocre one.</p>\r\n\r\n<p><b>3. Continually Explore Better Processes</b></p>\r\n\r\n<p>Perfecting and evolving the work process is critical for a business’ long-term success. What might this mean to individual employees? Processes that have worked in the past might not always be the best for the future. Being the one who brings bigger and better techniques into the company’s fold sheds light on that person’s value and sets him or her up for continued success.</p>\r\n\r\n<p><b>4. Sharpen Practical Creativity</b></p>\r\n\r\n<p>Employers say it’s hard finding people who come up with good ideas they can implement. It may be harder to sharpen your skills in this particular area, but there are things you can do, even if you’re not prone to creativity. Surround yourself with creative mentors and teammates. Go to conferences outside your industry. You’ll be surprised how, combined with a strong process, your productivity can improve.</p>\r\n\r\n<p><b>5. Network Smarter</b></p>\r\n\r\n<p>Good networking includes going to workshops and conferences in and outside your industry. Great networking means seeking out several people every week to have coffee with who are successful and listening intently, even if there isn’t an obvious benefit to you in the short term.</p>\r\n\r\n<p>“Solid decision-making and preparation for the future are mandatory for me as a successful business owner and professional financial planner,” Stearns says. “The future stars around you are preparing and figuring out how to make themselves absolutely indispensable to their organization.”</p>\r\n\r\n<p>Are you ready to surf the tsunami of change that is coming — or will you be crushed by it?</p>','How to make yourself indispensable for today and tomorrow','','publish','open','open','','how-to-make-yourself-indispensable-for-today-and-tomorrow','','\nhttp://heathbrothers.com/books/decisive/','2016-04-06 15:20:10','2016-04-06 15:20:10','',0,'http://www.danamanciagli.com/?p=5850',0,'post','',0),(5831,8264,'2016-03-15 14:23:48','2016-03-15 14:23:48','4 tips on succeeding in a flexible work environment','4 tips on succeeding in a flexible work environment','4 tips on succeeding in a flexible work environment','inherit','open','closed','','img_1123-2','','','2016-03-15 14:24:10','2016-03-15 14:24:10','',5823,'http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123.jpg',0,'attachment','image/jpeg',0),(5832,8264,'2016-03-15 14:25:03','2016-03-15 14:25:03','[caption id=\"attachment_5831\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123-300x200.jpg\" alt=\"4 tips on succeeding in a flexible work environment\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5831\" /></a> 4 tips on succeeding in a flexible work environment[/caption]<p>It wasn’t that long ago when “going to work” always meant the same thing: traveling to the same place, at the same time, on the same days as everyone else.</p>\r\n\r\n<p>Not anymore.</p>\r\n\r\n<p>According to a recent <a href=\"http://www.worklifefit.com/research\">national survey</a> of full-time U.S. employees, co-sponsored by Flex+Strategy Group/Work+Life Fit Inc. (FSG/WLF) and Citrix, one-third of respondents said they did most of their work from a remote location away from their employer’s site. Almost all employees reported they have some level of work-life flexibility.</p>\r\n\r\n<p>Since most of us have wiggle room in the way we work, then how do we take advantage of that flexibility to be more productive and happy?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cali%20Yost\">Cali Yost</a>, CEO of FSG/WLF, shared some tips with me on how to achieve flexible work success.</p>\r\n\r\n<p><b>1. Prove you’re trustworthy by consistently delivering</b></p>\r\n\r\n<p>The research found that nine out of 10 full-time employees feel their managers trust them to do their jobs regardless of when or where they work. “You will have more freedom to work flexibly if you consistently reaffirm your trustworthiness,” Yost says. She advises that employees regularly confirm deadlines and deliverables; keep managers and colleagues up to date on progress; and deliver as promised regardless of where, when, or how you do your job.</p>\r\n\r\n<p><b>2. Use technology to collaborate</b></p>\r\n\r\n<p>According to the survey, we’re stuck in the 1990s when it comes to using technology to keep colleagues informed about our work. Most of us still use email, word documents, and spreadsheets to keep others updated. And we’re inconsistent in how we store, share, and access work across personal and company devices.</p>\r\n\r\n<p>A few technologies that help solve this issue are secure, cloud-based, file sharing solutions such as DropBox, GoogleDocs, and ShareFile. Video conferencing options like GoToMeeting and WebEx can help people meet and work on documents together in real time. Project management software such as Asana, Podio, and Slack can help teams centralize communications and track progress.</p>\r\n\r\n<p>“Leading companies have adopted mobile workspaces, next generation ‘desktops’ that give employees access to their work content on the same devices they use in their personal lives,” says Citrix’s Natalie Lambert, a well-known expert on mobile workspace strategy. This means employees have access to all of the applications, corporate data, and other internal resources they need to get their jobs done.</p>\r\n\r\n<p><b>3. Coordinate your flexibility with colleagues, not just the boss</b></p>\r\n\r\n<p>Only half of survey respondents said they shared their plans to make informal changes in how, when, and where they worked with their teammates. “Since employees are spread across multiple locations, working at different times, we need to coordinate more intentionally with co-workers to ensure everything gets done,” Yost says. She suggests providing teammates with a weekly heads up about flexible work plans, letting them know how you can be reached so time isn’t wasted trying to find you or a piece of work.</p>\r\n\r\n<p><b>4. Learn to use work flexibility to achieve your goals, on and off the job</b></p>\r\n\r\n<p>According to the research, even though most respondents said they had some type of work life flexibility, a majority (52 percent) reported they received no training or guidance on how to use that flexibility. “Training and guidance would help employees figure out if they could occasionally work off site to finish a report in a quiet space or adjust their schedule a few times a week to hit the gym,” Yost says. “The key is to learn how to make those occasional tweaks happen in a way that meets your needs and the needs of the business.”</p>\r\n\r\n<p>When we have major or minor life changes — a need to provide elder care or child care, or construction that adds to a commute – Yost says employees need to learn how to propose a formal plan to change their work style.</p>\r\n\r\n<p>The way we work has changed but with better communication, coordination, and skill building, flexible work success can be yours!</p>','4 tips on succeeding in a flexible work environment','','inherit','closed','closed','','5823-autosave-v1','','','2016-03-15 14:25:03','2016-03-15 14:25:03','',5823,'http://www.danamanciagli.com/5823-autosave-v1/',0,'revision','',0),(5833,8264,'2016-03-15 14:24:55','2016-03-15 14:24:55','[caption id=\"attachment_5831\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123-300x200.jpg\" alt=\"4 tips on succeeding in a flexible work environment\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5831\" /></a> 4 tips on succeeding in a flexible work environment[/caption]<p>It wasn’t that long ago when “going to work” always meant the same thing: traveling to the same place, at the same time, on the same days as everyone else.</p>\r\n\r\n<p>Not anymore.</p>\r\n\r\n<p>According to a recent <a href=\"http://www.worklifefit.com/research\">national survey</a> of full-time U.S. employees, co-sponsored by Flex+Strategy Group/Work+Life Fit Inc. (FSG/WLF) and Citrix, one-third of respondents said they did most of their work from a remote location away from their employer’s site. Almost all employees reported they have some level of work-life flexibility.</p>\r\n\r\n<p>Since most of us have wiggle room in the way we work, then how do we take advantage of that flexibility to be more productive and happy?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cali%20Yost\">Cali Yost</a>, CEO of FSG/WLF, shared some tips with me on how to achieve flexible work success.</p>\r\n\r\n<p><b>1. Prove you’re trustworthy by consistently delivering</b></p>\r\n\r\n<p>The research found that nine out of 10 full-time employees feel their managers trust them to do their jobs regardless of when or where they work. “You will have more freedom to work flexibly if you consistently reaffirm your trustworthiness,” Yost says. She advises that employees regularly confirm deadlines and deliverables; keep managers and colleagues up to date on progress; and deliver as promised regardless of where, when, or how you do your job.</p>\r\n\r\n<p><b>2. Use technology to collaborate</b></p>\r\n\r\n<p>According to the survey, we’re stuck in the 1990s when it comes to using technology to keep colleagues informed about our work. Most of us still use email, word documents, and spreadsheets to keep others updated. And we’re inconsistent in how we store, share, and access work across personal and company devices.</p>\r\n\r\n<p>A few technologies that help solve this issue are secure, cloud-based, file sharing solutions such as DropBox, GoogleDocs, and ShareFile. Video conferencing options like GoToMeeting and WebEx can help people meet and work on documents together in real time. Project management software such as Asana, Podio, and Slack can help teams centralize communications and track progress.</p>\r\n\r\n<p>“Leading companies have adopted mobile workspaces, next generation ‘desktops’ that give employees access to their work content on the same devices they use in their personal lives,” says Citrix’s Natalie Lambert, a well-known expert on mobile workspace strategy. This means employees have access to all of the applications, corporate data, and other internal resources they need to get their jobs done.</p>\r\n\r\n<p><b>3. Coordinate your flexibility with colleagues, not just the boss</b></p>\r\n\r\n<p>Only half of survey respondents said they shared their plans to make informal changes in how, when, and where they worked with their teammates. “Since employees are spread across multiple locations, working at different times, we need to coordinate more intentionally with co-workers to ensure everything gets done,” Yost says. She suggests providing teammates with a weekly heads up about flexible work plans, letting them know how you can be reached so time isn’t wasted trying to find you or a piece of work.</p>\r\n\r\n<p><b>4. Learn to use work flexibility to achieve your goals, on and off the job</b></p>\r\n\r\n<p>According to the research, even though most respondents said they had some type of work life flexibility, a majority (52 percent) reported they received no training or guidance on how to use that flexibility. “Training and guidance would help employees figure out if they could occasionally work off site to finish a report in a quiet space or adjust their schedule a few times a week to hit the gym,” Yost says. “The key is to learn how to make those occasional tweaks happen in a way that meets your needs and the needs of the business.”</p>\r\n\r\n<p>When we have major or minor life changes — a need to provide elder care or child care, or construction that adds to a commute – Yost says employees need to learn how to propose a formal plan to change their work style.</p>\r\n\r\n<p>The way we work has changed but with better communication, coordination, and skill building, flexible work success can be yours!</p>','4 tips on succeeding in a flexible work environment','','inherit','closed','closed','','5823-revision-v1','','','2016-03-15 14:24:55','2016-03-15 14:24:55','',5823,'http://www.danamanciagli.com/5823-revision-v1/',0,'revision','',0),(5834,8264,'2016-03-15 14:29:44','2016-03-15 14:29:44','6 leadership styles that are crushing workers\' enthusiasm','6 leadership styles that are crushing workers enthusiasm','6 leadership styles that are crushing workers\' enthusiasm','inherit','open','closed','','6-leadership-styles-that-are-crushing-workers-enthusiasm-2','','','2016-03-15 14:29:52','2016-03-15 14:29:52','',5821,'http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm.jpg',0,'attachment','image/jpeg',0),(5835,8264,'2016-03-15 14:31:01','2016-03-15 14:31:01','[caption id=\"attachment_5834\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm-300x200.jpg\" alt=\"6 leadership styles that are crushing workers&#039; enthusiasm\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5834\" /></a> 6 leadership styles that are crushing workers\' enthusiasm[/caption]<p>Crushing work environments drain people of the energy and enthusiasm needed to do great work. Such environments infect the whole workplace, and what’s worse, they limit a business’s ability to achieve desired results.</p>\r\n\r\n<p>\"Workplace optimism is choked before it can even emerge,” explains <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Shawn%20Murphy\">Shawn Murphy</a>, author of <a href=\"http://www.amazon.com/The-Optimistic-Workplace-Environment-Energizes/dp/0814436196\"><i>The Optimistic Workplace</i></a>.</p>\r\n\r\n<p>I spoke to Murphy, and he explained that workplace optimism isn’t about one’s perspective as an optimist or a pessimist.</p>\r\n\r\n<p>“It’s about people feeling hopeful that good things will come from hard work,” he says.</p>\r\n\r\n<p>In short, the optimism Murphy describes emerges as a perception of the work environment based on how employees feel about it.</p>\r\n\r\n<p>Murphy explains that there are six destructive management symptoms that stop optimism from emerging. These crush work environments, reducing them to negative soul-sucking places to work.</p>\r\n\r\n<p><b>Symptom 1: Blind Impact</b></p>\r\n\r\n<p>This is when a leader is unaware of how his actions, attitudes, and words impact others.</p>\r\n\r\n<p><b>Symptom 2: Antisocial Leadership</b></p>\r\n\r\n<p>An antisocial leader lacks the ability or drive to encourage, build, and evolve a community of people united by a shared purpose.</p>\r\n\r\n<p><b>Symptom 3: Chronic Change Resistance</b></p>\r\n\r\n<p>This is a leader’s unwillingness to initiate change to help a team and organization remain relevant.</p>\r\n\r\n<p><b>Symptom 4: Profit Myopia</b></p>\r\n\r\n<p>Leaders with this symptom cling to the outdated belief that profit is the best success measure. Leaders are unable to define success beyond making money. Short-term thinking dominates the leader’s actions to generate profit for the business.</p>\r\n\r\n<p><b>Symptom 5: Constipated Inspiration</b></p>\r\n\r\n<p>This symptom infects a leader’s style and prevents him from learning what and how to inspire his team.</p>\r\n\r\n<p><b>Symptom 6: Silo Syndrome</b></p>\r\n\r\n<p>A leader afflicted with silo syndrome cannot see beyond his immediate responsibilities and has no awareness of the impacts his decisions have on others.</p>\r\n\r\n<p>The good news is that these symptoms can be overcome by shifting the way you lead. Murphy explains that the following actions can reverse the effects of destructive management that crush work environments. These actions can also help create the optimistic workplace.</p>\r\n\r\n<p><b>1. Know and show your values</b></p>\r\n\r\n<p>Your presence and leadership style has the greatest impact on employees’ performance. “To deepen your awareness of how you impact others, identify, define, and know what behaviors align with what’s important to you,” says Murphy. He recommends<a href=\"http://igniter.valuesbasedleader.com/\">Igniter</a> from Luck Companies, a free tool to help identify your values.</p>\r\n\r\n<p><b>2. Define your team’s purpose</b></p>\r\n\r\n<p>“Not enough leaders know their team’s ‘why,’” Murphy explains. Too many leaders have fallen into a rut when it comes to inspiring their employees and connecting their work to the company’s strategies. He recommends spending time with your team to identify the reason they exist. Spend time uncovering why the team’s efforts are important. This is an iterative conversation that will take a few cycles to define.</p>\r\n\r\n<p><b>3. Create clarity</b></p>\r\n\r\n<p>Too often, employees are unaware of their goals, or don’t know which work is a priority. This type of ambiguity can be overcome by spending time talking with employees about what success looks like and what the team’s priorities are. “Team confusion over goals and priorities is a leadership problem,” Murphy says. It’s important to coach employees to prioritize their daily work by keeping in mind the company’s strategic and operational needs.</p>\r\n\r\n<p><b>4. Network across the company</b></p>\r\n\r\n<p>It’s not uncommon for leaders to spend 80 percent of their time in meetings, preventing them from developing or deepening relationships across the company. Murphy says, “Business has been and always will be built on relationships.” This includes the relationships you build with others within the company. To learn what’s happening outside your team, it’s vital to know what others are doing. Influential leaders can see both the forest and the trees.</p>\r\n\r\n<p><b>5. Implement one-on-ones</b></p>\r\n\r\n<p>The best way to learn what your employees’ needs are is to spend time in one-on-ones with them. “Learn what they want to accomplish right now in their work,” explains Murphy. “Learn what their personal values are. Get to know what they like to do outside work.” One-on-ones traditionally have been ways for leaders to check on employees. He advocates a more contemporary view of this critical leadership practice.</p>\r\n\r\n<p>Murphy cited <a href=\"http://www.prweb.com/releases/2012/10/prweb10013402.htm\">research from TellYourBoss.com</a> that found that 65 percent of employees preferred a new boss over getting a pay increase. Today’s workplaces don’t need to be a negative influence. They can be energizing. In his new book, Murphy advocates that leaders should take action and create a positive environment for their teams. Given the low engagement numbers in businesses around the world, a little optimism can be a significant boost to morale.</p>','6 leadership styles that are crushing workers\' enthusiasm','','inherit','closed','closed','','5821-autosave-v1','','','2016-03-15 14:31:01','2016-03-15 14:31:01','',5821,'http://www.danamanciagli.com/5821-autosave-v1/',0,'revision','',0),(5836,8264,'2016-03-15 14:30:21','2016-03-15 14:30:21','[caption id=\"attachment_5834\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm-300x200.jpg\" alt=\"6 leadership styles that are crushing workers&#039; enthusiasm\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5834\" /></a> 6 leadership styles that are crushing workers\' enthusiasm[/caption]<p>Crushing work environments drain people of the energy and enthusiasm needed to do great work. Such environments infect the whole workplace, and what’s worse, they limit a business’s ability to achieve desired results.</p>\r\n\r\n<p>\"Workplace optimism is choked before it can even emerge,” explains <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Shawn%20Murphy\">Shawn Murphy</a>, author of <a href=\"http://www.amazon.com/The-Optimistic-Workplace-Environment-Energizes/dp/0814436196\"><i>The Optimistic Workplace</i></a>.</p>\r\n\r\n<p>I spoke to Murphy, and he explained that workplace optimism isn’t about one’s perspective as an optimist or a pessimist.</p>\r\n\r\n<p>“It’s about people feeling hopeful that good things will come from hard work,” he says.</p>\r\n\r\n<p>In short, the optimism Murphy describes emerges as a perception of the work environment based on how employees feel about it.</p>\r\n\r\n<p>Murphy explains that there are six destructive management symptoms that stop optimism from emerging. These crush work environments, reducing them to negative soul-sucking places to work.</p>\r\n\r\n<p><b>Symptom 1: Blind Impact</b></p>\r\n\r\n<p>This is when a leader is unaware of how his actions, attitudes, and words impact others.</p>\r\n\r\n<p><b>Symptom 2: Antisocial Leadership</b></p>\r\n\r\n<p>An antisocial leader lacks the ability or drive to encourage, build, and evolve a community of people united by a shared purpose.</p>\r\n\r\n<p><b>Symptom 3: Chronic Change Resistance</b></p>\r\n\r\n<p>This is a leader’s unwillingness to initiate change to help a team and organization remain relevant.</p>\r\n\r\n<p><b>Symptom 4: Profit Myopia</b></p>\r\n\r\n<p>Leaders with this symptom cling to the outdated belief that profit is the best success measure. Leaders are unable to define success beyond making money. Short-term thinking dominates the leader’s actions to generate profit for the business.</p>\r\n\r\n<p><b>Symptom 5: Constipated Inspiration</b></p>\r\n\r\n<p>This symptom infects a leader’s style and prevents him from learning what and how to inspire his team.</p>\r\n\r\n<p><b>Symptom 6: Silo Syndrome</b></p>\r\n\r\n<p>A leader afflicted with silo syndrome cannot see beyond his immediate responsibilities and has no awareness of the impacts his decisions have on others.</p>\r\n\r\n<p>The good news is that these symptoms can be overcome by shifting the way you lead. Murphy explains that the following actions can reverse the effects of destructive management that crush work environments. These actions can also help create the optimistic workplace.</p>\r\n\r\n<p><b>1. Know and show your values</b></p>\r\n\r\n<p>Your presence and leadership style has the greatest impact on employees’ performance. “To deepen your awareness of how you impact others, identify, define, and know what behaviors align with what’s important to you,” says Murphy. He recommends<a href=\"http://igniter.valuesbasedleader.com/\">Igniter</a> from Luck Companies, a free tool to help identify your values.</p>\r\n\r\n<p><b>2. Define your team’s purpose</b></p>\r\n\r\n<p>“Not enough leaders know their team’s ‘why,’” Murphy explains. Too many leaders have fallen into a rut when it comes to inspiring their employees and connecting their work to the company’s strategies. He recommends spending time with your team to identify the reason they exist. Spend time uncovering why the team’s efforts are important. This is an iterative conversation that will take a few cycles to define.</p>\r\n\r\n<p><b>3. Create clarity</b></p>\r\n\r\n<p>Too often, employees are unaware of their goals, or don’t know which work is a priority. This type of ambiguity can be overcome by spending time talking with employees about what success looks like and what the team’s priorities are. “Team confusion over goals and priorities is a leadership problem,” Murphy says. It’s important to coach employees to prioritize their daily work by keeping in mind the company’s strategic and operational needs.</p>\r\n\r\n<p><b>4. Network across the company</b></p>\r\n\r\n<p>It’s not uncommon for leaders to spend 80 percent of their time in meetings, preventing them from developing or deepening relationships across the company. Murphy says, “Business has been and always will be built on relationships.” This includes the relationships you build with others within the company. To learn what’s happening outside your team, it’s vital to know what others are doing. Influential leaders can see both the forest and the trees.</p>\r\n\r\n<p><b>5. Implement one-on-ones</b></p>\r\n\r\n<p>The best way to learn what your employees’ needs are is to spend time in one-on-ones with them. “Learn what they want to accomplish right now in their work,” explains Murphy. “Learn what their personal values are. Get to know what they like to do outside work.” One-on-ones traditionally have been ways for leaders to check on employees. He advocates a more contemporary view of this critical leadership practice.</p>\r\n\r\n<p>Murphy cited <a href=\"http://www.prweb.com/releases/2012/10/prweb10013402.htm\">research from TellYourBoss.com</a> that found that 65 percent of employees preferred a new boss over getting a pay increase. Today’s workplaces don’t need to be a negative influence. They can be energizing. In his new book, Murphy advocates that leaders should take action and create a positive environment for their teams. Given the low engagement numbers in businesses around the world, a little optimism can be a significant boost to morale.</p>','6 leadership styles that are crushing workers\' enthusiasm','','inherit','closed','closed','','5821-revision-v1','','','2016-03-15 14:30:21','2016-03-15 14:30:21','',5821,'http://www.danamanciagli.com/5821-revision-v1/',0,'revision','',0),(5837,8264,'2016-03-15 14:34:50','2016-03-15 14:34:50','3 ways millennials will change your business','3 ways millennials will change your business','3 ways millennials will change your business','inherit','open','closed','','img_0814','','','2016-03-15 14:35:01','2016-03-15 14:35:01','',5814,'http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814.jpg',0,'attachment','image/jpeg',0),(5838,8264,'2016-03-15 14:35:52','2016-03-15 14:35:52','[caption id=\"attachment_5837\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814-300x200.jpg\" alt=\"3 ways millennials will change your business\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5837\" /></a> 3 ways millennials will change your business[/caption]<p>Last year, millennials surpassed Generation X in the workplace.</p>\r\n\r\n<p>Today, in the U.S., one in three workers is a millennial, someone between the ages of 18 and 34.</p>\r\n\r\n<p>They’re numerically the largest generation, standing strong at an estimated 80 million.</p>\r\n\r\n<p>But beyond the numbers, the millennial mindset is changing traditional views of business, creating challenges and opportunities.</p>\r\n\r\n<p>A 2015 <a href=\"http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html\">Deloitte survey</a> highlights the millennial attitude:</p>\r\n<ul>\r\n	<li>About 6 in 10 respondents said a sense of purpose is part of the reason they chose to work for their current employer.</li>\r\n	<li>Nearly 64 percent believe businesses are focused on their own agendas rather than helping to improve society.</li>\r\n	<li>The 2014 survey showed that only 28 percent of millennials felt that their current organization is making full use of their skills.</li>\r\n</ul>\r\n<p>Businesses need to focus on more than just profits and embrace new skill sets to tap into the strength of millennial leaders. While making a business and leadership shift will be challenging, it is necessary to remain relevant in the face of these new realities.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Jon%20Mertz\">Jon Mertz</a>, author of <a href=\"https://www.thindifference.com/\"><i>Activate Leadership: Aspen Truths to Empower Millennial Leaders</i></a>, focuses on bringing generations together to guide and challenge millennials in the workplace. According to Mertz, while current generations need to provide a foundation, millennials will mold it in three key ways.</p>\r\n\r\n<p><b>1. Strengthening Purpose in Profit</b></p>\r\n\r\n<p>Businesses are driven by at least two purposes: an internal purpose in active projects and a higher purpose in what is offered and delivered externally as products and services. Purpose exists in most business activities. What is usually lacking is clarity.</p>\r\n\r\n<p>When a project is undertaken with teams, the reason needs to be communicated clearly. The following three questions need to be answered succinctly:</p>\r\n<ul>\r\n	<li>Why do we need to move from Point A to Point B?</li>\r\n	<li>Why can we no longer stay at Point A?</li>\r\n	<li>What does Point B look like when achieved?</li>\r\n</ul>\r\n<p>Outside of projects, communicating what role your products and services offer in terms of purpose is essential. Products and services play a role in making your customers lives better. Define this higher purpose in what your business offers and then communicate it clearly and often.</p>\r\n\r\n<p>An emerging way to design your business is to establish a B Corporation. B Corporations are built and held accountable to positively impact social and environmental needs. “Purpose is built into the business through B Corporations, and I believe we will see more millennials adopting this model in the businesses they lead,” said Mertz.</p>\r\n\r\n<p><b>2. Using Empathy to Lead Collaboratively</b></p>\r\n\r\n<p>Empathy is too often viewed as just a warm and fluffy idea. The new reality is that empathy delivers strength in leadership by understanding another’s condition from their perspective and adopting a helping mindset. Leaders who get this right strengthen their collaborative skills and will achieve more productive results.</p>\r\n\r\n<p>“To operationalize empathy, businesses need to become flatter organizations, so people work more closely together to solve a customer problem or innovate to deliver a better product,” said Mertz. “Within this mix, accountability is required. No one is above the principles and values of the organization.”</p>\r\n\r\n<p>The key is collaboration across a broader, more diverse, range of individuals. Social technologies have extended the ability to collaborate over longer distances and millennials are using the technology to collaborate more effectively. Define the right technologies and then determine ways to leverage them to support greater empathy in collaborative relationships and deliver stronger solutions and results.</p>\r\n\r\n<p><b>3. Solve Problems For the Long Haul</b></p>\r\n\r\n<p>Businesses are often criticized for having a short-term view on performance and solutions. Quarterly results trump long-term results. Investors get impatient, but leaders do as well. Millennials are tired of problems being kicked down the road. Solving problems now for the longer term is vital. In many ways, solving problems for the long haul serves a higher purpose as well, leaving the operations and strategy in better shape than before.</p>\r\n\r\n<p>“What businesses need to do is take the longer term challenge and design a longer term solution,” contends Mertz. “When this is done, the solution needs to be broken down into achievable, smaller bundles of solutions. Time stitches the smaller solutions together in a logical, more impactful way.”</p>\r\n\r\n<p>Defining the overarching solution and the tangible steps to move toward the goal will keep millennials engaged while also building a more sustainable business. It’s a win-win approach. A mindset shift is required, along with a refreshed way to lead. Millennials will bring these shifts, but other generations need to lay the groundwork now.</p>\r\n\r\n<p>Business leaders need to embrace change and make the most of these strategies. Older generations need to step up to the challenge and support the changes needed to build a stronger future, engage millennial talent, and shape a lasting business legacy.</p>','3 ways millennials will change your business','','inherit','closed','closed','','5814-autosave-v1','','','2016-03-15 14:35:52','2016-03-15 14:35:52','',5814,'http://www.danamanciagli.com/5814-autosave-v1/',0,'revision','',0),(5839,8264,'2016-03-15 14:35:38','2016-03-15 14:35:38','[caption id=\"attachment_5837\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814-300x200.jpg\" alt=\"3 ways millennials will change your business\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5837\" /></a> 3 ways millennials will change your business[/caption]<p>Last year, millennials surpassed Generation X in the workplace.</p>\r\n\r\n<p>Today, in the U.S., one in three workers is a millennial, someone between the ages of 18 and 34.</p>\r\n\r\n<p>They’re numerically the largest generation, standing strong at an estimated 80 million.</p>\r\n\r\n<p>But beyond the numbers, the millennial mindset is changing traditional views of business, creating challenges and opportunities.</p>\r\n\r\n<p>A 2015 <a href=\"http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html\">Deloitte survey</a> highlights the millennial attitude:</p>\r\n<ul>\r\n	<li>About 6 in 10 respondents said a sense of purpose is part of the reason they chose to work for their current employer.</li>\r\n	<li>Nearly 64 percent believe businesses are focused on their own agendas rather than helping to improve society.</li>\r\n	<li>The 2014 survey showed that only 28 percent of millennials felt that their current organization is making full use of their skills.</li>\r\n</ul>\r\n<p>Businesses need to focus on more than just profits and embrace new skill sets to tap into the strength of millennial leaders. While making a business and leadership shift will be challenging, it is necessary to remain relevant in the face of these new realities.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Jon%20Mertz\">Jon Mertz</a>, author of <a href=\"https://www.thindifference.com/\"><i>Activate Leadership: Aspen Truths to Empower Millennial Leaders</i></a>, focuses on bringing generations together to guide and challenge millennials in the workplace. According to Mertz, while current generations need to provide a foundation, millennials will mold it in three key ways.</p>\r\n\r\n<p><b>1. Strengthening Purpose in Profit</b></p>\r\n\r\n<p>Businesses are driven by at least two purposes: an internal purpose in active projects and a higher purpose in what is offered and delivered externally as products and services. Purpose exists in most business activities. What is usually lacking is clarity.</p>\r\n\r\n<p>When a project is undertaken with teams, the reason needs to be communicated clearly. The following three questions need to be answered succinctly:</p>\r\n<ul>\r\n	<li>Why do we need to move from Point A to Point B?</li>\r\n	<li>Why can we no longer stay at Point A?</li>\r\n	<li>What does Point B look like when achieved?</li>\r\n</ul>\r\n<p>Outside of projects, communicating what role your products and services offer in terms of purpose is essential. Products and services play a role in making your customers lives better. Define this higher purpose in what your business offers and then communicate it clearly and often.</p>\r\n\r\n<p>An emerging way to design your business is to establish a B Corporation. B Corporations are built and held accountable to positively impact social and environmental needs. “Purpose is built into the business through B Corporations, and I believe we will see more millennials adopting this model in the businesses they lead,” said Mertz.</p>\r\n\r\n<p><b>2. Using Empathy to Lead Collaboratively</b></p>\r\n\r\n<p>Empathy is too often viewed as just a warm and fluffy idea. The new reality is that empathy delivers strength in leadership by understanding another’s condition from their perspective and adopting a helping mindset. Leaders who get this right strengthen their collaborative skills and will achieve more productive results.</p>\r\n\r\n<p>“To operationalize empathy, businesses need to become flatter organizations, so people work more closely together to solve a customer problem or innovate to deliver a better product,” said Mertz. “Within this mix, accountability is required. No one is above the principles and values of the organization.”</p>\r\n\r\n<p>The key is collaboration across a broader, more diverse, range of individuals. Social technologies have extended the ability to collaborate over longer distances and millennials are using the technology to collaborate more effectively. Define the right technologies and then determine ways to leverage them to support greater empathy in collaborative relationships and deliver stronger solutions and results.</p>\r\n\r\n<p><b>3. Solve Problems For the Long Haul</b></p>\r\n\r\n<p>Businesses are often criticized for having a short-term view on performance and solutions. Quarterly results trump long-term results. Investors get impatient, but leaders do as well. Millennials are tired of problems being kicked down the road. Solving problems now for the longer term is vital. In many ways, solving problems for the long haul serves a higher purpose as well, leaving the operations and strategy in better shape than before.</p>\r\n\r\n<p>“What businesses need to do is take the longer term challenge and design a longer term solution,” contends Mertz. “When this is done, the solution needs to be broken down into achievable, smaller bundles of solutions. Time stitches the smaller solutions together in a logical, more impactful way.”</p>\r\n\r\n<p>Defining the overarching solution and the tangible steps to move toward the goal will keep millennials engaged while also building a more sustainable business. It’s a win-win approach. A mindset shift is required, along with a refreshed way to lead. Millennials will bring these shifts, but other generations need to lay the groundwork now.</p>\r\n\r\n<p>Business leaders need to embrace change and make the most of these strategies. Older generations need to step up to the challenge and support the changes needed to build a stronger future, engage millennial talent, and shape a lasting business legacy.</p>','3 ways millennials will change your business','','inherit','closed','closed','','5814-revision-v1','','','2016-03-15 14:35:38','2016-03-15 14:35:38','',5814,'http://www.danamanciagli.com/5814-revision-v1/',0,'revision','',0),(5842,1,'2016-03-22 22:00:28','2016-03-22 22:00:28','','Order &ndash; March 22, 2016 @ 10:00 PM','','wc-processing','open','closed','order_56f1c078276a1','order-mar-22-2016-1000-pm','','','2016-03-22 22:00:28','2016-03-22 22:00:28','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5842',0,'shop_order','',2),(5847,8264,'2016-03-29 14:23:11','2016-03-29 14:23:11','[caption id=\"attachment_5807\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335-300x200.jpg\" alt=\"5 tips for working with freelancers\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5807\" /></a> 5 tips for working with freelancers[/caption]<p>The life of a freelancer is compelling to many. Be your own boss, travel freely, and work whenever you want.</p>\r\n\r\n<p>So it’s not surprising that a growing number of individuals choose to work this way. In fact, <a href=\"https://www.freelancersunion.org/blog/dispatches/2015/10/01/freelancing-america-2015/\">nearly one-third of the U.S. workforce</a>— 54 million Americans — has done freelance work in the past year.</p>\r\n\r\n<p>To get a better sense for how companies can best work with freelance talent, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Mehul%20Patel\">Mehul Patel</a>, CEO of <a href=\"https://hired.com/\">Hired</a>, an online marketplace that brings together qualified people and the companies that want to hire them.</p>\r\n\r\n<p>Patel has heard from both parties about the needs, benefits, and pitfalls of freelance work. Here’s what he suggests for companies looking to make a freelance hire:</p>\r\n\r\n<p><b>1. Move quickly through the freelance hiring process</b></p>\r\n\r\n<p>The long, cumbersome interview process can be frustrating for any job candidate, but it simply isn’t acceptable to freelancers. Because freelancers cannot rely on steady salaries from their current employers, every hour they are not billing is a missed revenue opportunity. If you ask them to endure the same lengthy hiring process as your full-time, permanent employees, they’ll be long gone and working for someone else by the time the process is over.</p>\r\n\r\n<p>To avoid this situation, it’s important for companies to set up expedited recruitment and interview protocols specific to freelancers. For example, the vetting process should be streamlined to a standard set of requirements, the number of necessary interviews should be reduced, and compensation should be research-based and fair. Quality matters, so contract work is not the place to cut costs. A speedy hiring experience will show that you are aware and respectful of freelancers’ time and will start off your working relationship on the right foot.</p>\r\n\r\n<p><b>2. Build a pipeline of candidates</b></p>\r\n\r\n<p>The hardest part for companies is often finding the right freelancer, and that can be highly competitive. Too many businesses begin the hiring process when they are already behind schedule on a project, so they need someone to start immediately. As a result, skilled freelancers often interview at multiple places at the same time and are off the market within one to two weeks. To attract and secure the right talent in a timely manner, companies need to interview contractors when there isn’t an immediate need. This relationship-driven approach to recruitment will help companies build a pipeline of freelance talent that can be plugged into projects without a lot of lead time. Not only will this help speed up the hiring process, but it will ensure that companies don’t miss out on high-quality freelance support during a time of need.</p>\r\n\r\n<p><b>3. Allow breathing room</b></p>\r\n\r\n<p>Freelancers love and need to have flexibility and control over when, where, why, and how they do their work. A study commissioned by the Freelancers Union and Upwork, “Freelancing in America: 2015,” said that <a href=\"https://www.upwork.com/i/freelancinginamerica2015/\">50 percent</a> of respondents say that no amount of money could persuade them to take a full-time gig. Bottom line: freelancers really hate micromanagement.</p>\r\n\r\n<p>That’s why companies should take a step back and trust the individuals they hire to do their job well. After all, the best contractors specialize in doing what they love and are usually really good at it. The role of the company is to give any worker, full or part-time, the tools, institutional knowledge, time constraints, and empowerment to reach a successful outcome, without telling them <i>how</i> to get there.</p>\r\n\r\n<p><b>4. Treat freelancers like partners</b></p>\r\n\r\n<p>Whether you’re working with a junior employee at your office, an advertising agency, or a freelance software developer, people do better work when they feel appreciated and respected. To get the most out of a freelance relationship, companies should focus on forming a true partnership between the freelancer and the rest of the team, uniting everyone involved on goals, progress, and setbacks. This type of insight helps these individuals to produce a work product in line with your mission, expectations, and timeline.</p>\r\n\r\n<p><b>5. Pay on time</b></p>\r\n\r\n<p>This seems basic, but it is one of the top areas for miscommunication between companies and freelancers. Before a free agent begins working, both parties must be crystal clear on when and how they will be compensated. If the project’s scope evolves or switches direction, which it often does, you should be prepared to pay for any additional time.</p>\r\n\r\n<p>Complete and prompt payment isn\'t just good for the freelancer. If the employer ever wants to hire a reputable freelancer again, it is in their best interest to be reliable.</p>\r\n\r\n<p>As the freelance workforce continues to grow, contractors will become an even bigger part of companies’ staffing strategies for specialized skillsets or project-based clients. In order to make sure the relationship is positive and productive, Patel advises companies to start with a clean slate. Forget everything you know about hiring a full-time employee and tailor the entire experience for contract work.</p>','5 tips for working with freelancers','','inherit','closed','closed','','5661-revision-v1','','','2016-03-29 14:23:11','2016-03-29 14:23:11','',5661,'http://www.danamanciagli.com/5661-revision-v1/',0,'revision','',0);
INSERT INTO `wp_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (5848,8311,'2016-04-18 02:40:25','2016-04-18 02:40:25','[caption id=\"attachment_5857\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights.png\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Job-candidate-background-checks-Know-your-rights-300x199.png\" alt=\"Job candidate background checks: Know your rights\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5857\" /></a> Job candidate background checks: Know your rights[/caption]<p>As the general population continues to surge, the number of Millennials and new college graduates entering the workforce is exploding. The <a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/national_center_for_education_statistics/3346484\">National Center for Education Statistics</a> (NCES) projects that <a href=\"http://nces.ed.gov/pubs2013/2013008.pdf\">1.8 million</a> students will graduate with a bachelor\'s degree in 2015. In addition to the nearly two million grads this year, millennials officially surpassed Generation X to become the largest share of the American workforce, coming in at <a href=\"http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/\">53.5 million</a>.</p>\r\n\r\n<p>To better enable this population, employment opportunities programs are starting up, like Starbucks Coffee’s 100,000 Opportunities Initiative. The goal is to provide employment opportunities to this growing, yet often marginalized, group. With new positions and career tracks opening up, it’s important for this emerging workforce to understand their rights as candidates regarding background checks.</p>\r\n\r\n<p>I recently connected with <a href=\"https://www.linkedin.com/in/chrisdyer7\">Chris Dyer</a>, CEO and founder of<a href=\"http://www.peopleg2.com/\">PeopleG2</a>, to discuss the ever-changing laws dealing with background checks for job candidates. We also talked about how this new and growing demographic of young job candidates can navigate the hiring process and protect their rights.</p>\r\n\r\n<p>“In general, consumers and candidates are becoming very savvy about their rights,” Mr. Dyer says. “It’s more apparent with the flurry of Fair Credit Reporting Act (FCRA) class action lawsuits, which rose 26.8 percent <a href=\"http://dev.webrecon.com/debt-collection-litigation-cfpb-complaint-statistics-june-2015/\">in the last year</a>, according to the<a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/consumer_financial_protection_bureau/3324325\">Consumer Financial Protection Bureau</a>. But even with increased awareness, there are tens of millions of millennials who aren’t up to speed.”</p>\r\n\r\n<p>Job candidates need to know about these six important legal rights:</p>\r\n\r\n<p><b>1. Applicants should receive a copy of <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">A Summary of Your Rights under the Fair Credit Reporting Act</a></b></p>\r\n\r\n<p>The Fair Credit Reporting Act (FCRA) is a federal law to regulate how a person’s information is used by consumer reporting agencies. The summary is pretty straightforward but if you don’t get a copy from the potential employer, there are complete reports available <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">here</a>.</p>\r\n\r\n<p><b>2. A potential employer is required to obtain a release form to run a background check</b></p>\r\n\r\n<p>The release form should include the name and contact information of the company running the background check. The candidate should keep a copy of this form, including all contact information, for any future questions or updates.</p>\r\n\r\n<p><b>2. Candidates have a right to ask for a copy of their completed background check report</b></p>\r\n\r\n<p>It’s a really good idea for the candidate request a copy to review and ensure all data is accurate and up to date. If anything inaccurate is on the report, take action immediately to rectify the errors, even if they are minor inaccuracies. To do this, the candidate can contact the background checking company directly to assist with corrections. It’s not easy to predict what an employer will or won’t consider as a disqualifier.</p>\r\n\r\n<p><b>3. Always ask why you weren’t accepted for a position</b></p>\r\n\r\n<p>The potential employer must disclose to the candidate if they didn’t hire them because of something they found on the background check. If the denial is based on something from your background check, there are options for countering the decision directly with the employer or with the background checking company. You can then rectify any errors or at least explain to the employer the issues they presented.</p>\r\n\r\n<p><b>4. Potential employers are legally required to send a candidate a Pre-Adverse Action Letter</b></p>\r\n\r\n<p>The letter must inform the candidate that an adverse action may be considered based on items found during the background check. An Adverse Action informs you that you have been denied employment based on information in your background check. It should include the agency used to run your background check and the agency\'s contact information.</p>\r\n\r\n<p>This is very important because it provides you a 5-day window (state regulations may vary from 5 days, but 5 days is the legal minimum) to counter any discrepancies and correct any errors. The background checking company then has a minimum of 30 days to investigate any disputed information. After the 5 days, if nothing is disputed and changed, then the potential employer must provide the candidate with an Adverse Action letter or notice.</p>\r\n\r\n<p><b>5. Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information</b></p>\r\n\r\n<p>Be sure to keep all of your personal information current and correct. This includes maintaining a good credit score and a clean driving record, and working to remove any criminal infractions from your background. Get in touch with the reporting agency immediately if there are errors or data that need updating.</p>\r\n\r\n<p>For the millions of incoming candidates navigating employment opportunities and entering the workforce, Dyer says, “Be prepared! Even employers can be dismissive of your rights and in some cases the local laws, so don’t be afraid to ask questions and always be your own advocate.”</p>','Job candidate background checks: Know your rights','','publish','open','open','','job-candidate-background-checks-know-your-rights','','','2016-04-06 15:18:06','2016-04-06 15:18:06','',0,'http://www.danamanciagli.com/?p=5848',0,'post','',0),(5849,8264,'2016-03-29 16:39:49','2016-03-29 16:39:49','<p>As the general population continues to surge, the number of Millennials and new college graduates entering the workforce is exploding. The <a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/national_center_for_education_statistics/3346484\">National Center for Education Statistics</a> (NCES) projects that <a href=\"http://nces.ed.gov/pubs2013/2013008.pdf\">1.8 million</a> students will graduate with a bachelor\'s degree in 2015. In addition to the nearly two million grads this year, millennials officially surpassed Generation X to become the largest share of the American workforce, coming in at <a href=\"http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/\">53.5 million</a>.</p>\r\n\r\n<p>To better enable this population, employment opportunities programs are starting up, like Starbucks Coffee’s 100,000 Opportunities Initiative. The goal is to provide employment opportunities to this growing, yet often marginalized, group. With new positions and career tracks opening up, it’s important for this emerging workforce to understand their rights as candidates regarding background checks.</p>\r\n\r\n<p>I recently connected with <a href=\"https://www.linkedin.com/in/chrisdyer7\">Chris Dyer</a>, CEO and founder of<a href=\"http://www.peopleg2.com/\">PeopleG2</a>, to discuss the ever-changing laws dealing with background checks for job candidates. We also talked about how this new and growing demographic of young job candidates can navigate the hiring process and protect their rights.</p>\r\n\r\n<p>“In general, consumers and candidates are becoming very savvy about their rights,” Mr. Dyer says. “It’s more apparent with the flurry of Fair Credit Reporting Act (FCRA) class action lawsuits, which rose 26.8 percent <a href=\"http://dev.webrecon.com/debt-collection-litigation-cfpb-complaint-statistics-june-2015/\">in the last year</a>, according to the<a href=\"http://www.bizjournals.com/profiles/company/us/dc/washington/consumer_financial_protection_bureau/3324325\">Consumer Financial Protection Bureau</a>. But even with increased awareness, there are tens of millions of millennials who aren’t up to speed.”</p>\r\n\r\n<p>Job candidates need to know about these six important legal rights:</p>\r\n\r\n<p><b>1. Applicants should receive a copy of <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">A Summary of Your Rights under the Fair Credit Reporting Act</a></b></p>\r\n\r\n<p>The Fair Credit Reporting Act (FCRA) is a federal law to regulate how a person’s information is used by consumer reporting agencies. The summary is pretty straightforward but if you don’t get a copy from the potential employer, there are complete reports available <a href=\"https://www.consumer.ftc.gov/articles/pdf-0096-fair-credit-reporting-act.pdf\">here</a>.</p>\r\n\r\n<p><b>2. A potential employer is required to obtain a release form to run a background check</b></p>\r\n\r\n<p>The release form should include the name and contact information of the company running the background check. The candidate should keep a copy of this form, including all contact information, for any future questions or updates.</p>\r\n\r\n<p><b>2. Candidates have a right to ask for a copy of their completed background check report</b></p>\r\n\r\n<p>It’s a really good idea for the candidate request a copy to review and ensure all data is accurate and up to date. If anything inaccurate is on the report, take action immediately to rectify the errors, even if they are minor inaccuracies. To do this, the candidate can contact the background checking company directly to assist with corrections. It’s not easy to predict what an employer will or won’t consider as a disqualifier.</p>\r\n\r\n<p><b>3. Always ask why you weren’t accepted for a position</b></p>\r\n\r\n<p>The potential employer must disclose to the candidate if they didn’t hire them because of something they found on the background check. If the denial is based on something from your background check, there are options for countering the decision directly with the employer or with the background checking company. You can then rectify any errors or at least explain to the employer the issues they presented.</p>\r\n\r\n<p><b>4. Potential employers are legally required to send a candidate a Pre-Adverse Action Letter</b></p>\r\n\r\n<p>The letter must inform the candidate that an adverse action may be considered based on items found during the background check. An Adverse Action informs you that you have been denied employment based on information in your background check. It should include the agency used to run your background check and the agency\'s contact information.</p>\r\n\r\n<p>This is very important because it provides you a 5-day window (state regulations may vary from 5 days, but 5 days is the legal minimum) to counter any discrepancies and correct any errors. The background checking company then has a minimum of 30 days to investigate any disputed information. After the 5 days, if nothing is disputed and changed, then the potential employer must provide the candidate with an Adverse Action letter or notice.</p>\r\n\r\n<p><b>5. Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information</b></p>\r\n\r\n<p>Be sure to keep all of your personal information current and correct. This includes maintaining a good credit score and a clean driving record, and working to remove any criminal infractions from your background. Get in touch with the reporting agency immediately if there are errors or data that need updating.</p>\r\n\r\n<p>For the millions of incoming candidates navigating employment opportunities and entering the workforce, Dyer says, “Be prepared! Even employers can be dismissive of your rights and in some cases the local laws, so don’t be afraid to ask questions and always be your own advocate.”</p>','Job candidate background checks: Know your rights','','inherit','closed','closed','','5848-revision-v1','','','2016-03-29 16:39:49','2016-03-29 16:39:49','',5848,'http://www.danamanciagli.com/5848-revision-v1/',0,'revision','',0),(5829,8264,'2016-03-15 14:17:38','2016-03-15 14:17:38','4 ways for women to break into the tech industry','4 ways for women to break into the tech industry','4 ways for women to break into the tech industry','inherit','open','closed','','img_0896','','','2016-03-15 14:17:58','2016-03-15 14:17:58','',5812,'http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896.jpg',0,'attachment','image/jpeg',0),(5830,8264,'2016-03-15 14:20:05','2016-03-15 14:20:05','[caption id=\"attachment_5829\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896.jpg\"><img class=\"size-medium wp-image-5829\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896-200x300.jpg\" alt=\"4 ways for women to break into the tech industry\" width=\"200\" height=\"300\" /></a> 4 ways for women to break into the tech industry[/caption]\r\n\r\n<p>Macho tech culture may be driving women away, but if tech is your passion, it’s time to take a stand.</p>\r\n\r\n<p>The technology industry is suffering from an exodus of women who find the environment hostile and demeaning. Commentators have offered long-term solutions to this problem, but what can women do right <i>now</i> to build a future in tech?</p>\r\n\r\n<p>Many women get a foot in the door, but tech culture stomps on it. In 2008, a <i>Harvard Business Review</i> study <a href=\"http://documents.library.nsf.gov/edocs/HD6060-.A84-2008-PDF-Athena-factor-Reversing-the-brain-drain-in-science,-engineering,-and-technology.pdf\">found</a> that while 41 percent of early career STEM professionals are women, 52 percent of those will eventually drop out. The researchers argued that “macho cultures,” isolation, undefined career paths, male-biased cultures of risk, and extreme work pressures like long hours drive women away.</p>\r\n\r\n<p>Little has changed since 2008. In 2014, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Kieran%20Snyder\">Kieran Snyder</a>, cofounder and CEO of Textio, a job-posting optimization company, collected stories from 716 women who had left the tech industry and <a href=\"http://fortune.com/2014/10/02/women-leave-tech-culture/\">found</a> that poor maternity policies, discrimination, and isolation were to blame. Of those interviewed, 465 had stopped working altogether.</p>\r\n\r\n<p>No one can change the tech culture overnight, but you can overcome these obstacles. To find out how, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Sarah%20Lahav\">Sarah Lahav</a>, CEO of <a href=\"http://www.sysaid.com/\">SysAid</a>, a provider of IT service management solutions based in Tel Aviv, Israel. Since 2003, Lahav has managed to build a career in tech <i>and</i> raise three children. Her advice can help you break into this male-dominated industry — and thrive.</p>\r\n\r\n<p><b>1. Differentiate Yourself</b></p>\r\n\r\n<p>To have a career in tech, Lahav says that you need a niche that will separate you from the pack (of men). Today, Lahav says that skills in agile development operations, cloud infrastructure, mobile development, bring-your-own-device (BYOD) management, and cybersecurity are almost automatic tickets into a traditional tech company.</p>\r\n\r\n<p>However, if you’re just starting college, don’t focus on today’s trends — look for the IT demands of tomorrow. “Every business is now an IT business,” Lahav says. “Ten years ago, no one would have expected Apple to hire car engineers. No one would have expected a transportation company, Über, to hire armies of coders and data scientists. Find the industries where technologists are underrepresented but desperately needed.”</p>\r\n\r\n<p>The point is that differentiating yourself isn’t strictly about the skills you have. It’s also about identifying IT frontiers where you can apply your skillset in original ways. The best technology careers might begin outside stereotypical tech companies.</p>\r\n\r\n<p><b>2. Choose Workplaces Where Women Are Decision Makers</b></p>\r\n\r\n<p>On a scale from co-ed to fraternity house, most tech companies are closer to the fraternity end, especially at the higher rungs of the corporate ladder. While some women survive in “brogrammer” cultures, the odds are against them. Lahav recommends that women choose tech companies with women in upper management.</p>\r\n\r\n<p>“Choose an environment where senior women will mentor you and advocate for you,” says Lahav. “Even the most enlightened men can’t understand the prejudices you face and the challenges of motherhood. Send your resume directly to women in leadership positions. If you’re qualified, they will fight for you.”</p>\r\n\r\n<p><b>4. Tackle Discrimination with Humor</b></p>\r\n\r\n<p>When you enter the tech world, you will face discrimination, harassment, and bias at some point. Without a sense of humor, the slights and jabs will wear you down. Instead of getting angry, get a laugh out of chauvinism.</p>\r\n\r\n<p>“In my first IT job at a tool making company, I was upgrading computers at the manufacturing line and installed the wrong operating system,” Lahav recalls. “My lazy male co-worker said, ‘You had a blonde moment.’ To which I responded, ‘At least this blonde is getting something done here!’ ”</p>\r\n\r\n<p>Particularly in customer-facing roles, like tech support, Lahav warns that male callers will often ask you to put someone “more technical” on the phone. Don’t stew. Say something like, “I could put my co-worker on the phone, but when he can’t fix the problem, he’ll send you right back to me.”</p>\r\n\r\n<p><b>5. Stay in the Game, Even If You Have Kids</b></p>\r\n\r\n<p>Because technology evolves so quickly, Lahav argues that a big career gap can become a career-ender. If you take off four years to raise children, she says, it will be extremely difficult to catch up on the new skills and systems.</p>\r\n\r\n<p>“If you leave the tech world, you might not get a second chance,” she says. “Many women feel like they have to shoulder more domestic responsibilities than their partners. That’s a myth. If you’re passionate about a career in tech, sacrificing your job will only hurt you and your family. I’m able to be a CEO and raise three kids because my husband and I work as a team.”</p>\r\n\r\n<p>Overall, grit may be the most important thing that you can bring to the tech industry.</p>\r\n\r\n<p>“Stand your ground,” says Lahav. “You may have to prove yourself again and again to earn respect from male co-workers, but you can win. If tech is your passion, the fight will be worth it.”</p>','4 ways for women to break into the tech industry','','inherit','closed','closed','','5812-revision-v1','','','2016-03-15 14:20:05','2016-03-15 14:20:05','',5812,'http://www.danamanciagli.com/5812-revision-v1/',0,'revision','',0),(5815,8264,'2016-03-02 12:07:27','2016-03-02 12:07:27','<p>Last year, millennials surpassed Generation X in the workplace.</p>\r\n\r\n<p>Today, in the U.S., one in three workers is a millennial, someone between the ages of 18 and 34.</p>\r\n\r\n<p>They’re numerically the largest generation, standing strong at an estimated 80 million.</p>\r\n\r\n<p>But beyond the numbers, the millennial mindset is changing traditional views of business, creating challenges and opportunities.</p>\r\n\r\n<p>A 2015 <a href=\"http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html\">Deloitte survey</a> highlights the millennial attitude:</p>\r\n<ul>\r\n	<li>About 6 in 10 respondents said a sense of purpose is part of the reason they chose to work for their current employer.</li>\r\n	<li>Nearly 64 percent believe businesses are focused on their own agendas rather than helping to improve society.</li>\r\n	<li>The 2014 survey showed that only 28 percent of millennials felt that their current organization is making full use of their skills.</li>\r\n</ul>\r\n<p>Businesses need to focus on more than just profits and embrace new skill sets to tap into the strength of millennial leaders. While making a business and leadership shift will be challenging, it is necessary to remain relevant in the face of these new realities.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Jon%20Mertz\">Jon Mertz</a>, author of <a href=\"https://www.thindifference.com/\"><i>Activate Leadership: Aspen Truths to Empower Millennial Leaders</i></a>, focuses on bringing generations together to guide and challenge millennials in the workplace. According to Mertz, while current generations need to provide a foundation, millennials will mold it in three key ways.</p>\r\n\r\n<p><b>1. Strengthening Purpose in Profit</b></p>\r\n\r\n<p>Businesses are driven by at least two purposes: an internal purpose in active projects and a higher purpose in what is offered and delivered externally as products and services. Purpose exists in most business activities. What is usually lacking is clarity.</p>\r\n\r\n<p>When a project is undertaken with teams, the reason needs to be communicated clearly. The following three questions need to be answered succinctly:</p>\r\n<ul>\r\n	<li>Why do we need to move from Point A to Point B?</li>\r\n	<li>Why can we no longer stay at Point A?</li>\r\n	<li>What does Point B look like when achieved?</li>\r\n</ul>\r\n<p>Outside of projects, communicating what role your products and services offer in terms of purpose is essential. Products and services play a role in making your customers lives better. Define this higher purpose in what your business offers and then communicate it clearly and often.</p>\r\n\r\n<p>An emerging way to design your business is to establish a B Corporation. B Corporations are built and held accountable to positively impact social and environmental needs. “Purpose is built into the business through B Corporations, and I believe we will see more millennials adopting this model in the businesses they lead,” said Mertz.</p>\r\n\r\n<p><b>2. Using Empathy to Lead Collaboratively</b></p>\r\n\r\n<p>Empathy is too often viewed as just a warm and fluffy idea. The new reality is that empathy delivers strength in leadership by understanding another’s condition from their perspective and adopting a helping mindset. Leaders who get this right strengthen their collaborative skills and will achieve more productive results.</p>\r\n\r\n<p>“To operationalize empathy, businesses need to become flatter organizations, so people work more closely together to solve a customer problem or innovate to deliver a better product,” said Mertz. “Within this mix, accountability is required. No one is above the principles and values of the organization.”</p>\r\n\r\n<p>The key is collaboration across a broader, more diverse, range of individuals. Social technologies have extended the ability to collaborate over longer distances and millennials are using the technology to collaborate more effectively. Define the right technologies and then determine ways to leverage them to support greater empathy in collaborative relationships and deliver stronger solutions and results.</p>\r\n\r\n<p><b>3. Solve Problems For the Long Haul</b></p>\r\n\r\n<p>Businesses are often criticized for having a short-term view on performance and solutions. Quarterly results trump long-term results. Investors get impatient, but leaders do as well. Millennials are tired of problems being kicked down the road. Solving problems now for the longer term is vital. In many ways, solving problems for the long haul serves a higher purpose as well, leaving the operations and strategy in better shape than before.</p>\r\n\r\n<p>“What businesses need to do is take the longer term challenge and design a longer term solution,” contends Mertz. “When this is done, the solution needs to be broken down into achievable, smaller bundles of solutions. Time stitches the smaller solutions together in a logical, more impactful way.”</p>\r\n\r\n<p>Defining the overarching solution and the tangible steps to move toward the goal will keep millennials engaged while also building a more sustainable business. It’s a win-win approach. A mindset shift is required, along with a refreshed way to lead. Millennials will bring these shifts, but other generations need to lay the groundwork now.</p>\r\n\r\n<p>Business leaders need to embrace change and make the most of these strategies. Older generations need to step up to the challenge and support the changes needed to build a stronger future, engage millennial talent, and shape a lasting business legacy.</p>','3 ways millennials will change your business','','inherit','closed','closed','','5814-revision-v1','','','2016-03-02 12:07:27','2016-03-02 12:07:27','',5814,'http://www.danamanciagli.com/5814-revision-v1/',0,'revision','',0),(5821,8311,'2016-04-06 02:35:39','2016-04-06 02:35:39','[caption id=\"attachment_5834\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/6-leadership-styles-that-are-crushing-workers-enthusiasm-300x200.jpg\" alt=\"6 leadership styles that are crushing workers&#039; enthusiasm\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5834\" /></a> 6 leadership styles that are crushing workers\' enthusiasm[/caption]<p>Crushing work environments drain people of the energy and enthusiasm needed to do great work. Such environments infect the whole workplace, and what’s worse, they limit a business’s ability to achieve desired results.</p>\r\n\r\n<p>\"Workplace optimism is choked before it can even emerge,” explains <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Shawn%20Murphy\">Shawn Murphy</a>, author of <a href=\"http://www.amazon.com/The-Optimistic-Workplace-Environment-Energizes/dp/0814436196\"><i>The Optimistic Workplace</i></a>.</p>\r\n\r\n<p>I spoke to Murphy, and he explained that workplace optimism isn’t about one’s perspective as an optimist or a pessimist.</p>\r\n\r\n<p>“It’s about people feeling hopeful that good things will come from hard work,” he says.</p>\r\n\r\n<p>In short, the optimism Murphy describes emerges as a perception of the work environment based on how employees feel about it.</p>\r\n\r\n<p>Murphy explains that there are six destructive management symptoms that stop optimism from emerging. These crush work environments, reducing them to negative soul-sucking places to work.</p>\r\n\r\n<p><b>Symptom 1: Blind Impact</b></p>\r\n\r\n<p>This is when a leader is unaware of how his actions, attitudes, and words impact others.</p>\r\n\r\n<p><b>Symptom 2: Antisocial Leadership</b></p>\r\n\r\n<p>An antisocial leader lacks the ability or drive to encourage, build, and evolve a community of people united by a shared purpose.</p>\r\n\r\n<p><b>Symptom 3: Chronic Change Resistance</b></p>\r\n\r\n<p>This is a leader’s unwillingness to initiate change to help a team and organization remain relevant.</p>\r\n\r\n<p><b>Symptom 4: Profit Myopia</b></p>\r\n\r\n<p>Leaders with this symptom cling to the outdated belief that profit is the best success measure. Leaders are unable to define success beyond making money. Short-term thinking dominates the leader’s actions to generate profit for the business.</p>\r\n\r\n<p><b>Symptom 5: Constipated Inspiration</b></p>\r\n\r\n<p>This symptom infects a leader’s style and prevents him from learning what and how to inspire his team.</p>\r\n\r\n<p><b>Symptom 6: Silo Syndrome</b></p>\r\n\r\n<p>A leader afflicted with silo syndrome cannot see beyond his immediate responsibilities and has no awareness of the impacts his decisions have on others.</p>\r\n\r\n<p>The good news is that these symptoms can be overcome by shifting the way you lead. Murphy explains that the following actions can reverse the effects of destructive management that crush work environments. These actions can also help create the optimistic workplace.</p>\r\n\r\n<p><b>1. Know and show your values</b></p>\r\n\r\n<p>Your presence and leadership style has the greatest impact on employees’ performance. “To deepen your awareness of how you impact others, identify, define, and know what behaviors align with what’s important to you,” says Murphy. He recommends<a href=\"http://igniter.valuesbasedleader.com/\">Igniter</a> from Luck Companies, a free tool to help identify your values.</p>\r\n\r\n<p><b>2. Define your team’s purpose</b></p>\r\n\r\n<p>“Not enough leaders know their team’s ‘why,’” Murphy explains. Too many leaders have fallen into a rut when it comes to inspiring their employees and connecting their work to the company’s strategies. He recommends spending time with your team to identify the reason they exist. Spend time uncovering why the team’s efforts are important. This is an iterative conversation that will take a few cycles to define.</p>\r\n\r\n<p><b>3. Create clarity</b></p>\r\n\r\n<p>Too often, employees are unaware of their goals, or don’t know which work is a priority. This type of ambiguity can be overcome by spending time talking with employees about what success looks like and what the team’s priorities are. “Team confusion over goals and priorities is a leadership problem,” Murphy says. It’s important to coach employees to prioritize their daily work by keeping in mind the company’s strategic and operational needs.</p>\r\n\r\n<p><b>4. Network across the company</b></p>\r\n\r\n<p>It’s not uncommon for leaders to spend 80 percent of their time in meetings, preventing them from developing or deepening relationships across the company. Murphy says, “Business has been and always will be built on relationships.” This includes the relationships you build with others within the company. To learn what’s happening outside your team, it’s vital to know what others are doing. Influential leaders can see both the forest and the trees.</p>\r\n\r\n<p><b>5. Implement one-on-ones</b></p>\r\n\r\n<p>The best way to learn what your employees’ needs are is to spend time in one-on-ones with them. “Learn what they want to accomplish right now in their work,” explains Murphy. “Learn what their personal values are. Get to know what they like to do outside work.” One-on-ones traditionally have been ways for leaders to check on employees. He advocates a more contemporary view of this critical leadership practice.</p>\r\n\r\n<p>Murphy cited <a href=\"http://www.prweb.com/releases/2012/10/prweb10013402.htm\">research from TellYourBoss.com</a> that found that 65 percent of employees preferred a new boss over getting a pay increase. Today’s workplaces don’t need to be a negative influence. They can be energizing. In his new book, Murphy advocates that leaders should take action and create a positive environment for their teams. Given the low engagement numbers in businesses around the world, a little optimism can be a significant boost to morale.</p>','6 leadership styles that are crushing workers\' enthusiasm','','publish','open','open','','6-leadership-styles-that-are-crushing-workers-enthusiasm','','','2016-03-15 14:31:28','2016-03-15 14:31:28','',0,'http://www.danamanciagli.com/?p=5821',0,'post','',1),(5822,8264,'2016-03-10 13:31:49','2016-03-10 13:31:49','<p>Crushing work environments drain people of the energy and enthusiasm needed to do great work. Such environments infect the whole workplace, and what’s worse, they limit a business’s ability to achieve desired results.</p>\r\n\r\n<p>\"Workplace optimism is choked before it can even emerge,” explains <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Shawn%20Murphy\">Shawn Murphy</a>, author of <a href=\"http://www.amazon.com/The-Optimistic-Workplace-Environment-Energizes/dp/0814436196\"><i>The Optimistic Workplace</i></a>.</p>\r\n\r\n<p>I spoke to Murphy, and he explained that workplace optimism isn’t about one’s perspective as an optimist or a pessimist.</p>\r\n\r\n<p>“It’s about people feeling hopeful that good things will come from hard work,” he says.</p>\r\n\r\n<p>In short, the optimism Murphy describes emerges as a perception of the work environment based on how employees feel about it.</p>\r\n\r\n<p>Murphy explains that there are six destructive management symptoms that stop optimism from emerging. These crush work environments, reducing them to negative soul-sucking places to work.</p>\r\n\r\n<p><b>Symptom 1: Blind Impact</b></p>\r\n\r\n<p>This is when a leader is unaware of how his actions, attitudes, and words impact others.</p>\r\n\r\n<p><b>Symptom 2: Antisocial Leadership</b></p>\r\n\r\n<p>An antisocial leader lacks the ability or drive to encourage, build, and evolve a community of people united by a shared purpose.</p>\r\n\r\n<p><b>Symptom 3: Chronic Change Resistance</b></p>\r\n\r\n<p>This is a leader’s unwillingness to initiate change to help a team and organization remain relevant.</p>\r\n\r\n<p><b>Symptom 4: Profit Myopia</b></p>\r\n\r\n<p>Leaders with this symptom cling to the outdated belief that profit is the best success measure. Leaders are unable to define success beyond making money. Short-term thinking dominates the leader’s actions to generate profit for the business.</p>\r\n\r\n<p><b>Symptom 5: Constipated Inspiration</b></p>\r\n\r\n<p>This symptom infects a leader’s style and prevents him from learning what and how to inspire his team.</p>\r\n\r\n<p><b>Symptom 6: Silo Syndrome</b></p>\r\n\r\n<p>A leader afflicted with silo syndrome cannot see beyond his immediate responsibilities and has no awareness of the impacts his decisions have on others.</p>\r\n\r\n<p>The good news is that these symptoms can be overcome by shifting the way you lead. Murphy explains that the following actions can reverse the effects of destructive management that crush work environments. These actions can also help create the optimistic workplace.</p>\r\n\r\n<p><b>1. Know and show your values</b></p>\r\n\r\n<p>Your presence and leadership style has the greatest impact on employees’ performance. “To deepen your awareness of how you impact others, identify, define, and know what behaviors align with what’s important to you,” says Murphy. He recommends<a href=\"http://igniter.valuesbasedleader.com/\">Igniter</a> from Luck Companies, a free tool to help identify your values.</p>\r\n\r\n<p><b>2. Define your team’s purpose</b></p>\r\n\r\n<p>“Not enough leaders know their team’s ‘why,’” Murphy explains. Too many leaders have fallen into a rut when it comes to inspiring their employees and connecting their work to the company’s strategies. He recommends spending time with your team to identify the reason they exist. Spend time uncovering why the team’s efforts are important. This is an iterative conversation that will take a few cycles to define.</p>\r\n\r\n<p><b>3. Create clarity</b></p>\r\n\r\n<p>Too often, employees are unaware of their goals, or don’t know which work is a priority. This type of ambiguity can be overcome by spending time talking with employees about what success looks like and what the team’s priorities are. “Team confusion over goals and priorities is a leadership problem,” Murphy says. It’s important to coach employees to prioritize their daily work by keeping in mind the company’s strategic and operational needs.</p>\r\n\r\n<p><b>4. Network across the company</b></p>\r\n\r\n<p>It’s not uncommon for leaders to spend 80 percent of their time in meetings, preventing them from developing or deepening relationships across the company. Murphy says, “Business has been and always will be built on relationships.” This includes the relationships you build with others within the company. To learn what’s happening outside your team, it’s vital to know what others are doing. Influential leaders can see both the forest and the trees.</p>\r\n\r\n<p><b>5. Implement one-on-ones</b></p>\r\n\r\n<p>The best way to learn what your employees’ needs are is to spend time in one-on-ones with them. “Learn what they want to accomplish right now in their work,” explains Murphy. “Learn what their personal values are. Get to know what they like to do outside work.” One-on-ones traditionally have been ways for leaders to check on employees. He advocates a more contemporary view of this critical leadership practice.</p>\r\n\r\n<p>Murphy cited <a href=\"http://www.prweb.com/releases/2012/10/prweb10013402.htm\">research from TellYourBoss.com</a> that found that 65 percent of employees preferred a new boss over getting a pay increase. Today’s workplaces don’t need to be a negative influence. They can be energizing. In his new book, Murphy advocates that leaders should take action and create a positive environment for their teams. Given the low engagement numbers in businesses around the world, a little optimism can be a significant boost to morale.</p>','6 leadership styles that are crushing workers\' enthusiasm','','inherit','closed','closed','','5821-revision-v1','','','2016-03-10 13:31:49','2016-03-10 13:31:49','',5821,'http://www.danamanciagli.com/5821-revision-v1/',0,'revision','',0),(5823,8311,'2016-04-04 02:38:02','2016-04-04 02:38:02','[caption id=\"attachment_5831\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_1123-300x200.jpg\" alt=\"4 tips on succeeding in a flexible work environment\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5831\" /></a> 4 tips on succeeding in a flexible work environment[/caption]<p>It wasn’t that long ago when “going to work” always meant the same thing: traveling to the same place, at the same time, on the same days as everyone else.</p>\r\n\r\n<p>Not anymore.</p>\r\n\r\n<p>According to a recent <a href=\"http://www.worklifefit.com/research\">national survey</a> of full-time U.S. employees, co-sponsored by Flex+Strategy Group/Work+Life Fit Inc. (FSG/WLF) and Citrix, one-third of respondents said they did most of their work from a remote location away from their employer’s site. Almost all employees reported they have some level of work-life flexibility.</p>\r\n\r\n<p>Since most of us have wiggle room in the way we work, then how do we take advantage of that flexibility to be more productive and happy?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cali%20Yost\">Cali Yost</a>, CEO of FSG/WLF, shared some tips with me on how to achieve flexible work success.</p>\r\n\r\n<p><b>1. Prove you’re trustworthy by consistently delivering</b></p>\r\n\r\n<p>The research found that nine out of 10 full-time employees feel their managers trust them to do their jobs regardless of when or where they work. “You will have more freedom to work flexibly if you consistently reaffirm your trustworthiness,” Yost says. She advises that employees regularly confirm deadlines and deliverables; keep managers and colleagues up to date on progress; and deliver as promised regardless of where, when, or how you do your job.</p>\r\n\r\n<p><b>2. Use technology to collaborate</b></p>\r\n\r\n<p>According to the survey, we’re stuck in the 1990s when it comes to using technology to keep colleagues informed about our work. Most of us still use email, word documents, and spreadsheets to keep others updated. And we’re inconsistent in how we store, share, and access work across personal and company devices.</p>\r\n\r\n<p>A few technologies that help solve this issue are secure, cloud-based, file sharing solutions such as DropBox, GoogleDocs, and ShareFile. Video conferencing options like GoToMeeting and WebEx can help people meet and work on documents together in real time. Project management software such as Asana, Podio, and Slack can help teams centralize communications and track progress.</p>\r\n\r\n<p>“Leading companies have adopted mobile workspaces, next generation ‘desktops’ that give employees access to their work content on the same devices they use in their personal lives,” says Citrix’s Natalie Lambert, a well-known expert on mobile workspace strategy. This means employees have access to all of the applications, corporate data, and other internal resources they need to get their jobs done.</p>\r\n\r\n<p><b>3. Coordinate your flexibility with colleagues, not just the boss</b></p>\r\n\r\n<p>Only half of survey respondents said they shared their plans to make informal changes in how, when, and where they worked with their teammates. “Since employees are spread across multiple locations, working at different times, we need to coordinate more intentionally with co-workers to ensure everything gets done,” Yost says. She suggests providing teammates with a weekly heads up about flexible work plans, letting them know how you can be reached so time isn’t wasted trying to find you or a piece of work.</p>\r\n\r\n<p><b>4. Learn to use work flexibility to achieve your goals, on and off the job</b></p>\r\n\r\n<p>According to the research, even though most respondents said they had some type of work life flexibility, a majority (52 percent) reported they received no training or guidance on how to use that flexibility. “Training and guidance would help employees figure out if they could occasionally work off site to finish a report in a quiet space or adjust their schedule a few times a week to hit the gym,” Yost says. “The key is to learn how to make those occasional tweaks happen in a way that meets your needs and the needs of the business.”</p>\r\n\r\n<p>When we have major or minor life changes — a need to provide elder care or child care, or construction that adds to a commute – Yost says employees need to learn how to propose a formal plan to change their work style.</p>\r\n\r\n<p>The way we work has changed but with better communication, coordination, and skill building, flexible work success can be yours!</p>','4 tips on succeeding in a flexible work environment','','publish','open','open','','4-tips-on-succeeding-in-a-flexible-work-environment','','','2016-03-15 14:25:16','2016-03-15 14:25:16','',0,'http://www.danamanciagli.com/?p=5823',0,'post','',0),(5824,8264,'2016-03-10 13:37:56','2016-03-10 13:37:56','<p>It wasn’t that long ago when “going to work” always meant the same thing: traveling to the same place, at the same time, on the same days as everyone else.</p>\r\n\r\n<p>Not anymore.</p>\r\n\r\n<p>According to a recent <a href=\"http://www.worklifefit.com/research\">national survey</a> of full-time U.S. employees, co-sponsored by Flex+Strategy Group/Work+Life Fit Inc. (FSG/WLF) and Citrix, one-third of respondents said they did most of their work from a remote location away from their employer’s site. Almost all employees reported they have some level of work-life flexibility.</p>\r\n\r\n<p>Since most of us have wiggle room in the way we work, then how do we take advantage of that flexibility to be more productive and happy?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Cali%20Yost\">Cali Yost</a>, CEO of FSG/WLF, shared some tips with me on how to achieve flexible work success.</p>\r\n\r\n<p><b>1. Prove you’re trustworthy by consistently delivering</b></p>\r\n\r\n<p>The research found that nine out of 10 full-time employees feel their managers trust them to do their jobs regardless of when or where they work. “You will have more freedom to work flexibly if you consistently reaffirm your trustworthiness,” Yost says. She advises that employees regularly confirm deadlines and deliverables; keep managers and colleagues up to date on progress; and deliver as promised regardless of where, when, or how you do your job.</p>\r\n\r\n<p><b>2. Use technology to collaborate</b></p>\r\n\r\n<p>According to the survey, we’re stuck in the 1990s when it comes to using technology to keep colleagues informed about our work. Most of us still use email, word documents, and spreadsheets to keep others updated. And we’re inconsistent in how we store, share, and access work across personal and company devices.</p>\r\n\r\n<p>A few technologies that help solve this issue are secure, cloud-based, file sharing solutions such as DropBox, GoogleDocs, and ShareFile. Video conferencing options like GoToMeeting and WebEx can help people meet and work on documents together in real time. Project management software such as Asana, Podio, and Slack can help teams centralize communications and track progress.</p>\r\n\r\n<p>“Leading companies have adopted mobile workspaces, next generation ‘desktops’ that give employees access to their work content on the same devices they use in their personal lives,” says Citrix’s Natalie Lambert, a well-known expert on mobile workspace strategy. This means employees have access to all of the applications, corporate data, and other internal resources they need to get their jobs done.</p>\r\n\r\n<p><b>3. Coordinate your flexibility with colleagues, not just the boss</b></p>\r\n\r\n<p>Only half of survey respondents said they shared their plans to make informal changes in how, when, and where they worked with their teammates. “Since employees are spread across multiple locations, working at different times, we need to coordinate more intentionally with co-workers to ensure everything gets done,” Yost says. She suggests providing teammates with a weekly heads up about flexible work plans, letting them know how you can be reached so time isn’t wasted trying to find you or a piece of work.</p>\r\n\r\n<p><b>4. Learn to use work flexibility to achieve your goals, on and off the job</b></p>\r\n\r\n<p>According to the research, even though most respondents said they had some type of work life flexibility, a majority (52 percent) reported they received no training or guidance on how to use that flexibility. “Training and guidance would help employees figure out if they could occasionally work off site to finish a report in a quiet space or adjust their schedule a few times a week to hit the gym,” Yost says. “The key is to learn how to make those occasional tweaks happen in a way that meets your needs and the needs of the business.”</p>\r\n\r\n<p>When we have major or minor life changes — a need to provide elder care or child care, or construction that adds to a commute – Yost says employees need to learn how to propose a formal plan to change their work style.</p>\r\n\r\n<p>The way we work has changed but with better communication, coordination, and skill building, flexible work success can be yours!</p>','4 tips on succeeding in a flexible work environment','','inherit','closed','closed','','5823-revision-v1','','','2016-03-10 13:37:56','2016-03-10 13:37:56','',5823,'http://www.danamanciagli.com/5823-revision-v1/',0,'revision','',0),(5828,8264,'2016-03-15 14:19:50','2016-03-15 14:19:50','[caption id=\"attachment_5829\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896.jpg\"><img class=\"size-medium wp-image-5829\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896-200x300.jpg\" alt=\"4 ways for women to break into the tech industry\" width=\"200\" height=\"300\" /></a> 4 ways for women to break into the tech industry[/caption]\r\n\r\n<p>Macho tech culture may be driving women away, but if tech is your passion, it’s time to take a stand.</p>\r\n\r\n<p>The technology industry is suffering from an exodus of women who find the environment hostile and demeaning. Commentators have offered long-term solutions to this problem, but what can women do right <i>now</i> to build a future in tech?</p>\r\n\r\n<p>Many women get a foot in the door, but tech culture stomps on it. In 2008, a <i>Harvard Business Review</i> study <a href=\"http://documents.library.nsf.gov/edocs/HD6060-.A84-2008-PDF-Athena-factor-Reversing-the-brain-drain-in-science,-engineering,-and-technology.pdf\">found</a> that while 41 percent of early career STEM professionals are women, 52 percent of those will eventually drop out. The researchers argued that “macho cultures,” isolation, undefined career paths, male-biased cultures of risk, and extreme work pressures like long hours drive women away.</p>\r\n\r\n<p>Little has changed since 2008. In 2014, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Kieran%20Snyder\">Kieran Snyder</a>, cofounder and CEO of Textio, a job-posting optimization company, collected stories from 716 women who had left the tech industry and <a href=\"http://fortune.com/2014/10/02/women-leave-tech-culture/\">found</a> that poor maternity policies, discrimination, and isolation were to blame. Of those interviewed, 465 had stopped working altogether.</p>\r\n\r\n<p>No one can change the tech culture overnight, but you can overcome these obstacles. To find out how, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Sarah%20Lahav\">Sarah Lahav</a>, CEO of <a href=\"http://www.sysaid.com/\">SysAid</a>, a provider of IT service management solutions based in Tel Aviv, Israel. Since 2003, Lahav has managed to build a career in tech <i>and</i> raise three children. Her advice can help you break into this male-dominated industry — and thrive.</p>\r\n\r\n<p><b>1. Differentiate Yourself</b></p>\r\n\r\n<p>To have a career in tech, Lahav says that you need a niche that will separate you from the pack (of men). Today, Lahav says that skills in agile development operations, cloud infrastructure, mobile development, bring-your-own-device (BYOD) management, and cybersecurity are almost automatic tickets into a traditional tech company.</p>\r\n\r\n<p>However, if you’re just starting college, don’t focus on today’s trends — look for the IT demands of tomorrow. “Every business is now an IT business,” Lahav says. “Ten years ago, no one would have expected Apple to hire car engineers. No one would have expected a transportation company, Über, to hire armies of coders and data scientists. Find the industries where technologists are underrepresented but desperately needed.”</p>\r\n\r\n<p>The point is that differentiating yourself isn’t strictly about the skills you have. It’s also about identifying IT frontiers where you can apply your skillset in original ways. The best technology careers might begin outside stereotypical tech companies.</p>\r\n\r\n<p><b>2. Choose Workplaces Where Women Are Decision Makers</b></p>\r\n\r\n<p>On a scale from co-ed to fraternity house, most tech companies are closer to the fraternity end, especially at the higher rungs of the corporate ladder. While some women survive in “brogrammer” cultures, the odds are against them. Lahav recommends that women choose tech companies with women in upper management.</p>\r\n\r\n<p>“Choose an environment where senior women will mentor you and advocate for you,” says Lahav. “Even the most enlightened men can’t understand the prejudices you face and the challenges of motherhood. Send your resume directly to women in leadership positions. If you’re qualified, they will fight for you.”</p>\r\n\r\n<p><b>4. Tackle Discrimination with Humor</b></p>\r\n\r\n<p>When you enter the tech world, you will face discrimination, harassment, and bias at some point. Without a sense of humor, the slights and jabs will wear you down. Instead of getting angry, get a laugh out of chauvinism.</p>\r\n\r\n<p>“In my first IT job at a tool making company, I was upgrading computers at the manufacturing line and installed the wrong operating system,” Lahav recalls. “My lazy male co-worker said, ‘You had a blonde moment.’ To which I responded, ‘At least this blonde is getting something done here!’ ”</p>\r\n\r\n<p>Particularly in customer-facing roles, like tech support, Lahav warns that male callers will often ask you to put someone “more technical” on the phone. Don’t stew. Say something like, “I could put my co-worker on the phone, but when he can’t fix the problem, he’ll send you right back to me.”</p>\r\n\r\n<p><b>5. Stay in the Game, Even If You Have Kids</b></p>\r\n\r\n<p>Because technology evolves so quickly, Lahav argues that a big career gap can become a career-ender. If you take off four years to raise children, she says, it will be extremely difficult to catch up on the new skills and systems.</p>\r\n\r\n<p>“If you leave the tech world, you might not get a second chance,” she says. “Many women feel like they have to shoulder more domestic responsibilities than their partners. That’s a myth. If you’re passionate about a career in tech, sacrificing your job will only hurt you and your family. I’m able to be a CEO and raise three kids because my husband and I work as a team.”</p>\r\n\r\n<p>Overall, grit may be the most important thing that you can bring to the tech industry.</p>\r\n\r\n<p>“Stand your ground,” says Lahav. “You may have to prove yourself again and again to earn respect from male co-workers, but you can win. If tech is your passion, the fight will be worth it.”</p>','4 ways for women to break into the tech industry','','inherit','closed','closed','','5812-autosave-v1','','','2016-03-15 14:19:50','2016-03-15 14:19:50','',5812,'http://www.danamanciagli.com/5812-autosave-v1/',0,'revision','',0),(5816,1,'2016-03-06 03:35:00','2016-03-06 03:35:00','','Order &ndash; March 6, 2016 @ 03:35 AM','','wc-processing','open','closed','order_56dba55f9b5f6','order-mar-06-2016-0334-am','','','2016-03-06 03:35:00','2016-03-06 03:35:00','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5816',0,'shop_order','',2),(5812,8311,'2016-03-30 02:04:41','2016-03-30 02:04:41','[caption id=\"attachment_5829\" align=\"alignright\" width=\"200\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896.jpg\"><img class=\"size-medium wp-image-5829\" src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0896-200x300.jpg\" alt=\"4 ways for women to break into the tech industry\" width=\"200\" height=\"300\" /></a> 4 ways for women to break into the tech industry[/caption]\r\n\r\n<p>Macho tech culture may be driving women away, but if tech is your passion, it’s time to take a stand.</p>\r\n\r\n<p>The technology industry is suffering from an exodus of women who find the environment hostile and demeaning. Commentators have offered long-term solutions to this problem, but what can women do right <i>now</i> to build a future in tech?</p>\r\n\r\n<p>Many women get a foot in the door, but tech culture stomps on it. In 2008, a <i>Harvard Business Review</i> study <a href=\"http://documents.library.nsf.gov/edocs/HD6060-.A84-2008-PDF-Athena-factor-Reversing-the-brain-drain-in-science,-engineering,-and-technology.pdf\">found</a> that while 41 percent of early career STEM professionals are women, 52 percent of those will eventually drop out. The researchers argued that “macho cultures,” isolation, undefined career paths, male-biased cultures of risk, and extreme work pressures like long hours drive women away.</p>\r\n\r\n<p>Little has changed since 2008. In 2014, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Kieran%20Snyder\">Kieran Snyder</a>, cofounder and CEO of Textio, a job-posting optimization company, collected stories from 716 women who had left the tech industry and <a href=\"http://fortune.com/2014/10/02/women-leave-tech-culture/\">found</a> that poor maternity policies, discrimination, and isolation were to blame. Of those interviewed, 465 had stopped working altogether.</p>\r\n\r\n<p>No one can change the tech culture overnight, but you can overcome these obstacles. To find out how, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Sarah%20Lahav\">Sarah Lahav</a>, CEO of <a href=\"http://www.sysaid.com/\">SysAid</a>, a provider of IT service management solutions based in Tel Aviv, Israel. Since 2003, Lahav has managed to build a career in tech <i>and</i> raise three children. Her advice can help you break into this male-dominated industry — and thrive.</p>\r\n\r\n<p><b>1. Differentiate Yourself</b></p>\r\n\r\n<p>To have a career in tech, Lahav says that you need a niche that will separate you from the pack (of men). Today, Lahav says that skills in agile development operations, cloud infrastructure, mobile development, bring-your-own-device (BYOD) management, and cybersecurity are almost automatic tickets into a traditional tech company.</p>\r\n\r\n<p>However, if you’re just starting college, don’t focus on today’s trends — look for the IT demands of tomorrow. “Every business is now an IT business,” Lahav says. “Ten years ago, no one would have expected Apple to hire car engineers. No one would have expected a transportation company, Über, to hire armies of coders and data scientists. Find the industries where technologists are underrepresented but desperately needed.”</p>\r\n\r\n<p>The point is that differentiating yourself isn’t strictly about the skills you have. It’s also about identifying IT frontiers where you can apply your skillset in original ways. The best technology careers might begin outside stereotypical tech companies.</p>\r\n\r\n<p><b>2. Choose Workplaces Where Women Are Decision Makers</b></p>\r\n\r\n<p>On a scale from co-ed to fraternity house, most tech companies are closer to the fraternity end, especially at the higher rungs of the corporate ladder. While some women survive in “brogrammer” cultures, the odds are against them. Lahav recommends that women choose tech companies with women in upper management.</p>\r\n\r\n<p>“Choose an environment where senior women will mentor you and advocate for you,” says Lahav. “Even the most enlightened men can’t understand the prejudices you face and the challenges of motherhood. Send your resume directly to women in leadership positions. If you’re qualified, they will fight for you.”</p>\r\n\r\n<p><b>4. Tackle Discrimination with Humor</b></p>\r\n\r\n<p>When you enter the tech world, you will face discrimination, harassment, and bias at some point. Without a sense of humor, the slights and jabs will wear you down. Instead of getting angry, get a laugh out of chauvinism.</p>\r\n\r\n<p>“In my first IT job at a tool making company, I was upgrading computers at the manufacturing line and installed the wrong operating system,” Lahav recalls. “My lazy male co-worker said, ‘You had a blonde moment.’ To which I responded, ‘At least this blonde is getting something done here!’ ”</p>\r\n\r\n<p>Particularly in customer-facing roles, like tech support, Lahav warns that male callers will often ask you to put someone “more technical” on the phone. Don’t stew. Say something like, “I could put my co-worker on the phone, but when he can’t fix the problem, he’ll send you right back to me.”</p>\r\n\r\n<p><b>5. Stay in the Game, Even If You Have Kids</b></p>\r\n\r\n<p>Because technology evolves so quickly, Lahav argues that a big career gap can become a career-ender. If you take off four years to raise children, she says, it will be extremely difficult to catch up on the new skills and systems.</p>\r\n\r\n<p>“If you leave the tech world, you might not get a second chance,” she says. “Many women feel like they have to shoulder more domestic responsibilities than their partners. That’s a myth. If you’re passionate about a career in tech, sacrificing your job will only hurt you and your family. I’m able to be a CEO and raise three kids because my husband and I work as a team.”</p>\r\n\r\n<p>Overall, grit may be the most important thing that you can bring to the tech industry.</p>\r\n\r\n<p>“Stand your ground,” says Lahav. “You may have to prove yourself again and again to earn respect from male co-workers, but you can win. If tech is your passion, the fight will be worth it.”</p>','4 ways for women to break into the tech industry','','publish','open','open','','4-ways-for-women-to-break-into-the-tech-industry','','','2016-03-15 14:20:59','2016-03-15 14:20:59','',0,'http://www.danamanciagli.com/?p=5812',0,'post','',0),(5813,8264,'2016-03-02 12:04:35','2016-03-02 12:04:35','<p>Macho tech culture may be driving women away, but if tech is your passion, it’s time to take a stand.</p>\r\n\r\n<p>The technology industry is suffering from an exodus of women who find the environment hostile and demeaning. Commentators have offered long-term solutions to this problem, but what can women do right <i>now</i> to build a future in tech?</p>\r\n\r\n<p>Many women get a foot in the door, but tech culture stomps on it. In 2008, a <i>Harvard Business Review</i> study <a href=\"http://documents.library.nsf.gov/edocs/HD6060-.A84-2008-PDF-Athena-factor-Reversing-the-brain-drain-in-science,-engineering,-and-technology.pdf\">found</a> that while 41 percent of early career STEM professionals are women, 52 percent of those will eventually drop out. The researchers argued that “macho cultures,” isolation, undefined career paths, male-biased cultures of risk, and extreme work pressures like long hours drive women away.</p>\r\n\r\n<p>Little has changed since 2008. In 2014, <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Kieran%20Snyder\">Kieran Snyder</a>, cofounder and CEO of Textio, a job-posting optimization company, collected stories from 716 women who had left the tech industry and <a href=\"http://fortune.com/2014/10/02/women-leave-tech-culture/\">found</a>that poor maternity policies, discrimination, and isolation were to blame. Of those interviewed, 465 had stopped working altogether.</p>\r\n\r\n<p>No one can change the tech culture overnight, but you can overcome these obstacles. To find out how, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Sarah%20Lahav\">Sarah Lahav</a>, CEO of <a href=\"http://www.sysaid.com/\">SysAid</a>, a provider of IT service management solutions based in Tel Aviv, Israel. Since 2003, Lahav has managed to build a career in tech <i>and</i> raise three children. Her advice can help you break into this male-dominated industry — and thrive.</p>\r\n\r\n<p><b>1. Differentiate Yourself</b></p>\r\n\r\n<p>To have a career in tech, Lahav says that you need a niche that will separate you from the pack (of men). Today, Lahav says that skills in agile development operations, cloud infrastructure, mobile development, bring-your-own-device (BYOD) management, and cybersecurity are almost automatic tickets into a traditional tech company.</p>\r\n\r\n<p>However, if you’re just starting college, don’t focus on today’s trends — look for the IT demands of tomorrow. “Every business is now an IT business,” Lahav says. “Ten years ago, no one would have expected Apple to hire car engineers. No one would have expected a transportation company, Über, to hire armies of coders and data scientists. Find the industries where technologists are underrepresented but desperately needed.”</p>\r\n\r\n<p>The point is that differentiating yourself isn’t strictly about the skills you have. It’s also about identifying IT frontiers where you can apply your skillset in original ways. The best technology careers might begin outside stereotypical tech companies.</p>\r\n\r\n<p><b>2. Choose Workplaces Where Women Are Decision Makers</b></p>\r\n\r\n<p>On a scale from co-ed to fraternity house, most tech companies are closer to the fraternity end, especially at the higher rungs of the corporate ladder. While some women survive in “brogrammer” cultures, the odds are against them. Lahav recommends that women choose tech companies with women in upper management.</p>\r\n\r\n<p>“Choose an environment where senior women will mentor you and advocate for you,” says Lahav. “Even the most enlightened men can’t understand the prejudices you face and the challenges of motherhood. Send your resume directly to women in leadership positions. If you’re qualified, they will fight for you.”</p>\r\n\r\n<p><b>4. Tackle Discrimination with Humor</b></p>\r\n\r\n<p>When you enter the tech world, you will face discrimination, harassment, and bias at some point. Without a sense of humor, the slights and jabs will wear you down. Instead of getting angry, get a laugh out of chauvinism.</p>\r\n\r\n<p>“In my first IT job at a tool making company, I was upgrading computers at the manufacturing line and installed the wrong operating system,” Lahav recalls. “My lazy male co-worker said, ‘You had a blonde moment.’ To which I responded, ‘At least this blonde is getting something done here!’ ”</p>\r\n\r\n<p>Particularly in customer-facing roles, like tech support, Lahav warns that male callers will often ask you to put someone “more technical” on the phone. Don’t stew. Say something like, “I could put my co-worker on the phone, but when he can’t fix the problem, he’ll send you right back to me.”</p>\r\n\r\n<p><b>5. Stay in the Game, Even If You Have Kids</b></p>\r\n\r\n<p>Because technology evolves so quickly, Lahav argues that a big career gap can become a career-ender. If you take off four years to raise children, she says, it will be extremely difficult to catch up on the new skills and systems.</p>\r\n\r\n<p>“If you leave the tech world, you might not get a second chance,” she says. “Many women feel like they have to shoulder more domestic responsibilities than their partners. That’s a myth. If you’re passionate about a career in tech, sacrificing your job will only hurt you and your family. I’m able to be a CEO and raise three kids because my husband and I work as a team.”</p>\r\n\r\n<p>Overall, grit may be the most important thing that you can bring to the tech industry.</p>\r\n\r\n<p>“Stand your ground,” says Lahav. “You may have to prove yourself again and again to earn respect from male co-workers, but you can win. If tech is your passion, the fight will be worth it.”</p>','4 ways for women to break into the tech industry','','inherit','closed','closed','','5812-revision-v1','','','2016-03-02 12:04:35','2016-03-02 12:04:35','',5812,'http://www.danamanciagli.com/5812-revision-v1/',0,'revision','',0),(5814,8311,'2016-04-11 02:07:36','2016-04-11 02:07:36','[caption id=\"attachment_5837\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/IMG_0814-300x200.jpg\" alt=\"3 ways millennials will change your business\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5837\" /></a> 3 ways millennials will change your business[/caption]<p>Last year, millennials surpassed Generation X in the workplace.</p>\r\n\r\n<p>Today, in the U.S., one in three workers is a millennial, someone between the ages of 18 and 34.</p>\r\n\r\n<p>They’re numerically the largest generation, standing strong at an estimated 80 million.</p>\r\n\r\n<p>But beyond the numbers, the millennial mindset is changing traditional views of business, creating challenges and opportunities.</p>\r\n\r\n<p>A 2015 <a href=\"http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html\">Deloitte survey</a> highlights the millennial attitude:</p>\r\n<ul>\r\n	<li>About 6 in 10 respondents said a sense of purpose is part of the reason they chose to work for their current employer.</li>\r\n	<li>Nearly 64 percent believe businesses are focused on their own agendas rather than helping to improve society.</li>\r\n	<li>The 2014 survey showed that only 28 percent of millennials felt that their current organization is making full use of their skills.</li>\r\n</ul>\r\n<p>Businesses need to focus on more than just profits and embrace new skill sets to tap into the strength of millennial leaders. While making a business and leadership shift will be challenging, it is necessary to remain relevant in the face of these new realities.</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Jon%20Mertz\">Jon Mertz</a>, author of <a href=\"https://www.thindifference.com/\"><i>Activate Leadership: Aspen Truths to Empower Millennial Leaders</i></a>, focuses on bringing generations together to guide and challenge millennials in the workplace. According to Mertz, while current generations need to provide a foundation, millennials will mold it in three key ways.</p>\r\n\r\n<p><b>1. Strengthening Purpose in Profit</b></p>\r\n\r\n<p>Businesses are driven by at least two purposes: an internal purpose in active projects and a higher purpose in what is offered and delivered externally as products and services. Purpose exists in most business activities. What is usually lacking is clarity.</p>\r\n\r\n<p>When a project is undertaken with teams, the reason needs to be communicated clearly. The following three questions need to be answered succinctly:</p>\r\n<ul>\r\n	<li>Why do we need to move from Point A to Point B?</li>\r\n	<li>Why can we no longer stay at Point A?</li>\r\n	<li>What does Point B look like when achieved?</li>\r\n</ul>\r\n<p>Outside of projects, communicating what role your products and services offer in terms of purpose is essential. Products and services play a role in making your customers lives better. Define this higher purpose in what your business offers and then communicate it clearly and often.</p>\r\n\r\n<p>An emerging way to design your business is to establish a B Corporation. B Corporations are built and held accountable to positively impact social and environmental needs. “Purpose is built into the business through B Corporations, and I believe we will see more millennials adopting this model in the businesses they lead,” said Mertz.</p>\r\n\r\n<p><b>2. Using Empathy to Lead Collaboratively</b></p>\r\n\r\n<p>Empathy is too often viewed as just a warm and fluffy idea. The new reality is that empathy delivers strength in leadership by understanding another’s condition from their perspective and adopting a helping mindset. Leaders who get this right strengthen their collaborative skills and will achieve more productive results.</p>\r\n\r\n<p>“To operationalize empathy, businesses need to become flatter organizations, so people work more closely together to solve a customer problem or innovate to deliver a better product,” said Mertz. “Within this mix, accountability is required. No one is above the principles and values of the organization.”</p>\r\n\r\n<p>The key is collaboration across a broader, more diverse, range of individuals. Social technologies have extended the ability to collaborate over longer distances and millennials are using the technology to collaborate more effectively. Define the right technologies and then determine ways to leverage them to support greater empathy in collaborative relationships and deliver stronger solutions and results.</p>\r\n\r\n<p><b>3. Solve Problems For the Long Haul</b></p>\r\n\r\n<p>Businesses are often criticized for having a short-term view on performance and solutions. Quarterly results trump long-term results. Investors get impatient, but leaders do as well. Millennials are tired of problems being kicked down the road. Solving problems now for the longer term is vital. In many ways, solving problems for the long haul serves a higher purpose as well, leaving the operations and strategy in better shape than before.</p>\r\n\r\n<p>“What businesses need to do is take the longer term challenge and design a longer term solution,” contends Mertz. “When this is done, the solution needs to be broken down into achievable, smaller bundles of solutions. Time stitches the smaller solutions together in a logical, more impactful way.”</p>\r\n\r\n<p>Defining the overarching solution and the tangible steps to move toward the goal will keep millennials engaged while also building a more sustainable business. It’s a win-win approach. A mindset shift is required, along with a refreshed way to lead. Millennials will bring these shifts, but other generations need to lay the groundwork now.</p>\r\n\r\n<p>Business leaders need to embrace change and make the most of these strategies. Older generations need to step up to the challenge and support the changes needed to build a stronger future, engage millennial talent, and shape a lasting business legacy.</p>','3 ways millennials will change your business','','publish','open','open','','3-ways-millennials-will-change-your-business','','','2016-03-15 14:36:11','2016-03-15 14:36:11','',0,'http://www.danamanciagli.com/?p=5814',0,'post','',0),(5807,8264,'2016-02-23 17:14:58','2016-02-23 17:14:58','5 tips for working with freelancers','5 tips for working with freelancers','5 tips for working with freelancers','inherit','open','closed','','39156335','','','2016-02-23 17:15:37','2016-02-23 17:15:37','',5661,'http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335.jpg',0,'attachment','image/jpeg',0),(5808,8264,'2016-02-23 17:16:24','2016-02-23 17:16:24','[caption id=\"attachment_5807\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335-300x200.jpg\" alt=\"5 tips for working with freelancers\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5807\" /></a> 5 tips for working with freelancers[/caption]<p>The life of a freelancer is compelling to many. Be your own boss, travel freely, and work whenever you want.</p>\r\n\r\n<p>So it’s not surprising that a growing number of individuals choose to work this way. In fact, <a href=\"https://www.freelancersunion.org/blog/dispatches/2015/10/01/freelancing-america-2015/\">nearly one-third of the U.S. workforce</a>— 54 million Americans — has done freelance work in the past year.</p>\r\n\r\n<p>To get a better sense for how companies can best work with freelance talent, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Mehul%20Patel\">Mehul Patel</a>, CEO of <a href=\"https://hired.com/\">Hired</a>, an online marketplace that brings together qualified people and the companies that want to hire them.</p>\r\n\r\n<p>Patel has heard from both parties about the needs, benefits, and pitfalls of freelance work. Here’s what he suggests for companies looking to make a freelance hire:</p>\r\n\r\n<p><b>1. Move quickly through the freelance hiring process</b></p>\r\n\r\n<p>The long, cumbersome interview process can be frustrating for any job candidate, but it simply isn’t acceptable to freelancers. Because freelancers cannot rely on steady salaries from their current employers, every hour they are not billing is a missed revenue opportunity. If you ask them to endure the same lengthy hiring process as your full-time, permanent employees, they’ll be long gone and working for someone else by the time the process is over.</p>\r\n\r\n<p>To avoid this situation, it’s important for companies to set up expedited recruitment and interview protocols specific to freelancers. For example, the vetting process should be streamlined to a standard set of requirements, the number of necessary interviews should be reduced, and compensation should be research-based and fair. Quality matters, so contract work is not the place to cut costs. A speedy hiring experience will show that you are aware and respectful of freelancers’ time and will start off your working relationship on the right foot.</p>\r\n\r\n<p><b>2. Build a pipeline of candidates</b></p>\r\n\r\n<p>The hardest part for companies is often finding the right”\\ freelancer, and that can be highly competitive. Too many businesses begin the hiring process when they are already behind schedule on a project, so they need someone to start immediately. As a result, skilled freelancers often interview at multiple places at the same time and are off the market within one to two weeks. To attract and secure the right talent in a timely manner, companies need to interview contractors when there isn’t an immediate need. This relationship-driven approach to recruitment will help companies build a pipeline of freelance talent that can be plugged into projects without a lot of lead time. Not only will this help speed up the hiring process, but it will ensure that companies don’t miss out on high-quality freelance support during a time of need.</p>\r\n\r\n<p><b>3. Allow breathing room</b></p>\r\n\r\n<p>Freelancers love and need to have flexibility and control over when, where, why, and how they do their work. A study commissioned by the Freelancers Union and Upwork, “Freelancing in America: 2015,” said that <a href=\"https://www.upwork.com/i/freelancinginamerica2015/\">50 percent</a> of respondents say that no amount of money could persuade them to take a full-time gig. Bottom line: freelancers really hate micromanagement.</p>\r\n\r\n<p>That’s why companies should take a step back and trust the individuals they hire to do their job well. After all, the best contractors specialize in doing what they love and are usually really good at it. The role of the company is to give any worker, full or part-time, the tools, institutional knowledge, time constraints, and empowerment to reach a successful outcome, without telling them <i>how</i> to get there.</p>\r\n\r\n<p><b>4. Treat freelancers like partners</b></p>\r\n\r\n<p>Whether you’re working with a junior employee at your office, an advertising agency, or a freelance software developer, people do better work when they feel appreciated and respected. To get the most out of a freelance relationship, companies should focus on forming a true partnership between the freelancer and the rest of the team, uniting everyone involved on goals, progress, and setbacks. This type of insight helps these individuals to produce a work product in line with your mission, expectations, and timeline.</p>\r\n\r\n<p><b>5. Pay on time</b></p>\r\n\r\n<p>This seems basic, but it is one of the top areas for miscommunication between companies and freelancers. Before a free agent begins working, both parties must be crystal clear on when and how they will be compensated. If the project’s scope evolves or switches direction, which it often does, you should be prepared to pay for any additional time.</p>\r\n\r\n<p>Complete and prompt payment isn\'t just good for the freelancer. If the employer ever wants to hire a reputable freelancer again, it is in their best interest to be reliable.</p>\r\n\r\n<p>As the freelance workforce continues to grow, contractors will become an even bigger part of companies’ staffing strategies for specialized skillsets or project-based clients. In order to make sure the relationship is positive and productive, Patel advises companies to start with a clean slate. Forget everything you know about hiring a full-time employee and tailor the entire experience for contract work.</p>','5 tips for working with freelancers','','inherit','closed','closed','','5661-autosave-v1','','','2016-02-23 17:16:24','2016-02-23 17:16:24','',5661,'http://www.danamanciagli.com/5661-autosave-v1/',0,'revision','',0),(5809,8264,'2016-02-23 17:16:17','2016-02-23 17:16:17','[caption id=\"attachment_5807\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335-300x200.jpg\" alt=\"5 tips for working with freelancers\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5807\" /></a> 5 tips for working with freelancers[/caption]<p>The life of a freelancer is compelling to many. Be your own boss, travel freely, and work whenever you want.</p>\r\n\r\n<p>So it’s not surprising that a growing number of individuals choose to work this way. In fact, <a href=\"https://www.freelancersunion.org/blog/dispatches/2015/10/01/freelancing-america-2015/\">nearly one-third of the U.S. workforce</a>— 54 million Americans — has done freelance work in the past year.</p>\r\n\r\n<p>To get a better sense for how companies can best work with freelance talent, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Mehul%20Patel\">Mehul Patel</a>, CEO of <a href=\"https://hired.com/\">Hired</a>, an online marketplace that brings together qualified people and the companies that want to hire them.</p>\r\n\r\n<p>Patel has heard from both parties about the needs, benefits, and pitfalls of freelance work. Here’s what he suggests for companies looking to make a freelance hire:</p>\r\n\r\n<p><b>1. Move quickly through the freelance hiring process</b></p>\r\n\r\n<p>The long, cumbersome interview process can be frustrating for any job candidate, but it simply isn’t acceptable to freelancers. Because freelancers cannot rely on steady salaries from their current employers, every hour they are not billing is a missed revenue opportunity. If you ask them to endure the same lengthy hiring process as your full-time, permanent employees, they’ll be long gone and working for someone else by the time the process is over.</p>\r\n\r\n<p>To avoid this situation, it’s important for companies to set up expedited recruitment and interview protocols specific to freelancers. For example, the vetting process should be streamlined to a standard set of requirements, the number of necessary interviews should be reduced, and compensation should be research-based and fair. Quality matters, so contract work is not the place to cut costs. A speedy hiring experience will show that you are aware and respectful of freelancers’ time and will start off your working relationship on the right foot.</p>\r\n\r\n<p><b>2. Build a pipeline of candidates</b></p>\r\n\r\n<p>The hardest part for companies is often finding the right”\\ freelancer, and that can be highly competitive. Too many businesses begin the hiring process when they are already behind schedule on a project, so they need someone to start immediately. As a result, skilled freelancers often interview at multiple places at the same time and are off the market within one to two weeks. To attract and secure the right talent in a timely manner, companies need to interview contractors when there isn’t an immediate need. This relationship-driven approach to recruitment will help companies build a pipeline of freelance talent that can be plugged into projects without a lot of lead time. Not only will this help speed up the hiring process, but it will ensure that companies don’t miss out on high-quality freelance support during a time of need.</p>\r\n\r\n<p><b>3. Allow breathing room</b></p>\r\n\r\n<p>Freelancers love and need to have flexibility and control over when, where, why, and how they do their work. A study commissioned by the Freelancers Union and Upwork, “Freelancing in America: 2015,” said that <a href=\"https://www.upwork.com/i/freelancinginamerica2015/\">50 percent</a> of respondents say that no amount of money could persuade them to take a full-time gig. Bottom line: freelancers really hate micromanagement.</p>\r\n\r\n<p>That’s why companies should take a step back and trust the individuals they hire to do their job well. After all, the best contractors specialize in doing what they love and are usually really good at it. The role of the company is to give any worker, full or part-time, the tools, institutional knowledge, time constraints, and empowerment to reach a successful outcome, without telling them <i>how</i> to get there.</p>\r\n\r\n<p><b>4. Treat freelancers like partners</b></p>\r\n\r\n<p>Whether you’re working with a junior employee at your office, an advertising agency, or a freelance software developer, people do better work when they feel appreciated and respected. To get the most out of a freelance relationship, companies should focus on forming a true partnership between the freelancer and the rest of the team, uniting everyone involved on goals, progress, and setbacks. This type of insight helps these individuals to produce a work product in line with your mission, expectations, and timeline.</p>\r\n\r\n<p><b>5. Pay on time</b></p>\r\n\r\n<p>This seems basic, but it is one of the top areas for miscommunication between companies and freelancers. Before a free agent begins working, both parties must be crystal clear on when and how they will be compensated. If the project’s scope evolves or switches direction, which it often does, you should be prepared to pay for any additional time.</p>\r\n\r\n<p>Complete and prompt payment isn\'t just good for the freelancer. If the employer ever wants to hire a reputable freelancer again, it is in their best interest to be reliable.</p>\r\n\r\n<p>As the freelance workforce continues to grow, contractors will become an even bigger part of companies’ staffing strategies for specialized skillsets or project-based clients. In order to make sure the relationship is positive and productive, Patel advises companies to start with a clean slate. Forget everything you know about hiring a full-time employee and tailor the entire experience for contract work.</p>','5 tips for working with freelancers','','inherit','closed','closed','','5661-revision-v1','','','2016-02-23 17:16:17','2016-02-23 17:16:17','',5661,'http://www.danamanciagli.com/5661-revision-v1/',0,'revision','',0),(5803,8264,'2016-02-23 17:10:12','2016-02-23 17:10:12','[caption id=\"attachment_5801\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone-300x225.jpg\" alt=\"Working remotely isn’t right for everyone\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5801\" /></a> Working remotely isn’t right for everyone[/caption]<p>In recent years, working remotely has become more common in workplaces across the country.</p>\r\n\r\n<p>Technological advancements, such as web conferencing, softphone technology, and cloud computing have made working from home — or the local coffee shop – that much easier.</p>\r\n\r\n<p>Research from the <a href=\"http://www.nytimes.com/2014/03/08/your-money/when-working-in-your-pajamas-is-more-productive.html?_r=0\">American Community Survey</a> has shown that the number of remote workers in the United States increased by nearly 80 percent between 2005 and 2012.</p>\r\n\r\n<p>The number of jobs with remote work opportunities continues to rise annually. Currently, there are an estimated 3.2 million American workers who work remotely at least half of the time. This increase in remote work opportunities is affecting how job seekers, especially those in the IT industry where remote work is particularly feasible, evaluate job offers.</p>\r\n\r\n<p>In fact, many people prefer working remotely rather than coming into the office. <a href=\"http://www.canadianbusiness.com/business-strategy/millennials-prefer-telecommuting/\">Research</a> shows 70 percent of millennials say they\'d rather telecommute than work in the office, and this statistic reflects the overall attitude that remote work is an incentive to employees.</p>\r\n\r\n<p>While working remotely has its advantages, is it really for everyone?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Anthony%20Curlo\">Anthony Curlo</a>, the CEO of IT recruiting and staff augmentation firm <a href=\"http://www.davincitek.com/\">DaVinciTek</a>, argues that while some studies show remote work can lead to more engaged and happier employees, it is not ideal for all professionals and should not be a key factor in all job searches. Though remote work has become a key consideration for job-seeking professionals, Curlo says candidates must know themselves before making remote work an influential factor in a job search.</p>\r\n\r\n<p>\"Though there are an abundance of remote work opportunities for those in the IT industry, candidates must be honest about their own ability to handle the heightened responsibilities and expectations that accompany remote work,\" Curlo says. \"Jobs that don\'t offer remote work therefore shouldn\'t be discounted on that reason alone.\"</p>\r\n\r\n<p>Only professionals who are truly self-motivated and self-directed will be successful as remote workers. Employers will expect the same productivity, if not more, when employees work remotely. If professionals find it difficult to be motivated without supervision, remote work will ultimately lead to poor performance reviews.</p>\r\n\r\n<p>Curlo provides additional advice on working remotely:</p>\r\n\r\n<p><b>1. Remote workers must be capable of managing their performance</b></p>\r\n\r\n<p>Remote work is only ideal for driven employees who can manage and measure their own performance. Remote work eliminates the case for micromanaging, but some employees may need to be more intensely managed to ensure they are putting out their best work. While digital media makes it simple to communicate when working from home, a remote worker may have fewer resources to reach out to for guidance.</p>\r\n\r\n<p><b>2. Remote workers must be self-motivated</b></p>\r\n\r\n<p>Research from Gallup’s <a href=\"http://www.gallup.com/services/178514/state-american-workplace.aspx\">State of the American Workplace</a> shows workers tend to clock in more time – up to four hours more a week — when they work from home. \"While some employees are self-motivated to succeed, others need to be in a workplace environment to stay motivated,\" Curlo says. \"When working remotely, employees may have more time from the time they saved from not commuting or socializing. But, while some employees are putting in more work, others may be actually doing less and clocking in more time. Though it\'s the responsibility of the employee to perform all their duties to the best of their ability, it\'s also the job of the employer to manage the time sheets to detect any changes in productivity.\"</p>\r\n\r\n<p><b>3. Don\'t let working remotely hinder collaboration</b></p>\r\n\r\n<p>While web conferencing and file sharing capabilities make it easy to collaborate with other employees from home, some employees benefit from face-to-face interactions. \"Job seekers must distinguish the extent to which a job\'s responsibilities rely on collaboration and communication before using remote work opportunities as a primary criterion for accepting a position. Isolation could hinder critical accessibility,\" Curlo says.</p>\r\n\r\n<p>There are two sides to every story, and the same goes for remote work. While remote work has many advantages, it’s not for everyone. To pinpoint who will succeed by working remote, evaluate each employee\'s behavior and performance before offering the incentive.</p>','Working remotely isn’t right for everyone','','inherit','closed','closed','','5789-revision-v1','','','2016-02-23 17:10:12','2016-02-23 17:10:12','',5789,'http://www.danamanciagli.com/5789-revision-v1/',0,'revision','',0),(5804,8264,'2016-02-23 17:12:27','2016-02-23 17:12:27','Is it OK to text your boss that you\'re too sick to work?','Is it OK to text your boss that youre too sick to work','Is it OK to text your boss that you\'re too sick to work?','inherit','open','closed','','is-it-ok-to-text-your-boss-that-youre-too-sick-to-work-2','','','2016-02-23 17:12:34','2016-02-23 17:12:34','',5663,'http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work.jpg',0,'attachment','image/jpeg',0),(5805,8264,'2016-02-23 17:13:33','2016-02-23 17:13:33','[caption id=\"attachment_5804\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work-300x212.jpg\" alt=\"Is it OK to text your boss that you&#039;re too sick to work?\" width=\"300\" height=\"212\" class=\"size-medium wp-image-5804\" /></a> Is it OK to text your boss that you\'re too sick to work?[/caption]<p>Would you rather text your boss instead of calling when you’re feeling under the weather?</p>\r\n\r\n<p>Well, you’re not alone. In his new book <a href=\"http://www.amazon.com/Texting-Sick-\"><i>Texting in Sick: How Smartphones, Texting, and Social Media Are Changing Our Relationships</i></a>, cultural analyst <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Rune%20Vejby\">Rune Vejby</a> discusses the role that texting has come to play in our interactions with other people.</p>\r\n\r\n<p>Vejby writes about one study based on data from more than 2,000 Americans aged 18 to 34. The study found that fewer than half call in sick to work. The majority opt for the text-based alternatives of email, texting, and social media. Of the three, texting was the most popular by far.</p>\r\n\r\n<p>Vejby points out that texting is also used in more complex contexts than calling in sick, such as breaking up relationships and delivering bad news.</p>\r\n\r\n<p>“Actually, I wasn’t surprised by the results,” he says. “I’m part of the millennial generation myself, and I know how text-dependent we are. According to my <a href=\"http://www.textinginsick.com/%22%20%5Cl%20%22stats-and-graphs\">surveys and interviews</a>, more than eight out of 10 young people today rely primarily on text-based media such as texting and email when they communicate with others — regardless of whether it’s with friends, colleagues, or employers.”</p>\r\n\r\n<p>According to Vejby, there are three main reasons why texting has become so popular. First, it makes us feel less anxious than having a difficult conversation in person. Texting in sick is a pain-free alternative to picking up the phone and hearing your manager’s distressed voice when she realizes she has to find someone to cover for you.</p>\r\n\r\n<p>Second, texting gets to the point immediately. There’s no linguistic handshaking and small talk to deal with. As such, texting is the perfect fit for our highly pragmatic culture — one in which we value getting things done as quickly and efficiently as possible.</p>\r\n\r\n<p>Finally, most modern smartphones are not well-suited for making phone calls. With screens often larger than five inches, smartphones have nudged us towards texting simply because it\'s easier than holding a huge mobile device up to our ears.</p>\r\n\r\n<p>But in the context of work, Vejby warns that texting is rarely ideal for three reasons:</p>\r\n\r\n<p><b>1. It shatters trust</b></p>\r\n\r\n<p>Most managers disapprove of employees texting them in contexts that fall outside of casual communication. For example, only a third of the managers Vejby interviewed found it acceptable for staff to report in sick by text. “The vast majority of managers felt disappointed if they received a text instead of a call, especially if they hadn’t talked with the employee in advance about appropriate ways to report in sick,” Vejby notes.</p>\r\n\r\n<p>The same goes for other types of workplace conversations that involve more than just a simple message or small talk. “Only when the relationship is already very strong can an employee text their boss without compromising trust,” Vejby says.</p>\r\n\r\n<p><b>2. You will regret it afterwards</b></p>\r\n\r\n<p>While a text might relieve feelings of anxiety for the sender, it only provides short-term satisfaction.</p>\r\n\r\n<p>“Most people regret handling complex conversations on text afterwards,\" Vejby said. \"This is true in both personal and professional situations, such as breaking up relationships, delivering bad news, and reporting in sick for work. When we choose to text in those circumstances, we’re often left with a feeling that we should have done that differently.”</p>\r\n\r\n<p>When we manage to successfully handle anxiety-provoking conversations in person or on the phone, we feel that we have really accomplished something. There\'s a sense of gratification, of being proud of ourselves. Texting doesn\'t give us those same positive feelings, because it\'s simply too easy. It takes the risk out of the conversation. When we avoid risk, we don\'t experience the satisfaction that comes from successfully overcoming a difficult situation.</p>\r\n\r\n<p><b>3. You might lose out on nurturing important communication skills</b></p>\r\n\r\n<p>When we communicate in person, we draw on a wide range of social cues, such as tone of voice, gestures, facial expressions, and more. Learning how to read other people, show empathy, and avoid ambiguity are important, particularly when we are facing emotionally complex or difficult conversations. Such communication skills are invaluable not only in our careers, but in every interaction we face.</p>\r\n\r\n<p>Texting doesn’t allow us to put any of those skills to use, at least not in a meaningful way. However, if we take the time to have more of these important conversations by phone, we can learn to master the intricacies of successful communication and ultimately build greater trust and confidence.</p>','Is it OK to text your boss that you\'re too sick to work?','','inherit','closed','closed','','5663-autosave-v1','','','2016-02-23 17:13:33','2016-02-23 17:13:33','',5663,'http://www.danamanciagli.com/5663-autosave-v1/',0,'revision','',0),(5806,8264,'2016-02-23 17:13:27','2016-02-23 17:13:27','[caption id=\"attachment_5804\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work-300x212.jpg\" alt=\"Is it OK to text your boss that you&#039;re too sick to work?\" width=\"300\" height=\"212\" class=\"size-medium wp-image-5804\" /></a> Is it OK to text your boss that you\'re too sick to work?[/caption]<p>Would you rather text your boss instead of calling when you’re feeling under the weather?</p>\r\n\r\n<p>Well, you’re not alone. In his new book <a href=\"http://www.amazon.com/Texting-Sick-\"><i>Texting in Sick: How Smartphones, Texting, and Social Media Are Changing Our Relationships</i></a>, cultural analyst <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Rune%20Vejby\">Rune Vejby</a> discusses the role that texting has come to play in our interactions with other people.</p>\r\n\r\n<p>Vejby writes about one study based on data from more than 2,000 Americans aged 18 to 34. The study found that fewer than half call in sick to work. The majority opt for the text-based alternatives of email, texting, and social media. Of the three, texting was the most popular by far.</p>\r\n\r\n<p>Vejby points out that texting is also used in more complex contexts than calling in sick, such as breaking up relationships and delivering bad news.</p>\r\n\r\n<p>“Actually, I wasn’t surprised by the results,” he says. “I’m part of the millennial generation myself, and I know how text-dependent we are. According to my <a href=\"http://www.textinginsick.com/%22%20%5Cl%20%22stats-and-graphs\">surveys and interviews</a>, more than eight out of 10 young people today rely primarily on text-based media such as texting and email when they communicate with others — regardless of whether it’s with friends, colleagues, or employers.”</p>\r\n\r\n<p>According to Vejby, there are three main reasons why texting has become so popular. First, it makes us feel less anxious than having a difficult conversation in person. Texting in sick is a pain-free alternative to picking up the phone and hearing your manager’s distressed voice when she realizes she has to find someone to cover for you.</p>\r\n\r\n<p>Second, texting gets to the point immediately. There’s no linguistic handshaking and small talk to deal with. As such, texting is the perfect fit for our highly pragmatic culture — one in which we value getting things done as quickly and efficiently as possible.</p>\r\n\r\n<p>Finally, most modern smartphones are not well-suited for making phone calls. With screens often larger than five inches, smartphones have nudged us towards texting simply because it\'s easier than holding a huge mobile device up to our ears.</p>\r\n\r\n<p>But in the context of work, Vejby warns that texting is rarely ideal for three reasons:</p>\r\n\r\n<p><b>1. It shatters trust</b></p>\r\n\r\n<p>Most managers disapprove of employees texting them in contexts that fall outside of casual communication. For example, only a third of the managers Vejby interviewed found it acceptable for staff to report in sick by text. “The vast majority of managers felt disappointed if they received a text instead of a call, especially if they hadn’t talked with the employee in advance about appropriate ways to report in sick,” Vejby notes.</p>\r\n\r\n<p>The same goes for other types of workplace conversations that involve more than just a simple message or small talk. “Only when the relationship is already very strong can an employee text their boss without compromising trust,” Vejby says.</p>\r\n\r\n<p><b>2. You will regret it afterwards</b></p>\r\n\r\n<p>While a text might relieve feelings of anxiety for the sender, it only provides short-term satisfaction.</p>\r\n\r\n<p>“Most people regret handling complex conversations on text afterwards,\" Vejby said. \"This is true in both personal and professional situations, such as breaking up relationships, delivering bad news, and reporting in sick for work. When we choose to text in those circumstances, we’re often left with a feeling that we should have done that differently.”</p>\r\n\r\n<p>When we manage to successfully handle anxiety-provoking conversations in person or on the phone, we feel that we have really accomplished something. There\'s a sense of gratification, of being proud of ourselves. Texting doesn\'t give us those same positive feelings, because it\'s simply too easy. It takes the risk out of the conversation. When we avoid risk, we don\'t experience the satisfaction that comes from successfully overcoming a difficult situation.</p>\r\n\r\n<p><b>3. You might lose out on nurturing important communication skills</b></p>\r\n\r\n<p>When we communicate in person, we draw on a wide range of social cues, such as tone of voice, gestures, facial expressions, and more. Learning how to read other people, show empathy, and avoid ambiguity are important, particularly when we are facing emotionally complex or difficult conversations. Such communication skills are invaluable not only in our careers, but in every interaction we face.</p>\r\n\r\n<p>Texting doesn’t allow us to put any of those skills to use, at least not in a meaningful way. However, if we take the time to have more of these important conversations by phone, we can learn to master the intricacies of successful communication and ultimately build greater trust and confidence.</p>','Is it OK to text your boss that you\'re too sick to work?','','inherit','closed','closed','','5663-revision-v1','','','2016-02-23 17:13:27','2016-02-23 17:13:27','',5663,'http://www.danamanciagli.com/5663-revision-v1/',0,'revision','',0),(1310,8113,'2013-03-20 14:21:42','2013-03-20 14:21:42','','prep','','inherit','open','open','','prep','','','2013-03-20 14:21:42','2013-03-20 14:21:42','',1248,'http://www.danamanciagli.com/wp-content/uploads/2013/03/prep.png',0,'attachment','image/png',0),(1331,8113,'2013-03-14 02:35:48','2013-03-14 02:35:48','<p>Dana is a successful global sales and marketing executive with over 30 years in Fortune 500 companies and a start-up company.  During her career, she has hired, interviewed and profiled thousands of job-seekers in order to develop a new job search process for today\'s new, challenging job market. She is an expert in the end-to-end job search process for college graduates up to senior executives.</p>\r\n<p>Dana Manciagli is currently the General Manager of Global Sales for a major Microsoft Division.  Prior to her ten years at Microsoft, she held 20 years of senior sales and marketing positions at Kodak, Sea-Land, and IBM.  In addition, she grew a B2B start-up from early stage to a $60M publicly-held company.  She has worked and lived in Asia and Europe with global responsibilities throughout her career.</p>\r\n<p>As one of Seattle’s “Top 20 Women of Influence”, and board member of Junior Achievement worldwide, she is passionate about the advancement of people’s careers, and has built a highly-effective process for both the job search and the networking efforts.</p>\r\n<p>Dana holds her MBA from the Thunderbird School of Global Management and her Bachelor of Arts from the University of California at Santa Barbara. She lives in Seattle, Washington, and has two sons, Shane and Chad.</p>\r\n<p>Sign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-14 02:35:48','2013-03-14 02:35:48','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-12/',0,'revision','',0),(1337,8113,'2013-03-27 13:39:17','2013-03-27 13:39:17','<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><i>Cut the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares here life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p><strong>Sign up here</strong> for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive new insights and announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-27 13:39:17','2013-03-27 13:39:17','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-18/',0,'revision','',0),(1332,8113,'2013-03-27 13:34:42','2013-03-27 13:34:42','<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of “<a href=\"http://www.amazon.com/Think-Like-Zuck-Improbably-Zuckerberg/dp/007180949X/ref=cm_cr_pr_product_top\" target=\"_blank\"><i>Cut</i></a><i><span style=\"text-decoration: underline;\"> the Crap, Get a Job! A New Job Search Process for a New Era</span></i>”.</p>\r\n<p>&nbsp;</p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>&nbsp;</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications.</p>\r\n<p>&nbsp;</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares here life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>\r\n<p>Sign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-27 13:34:42','2013-03-27 13:34:42','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-13/',0,'revision','',0),(1643,8113,'2013-04-10 06:49:16','2013-04-10 06:49:16','<h3 class=\"coloured_head\" style=\"font-size: 18px;\">Cut the Crap, Get a Job! A New Job Search Process for a New Era</h3>\r\n<p class=\"top_text\">is a revolutionary and fresh job search book that delivers an intensive approach to help everyone from college graduates to senior executives find their next career moves. You’ll learn the current approach to the latest employment practices and brand new proprietary techniques for career development.</p>\r\n<div class=\"img_contener fright\"><img style=\"margin-right: 20px;\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/book_img.jpg\" /></p>\r\n<p><a target=\"_blank\" style=\"margin: 0 0 0 35px; display: block;\" href=\"http://www.amazon.com/Cut-Crap-Get-Search-Process/dp/1935953478/\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/amazon.jpg\" /></a></p>\r\n</div>\r\n<div class=\"text_contener_bold fleft\">\r\n<p class=\"bold_text\">Additionally, you will gain access to free downloadable tools to manage your personal job search.</p>\r\n<div class=\"clear10\"> </div>\r\n<p class=\"bold_text\">What’s unique and powerful about <span class=\"coloured\">“Cut the Crap, Get a Job?”</span></p>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n<ul class=\"list1\">\r\n<li>It’s simple—it breaks the end-to-end job search into bite-sized pieces, including solutions, tricks, and homework assignments to coach you through every step.</li>\r\n<li>It’s written from the perspective of a veteran hiring manager with experience in Fortune 500 corporations as well as small companies and start-ups.</li>\r\n<li>It provides all the technology-based tools you need to start a search through winning the job.</li>\r\n<li>It challenges tired, old practices and teaches innovative, proprietary techniques that will show you what it takes to be the best stand-out candidate being interviewed.</li>\r\n</ul>\r\n<p>If you’re ready to set serious and land your next career move, don’t waste another moment- read this book today!</p>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"mid_border\"> </div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"chapter_container fleft\">\r\n<h3 class=\"coloured_head fleft\" style=\"margin-top: 0px;\">Book Chapters:</h3>\r\n<div class=\"clear\"> </div>\r\n<p class=\"bold_text fleft\">Table of Contents:</p>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"chapter_section\">\r\n<p><span class=\"coloured\">Section 1 -</span> Attitude, Commitment, and Goal-Setting</p>\r\n<ul>\r\n<li>Chapter 1: Get Ready to Compete—In Your Head</li>\r\n<li>Chapter 2: Commit to the Odds Game</li>\r\n<li>Chapter 3: Set a Goal before Applying for Jobs</li>\r\n<li>Chapter 4: Outline Your Job Search Plan</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n<div class=\"chapter_section fleft\">\r\n<p><span class=\"coloured\">Section 2 -</span>Preparing to Win a Job</p>\r\n<ul>\r\n<li>Chapter 5: Build Your Job Tracking Tool</li>\r\n<li>Chapter 6: Sources for Jobs, Online and Offline</li>\r\n<li>Chapter 7: Social Media’s Role in Job Search</li>\r\n<li>Chapter 8: Research, Research, Research</li>\r\n<li>Chapter 9: Interview Preparation—In Advance</li>\r\n<li>Chapter 10: Network for Jobs</li>\r\n<li>Chapter 11: Cold Calling Companies</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n<div class=\"chapter_section\">\r\n<p><span class=\"coloured\">Section 3 -</span> Apply and Interview</p>\r\n<ul>\r\n<li>Chapter 12: Phone Etiquette</li>\r\n<li>Chapter 13: Email Etiquette</li>\r\n<li>Chapter 14: Résumé Tips and Tricks</li>\r\n<li>Chapter 15: Applying for a Position—The New Cut the Crap(CTC) Candidate Packet and CTC Job<br /> Description Profile (JD Profile)</li>\r\n<li>Chapter 16: Cover Letter Overhaul—A New Cut the Crap Cover Letter</li>\r\n<li>Chapter 17: Winning Interviews to Win a Job</li>\r\n<li>Chapter 18: Thank You and Follow-Up</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"chapter_feature fright\">\r\n<h3 class=\"coloured_head\" style=\"margin-top: 0px;\">Each Chapter Delivers…</h3>\r\n<ul class=\"chapter_deliver\">\r\n<li class=\"sol\">Solutions</li>\r\n<li class=\"tricks\">Tricks</li>\r\n<li class=\"mistakes\">Mistakes</li>\r\n<li class=\"excuse\">Excuses</li>\r\n<li class=\"homework\">Homework</li>\r\n</ul>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"mid_border\"> </div>\r\n<div class=\"clear\"> </div>\r\n<div class=\"text_left\">\r\n<h3 class=\"coloured_head\">About the Author:</h3>\r\n<p><img class=\"fright\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/dana_image.jpg\" width=\"178\" /></p>\r\n<p>Dana Manciagli has been a corporate executive for more than 30 years and has leveraged her<br /> employee hiring and management experience into that of author, blogger, keynote speaker, career<br /> coach, and global career expert.</p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations.<br /> Recently retired from a decade’s tenure at Microsoft as Worldwide Sales General Manager, Dana previously<br /> worked for Kodak as Vice President of Worldwide Marketing and climbed the corporate career ladder through<br /> Sea-Land, Avery Dennison, and IBM. She also helped grow a technology start-up from early stage to IPO and<br /> sale of the company.</p>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"text_right\"><img class=\"fleft\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/book_img1.jpg\" width=\"178\" /><a target=\"_blank\" class=\"fleft\" style=\"clear: both; width: 179px; text-align: center;\" href=\"http://www.amazon.com/Cut-Crap-Get-Search-Process/dp/1935953478/\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/amazon.jpg\" /></a></p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a<br /> proprietary job search and networking process. She has presented her concept at hundreds of career-centric<br /> and corporate events and is a prolific writer on the subject. Dana’s ideas and techniques are proven to be as<br /> effective for college graduates as for senior executives.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the<br /> Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird<br /> School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely<br /> proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n</div>\r\n<div class=\"mid_border\"> </div>\r\n<div class=\"container\">\r\n<h3 class=\"coloured_head\" style=\"font-style: italic;\">What career experts and authors are saying about this book:</h3>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Dana Manciagli’s book is very important especially during this time of global economic recovery.<br /> She is preparing people for employment! Great job!</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Stedman Graham, Author, Speaker, Entrepreneur</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Welcome to the new reality! Cut the Crap, Get a Job is a welcome slap in the face to conventional job search “wisdom”. Dana shows you how to embrace your talents, understand your talents and land a job you’ll like. I highly recommend you invest the time in yourself to read it – because you’re worth it.</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---David Perry, co-author of Guerrilla Marketing for Job Hunters 3.0 and Managing Partner of Perry-Martel International Inc.</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Cut the Crap, Get a Job! provides the 2 essentials you must have to get a job in the 21st century: the right attitude and the right tactics. Dana’s “nothing can stop me,” hyper-positive, can-do attitude oozes out of this book. If you can harness that attitude and be disciplined enough to follow her simple instructions, there is no doubt: you will win a job!</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Ilise Benun, author of 7 books and founder of Marketing-Mentor.com and the Creative Freelancer Conference</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Dana Manciagli, having led a remarkable career, tells the reader like it is to \"Cut the Crap, Get a Job.\" As a mentor, her logical, step-by –step approach, including the latest techniques of \'social recruiting\' will in deed focus you in the right direction to achieve powerful results.</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Susan Bulkeley Butler, CEO, Susan Bulkeley Butler Institute for the Development of Women Leaders; Author: Become the CEO of You, Inc. and WOMEN COUNT: A Guide to Changing the World, Former Managing Partner at Accenture.</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>“A direct, no-nonsense tool to help you get out of overwhelm and into action to get the job you want NOW!</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\">---Anna Liotta, Author of Unlocking Generational CODES</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"testmonial_box\">\r\n<div class=\"arrow\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/testimonial_tip.png\" /></div>\r\n<p>Job-seekers would be well advised to heed Dana’s advice. A clear focus on activities that bring results – such as modern day networking techniques – is critical in today’s jobs market. Dana will help you cut through the hype and focus on doing those things most likely to bring job search success. Highly recommended.</p>\r\n<div class=\"clear20\"> </div>\r\n<p><span class=\"coloured fright\" style=\"font-style: italic;\"> ---Tony Restell,,Director &amp; Co-Founder, Top-Consultant.com and Social-Hire.com</span></p>\r\n<div class=\"clear\"> </div>\r\n</div>\r\n</div>\r\n','Book','','inherit','open','open','','13-revision-v1','','','2013-04-10 06:49:16','2013-04-10 06:49:16','',13,'http://www.danamanciagli.com/set-your-goal/13-revision-16/',0,'revision','',0),(1333,8113,'2013-03-27 13:35:38','2013-03-27 13:35:38','<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of “<span style=\"color: #000000;\"><a href=\"http://www.amazon.com/Think-Like-Zuck-Improbably-Zuckerberg/dp/007180949X/ref=cm_cr_pr_product_top\" target=\"_blank\"><span style=\"color: #000000;\"><i>Cut</i></span></a></span><i><span style=\"text-decoration: underline;\"> the Crap, Get a Job! A New Job Search Process for a New Era</span></i>”.</p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares here life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>\r\n<p>Sign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-27 13:35:38','2013-03-27 13:35:38','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-14/',0,'revision','',0),(1335,8113,'2013-03-27 13:37:16','2013-03-27 13:37:16','<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><i>Cut the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares here life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>\r\n<p>Sign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-27 13:37:16','2013-03-27 13:37:16','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-16/',0,'revision','',0),(1334,8113,'2013-03-27 13:36:54','2013-03-27 13:36:54','<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><span style=\"text-decoration: underline;\"><span style=\"color: #000000; text-decoration: underline;\"><a href=\"http://www.amazon.com/Think-Like-Zuck-Improbably-Zuckerberg/dp/007180949X/ref=cm_cr_pr_product_top\" target=\"_blank\"><span style=\"color: #000000; text-decoration: underline;\"><i>Cut</i></span></a></span></span><i> the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares here life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>\r\n<p>Sign up here for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-27 13:36:54','2013-03-27 13:36:54','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-15/',0,'revision','',0),(1336,8113,'2013-03-27 13:38:10','2013-03-27 13:38:10','<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><i>Cut the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer survivor, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares here life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p><strong>Sign up here</strong> for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive notification of pre-sale book orders, and to hear book publishing announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-03-27 13:38:10','2013-03-27 13:38:10','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-17/',0,'revision','',0),(5929,8264,'2016-04-29 15:25:50','2016-04-29 15:25:50','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path-300x200.jpg\" alt=\"5 strong indicators you should take an entrepreneurial path\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-5927\" /></a><p>There are times when a job search seems to lead to one dead end after another. In some cases, this frustrating cycle just might indicate that the “perfect job” you’re looking for is something else entirely: The chance to hire yourself.</p>\r\n\r\n<p>If you’re underwhelmed by your job options, craving more autonomy and growth potential, or resisting making a commitment to another corporate position, it may be that entrepreneurship would better fit your needs than traditional W-2-track employment.</p>\r\n\r\n<p>Pete Gilfillan, a pre-eminent franchise consultant and author of the best-selling business book <em><a href=\"http://www.hireyourselfbook.com/\" target=\"_blank\">HIRE YOURSELF: Control your Own Destiny through Franchise Ownership</a></em>, works with hundreds of candidates each year as they explore the possibility of franchise investment — often while they simultaneously look at traditional employment options.</p>\r\n\r\n<p>That’s a smart way to approach this crossroads, Gilfillan explains, because sometimes the reason the right job isn’t coming along is because what the candidate most desires isn’t a job at all — it’s a chance to pursue business ownership.</p>\r\n\r\n<p><b>Explore both options</b></p>\r\n\r\n<p>“There’s no downside to weighing both options,” Gilfillan explains. “That way, whether you choose to invest in a franchise or hire on with someone else’s company, you’re taking the wide view to find the right thing. In the long run, it may save some candidates from the nagging sense that they missed their big chance down that road not taken.”</p>\r\n\r\n<p>Gilfillan is quick to acknowledge that entrepreneurship is not for everyone.</p>\r\n\r\n<p>“There are millions of men and women of all ages in the workforce who crave close management and the perceived security of the traditional corporate world,” he says. “But there are millions more who dream of having greater career independence, of betting on themselves, and of feeling fully in control of their own destinies.”</p>\r\n\r\n<p>If you fall into this latter category—if you aspire to entrepreneurship—then Gilfillan believes you owe it to yourself to give business ownership at least equal consideration when mulling any career change.</p>\r\n\r\n<p>There are five strong indicators he looks for as he helps candidates decide if entrepreneurship through franchising is for them. Here’s how he breaks it down and describes each one:</p>\r\n\r\n<p><b>1. The capacity to succeed</b></p>\r\n\r\n<p>To be a success in franchising or almost any entrepreneurial endeavor, a candidate needs to bring solid business acumen and leadership skills to the table from the start. The aptitude for getting things done and effectively leading a team is one thing that translates seamlessly from the corporate world to entrepreneurship nearly every time.</p>\r\n\r\n\r\n<p><b>2. Strength of character</b></p>\r\n\r\n<p>Franchisors in particular look for candidates with proven records of being honest, ethical, and driven to succeed. Whether you’re looking to build a business from scratch or expand on a franchisor’s proven concept, these three character traits are a strong predictor of success.</p>\r\n\r\n\r\n<p><b>3. Investment Capital</b></p>\r\n\r\n<p>There are a wide range of investment thresholds for both franchising and start-up endeavors, but regardless of which path a candidate chooses, he or she will need to have some skin in the game — some level of personal financial investment — to demonstrate real commitment to partners, backers, and lenders.</p>\r\n\r\n\r\n<p><b>4. A Spirit of Cooperation</b></p>\r\n\r\n<p>If you are a maverick who struggles to get along with others or take the direct route from Point A to Point B, you may find starting any business to be rough. Franchising especially requires you to be willing to follow the franchisor’s established business systems to succeed.</p>\r\n\r\n<p>There’s no downside in this, though — because those systems are proven, tested, and easy to replicate in each individual unit. It’s nice to not have to reinvent the wheel for every facet of your business.</p>\r\n\r\n<p><b>5. A Commitment to Customer Satisfaction</b></p>\r\n\r\n<p>No matter what kind of business you dream of owning, you’re going to need an unwavering commitment to customer satisfaction to create a worthwhile enterprise. Regardless of the product or service you plan to provide, customer satisfaction is always a component in businesses that thrive.</p>\r\n\r\n<p>If you see these five characteristics in yourself, then maybe it’s time to take a step back from your job search and ask: <em>Is it possible the reason this isn’t panning out has more to do with my desire to be an entrepreneur than with how my experience and skills match up with today’s job market?</em></p>','5 strong indicators you should take an entrepreneurial path','','inherit','closed','closed','','5912-revision-v1','','','2016-04-29 15:25:50','2016-04-29 15:25:50','',5912,'http://www.danamanciagli.com/5912-revision-v1/',0,'revision','',0),(5923,7636,'2016-04-29 00:16:52','2016-04-29 00:16:52','<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, Get 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 00:16:52','2016-04-29 00:16:52','',1248,'http://www.danamanciagli.com/1248-revision-v1/',0,'revision','',0),(5927,8264,'2016-04-29 15:25:15','2016-04-29 15:25:15','5 strong indicators you should take an entrepreneurial path','5 strong indicators you should take an entrepreneurial path','','inherit','open','closed','','5-strong-indicators-you-should-take-an-entrepreneurial-path-2','','','2016-04-29 15:25:24','2016-04-29 15:25:24','',5912,'http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path.jpg',0,'attachment','image/jpeg',0),(5928,8264,'2016-04-29 15:25:46','2016-04-29 15:25:46','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/05/5-strong-indicators-you-should-take-an-entrepreneurial-path-300x200.jpg\" alt=\"5 strong indicators you should take an entrepreneurial path\" width=\"300\" height=\"200\" class=\"alignright size-medium wp-image-5927\" /></a><p>There are times when a job search seems to lead to one dead end after another. In some cases, this frustrating cycle just might indicate that the “perfect job” you’re looking for is something else entirely: The chance to hire yourself.</p>\n\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>\n\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>\n\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>\n\n<p><b>Explore both options</b></p>\n\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>\n\n<p>Gilfillan is quick to acknowledge that entrepreneurship is not for everyone.</p>\n\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>\n\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>\n\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>\n\n<p><b>1. The capacity to succeed</b></p>\n\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>\n\n\n<p><b>2. Strength of character</b></p>\n\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>\n\n\n<p><b>3. Investment Capital</b></p>\n\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>\n\n\n<p><b>4. A Spirit of Cooperation</b></p>\n\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>\n\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>\n\n<p><b>5. A Commitment to Customer Satisfaction</b></p>\n\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>\n\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-autosave-v1','','','2016-04-29 15:25:46','2016-04-29 15:25:46','',5912,'http://www.danamanciagli.com/5912-autosave-v1/',0,'revision','',0),(5791,8264,'2016-02-18 16:16:02','2016-02-18 16:16:02','<p>In recent years, working remotely has become more common in workplaces across the country.</p>\r\n\r\n<p>Technological advancements, such as web conferencing, softphone technology, and cloud computing have made working from home — or the local coffee shop – that much easier.</p>\r\n\r\n<p>Research from the <a href=\"http://www.nytimes.com/2014/03/08/your-money/when-working-in-your-pajamas-is-more-productive.html?_r=0\">American Community Survey</a> has shown that the number of remote workers in the United States increased by nearly 80 percent between 2005 and 2012.</p>\r\n\r\n<p>The number of jobs with remote work opportunities continues to rise annually. Currently, there are an estimated 3.2 million American workers who work remotely at least half of the time. This increase in remote work opportunities is affecting how job seekers, especially those in the IT industry where remote work is particularly feasible, evaluate job offers.</p>\r\n\r\n<p>In fact, many people prefer working remotely rather than coming into the office. <a href=\"http://www.canadianbusiness.com/business-strategy/millennials-prefer-telecommuting/\">Research</a> shows 70 percent of millennials say they\'d rather telecommute than work in the office, and this statistic reflects the overall attitude that remote work is an incentive to employees.</p>\r\n\r\n<p>While working remotely has its advantages, is it really for everyone?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Anthony%20Curlo\">Anthony Curlo</a>, the CEO of IT recruiting and staff augmentation firm <a href=\"http://www.davincitek.com/\">DaVinciTek</a>, argues that while some studies show remote work can lead to more engaged and happier employees, it is not ideal for all professionals and should not be a key factor in all job searches. Though remote work has become a key consideration for job-seeking professionals, Curlo says candidates must know themselves before making remote work an influential factor in a job search.</p>\r\n\r\n<p>\"Though there are an abundance of remote work opportunities for those in the IT industry, candidates must be honest about their own ability to handle the heightened responsibilities and expectations that accompany remote work,\" Curlo says. \"Jobs that don\'t offer remote work therefore shouldn\'t be discounted on that reason alone.\"</p>\r\n\r\n<p>Only professionals who are truly self-motivated and self-directed will be successful as remote workers. Employers will expect the same productivity, if not more, when employees work remotely. If professionals find it difficult to be motivated without supervision, remote work will ultimately lead to poor performance reviews.</p>\r\n\r\n<p>Curlo provides additional advice on working remotely:</p>\r\n\r\n<p><b>1. Remote workers must be capable of managing their performance</b></p>\r\n\r\n<p>Remote work is only ideal for driven employees who can manage and measure their own performance. Remote work eliminates the case for micromanaging, but some employees may need to be more intensely managed to ensure they are putting out their best work. While digital media makes it simple to communicate when working from home, a remote worker may have fewer resources to reach out to for guidance.</p>\r\n\r\n<p><b>2. Remote workers must be self-motivated</b></p>\r\n\r\n<p>Research from Gallup’s <a href=\"http://www.gallup.com/services/178514/state-american-workplace.aspx\">State of the American Workplace</a> shows workers tend to clock in more time – up to four hours more a week — when they work from home. \"While some employees are self-motivated to succeed, others need to be in a workplace environment to stay motivated,\" Curlo says. \"When working remotely, employees may have more time from the time they saved from not commuting or socializing. But, while some employees are putting in more work, others may be actually doing less and clocking in more time. Though it\'s the responsibility of the employee to perform all their duties to the best of their ability, it\'s also the job of the employer to manage the time sheets to detect any changes in productivity.\"</p>\r\n\r\n<p><b>3. Don\'t let working remotely hinder collaboration</b></p>\r\n\r\n<p>While web conferencing and file sharing capabilities make it easy to collaborate with other employees from home, some employees benefit from face-to-face interactions. \"Job seekers must distinguish the extent to which a job\'s responsibilities rely on collaboration and communication before using remote work opportunities as a primary criterion for accepting a position. Isolation could hinder critical accessibility,\" Curlo says.</p>\r\n\r\n<p>There are two sides to every story, and the same goes for remote work. While remote work has many advantages, it’s not for everyone. To pinpoint who will succeed by working remote, evaluate each employee\'s behavior and performance before offering the incentive.</p>','Working remotely isn’t right for everyone','','inherit','closed','closed','','5789-revision-v1','','','2016-02-18 16:16:02','2016-02-18 16:16:02','',5789,'http://www.danamanciagli.com/5789-revision-v1/',0,'revision','',0),(5792,8264,'2016-02-18 16:16:36','2016-02-18 16:16:36','<p>Putting together a team whose values and work preferences align with those of the company is critical to any company’s success. But how can you accurately predict how a new hire will fit in with your organization’s unique culture?</p>\r\n\r\n<p>To find out before it’s too late, many managers are engaging candidates first on a temporary basis. In a new <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a>survey, more than one-third (34 percent) of chief financial officers (CFOs) polled said having a candidate work on atemporary basis initially provides the greatest insight into whether he or she is a good fit with the company culture.</p>\r\n\r\n<p>Hiring a temporary professional provides what amounts to a trial period for potential new employees. That way, you have the advantage of already knowing some of the individual’s capabilities and personal attributes when making your decision whether to bring them on full time.</p>\r\n\r\n<p>There are many different elements that define a business’s culture. At the most fundamental level, the culture is the intangible “style” or overall image projected by a company. Emphasis on such principles as open communication, intellectual challenge, and ethical business practices are also part of a firm’s unique culture.</p>\r\n\r\n<p>Specialized staffing expert Bill Driscoll, a district president of<a href=\"http://www.roberthalf.com/accountemps\">Accountemps</a>, says, “Engaging a temporary professional to evaluate her as a full-time employee can help avoid costly hiring mistakes. Those doing temporary work who mesh well with the organization’s culture may assimilate faster and be more likely tostay for the long term.”</p>\r\n\r\n<p>Give your temporary professionals the chance to put their best foot forward by taking these steps:</p>\r\n\r\n<p><b>1. Fully inform your staffing firm</b></p>\r\n\r\n<p>Let your recruiter know immediately that an assignment has the potential to become a permanent position, and clearly outline the responsibilities of the job and key aspects of your workplace culture. That way, your staffing firm can search for appropriate candidates who will be able to commit to a permanent position, if offered.</p>\r\n\r\n<p><b>2. Share what success looks like</b></p>\r\n\r\n<p>You can’t make a fair assessment of temporary workers’ performance if they don’t understand what is expected of them. Give adequate direction, including project details and deadlines, as well as company norms that aren’t actual policies, such as employee communication preferences.</p>\r\n\r\n<p><b>3. Make them feel included</b></p>\r\n\r\n<p>Help temporary workers feel welcome by inviting them to the same meetings, team lunches, and events everyone else attends. Make sure they receive emails and other communications about company and industry news.</p>\r\n\r\n<p><b>4. Ask for staff input</b></p>\r\n\r\n<p>Pair a temporary professional on projects with key members of your team and seek your staff’s feedback on how he performed and got along with others. Do not undervalue your team’s judgment of the candidate’s compatibility.</p>\r\n\r\n<p><b>5. Don’t forget they’re also evaluating you</b></p>\r\n\r\n<p>At the same time you’re checking her fit with your needs, a temporary professional is also assessing your company culture and how it fits with <i>her</i> work style preferences. That makes it important to “sell” your company during her time on the job. Showcase the tangible and intangible factors that make you an attractive employer. Emphasize, for example, your company’scompetitive salaries, benefits, stability, community involvement, and work-life balance options.</p>\r\n\r\n<p>Temporary work can be a valuable measuring stick for determining how someone will perform in your organization over the long term. Like it does for many managers already, this approach can help you ensure a better fit with the people you hire on a full-time basis.</p>','Try before you hire: The temp-to-hire strategy','','inherit','closed','closed','','5790-revision-v1','','','2016-02-18 16:16:36','2016-02-18 16:16:36','',5790,'http://www.danamanciagli.com/5790-revision-v1/',0,'revision','',0),(5798,8264,'2016-02-23 17:04:41','2016-02-23 17:04:41','Try before you hire: The temp-to-hire strategy','Try before you hire The temp to hire strategy','Try before you hire: The temp-to-hire strategy','inherit','open','closed','','try-before-you-hire-the-temp-to-hire-strategy-2','','','2016-02-23 17:04:58','2016-02-23 17:04:58','',5790,'http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy.jpg',0,'attachment','image/jpeg',0),(5825,1,'2016-03-10 19:17:17','2016-03-10 19:17:17','','Order &ndash; March 10, 2016 @ 07:17 PM','','wc-processing','open','closed','order_56e1c83a773d6','order-mar-10-2016-0717-pm','','','2016-03-10 19:17:17','2016-03-10 19:17:17','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5825',0,'shop_order','',2),(5789,8311,'2016-03-21 02:16:41','2016-03-21 02:16:41','[caption id=\"attachment_5801\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone-300x225.jpg\" alt=\"Working remotely isn’t right for everyone\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5801\" /></a> Working remotely isn’t right for everyone[/caption]<p>In recent years, working remotely has become more common in workplaces across the country.</p>\r\n\r\n<p>Technological advancements, such as web conferencing, softphone technology, and cloud computing have made working from home — or the local coffee shop – that much easier.</p>\r\n\r\n<p>Research from the <a href=\"http://www.nytimes.com/2014/03/08/your-money/when-working-in-your-pajamas-is-more-productive.html?_r=0\">American Community Survey</a> has shown that the number of remote workers in the United States increased by nearly 80 percent between 2005 and 2012.</p>\r\n\r\n<p>The number of jobs with remote work opportunities continues to rise annually. Currently, there are an estimated 3.2 million American workers who work remotely at least half of the time. This increase in remote work opportunities is affecting how job seekers, especially those in the IT industry where remote work is particularly feasible, evaluate job offers.</p>\r\n\r\n<p>In fact, many people prefer working remotely rather than coming into the office. <a href=\"http://www.canadianbusiness.com/business-strategy/millennials-prefer-telecommuting/\">Research</a> shows 70 percent of millennials say they\'d rather telecommute than work in the office, and this statistic reflects the overall attitude that remote work is an incentive to employees.</p>\r\n\r\n<p>While working remotely has its advantages, is it really for everyone?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Anthony%20Curlo\">Anthony Curlo</a>, the CEO of IT recruiting and staff augmentation firm <a href=\"http://www.davincitek.com/\">DaVinciTek</a>, argues that while some studies show remote work can lead to more engaged and happier employees, it is not ideal for all professionals and should not be a key factor in all job searches. Though remote work has become a key consideration for job-seeking professionals, Curlo says candidates must know themselves before making remote work an influential factor in a job search.</p>\r\n\r\n<p>\"Though there are an abundance of remote work opportunities for those in the IT industry, candidates must be honest about their own ability to handle the heightened responsibilities and expectations that accompany remote work,\" Curlo says. \"Jobs that don\'t offer remote work therefore shouldn\'t be discounted on that reason alone.\"</p>\r\n\r\n<p>Only professionals who are truly self-motivated and self-directed will be successful as remote workers. Employers will expect the same productivity, if not more, when employees work remotely. If professionals find it difficult to be motivated without supervision, remote work will ultimately lead to poor performance reviews.</p>\r\n\r\n<p>Curlo provides additional advice on working remotely:</p>\r\n\r\n<p><b>1. Remote workers must be capable of managing their performance</b></p>\r\n\r\n<p>Remote work is only ideal for driven employees who can manage and measure their own performance. Remote work eliminates the case for micromanaging, but some employees may need to be more intensely managed to ensure they are putting out their best work. While digital media makes it simple to communicate when working from home, a remote worker may have fewer resources to reach out to for guidance.</p>\r\n\r\n<p><b>2. Remote workers must be self-motivated</b></p>\r\n\r\n<p>Research from Gallup’s <a href=\"http://www.gallup.com/services/178514/state-american-workplace.aspx\">State of the American Workplace</a> shows workers tend to clock in more time – up to four hours more a week — when they work from home. \"While some employees are self-motivated to succeed, others need to be in a workplace environment to stay motivated,\" Curlo says. \"When working remotely, employees may have more time from the time they saved from not commuting or socializing. But, while some employees are putting in more work, others may be actually doing less and clocking in more time. Though it\'s the responsibility of the employee to perform all their duties to the best of their ability, it\'s also the job of the employer to manage the time sheets to detect any changes in productivity.\"</p>\r\n\r\n<p><b>3. Don\'t let working remotely hinder collaboration</b></p>\r\n\r\n<p>While web conferencing and file sharing capabilities make it easy to collaborate with other employees from home, some employees benefit from face-to-face interactions. \"Job seekers must distinguish the extent to which a job\'s responsibilities rely on collaboration and communication before using remote work opportunities as a primary criterion for accepting a position. Isolation could hinder critical accessibility,\" Curlo says.</p>\r\n\r\n<p>There are two sides to every story, and the same goes for remote work. While remote work has many advantages, it’s not for everyone. To pinpoint who will succeed by working remote, evaluate each employee\'s behavior and performance before offering the incentive.</p>','Working remotely isn’t right for everyone','','publish','open','open','','working-remotely-isnt-right-for-everyone','','','2016-02-23 17:10:47','2016-02-23 17:10:47','',0,'http://www.danamanciagli.com/?p=5789',0,'post','',0),(5790,8311,'2016-03-16 02:16:43','2016-03-16 02:16:43','[caption id=\"attachment_5798\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy-300x199.jpg\" alt=\"Try before you hire: The temp-to-hire strategy\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5798\" /></a> Try before you hire: The temp-to-hire strategy[/caption]<p>Putting together a team whose values and work preferences align with those of the company is critical to any company’s success. But how can you accurately predict how a new hire will fit in with your organization’s unique culture?</p>\r\n\r\n<p>To find out before it’s too late, many managers are engaging candidates first on a temporary basis. In a new <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> survey, more than one-third (34 percent) of chief financial officers (CFOs) polled said having a candidate work on atemporary basis initially provides the greatest insight into whether he or she is a good fit with the company culture.</p>\r\n\r\n<p>Hiring a temporary professional provides what amounts to a trial period for potential new employees. That way, you have the advantage of already knowing some of the individual’s capabilities and personal attributes when making your decision whether to bring them on full time.</p>\r\n\r\n<p>There are many different elements that define a business’s culture. At the most fundamental level, the culture is the intangible “style” or overall image projected by a company. Emphasis on such principles as open communication, intellectual challenge, and ethical business practices are also part of a firm’s unique culture.</p>\r\n\r\n<p>Specialized staffing expert Bill Driscoll, a district president of <a href=\"http://www.roberthalf.com/accountemps\">Accountemps</a>, says, “Engaging a temporary professional to evaluate her as a full-time employee can help avoid costly hiring mistakes. Those doing temporary work who mesh well with the organization’s culture may assimilate faster and be more likely tostay for the long term.”</p>\r\n\r\n<p>Give your temporary professionals the chance to put their best foot forward by taking these steps:</p>\r\n\r\n<p><b>1. Fully inform your staffing firm</b></p>\r\n\r\n<p>Let your recruiter know immediately that an assignment has the potential to become a permanent position, and clearly outline the responsibilities of the job and key aspects of your workplace culture. That way, your staffing firm can search for appropriate candidates who will be able to commit to a permanent position, if offered.</p>\r\n\r\n<p><b>2. Share what success looks like</b></p>\r\n\r\n<p>You can’t make a fair assessment of temporary workers’ performance if they don’t understand what is expected of them. Give adequate direction, including project details and deadlines, as well as company norms that aren’t actual policies, such as employee communication preferences.</p>\r\n\r\n<p><b>3. Make them feel included</b></p>\r\n\r\n<p>Help temporary workers feel welcome by inviting them to the same meetings, team lunches, and events everyone else attends. Make sure they receive emails and other communications about company and industry news.</p>\r\n\r\n<p><b>4. Ask for staff input</b></p>\r\n\r\n<p>Pair a temporary professional on projects with key members of your team and seek your staff’s feedback on how he performed and got along with others. Do not undervalue your team’s judgment of the candidate’s compatibility.</p>\r\n\r\n<p><b>5. Don’t forget they’re also evaluating you</b></p>\r\n\r\n<p>At the same time you’re checking her fit with your needs, a temporary professional is also assessing your company culture and how it fits with <i>her</i> work style preferences. That makes it important to “sell” your company during her time on the job. Showcase the tangible and intangible factors that make you an attractive employer. Emphasize, for example, your company’scompetitive salaries, benefits, stability, community involvement, and work-life balance options.</p>\r\n\r\n<p>Temporary work can be a valuable measuring stick for determining how someone will perform in your organization over the long term. Like it does for many managers already, this approach can help you ensure a better fit with the people you hire on a full-time basis.</p>','Try before you hire: The temp-to-hire strategy','','publish','open','open','','try-before-you-hire-the-temp-to-hire-strategy','','','2016-02-23 17:06:00','2016-02-23 17:06:00','',0,'http://www.danamanciagli.com/?p=5790',0,'post','',0),(5725,1,'2016-02-07 23:51:58','2016-02-07 23:51:58','','Order &ndash; February 7, 2016 @ 11:51 PM','','wc-processing','open','closed','order_56b7d89786c49','order-feb-07-2016-1151-pm','','','2016-02-07 23:51:58','2016-02-07 23:51:58','',0,'https://www.danamanciagli.com/?post_type=shop_order&#038;p=5725',0,'shop_order','',2),(5663,8311,'2016-03-23 02:07:49','2016-03-23 02:07:49','[caption id=\"attachment_5804\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Is-it-OK-to-text-your-boss-that-youre-too-sick-to-work-300x212.jpg\" alt=\"Is it OK to text your boss that you&#039;re too sick to work?\" width=\"300\" height=\"212\" class=\"size-medium wp-image-5804\" /></a> Is it OK to text your boss that you\'re too sick to work?[/caption]<p>Would you rather text your boss instead of calling when you’re feeling under the weather?</p>\r\n\r\n<p>Well, you’re not alone. In his new book <a href=\"http://www.amazon.com/Texting-Sick-\"><i>Texting in Sick: How Smartphones, Texting, and Social Media Are Changing Our Relationships</i></a>, cultural analyst <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Rune%20Vejby\">Rune Vejby</a> discusses the role that texting has come to play in our interactions with other people.</p>\r\n\r\n<p>Vejby writes about one study based on data from more than 2,000 Americans aged 18 to 34. The study found that fewer than half call in sick to work. The majority opt for the text-based alternatives of email, texting, and social media. Of the three, texting was the most popular by far.</p>\r\n\r\n<p>Vejby points out that texting is also used in more complex contexts than calling in sick, such as breaking up relationships and delivering bad news.</p>\r\n\r\n<p>“Actually, I wasn’t surprised by the results,” he says. “I’m part of the millennial generation myself, and I know how text-dependent we are. According to my <a href=\"http://www.textinginsick.com/%22%20%5Cl%20%22stats-and-graphs\">surveys and interviews</a>, more than eight out of 10 young people today rely primarily on text-based media such as texting and email when they communicate with others — regardless of whether it’s with friends, colleagues, or employers.”</p>\r\n\r\n<p>According to Vejby, there are three main reasons why texting has become so popular. First, it makes us feel less anxious than having a difficult conversation in person. Texting in sick is a pain-free alternative to picking up the phone and hearing your manager’s distressed voice when she realizes she has to find someone to cover for you.</p>\r\n\r\n<p>Second, texting gets to the point immediately. There’s no linguistic handshaking and small talk to deal with. As such, texting is the perfect fit for our highly pragmatic culture — one in which we value getting things done as quickly and efficiently as possible.</p>\r\n\r\n<p>Finally, most modern smartphones are not well-suited for making phone calls. With screens often larger than five inches, smartphones have nudged us towards texting simply because it\'s easier than holding a huge mobile device up to our ears.</p>\r\n\r\n<p>But in the context of work, Vejby warns that texting is rarely ideal for three reasons:</p>\r\n\r\n<p><b>1. It shatters trust</b></p>\r\n\r\n<p>Most managers disapprove of employees texting them in contexts that fall outside of casual communication. For example, only a third of the managers Vejby interviewed found it acceptable for staff to report in sick by text. “The vast majority of managers felt disappointed if they received a text instead of a call, especially if they hadn’t talked with the employee in advance about appropriate ways to report in sick,” Vejby notes.</p>\r\n\r\n<p>The same goes for other types of workplace conversations that involve more than just a simple message or small talk. “Only when the relationship is already very strong can an employee text their boss without compromising trust,” Vejby says.</p>\r\n\r\n<p><b>2. You will regret it afterwards</b></p>\r\n\r\n<p>While a text might relieve feelings of anxiety for the sender, it only provides short-term satisfaction.</p>\r\n\r\n<p>“Most people regret handling complex conversations on text afterwards,\" Vejby said. \"This is true in both personal and professional situations, such as breaking up relationships, delivering bad news, and reporting in sick for work. When we choose to text in those circumstances, we’re often left with a feeling that we should have done that differently.”</p>\r\n\r\n<p>When we manage to successfully handle anxiety-provoking conversations in person or on the phone, we feel that we have really accomplished something. There\'s a sense of gratification, of being proud of ourselves. Texting doesn\'t give us those same positive feelings, because it\'s simply too easy. It takes the risk out of the conversation. When we avoid risk, we don\'t experience the satisfaction that comes from successfully overcoming a difficult situation.</p>\r\n\r\n<p><b>3. You might lose out on nurturing important communication skills</b></p>\r\n\r\n<p>When we communicate in person, we draw on a wide range of social cues, such as tone of voice, gestures, facial expressions, and more. Learning how to read other people, show empathy, and avoid ambiguity are important, particularly when we are facing emotionally complex or difficult conversations. Such communication skills are invaluable not only in our careers, but in every interaction we face.</p>\r\n\r\n<p>Texting doesn’t allow us to put any of those skills to use, at least not in a meaningful way. However, if we take the time to have more of these important conversations by phone, we can learn to master the intricacies of successful communication and ultimately build greater trust and confidence.</p>','Is it OK to text your boss that you\'re too sick to work?','','publish','open','open','','is-it-ok-to-text-your-boss-that-youre-too-sick-to-work','','','2016-02-23 17:13:50','2016-02-23 17:13:50','',0,'http://www.danamanciagli.com/?p=5663',0,'post','',0),(5664,8264,'2016-02-03 22:07:41','2016-02-03 22:07:41','<p>Would you rather text your boss instead of calling when you’re feeling under the weather?</p>\r\n\r\n<p>Well, you’re not alone. In his new book <a href=\"http://www.amazon.com/Texting-Sick-\"><i>Texting in Sick: How Smartphones, Texting, and Social Media Are Changing Our Relationships</i></a>, cultural analyst <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Rune%20Vejby\">Rune Vejby</a> discusses the role that texting has come to play in our interactions with other people.</p>\r\n\r\n<p>Vejby writes about one study based on data from more than 2,000 Americans aged 18 to 34. The study found that fewer than half call in sick to work. The majority opt for the text-based alternatives of email, texting, and social media. Of the three, texting was the most popular by far.</p>\r\n\r\n<p>Vejby points out that texting is also used in more complex contexts than calling in sick, such as breaking up relationships and delivering bad news.</p>\r\n\r\n<p>“Actually, I wasn’t surprised by the results,” he says. “I’m part of the millennial generation myself, and I know how text-dependent we are. According to my <a href=\"http://www.textinginsick.com/%22%20%5Cl%20%22stats-and-graphs\">surveys and interviews</a>, more than eight out of 10 young people today rely primarily on text-based media such as texting and email when they communicate with others — regardless of whether it’s with friends, colleagues, or employers.”</p>\r\n\r\n<p>According to Vejby, there are three main reasons why texting has become so popular. First, it makes us feel less anxious than having a difficult conversation in person. Texting in sick is a pain-free alternative to picking up the phone and hearing your manager’s distressed voice when she realizes she has to find someone to cover for you.</p>\r\n\r\n<p>Second, texting gets to the point immediately. There’s no linguistic handshaking and small talk to deal with. As such, texting is the perfect fit for our highly pragmatic culture — one in which we value getting things done as quickly and efficiently as possible.</p>\r\n\r\n<p>Finally, most modern smartphones are not well-suited for making phone calls. With screens often larger than five inches, smartphones have nudged us towards texting simply because it\'s easier than holding a huge mobile device up to our ears.</p>\r\n\r\n<p>But in the context of work, Vejby warns that texting is rarely ideal for three reasons:</p>\r\n\r\n<p><b>1. It shatters trust</b></p>\r\n\r\n<p>Most managers disapprove of employees texting them in contexts that fall outside of casual communication. For example, only a third of the managers Vejby interviewed found it acceptable for staff to report in sick by text. “The vast majority of managers felt disappointed if they received a text instead of a call, especially if they hadn’t talked with the employee in advance about appropriate ways to report in sick,” Vejby notes.</p>\r\n\r\n<p>The same goes for other types of workplace conversations that involve more than just a simple message or small talk. “Only when the relationship is already very strong can an employee text their boss without compromising trust,” Vejby says.</p>\r\n\r\n<p><b>2. You will regret it afterwards</b></p>\r\n\r\n<p>While a text might relieve feelings of anxiety for the sender, it only provides short-term satisfaction.</p>\r\n\r\n<p>“Most people regret handling complex conversations on text afterwards,\" Vejby said. \"This is true in both personal and professional situations, such as breaking up relationships, delivering bad news, and reporting in sick for work. When we choose to text in those circumstances, we’re often left with a feeling that we should have done that differently.”</p>\r\n\r\n<p>When we manage to successfully handle anxiety-provoking conversations in person or on the phone, we feel that we have really accomplished something. There\'s a sense of gratification, of being proud of ourselves. Texting doesn\'t give us those same positive feelings, because it\'s simply too easy. It takes the risk out of the conversation. When we avoid risk, we don\'t experience the satisfaction that comes from successfully overcoming a difficult situation.</p>\r\n\r\n<p><b>3. You might lose out on nurturing important communication skills</b></p>\r\n\r\n<p>When we communicate in person, we draw on a wide range of social cues, such as tone of voice, gestures, facial expressions, and more. Learning how to read other people, show empathy, and avoid ambiguity are important, particularly when we are facing emotionally complex or difficult conversations. Such communication skills are invaluable not only in our careers, but in every interaction we face.</p>\r\n\r\n<p>Texting doesn’t allow us to put any of those skills to use, at least not in a meaningful way. However, if we take the time to have more of these important conversations by phone, we can learn to master the intricacies of successful communication and ultimately build greater trust and confidence.</p>','Is it OK to text your boss that you\'re too sick to work?','','inherit','closed','closed','','5663-revision-v1','','','2016-02-03 22:07:41','2016-02-03 22:07:41','',5663,'http://www.danamanciagli.com/5663-revision-v1/',0,'revision','',0),(5661,8311,'2016-03-28 02:05:31','2016-03-28 02:05:31','[caption id=\"attachment_5807\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/39156335-300x200.jpg\" alt=\"5 tips for working with freelancers\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5807\" /></a> 5 tips for working with freelancers[/caption]<p>The life of a freelancer is compelling to many. Be your own boss, travel freely, and work whenever you want.</p>\r\n\r\n<p>So it’s not surprising that a growing number of individuals choose to work this way. In fact, <a href=\"https://www.freelancersunion.org/blog/dispatches/2015/10/01/freelancing-america-2015/\">nearly one-third of the U.S. workforce</a>— 54 million Americans — has done freelance work in the past year.</p>\r\n\r\n<p>To get a better sense for how companies can best work with freelance talent, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Mehul%20Patel\">Mehul Patel</a>, CEO of <a href=\"https://hired.com/\">Hired</a>, an online marketplace that brings together qualified people and the companies that want to hire them.</p>\r\n\r\n<p>Patel has heard from both parties about the needs, benefits, and pitfalls of freelance work. Here’s what he suggests for companies looking to make a freelance hire:</p>\r\n\r\n<p><b>1. Move quickly through the freelance hiring process</b></p>\r\n\r\n<p>The long, cumbersome interview process can be frustrating for any job candidate, but it simply isn’t acceptable to freelancers. Because freelancers cannot rely on steady salaries from their current employers, every hour they are not billing is a missed revenue opportunity. If you ask them to endure the same lengthy hiring process as your full-time, permanent employees, they’ll be long gone and working for someone else by the time the process is over.</p>\r\n\r\n<p>To avoid this situation, it’s important for companies to set up expedited recruitment and interview protocols specific to freelancers. For example, the vetting process should be streamlined to a standard set of requirements, the number of necessary interviews should be reduced, and compensation should be research-based and fair. Quality matters, so contract work is not the place to cut costs. A speedy hiring experience will show that you are aware and respectful of freelancers’ time and will start off your working relationship on the right foot.</p>\r\n\r\n<p><b>2. Build a pipeline of candidates</b></p>\r\n\r\n<p>The hardest part for companies is often finding the right freelancer, and that can be highly competitive. Too many businesses begin the hiring process when they are already behind schedule on a project, so they need someone to start immediately. As a result, skilled freelancers often interview at multiple places at the same time and are off the market within one to two weeks. To attract and secure the right talent in a timely manner, companies need to interview contractors when there isn’t an immediate need. This relationship-driven approach to recruitment will help companies build a pipeline of freelance talent that can be plugged into projects without a lot of lead time. Not only will this help speed up the hiring process, but it will ensure that companies don’t miss out on high-quality freelance support during a time of need.</p>\r\n\r\n<p><b>3. Allow breathing room</b></p>\r\n\r\n<p>Freelancers love and need to have flexibility and control over when, where, why, and how they do their work. A study commissioned by the Freelancers Union and Upwork, “Freelancing in America: 2015,” said that <a href=\"https://www.upwork.com/i/freelancinginamerica2015/\">50 percent</a> of respondents say that no amount of money could persuade them to take a full-time gig. Bottom line: freelancers really hate micromanagement.</p>\r\n\r\n<p>That’s why companies should take a step back and trust the individuals they hire to do their job well. After all, the best contractors specialize in doing what they love and are usually really good at it. The role of the company is to give any worker, full or part-time, the tools, institutional knowledge, time constraints, and empowerment to reach a successful outcome, without telling them <i>how</i> to get there.</p>\r\n\r\n<p><b>4. Treat freelancers like partners</b></p>\r\n\r\n<p>Whether you’re working with a junior employee at your office, an advertising agency, or a freelance software developer, people do better work when they feel appreciated and respected. To get the most out of a freelance relationship, companies should focus on forming a true partnership between the freelancer and the rest of the team, uniting everyone involved on goals, progress, and setbacks. This type of insight helps these individuals to produce a work product in line with your mission, expectations, and timeline.</p>\r\n\r\n<p><b>5. Pay on time</b></p>\r\n\r\n<p>This seems basic, but it is one of the top areas for miscommunication between companies and freelancers. Before a free agent begins working, both parties must be crystal clear on when and how they will be compensated. If the project’s scope evolves or switches direction, which it often does, you should be prepared to pay for any additional time.</p>\r\n\r\n<p>Complete and prompt payment isn\'t just good for the freelancer. If the employer ever wants to hire a reputable freelancer again, it is in their best interest to be reliable.</p>\r\n\r\n<p>As the freelance workforce continues to grow, contractors will become an even bigger part of companies’ staffing strategies for specialized skillsets or project-based clients. In order to make sure the relationship is positive and productive, Patel advises companies to start with a clean slate. Forget everything you know about hiring a full-time employee and tailor the entire experience for contract work.</p>','5 tips for working with freelancers','','publish','open','open','','5-tips-for-working-with-freelancers','','','2016-03-29 14:23:11','2016-03-29 14:23:11','',0,'http://www.danamanciagli.com/?p=5661',0,'post','',0),(5662,8264,'2016-02-03 22:05:20','2016-02-03 22:05:20','<p>The life of a freelancer is compelling to many. Be your own boss, travel freely, and work whenever you want.</p>\r\n\r\n<p>So it’s not surprising that a growing number of individuals choose to work this way. In fact, <a href=\"https://www.freelancersunion.org/blog/dispatches/2015/10/01/freelancing-america-2015/\">nearly one-third of the U.S. workforce</a>— 54 million Americans — has done freelance work in the past year.</p>\r\n\r\n<p>To get a better sense for how companies can best work with freelance talent, I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Mehul%20Patel\">Mehul Patel</a>, CEO of <a href=\"https://hired.com/\">Hired</a>, an online marketplace that brings together qualified people and the companies that want to hire them.</p>\r\n\r\n<p>Patel has heard from both parties about the needs, benefits, and pitfalls of freelance work. Here’s what he suggests for companies looking to make a freelance hire:</p>\r\n\r\n<p><b>1. Move quickly through the freelance hiring process</b></p>\r\n\r\n<p>The long, cumbersome interview process can be frustrating for any job candidate, but it simply isn’t acceptable to freelancers. Because freelancers cannot rely on steady salaries from their current employers, every hour they are not billing is a missed revenue opportunity. If you ask them to endure the same lengthy hiring process as your full-time, permanent employees, they’ll be long gone and working for someone else by the time the process is over.</p>\r\n\r\n<p>To avoid this situation, it’s important for companies to set up expedited recruitment and interview protocols specific to freelancers. For example, the vetting process should be streamlined to a standard set of requirements, the number of necessary interviews should be reduced, and compensation should be research-based and fair. Quality matters, so contract work is not the place to cut costs. A speedy hiring experience will show that you are aware and respectful of freelancers’ time and will start off your working relationship on the right foot.</p>\r\n\r\n<p><b>2. Build a pipeline of candidates</b></p>\r\n\r\n<p>The hardest part for companies is often finding the right”\\ freelancer, and that can be highly competitive. Too many businesses begin the hiring process when they are already behind schedule on a project, so they need someone to start immediately. As a result, skilled freelancers often interview at multiple places at the same time and are off the market within one to two weeks. To attract and secure the right talent in a timely manner, companies need to interview contractors when there isn’t an immediate need. This relationship-driven approach to recruitment will help companies build a pipeline of freelance talent that can be plugged into projects without a lot of lead time. Not only will this help speed up the hiring process, but it will ensure that companies don’t miss out on high-quality freelance support during a time of need.</p>\r\n\r\n<p><b>3. Allow breathing room</b></p>\r\n\r\n<p>Freelancers love and need to have flexibility and control over when, where, why, and how they do their work. A study commissioned by the Freelancers Union and Upwork, “Freelancing in America: 2015,” said that <a href=\"https://www.upwork.com/i/freelancinginamerica2015/\">50 percent</a> of respondents say that no amount of money could persuade them to take a full-time gig. Bottom line: freelancers really hate micromanagement.</p>\r\n\r\n<p>That’s why companies should take a step back and trust the individuals they hire to do their job well. After all, the best contractors specialize in doing what they love and are usually really good at it. The role of the company is to give any worker, full or part-time, the tools, institutional knowledge, time constraints, and empowerment to reach a successful outcome, without telling them <i>how</i> to get there.</p>\r\n\r\n<p><b>4. Treat freelancers like partners</b></p>\r\n\r\n<p>Whether you’re working with a junior employee at your office, an advertising agency, or a freelance software developer, people do better work when they feel appreciated and respected. To get the most out of a freelance relationship, companies should focus on forming a true partnership between the freelancer and the rest of the team, uniting everyone involved on goals, progress, and setbacks. This type of insight helps these individuals to produce a work product in line with your mission, expectations, and timeline.</p>\r\n\r\n<p><b>5. Pay on time</b></p>\r\n\r\n<p>This seems basic, but it is one of the top areas for miscommunication between companies and freelancers. Before a free agent begins working, both parties must be crystal clear on when and how they will be compensated. If the project’s scope evolves or switches direction, which it often does, you should be prepared to pay for any additional time.</p>\r\n\r\n<p>Complete and prompt payment isn\'t just good for the freelancer. If the employer ever wants to hire a reputable freelancer again, it is in their best interest to be reliable.</p>\r\n\r\n<p>As the freelance workforce continues to grow, contractors will become an even bigger part of companies’ staffing strategies for specialized skillsets or project-based clients. In order to make sure the relationship is positive and productive, Patel advises companies to start with a clean slate. Forget everything you know about hiring a full-time employee and tailor the entire experience for contract work.</p>','5 tips for working with freelancers','','inherit','closed','closed','','5661-revision-v1','','','2016-02-03 22:05:20','2016-02-03 22:05:20','',5661,'http://www.danamanciagli.com/5661-revision-v1/',0,'revision','',0),(5620,8264,'2016-01-26 17:25:15','2016-01-26 17:25:15','[caption id=\"attachment_5617\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749-e1453829059279.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749-300x200.jpg\" alt=\"4 steps for productive disruption\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5617\" /></a> 4 steps for productive disruption[/caption]\r\n<p>Whether you are a leader looking to advance in your organization, an owner trying to jump-start innovation, or an individual seeking something new, getting started on the path to disruption is not an easy task – especially if every opportunity seems out of reach, and every door appears closed.</p>\r\n\r\n<p>I spoke with <a href=\"http://whitneyjohnson.c/\">Whitney Johnson</a>, a leading thinker on driving innovation through personal disruption.</p>\r\n\r\n<p>In her new book, <a href=\"https://bibliomotion.com/books/disrupt-yourself\"><i>Disrupt Yourself</i></a> <i>: Putting the Power of Disruptive Innovation to Work</i>, she shares four key steps to finding an open door:</p>\r\n\r\n<p><b>1. Identify what you do well.</b></p>\r\n\r\n<p>What compliments do you repeatedly dismiss? These are the dismissals you do, not because you were being coy, but because the thing you were complimented on feels as natural as breathing. Maybe you’ve heard this compliment so many times, you’re sick of it!</p>\r\n\r\n<p>The tendency to deflect compliments around what you do reflexively well is understandable, but in deflecting, you devalue the very strengths that are your superpowers. Something that comes easily or seems obvious to you may be rare and valuable to someone else.</p>\r\n\r\n<p><b>2. Match your strengths with unmet needs.</b></p>\r\n\r\n<p>Once you have a clear picture of your one-of-a-kind skills, match those skills to unmet needs. Consider jobs where you’d be the wild-card candidate. Or look for ways to combine your passions. Look at problems that the organization needs solved, and ask yourself: Can I fix that?</p>\r\n\r\n<p>There is no shortage of jobs to be done or problems to be solved. But there’s only one of you. The right problems are those that you somehow feel called to solve, and are capable of solving, because of your expertise and accumulated life experiences.</p>\r\n\r\n<p><b>3. Invite someone to lunch who is not exactly like you.</b></p>\r\n\r\n<p>If you are having trouble finding an unmet need, talk with someone who works in a different industry or is an expert at something you are not. Seek out advice from someone of a different gender, ethnicity, race, or age. This can help open your eyes to find open doors.</p>\r\n\r\n<p>While a closed network reinforces your sense of belonging, you hear the same ideas over and over again. An open network can be a bit painful because you will have to work harder to understand a person not like you, but you are more likely to have breakthrough ideas.</p>\r\n\r\n<p><b>4. Reflect on the last time you were scared and lonely.</b></p>\r\n\r\n<p>Now, give yourself a high five. When you are scared because you are trying something new, you’ll not only know that this endeavor matters to you, it probably means you are on the right path to disruption.</p>\r\n\r\n<p>To do something astonishing will require that you walk through a door no one else has been through before. Think about the achievements you have made by surmounting some huge, probably unexpected, even undeserved, obstacle. Maybe it was your upbringing, health challenges, financial circumstances, or relationship woes.</p>\r\n\r\n<p>Once you got over the “If only…” thoughts, you allowed your obstacles to become a tool of creation. By reflecting on your past accomplishments, you know you have the courage and strength to overcome fear and take risks — and that it will all be worth it.</p>\r\n\r\n<p>Being able to find the open door and go through it can be scary because it’s uncertain. But because you’re blazing your own trail, you’re more likely to be successful. After all, you can’t find an open door without moving; and you can’t move without taking risks.</p>','4 steps for productive disruption','','inherit','closed','closed','','5611-revision-v1','','','2016-01-26 17:25:15','2016-01-26 17:25:15','',5611,'http://www.danamanciagli.com/5611-revision-v1/',0,'revision','',0),(5576,8264,'2016-01-12 14:33:44','2016-01-12 14:33:44','[caption id=\"attachment_5574\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/3-reasons-you’re-missing-the-mark-on-a-perfect-job-match.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/3-reasons-you’re-missing-the-mark-on-a-perfect-job-match-300x202.jpg\" alt=\"3 reasons you’re missing the mark on a perfect job match\" width=\"300\" height=\"202\" class=\"size-medium wp-image-5574\" /></a> 3 reasons you’re missing the mark on a perfect job match[/caption]<p>Unemployment has seen a decline in recent months, creating more competition and making it harder for recruiters to hire. And despite the advent of new human resources technology, the hiring process remains arduous for recruiters and job candidates alike.</p>\r\n\r\n<p>Beyond, an online career network that connects job seekers and employers, conducted a national survey of HR professionals and found that, in general, organizations are struggling to hire the right candidates.</p>\r\n\r\n<p>According to the findings, more than half of HR professionals said it’s more difficult to find qualified job candidates these days. More than a million jobs were added in 2015 so far, but it will take time to fill them all.</p>\r\n\r\n<p>Does the hiring bottleneck start with the job seeker or hiring manager? Here are three factors that might be causing the problem:</p>\r\n\r\n<p><b>1. Job candidates appear unreliable</b></p>\r\n\r\n<p>The survey indicated that 71 percent of respondents aren’t willing to hire job hoppers, or someone who has served several positions in a short period of time. A common mistake for candidates is handing in resumes that are exhaustive rather than strategic.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joe%20Weinlick\">Joe Weinlick</a>, senior vice president of marketing for Beyond, it’s important for those on the job hunt to structure a resume strategically and only highlight experience relevant to the position.</p>\r\n\r\n<p>“Having a lot of experience is a great thing, but you don’t want to be considered a job hopper,” said Weinlick. “Pay close attention to how you present your experience. If you don’t, an employer will pass you over for someone who does.”</p>\r\n\r\n<p><b>2. There is a technological disconnect</b></p>\r\n\r\n<p>It’s clear that <a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/12/tips-for-using-a-mobile-device-to-land-a-job.html?page=all\">mobile job search</a> is changing the recruiting industry. The desktop job search has become much less significant since smartphone and tablet technology became every bit as capable as traditional online job hunting. Surprisingly, more than half of HR professionals admitted they don’t have a mobile-friendly job application process despite an upward trend in mobile job seeking.</p>\r\n\r\n<p>Employers should be taking advantage of technology by focusing on those who are “always on” and on-the-go. Those who are not embracing today’s technology are missing out on groups of qualified talent.</p>\r\n\r\n<p><b>3. You rule out slobs</b></p>\r\n\r\n<p><a href=\"http://hs.beyond.com/what-really-matters-to-employers-infographic\">About 60 percent</a> of HR professionals aren’t willing to hire a skilled candidate if he or she isn’t a polished dresser.</p>\r\n\r\n<p>While dressing for the job you want is important, so is not judging a book by its cover. Many workplaces are becoming more casual, and ruling out a job candidate simply based on attire only further reduces the amount of qualified job candidates that companies have to consider.</p>\r\n\r\n<p>“Recruiters shouldn’t discard skilled job candidates because they don’t approve of their attire, especially if it’s during the first interview,\" continued Weinlick. \"Finding the right job candidate can take months of searching, so anyone with the right qualifications should be given a fair chance. Getting the right candidate to dress the way you want is a lot easier than getting the wrong candidate to have the qualifications you need.”</p>\r\n\r\n<p>As businesses continue to grow and the economy continues to improve, building out a reliable and talented workforce will become even more important. However, there are many nuances to consider during the hiring process. Keep this advice in mind when looking to fill positions at your company, and you may more effectively and efficiently recruit the next crop of quality talent. And find your perfect match!</p>','3 reasons you’re missing the mark on a perfect job match','','inherit','closed','closed','','5550-revision-v1','','','2016-01-12 14:33:44','2016-01-12 14:33:44','',5550,'http://www.danamanciagli.com/5550-revision-v1/',0,'revision','',0),(5575,8264,'2016-01-12 14:33:55','2016-01-12 14:33:55','[caption id=\"attachment_5574\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/3-reasons-you’re-missing-the-mark-on-a-perfect-job-match.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/3-reasons-you’re-missing-the-mark-on-a-perfect-job-match-300x202.jpg\" alt=\"3 reasons you’re missing the mark on a perfect job match\" width=\"300\" height=\"202\" class=\"size-medium wp-image-5574\" /></a> 3 reasons you’re missing the mark on a perfect job match[/caption]<p>Unemployment has seen a decline in recent months, creating more competition and making it harder for recruiters to hire. And despite the advent of new human resources technology, the hiring process remains arduous for recruiters and job candidates alike.</p>\r\n\r\n<p>Beyond, an online career network that connects job seekers and employers, conducted a national survey of HR professionals and found that, in general, organizations are struggling to hire the right candidates.</p>\r\n\r\n<p>According to the findings, more than half of HR professionals said it’s more difficult to find qualified job candidates these days. More than a million jobs were added in 2015 so far, but it will take time to fill them all.</p>\r\n\r\n<p>Does the hiring bottleneck start with the job seeker or hiring manager? Here are three factors that might be causing the problem:</p>\r\n\r\n<p><b>1. Job candidates appear unreliable</b></p>\r\n\r\n<p>The survey indicated that 71 percent of respondents aren’t willing to hire job hoppers, or someone who has served several positions in a short period of time. A common mistake for candidates is handing in resumes that are exhaustive rather than strategic.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joe%20Weinlick\">Joe Weinlick</a>, senior vice president of marketing for Beyond, it’s important for those on the job hunt to structure a resume strategically and only highlight experience relevant to the position.</p>\r\n\r\n<p>“Having a lot of experience is a great thing, but you don’t want to be considered a job hopper,” said Weinlick. “Pay close attention to how you present your experience. If you don’t, an employer will pass you over for someone who does.”</p>\r\n\r\n<p><b>2. There is a technological disconnect</b></p>\r\n\r\n<p>It’s clear that <a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/12/tips-for-using-a-mobile-device-to-land-a-job.html?page=all\">mobile job search</a> is changing the recruiting industry. The desktop job search has become much less significant since smartphone and tablet technology became every bit as capable as traditional online job hunting. Surprisingly, more than half of HR professionals admitted they don’t have a mobile-friendly job application process despite an upward trend in mobile job seeking.</p>\r\n\r\n<p>Employers should be taking advantage of technology by focusing on those who are “always on” and on-the-go. Those who are not embracing today’s technology are missing out on groups of qualified talent.</p>\r\n\r\n<p><b>3. You rule out slobs</b></p>\r\n\r\n<p><a href=\"http://hs.beyond.com/what-really-matters-to-employers-infographic\">About 60 percent</a> of HR professionals aren’t willing to hire a skilled candidate if he or she isn’t a polished dresser.</p>\r\n\r\n<p>While dressing for the job you want is important, so is not judging a book by its cover. Many workplaces are becoming more casual, and ruling out a job candidate simply based on attire only further reduces the amount of qualified job candidates that companies have to consider.</p>\r\n\r\n<p>“Recruiters shouldn’t discard skilled job candidates because they don’t approve of their attire, especially if it’s during the first interview,\" continued Weinlick. \"Finding the right job candidate can take months of searching, so anyone with the right qualifications should be given a fair chance. Getting the right candidate to dress the way you want is a lot easier than getting the wrong candidate to have the qualifications you need.”</p>\r\n\r\n<p>As businesses continue to grow and the economy continues to improve, building out a reliable and talented workforce will become even more important. However, there are many nuances to consider during the hiring process. Keep this advice in mind when looking to fill positions at your company, and you may more effectively and efficiently recruit the next crop of quality talent. And find your perfect match!</p>','3 reasons you’re missing the mark on a perfect job match','','inherit','closed','closed','','5550-autosave-v1','','','2016-01-12 14:33:55','2016-01-12 14:33:55','',5550,'http://www.danamanciagli.com/5550-autosave-v1/',0,'revision','',0),(5799,8264,'2016-02-23 17:05:30','2016-02-23 17:05:30','[caption id=\"attachment_5798\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy-300x199.jpg\" alt=\"Try before you hire: The temp-to-hire strategy\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5798\" /></a> Try before you hire: The temp-to-hire strategy[/caption]<p>Putting together a team whose values and work preferences align with those of the company is critical to any company’s success. But how can you accurately predict how a new hire will fit in with your organization’s unique culture?</p>\n\n<p>To find out before it’s too late, many managers are engaging candidates first on a temporary basis. In a new <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> survey, more than one-third (34 percent) of chief financial officers (CFOs) polled said having a candidate work on atemporary basis initially provides the greatest insight into whether he or she is a good fit with the company culture.</p>\n\n<p>Hiring a temporary professional provides what amounts to a trial period for potential new employees. That way, you have the advantage of already knowing some of the individual’s capabilities and personal attributes when making your decision whether to bring them on full time.</p>\n\n<p>There are many different elements that define a business’s culture. At the most fundamental level, the culture is the intangible “style” or overall image projected by a company. Emphasis on such principles as open communication, intellectual challenge, and ethical business practices are also part of a firm’s unique culture.</p>\n\n<p>Specialized staffing expert Bill Driscoll, a district president of<a href=\"http://www.roberthalf.com/accountemps\">Accountemps</a>, says, “Engaging a temporary professional to evaluate her as a full-time employee can help avoid costly hiring mistakes. Those doing temporary work who mesh well with the organization’s culture may assimilate faster and be more likely tostay for the long term.”</p>\n\n<p>Give your temporary professionals the chance to put their best foot forward by taking these steps:</p>\n\n<p><b>1. Fully inform your staffing firm</b></p>\n\n<p>Let your recruiter know immediately that an assignment has the potential to become a permanent position, and clearly outline the responsibilities of the job and key aspects of your workplace culture. That way, your staffing firm can search for appropriate candidates who will be able to commit to a permanent position, if offered.</p>\n\n<p><b>2. Share what success looks like</b></p>\n\n<p>You can’t make a fair assessment of temporary workers’ performance if they don’t understand what is expected of them. Give adequate direction, including project details and deadlines, as well as company norms that aren’t actual policies, such as employee communication preferences.</p>\n\n<p><b>3. Make them feel included</b></p>\n\n<p>Help temporary workers feel welcome by inviting them to the same meetings, team lunches, and events everyone else attends. Make sure they receive emails and other communications about company and industry news.</p>\n\n<p><b>4. Ask for staff input</b></p>\n\n<p>Pair a temporary professional on projects with key members of your team and seek your staff’s feedback on how he performed and got along with others. Do not undervalue your team’s judgment of the candidate’s compatibility.</p>\n\n<p><b>5. Don’t forget they’re also evaluating you</b></p>\n\n<p>At the same time you’re checking her fit with your needs, a temporary professional is also assessing your company culture and how it fits with <i>her</i> work style preferences. That makes it important to “sell” your company during her time on the job. Showcase the tangible and intangible factors that make you an attractive employer. Emphasize, for example, your company’scompetitive salaries, benefits, stability, community involvement, and work-life balance options.</p>\n\n<p>Temporary work can be a valuable measuring stick for determining how someone will perform in your organization over the long term. Like it does for many managers already, this approach can help you ensure a better fit with the people you hire on a full-time basis.</p>','Try before you hire: The temp-to-hire strategy','','inherit','closed','closed','','5790-autosave-v1','','','2016-02-23 17:05:30','2016-02-23 17:05:30','',5790,'http://www.danamanciagli.com/5790-autosave-v1/',0,'revision','',0),(5800,8264,'2016-02-23 17:06:00','2016-02-23 17:06:00','[caption id=\"attachment_5798\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/03/Try-before-you-hire-The-temp-to-hire-strategy-300x199.jpg\" alt=\"Try before you hire: The temp-to-hire strategy\" width=\"300\" height=\"199\" class=\"size-medium wp-image-5798\" /></a> Try before you hire: The temp-to-hire strategy[/caption]<p>Putting together a team whose values and work preferences align with those of the company is critical to any company’s success. But how can you accurately predict how a new hire will fit in with your organization’s unique culture?</p>\r\n\r\n<p>To find out before it’s too late, many managers are engaging candidates first on a temporary basis. In a new <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/nm/albuquerque/accountemps/3294302\">Accountemps</a> survey, more than one-third (34 percent) of chief financial officers (CFOs) polled said having a candidate work on atemporary basis initially provides the greatest insight into whether he or she is a good fit with the company culture.</p>\r\n\r\n<p>Hiring a temporary professional provides what amounts to a trial period for potential new employees. That way, you have the advantage of already knowing some of the individual’s capabilities and personal attributes when making your decision whether to bring them on full time.</p>\r\n\r\n<p>There are many different elements that define a business’s culture. At the most fundamental level, the culture is the intangible “style” or overall image projected by a company. Emphasis on such principles as open communication, intellectual challenge, and ethical business practices are also part of a firm’s unique culture.</p>\r\n\r\n<p>Specialized staffing expert Bill Driscoll, a district president of <a href=\"http://www.roberthalf.com/accountemps\">Accountemps</a>, says, “Engaging a temporary professional to evaluate her as a full-time employee can help avoid costly hiring mistakes. Those doing temporary work who mesh well with the organization’s culture may assimilate faster and be more likely tostay for the long term.”</p>\r\n\r\n<p>Give your temporary professionals the chance to put their best foot forward by taking these steps:</p>\r\n\r\n<p><b>1. Fully inform your staffing firm</b></p>\r\n\r\n<p>Let your recruiter know immediately that an assignment has the potential to become a permanent position, and clearly outline the responsibilities of the job and key aspects of your workplace culture. That way, your staffing firm can search for appropriate candidates who will be able to commit to a permanent position, if offered.</p>\r\n\r\n<p><b>2. Share what success looks like</b></p>\r\n\r\n<p>You can’t make a fair assessment of temporary workers’ performance if they don’t understand what is expected of them. Give adequate direction, including project details and deadlines, as well as company norms that aren’t actual policies, such as employee communication preferences.</p>\r\n\r\n<p><b>3. Make them feel included</b></p>\r\n\r\n<p>Help temporary workers feel welcome by inviting them to the same meetings, team lunches, and events everyone else attends. Make sure they receive emails and other communications about company and industry news.</p>\r\n\r\n<p><b>4. Ask for staff input</b></p>\r\n\r\n<p>Pair a temporary professional on projects with key members of your team and seek your staff’s feedback on how he performed and got along with others. Do not undervalue your team’s judgment of the candidate’s compatibility.</p>\r\n\r\n<p><b>5. Don’t forget they’re also evaluating you</b></p>\r\n\r\n<p>At the same time you’re checking her fit with your needs, a temporary professional is also assessing your company culture and how it fits with <i>her</i> work style preferences. That makes it important to “sell” your company during her time on the job. Showcase the tangible and intangible factors that make you an attractive employer. Emphasize, for example, your company’scompetitive salaries, benefits, stability, community involvement, and work-life balance options.</p>\r\n\r\n<p>Temporary work can be a valuable measuring stick for determining how someone will perform in your organization over the long term. Like it does for many managers already, this approach can help you ensure a better fit with the people you hire on a full-time basis.</p>','Try before you hire: The temp-to-hire strategy','','inherit','closed','closed','','5790-revision-v1','','','2016-02-23 17:06:00','2016-02-23 17:06:00','',5790,'http://www.danamanciagli.com/5790-revision-v1/',0,'revision','',0),(5801,8264,'2016-02-23 17:09:24','2016-02-23 17:09:24','Working remotely isn’t right for everyone','Working remotely isnt right for everyone','Working remotely isn’t right for everyone','inherit','open','closed','','working-remotely-isnt-right-for-everyone-2','','','2016-02-23 17:09:35','2016-02-23 17:09:35','',5789,'http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone.jpg',0,'attachment','image/jpeg',0),(5802,8264,'2016-02-23 17:10:19','2016-02-23 17:10:19','[caption id=\"attachment_5801\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/Working-remotely-isnt-right-for-everyone-300x225.jpg\" alt=\"Working remotely isn’t right for everyone\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5801\" /></a> Working remotely isn’t right for everyone[/caption]<p>In recent years, working remotely has become more common in workplaces across the country.</p>\r\n\r\n<p>Technological advancements, such as web conferencing, softphone technology, and cloud computing have made working from home — or the local coffee shop – that much easier.</p>\r\n\r\n<p>Research from the <a href=\"http://www.nytimes.com/2014/03/08/your-money/when-working-in-your-pajamas-is-more-productive.html?_r=0\">American Community Survey</a> has shown that the number of remote workers in the United States increased by nearly 80 percent between 2005 and 2012.</p>\r\n\r\n<p>The number of jobs with remote work opportunities continues to rise annually. Currently, there are an estimated 3.2 million American workers who work remotely at least half of the time. This increase in remote work opportunities is affecting how job seekers, especially those in the IT industry where remote work is particularly feasible, evaluate job offers.</p>\r\n\r\n<p>In fact, many people prefer working remotely rather than coming into the office. <a href=\"http://www.canadianbusiness.com/business-strategy/millennials-prefer-telecommuting/\">Research</a> shows 70 percent of millennials say they\'d rather telecommute than work in the office, and this statistic reflects the overall attitude that remote work is an incentive to employees.</p>\r\n\r\n<p>While working remotely has its advantages, is it really for everyone?</p>\r\n\r\n<p><a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Anthony%20Curlo\">Anthony Curlo</a>, the CEO of IT recruiting and staff augmentation firm <a href=\"http://www.davincitek.com/\">DaVinciTek</a>, argues that while some studies show remote work can lead to more engaged and happier employees, it is not ideal for all professionals and should not be a key factor in all job searches. Though remote work has become a key consideration for job-seeking professionals, Curlo says candidates must know themselves before making remote work an influential factor in a job search.</p>\r\n\r\n<p>\"Though there are an abundance of remote work opportunities for those in the IT industry, candidates must be honest about their own ability to handle the heightened responsibilities and expectations that accompany remote work,\" Curlo says. \"Jobs that don\'t offer remote work therefore shouldn\'t be discounted on that reason alone.\"</p>\r\n\r\n<p>Only professionals who are truly self-motivated and self-directed will be successful as remote workers. Employers will expect the same productivity, if not more, when employees work remotely. If professionals find it difficult to be motivated without supervision, remote work will ultimately lead to poor performance reviews.</p>\r\n\r\n<p>Curlo provides additional advice on working remotely:</p>\r\n\r\n<p><b>1. Remote workers must be capable of managing their performance</b></p>\r\n\r\n<p>Remote work is only ideal for driven employees who can manage and measure their own performance. Remote work eliminates the case for micromanaging, but some employees may need to be more intensely managed to ensure they are putting out their best work. While digital media makes it simple to communicate when working from home, a remote worker may have fewer resources to reach out to for guidance.</p>\r\n\r\n<p><b>2. Remote workers must be self-motivated</b></p>\r\n\r\n<p>Research from Gallup’s <a href=\"http://www.gallup.com/services/178514/state-american-workplace.aspx\">State of the American Workplace</a> shows workers tend to clock in more time – up to four hours more a week — when they work from home. \"While some employees are self-motivated to succeed, others need to be in a workplace environment to stay motivated,\" Curlo says. \"When working remotely, employees may have more time from the time they saved from not commuting or socializing. But, while some employees are putting in more work, others may be actually doing less and clocking in more time. Though it\'s the responsibility of the employee to perform all their duties to the best of their ability, it\'s also the job of the employer to manage the time sheets to detect any changes in productivity.\"</p>\r\n\r\n<p><b>3. Don\'t let working remotely hinder collaboration</b></p>\r\n\r\n<p>While web conferencing and file sharing capabilities make it easy to collaborate with other employees from home, some employees benefit from face-to-face interactions. \"Job seekers must distinguish the extent to which a job\'s responsibilities rely on collaboration and communication before using remote work opportunities as a primary criterion for accepting a position. Isolation could hinder critical accessibility,\" Curlo says.</p>\r\n\r\n<p>There are two sides to every story, and the same goes for remote work. While remote work has many advantages, it’s not for everyone. To pinpoint who will succeed by working remote, evaluate each employee\'s behavior and performance before offering the incentive.</p>','Working remotely isn’t right for everyone','','inherit','closed','closed','','5789-autosave-v1','','','2016-02-23 17:10:19','2016-02-23 17:10:19','',5789,'http://www.danamanciagli.com/5789-autosave-v1/',0,'revision','',0),(5551,8264,'2016-01-06 03:12:30','2016-01-06 03:12:30','<p>Unemployment has seen a decline in recent months, creating more competition and making it harder for recruiters to hire. And despite the advent of new human resources technology, the hiring process remains arduous for recruiters and job candidates alike.</p>\r\n\r\n<p>Beyond, an online career network that connects job seekers and employers, conducted a national survey of HR professionals and found that, in general, organizations are struggling to hire the right candidates.</p>\r\n\r\n<p>According to the findings, more than half of HR professionals said it’s more difficult to find qualified job candidates these days. More than a million jobs were added in 2015 so far, but it will take time to fill them all.</p>\r\n\r\n<p>Does the hiring bottleneck start with the job seeker or hiring manager? Here are three factors that might be causing the problem:</p>\r\n\r\n<p><b>1. Job candidates appear unreliable</b></p>\r\n\r\n<p>The survey indicated that 71 percent of respondents aren’t willing to hire job hoppers, or someone who has served several positions in a short period of time. A common mistake for candidates is handing in resumes that are exhaustive rather than strategic.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joe%20Weinlick\">Joe Weinlick</a>, senior vice president of marketing for Beyond, it’s important for those on the job hunt to structure a resume strategically and only highlight experience relevant to the position.</p>\r\n\r\n<p>“Having a lot of experience is a great thing, but you don’t want to be considered a job hopper,” said Weinlick. “Pay close attention to how you present your experience. If you don’t, an employer will pass you over for someone who does.”</p>\r\n\r\n<p><b>2. There is a technological disconnect</b></p>\r\n\r\n<p>It’s clear that <a href=\"http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/12/tips-for-using-a-mobile-device-to-land-a-job.html?page=all\">mobile job search</a> is changing the recruiting industry. The desktop job search has become much less significant since smartphone and tablet technology became every bit as capable as traditional online job hunting. Surprisingly, more than half of HR professionals admitted they don’t have a mobile-friendly job application process despite an upward trend in mobile job seeking.</p>\r\n\r\n<p>Employers should be taking advantage of technology by focusing on those who are “always on” and on-the-go. Those who are not embracing today’s technology are missing out on groups of qualified talent.</p>\r\n\r\n<p><b>3. You rule out slobs</b></p>\r\n\r\n<p><a href=\"http://hs.beyond.com/what-really-matters-to-employers-infographic\">About 60 percent</a> of HR professionals aren’t willing to hire a skilled candidate if he or she isn’t a polished dresser.</p>\r\n\r\n<p>While dressing for the job you want is important, so is not judging a book by its cover. Many workplaces are becoming more casual, and ruling out a job candidate simply based on attire only further reduces the amount of qualified job candidates that companies have to consider.</p>\r\n\r\n<p>“Recruiters shouldn’t discard skilled job candidates because they don’t approve of their attire, especially if it’s during the first interview,\" continued Weinlick. \"Finding the right job candidate can take months of searching, so anyone with the right qualifications should be given a fair chance. Getting the right candidate to dress the way you want is a lot easier than getting the wrong candidate to have the qualifications you need.”</p>\r\n\r\n<p>As businesses continue to grow and the economy continues to improve, building out a reliable and talented workforce will become even more important. However, there are many nuances to consider during the hiring process. Keep this advice in mind when looking to fill positions at your company, and you may more effectively and efficiently recruit the next crop of quality talent. And find your perfect match!</p>','3 reasons you’re missing the mark on a perfect job match','','inherit','closed','closed','','5550-revision-v1','','','2016-01-06 03:12:30','2016-01-06 03:12:30','',5550,'http://www.danamanciagli.com/5550-revision-v1/',0,'revision','',0),(5559,8113,'2016-01-12 04:48:37','2016-01-12 04:48:37','','Dana Manciagli Featured_1604-Expert.indd','','inherit','open','closed','','dana-manciagli-featured_1604-expert-indd','','','2016-01-12 04:48:37','2016-01-12 04:48:37','',0,'http://www.danamanciagli.com/wp-content/uploads/2016/01/Dana-Manciagli-Featured_1604-Expert.indd_.pdf',0,'attachment','application/pdf',0),(5560,8113,'2016-01-15 04:19:20','2016-01-15 04:19:20','Dana Manciagli is featured as a job search expert in a large 2-page spread in Woman\'s World Magazine, published in the January 25, 2016 issue. The article is <a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/Dana-Manciagli-Featured_1604-Expert.indd_.pdf\" target=\"_blank\">here</a>. On the cover it says \"Your Money Miracle! Get a Great Job.\"\r\n\r\n&nbsp;\r\n\r\nPer Wikipedia:<strong> <em>Woman\'s World</em></strong> is an <a title=\"United States\" href=\"https://en.wikipedia.org/wiki/United_States\">American</a> supermarket weekly magazine with a circulation of 1.6 million readers. Printed on paper generally associated with <a title=\"Tabloid (newspaper format)\" href=\"https://en.wikipedia.org/wiki/Tabloid_(newspaper_format)\">tabloid</a> publications and priced accordingly, it concentrates on short articles about subjects such as <a title=\"Weight loss\" href=\"https://en.wikipedia.org/wiki/Weight_loss\">weight loss</a>, <a title=\"Relationship counseling\" href=\"https://en.wikipedia.org/wiki/Relationship_counseling\">relationship advice</a> and <a title=\"Cooking\" href=\"https://en.wikipedia.org/wiki/Cooking\">cooking</a>, along with feature stories about women in the <a class=\"mw-redirect\" title=\"STEM fields\" href=\"https://en.wikipedia.org/wiki/STEM_fields\">STEM fields</a> and academia.\r\n\r\n&nbsp;\r\n\r\nIt has held the title of the most popular newsstand women\'s magazine, with sales of 77 million copies in 2004. It competes with more general-market traditional magazines such as <i><a title=\"Woman\'s Day\" href=\"https://en.wikipedia.org/wiki/Woman%27s_Day\">Woman\'s Day</a></i> and <i><a title=\"Family Circle\" href=\"https://en.wikipedia.org/wiki/Family_Circle\">Family Circle</a></i>.','Woman\'s World Magazine featuring Dana Manciagli on Jobs - 1.7 Million Readers','','publish','closed','closed','','womans-world-magazine-1-7-million-readers','','','2016-01-15 04:19:20','2016-01-15 04:19:20','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=5560',0,'news-item','',0),(5594,8113,'2016-02-22 02:53:25','2016-02-22 02:53:25','[caption id=\"attachment_5600\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/3-ways-Hispanic-women-can-navigate-corporate-America.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/3-ways-Hispanic-women-can-navigate-corporate-America-300x232.jpg\" alt=\"3 ways Hispanic women can navigate corporate America\" width=\"300\" height=\"232\" class=\"size-medium wp-image-5600\" /></a> 3 ways Hispanic women can navigate corporate America[/caption]<p>The journey to the C-suite can be a daunting and long road. Few are able to complete it and join the highest level of leadership within America’s top businesses and organizations.</p>\r\n\r\n<p>This can be especially true for women and minorities. A <a href=\"http://www.businessinsider.com/why-women-arent-getting-more-c-suite-jobs-2014-9\">recent study</a> shows that women account for 15 percent of C-suite executives and 5 percent of CEOs at Fortune 500 companies. Minorities are even more underrepresented in the Fortune 500, with African-American, Asian, and Latino CEOs <a href=\"https://www.linkedin.com/pulse/20141013220430-251240351-let-s-fix-it-bring-diversity-to-the-c-suite\">each in the range of 1 percent to 2 percent</a>.</p>\r\n\r\n<p><a href=\"https://corporate.sonicdrivein.com/Profile/ClaudiaSanPedro\">Claudia San Pedro</a>, executive vice president, chief financial officer, and treasurer for Sonic Drive-In, is one of the few Hispanic women to have successfully joined this exclusive club of C-suite executives. And she understands how to navigate the road to success.</p>\r\n\r\n<p>San Pedro’s cultural background provided her with valuable tools and lessons that served her well over the course of her career.</p>\r\n\r\n<p>Asked to share some advice on the best strategies for young Hispanic women to navigate the corporate world, San Pedro recommends three ways to set yourself up for success and rapid career growth.</p>\r\n\r\n<p><b>1. First and foremost, focus on doing your job well.</b></p>\r\n\r\n<p>Whether you are a man, woman, Anglo, African-American, or Hispanic, the most important way you can distinguish yourself is by doing your job well. Learn the most important technical and emotional intelligence skills you need to succeed, be open to constructive feedback, and constantly say \"yes\" to new opportunities and projects.</p>\r\n\r\n<p>Establishing good relationships with well-respected people in the organization across different functions and levels will help you learn how to effectively collaborate and succeed within the organization. This should include support staff, administrative assistants, peers, or superiors.</p>\r\n\r\n<p>There are times when being a Hispanic woman may feel like a disadvantage to your career growth. Close friends, family, and faith can provide a tremendous source of support for you when you need to vent or seek counsel. The key is having the resilience and energy to get up and keep going.</p>\r\n\r\n<p>“Your colleagues are one of the best resources your organization has to offer you as you grow in your career,” says San Pedro. “You should constantly seek out knowledge and constructive feedback. Identify someone in the company with experience and a track record of success, learn from their example, and focus on impressing people with your work product.”</p>\r\n\r\n<p><b>2. Strategically navigate your career.</b></p>\r\n\r\n<p>When you start your career, don’t get discouraged if you don’t land your dream job right off the bat. You have to pay the bills, right?</p>\r\n\r\n<p>The first part of your career is about demonstrating your competency, work ethic, and ability to effectively work with others. As you build your credibility and experience, more career opportunities become available, allowing you to choose your own path. Be intentional about the organizations you want to work for to ensure they align with your work values and ambition.</p>\r\n\r\n<p>Every person has a different set of values and needs they seek to meet in their professional career. For some it is working in a fast-paced, individually competitive environment. For others it is working in environments that place a high value on collaboration, teamwork, and the success of the organization. You may love to work and need to like the people you work with. It helps to be confident that your competition is another company or organization, not the person sitting in the cube next to you. Understand what is important to you and be true to that.</p>\r\n\r\n<p>“As I began my career the workforce was more balanced between men and women, but as I advanced in my career, there were fewer and fewer women in top leadership positions,” says San Pedro. “This is true in many career fields. Fortunately, I have sought out and had the opportunity to work for organizations that focused on building highly effective teams comprised of diverse individuals.”</p>\r\n\r\n<p><b>3. Your culture and unique perspective are invaluable.</b></p>\r\n\r\n<p>Growing up as a person of color or as a new immigrant can be difficult and lonely at times but it is really a gift. It also instills resiliency, empathy, and perspective. Your ability to succeed and function effectively in your chosen career is dependent upon your ability to understand and respect different perspectives.</p>\r\n\r\n<p>“My parents constantly reinforced balancing the duality of both Mexican and American cultures in education and at work,” San Pedro says. “We learned English but spoke Spanish in our home and were constantly reminded of the importance of maintaining our heritage and taking pride in it.</p>\r\n\r\n<p>\"At the same time, my parents always reinforced the fact that no other country provides opportunities like the United States and it is the best country in the world. Celebrating your heritage and roots while honoring our country’s ideals and values are not contradictory but very complementary. Understanding this teaches you early on to have more empathy, look for agreement on fundamental principles, and consider alternative solutions.”</p>\r\n\r\n<p>Technical proficiency is important in your career, of course, and emotional intelligence is equally important. Leveraging your multicultural background and experiences to achieve high emotional intelligence helps develop leadership capabilities and can allow increased openness to feedback on how you can improve.</p>','3 ways Hispanic women can navigate corporate America','','publish','open','open','','3-ways-hispanic-women-can-navigate-corporate-america','','','2016-01-22 22:42:36','2016-01-22 22:42:36','',0,'http://www.danamanciagli.com/?p=5594',0,'post','',0),(5562,8113,'2016-01-12 05:11:35','2016-01-12 05:11:35','','Logo Woman\'s World','','inherit','open','closed','','logo-womans-world','','','2016-01-12 05:11:35','2016-01-12 05:11:35','',5560,'http://www.danamanciagli.com/wp-content/uploads/2016/01/Logo-Womans-World.jpg',0,'attachment','image/jpeg',0),(5565,8264,'2016-01-12 14:19:57','2016-01-12 14:19:57','6 steps military veterans can take to find great jobs','6 steps military veterans can take to find great jobs','6 steps military veterans can take to find great jobs','inherit','open','closed','','6-steps-military-veterans-can-take-to-find-great-jobs-2','','','2016-01-12 14:20:07','2016-01-12 14:20:07','',5515,'http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs.jpg',0,'attachment','image/jpeg',0),(5566,8264,'2016-01-12 14:20:24','2016-01-12 14:20:24','[caption id=\"attachment_5565\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs-300x225.jpg\" alt=\"6 steps military veterans can take to find great jobs\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5565\" /></a> 6 steps military veterans can take to find great jobs[/caption]<p>America’s recent military veterans — especially young enlisted members completing a single term of service — continue to lag behind their civilian peers in finding high-quality jobs that take advantage of their education, skills and experience.</p>\r\n\r\n<p>According to a <a href=\"http://vets.syr.edu/wp-content/uploads/2015/06/IVMF_Employment-Situation-for-May-2015.pdf\">2015 report</a> from the Bureau of Labor, young post-9/11 veterans are three times more likely to be unemployed than the average American, despite military skills, experiences and accomplishments that could be valued by the civilian job market — even though they are not always easily translatable.</p>\r\n\r\n<p>Veterans seeking employment are facing challenges upon returning to the civilian workforce. In theory, there are a lot more jobs open to veterans than there are unemployed vets. In practice, however, there is a disconnection between the supply of job-market-ready veterans and companies that want to hire them.</p>\r\n\r\n<p>That’s where the <a href=\"http://www.callofdutyendowment.org/\">Call of Duty Endowment</a> comes in. The Endowment is America’s preeminent philanthropic veteran placement organization, which has helped over 16,000 veterans start meaningful careers since 2009. The endowment provides funds to the top organizations that prepare veterans for the job market and seeks to persuade employers that it’s in their interest to hire former service members.</p>\r\n\r\n<p>I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Goldenberg\">Dan Goldenberg</a>, Executive Director of the Endowment and a commander in the Navy Reserve, to get his thoughts on how returning military veterans can find and land a dream job. His suggestions:</p>\r\n\r\n<p><b>1. Set goals</b></p>\r\n\r\n<p>It’s pointless to start a job search unless you know the following three pieces of information:</p>\r\n<ul>\r\n	<li>Where do you want to live?</li>\r\n	<li>Which industry do you want to work in?</li>\r\n	<li>Which job function do you want to perform? This is the question that stumps most veterans without civilian work experience and refers to occupations like marketing, finance, IT, sales, etc.</li>\r\n</ul>\r\n<p><b>2. Gather intelligence</b></p>\r\n\r\n<p>Do extensive research on the industries, functions and companies that you are interested in. Here are some key questions to answer:</p>\r\n<ul>\r\n	<li>What are the long-term growth prospects for your chosen industry?</li>\r\n	<li>What are the top three companies in the industry and what is the corporate culture like?</li>\r\n	<li>What are the experience and education requirements for functions of interest?</li>\r\n	<li>Are there special training or apprenticeship programs offered in the industry?</li>\r\n</ul>\r\n<p>If selected for an interview, veterans should conduct similar research on hiring companies before they go in for interviews. Use sites like LinkedIn to learn about hiring managers: what their positions are, any personal connections you may have with them, and if possible, their own career journeys.</p>\r\n\r\n<p><b>3. Build your network</b></p>\r\n\r\n<p>Developing a civilian network is key to finding a good job today. Determine what you want to do and who you need to meet. Building a great profile on networking sites such as LinkedIn is only a first step.</p>\r\n\r\n<p>Networking should not be limited to the virtual world. Attend local meetups and trade shows to connect with recruiters and potential employers, and expand your overall network. Do so with a purpose — have a goal when going into these situations or you’re just wasting your time.</p>\r\n\r\n<p>Perhaps most important, ask those in your current network for help, and don’t limit yourself geographically. Often the friend-of-a-friend connection makes the biggest difference. But, there are three important caveats to networking:</p>\r\n\r\n<p>Never ask for a job in a networking situation, but do ask to learn about a person’s experience in a career area that interests you.</p>\r\n\r\n<p><b>4. Tailor your resume</b></p>\r\n\r\n<p>Your resume should address the job description of the position you are seeking. Take the time to match the language in the job description/posting with each resume you submit.</p>\r\n\r\n<p>Consider your language and make sure that you are clearly communicating how your military skills translate to and are applicable for a civilian job. Unfortunately, you will not be a good judge of this. Have non-veteran friends or family members read your resume and ask them to point out any wording they do not understand.</p>\r\n\r\n<p><b>5. Refine your interviewing skills</b></p>\r\n\r\n<p>Before heading into an interview, write down the three main points or takeaways that you would like to leave with your interviewer. Make sure that these points are succinct; yet still tell a story about your background.</p>\r\n\r\n<p>Fit them into a “situation to action to result” format. Spend a very brief time (no more than 30 seconds) setting up the background, spend the bulk of the time describing what you did that exhibits something important to the interviewer about yourself, then provide results demonstrating the effectiveness of your action.</p>\r\n\r\n<p>Then, practice, practice, practice. Rehearse your points for friends, family, or in front of the mirror to make sure you can integrate them into your conversation with your interviewer.</p>\r\n\r\n<p>By the way, there’s no excuse for not having great, polished answers for why you’re interested in the industry, company and specific position; you will most certainly be asked these questions. No one was ever turned down for a job for being too prepared!</p>\r\n\r\n<p><b>6. Follow up</b></p>\r\n\r\n<p>Once you’ve nailed your interview, make sure to thank your interviewer for his or her time with a personal note. A short but well-written email goes a long way in an era of less formal communication. Carefully proofread your communication. Use this opportunity to reinforce your enthusiasm for the job and the skills you bring to the position.</p>\r\n\r\n<p>Most importantly, Goldenberg emphasizes that there are a lot of great organizations out there that are ready to help veterans with their job search. You can find some of the most outstanding ones<a href=\"http://www.callofdutyendowment.org/seal_of_distinction\">here</a>.</p>','6 steps military veterans can take to find great jobs','','inherit','closed','closed','','5515-autosave-v1','','','2016-01-12 14:20:24','2016-01-12 14:20:24','',5515,'http://www.danamanciagli.com/5515-autosave-v1/',0,'revision','',0),(5567,8264,'2016-01-12 14:20:18','2016-01-12 14:20:18','[caption id=\"attachment_5565\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/6-steps-military-veterans-can-take-to-find-great-jobs-300x225.jpg\" alt=\"6 steps military veterans can take to find great jobs\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5565\" /></a> 6 steps military veterans can take to find great jobs[/caption]<p>America’s recent military veterans — especially young enlisted members completing a single term of service — continue to lag behind their civilian peers in finding high-quality jobs that take advantage of their education, skills and experience.</p>\r\n\r\n<p>According to a <a href=\"http://vets.syr.edu/wp-content/uploads/2015/06/IVMF_Employment-Situation-for-May-2015.pdf\">2015 report</a> from the Bureau of Labor, young post-9/11 veterans are three times more likely to be unemployed than the average American, despite military skills, experiences and accomplishments that could be valued by the civilian job market — even though they are not always easily translatable.</p>\r\n\r\n<p>Veterans seeking employment are facing challenges upon returning to the civilian workforce. In theory, there are a lot more jobs open to veterans than there are unemployed vets. In practice, however, there is a disconnection between the supply of job-market-ready veterans and companies that want to hire them.</p>\r\n\r\n<p>That’s where the <a href=\"http://www.callofdutyendowment.org/\">Call of Duty Endowment</a> comes in. The Endowment is America’s preeminent philanthropic veteran placement organization, which has helped over 16,000 veterans start meaningful careers since 2009. The endowment provides funds to the top organizations that prepare veterans for the job market and seeks to persuade employers that it’s in their interest to hire former service members.</p>\r\n\r\n<p>I spoke with <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Dan%20Goldenberg\">Dan Goldenberg</a>, Executive Director of the Endowment and a commander in the Navy Reserve, to get his thoughts on how returning military veterans can find and land a dream job. His suggestions:</p>\r\n\r\n<p><b>1. Set goals</b></p>\r\n\r\n<p>It’s pointless to start a job search unless you know the following three pieces of information:</p>\r\n<ul>\r\n	<li>Where do you want to live?</li>\r\n	<li>Which industry do you want to work in?</li>\r\n	<li>Which job function do you want to perform? This is the question that stumps most veterans without civilian work experience and refers to occupations like marketing, finance, IT, sales, etc.</li>\r\n</ul>\r\n<p><b>2. Gather intelligence</b></p>\r\n\r\n<p>Do extensive research on the industries, functions and companies that you are interested in. Here are some key questions to answer:</p>\r\n<ul>\r\n	<li>What are the long-term growth prospects for your chosen industry?</li>\r\n	<li>What are the top three companies in the industry and what is the corporate culture like?</li>\r\n	<li>What are the experience and education requirements for functions of interest?</li>\r\n	<li>Are there special training or apprenticeship programs offered in the industry?</li>\r\n</ul>\r\n<p>If selected for an interview, veterans should conduct similar research on hiring companies before they go in for interviews. Use sites like LinkedIn to learn about hiring managers: what their positions are, any personal connections you may have with them, and if possible, their own career journeys.</p>\r\n\r\n<p><b>3. Build your network</b></p>\r\n\r\n<p>Developing a civilian network is key to finding a good job today. Determine what you want to do and who you need to meet. Building a great profile on networking sites such as LinkedIn is only a first step.</p>\r\n\r\n<p>Networking should not be limited to the virtual world. Attend local meetups and trade shows to connect with recruiters and potential employers, and expand your overall network. Do so with a purpose — have a goal when going into these situations or you’re just wasting your time.</p>\r\n\r\n<p>Perhaps most important, ask those in your current network for help, and don’t limit yourself geographically. Often the friend-of-a-friend connection makes the biggest difference. But, there are three important caveats to networking:</p>\r\n\r\n<p>Never ask for a job in a networking situation, but do ask to learn about a person’s experience in a career area that interests you.</p>\r\n\r\n<p><b>4. Tailor your resume</b></p>\r\n\r\n<p>Your resume should address the job description of the position you are seeking. Take the time to match the language in the job description/posting with each resume you submit.</p>\r\n\r\n<p>Consider your language and make sure that you are clearly communicating how your military skills translate to and are applicable for a civilian job. Unfortunately, you will not be a good judge of this. Have non-veteran friends or family members read your resume and ask them to point out any wording they do not understand.</p>\r\n\r\n<p><b>5. Refine your interviewing skills</b></p>\r\n\r\n<p>Before heading into an interview, write down the three main points or takeaways that you would like to leave with your interviewer. Make sure that these points are succinct; yet still tell a story about your background.</p>\r\n\r\n<p>Fit them into a “situation to action to result” format. Spend a very brief time (no more than 30 seconds) setting up the background, spend the bulk of the time describing what you did that exhibits something important to the interviewer about yourself, then provide results demonstrating the effectiveness of your action.</p>\r\n\r\n<p>Then, practice, practice, practice. Rehearse your points for friends, family, or in front of the mirror to make sure you can integrate them into your conversation with your interviewer.</p>\r\n\r\n<p>By the way, there’s no excuse for not having great, polished answers for why you’re interested in the industry, company and specific position; you will most certainly be asked these questions. No one was ever turned down for a job for being too prepared!</p>\r\n\r\n<p><b>6. Follow up</b></p>\r\n\r\n<p>Once you’ve nailed your interview, make sure to thank your interviewer for his or her time with a personal note. A short but well-written email goes a long way in an era of less formal communication. Carefully proofread your communication. Use this opportunity to reinforce your enthusiasm for the job and the skills you bring to the position.</p>\r\n\r\n<p>Most importantly, Goldenberg emphasizes that there are a lot of great organizations out there that are ready to help veterans with their job search. You can find some of the most outstanding ones<a href=\"http://www.callofdutyendowment.org/seal_of_distinction\">here</a>.</p>','6 steps military veterans can take to find great jobs','','inherit','closed','closed','','5515-revision-v1','','','2016-01-12 14:20:18','2016-01-12 14:20:18','',5515,'http://www.danamanciagli.com/5515-revision-v1/',0,'revision','',0),(5568,8264,'2016-01-12 14:25:05','2016-01-12 14:25:05','8 reasons why you should hire a veteran','8 reasons why you should hire a veteran','8 reasons why you should hire a veteran','inherit','open','closed','','img_0787','','','2016-01-12 14:25:25','2016-01-12 14:25:25','',5513,'http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787.jpg',0,'attachment','image/jpeg',0),(5569,8264,'2016-01-12 14:26:25','2016-01-12 14:26:25','[caption id=\"attachment_5568\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787-300x200.jpg\" alt=\"8 reasons why you should hire a veteran\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5568\" /></a> 8 reasons why you should hire a veteran[/caption]<p>Unemployment continues to <a href=\"http://ns2serves.org/blog/2014-11-04-infographics-on-post-911-veterans-unemployment-and-the-ns2-serves-solution/\">plague many veterans</a> once they leave the military. Despite their years of dedicated service and a wide variety of work and life skills, veterans are struggling to secure full-time jobs to support themselves and their families.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joseph%20Kernan\">Joseph Kernan</a>, NS2 Serves Chairman and Vice Admiral (Ret.), U.S. Navy, “Hiring a veteran not only provides your company with a devoted employee who has the potential to become a highly productive member of the team, but you’re also giving a deserving veteran a fresh start in post-military life and a chance at a fulfilling career.”</p>\r\n\r\n<p>He explained, “This is why SAP National Security Services established the nonprofit NS2 Serves, to train and employ veterans in high-tech careers. Through this program for predominantly enlisted men and women, we prepare graduates with the skills that hiring managers and organizations look for in a highly qualified, technically-trained, and dedicated employee.\"</p>\r\n\r\n<p>Asked why organizations should hire a veteran, he suggests eight compelling qualities that demonstrate why a veteran should be your next pick.</p>\r\n\r\n<p><b>1. Veterans strive to be leaders</b></p>\r\n\r\n<p>In the military, leadership is continually fostered until it becomes an ingrained attribute. Veterans respect and understand the roles of leaders and willingly accept and seek leadership opportunities. Most importantly, there is a clear understanding of a preeminent responsibility to those entrusted with leadership roles — lead by example, in a way that they would like to be led.</p>\r\n\r\n<p><b>2. Veterans know how to work as a team</b></p>\r\n\r\n<p>Working successfully in a team is considered an essential skill in most workplaces; it’s also the foundation on which safe and successful military operations are conducted. Veterans have developed an uncompromising responsibility to their peers, subordinates and superiors alike. They understand that there is “no I in team” and that success is invariably related to the depth of teamwork.</p>\r\n\r\n<p><b>3. Veterans are trained to quickly learn new skills and concepts</b></p>\r\n\r\n<p>While in the service, members of the military are continually trained in a multitude of cross-functional skills. The demand for both administrative and occupational skills is high, and the ability to adapt to technological enhancements is essential. Whether it’s an IT system or a complex weapon system, veterans must master the operations and react quickly to flaws and failures, or risk mission success.</p>\r\n\r\n<p><b>4. Veterans are mission/goal oriented</b></p>\r\n\r\n<p>In the military, the mission is paramount. Vets have been trained to adapt to complex tasks that are inherent in office and field settings. Their sense of duty, responsibility, and accountability for job performance and mission success is an enduring priority. The culture and training in our military continues to breed success and respect around the world.</p>\r\n\r\n<p><b>5. Veterans have the ability to perform in high stress situations</b></p>\r\n\r\n<p>In today’s fast-paced work environment, having the ability to persevere under difficult or stressful circumstances is crucial. Veterans are trained and expected to perform under stress, and still accomplish tasks in a timely and effective manner. They must do so with the resources at hand.</p>\r\n\r\n<p><b>6. Veterans can thrive in a structured environment</b></p>\r\n\r\n<p>Some companies may hesitate when hiring a veteran due to the fact their previous experience doesn’t appear office-related. To the contrary, veterans have a deep sense of accountability and they understand how policies and procedures are necessary for stability, safety and productivity. They’re able to follow rules and schedules, and value organization and discipline.</p>\r\n\r\n<p><b>7. Veterans are able to adapt accordingly</b></p>\r\n\r\n<p>While in the military, veterans undergo rigorous training programs to become experts in a wide range of skills and concepts that are applicable in a civilian work environment. Being able to adapt to changing situations is imperative to mission success in the military and, when transferred to the workplace, it ensures a highly successful employee. While military duties stress teamwork and group productivity, they also build individuals who are able to perform independently when the situation demands it.</p>\r\n\r\n<p><b>8. Veterans have strong communication skills</b></p>\r\n\r\n<p>Veterans have learned to work effectively side by side with individuals regardless of race, gender, religion, ethnic and cultural backgrounds, economic status and geographic origins. As well, regardless of varying intellectual and physical abilities, each individual is respected for his or her critical role in the organization. Military personnel are taught to have a questioning and thoughtful mentality, and they are not afraid to offer perspective and recommendations to supervisors in a respectful manner.</p>\r\n\r\n<p>Kernan asserts that, “From the day they begin their training, military personnel are instilled with a strong sense of character and work ethic. They are able to fill leadership voids, or follow direction until the goal has been achieved.”</p>\r\n\r\n<p>He believes every organization should look to veterans when the time comes to grow, or fill vacated positions, and calls on organizations to help support those who preserve our values and security. <a href=\"http://ns2serves.org/help-us-help-vets.html\">Hire a vet today.</a></p>','8 reasons why you should hire a veteran','','inherit','closed','closed','','5513-autosave-v1','','','2016-01-12 14:26:25','2016-01-12 14:26:25','',5513,'http://www.danamanciagli.com/5513-autosave-v1/',0,'revision','',0),(5570,8264,'2016-01-12 14:26:15','2016-01-12 14:26:15','[caption id=\"attachment_5568\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/12/IMG_0787-300x200.jpg\" alt=\"8 reasons why you should hire a veteran\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5568\" /></a> 8 reasons why you should hire a veteran[/caption]<p>Unemployment continues to <a href=\"http://ns2serves.org/blog/2014-11-04-infographics-on-post-911-veterans-unemployment-and-the-ns2-serves-solution/\">plague many veterans</a> once they leave the military. Despite their years of dedicated service and a wide variety of work and life skills, veterans are struggling to secure full-time jobs to support themselves and their families.</p>\r\n\r\n<p>According to <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Joseph%20Kernan\">Joseph Kernan</a>, NS2 Serves Chairman and Vice Admiral (Ret.), U.S. Navy, “Hiring a veteran not only provides your company with a devoted employee who has the potential to become a highly productive member of the team, but you’re also giving a deserving veteran a fresh start in post-military life and a chance at a fulfilling career.”</p>\r\n\r\n<p>He explained, “This is why SAP National Security Services established the nonprofit NS2 Serves, to train and employ veterans in high-tech careers. Through this program for predominantly enlisted men and women, we prepare graduates with the skills that hiring managers and organizations look for in a highly qualified, technically-trained, and dedicated employee.\"</p>\r\n\r\n<p>Asked why organizations should hire a veteran, he suggests eight compelling qualities that demonstrate why a veteran should be your next pick.</p>\r\n\r\n<p><b>1. Veterans strive to be leaders</b></p>\r\n\r\n<p>In the military, leadership is continually fostered until it becomes an ingrained attribute. Veterans respect and understand the roles of leaders and willingly accept and seek leadership opportunities. Most importantly, there is a clear understanding of a preeminent responsibility to those entrusted with leadership roles — lead by example, in a way that they would like to be led.</p>\r\n\r\n<p><b>2. Veterans know how to work as a team</b></p>\r\n\r\n<p>Working successfully in a team is considered an essential skill in most workplaces; it’s also the foundation on which safe and successful military operations are conducted. Veterans have developed an uncompromising responsibility to their peers, subordinates and superiors alike. They understand that there is “no I in team” and that success is invariably related to the depth of teamwork.</p>\r\n\r\n<p><b>3. Veterans are trained to quickly learn new skills and concepts</b></p>\r\n\r\n<p>While in the service, members of the military are continually trained in a multitude of cross-functional skills. The demand for both administrative and occupational skills is high, and the ability to adapt to technological enhancements is essential. Whether it’s an IT system or a complex weapon system, veterans must master the operations and react quickly to flaws and failures, or risk mission success.</p>\r\n\r\n<p><b>4. Veterans are mission/goal oriented</b></p>\r\n\r\n<p>In the military, the mission is paramount. Vets have been trained to adapt to complex tasks that are inherent in office and field settings. Their sense of duty, responsibility, and accountability for job performance and mission success is an enduring priority. The culture and training in our military continues to breed success and respect around the world.</p>\r\n\r\n<p><b>5. Veterans have the ability to perform in high stress situations</b></p>\r\n\r\n<p>In today’s fast-paced work environment, having the ability to persevere under difficult or stressful circumstances is crucial. Veterans are trained and expected to perform under stress, and still accomplish tasks in a timely and effective manner. They must do so with the resources at hand.</p>\r\n\r\n<p><b>6. Veterans can thrive in a structured environment</b></p>\r\n\r\n<p>Some companies may hesitate when hiring a veteran due to the fact their previous experience doesn’t appear office-related. To the contrary, veterans have a deep sense of accountability and they understand how policies and procedures are necessary for stability, safety and productivity. They’re able to follow rules and schedules, and value organization and discipline.</p>\r\n\r\n<p><b>7. Veterans are able to adapt accordingly</b></p>\r\n\r\n<p>While in the military, veterans undergo rigorous training programs to become experts in a wide range of skills and concepts that are applicable in a civilian work environment. Being able to adapt to changing situations is imperative to mission success in the military and, when transferred to the workplace, it ensures a highly successful employee. While military duties stress teamwork and group productivity, they also build individuals who are able to perform independently when the situation demands it.</p>\r\n\r\n<p><b>8. Veterans have strong communication skills</b></p>\r\n\r\n<p>Veterans have learned to work effectively side by side with individuals regardless of race, gender, religion, ethnic and cultural backgrounds, economic status and geographic origins. As well, regardless of varying intellectual and physical abilities, each individual is respected for his or her critical role in the organization. Military personnel are taught to have a questioning and thoughtful mentality, and they are not afraid to offer perspective and recommendations to supervisors in a respectful manner.</p>\r\n\r\n<p>Kernan asserts that, “From the day they begin their training, military personnel are instilled with a strong sense of character and work ethic. They are able to fill leadership voids, or follow direction until the goal has been achieved.”</p>\r\n\r\n<p>He believes every organization should look to veterans when the time comes to grow, or fill vacated positions, and calls on organizations to help support those who preserve our values and security. <a href=\"http://ns2serves.org/help-us-help-vets.html\">Hire a vet today.</a></p>','8 reasons why you should hire a veteran','','inherit','closed','closed','','5513-revision-v1','','','2016-01-12 14:26:15','2016-01-12 14:26:15','',5513,'http://www.danamanciagli.com/5513-revision-v1/',0,'revision','',0),(5571,8264,'2016-01-12 14:30:39','2016-01-12 14:30:39','accounting, accounting firms, top performers, retain, career management','5 ways accounting firms can retain top performers','accounting, accounting firms, top performers, retain, career management','inherit','open','closed','','5-ways-accounting-firms-can-retain-top-performers-2','','','2016-01-12 14:30:54','2016-01-12 14:30:54','',5548,'http://www.danamanciagli.com/wp-content/uploads/2016/01/5-ways-accounting-firms-can-retain-top-performers.jpg',0,'attachment','image/jpeg',0),(5600,8264,'2016-01-22 22:42:01','2016-01-22 22:42:01','3 ways Hispanic women can navigate corporate America','3 ways Hispanic women can navigate corporate America','3 ways Hispanic women can navigate corporate America','inherit','open','closed','','3-ways-hispanic-women-can-navigate-corporate-america-2','','','2016-01-22 22:42:12','2016-01-22 22:42:12','',5594,'http://www.danamanciagli.com/wp-content/uploads/2016/02/3-ways-Hispanic-women-can-navigate-corporate-America.jpg',0,'attachment','image/jpeg',0),(5601,8264,'2016-01-22 22:42:23','2016-01-22 22:42:23','[caption id=\"attachment_5600\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/3-ways-Hispanic-women-can-navigate-corporate-America.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/02/3-ways-Hispanic-women-can-navigate-corporate-America-300x232.jpg\" alt=\"3 ways Hispanic women can navigate corporate America\" width=\"300\" height=\"232\" class=\"size-medium wp-image-5600\" /></a> 3 ways Hispanic women can navigate corporate America[/caption]<p>The journey to the C-suite can be a daunting and long road. Few are able to complete it and join the highest level of leadership within America’s top businesses and organizations.</p>\r\n\r\n<p>This can be especially true for women and minorities. A <a href=\"http://www.businessinsider.com/why-women-arent-getting-more-c-suite-jobs-2014-9\">recent study</a> shows that women account for 15 percent of C-suite executives and 5 percent of CEOs at Fortune 500 companies. Minorities are even more underrepresented in the Fortune 500, with African-American, Asian, and Latino CEOs <a href=\"https://www.linkedin.com/pulse/20141013220430-251240351-let-s-fix-it-bring-diversity-to-the-c-suite\">each in the range of 1 percent to 2 percent</a>.</p>\r\n\r\n<p><a href=\"https://corporate.sonicdrivein.com/Profile/ClaudiaSanPedro\">Claudia San Pedro</a>, executive vice president, chief financial officer, and treasurer for Sonic Drive-In, is one of the few Hispanic women to have successfully joined this exclusive club of C-suite executives. And she understands how to navigate the road to success.</p>\r\n\r\n<p>San Pedro’s cultural background provided her with valuable tools and lessons that served her well over the course of her career.</p>\r\n\r\n<p>Asked to share some advice on the best strategies for young Hispanic women to navigate the corporate world, San Pedro recommends three ways to set yourself up for success and rapid career growth.</p>\r\n\r\n<p><b>1. First and foremost, focus on doing your job well.</b></p>\r\n\r\n<p>Whether you are a man, woman, Anglo, African-American, or Hispanic, the most important way you can distinguish yourself is by doing your job well. Learn the most important technical and emotional intelligence skills you need to succeed, be open to constructive feedback, and constantly say \"yes\" to new opportunities and projects.</p>\r\n\r\n<p>Establishing good relationships with well-respected people in the organization across different functions and levels will help you learn how to effectively collaborate and succeed within the organization. This should include support staff, administrative assistants, peers, or superiors.</p>\r\n\r\n<p>There are times when being a Hispanic woman may feel like a disadvantage to your career growth. Close friends, family, and faith can provide a tremendous source of support for you when you need to vent or seek counsel. The key is having the resilience and energy to get up and keep going.</p>\r\n\r\n<p>“Your colleagues are one of the best resources your organization has to offer you as you grow in your career,” says San Pedro. “You should constantly seek out knowledge and constructive feedback. Identify someone in the company with experience and a track record of success, learn from their example, and focus on impressing people with your work product.”</p>\r\n\r\n<p><b>2. Strategically navigate your career.</b></p>\r\n\r\n<p>When you start your career, don’t get discouraged if you don’t land your dream job right off the bat. You have to pay the bills, right?</p>\r\n\r\n<p>The first part of your career is about demonstrating your competency, work ethic, and ability to effectively work with others. As you build your credibility and experience, more career opportunities become available, allowing you to choose your own path. Be intentional about the organizations you want to work for to ensure they align with your work values and ambition.</p>\r\n\r\n<p>Every person has a different set of values and needs they seek to meet in their professional career. For some it is working in a fast-paced, individually competitive environment. For others it is working in environments that place a high value on collaboration, teamwork, and the success of the organization. You may love to work and need to like the people you work with. It helps to be confident that your competition is another company or organization, not the person sitting in the cube next to you. Understand what is important to you and be true to that.</p>\r\n\r\n<p>“As I began my career the workforce was more balanced between men and women, but as I advanced in my career, there were fewer and fewer women in top leadership positions,” says San Pedro. “This is true in many career fields. Fortunately, I have sought out and had the opportunity to work for organizations that focused on building highly effective teams comprised of diverse individuals.”</p>\r\n\r\n<p><b>3. Your culture and unique perspective are invaluable.</b></p>\r\n\r\n<p>Growing up as a person of color or as a new immigrant can be difficult and lonely at times but it is really a gift. It also instills resiliency, empathy, and perspective. Your ability to succeed and function effectively in your chosen career is dependent upon your ability to understand and respect different perspectives.</p>\r\n\r\n<p>“My parents constantly reinforced balancing the duality of both Mexican and American cultures in education and at work,” San Pedro says. “We learned English but spoke Spanish in our home and were constantly reminded of the importance of maintaining our heritage and taking pride in it.</p>\r\n\r\n<p>\"At the same time, my parents always reinforced the fact that no other country provides opportunities like the United States and it is the best country in the world. Celebrating your heritage and roots while honoring our country’s ideals and values are not contradictory but very complementary. Understanding this teaches you early on to have more empathy, look for agreement on fundamental principles, and consider alternative solutions.”</p>\r\n\r\n<p>Technical proficiency is important in your career, of course, and emotional intelligence is equally important. Leveraging your multicultural background and experiences to achieve high emotional intelligence helps develop leadership capabilities and can allow increased openness to feedback on how you can improve.</p>','3 ways Hispanic women can navigate corporate America','','inherit','closed','closed','','5594-autosave-v1','','','2016-01-22 22:42:23','2016-01-22 22:42:23','',5594,'http://www.danamanciagli.com/5594-autosave-v1/',0,'revision','',0),(5573,8264,'2016-01-12 14:31:05','2016-01-12 14:31:05','[caption id=\"attachment_5571\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/5-ways-accounting-firms-can-retain-top-performers.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/5-ways-accounting-firms-can-retain-top-performers-300x225.jpg\" alt=\"accounting, accounting firms, top performers, retain, career management\" width=\"300\" height=\"225\" class=\"size-medium wp-image-5571\" /></a> accounting, accounting firms, top performers, retain, career management[/caption]<p>Retaining top performers has always been a priority — and a challenge — for public accounting firms.</p>\r\n\r\n<p>With many employers to choose from, competitive pay and the constant demand for talent, public accountants are never far from a recruiting lunch.</p>\r\n\r\n<p>I spoke to Kristen Rampe, a CPA and author of the new, humorous book Accounting Dreams and Delusions, about retention in the accounting industry.</p>\r\n\r\n<p>“Many firms are aware of top-talent retention essentials,” she said. “Attractive compensation, career progression, interesting client work, quality mentoring and leadership programs are crucial to stay competitive.”</p>\r\n\r\n<p>In addition to this standard line-up, I asked Rampe how CPA firms can position themselves to keep their star players around longer. Here are her five ways CPAs can bring new life to retention initiatives:</p>\r\n\r\n<p><b>1. Embrace transparency</b></p>\r\n\r\n<p>CPAs spend the day number crunching. Ironically, many of them are in the dark about the financial state of their own organizations. Give them the “inside scoop” about high-level operating expense categories and margins. This will make your firm more profitable in the long run, and will help them become stakeholders in the organization. They are numbers people, after all.</p>\r\n\r\n<p><b>2. Unlimited expense accounts</b></p>\r\n\r\n<p>Yes, that’s right — and don’t stop reading! If you trust your top talent, this should be possible. And it means that you must stop interfering while your best staff gets the job done. You don’t have to announce it to the world, but let top performers know you’ll stand by their judgment even if it’s not always “ordinary and necessary.”</p>\r\n\r\n<p><b>3. Beat them to the flexible schedule</b></p>\r\n\r\n<p>Your top talent may have a life event coming up: marriage, children, aging parents — the list goes on. Instead of waiting for an employee to bring up a different work arrangement, beat them to it.</p>\r\n\r\n<p>When you hear about a baby on the way, as a mentor, you should immediately offer to consider a new kind of schedule or work plan. This discussion is not reserved for the pregnant; dads and partners may also be interested in a change.</p>\r\n\r\n<p><b>4. Ask them what they want</b></p>\r\n\r\n<p>Have you tried a “stay-interview” yet? Like a bite of dark chocolate, they’re addictive and healthy, compared to their milk-chocolate cousin: the exit interview.</p>\r\n\r\n<p>The stay-interview is a one-on-one meeting in which leadership (not “someone from Human Resources”) talks with a team member about his or her satisfaction level. It’s a chance to discuss what\'s liked and disliked about the job, and what the organization can do for retention. The value of these meetings is far beyond the time they take. Frankly, this is the job of all managers; unfortunately they’re just not doing it.</p>\r\n\r\n<p><b>5. Have fun</b></p>\r\n\r\n<p>Surprise! Your workplace culture should make talent want to stay. If your top performers feel like you don’t walk the walk, or that you are trying to win the “Top 100 Stodgiest Firms” award, it will be hard to keep them around. The bonus is, you’ll <a href=\"https://hbr.org/2001/07/transforming-a-conservative-company-one-laugh-at-a-time\">discover an increase</a> in productivity and efficiency.</p>','5 ways accounting firms can retain top performers','','inherit','closed','closed','','5548-revision-v1','','','2016-01-12 14:31:05','2016-01-12 14:31:05','',5548,'http://www.danamanciagli.com/5548-revision-v1/',0,'revision','',0),(2973,8113,'2013-09-02 16:53:04','2013-09-02 16:53:04','<p>The first step before every job search is to articulate your next career move in a clear and effective way. Most people don\'t know what an effective one looks like. Download this guide to coach you through the important step of documenting then sharing your next career move goal.</p>','CTC Goal Profile','<p>The first step before every job search is to articulate your next career move in a clear and effective way. Most people don\'t know what an effective one looks like. Download this guide to coach you through the important step of documenting then sharing your next career move goal.</p>','inherit','open','open','','1208-autosave','','','2013-09-02 16:53:04','2013-09-02 16:53:04','',1208,'http://www.danamanciagli.com/set-your-goal/1208-autosave/',0,'revision','',0),(5617,8264,'2016-01-26 17:24:04','2016-01-26 17:24:04','4 steps for productive disruption','4 steps for productive disruption','4 steps for productive disruption','inherit','open','closed','','img_0749','','','2016-01-26 17:24:35','2016-01-26 17:24:35','',5611,'http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749.jpg',0,'attachment','image/jpeg',0),(5618,8264,'2016-01-26 17:24:41','2016-01-26 17:24:41','[caption id=\"attachment_5617\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749-e1453829059279.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749-300x200.jpg\" alt=\"4 steps for productive disruption\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5617\" /></a> 4 steps for productive disruption[/caption]Whether you are a leader looking to advance in your organization, an owner trying to jump-start innovation, or an individual seeking something new, getting started on the path to disruption is not an easy task – especially if every opportunity seems out of reach, and every door appears closed.\r\n\r\n<p>I spoke with <a href=\"http://whitneyjohnson.c/\">Whitney Johnson</a>, a leading thinker on driving innovation through personal disruption.</p>\r\n\r\n<p>In her new book, <a href=\"https://bibliomotion.com/books/disrupt-yourself\"><i>Disrupt Yourself</i></a> <i>: Putting the Power of Disruptive Innovation to Work</i>, she shares four key steps to finding an open door:</p>\r\n\r\n<p><b>1. Identify what you do well.</b></p>\r\n\r\n<p>What compliments do you repeatedly dismiss? These are the dismissals you do, not because you were being coy, but because the thing you were complimented on feels as natural as breathing. Maybe you’ve heard this compliment so many times, you’re sick of it!</p>\r\n\r\n<p>The tendency to deflect compliments around what you do reflexively well is understandable, but in deflecting, you devalue the very strengths that are your superpowers. Something that comes easily or seems obvious to you may be rare and valuable to someone else.</p>\r\n\r\n<p><b>2. Match your strengths with unmet needs.</b></p>\r\n\r\n<p>Once you have a clear picture of your one-of-a-kind skills, match those skills to unmet needs. Consider jobs where you’d be the wild-card candidate. Or look for ways to combine your passions. Look at problems that the organization needs solved, and ask yourself: Can I fix that?</p>\r\n\r\n<p>There is no shortage of jobs to be done or problems to be solved. But there’s only one of you. The right problems are those that you somehow feel called to solve, and are capable of solving, because of your expertise and accumulated life experiences.</p>\r\n\r\n<p><b>3. Invite someone to lunch who is not exactly like you.</b></p>\r\n\r\n<p>If you are having trouble finding an unmet need, talk with someone who works in a different industry or is an expert at something you are not. Seek out advice from someone of a different gender, ethnicity, race, or age. This can help open your eyes to find open doors.</p>\r\n\r\n<p>While a closed network reinforces your sense of belonging, you hear the same ideas over and over again. An open network can be a bit painful because you will have to work harder to understand a person not like you, but you are more likely to have breakthrough ideas.</p>\r\n\r\n<p><b>4. Reflect on the last time you were scared and lonely.</b></p>\r\n\r\n<p>Now, give yourself a high five. When you are scared because you are trying something new, you’ll not only know that this endeavor matters to you, it probably means you are on the right path to disruption.</p>\r\n\r\n<p>To do something astonishing will require that you walk through a door no one else has been through before. Think about the achievements you have made by surmounting some huge, probably unexpected, even undeserved, obstacle. Maybe it was your upbringing, health challenges, financial circumstances, or relationship woes.</p>\r\n\r\n<p>Once you got over the “If only…” thoughts, you allowed your obstacles to become a tool of creation. By reflecting on your past accomplishments, you know you have the courage and strength to overcome fear and take risks — and that it will all be worth it.</p>\r\n\r\n<p>Being able to find the open door and go through it can be scary because it’s uncertain. But because you’re blazing your own trail, you’re more likely to be successful. After all, you can’t find an open door without moving; and you can’t move without taking risks.</p>','4 steps for productive disruption','','inherit','closed','closed','','5611-revision-v1','','','2016-01-26 17:24:41','2016-01-26 17:24:41','',5611,'http://www.danamanciagli.com/5611-revision-v1/',0,'revision','',0),(5619,8264,'2016-01-26 17:24:47','2016-01-26 17:24:47','[caption id=\"attachment_5617\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749-e1453829059279.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2016/01/IMG_0749-300x200.jpg\" alt=\"4 steps for productive disruption\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5617\" /></a> 4 steps for productive disruption[/caption]Whether you are a leader looking to advance in your organization, an owner trying to jump-start innovation, or an individual seeking something new, getting started on the path to disruption is not an easy task – especially if every opportunity seems out of reach, and every door appears closed.\r\n\r\n<p>I spoke with <a href=\"http://whitneyjohnson.c/\">Whitney Johnson</a>, a leading thinker on driving innovation through personal disruption.</p>\r\n\r\n<p>In her new book, <a href=\"https://bibliomotion.com/books/disrupt-yourself\"><i>Disrupt Yourself</i></a> <i>: Putting the Power of Disruptive Innovation to Work</i>, she shares four key steps to finding an open door:</p>\r\n\r\n<p><b>1. Identify what you do well.</b></p>\r\n\r\n<p>What compliments do you repeatedly dismiss? These are the dismissals you do, not because you were being coy, but because the thing you were complimented on feels as natural as breathing. Maybe you’ve heard this compliment so many times, you’re sick of it!</p>\r\n\r\n<p>The tendency to deflect compliments around what you do reflexively well is understandable, but in deflecting, you devalue the very strengths that are your superpowers. Something that comes easily or seems obvious to you may be rare and valuable to someone else.</p>\r\n\r\n<p><b>2. Match your strengths with unmet needs.</b></p>\r\n\r\n<p>Once you have a clear picture of your one-of-a-kind skills, match those skills to unmet needs. Consider jobs where you’d be the wild-card candidate. Or look for ways to combine your passions. Look at problems that the organization needs solved, and ask yourself: Can I fix that?</p>\r\n\r\n<p>There is no shortage of jobs to be done or problems to be solved. But there’s only one of you. The right problems are those that you somehow feel called to solve, and are capable of solving, because of your expertise and accumulated life experiences.</p>\r\n\r\n<p><b>3. Invite someone to lunch who is not exactly like you.</b></p>\r\n\r\n<p>If you are having trouble finding an unmet need, talk with someone who works in a different industry or is an expert at something you are not. Seek out advice from someone of a different gender, ethnicity, race, or age. This can help open your eyes to find open doors.</p>\r\n\r\n<p>While a closed network reinforces your sense of belonging, you hear the same ideas over and over again. An open network can be a bit painful because you will have to work harder to understand a person not like you, but you are more likely to have breakthrough ideas.</p>\r\n\r\n<p><b>4. Reflect on the last time you were scared and lonely.</b></p>\r\n\r\n<p>Now, give yourself a high five. When you are scared because you are trying something new, you’ll not only know that this endeavor matters to you, it probably means you are on the right path to disruption.</p>\r\n\r\n<p>To do something astonishing will require that you walk through a door no one else has been through before. Think about the achievements you have made by surmounting some huge, probably unexpected, even undeserved, obstacle. Maybe it was your upbringing, health challenges, financial circumstances, or relationship woes.</p>\r\n\r\n<p>Once you got over the “If only…” thoughts, you allowed your obstacles to become a tool of creation. By reflecting on your past accomplishments, you know you have the courage and strength to overcome fear and take risks — and that it will all be worth it.</p>\r\n\r\n<p>Being able to find the open door and go through it can be scary because it’s uncertain. But because you’re blazing your own trail, you’re more likely to be successful. After all, you can’t find an open door without moving; and you can’t move without taking risks.</p>','4 steps for productive disruption','','inherit','closed','closed','','5611-autosave-v1','','','2016-01-26 17:24:47','2016-01-26 17:24:47','',5611,'http://www.danamanciagli.com/5611-autosave-v1/',0,'revision','',0),(1361,8113,'2013-04-01 02:55:03','2013-04-01 02:55:03','<div style=\"text-align: center;\"><span class=\"Apple-style-span\" style=\"font-size: 11px; line-height: 17px;\"> </span></div>\r\n[caption id=\"attachment_1363\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/Playing-the-Odds-Game.jpg\"><img class=\"size-medium wp-image-1363\" alt=\"Playing the Odds Game\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/Playing-the-Odds-Game-199x300.jpg\" width=\"199\" height=\"300\" /></a> Playing the Odds Game[/caption]\r\n<p><b>Playing the Game, the Job Search “Odds Game”</b><span class=\"Apple-style-span\" style=\"font-size: 11px; line-height: 17px;\">  </span></p>\r\n<p>Does this sound familiar?</p>\r\n<p>Joe Dayton’s job search plan meant he applied for a job and then waited to hear back from the hiring company. No response? No job? Then Joe started another job application cycle. His job search dragged on and on, driving up his frustration level.</p>\r\n<p>Why? Joe, the eternal optimist, believed each time that the job was going to work out, <i>so why get another one spun up</i>? He convinced himself that “<i>this was the one</i>” and he had a real chance to win… this time. But he didn’t win that job. So, weeks later, he started over again looking at job postings. As a result, it took Joe a <span style=\"text-decoration: underline;\">lot</span> longer to get a job.</p>\r\n<p>Bottom line: If you are not willing to play the “Odds Game,” meaning juggling multiple job opportunities at the same time, then don’t job search. It’s one of the toughest concepts for job seekers to execute.</p>\r\n<p>Everybody understands it – the more job opportunities you have in play, the more likely you’ll get an offer – but most are not putting it into practice. It’s hard, even for the toughest among us.</p>\r\n<p>I’m coaching an ex-police officer right now and even though he committed to finding 5 new career opportunities three weeks ago…well, you know the rest. </p>\r\n<p><b>Why Play the Odds Game? Rules and Reasons</b></p>\r\n<p><b>Reason #1:</b> <b>Waiting will bring you down.</b></p>\r\n<p>Waiting and doing nothing is bad for you. It will send you right into negativity, triggering self-doubt and low confidence. You will feel better about your search, your progress and your opportunities if you have a lot to do. A “lot to do” will only come out of generating a lot of activity. If you follow this plan, you’ll wake up every morning with a new task.</p>\r\n<p><b>Reason #2: Speed up the time between now and your start date.</b></p>\r\n<p>Do you want a job in six weeks or six months? Do you want interviews within the next two weeks or two months? The only way to speed up your results is to multiply your opportunities. Even the best salespeople, who know how to manage a pipeline of client prospects, are terrible at managing their own job search the way they do a sales territory. And a job search IS a sales process!</p>\r\n<p><b>Rule #1: Minimum of 10 “active” job possibilities at once.</b></p>\r\n<p>You need 10 active opportunities in motion at the same time. If one drops off, add one. You must find 10 job opportunities that are either posted on a website, in a newspaper, or verified as a real job opening through your networking.</p>\r\n<p>Do not count the make-believe-job-you-wish-for-if-you-could-design-one. An “active” opportunity means you have done something with it. You might only be in research mode prior to applying, but that is activity, so the job is “active.” Use your <a href=\"http://www.danamanciagli.com/tool-downloads/\">Cut the Crap (CTC) Job Tracking Tool</a>, so you avoid the excuse that <i>this is too much to handle</i>.  (Works well even if you are currently employed and looking to make your next career move.)</p>\r\n<p><b>Rule #2: Make each job possibility count—or cross it off the list.</b></p>\r\n<p>No cheating! My father taught me, “If you cheat, you are cheating yourself.” So don’t fudge how you count your 10 active opportunities. Each of the active job possibilities must meet one of the following requirements:</p>\r\n<ul>\r\n<li>You are doing research and preparing your customized application to send them.</li>\r\n<li>You applied and are within a 15-work-day (Monday through Friday) window to hear something back.</li>\r\n<li>You had a phone or face-to-face interview and are within a 15-work-day window to hear something back.</li>\r\n<li>You heard something back from the company, acknowledging receipt of your application, and you are within the 15-work-day window to take the next step.</li>\r\n</ul>\r\n<p>The good news: Every time you cross one off your list, you improve the odds! You haven’t lost, you get to shop for a new job and add a new opportunity to the group.</p>\r\n<p>Build out your 10 opportunities now, track each one, and always maintain 10 in your pipeline until you land your next great job.</p>\r\n<p> Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\r\n<p>Dana</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>','Playing the Game, the Job Search “Odds Game”','','publish','open','open','','playing-the-game-the-job-search-odds-game','','','2014-09-29 17:56:11','2014-09-29 17:56:11','',0,'http://www.danamanciagli.com/?p=1361',0,'post','',0),(1362,8113,'2013-03-28 01:51:39','2013-03-28 01:51:39','','Playing the Game, the Job Search “Odds Game”','','inherit','open','open','','1361-revision','','','2013-03-28 01:51:39','2013-03-28 01:51:39','',1361,'http://www.danamanciagli.com/set-your-goal/1361-revision/',0,'revision','',0),(1363,8113,'2013-03-28 01:58:02','2013-03-28 01:58:02','If you are not willing to play the “Odds Game,” meaning juggling multiple job opportunities at the same time, then don’t job search. It’s one of the toughest concepts for job seekers to execute. ','Playing the Odds Game','Playing the Odds Game','inherit','open','open','','playing-the-odds-game','','','2013-03-28 01:58:02','2013-03-28 01:58:02','',1361,'http://www.danamanciagli.com/wp-content/uploads/2013/03/Playing-the-Odds-Game.jpg',0,'attachment','image/jpeg',0),(1364,8113,'2013-03-28 02:00:08','2013-03-28 02:00:08','<p><b>Playing the Game, the Job Search “Odds Game”</b></p>\n<p>Does this sound familiar?</p>\n<p>Joe Dayton’s job search plan meant he applied for a job and then waited to hear back from the hiring company. No response? No job? Then Joe started another job application cycle. His job search dragged on and on, driving up his frustration level.</p>\n<p>Why? Joe, the eternal optimist, believed each time that the job was going to work out, <i>so why get another one spun up</i>? He convinced himself that “<i>this was the one</i>” and he had a real chance to win… this time. But he didn’t win that job. So, weeks later, he started over again looking at job postings. As a result, it took Joe a <span style=\"text-decoration: underline;\">lot</span> longer to get a job.</p>\n<p>Bottom line: If you are not willing to play the “Odds Game,” meaning juggling multiple job opportunities at the same time, then don’t job search. It’s one of the toughest concepts for job seekers to execute.</p>\n<p>Everybody understands it – the more job opportunities you have in play, the more likely you’ll get an offer – but most are not putting it into practice. It’s hard, even for the toughest among us.</p>\n<p>I’m coaching an ex-police officer right now and even though he committed to finding 5 new career opportunities three weeks ago…well, you know the rest. </p>\n<p><b>Why Play the Odds Game? Rules and Reasons</b></p>\n<p><b>Reason #1:</b> <b>Waiting will bring you down.</b></p>\n<p>Waiting and doing nothing is bad for you. It will send you right into negativity, triggering self-doubt and low confidence. You will feel better about your search, your progress and your opportunities if you have a lot to do. A “lot to do” will only come out of generating a lot of activity. If you follow this plan, you’ll wake up every morning with a new task.</p>\n<p><b>Reason #2: Speed up the time between now and your start date.</b></p>\n<p>Do you want a job in six weeks or six months? Do you want interviews within the next two weeks or two months? The only way to speed up your results is to multiply your opportunities. Even the best salespeople, who know how to manage a pipeline of client prospects, are terrible at managing their own job search the way they do a sales territory. And a job search IS a sales process!</p>\n<p><b>Rule #1: Minimum of 10 “active” job possibilities at once.</b></p>\n<p>You need 10 active opportunities in motion at the same time. If one drops off, add one. You must find 10 job opportunities that are either posted on a website, in a newspaper, or verified as a real job opening through your networking.</p>\n<p>Do not count the make-believe-job-you-wish-for-if-you-could-design-one. An “active” opportunity means you have done something with it. You might only be in research mode prior to applying, but that is activity, so the job is “active.” Use your <a href=\"http://www.danamanciagli.com/tool-downloads/\">Cut the Crap (CTC) Job Tracking Tool</a>, so you avoid the excuse that <i>this is too much to handle</i>.  (Works well even if you are currently employed and looking to make your next career move.)</p>\n<p><b>Rule #2: Make each job possibility count—or cross it off the list.</b></p>\n<p>No cheating! My father taught me, “If you cheat, you are cheating yourself.” So don’t fudge how you count your 10 active opportunities. Each of the active job possibilities must meet one of the following requirements:</p>\n<ul>\n<li>You are doing research and preparing your customized application to send them.</li>\n<li>You applied and are within a 15-work-day (Monday through Friday) window to hear something back.</li>\n<li>You had a phone or face-to-face interview and are within a 15-work-day window to hear something back.</li>\n<li>You heard something back from the company, acknowledging receipt of your application, and you are within the 15-work-day window to take the next step.</li>\n</ul>\n<p>The good news: Every time you cross one off your list, you improve the odds! You haven’t lost, you get to shop for a new job and add a new opportunity to the group.</p>\n<p>Build out your 10 opportunities now, track each one, and always maintain 10 in your pipeline until you land your next great job.</p>\n<p> Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\n<p>Dana</p>\n<p>&nbsp;</p>\n<p>&nbsp;</p>','Playing the Game, the Job Search “Odds Game”','','inherit','open','open','','1361-revision-2','','','2013-03-28 02:00:08','2013-03-28 02:00:08','',1361,'http://www.danamanciagli.com/set-your-goal/1361-revision-2/',0,'revision','',0),(1365,8113,'2013-04-03 02:57:00','2013-04-03 02:57:00','[caption id=\"attachment_1368\" align=\"alignright\" width=\"250\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/Plan-for-Job-Search.jpg\"><img class=\"size-medium wp-image-1368\" alt=\"No Job Search Plan? You Just Missed Those Opportunities – Again!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/03/Plan-for-Job-Search-250x300.jpg\" width=\"250\" height=\"300\" /></a> No Job Search Plan? You Just Missed Those Opportunities – Again![/caption]\r\n<p><b>“There just aren’t many jobs out there.” Really?</b></p>\r\n<p>Director of Sales – that’s just the job Angela wants. She spends hours every day searching for a Director of Sales position on the web. She posts résumés on job boards, participates in LinkedIn Discussion Groups, finds a few opportunities on Facebook business pages and is getting a few alerts in her inbox. </p>\r\n<p>But she’s been doing this for 8 months and Angela has decided – or rather settled on the excuse – that <i>there just aren’t many jobs out there</i>.</p>\r\n<p>Oh, really? </p>\r\n<p>Angela needs to stop, rethink, and re-boot. She needs a disciplined multi-platform plan. A new regimen will help her turn her a job search process into “job number one,” avoid wasted time, be more effective, and get on the fast track to winning a job.</p>\r\n<p>Are you in Angela’s shoes? Here’s how you can make sure you never miss an opportunity again.</p>\r\n<ol>\r\n<li><b>First, map out your overall job search process </b>and commit to a certain set of activities that you will repeat every day and every week until you land your new job. Be aggressive but realistic based on your other commitments (family, current job, etc.). And don’t steal time from other important things such as exercise, time with family and friends, or sleep.</li>\r\n</ol>\r\n<p style=\"padding-left: 30px;\">Here is where you can get my <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b>Cut the Crap</b> <b>(CTC) Job Search Schedule</b> template for your new plan.</a></p>\r\n<table width=\"643\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<tbody>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p align=\"center\"><b>Activity Type</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p align=\"center\"><b>Description</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\"><b>Daily</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\"><b>Weekly</b></p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Preparing to Job Search</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>This includes organizing your technology, job search tools, communications, documents, and much more. </p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">Initially, 8 hours, then 1   hour per week</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Researching</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Internet or library research: companies for My Job Search Tracker, people, industry news,   preparation for an interview, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">2 hours M-F</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">16 hours per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td rowspan=\"4\" valign=\"top\" width=\"157\">\r\n<p><b>Networking</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>External meetings: large group, industry events, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\"> </p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">3 hours for 1 event per   week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Build - then refine your personal and professional network list.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\"> </p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Refine and update your social networking sites.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Networking   contacts via phone and email.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour daily M-F</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Applying or Cold Calling </b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Send out “Candidate Packets” or introduction letters if a cold call.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour daily M-F</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">5 hours per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Following Up </b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Follow-up on external networking meetings, send thank you letters to all contacts, contact hiring managers, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour T, Th, or as-needed</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">2 hours per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Rehearsing</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Build - then refine - interview questions, scripts for phone calls, email   drafts, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p>&nbsp;</p>\r\n<p style=\"padding-left: 30px;\"><b>2.  Use your Outlook Calendar</b>, other calendar technology, or a paper calendar to schedule your activities into specific times of the day. Tips:</p>\r\n<ul>\r\n<li><span style=\"text-decoration: underline;\">Activity description</span>: Don’t just say “job search.” Pick a particular activity out of the description column above or make up your own list.</li>\r\n<li>Identify <span style=\"text-decoration: underline;\">where</span> you will do this work: library, home, office, friend’s house. Find a quiet place with internet access so you can concentrate on the information and capture what you learn.</li>\r\n<li><span style=\"text-decoration: underline;\">What</span>: Put follow-up activities highest in priority on your calendar and first thing in the morning. If you have business cards from an event, follow up on them the next morning. If you made some calls yesterday, follow up on them today. Why? These are warmer than spending time cold calling companies or people you don’t know or haven’t met.</li>\r\n<li><span style=\"text-decoration: underline;\">Time management</span>: If you say you will be researching for one full hour, clock yourself that you stick to that commitment. It doesn’t include travel time to the library, having that latté in the middle, or talking to the person at the table next to you. It’s an hour of work; hard, focused work.</li>\r\n</ul>\r\n<p>Start today and re-boot your end-to-end job search process. Map out a plan that has numerous different elements. Get out of your comfort zone and try new things. You may surprise yourself! </p>\r\n<p>Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\r\n<p>Dana</p>','No Job Search Plan? You Just Missed Those Opportunities – Again!','','publish','open','open','','no-job-search-plan-you-just-missed-those-opportunities-again','','','2014-09-29 17:56:10','2014-09-29 17:56:10','',0,'http://www.danamanciagli.com/?p=1365',0,'post','',0),(1366,8113,'2013-03-28 02:05:04','2013-03-28 02:05:04','<p><b>“There just aren’t many jobs out there.” Really?</b></p>\n<p>Director of Sales – that’s just the job Angela wants. She spends hours every day searching for a Director of Sales position on the web. She posts résumés on job boards, participates in LinkedIn Discussion Groups, finds a few opportunities on Facebook business pages and is getting a few alerts in her inbox. </p>\n<p>But she’s been doing this for 8 months and Angela has decided – or rather settled on the excuse – that <i>there just aren’t many jobs out there</i>.</p>\n<p>Oh, really? </p>\n<p>Angela needs to stop, rethink, and re-boot. She needs a disciplined multiplatform plan. A new regimen will help her turn her a job search process into “job number one,” avoid wasted time, be more effective, and get on the fast track to winning a job.</p>\n<p>Are you in Angela’s shoes? Here’s how you can make sure you never miss an opportunity again.</p>\n<ol>\n<li><b>First, map out your overall job search process </b>and commit to a certain set of activities that you will repeat every day and every week until you land your new job. Be aggressive but realistic based on your other commitments (family, current job, etc.). And don’t steal time from other important things such as exercise, time with family and friends, or sleep.</li>\n</ol>\n<p style=\"padding-left: 30px;\">Here is where you can get my <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b>Cut the Crap</b> <b>(CTC) Job Search Schedule</b> template for your new plan.</a></p>\n<table width=\"643\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p align=\"center\"><b>Activity Type</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p align=\"center\"><b>Description</b></p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\"><b>Daily</b></p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\"><b>Weekly</b></p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Preparing to Job Search</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>This includes organizing your technology, job search tools, communications, documents, and much more. </p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">Initially, 8 hours, then 1   hour per week</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Researching</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Internet or library research: companies for My Job Search Tracker, people, industry news,   preparation for an interview, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">2 hours M-F</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">16 hours per week</p>\n</td>\n</tr>\n<tr>\n<td rowspan=\"4\" valign=\"top\" width=\"157\">\n<p><b>Networking</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>External meetings: large group, industry events, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\"> </p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">3 hours for 1 event per   week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"274\">\n<p>Build - then refine your personal and professional network list.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\"> </p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"274\">\n<p>Refine and update your social networking sites.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"274\">\n<p>Networking   contacts via phone and email.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour daily M-F</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Applying or Cold Calling </b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Send out “Candidate Packets” or introduction letters if a cold call.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour daily M-F</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">5 hours per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Following Up </b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Follow-up on external networking meetings, send thank you letters to all contacts, contact hiring managers, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour T, Th, or as-needed</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">2 hours per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Rehearsing</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Build - then refine - interview questions, scripts for phone calls, email   drafts, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n</tbody>\n</table>\n<p>&nbsp;</p>\n<p style=\"padding-left: 30px;\"><b>2.  Use your Outlook Calendar</b>, other calendar technology, or a paper calendar to schedule your activities into specific times of the day. Tips:</p>\n<ul>\n<li><span style=\"text-decoration: underline;\">Activity description</span>: Don’t just say “job search.” Pick a particular activity out of the description column above or make up your own list.</li>\n<li>Identify <span style=\"text-decoration: underline;\">where</span> you will do this work: library, home, office, friend’s house. Find a quiet place with internet access so you can concentrate on the information and capture what you learn.</li>\n<li><span style=\"text-decoration: underline;\">What</span>: Put follow-up activities highest in priority on your calendar and first thing in the morning. If you have business cards from an event, follow up on them the next morning. If you made some calls yesterday, follow up on them today. Why? These are warmer than spending time cold calling companies or people you don’t know or haven’t met.</li>\n<li><span style=\"text-decoration: underline;\">Time management</span>: If you say you will be researching for one full hour, clock yourself that you stick to that commitment. It doesn’t include travel time to the library, having that latté in the middle, or talking to the person at the table next to you. It’s an hour of work; hard, focused work.</li>\n</ul>\n<p>Start today and re-boot your end-to-end job search process. Map out a plan that has numerous different elements. Get out of your comfort zone and try new things. You may surprise yourself! </p>\n<p>Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\n<p>Dana</p>','No Job Search Plan? You Just Missed Those Opportunities – Again!','','inherit','open','open','','1365-revision-v1','','','2013-03-28 02:05:04','2013-03-28 02:05:04','',1365,'http://www.danamanciagli.com/set-your-goal/1365-revision/',0,'revision','',0),(1368,8113,'2013-03-28 02:09:21','2013-03-28 02:09:21','Start today and re-boot your end-to-end job search process. Map out a plan that has numerous different elements. Get out of your comfort zone and try new things. You may surprise yourself!  ','No Job Search Plan? You Just Missed Those Opportunities – Again!','No Job Search Plan? You Just Missed Those Opportunities – Again!','inherit','open','open','','plan-for-job-search','','','2013-03-28 02:09:21','2013-03-28 02:09:21','',1365,'http://www.danamanciagli.com/wp-content/uploads/2013/03/Plan-for-Job-Search.jpg',0,'attachment','image/jpeg',0),(1367,8113,'2013-03-28 02:05:30','2013-03-28 02:05:30','<p><b>“There just aren’t many jobs out there.” Really?</b></p>\r\n<p>Director of Sales – that’s just the job Angela wants. She spends hours every day searching for a Director of Sales position on the web. She posts résumés on job boards, participates in LinkedIn Discussion Groups, finds a few opportunities on Facebook business pages and is getting a few alerts in her inbox. </p>\r\n<p>But she’s been doing this for 8 months and Angela has decided – or rather settled on the excuse – that <i>there just aren’t many jobs out there</i>.</p>\r\n<p>Oh, really? </p>\r\n<p>Angela needs to stop, rethink, and re-boot. She needs a disciplined multiplatform plan. A new regimen will help her turn her a job search process into “job number one,” avoid wasted time, be more effective, and get on the fast track to winning a job.</p>\r\n<p>Are you in Angela’s shoes? Here’s how you can make sure you never miss an opportunity again.</p>\r\n<ol>\r\n<li><b>First, map out your overall job search process </b>and commit to a certain set of activities that you will repeat every day and every week until you land your new job. Be aggressive but realistic based on your other commitments (family, current job, etc.). And don’t steal time from other important things such as exercise, time with family and friends, or sleep.</li>\r\n</ol>\r\n<p style=\"padding-left: 30px;\">Here is where you can get my <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b>Cut the Crap</b> <b>(CTC) Job Search Schedule</b> template for your new plan.</a></p>\r\n<table width=\"643\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<tbody>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p align=\"center\"><b>Activity Type</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p align=\"center\"><b>Description</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\"><b>Daily</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\"><b>Weekly</b></p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Preparing to Job Search</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>This includes organizing your technology, job search tools, communications, documents, and much more. </p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">Initially, 8 hours, then 1   hour per week</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Researching</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Internet or library research: companies for My Job Search Tracker, people, industry news,   preparation for an interview, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">2 hours M-F</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">16 hours per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td rowspan=\"4\" valign=\"top\" width=\"157\">\r\n<p><b>Networking</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>External meetings: large group, industry events, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\"> </p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">3 hours for 1 event per   week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Build - then refine your personal and professional network list.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\"> </p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Refine and update your social networking sites.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Networking   contacts via phone and email.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour daily M-F</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Applying or Cold Calling </b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Send out “Candidate Packets” or introduction letters if a cold call.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour daily M-F</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">5 hours per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Following Up </b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Follow-up on external networking meetings, send thank you letters to all contacts, contact hiring managers, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour T, Th, or as-needed</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">2 hours per week</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td valign=\"top\" width=\"157\">\r\n<p><b>Rehearsing</b></p>\r\n</td>\r\n<td valign=\"top\" width=\"274\">\r\n<p>Build - then refine - interview questions, scripts for phone calls, email   drafts, etc.</p>\r\n</td>\r\n<td valign=\"top\" width=\"114\">\r\n<p align=\"center\">1 hour</p>\r\n</td>\r\n<td valign=\"top\" width=\"98\">\r\n<p align=\"center\">1 hour per week</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p>&nbsp;</p>\r\n<p style=\"padding-left: 30px;\"><b>2.  Use your Outlook Calendar</b>, other calendar technology, or a paper calendar to schedule your activities into specific times of the day. Tips:</p>\r\n<ul>\r\n<li><span style=\"text-decoration: underline;\">Activity description</span>: Don’t just say “job search.” Pick a particular activity out of the description column above or make up your own list.</li>\r\n<li>Identify <span style=\"text-decoration: underline;\">where</span> you will do this work: library, home, office, friend’s house. Find a quiet place with internet access so you can concentrate on the information and capture what you learn.</li>\r\n<li><span style=\"text-decoration: underline;\">What</span>: Put follow-up activities highest in priority on your calendar and first thing in the morning. If you have business cards from an event, follow up on them the next morning. If you made some calls yesterday, follow up on them today. Why? These are warmer than spending time cold calling companies or people you don’t know or haven’t met.</li>\r\n<li><span style=\"text-decoration: underline;\">Time management</span>: If you say you will be researching for one full hour, clock yourself that you stick to that commitment. It doesn’t include travel time to the library, having that latté in the middle, or talking to the person at the table next to you. It’s an hour of work; hard, focused work.</li>\r\n</ul>\r\n<p>Start today and re-boot your end-to-end job search process. Map out a plan that has numerous different elements. Get out of your comfort zone and try new things. You may surprise yourself! </p>\r\n<p>Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\r\n<p>Dana</p>','No Job Search Plan? You Just Missed Those Opportunities – Again!','','inherit','open','open','','1365-revision-v1','','','2013-03-28 02:05:30','2013-03-28 02:05:30','',1365,'http://www.danamanciagli.com/set-your-goal/1365-revision-2/',0,'revision','',0),(1369,8113,'2013-03-28 02:08:23','2013-03-28 02:08:23','<p><b>“There just aren’t many jobs out there.” Really?</b></p>\n<p>Director of Sales – that’s just the job Angela wants. She spends hours every day searching for a Director of Sales position on the web. She posts résumés on job boards, participates in LinkedIn Discussion Groups, finds a few opportunities on Facebook business pages and is getting a few alerts in her inbox. </p>\n<p>But she’s been doing this for 8 months and Angela has decided – or rather settled on the excuse – that <i>there just aren’t many jobs out there</i>.</p>\n<p>Oh, really? </p>\n<p>Angela needs to stop, rethink, and re-boot. She needs a disciplined multi-platform plan. A new regimen will help her turn her a job search process into “job number one,” avoid wasted time, be more effective, and get on the fast track to winning a job.</p>\n<p>Are you in Angela’s shoes? Here’s how you can make sure you never miss an opportunity again.</p>\n<ol>\n<li><b>First, map out your overall job search process </b>and commit to a certain set of activities that you will repeat every day and every week until you land your new job. Be aggressive but realistic based on your other commitments (family, current job, etc.). And don’t steal time from other important things such as exercise, time with family and friends, or sleep.</li>\n</ol>\n<p style=\"padding-left: 30px;\">Here is where you can get my <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b>Cut the Crap</b> <b>(CTC) Job Search Schedule</b> template for your new plan.</a></p>\n<table width=\"643\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p align=\"center\"><b>Activity Type</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p align=\"center\"><b>Description</b></p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\"><b>Daily</b></p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\"><b>Weekly</b></p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Preparing to Job Search</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>This includes organizing your technology, job search tools, communications, documents, and much more. </p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">Initially, 8 hours, then 1   hour per week</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Researching</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Internet or library research: companies for My Job Search Tracker, people, industry news,   preparation for an interview, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">2 hours M-F</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">16 hours per week</p>\n</td>\n</tr>\n<tr>\n<td rowspan=\"4\" valign=\"top\" width=\"157\">\n<p><b>Networking</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>External meetings: large group, industry events, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\"> </p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">3 hours for 1 event per   week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"274\">\n<p>Build - then refine your personal and professional network list.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\"> </p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"274\">\n<p>Refine and update your social networking sites.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"274\">\n<p>Networking   contacts via phone and email.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour daily M-F</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Applying or Cold Calling </b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Send out “Candidate Packets” or introduction letters if a cold call.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour daily M-F</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">5 hours per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Following Up </b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Follow-up on external networking meetings, send thank you letters to all contacts, contact hiring managers, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour T, Th, or as-needed</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">2 hours per week</p>\n</td>\n</tr>\n<tr>\n<td valign=\"top\" width=\"157\">\n<p><b>Rehearsing</b></p>\n</td>\n<td valign=\"top\" width=\"274\">\n<p>Build - then refine - interview questions, scripts for phone calls, email   drafts, etc.</p>\n</td>\n<td valign=\"top\" width=\"114\">\n<p align=\"center\">1 hour</p>\n</td>\n<td valign=\"top\" width=\"98\">\n<p align=\"center\">1 hour per week</p>\n</td>\n</tr>\n</tbody>\n</table>\n<p>&nbsp;</p>\n<p style=\"padding-left: 30px;\"><b>2.  Use your Outlook Calendar</b>, other calendar technology, or a paper calendar to schedule your activities into specific times of the day. Tips:</p>\n<ul>\n<li><span style=\"text-decoration: underline;\">Activity description</span>: Don’t just say “job search.” Pick a particular activity out of the description column above or make up your own list.</li>\n<li>Identify <span style=\"text-decoration: underline;\">where</span> you will do this work: library, home, office, friend’s house. Find a quiet place with internet access so you can concentrate on the information and capture what you learn.</li>\n<li><span style=\"text-decoration: underline;\">What</span>: Put follow-up activities highest in priority on your calendar and first thing in the morning. If you have business cards from an event, follow up on them the next morning. If you made some calls yesterday, follow up on them today. Why? These are warmer than spending time cold calling companies or people you don’t know or haven’t met.</li>\n<li><span style=\"text-decoration: underline;\">Time management</span>: If you say you will be researching for one full hour, clock yourself that you stick to that commitment. It doesn’t include travel time to the library, having that latté in the middle, or talking to the person at the table next to you. It’s an hour of work; hard, focused work.</li>\n</ul>\n<p>Start today and re-boot your end-to-end job search process. Map out a plan that has numerous different elements. Get out of your comfort zone and try new things. You may surprise yourself! </p>\n<p>Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\n<p>Dana</p>','No Job Search Plan? You Just Missed Those Opportunities – Again!','','inherit','open','open','','1365-revision-v1','','','2013-03-28 02:08:23','2013-03-28 02:08:23','',1365,'http://www.danamanciagli.com/set-your-goal/1365-revision-3/',0,'revision','',0),(1375,8113,'2013-05-06 02:08:40','2013-05-06 02:08:40','[caption id=\"attachment_1887\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/Why-You-Didnt-Get-the-Job-Dont-Waste-Time-Asking-Hiring-Manager.jpg\"><img class=\"size-medium wp-image-1887\" alt=\"Why You Didn\'t Get the Job - Don\'t Waste Time Asking Hiring Manager\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/Why-You-Didnt-Get-the-Job-Dont-Waste-Time-Asking-Hiring-Manager-300x199.jpg\" width=\"300\" height=\"199\" /></a> Why You Didn\'t Get the Job - Don\'t Waste Time Asking Hiring Manager[/caption]\r\n<p>If you’ve never felt any of the following during your job search, you are not human: frustrated, depressed, angry, confused, guilty, sad, victimized, stupid, humiliated, embarrassed, lacking confidence. In my three decades of hiring, mentoring and assisting job seekers, I have yet to meet someone who is thrilled and motivated by any aspect of a job search.</p>\r\n<p>Searching for a job is hard. No, VERY hard. It triggers negative emotions, especially if you are unemployed. But the same holds true for those employed and searching within their own company or who need to make a career change outside their company.</p>\r\n<p>Think about it. You are selling yourself as a product to employers who are the “buyers.” They are the decision-makers, with multiple applicants to choose from. It is not clear exactly what the employer is looking for, if they are even looking at you, or why you are not chosen.</p>\r\n<p>In school, the team captains picked the best players and nobody wanted to be the last person standing. Worse, in the job search world, only one gets picked and many others are not.</p>\r\n<p>There is no transparency into what is going on during the hiring process, either. You don’t know if your application or résumé is being reviewed, went into a black hole, or got discarded. And you will never know.</p>\r\n<p>Even if someone looks at your credentials, you will not know why you didn’t get the interview. Then, even if you had an interview, you won’t know why you didn’t get the job. There are multiple inexplicable reasons why you didn’t win a specific job, but here are some of the most probable:</p>\r\n<ul>\r\n<li>The job went to an internal candidate, someone already working for the company, or already within that department.</li>\r\n<li>They hired another external candidate who had stronger skills.</li>\r\n<li>They are still looking since they didn’t find anyone who met their criteria.</li>\r\n<li>They decided not to fill this job at this time. Or they changed the specification and reposted.</li>\r\n<li>Another candidate knew someone who knew someone who knew someone… through networking.</li>\r\n</ul>\r\n<p>Many candidates try to connect back with the recruiter, HR Manager, Hiring Manager, or someone on the interview schedule to get “feedback.” This is a waste of your time. Why?</p>\r\n<ul>\r\n<li>It is not their job to give you direct feedback and they want you to leave feeling good about the process with them. They are going to be polite and say, “We found another candidate more qualified.” or “You did great; we just went in another direction.”</li>\r\n<li>If you met with numerous people, it could have been just one person who found something that was not a fit. Your odds of figuring out the real reason are slim to none.</li>\r\n<li>You may have been a “benchmark candidate,” one who is placed in the interview loop to validate that the top candidate is, in fact, the best. This is an acceptable practice, and you should not worry or ask.</li>\r\n<li>It’s your job to figure out why your interviews are not turning into offers. I recommend you find someone who will do a mock interview with you and give you direct feedback. There may be a mannerism that you have, or a general “lack of confidence” exuding through your answers. Great sources are your career placement centers and career coaches.</li>\r\n</ul>\r\n<p>Bottom line: Study the latest interview skills, prepare your answers to the most common interview questions, and practice for that big day!</p>\r\n<p>Send your comments, challenges and questions any time. I’m here to help!</p>','Why Didn’t You Get That Job?  Don’t Waste Your Energy Asking the Hiring Company','','publish','open','open','','why-didnt-you-get-that-job-dont-waste-your-energy-asking-the-hiring-company','','','2015-04-24 19:58:20','2015-04-24 19:58:20','',0,'http://www.danamanciagli.com/?p=1375',0,'post','',0),(5111,8113,'2015-06-22 02:41:50','2015-06-22 02:41:50','[caption id=\"attachment_5112\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/Texting-etiquette-6-rules-to-follow-when-texting-at-work.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/06/Texting-etiquette-6-rules-to-follow-when-texting-at-work-300x200.jpg\" alt=\"Texting etiquette 6 rules to follow when texting at work\" width=\"300\" height=\"200\" class=\"size-medium wp-image-5112\" /></a> Texting etiquette 6 rules to follow when texting at work[/caption]<p>We\'re texting all the time. Sending a text is more timely than sending an email, yet feels less intrusive than calling someone. Texting is replacing voice calls, especially among 18- to 24-year-olds, who send and receive nearly 4,000 text messages per month.</p>\r\n\r\n<p>And as the lines between work and life become increasingly blurred, there is nothing stopping workers from bringing their personal habits — especially texting — to work.</p>\r\n\r\n<p>Although texting has found its way to the workplace, numerous questions remain about texting etiquette. Largely prompted by the rapid rise of smartphone use in the workplace combined with the huge number of millennials entering the workplace, texting has made its way on the job before proper protocol could be set.</p>\r\n\r\n<p>Praful Shah, senior vice president of strategy for RingCentral, has witnessed a recent shift toward multiple devices in the workplace, including mobile phones, tablets, desk phones and laptops. He notes that each of these channels of communication required adoption of new habits and protocols within a business context.</p>\r\n\r\n<p>Here are his six rules workers should follow when texting with managers, peers and clients.</p>\r\n<p><strong>1. Grab some context clues</strong></p>\r\n<p>Sending text messages is a natural way to communicate, especially for millennials who have been texting more or less their entire lives. But this doesn\'t mean clients and managers feel the same way. Watch for clues before you text. If your boss or client initiated a text message in the past, it\'s safe to assume you have the green light.</p>\r\n<p><strong>2. Feel it out</strong></p>\r\n<p>If you are unsure if your manager or client prefers texting to calling or emailing, test the waters the next time you have an extremely time-urgent issue by texting a question such as, \"Need to chat about the project ASAP; have a few minutes to talk?\" If he or she keeps the conversation going via text, it\'s safe to say you\'ve opened the door for future conversations. If it moves to a phone call, perhaps you can save yourself trouble next time by calling right off the bat.\r\n<p><strong>3. Keep it professional</strong></p>\r\n<p>Texting with friends and family is typically casual, but it shouldn\'t be in the workplace, neither to managers nor to peers. Avoid using abbreviations that wouldn\'t be understood across all generations and stay away from emoji overkill, since both make texts informal. The focus of workplace text messages, especially to clients and managers, should remain centered on work at all times, unless the other party initiates a personal conversation about appropriate topics.</p>\r\n<p><strong>4. Only text when response time is important</strong></p>\r\n<p>Text messaging should be saved for time-sensitive information, when emailing wouldn\'t generate a response quickly enough. Texting is less intrusive than placing a phone call, because the receivers have the option of ignoring the message if they are too busy to respond. When you need a quick response off hours, text messaging is a better option than calling. A quick text might prompt a response, or at least a read receipt, instead of leaving you wondering if your email has been read.</p>\r\n<p><strong>5. Limit group texting to critical things</strong></p>\r\n<p>If you loop your boss in to a group text, you will likely send an overabundance of texts that the boss doesn\'t need to see. If you are working on a group project, assume your manager doesn\'t need to see the group text behind the scenes, especially off hours. Group texting has its place — if it\'s a dire client emergency, for example, and you need input from colleagues right away.</p>\r\n<p><strong>6. If it can wait, don\'t text.</strong></p>\r\n<p>Bottom line, you communicate with your clients, bosses and peers face-to-face and via email and conference calls daily. Before you add texting to the mix, ask yourself if it can wait until you\'re back in the office or online tomorrow. If it can wait, you\'ve saved yourself the headache of wondering whether or not a text was appropriate.</p>\r\n\r\n<p>There\'s no way to eliminate text messaging from our communication mix, and it\'s infiltrating our conversations at work. If you think before you text, and save texting for the most urgent conversations, it can be a helpful channel for communicating with clients, managers and peers alike. If not, and you go overboard with the number of texts sent, emoji used or spelling errors made, it can be extremely unprofessional.</p>\r\n\r\n<p>The simple answer: If it\'s work-related, think it through before you send that text.</p>','Texting etiquette: 6 rules to follow when texting at work','','publish','open','open','','texting-etiquette-6-rules-to-follow-when-texting-at-work','','','2015-06-16 11:58:38','2015-06-16 11:58:38','',0,'http://www.danamanciagli.com/?p=5111',0,'post','',0),(5094,1,'2015-06-08 17:09:33','2015-06-08 17:09:33','','Order &ndash; June 8, 2015 @ 05:09 PM','','wc-processing','open','closed','order_5575cc47546d3','order-jun-08-2015-0509-pm','','','2015-06-08 17:09:33','2015-06-08 17:09:33','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5094',0,'shop_order','',2),(5099,1,'2015-06-09 15:48:40','2015-06-09 15:48:40','','Order &ndash; June 9, 2015 @ 03:48 PM','','wc-processing','open','closed','order_55770ad2579a9','order-jun-09-2015-0348-pm','','','2015-06-09 15:48:40','2015-06-09 15:48:40','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5099',0,'shop_order','',2),(5100,1,'2015-06-09 15:54:11','2015-06-09 15:54:11','','Order &ndash; June 9, 2015 @ 03:54 PM','','wc-processing','open','closed','order_55770c1f31399','order-jun-09-2015-0354-pm','','','2015-06-09 15:54:11','2015-06-09 15:54:11','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5100',0,'shop_order','',2),(5119,1,'2015-06-18 18:56:53','2015-06-18 18:56:53','','Order &ndash; June 18, 2015 @ 06:56 PM','','wc-processing','open','closed','order_5583146f3e373','order-jun-18-2015-0656-pm','','','2015-06-18 18:56:53','2015-06-18 18:56:53','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=5119',0,'shop_order','',2),(1377,8113,'2013-03-29 13:37:04','2013-03-29 13:37:04','Many candidates try to connect back with the recruiter, HR Manager, Hiring Manager or someone on the interview schedule to get “feedback.”  This is a waste of your time. Bottom line: Study the latest interview skills, prepare your answers to the most common interview questions and practice for that big day! ','Why Didn’t You Get That Job?  Don’t Waste Your Energy Asking the Hiring Company','Many candidates try to connect back with the recruiter, HR Manager, Hiring Manager or someone on the interview schedule to get “feedback.”  This is a waste of your time. ','inherit','open','open','','why-i-didnt-get-the-job','','','2013-03-29 13:37:04','2013-03-29 13:37:04','',1375,'http://www.danamanciagli.com/wp-content/uploads/2013/03/Why-I-Didnt-Get-the-Job.jpg',0,'attachment','image/jpeg',0),(4481,1,'2014-11-20 01:16:08','2014-11-20 01:16:08','','Order &ndash; November 20, 2014 @ 01:16 AM','','wc-processing','open','closed','order_546d4074687e4','order-nov-20-2014-0114-am','','','2014-11-20 01:16:08','2014-11-20 01:16:08','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4481',0,'shop_order','',2),(4484,1,'2014-12-02 20:44:02','2014-12-02 20:44:02','','Order &ndash; December 2, 2014 @ 08:44 PM','','wc-processing','open','closed','order_547e248dce593','order-dec-02-2014-0843-pm','','','2014-12-02 20:44:02','2014-12-02 20:44:02','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4484',0,'shop_order','',2),(4485,1,'2014-12-03 22:23:31','2014-12-03 22:23:31','','Order &ndash; December 3, 2014 @ 10:23 PM','','wc-processing','open','closed','order_547f7f4cc70d8','order-dec-03-2014-0923-pm','','','2014-12-03 22:23:31','2014-12-03 22:23:31','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4485',0,'shop_order','',2),(4486,1,'2014-12-03 23:10:45','2014-12-03 23:10:45','','Order &ndash; December 3, 2014 @ 11:10 PM','','wc-processing','open','closed','order_547f9844924b4','order-dec-03-2014-1109-pm','','','2014-12-03 23:10:45','2014-12-03 23:10:45','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4486',0,'shop_order','',2),(4487,1,'2014-12-04 01:32:42','2014-12-04 01:32:42','','Order &ndash; December 4, 2014 @ 01:32 AM','','wc-processing','open','closed','order_547fb9b75dc61','order-dec-04-2014-0132-am','','','2014-12-04 01:32:42','2014-12-04 01:32:42','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4487',0,'shop_order','',2),(1379,8113,'2013-03-30 19:56:06','2013-03-30 19:56:06','<p><b>Playing the Game, the Job Search “Odds Game”</b></p>\n<p>Does this sound familiar?</p>\n<p>Joe Dayton’s job search plan meant he applied for a job and then waited to hear back from the hiring company. No response? No job? Then Joe started another job application cycle. His job search dragged on and on, driving up his frustration level.</p>\n<p>Why? Joe, the eternal optimist, believed each time that the job was going to work out, <i>so why get another one spun up</i>? He convinced himself that “<i>this was the one</i>” and he had a real chance to win… this time. But he didn’t win that job. So, weeks later, he started over again looking at job postings. As a result, it took Joe a <span style=\"text-decoration: underline;\">lot</span> longer to get a job.</p>\n<p>Bottom line: If you are not willing to play the “Odds Game,” meaning juggling multiple job opportunities at the same time, then don’t job search. It’s one of the toughest concepts for job seekers to execute.</p>\n<p>Everybody understands it – the more job opportunities you have in play, the more likely you’ll get an offer – but most are not putting it into practice. It’s hard, even for the toughest among us.</p>\n<p>I’m coaching an ex-police officer right now and even though he committed to finding 5 new career opportunities three weeks ago…well, you know the rest. </p>\n<p><b>Why Play the Odds Game? Rules and Reasons</b></p>\n<p><b>Reason #1:</b> <b>Waiting will bring you down.</b></p>\n<p>Waiting and doing nothing is bad for you. It will send you right into negativity, triggering self-doubt and low confidence. You will feel better about your search, your progress and your opportunities if you have a lot to do. A “lot to do” will only come out of generating a lot of activity. If you follow this plan, you’ll wake up every morning with a new task.</p>\n<p><b>Reason #2: Speed up the time between now and your start date.</b></p>\n<p>Do you want a job in six weeks or six months? Do you want interviews within the next two weeks or two months? The only way to speed up your results is to multiply your opportunities. Even the best salespeople, who know how to manage a pipeline of client prospects, are terrible at managing their own job search the way they do a sales territory. And a job search IS a sales process!</p>\n<p><b>Rule #1: Minimum of 10 “active” job possibilities at once.</b></p>\n<p>You need 10 active opportunities in motion at the same time. If one drops off, add one. You must find 10 job opportunities that are either posted on a website, in a newspaper, or verified as a real job opening through your networking.</p>\n<p>Do not count the make-believe-job-you-wish-for-if-you-could-design-one. An “active” opportunity means you have done something with it. You might only be in research mode prior to applying, but that is activity, so the job is “active.” Use your <a href=\"http://www.danamanciagli.com/tool-downloads/\">Cut the Crap (CTC) Job Tracking Tool</a>, so you avoid the excuse that <i>this is too much to handle</i>.  (Works well even if you are currently employed and looking to make your next career move.)</p>\n<p><b>Rule #2: Make each job possibility count—or cross it off the list.</b></p>\n<p>No cheating! My father taught me, “If you cheat, you are cheating yourself.” So don’t fudge how you count your 10 active opportunities. Each of the active job possibilities must meet one of the following requirements:</p>\n<ul>\n<li>You are doing research and preparing your customized application to send them.</li>\n<li>You applied and are within a 15-work-day (Monday through Friday) window to hear something back.</li>\n<li>You had a phone or face-to-face interview and are within a 15-work-day window to hear something back.</li>\n<li>You heard something back from the company, acknowledging receipt of your application, and you are within the 15-work-day window to take the next step.</li>\n</ul>\n<p>The good news: Every time you cross one off your list, you improve the odds! You haven’t lost, you get to shop for a new job and add a new opportunity to the group.</p>\n<p>Build out your 10 opportunities now, track each one, and always maintain 10 in your pipeline until you land your next great job.</p>\n<p> Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\n<p>Dana</p>\n<p>&nbsp;</p>\n<p>&nbsp;</p>','Playing the Game, the Job Search “Odds Game”','','inherit','open','open','','1361-revision-3','','','2013-03-30 19:56:06','2013-03-30 19:56:06','',1361,'http://www.danamanciagli.com/set-your-goal/1361-revision-3/',0,'revision','',0),(1380,8113,'2013-03-30 19:56:23','2013-03-30 19:56:23','<p><b>Playing the Game, the Job Search “Odds Game”</b></p>\r\n<p>Does this sound familiar?</p>\r\n<p>Joe Dayton’s job search plan meant he applied for a job and then waited to hear back from the hiring company. No response? No job? Then Joe started another job application cycle. His job search dragged on and on, driving up his frustration level.</p>\r\n<p>Why? Joe, the eternal optimist, believed each time that the job was going to work out, <i>so why get another one spun up</i>? He convinced himself that “<i>this was the one</i>” and he had a real chance to win… this time. But he didn’t win that job. So, weeks later, he started over again looking at job postings. As a result, it took Joe a <span style=\"text-decoration: underline;\">lot</span> longer to get a job.</p>\r\n<p>Bottom line: If you are not willing to play the “Odds Game,” meaning juggling multiple job opportunities at the same time, then don’t job search. It’s one of the toughest concepts for job seekers to execute.</p>\r\n<p>Everybody understands it – the more job opportunities you have in play, the more likely you’ll get an offer – but most are not putting it into practice. It’s hard, even for the toughest among us.</p>\r\n<p>I’m coaching an ex-police officer right now and even though he committed to finding 5 new career opportunities three weeks ago…well, you know the rest. </p>\r\n<p><b>Why Play the Odds Game? Rules and Reasons</b></p>\r\n<p><b>Reason #1:</b> <b>Waiting will bring you down.</b></p>\r\n<p>Waiting and doing nothing is bad for you. It will send you right into negativity, triggering self-doubt and low confidence. You will feel better about your search, your progress and your opportunities if you have a lot to do. A “lot to do” will only come out of generating a lot of activity. If you follow this plan, you’ll wake up every morning with a new task.</p>\r\n<p><b>Reason #2: Speed up the time between now and your start date.</b></p>\r\n<p>Do you want a job in six weeks or six months? Do you want interviews within the next two weeks or two months? The only way to speed up your results is to multiply your opportunities. Even the best salespeople, who know how to manage a pipeline of client prospects, are terrible at managing their own job search the way they do a sales territory. And a job search IS a sales process!</p>\r\n<p><b>Rule #1: Minimum of 10 “active” job possibilities at once.</b></p>\r\n<p>You need 10 active opportunities in motion at the same time. If one drops off, add one. You must find 10 job opportunities that are either posted on a website, in a newspaper, or verified as a real job opening through your networking.</p>\r\n<p>Do not count the make-believe-job-you-wish-for-if-you-could-design-one. An “active” opportunity means you have done something with it. You might only be in research mode prior to applying, but that is activity, so the job is “active.” Use your <a href=\"http://www.danamanciagli.com/tool-downloads/\">Cut the Crap (CTC) Job Tracking Tool</a>, so you avoid the excuse that <i>this is too much to handle</i>.  (Works well even if you are currently employed and looking to make your next career move.)</p>\r\n<p><b>Rule #2: Make each job possibility count—or cross it off the list.</b></p>\r\n<p>No cheating! My father taught me, “If you cheat, you are cheating yourself.” So don’t fudge how you count your 10 active opportunities. Each of the active job possibilities must meet one of the following requirements:</p>\r\n<ul>\r\n<li>You are doing research and preparing your customized application to send them.</li>\r\n<li>You applied and are within a 15-work-day (Monday through Friday) window to hear something back.</li>\r\n<li>You had a phone or face-to-face interview and are within a 15-work-day window to hear something back.</li>\r\n<li>You heard something back from the company, acknowledging receipt of your application, and you are within the 15-work-day window to take the next step.</li>\r\n</ul>\r\n<p>The good news: Every time you cross one off your list, you improve the odds! You haven’t lost, you get to shop for a new job and add a new opportunity to the group.</p>\r\n<p>Build out your 10 opportunities now, track each one, and always maintain 10 in your pipeline until you land your next great job.</p>\r\n<p> Got a specific challenge? Let me give you a hand; I’m ready to help!</p>\r\n<p>Dana</p>\r\n<p>&nbsp;</p>\r\n<p>&nbsp;</p>','Playing the Game, the Job Search “Odds Game”','','inherit','open','open','','1361-revision-4','','','2013-03-30 19:56:23','2013-03-30 19:56:23','',1361,'http://www.danamanciagli.com/set-your-goal/1361-revision-4/',0,'revision','',0),