FlexJobs Contest Whats your favorite book - FlexJobs

FlexJobs Contest Whats your favorite book - FlexJobs Contest Whats your favorite book -10Its time for our weekly contest Whats your favorite book? To enterThe favorite book contest is over. Check out our latest contest hereWhats your favorite book? This is a fairly common job interview question and even though it binnenseems innocent enough, having a good answer is important. If you were asked this question during a job interview, what would your answer be? What is your favorite book?In the comments below, answer this question Whats your favorite book?Comments are approved by a real, live, human moderator, so please be patient. You wont see your comment right away, but we know its there and well approve it quick as can be.THE PRIZEOne randomly chosen commenter will win a free one-month membership to with access to over 10,800 jobs from 3,300 companiesDEADLINE TO ENTERFriday, August 3rd at 3pm Eastern TimeREQUIRED TO ENTERYour first name, at leastYour e-mail address (this will be kept private)A respectful answer to this weeks question (if your answer is off-topic, it wont be approved)A maximum of one entry per personHOW WE PICK A WINNERWinner is chosen by random drawing and announced onFacebookon Friday after 1pm ESTYoull be notified by email if you win (so make sure you leave a valid email address in the comments below)

The First Jobs of Execs at Lyft, Deloitte, Facebook More

The First Jobs of Execs at Lyft, Deloitte, Facebook MoreThe First Jobs of Execs at Lyft, Deloitte, Facebook More I welches 15 years old. I had just gotten my drivers permit and I welches itching to make my own money so that I could do what I wanted. You know, a little spending cash to go to the movies, buy cute clothes at Forever21, and bestattungs a bite to eat with friends. So I decided to start working retail at GAP as a salesperson. My first job welches fun, though elend without some long days. To this day, I can still fold a perfect pair of jeans.At Glassdoor, we interview executives and influencers every week. At the end of almost every interview, we ask What was your very first job and what did you learn from it? After letting out a flashback-induced laugh, interviewees reveal a surprising first job story. For example, SpaceX and Teslas founder Elon Musk revealed his first adult job was cleaning out the grain silos on my cousins farm in Saskatchewan.Here are the surprising first jobs of executives and influencers at Lyft, Deloitte, Facebook and mora. Remember, its about not where you start, but its where you finish.Lynsi Snyder, CEO of In-N-Out You probably think it was at In-N-Out, and in fact, when I was 17, I was hired at the store in Redding, California, where my first job was leafing the lettuce. But before that, I got my actual first job, which was as a receptionist in a dentists office. I did the billing by hand on a typewriter, scheduled appointments and greeted patients. The dentist was a good friend of my fathers and remains a close friend to my mother and me even today. It was a special experience - so much fun because I was surrounded by great people and I loved the work, and it taught me how important it is to have a good team. When I started at In-N-Out, I took orders, served food to customers and learned to properly wrap a Double-Double, which is harder than you might think. The experience was priceless - I learned the importance of attention to detail and providing customers the product and overall experience theyve paid for.Emily Nishi, Chief People Officer of Lyft My first job was an internship at a Westin Hotel in their HR department. I saw firsthand how companies deliver great service to customers by ensuring their operations and organization function really well behind the scenes. Everything had to work together - from recruiting folks with a love for service, to how new hires were trained, to how tightly back operations were managed - even to how service areas were set-up. Witnessing what it takes to run the laundry room efficiently blew me away Many years later, its stuck with me how important it is to be focused on being customer-centric whether it be external customers or internal ones, like co-workers. I think its a great challenge to try and provide the best possible experience for everyone you work withBrian Halligan, CEO of HubSpot I was a paperboy - I delivered the Boston Evening Globe (which no longer exists).Tony Delmercado, COO at Hawke Media My first job was at a local golf course that I begged to work at for more than a year, nearly every week. I was really young (12 or 13) and was mostly tasked with raking sand traps and keeping the drinking water coolers around the course full and cold. As I worked there longer, I learned the value of getting up early, showing up on time, listening, doing what you say youre going to do and doing it well, working hard, and being reliable. Because of this, I ended up getting an opportunity to mow lawns, roll greens, change pin placements, and more. I was able to learn more about the actual course maintenance, types of grass and weeds, etc., which led to me start the lawn care company that paid for my college education. The most memorable moment was riding in the back of a gator that my friend/co-worker Tim drove into a pond left of the second fairwayRhonda Joy McLean-Craig, Associate General Counsel of Time I nc. & Author of The Little Black Book of Success Workbook Laws of Leadership for Black Women My first job (after babysitting) was serving as the secretary in our small-town funeral home, answering calls and giving out price lists for funeral home services. I was ten years old and made 50 cents an hour. It was a great job as I learned to listen to what was not being said and to offer comfort as well as information, even at such an early age. I have had many other jobs clerk I a five and dime store, selling parakeets, goldfish and making keys, teaching piano (I had to stop as I was a senior in high school and was not so patient with the young students smiles). Every job I have held taught me important lessons that I have applied throughout my career as an educator, administrator, classical musician, government and corporate attorney and law professor. Our positions (no matter what they are) can teach us many helpful skills to help us move fwd.Anne Wojcicki, CEO & Founder of 23and Me Growing up, one of my friends family owned a luggage shop and I often had the opportunity to help out in their store. I know a lot about luggage and pensCathy Engelbert, CEO of Deloitte I worked in a pediatricians office in high school and college but Deloitte was my first job out of college in 1986. Our scale, depth, and breadth, which I mentioned earlier, has given me so many opportunities to reinvent my path and stay constantly challenged over the last 30-plus years. Ive had multiple careers within Deloitte.Maxine Williams, Global Head of Diversity & Inclusion at Facebook My first job was cleaning the laundry rooms at my college. When people were upstairs sleeping on Sunday morning because theyd had some big wonderful party the night before, I was down there doing like 7 am shifts picking up their dirty underwear theyd dropped on the ground and cleaning lint from the laundry room. It taught me that hard work gets you where you need to be. You do what you need to do to get wh ere you need to get to.Asher Raphael , Co-CEO of Power Home Remodeling I bagged groceries, worked for a painter, and waited tables. Those were my first three non-real corporate America jobs. What I learned from those is that I really enjoy people, but that I wanted my work to make a difference in peoples lives. But Power Home Remodeling was my first full-time job out of college. Ive never written a resume. I got an interview through my brother. I got the job and I thought it was going to be a pit stop. I thought I was going to go to law school. That was almost 15 years ago now.

Boomerang Employees

Boomerang EmployeesBoomerang Employees*/Read the infographic text.BOOMERANG EMPLOYEESWhile 98% of HR managers would rehire a former employee, only 48% of workers would return.Likelihood that HR managers would consider rehiring a former employee who left their company on good terms77% Very likely21% Somewhat likely1% Somewhat unlikely1% Very unlikelyLikelihood that workers would ever apply for a job at a previous employer17% Very likely31% Somewhat likely27% Somewhat unlikely25% Very unlikelyTop reasons job seekers wouldnt apply for a job at a previous employer*23% Didnt like management14% Didnt like corporate culture14% Didnt like job duties10% Company burned bridges6% Company closed/no longer existsSource Accountemps surveys of more than 300 human resources managers and 1,000 workers in the United StatesOnly top responses shown based on 524 respondents who were unlikely to apply for a job at a previous employer. 2016 Accountemps. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Alan Needleman, 2018 Honorary Member

Alan Needleman, 2018 Honorary Member Alan Needleman, 2018 Honorary Member Alan Needleman, 2018 Honorary MemberAlan Needleman, Ph.D., a university distinguished professor and a TEES (Texas AM Engineering Experiment Station) distinguished research professor in the department of materials science and engineering at Texas AM University in College Station, is honored for pioneering research in the fields of computational mechanics and computational materials science.Dr. Needleman earned his bachelors degree in mechanical engineering from the University of Pennsylvania in Philadelphia in 1966 and his masters degree in engineering from Harvard University in Cambridge, Mass., in 1967. After completing his Ph.D. in engineering at Harvard in 1970, he spent five years in applied mathematics at the Massachusetts Institute of Technology before moving to Brown University in Providence, R.I. Following his retirement from Brown in June 2009, he moved to the materials science and engineering departme nt at the University of North Texas in Denton. In January 2015 he left UNT to join the Texas AM faculty.Dr. Needlemans contributions include the development of a ductile fracture computational methodology, the development of cohesive surface methods for fracture analysis and the creation of a framework that enables using discrete dislocation plasticity to solve general boundary value problems.An ASME Fellow, Dr. Needleman was a member of the Applied Mechanics Divisions Executive Committee (1995-2000 chair 2000) and served as associate editor of the Journal of Applied Mechanics (1998-2004). He received the Societys Daniel C. Drucker Medal in 2006 and Timoshenko Medal in 2011.Dr. Needleman is a member of the National Academy of Engineering and the American Academy of Arts and Sciences. Among his other honors, he received a Guggenheim fellowship in 1977 and the Society of Engineering Sciences William Prager Medal in 2006. He also holds honorary doctorates from the Technical University of Denmark and cole Normale Suprieure de Cachan in France, and he is an honorary professor of Dalian University of Technology in China.Video profile produced and written by Roger Torda and edited by Juan Yepes. The copyright of this program is owned by The American Society of Mechanical Engineers.

Private Equity Fees Private Equity Funds Charge

Private Equity Fees Private Equity kenntniserlangungs ChargePrivate Equity Fees Private Equity Funds ChargeThe private equity sector has drawn a great deal of attention for its many layers of fees, especially in light of the sub-par returns that it has delivered in recent years. This is sparking growing resistance from investors. A study conducted by University academics from Yale and Maastricht for the Financial Times finds that over the 10 years starting in 2001, U.S. pension funds earned 4.5% per annum, after fees, from their private equity investments. It compares unfavorably with the SP 400, which produced an average annual return of 6.7% over the saatkorn period, with dividends reinvested. The study also indicates that, when all fees are considered, about 70% of gross returns on private equity funds were retained by the funds themselves. A considerably stronger indictment comes from Simon Lack, a professional money manager and author of The Hedge Fund Mirage. In this book, he e stimates that, from 1998 to 2010, hedge funds collectively returned just $9 billion to investors while lavishing an astounding $440 billion on their managers and other insiders. While hedge funds and private equity funds are not synonymous, there are enough similarities among these sectors of the money management universe to suggest that such a skewed distribution may be somewhat indicative of the latter as well. Among the most commonly seen private equity fees are Management Fees Management fees theoretically cover a private equity firms operating expenses, although a growing body of research indicates that these fees typically far exceed the costs. Management fees usually are from 1.5% to 2.0% of assets. However, in the early years of a private equity funds existence, the management fee can represent a much higher percentage of the actual money invested. It is because it normally also is assessed on all the cash that investors have committed to the fund, but which the fund has yet to invest. Performance Fees Performance fees normally are about 20% of any investment gains recorded by a private equity fund. If the fund incurs a loss in a given year, performance fees are zero. Moreover, best practices in the industry dictate that, before performance fees can be earned, cumulative past losses should be offset against gains in succeeding years. Deal Fees Deal fees are charged by a private equity firm to the companies in their portfolios. They are supposed to cover various administrative services provided by the former to the latter. Transaction Fees Transaction fees are charged by buyout firms to the companies that they buy. In the years 2009 and 2010, these fees tended to be about 1.24% of the deal size, for buyouts worth between $500 million and $1 billion, up from 0.99% in 2005 to 2008. Monitoring Fees Monitoring fees are paid by portfolio companies to their private equity firm owners to cover various consulting and advisory services. Ex amples of ersatzdarsteller Charging These various private equity fees are coming under increasing criticism not only for being excessive but because they represent double charging for the same activities and services, assessed to investors and the portfolio companies simultaneously. When portfolio companies go public, they often have to pay exorbitant amounts of fees to terminate their advisory agreements with private equity firms, even though the major source of profit for private equity and buyout firms is supposed to ensure precisely from taking portfolio companies public. Some private equity firms assess a fee on portfolio companies for refinancing their debt. It strikes many observers as excessive, for two reasons. One, the private equity firms typically are responsible for piling on large amounts of debt in the first place, when taking companies private in leveraged buyouts (LBOs). Two, refinancing at lower interest rates increases the portfolio companys profits, and thus the private equity firms potential gains. Investor Responses An increasing number of investors are insisting that these various other fees should be used to offset the management fee, rather than serve as additions to it that create pure profit for the private equity firm, or support excessive compensation for its staff. In response, roughly 83% of transaction fees associated with funds raised in 2011 is being returned to investors, versus 70% for funds raised in 2009. However, this may be offset by the overall increase in this and other fees. Pension Fund Incentives Money managers at various pension funds may have a perverse incentive to prefer redistribution of these various fees to their outright elimination. It is because rebated fees are often accounted for as increases to investment returns. It, in turn, will increase the money managers own compensation, especially if they are awarded bonuses tied to investment returns. On the other hand, if the fees had not been charged, the arbitrary valuations assigned to the portfolio companies (arbitrary because they do not have equity traded and priced in public securities markets) probably would not have been deemed to have risen by a commensurate amount. SourcesBuy-out fund investors call for change in outdated fee structure, Financial Times, November 7, 2011. Private equity Fee high so dumb, The Economist, November 12, 2011. Private equity fees called into question and Fund management fee profits under scrutiny, Financial Times, January 24, 2012. Rewards for failure Hedge fund clients are paying a lot for a little, according to this devastating expose, Financial Times, February 18, 2012.

What You Need to Do About Artists Resume Before You Miss Your Chance

What You Need to Do About Artists Resume Before You Miss Your Chance Life, Death and Artists Resume Avoid utilizing an objective statement that doesnt correspond nicely with the focus of the target job. Assuming you have the skills theyre searching for, a striking and visually appealing resume will go a ways at getting you the creative job which you would like. Due to the monumental quantity of flexibility, artists should utilize an expert summary near the top of the resume to clearly communicate their experiences and qualifications for employment. If youre an artist, you will need to get the most suitable platform to showcase your talent. Quite often employers will really list the particular software knowledge they are seeking in the candidate in their job description. For the prosperous artist, the remuneration can be much higher than a normal wage. The very first impression of your business for a prospect might be a business card, site, ad, or a social networking post. Whe n it regards your privacy and your public image, you will need to think good and tough about adding the subsequent networks to your resume. There are a few social networks that definitely shouldnt be on your resume. For smaller programs, organizations prefer to employ cheap artists at affordable rates. Most employers seeking artists, whether looking for background, concept, circus, character, ceramic, dance, digital or even makeup artists will take a look at the ability and caliber of the job in their portfolio as an alternative to experience because most employers are looking for some style that could be difficult to find. If you are searching for some ideas, there are lots of readymade artist resume templates online. Its helpful for a professional Visual artist to get some sort of formal training in the basics of form, color and composition, and assorted art tactics. So to be able to make your job easier, you may want to have a look at the artist resume template. The Foolp roof Artists Resume Strategy Employing a voreingestellt resume in such situations will provide prospective employers relevant info regarding your transferable and administrative skills. Though it looks similar to a resume, it includes different elements that are only associated with your artistic expert practice. At the simplest level, you ought to be able to use your own judgment to determine readability. Its NOT required to adhere to this format exactly. Artist CVs can be quite simple to put together so long as you understand what youre doing. Youre able to adhere to a chronological Acting Resume Samples if you would like to present your experiences from starting to end. Sample Makeup Artist Resume Objectives When you draft your resume, its always wise to name the precise company that you want to work for. Instead of a conventional career objective, youll want to start out your Artist resume with an expert summary. Our resume builder makes it simple to create a well-writt en resume in a few minutes. No matter your degree of work practical expertise, your resume structure is important to making your program stick out. Strong planning abilities and organization are traits which are highly desired in an employee, particularly in the plan world. Be certain to update your skills section in plus-rechnen to your work history. What you have in your cover letter will be contingent on the open position and your special background. Furthermore, you should wait to file your references until asked. Broadly speaking, you would like to keep the resume itself to only a single page. Once you understand how to organize your ideas and list the right info you are going to be prepared to compose your own one. Its a good idea to mention the achievements chronologically so the reader may have a serial view of your accomplishments. Try to remember the message you wish to convey with your resume. Just be sure that your resume looks professional. The longer your career, the more probable it is you are going to want to include selected exhibitions, as too much information will bog off your CV and reduce the effect of each entry. When in doubt, its a great idea to get somewhere between 15 and 20 parts of art.4. The point were attempting to make here is that we simply cannot list all the many varieties of artists which exist in the us. If you own a lot of experience, it might be a superior alternative. Although its a good alternative, it may appear somewhat stale and outdated to some. Communication is a top skill valued in just about any profession, but it gets especially significant in the plan market. An outstanding Visual Artist resume, like this example, will incorporate a variety of impressive soft and tough skills your employer is searching for in a Visual Artist. Writing an artist resume isnt hard. Try out the Professional Creative Resume if youre searching for a more significant design style. The Basic Facts of Artists Resu me The template includes a customized icon pack so that you can highlight unique sections of the resume or regions of the timeline. It comes with thorough instructions and is fully layered. Each template was designed to go for a different profession. You would require a resume template thats creative, ingenious, imaginative and advanced. Uploading to our resume database requires you to make an account. The format is comparable to publication entries. The file is completely layered and print-ready. The whole file is completely layered and print-ready.

Advancing Your Career in the Midst of Workplace Stress

Advancing Your Career in the Midst of Workplace Stress There are many good habits to adopt in order to help you advance your career, even when focusing on advancement becomes difficult due to the stress of being employed. Truthfully, most people seeking advice on good career habits probably already know what these habits are, but seeing them spelled out can be a clarifying or validating experience that enhancestheir credibility. With that in mind, here are some great habits to pick up to help move your career forward and take your mind off of the stresses of the everyday. 1. Define Your Career Mission and Pursue ItThis habit can be approached in a couple of ways. Philosophically, it challenges you to discover the unique role best suited to your talents, interests, and values, and it motivates you to succeed. However,your career mission is also simply represented by your job description. The happie st professionals are those who understand their work and what it takes to do a good job.2.Be Visible and Express Expectations of RewardsYou must make sure that management bedrngnisices when you do good work and understands that you expect to be rewarded for your achievements. Employees frequently assume that their bosses know whats best when it comes to career advancement and that doing a really good job will automatically be acknowledged. Unfortunately, the truth is that many workers only generate attention when theyre a problem.If you really want to advance your career, you have to ask for what you want. Your manager isnt a mind reader, and waiting quietly to be recognized is the path to being passed over for a promotion.3.View Your Job as a Long-Term Consulting Assignment, elend a Permanent PlacementBecause organizations no longer guarantee lifetime employment, its important think of yourself as a contractor with a portfolio instead of a loyal employee. Your focus should beondoin g excellent work, learning as much as possible from each position, and being ready to change jobs should the need arise.4.Take Some RisksDont spend time waiting for recognition. Develop an explicit career path and turn management into your partner in advancing your career.5.Go with Your InstinctsTrust your intuition as you plot your career. Logic has its place in the decision-making process, but whole-brained thinking will give you a balanced perspective on your career advancement that intellectual analysis alone cannot.6.Never Stop NetworkingA well-developed professional network can be a rich source of mentors and referrals for everything you need in your life. Your network can also provide objective insights for evaluating opportunities and problems. A solid network of contacts is valuable no matter the circumstances.7. Negotiate and CooperateThe next time you are in a mood to take no prisoners, put yourself in your adversarys place. Suggest solutions that benefit both you and you r coworkers. Even if you dont receive exactly what you want in the short term, you wont be stuck with long-term enemies.8.Be Confident, Even when You ArentIf you find yourself suffering from a crisis of confidence, remember that positive behavior can overtake negativity and pull you out of your rut. Yourbehavior not what youre feeling on the inside is what others see. Use your anxiety as an extra source of energy.9.Chase Only Those Goals That You Actually DesireWhen you begin to set goals to help advance your career, try testing their viability using the RUMBA method Each goal should be Reasonable, Understandable, Measurable, Behavioral, and Agreed Upon. Meeting only the first four conditions isnt enough. You and everyone involved with your goal must agree that its a good idea. Goals should begin with I want, not I should10. Live a Life of Work, Education, and FunLiving a life where these things are divided into different stages (e.g. learning as a child, working as an adult, havin g fun after retirement) leads to a stale existence and forces people to feel useless without their jobs. Never forget how to learn and enjoy yourself.

Shake Shack to try 4-day workweek at Vegas location

Shake Shack to try 4-day workweek at Vegas locationShake Shack to try 4-day workweek at Vegas locationIts a win for the four-day work week milkshake and burger joint Shake Shack will experiment with a four-day workweek at some of its Las Vegas locations.The move is part of a battle to increase manager retention, CEO Randy Garutti said duringthe JPMorgan investment conference last Thursday, according to HR Dive. It has never been harder to find great people to lead restaurants, Garutti said.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreShake Shack is pulling out all the stops to get managers to stay, introducing an equity program for general managers giving them a stake in the company. There are also equity awards of $10,000 to each general manager, as was saidduring a February earnings call.Shake Shack joins other three- to four-day workweek restaurants such as Michelin-starred Norwegian rest aurant Maaemo, 21212 in Edinburg, Scotland, and Alabama locations of the chain Aloha Hospitality. Economists have also argued that there are numerous benefits of this condensed work week.The restaurant business is currently in a bind over the need toattract and keep employees in a tight labor market in an industry with high turnover more than 70% for the second year in a row, according to the Bureau for Labor Statistics.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Make Your Personal Branding Outstanding

Make Yur Personal Branding OutstandingMake Your Personal Branding OutstandingMake Your Personal Branding OutstandingMake Your Personal Branding Outstanding PDFNote Youll need Adobe Reader to view the PDF file above. Download Adobe Reader.Wednesday, January 8, 2014Regardless of your age or career level, why should you care about creating a distinct Personal Brand at work? Its simplesuccessful executives focus on managing their Personal Brands every day and credit this effort for their extreme professional successIn this info-packed, fast-paced webinar, professionals who truly care about their career growth will learn how to create, promote and manage a unique Personal Leadership Brand to stand out at work and within their industry.Presenter, Lisa Orrell, is a globally renowned Personal Branding Leadership Expert who is hired by many well-known companies, such as eBay, Wells Fargo and Johnson Johnson, to conduct workshops on this topic for their employees of all ages and levels. So i f you want to excel in your career, and/or possibly feel in a rut at work, you dont want to miss this webinarOverview of What You Will LearnWhy defining managing a Personal Brand can improve your career successHow to create develop a Personal BrandThe key components of a successful Personal BrandWhat rolleality traits you possess that work or that can be sabotaging your Personal Brand (that you may notlage even be aware of)Why executives who care about their Personal Brands focus on understanding their multi-generational workforceHow your communication relationships with others will improve by focusing on your Personal Brand at workPresented byLisa OrrellThe in richtungerations Relations ExpertLisa Orrell is globally recognized as The richtungerations Relations Leadership Expert. As such, shes the author of 3 top-selling books Millennials Incorporated Millennials into Leadership and Boomers into Business. And her fourth book, Your Employee Brand is in Your Hands, will be availab le in March 2014.Lisa is also an in-demand professional speaker and consultant hired by well-known organizations, such as Wells Fargo, Johnson Johnson, eBay, Paul Mitchell, and Pepsi. Her popular presentation topics include Understanding generational dynamics in the workplace improving the recruitment, management and retention of Millennial talent educating Millennial employees on how to be effective young leaders at work and Personal Branding for Career Success. Based on her expertise, she has been bewerbungsinterviewed by countless media, including NPR, MSNBC, ABC, New York Times, and The Wall Street Journal.Webinar Transcript Make You Personal Branding Outstanding (08 Jan 14)Good afternoon. Im Jim Thompson, senior writer with Monster. Id like to thank you for joining us today for this exclusive webinar, hosted by Intelligence. Todays webinar is entitled, Make Your Personal Branding Outstanding. Thought leader Lisa Orrell, will be presenting this afternoon. Lisa will discuss how a distinct personal brand of work helps foster your success. Before we get abfluged, I would like to mention a few housekeeping items. Todays presentation and a copy of the recording will be posted on hiring.monster.com within the next two to three business days. Please click on the Resources tab and navigate to HR Events to obtain your copy. All registered participants will also receive an email with a direct link to todays materials. Intelligence helps HR professionals improve work or performance, retain top talent, and enhance recruiting strategies. We analyze and collect data from over four million unique job searches performed on each day. We invite you to visit hiring.monster.com and read our in-depth reports and analyses. For our latest materials, click on the Resources Center tab when you visit the website.After the presentation, therell be time for questions. Our meeting manager will help facilitate the QA. Please feel free to schrift your questions into the available space during the event, and well make every effort to include them in todays session. If youre listening to todays presentation via telephone, youll be placed on mute until the QA session begins.Now we would like to provide some background on our speaker, Lisa Orrell. Lisa is globally recognized as a relationship and leadership expert. Shes the author of three top-selling books, including Millennials Incorporated, Millennials into Leadership, and Boomers into Business. Lisas fourth book, Your Employee Brand Is in Your Hands, will be available in March. Lisa is an in-demand speaker and consultant, hired by organizations such as Wells Fargo, Johnson Johnson, eBay, Paul Mitchell, and Pepsi. Her presentation topics include understanding generational dynamics in the workplace, improving recruitment, management and retention of Millennial talent, educating Millennial employees on effective leadership strategies at work, and personal branding for career success. Lisa has shared her expertise w ith a wide sortiment of media outlets including MPR, MSNBC, ABC, The New York Times, as well as The Wall Street Journal. Lisa, I would now like to turn the webinar over to you.Thank you, Jim. I appreciate that. Welcome, everybody. Im really glad to be here, and I appreciate you taking the time out of your day to join us. Im really excited about this topic. Its one that Ive talked about quite a bit. Typically, this is a three-hour in-person live workshop that I do. Ive conducted it probably over 20 times for eBay, as well as clients such as Johnson Johnson and Wells Fargo. So it is a popular topic, and its a hot topic. More importantly, I feel that its a really important topic. I want to go ahead and get abfluged. Like I said, typically this is about a three-hour workshops worth of content. Ive got about 40 to 45 minutes. So I want to go ahead and get departureed. Lets jump right in and talk about how to make your personal leadership branding outstanding at work, so that you stand o ut and excel in your career.I want to start by talking about why thats important. During todays webinar, youre going to see quite a few slides such as this one, where there are quotes from actual people that I do know. Some of them I do know, and some of them I dont. Youll see the titles there. My attitude is that if a COO or any C-level, VP-level, or director talking about their personal brand and why its so important, then its good enough for everybody here on the call. For those of you that are looking to stand out, not only at work but also in your industry, for mora recognition for career success, then this is a topic that you definitely want to be paying attention to. Take a look at that quote. Weve also got this one, Having a defined personal leadership brand can take you far, even farther than youd originally envisioned. And mora likely so, if you proactively build and manage it. Thats just a couple of quotes from folks whom I highly respect, and whom I know are extremely su ccessful. They focus on personal branding and managing their personal branding every single day of their lives.Why is it also important? Well, wherever you go and whatever you do, youre an ambassador, not only for your personal brand but also your companys brand. People do evaluate you. We all have that little judgmental side to all of us. We all take a look at people and judge on how they look and how they act. Those are the schrifts of things that you need to be aware of when youre creating your personal brand and how you want to be perceived by people. The main thing too is that your personal brand, which is basically your reputation, will follow you. Our goal today in a very short period of time is to discuss the different attributes and things you need to be aware of when creating and managing your personal brand.One thing to be aware of when it comes to personal branding is that its not just who you are now. More importantly its about who you aspire to be. What are the certain traits that you possess that perhaps you need to be working on, either positive or possibly negative? Maybe youve got temperament issues. Maybe youre not that great of a listener. Maybe you tend to make things a little bit mora about you than you should, versus how it should be for your employees or perhaps for your coworkers. Ive conducted this workshop like I said, for a wide variety of companies all over the country, with attendees that come from different levels everywhere from junior employees that just graduated college, all the way up to senior vice president levels. I will tell you that a vast majority of the people, say over the age of like 35 or 40, do tend to come up to me afterwards and go, My gosh. I really wish people were talking about personal branding back earlier in my career. It really would have made a difference in my career path and my career success at this particular time. Again, it is something to be highly aware of, because people that I know who are extre mely successful in the corporate environment follow and manage their personal brand on a regular daily basis.Lets get into some personal branding basics, or the kind of the ins and outs of what is a personal brand and what is not a personal brand. Take a look at this quote here, before we jump into the actual basics themselves. This is a very powerful quote. I spoke with the facilitator or sprecher of a panel where I had five female executives, each from different large corporations, all of which you would know. The whole presentation that we did was based on personal branding for career success. This quote pretty much says it like it is. Be aware that people are watching what you say and what you dont say, what you do and what you dont do, every single day. Your opportunities, and indeed your reputation, will be impacted by the actions and decisions you make day-to-day, every day. Thats a very powerful statement, and it is the essence of what personal branding is about. Are you con sistent with who you are? Are you consistent with your brand promise? Can people rely on you? Can people understand what youre about and know how youre going to act in any given situation?Heres what personal branding isnt. Its not your title, its not your business card, and its not anything that you see here on this list. Its not what you wear its not how you look. Those are all the things that hilfestellung what your personal brand is, if you think of yourself like a product. A personal brand is truly what people feel about you. It can be defined by other people and not you, which is why its so important for you to be keenly aware of your personal brand. Define who you are and what you stand for, and have clarity on who you are and what you stand for so that you are promoting and putting out the personal brand, and getting the schriftart of recognition and reaction the way you want it. Otherwise, you dont take control of it, and youll have other people defining your personal brand, putting out there information that is probably not going to be correct. This will make a little bit more sense as we move on. If you get absolutely nothing out of todays webinar, absolutely nothing at all, except what you see right here on this slide, then Ive done my job. I will consider this a success.When someone has contact with you at any point in time, one of two things happen. Your personal leadership brand is reinforced, or it is weakened. What you say, what you dont say, how you act, how you treat someone, how you treat someone in a meeting, the schriftarts of snide comments that you might make, the type of body language that you might put out there, rolling your eyes, and working on your mobile device while someones trying to talk to you all play into how you are perceived. You want to use your personal brand as a barometer of how you act and what you say on a daily basis.When I do this as a workshop and we have a lot of activities, I dive a lot deeper into what we need t o do when we first get started on personal branding, because you have to be thinking about yourself in terms of how you act and what youre about. Take a look at somebody like Sam Walton. He goes out of his way in this particular quote, Its all about how you make other people feel, as well. Even if youre in a management role right now and you have people that report to you, if you aspire to get into a management and leadership role within your organization, or even if you dont plan on wanting to manage other people, you will always be working with other people. What can you be doing to boost the self-esteem and take care of people around you? That is something that really marks an effective, strong, respected, personal brand. Its how you treat other people. I know that that sounds like common sense to some of you, but Im telling you right now, its not common practice. Ive got endless stories about people talking to me about their managers and leaders. They say, I really wish that the y were here in this workshop today, Lisa, because my anfhrer could really use hearing some of this information. Theyre everything on the other side, and their personal brand is tarnished because of it basically, because of how they treat people.When we talk about this, I want to talk about this a little bit in terms of a leadership versus a management mindset. My goal and hope is that everybody on this call, and that everybody that I facilitate and provide private coaching for, becomes everything on the left side under the leaders header. With a leadership mindset, you seek employee commitment, whereas with a management type mindset, you seek employee compliance. Ill go ahead and take down the list here. Im sure that most everybody on this call, at one point or another, has worked for somebody on the right side, under the managers.Recently a very good friend of mine left a job, because her boss was the bottom one. He took credit for everything but never gave credit for anybody on th e kollektiv. She worked her rear end off for a major presentation, and he took all the credit. She provided her letter of resignation shortly thereafter, because she just couldnt take it anymore. Who are you? What are you? Do you find that youre more on the left side under leaders? Are you more under the manager type of mindset where, its kind of really all about you, and you dont really care that much about the people that you work with? My goal is to get people more into the leadership mindset, regardless of what role you currently have within your company or what level you currently have with your company. For any of you who are more entry level, the sooner you can get your head around a leadership mindset, the sooner you will start acting like a leader and a respected leader. You cant start developing your personal brand at any level until youre very clear on who you are and who you aspire to be, along with the things that you personally need to be working on and the changes you need to make.I work with a lot of senior executives. They have anger issues. I have to tell them, Youve got to work with a life coach, or Youve got to get into therapy. Youve got to make those changes for yourself, because its tarnishing your personal brand, and its affecting your career success. Are you someone whos very shy? Is that something that you want to work on? The perception of you is that you dont have a whole lot to say, a whole lot to offer, or a whole lot to contribute to the team. You might be filled with great ideas and be the smartest person in your organization, but people arent aware of that because youre shy. If I work with people that are saying, Yeah, Im shy. I need to work on that because its a personal brand perception of me that Im not thrilled with. Then I tell them that they need to be working on things like joining a local Toastmasters organization or something that can get them out in front of people and help them break through why they are shy.We also want to talk about the attributes of an effective leader. It starts with having to manage relationships with others, but more importantly, it starts with managing the relationship that you have with yourself. I also like this when it comes to communication. Weve all had this happen, where you say something and then you wish you could take it back. Have that little one second, split second rule where you ask yourself whether whats ready to fly out of your mouth is going to strengthen your personal brand. Is it going to weaken your personal brand instead? Attributes of an effective leader include understanding what motivates each team member and each of your coworkers, along with taking time to get to know who they are. We have a short period of time on this webinar today, so I cant go into a whole bunch of case studies that I typically share when I conduct this as a three-hour workshop for employee groups.I will say, though, that its sickening how many employees tell me that their ma nager has no idea if the persons married or not married, or is in a significant other relationship, or has kids or doesnt have kids. You need to know all those types of things about your coworkers and especially your employees, because you have to understand what motivates them. What might motivate someone for extra time off so they can go to their kids baseball game might not be something that motivates a different employee. He or she might be motivated by time off to go snowboarding or by cash bonuses. You never know. Youve got to know what motivates each team member.I dont need to go down this entire list, because some of them are self-explanatory. Look down at the fifth one, where it says, strategists beyond core competencies. Thats an important one for any of you who are on this webinar today and are concerned about your personal brand, because you want more notoriety within your organization. Perhaps you want more notoriety within your industry overall. Heres the bottom line. If you want to be perceived as a thought leader within your company and a thought leader within the industry, so that you get invited to be a panelist at major conferences, or you want the media to interview you because you are a thought leader in your industry, or because you would like more recognition, you do need to focus on being a strategist beyond your core competencies. Do you spend most of your time just doing the work that you were hired to do, or do you take the time to learn more about whats going on in the industry, and perhaps even in other areas of your company? Its only then that you can bring unique ideas to the table and make the media even want to interview you. If you dont have anything interesting to say, or any new insight on trends that might be happening in your industry, then theres not really much to interview you about. If you come up with new thought leader type ideas, those are the types of things that will attract media attention to you for interviews o r attract opportunities for you to speak at large conferences, so you get more industry recognition. Even on a kind of a smaller micro level, though, if you want to be a thought leader within your company, consider what youre doing to educate yourself on trends that are happening within the industry and within the company? What can you bring to the table, even just in your Monday morning meeting, so that you stand out even just in your department?Again, take a look at the other things here, where it says, possessive, compassion, and empathy. Those are huge leadership traits. Do you care about people? How do you treat people? When it comes to communication, I do seminars on active listening and providing effective feedback. Its a really big verstndigung im strafverfahren. Thats why I get into things like WIIFM. That acronym there stands for Whats In It For Me? Most of us tend to listen to people in that way. You immediately start future thinking what theyre going to say, and start th inking about what it is that you want to say, versus really listening to them. I like to use that old saying, Youre given two ears and one mouth. Use the ratio accordingly. Most of us are horrible listeners. For one very positive attribute, in terms of your personal leadership brand, you can be known for being an extremely good listener. That is huge and hugely respected, because so many people are not good at listening. They talk over people, or theyll start moving their body language to start jumping in on what they want to say, before the persons even ended their sentence. Again, I do entire seminars just on that one topic, because it is such a problem in the corporate workforce.The final principle that you see here is the WAIT principle, which stands for Why Am I Talking? Do you find yourself starting to talk all the time in meetings and all that? Ask yourself why youre talking right now. I actually have some managers that I require to put on a wristband or a rubberband. When th ey start to talk, they have to snap themselves to make them realize, Oh, all right, why am I talking? Should I be talking? Am I doing this just to hear myself talk? Im sure a lot of us have been in meetings where that one person on your team goes to raise their hand or goes to start talking, and you feel the entire energy of the room shift. They go, Oh no, not that person, because theyre just going to go, on and on and on. Ive conducted this workshop like Ive said, many, many times. Ive had people come up to me after the break and go, You know what, Im that guy. Im that guy who constantly talks in meetings, and I can just feel the energy shift. I know its just terrible. Im realizing its because Im just one of those people that goes on and on and on. Im really not offering anything of value to the conversation. How can I overcome that? So I work with people after presentations to talk about this type of stuff, to help them with those things. It is affecting their personal brand reput ation, and ultimately its affecting their career.So when we get into understanding your multi-generational team members, another area that I talk a lot about is a topic that my first two books were on and something companies hire me all the time to come in and talk about. I have one seminar thats very popular, Improving Communications Across the Generations, as well as seminars on How to Recruit Management, and Retain the Millennial Generation also known as Generation Y. I certainly dont have the time to go into all of the different steps, and all those types of things about understanding generational dynamics, particularly the millennial generation in the workforce, because thats not what this topic is about today. I will say, though, that it does play a major part. More and more over the last couple of years, Ive got senior vice presidents, VPs, and directors of diversity calling me to come in and do presentations at their organizations. They see that the generational diversity is sue has become the new diversity issue that a lot of companies are facing.Id like to go ahead and jump into talking about the generations a little bit. The better you understand that, the better you can communicate with people. Those are things that all reflect well on your personal brand. The generational snapshot is what you see coming up right here. One thing I will point out is that a lot of people within organizations that I speak to think that the disconnect, or the friction, tends to be between the Millennial generation and the Boomers. Its kind of like the younger people not understanding the older people and the older people not understanding the younger people. Im here to tell you today that quite honestly, the biggest point of contention between generations actually is between Gen X and Gen Y. Thats typically when youve got like a 33 or 34-year-old manager, Gen X, and like a 24 or 25-year-old employee. The reason for that is that not only are they very different from a ge nerational upbringing standpoint, but I will say that they did have very different upbringings, and they are very, very different people. It tends to be that Gen X tends to be pretty abrupt. Gen Y tends to be much more warm and fuzzy, wants to talk a lot, and wants to communicate often. That tends to be where the conflict is a lot of the time. Theyve got much more of a sibling dynamic, versus Millennials with Boomers have more of a parental dynamic, because the Boomers created the Millennials. If we get into the communication preferences, with the Millennials its kind of desensitized. You have to abandon that current approach, which tends to be a rut for a lot of Gen Xers. I have a lot of Gen Xers that constantly say to me, the Millennials are driving me crazy. The Millennials drive me crazy. Im like, I know. I understand it. So I have to talk to all the different generations to help them understand each other better, so that we can reduce the friction within the organizations.Now u nder there it says, require respect. That may sound like common sense, but unfortunately its not common practice. I deal with and do workshops on how to become a young, effective, and respected leader. My whole second book, Millennials into Leadership, is on that topic. I work with a lot of Millennial groups and organizations where they tell me that they dont get a lot of respect at all. You know, they go to raise their hand or contribute something in a meeting. People tend to be like, Yeah, whatever. You dont know what youre talking about. Youre too young. They feel shut down, when the reality is that a lot of time they do bring good information to the table, and they want to be heard. They dont like delayed feedback at all.There was a big research study done. I cant say the name of the organization on this webinar, but I will say that it was a huge research study on delayed feedback and communication. Over 900 Millennials were surveyed in the workforce and asked, How often would y ou like to speak to your direct report boss? Something like over 90 percent of Millennials responded that they want to communicate with their bosses at least once a day. Now, if I have a whole group of managers in front of me, I typically get a big Oh, no, with people rolling their eyes like, Oh my gosh. Most Gen X or older generations, are like, Im fine if I dont talk to my boss. Im fine if its once a week. Whereas the Millennials will say, no, they want to talk often. They also want close ties to their boss. One thing that Millennials do say to me all over the place and one of the number one complaints I hear from Millennials is that, their one-on-ones with their direct report bosses are cancelled on a regular basis. Thats a big problem, and its something that smart organizations are actually starting to penalize managers for, because it affects the retention level of the younger generation, which they need. By 2020, over 75 percent of the workforce is going to be the millennial g eneration.Let me get into Gen X. Gen X tends to be very different from Millennials. They want straight, succinct, communication, Just give me the facts. Tell me the point. I dont want to know what you did this weekend. I dont care if you got a new puppy on Sunday. I dont care what your date in your party was like on Friday. I dont care. I dont want to know about all that stuff. Whereas the Millennials tend to be like, Hey, guess what I did. Hey, guess what happened over the weekend. That tends to be a big rub. So a lot of times I have to educate Millennials on, You know, keep it to yourself. They dont want the big schmoozefest. They dont want to go there. Then we get into Gen Jones, which tends to be a hybrid between Gen X and Boomers. The Boomers tend to be much more outgoing, and tend to be a lot of kind of that warm and fuzzy approach like the Millennials do. Like I said, the Boomers created the Millennials. Millennials didnt just hatch from pods like in the movie Cocoon, at the bottom of a pool. They tend to get each other. One of the things that I have to tell the Millennials too is that the Boomers and Gen X tend to get very annoyed when Millennials just walk in and say, Hey, I want to have a meeting now. I have to educate Millennials a lot on things like, Dont just do that. It irritates them. Contact them first. This is just a quick snapshot of the different dynamics between generations and their communication preferences. Again, I do seminars on it where we go into a lot more detail. Its good for everybody to get a brief snapshot of this because again, it does affect your personal brand, how you treat others, and how you conduct yourself.Lets get back into the whole personal branding and talk about how we can start creating your personal brand, and not only who you are now, but also who you aspire to be. The number one thing here is that you dont want to be someone that youre not, as you see with this quote here. You want to be who you are. What comes naturally to you? Its not about what your boss wants you to be, or what your company wants you to be. The beauty of personal branding is that it helps you determine who you should be working for, the type of boss you should have, and the type of company that you should be working for. I deal with people all the time where we talk about this kind of stuff and it helps them determine, Yeah, you know what? I had that interview and I dont think that boss that would be my boss, would be a good fit with my personal brand, or I dont feel that that promotion into that other department would be a good fit for my personal brand, or that company overall would be good for my personal brand, or a good match with my personal brand. It can help you as a barometer, in determining those types of things as well. What you want to do is decide what you want to be known for. You can get into things like visual brand attributes as well, that support your personal brand and make you stand out.See that pic ture there with the striped socks. I have one young lady whos in her twenties at a large company that most everybody on this webinar would know. She was the only female engineer in a large department of all male engineers. It is kind of a conservative company, so she has to dress appropriately. Its not a Google-esque type of work environment where its really casual. Its much more buttoned-up than that. She had to put on nice kind of dress attire. She started wearing weird socks to work because she was like, You know, Ive got a fun personality, and I want that to stand out.Ive got some people here saying that theyre not seeing an image. I dont know if someone behind the scenes can maybe check that out. Ive got picture of a guy here. Lets see.Anyway, there is a picture of a person who is in striped socks. The young lady started wearing wacky socks with her conservative work attire, and she became known for wearing wacky socks. She started a blog where she would take a picture of her s ocks that she was wearing that day, along with a motivational quote. It also had her picture, a headshot, so she got some brand recognition for that. One day she was walking down the corridor to go to lunch, and a senior executive was coming down the hall. This is someone that she would have not normally ever have met, because of how different they were in terms of their roles and levels within the organization. He stopped her and he said, Hey, arent you the gal who wears the weird socks? She said, Yeah. He said, Why dont you show me what socks you have on today. She showed him. He said, You know, I got to tell you. Every morning, my admin makes me look at your blog to see what socks and motivational quote youve got going on. Now, my wife and my 16-year-old daughter at home are aware of it. Youve become like the talk of the town around our house and in my department. He then asked her if she was busy at that moment. She said, No, Im going to lunch. He said, Well, can you skip lunch? She said, Sure. He took her into a meeting where it ended up getting her on a team for one of the biggest product development projects and launches that the organization had done in years. It all started with her having more recognition and that visual brand attribute of her socks to help her make her stand out.Ive got countless stories of things like that where somebody takes it. Of course youve got to back it up with how good you are at your job, and all the other personality traits you have. Thats just an example. You know, Ellen DeGeneres is known for her tennis shoes. Donald Trump is known for his wacky hair. You can choose to bring in a personal or a visual brand attribute as you create your personal brand to stand out, or you dont have to. Ive got some people that they want to get known for always wearing red, but not head to toe. That would be weird theyd look like an elf. Certain things like, being known for always having on a red pair of shoes or some sort of red accent o n their body in somewhere.Ive got someone saying, Cant hear sound. Im not sure if that goes for everybody or not. Not sure, but I will continue because Im not getting any other messages on my end from the producer crew. One of the main things you want to do is that you want to be able to live your brand persistently and consistently. If you do choose to have a visual brand attribute, you want to make sure that you do it on a regular basis. It would be kind of weird if you chose to wear weird socks, but you only did it once a month. That would be odd. You want to be able to do it on a regular basis. Its not only what you wear, if you do choose a visual brand attribute, but also its how you conduct yourself. Its all about being consistent.As a two-step process here, were going to take you to the first one. You want to determine your overall brand personality. Do you take a look at some of ansicht famous people up here? Steve Jobs is cool, hip, cutting-edge, resourceful, irreverent, an d innovative. Those are all things that show how he conducted himself on a regular basis and even how he looked. It would have been very odd if he came out in a $5,000 suit during major announcements or global media launches for Apple product announcements. That would not have mapped to Steve Jobs brand of wearing jeans and a black mock turtleneck. It also shows how a personal brand at that level permeates into the overall culture of the company and communicates that Apple products are cool, they look cool, they work cool, they feel cool, and they do cool things.With Oprah, its the same type of thing. She brings in not only that caring attribute, but she also does other things for people outside of that. She brings in personal attributes and permeates them into proactive things, like doing nice things for people. Its the same thing with Ellen. Shes compassionate. She does nice things on her show and for people that are in need of things, like somebody coming back from serving time f or our country, somebody whose child is ill, or somebody whos down on their luck. She does things like getting them new cars and paying their rent for a year. She brings those qualities into action. Those are types of things that people can do within companies to stand out. If youre a compassionate or giving person, you can do things like, putting together walkathons or putting together food drives. Bring your compassion into work. That also helps you stand out and get notoriety for your personal brand as well. That maps your personality traits that you have. You take a look at the different other ones here like Sir Richard Branson of Virgin. Everything about him permeates into what the Virgin brand is about. Its innovative, and its unique. If youve ever flown on a Virgin airline, its a unique travel experience. Its those types of things. What are the types of words that you can use to describe yourself, not only who you are now, but also who you aspire to be?Then you want to put to gether your personal brand positioning statement. I have executives that put this together and actually hang it on their wall. They have it nicely mounted and framed. They tell their employees, If Im ever not acting like this, you have the right to call me on it. I have organizations that bring me in to take them through this workshop, within teams experiencing dissension, as a team-building exercise. The better everybody can understand each other, the better everybody can get along. You want to put together your positioning statement. It kind of becomes the essence of who you are and what you stand for. Obviously it needs to be believable and enforceable, because it is your personal brand. You dont want to be putting things out there that arent really a part of who you really are and who you aspire to be. Then you wont be putting it out there on a consistent level, and it cant be trusted.An example of one is I want to be known for being honest, fun, respectful, supportive, hardwork ing, and innovative, so that I can deliver effective results and solutions for my employer, my team, and my peers. The type of positioning statement you want to put together is something that you can be. You want to be known for being fun. Great. Are you fun, or are you not fun? You want to be known for being hard-working. Are you, or are you the person who never really volunteers for anything or never takes on that extra project? You want to be thinking in those terms and putting that together, and you can certainly sit down after youve written one. One thing I advocate in the workshops I do is to run it by your boss by coworkers who you trust. Get their opinion on what they think about you, in words, and adjectives, and descriptions of you, that maybe you havent even thought of, and that you werent even aware of.The one last thing that you can do is, check in with yourself. The list that you see here is one that I advocate for people to check in with weekly. Ive got management tea ms and organizations, and their employees require them to do this either every Friday or every Monday. Answer these questions while youre on the treadmill, while youre working out, while youre walking your dog, or while youre commuting. What more can I offer? Do I or am I willing to go beyond what is expected in my job description? How productive am I? How innovative am I? Ask those questions and check in with yourself on a regular basis. Its key to notice if you start answering these things in more of a negative. You know like, How productive and innovative am I? Well, not as much as I used to be. Can I be more so? Yeah, probably, but I just dont feel motivated to do that. Are my contributions essential? Well, maybe. I dont know. I dont really care that much anymore. Do I or am I willing to go beyond whats in my job description? Well I used to be, but not anymore. If you start answering these questions in those types of ways, its also a good barometer that somethings wrong. Somethi ng has changed in you or within the organization. Maybe youve gotten a new boss, and its not meshing well with your personal brand. Maybe youre getting burned out and you need a change in the department, in the company, or in your role. These types of things help you keep in line with your personal brand and help keep you in touch with yourself. You should always try to maintain yourself in a place thats not only good for yourself but also good for the organization.Overall what weve talked about here in a short period of time is that developing your leadership mindset starts now, regardless of what level you are. Again, the sooner you start thinking like a leader, the sooner you start acting like one. You never want to stop learning and honing your leadership skills. You want to be respectful of all of your team members. Remember the WIIFM, Whats In It For Me, and the WAIT, Why Am I Talking, principles. Weve heard about never assuming, because the word assume breaks into that acrony m. You want to be praising your team members and other individuals often. Its a positive thing. The more you put out in a positive way, the more they start doing it for you as well, unsolicited. They start talking about you behind your back in a positive way. They become promoters for you, and they become brand advocates for you. You want to be able to create and live your personal brand on a consistent basis, and you want to go beyond what is expected of you. Again, for those of you who want to build your personal brand within your organization and stand out more at work or in the industry, youve got to go beyond what is expected of you in order to become known as a thought leader. You want to be clear on who you are, what you want, and who you aspire to be.Typically, as I do this as a workshop, we also do a whole segment on how to be your own publicist at work, how to promote yourself more at work, how to get the word out about you more at work, as well as how to be your own publi cist outside of work. We dont have the time to do that today, but you really need to think in those terms. How can you be your own publicist at work? What are ways that you can be promoting yourself, so that people are more aware of who you are?All right. That needed to come in at quarter till the hour, and were right on time here. So I want to say thank you very much. Those are covers of my books, there. The one on the left, Your Employee Brand Is in Your Hand, is the one that Jim mentioned that will be out in March, available on Amazon. You can learn more about me and the different seminars and topics that I bring to the table by going to my website at theorrellgroup.com. You can certainly send me an email if you have any questions at lisatheorrellgroup.com. I want to thank you very, very much for your time today. I hope that you got something out of it, and I hope it got your wheels turning a little bit. With that, Id also like to thank again for inviting me. This is probably abo ut the fourth webinar that Ive done for them. I always enjoy my time, and we always have a great turnout. So thank you again, everybody. Jim, Im going to hand it back to you.Thanks very much, Lisa, for sharing your insights with us today. At this time, Id like to turn it over to our meeting manager, who will help support our question and answer session. If we do have any questions queued up at this time on your side, well take them now. Or we can take the questions that have queued up on our side.Thank you. Ladies and gentlemen, if you would like to register for a question via the phones, please press the 1 followed by the 4. You will hear a three-tone eingabeaufforderung to acknowledge your request. Your line will then be accessed from the conference to obtain information. If your question has been answered and you would like to withdraw your registration, please press the 1 followed by the 3. If you are using a speaker phone, please lift your handset before entering your request. Once again, that is 1 followed by the 4 on your telephone. Also feel free to ask the other web chat feature. One moment please as we take the first question.While were waiting for questions to queue up on our operators side, Im going to start up with our questions that have been typed in. Lisa, the first one addresses privacy concerns. Is there a way to handle folks who may be a little bit shy about sharing their personality traits? Can they develop their personal brand and still get the point across, if you will?Im not sure, and I apologize. Im not sure that I fully understand the question. To me, putting out your personal brand and who you are is who you are. If theres some incredibly bizarre dark side to your personality that you prefer people not to know at work, then its totally appropriate to keep that to yourself. In terms of who you are at work, it shouldnt be anything that youre hiding unless of course like I said, its something that is a little off the beaten path or that might cause offense. I dont know if that answers the question.I think you hit it on the head, Lisa. Its just traits you wouldnt want to be very forthcoming about. You know you need to work on those types of things. Thank you, I appreciate that.Ive mentioned this earlier in the webinar. If its something along the lines of anger issues or some pretty heavy insecurities, those are the sorts of things that come up when I do the workshop. A lot of times it turns out almost like a group therapy session. Its time to look at those things and find the help that you need to overcome those things. It might not be something that you necessarily want to share with everybody, but at least you become aware of it and then you can start working on it privately.Definitely, thank you.Its all about self-awareness, really.Very good. All right, Id like to check in with Jasmin to see if some questions have queued up on her end before we proceed with the rest from us.For the time being, there are no questi ons queued up the other phone lines. As a reminder, ladies and gentlemen, to register for a question, it is the 1 followed by the 4. I will turn things back over to you, Jim.Great. Thank you, Jasmin. All right, heres our next question. Im going to paraphrase it, since its a fairly lengthy one as well. Ill try to edit it down a little bit. We have an example of someone in the HR group who had a supervisor that has breaking promises as an aspect of his or her personal brand. For a subordinate or a peer, is there a way to address a negative personal brand? Could you suggest a delicate way to approach that?Yeah, I get hit with those types of questions a lot, because unfortunately, there are issues in the workforce all the time. If it is your boss, its a matter of how comfortable you feel about addressing it. Perhaps having one or two other people go with you to have a one-on-one or a direct conversation with that individual. One of the things to be aware of is that its not what you typi cally say to people its how you say it. If you approach somebody, and youve got something sensitive to talk to them about, you can approach it in a way thats more of an attack, like, We need to talk to you because were really sick of how the fact that you always break your promises. Everybody here is really mad about it. That will immediately put people on the defense. If you handle it in a way where its like, We have something really sensitive to talk to you about, or I have something really sensitive to talk to you about. Im kind of uncomfortable with it, but its something that has become so much of an issue to me, that I do need to talk to you about it. If you approach it in that type of way, a lot of times that will calm someone down enough to have them hear you.Another key thing that you want to do prior to talking to someone is really asking them before you start in. Are you in a mindset right now where you can really talk to me about something kind of heavy and sensitive? or Is there a better time? Because you dont know necessarily, what they might be going through at that particular moment, either. Get someone when theyre really ready to actively listen to what you have to say. I look at it this way. Lifes too short. If youve got a boss or a coworker with traits that are really starting to bother you or affect your work, you have the right to bring it up. The only alternative is, to leave, because youll be so unhappy there. If you can possibly help that person bring something to light thats sensitive and help them make the changes, then its kind of win-win for everybody.Thats great, Lisa. Thanks for those insights. Id like to ask again. You had mentioned some acronyms, and we have some folks that are interested. Redefine those, because I think those were important phrases that you gave us today.Yeah, there were two acronyms in particular that I shared today. One is WIIFM, W-I-I-F as in Frank, -M as in Mary, WIIFM. That stands for Whats In It For Me? Th is tends to be how a lot of us listen to people. You start talking to me, like, Hey, Lisa. I wanted to know if I could talk to you about how you can help me with this presentation I have coming up. I immediately start going into, Oh my gosh. Im already too busy. I cant believe this person is going to ask me to help them with more stuff. Theres not enough hours in the day. Im starting to describe what it is that I need help with, but the reality is, all I wanted to say to you was, Youve got two slides in a PowerPoint presentation I saw you do last week. Can I use those in my presentation? Its something that would take you two minutes to do. We start going there. Our minds just start going into, How is this going to affect me? Its been proven over and over again that we only hear about 50 percent of what someone tells us because we check out. We start going off in different directions. So avoiding whats in it for me and really rahmen everything aside and listening to what someone has to say is critical, in order to be known as an effective leader. Its a very positive attribute for your personal brand.The other one is WAIT, W-A-I-T, the WAIT principle, and that stands for Why Am I Talking? This is about pausing yourself when youre about ready to start talking in a meeting or when youre having a one-on-one with someone. Ask yourself real quickly, Why am I talking? Why am I getting ready to talk? Is what I am about to say relevant? Does it add value, or is it just listening to myself talk? A lot of people like to just talk. I had somebody come up to me couple a weeks ago after a workshop saying, Weve got somebody on our team whos that person. She never stops talking in meetings. The whole morale of the meeting goes down every time she starts talking. She just goes on and on and on and doesnt add any value. How can we talk to her about that? They actually wanted to talk to her about it after coming to the workshop. I hear these types of things all the time. I think those were the two main acronyms that I shared.Super. Thanks very much, Lisa. I think weve all fallen victim to that last acronym a lot more than wed like. Jasmin, again, Ill check in with you very quickly to see if you have some questions on your end. If not, well proceed along here.We do have a question over the phone lines. The question is from the line of Paul. Please proceed with your question.Lisa, some of my teammates are on the call as well, and we work for a very large global organization. Some of the personality brands that we see promoted are the aggressive, hard-charging, bull in the china shop kind of brands that seem to get the most attention, if you will. How do we as a group build that brand that overcomes that need to be that kind of personality type, when were not? We might be less hard-charging. Maybe its that nice people finish last dilemma that Im kind of bringing in the context there. How do we build that brand in the midst of that culture, with the opposite of some of those traits?Thats a great question, Paul, and I appreciate youve asked me that. Its one that I actually get often. What it boils down to is determining whether working in a company with that type of culture maps to who you guys are. It might be that you are the nice people brand, which tends to have the people that want to work for you. Youre going to attract the nicer people. Thats who you want to be surrounded with, and thats that type of organization you want to be in. Ill tell you, the ones that are the hard hitters may move up the ladder, but there comes a point where they stop moving up the ladder. They end up having a high turnover rate, because people dont end up wanting to work for them for very long. They leave for those reasons. Weve got a major labor shortage starting now for the next 20 years, so a lot of companies I know are getting rid of all their mediocre managers and finding the top talent. People dont leave companies typically. They leave managers. They need to be able to retain the talent. My attitude is if you feel that your career is hitting a roadblock because youre not buying into that type of culture, then it might not be a company thats a good fit for you. Im just being honest.The other side of it too is that over time, I think were going to all start seeing a change in the type of leadership that we have and kind of a shift to a more open communication nicer type of work environment. A lot of that has to do with the fact that so many Millennials are going to start moving more into management and leadership-type roles. As the Millennials tend to be much more of a kumbaya type of generation, they want to communicate a lot, and they like whats fair for everybody. It will start moving out the older mindsets that have kind of always been that hard-driving, hard-line, like what you were describing. There is going to be a natural shift over the years. Its certainly not going to be tomorrow, but already 15 percent of managers are M illennials. Our oldest Millennials are hitting 30 years old right now, so theyre not all just entry level any more. Youll kind of see it happen naturally like that. My attitude is that you dont want to shift your individual personal brand into something youre not, for the sake of moving up the ladder within your organization. Be who you are, and stick to who you are. It will happen, maybe a little slower than some of the other people that are much more aggressive in style. Overall, you will move up, or it will, like I said, prompt you to move to another organization that does respect and have that type of value system within their corporate culture.Thank you.It really does become a barometer for you. I have people and companies all the time. Theyre like, Ive decided about the offer package, and the pay, and the stock options, and blah, blah, blah. After working there for six months, though, I just realized that the corporate culture does not match well with my personal brand. I need to go someplace where it does. I hope that answers your question, Paul.Thank you.Sure.Thank you, Lisa. Now that weve reached the top of the hour, Im going to stop our questions. We will forward all the questions that we didnt get to this afternoon. Well send those your way, Lisa, if you wouldnt mind taking a look at those.Sure.Great, great. Thanks again for sharing your experience today, Lisa. This will conclude our webinar this afternoon. A recording of this event, as well as the presentation materials, will be available shortly on our hiring site, hiring.monster.com, under the Resource Center tab. Thanks again for joining us. Please join us again in February, for additional in-depth webinars. Have a great day.

Three Ways Youre Sabotaging Yourself

Three Ways Youre Sabotaging YourselfThree Ways Youre Sabotaging YourselfWhile youre reviewing the thousands of job openings and employers on Ladders this week, here are three ways you just might be sabotaging your own job search (without realizing it)1. Can a stranger read your resume?Print out your resume. Take the top third and rip it off. Hand it to somebody you dont know.Can they tell you, without asking you any additional questions, what you want to do next?For too many of our subscribers, the answer is no. The reason is that youre trying to do the wrong thing with the top third of your resume. Youre trying to tell people about your character and your abilities and your many, many different skills and your flexibility and too many thingsYou know what the person who is reading your resume is trying to find out?Does this gal, or guy, want this job that I have to fill?Obviously, given that youve spent the time to create a resume and send it to them, they know you want a job. But do you want this particular job?Is it sohonigweinhing that youve done before? If so, did you like it? If so, do you want to do it again?Because you spend all of your time with yourself, it seems so very obvious that you want the schrift of job that youre looking for.But strangers dont know that. And, chances are, youll most likely be hired by a stranger.So its important that you make it easy for people who dont know you.Show them, at the very top of your resume, what job you want, and why youre qualified for it. Youre elend naming every skill and experience, but youre giving the reader a sense of what you can do.If they cant tell, by reading the top third of your resume, what you want to do next, then youre never going to get to the next step.2. Did you talk to a live person today?The internet delivers you news, information, funny cat videos, electronic books, fashionable shopping, and, via Ladders.com, the latest and greatest job listings at the professional level.So hooray for the i nternet.But heres the truth - the internet is not going to hire you.No, youll be hired by a living, breathing, thinking, smiling person.So the question is did you talk to that person today? Did you try to?Its important, while youre searching, looking, peeking and applying to all those great jobs you find at Ladders, that you also realize that you need to make talking to people, live, in person or on the phone, a priority.Have you called your old contacts? Returned the call from the company that perhaps youre only mildly interested in? Have you taken a former colleague to lunch? Did you call back the recruiters youve met over the past six months? Drop by a conference?Connecting with people, live, in person or on the phone, is essential to getting hired. Too often, we fool ourselves into believing that self-directed activity is the best way to get hired. Its not. Connecting with others is.If youre more of an introvert, more comfortable communicating by writing than by speaking, you c an still connect with others. Im not going to mislead you and say that its better, but its still sufficient if you write thoughtful, sensible blog posts, comments, emailles and contributions on industry-related topics and threads. But its important that youre connecting with others, not just yourself.When it comes to getting hired, you need to ensure that every day is a talk to a person who could potentially hire me day.Because eventually they will.3. What email address do you use professionally? If youre using AOL, or your local cable provider, you could be inadvertently shooting yourself in the foot.Only 4% of new users at Ladders sign up with AOL email addresses these days. If youre still using AOL to represent yourself professionally, it could be sending a signal that youre uncomfortable with new technology and that you havent prioritized keeping your skills up-to-date.Using your local cable providers default email - whether its bellsouth.net, optonline.net, or tampabay.rr.com - increases the chances of a typo leading to a missed connection. Because people dont pay as much attention, or care, to what theyre typing after the sign, using less-familiar domains in your email should be avoided.Just over 49% of new users at Ladders use gmail.com. Because Gmail is well-known for its utility, ease-of-use, and power, using Gmail as your address is a smart move that also sends the message that youre up-to-date with the times.Whats before the sign is important too.Common household or joint email strategies such as jimandnancy, smithhousehold, or bluthfamily are not good email addresses to use for your professional job search. Professionals are accustomed to writing directly to other professionals. Requesting that they email your spouse kids when contacting you is awkward.The best email address is your first name, followed by a dot, followed by your last name, at gmail.comsheldon.coopergmail.comIf thats taken, then for the purposes of your job search, add next ye ars number to your addresssheldon.cooper.2017gmail.comYoure probably going to be using this email address into the New Year anyway and starting now makes you seem ahead of the times. And everybody wants to hire somebody from the future, right?So those are the three things you might be doing to sabotage your own efforts in the job search, Readers. Avoid them and prosper.