Dave Ramsey and FlyLady and Jason Alba

Dave Ramsey and FlyLady and Jason Alba… This is not an announcement.  Although it would be really cool if it was. This weekend I watched the first video in Dave Ramseys personal finances program.  It was very entertaining and I walked away thinking I could do that. When I watch someone who makes a living doing presentations like that I put on my speaker goggles and critique their presentation.  Dave is a master at presenting.  Pure awesome. I wondered how I could create a system like Dave Ramsey a multi-step process to help people with job search, or more importantly, career management. Should I do something like that? The problem with career management is that the average person, if they are working, doesnt care about it.  It is like the vitamin vs. the pill problem (awesome read here). Job search is an immediate problem that needs an immediate solution (a PILL). Career Management is a long term concern that needs more of a proactive, preventative approach (networking, personal branding the VITAMIN). If I were to do something that people cared about, I think it would have to be the PILL solution, and Im frankly not that interested in putting that together, for various reasons. Ive also been thinking about FlyLady, aka Marla Cilley, and her amazing following shes grown over the years.  She introduces a YOU CAN DO IT system to help (mostly) overwhelmed moms with housework. FlyLady sends reminders to help you DO her system.  She is all about baby steps (funny, Dave Ramsey is about baby steps, too). FlyLady knows her audience very, very well, and helps them move in the right direction.  You simply plug into her daily system, do what you can (which is very easy to do), and if you miss a day or mess up, you pick it up later. Should I do/offer something like that? A system for networking?  Or using JibberJobber?  Or personal branding? Im not sure if thats my purpose, role, or calling. But Ill be thinking about that over the next few months (Ive thought about it off-and-on for the last few years). Dave Ramsey and FlyLady and Jason Alba… This is not an announcement.  Although it would be really cool if it was. This weekend I watched the first video in Dave Ramseys personal finances program.  It was very entertaining and I walked away thinking I could do that. When I watch someone who makes a living doing presentations like that I put on my speaker goggles and critique their presentation.  Dave is a master at presenting.  Pure awesome. I wondered how I could create a system like Dave Ramsey a multi-step process to help people with job search, or more importantly, career management. Should I do something like that? The problem with career management is that the average person, if they are working, doesnt care about it.  It is like the vitamin vs. the pill problem (awesome read here). Job search is an immediate problem that needs an immediate solution (a PILL). Career Management is a long term concern that needs more of a proactive, preventative approach (networking, personal branding the VITAMIN). If I were to do something that people cared about, I think it would have to be the PILL solution, and Im frankly not that interested in putting that together, for various reasons. Ive also been thinking about FlyLady, aka Marla Cilley, and her amazing following shes grown over the years.  She introduces a YOU CAN DO IT system to help (mostly) overwhelmed moms with housework. FlyLady sends reminders to help you DO her system.  She is all about baby steps (funny, Dave Ramsey is about baby steps, too). FlyLady knows her audience very, very well, and helps them move in the right direction.  You simply plug into her daily system, do what you can (which is very easy to do), and if you miss a day or mess up, you pick it up later. Should I do/offer something like that? A system for networking?  Or using JibberJobber?  Or personal branding? Im not sure if thats my purpose, role, or calling. But Ill be thinking about that over the next few months (Ive thought about it off-and-on for the last few years).

How Social Media can make Your Brand more Personal - Personal Branding Blog - Stand Out In Your Career

How Social Media can make Your Brand more Personal - Personal Branding Blog - Stand Out In Your Career Networking with social media can open the door of opportunity for brands with new connections outside of the online world. These relationships can become long-lasting as communication is maintained. The power of social media to get these conversations started is more important than ever for the growth of your brand. Today it is much easier to connect with the right influencer online. By mentioning something relatable, your brand can open the door to something invaluable such as a new client or lead to a business opportunity. How can your brand effectively use social media for powerful networking? Through reaching out to others, mentions on Twitter, thanking someone for their input, fostering connections on LinkedIn, offline events and webinars hosted on places like Google Plus. Networking online and offline is a process of building the right relationships, and consists of a combination of trust, and giving something of value to your followers. Being active on social networks like Facebook, Twitter, Google Plus, and LinkedIn will give your brand that much needed to become a successful business. How to build a great network with Social Media There are several steps you can take when building the right connections for your brand. • Tap into your LinkedIn connections If your brand has an established and thriving network on LinkedIn then there is good news for you. By exploring your connections and contacting those you would like to do business with you are eliminating the need for cold-calling and inviting new professional relationships. • Create new contacts through events During your next meeting, or event whether online or offline, be sure to connect with and gather the names and contact information of businesses or individuals your brand could help. By exploring their social networks you will find out what their needs are and be able to reach out to them with a solution. • Nurture social media relationships first Get to know your brand’s important followers, and start conversations with them on social media before meeting with them in person. Not only does this break the ice, but also establishes an interest in how you can help each other. • Stay active in other events and groups One of the benefits of social media is the large number of professional groups and communities that are available. Being active in these and participate in other events and meetings that can expand your reach, which is also a great learning tool for your brand to use in its own networking events. Taking the time to build your brand’s social network means new connections, and that can translating those into more sales. Attend as many online and offline meetings as possible in order to gather a large list of contacts to tap into, research and connect with. It’s important to be professional and easy to reach on social media during this process as you never know who will be recommending your brand next.

The science behind high-powered women leaving their careers

The science behind high-powered women leaving their careers The first thing I see when I look at this photo is my sons mustache. Its wispy but pronounced enough to show in a photo. I told him a few weeks ago that its time to shave. He said, Mom. Youre embarrassing me. Dont talk about my body hair. So I didnt bring it up again but about a week later, he said, Mom, I think I need to start shaving. I said, Okay and we bought a razor. I told my husband we need to pick a time. My husband said,  Okay. Whenever. It wasnt a big deal to him, but it must be a big deal to me because I keep putting it off. I dont want this timeright before pubertyto end. I dont want to lose my goofy, unkempt little boy. I remember when my brother was getting his economics Ph.D. at University of Chicago. I used to think  economics was so mathy and difficult. But he talked all the time about how unpredictable peoples bad decisions are. (He sent me this book to read, which I couldnt read, but I liked having it on my shelf.) By the time my brother graduated I was much more conscious about how we all make irrational decisions (like we buy when we should rent). Then I was giving a speech at a national marketing conference and by some miracle I got there early and listened to the guy before me, Dan Ariley. He studies how people make decisions. He tries to predict when we will behave irrationally. His speech was great. He talked about  the study of how we can literally miss a gorilla in the room. He showed how if there are too many choices for jam flavors we wont buy any jam.  And from Airleys writing  I have concluded that I have loss aversion.  Loss aversion means that our emotional reaction to a loss is about twice as intense as our joy at a comparable gain: Finding $100 feels pretty good, but  losing $100 feels absolutely miserable. You can apply this to making a career vs kid decision if you add the endowment affect. Behavioral economists use this term to describe how we place more value on what we have than on what we dont have. Whats interesting to me is that when women have a big career, they are less likely to say they plan to give it up when they have kids. Because they have the big career and they dont have kids. But when women have the kids, and the kids are growing up very fast and the women perceive that they are losing something, we  start to value the kids more than their career. This is exactly my experience of kids vs career. When my kids were young I did what research told me to do: breastfeeding, attachment parenting, and so forth. But I spent most of that  time worrying that I was losing my career and tried to find ways to keep that from happening. Then, suddenly, when the kids  were six or seven, I noticed that my sons were growing up very fast. I saw that I missed a huge amount of time that I could have had with them. That time  was gone and I couldnt get it back.  I also realized that I didnt really have a huge career any more. I couldnt keep up with twentysomething guys who slept in their office. But I did have two kids growing up right there, in front of me. And I didnt want to lose that. When I scaled back work to move to the farm, I worried that I was losing my mind. But in fact, I was acting the way behavioral economists predict I would act. And, not surprisingly, I was following in the footsteps of many powerful women. Women who love their jobs and the money and power that goes with their jobs do not quit work when they have kids. They try to hold on to work. I have noticed, though, that most of those women drop out as they become more attached to their kids. Anne-Marie Slaughter, Michelle Obama, Brenda Barnes: these women had huge jobs, kept them when they had kids, and then when their kids were older and more independent, the women quit their jobs because they realized they were losing their time with their kids. This is why most women who agree to having their husband stay home with the kids end up regretting it as the kids get older. We women scale back our work drastically to protect what we have: the opportunity to watch our kids grow up. And we are not so scared to give up the chance to get what we didnt have anyway: the big career before we had kids. Do you like this post? I can send you more! Click here and enter your email address.   I will send you a collection of my most-popular posts.

4 Ways to Attract Recruit Tech Developers

4 Ways to Attract Recruit Tech Developers The  first step to hiring technical talent is understanding what’s important to them in a new job, and the  Stack Overflow 2018 Global Developer Hiring Landscape Report  provides a comprehensive look at what developers want and how they work in order to help companies attract the best talent.  The report’s data comes from the 2018 Stack Overflow Global Developer Survey, an extensive survey of the programmer workforce, with over 100,000 responses from coders in 183 countries. From this, weve found that hiring developers is becoming increasingly important in todays business landscape,  but theres no denying its a difficult process. The demand for top tech talent is high and developers are notoriously passive when it comes to actually looking for new job opportunities. But here are 4 ways you might just get that developer youve always wanted. 1. Show them the money What do developers look at when considering new jobs? It differs. Compensation was top of the list for men, but globally, women, gender non-binary and transgender developers rated the office environment and company culture as more important to them than salary when considering a new job. This is especially worth noting for companies looking to boost their demographic diversity. What do they want to know about in terms of prospective jobs? Top of the list is salary and compensation, followed by details of which technologies they’d be working with, and opportunities for professional development coming in third. 2. Plan ahead Over 94% of professional developers in the UK are employed at least part-time, making the developer employment rate much higher than those of other professions. Only 11% of developers in the UK are actively looking for a job, with 56% not actively looking, putting additional pressure on employers competing to hire tech talent. But it’s not all bad news for recruiters. UK developers change jobs quite frequently with 33% of them having changed their jobs less than one year ago, while 21% changed jobs between 1 and 2 years ago. What weve also found, is that its important to plan hires ahead as a third of developers think it takes new recruits at least one month to become fully productive, 45% think 1-3 months and 17% 3-6 months. 3. Give them a clear growth path Coding is a young person  profession with 30% of developers have only been working professionally for under two years, and 27% working between 3 to 5 years. What weve found is that they are hungry for change and progression as 34% of them see themselves working in a different or more specialized role in five years’ time. While actually, 26% want to start up their own company in the future. 4. Embrace AI Developers are mostly optimistic about the future possibilities offered by AI with almost 3/4 of respondents saying that they are more excited than worried about it. Automation of jobs is the least significant danger of artificial intelligence according to developers, with over 80% saying that is not their biggest worry. The concerns that developers have depended on the kind of coding work they do. Data scientists are 1.5 times more likely to consider issues around algorithmic fairness dangerous. Developers are just like every other specialist role, and finding ways to recruit and attract them will require the same basic principles as recruiting any other type of role. But Developers are a wanted commodity and a scarce resource, so recruiting them will be no easy task. About the author:  Sean Bave  is the General Manager Vice President of  Stack Overflow Talent, helping employers engage with the worlds developers and developers find the right job.

Writing Your Resume For The Latest Best Employers

Writing Your Resume For The Latest Best EmployersOne of the mistakes I see a lot of people make when they are trying to get a job is writing their resumes too late. When I say that, I'm not talking about a few weeks late. I'm talking about four or more months late.I mean, what kind of resume are you trying to create? Do you need a four-month-old resume to get a job? No, you don't.What you need to do is just go out and find a resume template that is already done and put your main idea on it. This will give you the benefit of having the information already in there.This way you can organize and edit your resume before you ever send it out. You can eliminate any of the wrong information that's already on there. Instead of putting a listing of all your military awards for the last year or so, why not just cut them off and start fresh by listing your civilian awards first?You will also have more freedom in formatting your resume. You can put your hobbies or sports that you do most often i n your resume. This will show that you have flexibility, something that employers look for.Another advantage to the format you create your resume in is that if you ever have to read it over again it won't be as hard to understand. When you read through your resume and feel like you don't really understand what you are reading, you will always know what it says and where it says it.Write it out in such a way that it makes sense to you and that you can easily put your own ideas on it. If you are a writer, this will help you out a lot. If you are not, it will still help you out a lot.By making sure you build your resume using templates, you will always be able to find your way around to where it was all designed. It also helps your resume stand out and get noticed and this will help you get a job. So, I suggest that you go out and use one today!

Dont Overlook Negotiating Your Offer

Dont Overlook Negotiating Your Offer Did you forget to negotiate your last job offer? Or maybe you are afraid to try, worried that the company might pull the offer. Please do yourself a favor. Do not ever base your decisions on fear. Base them on knowledge! And remember, youve only got one chance at negotiating your offer.   What is MOST important to you? Money may be ultimately most important, but not always. You need to determine what is most important to you. Do you need some ideas? Negotiating checklist includes almost everything you can negotiate. What youll see on this list are some of the things you could negotiate and it asks you to rank them. If nothing else, you should know what the company offers in terms of these things or what their policies are. Next, the list asks you to prioritize the items you want to negotiate. Finally, it asks you for your go or no-go factor. The go is the ideal number or situation. The no-go is the deal breaker and you would walk away from the offer if those terms were not met. Practical Tips and Pointers Always be enthusiastic about the offer. If you dont seem like you want the job, the employer is less likely to want YOU. Begin with cash compensation/salary first. If you can win this, you should be willing to make compromises on other negotiables. If you do not get the number you are looking for, push harder to get the other negotiables you are interested in. Shhhh…wait for them to answer. Theres an old saying, she who talks first loses. When you propose your salary number or your item to negotiate and your desired terms, do not talk. Wait for the response. Be prepared to walk away. If the deal doesnt meet your expectations in any of the areas important to you, know when to walk away from the table! Always remember what is in it for them- What will you give them in return?     NEVER make this about your needs and wants. Leave your emotions outside. This is not a touchy feeling thing. It is a business transaction. Do not let your pride, fear, uncertainty, or any other emotion impact what you say or do! Be confident in your value.  Remember, the company is getting you and your wonderful skills. Theyve invested a lot in this process and they do not want to start over unless they have to.  Remind them of the problems you will solve! Smile. You have to be positive and likable. It also reflects how you handle stress on the job! Get it in writing. When all is said and done, be sure you get the agreed terms in writing BEFORE you start! You can see more tips negotiating your offer here Is this negotiable from Hannah Morgan

Killing off job titles Lets get practical! - The Chief Happiness Officer Blog

Killing off job titles Lets get practical! - The Chief Happiness Officer Blog In a previous post I argued for doing away with job titles. Theyre rarely relevant, they say very little about what you do and they can lead to internal competition and bickering. The marketing department at Quicken Loans (Americas 2nd best workplace according to Fortune Magazine) just did this and liked the results. Now, a fatwa on job titles may sound great in theory, but how could it work in practice in a large organization? Rick asked some great questions in a comment: I?m trying to understand the difference between calling someone ?The guy in charge of fixing things in the plant when they?re broken? vs. ?Maintenance Manager? or the like. The former is long, the latter is short. If you say he or she can self-title as ?Chief Fixer? well that?s still a title, isn?t it? Now supposing we have one opening for a Production Engineer (actual title) for a plant in Georgia and another opening for a Process Engineer (also actual title) for a plant in North Carolina. Two distinct positions, though both engineers and both working in a plant environment. If I want to apply for one of those positions, it?s valuable for me to know I can discard the one and not the other based on my knowledge of what the jobs are in general and how they link to my skills, yes? Several years ago, I worked for a (now bankrupt) company that worked in the dot com space. The company was the product of a multitude of large and small mergers. At some point, there were over 117 job titles in the company as one of the merged entities, which itself was just a conglomeration of small mom and pop dot coms, never streamlined titles in the organization. The result? Absolute confusion. And, as I say, the company is bankrupt (for a variety of reasons, of course, not just titles). Let?s go back to the example of the company I currently work for and the concept of the matrix. You suggest that people find each other ?more randomly and serendipitously.? That?s terrific?unless there are deadlines to meet, markets to pursue and stiff competition. Then, I want to know who to include on the team *now* in order to get the work done. Offer me a way that happens without at least a cursory glance of people/positions/titles and I?m interested. That means knowing who is available in Europe, Asia, the Americas across a variety of business groups and units, with a population of over 20,000 employees. Random isn?t going to cut it. As you see, I?m still not convinced, but I?m willing to keep the dialogue going as I?m intrigued and really want to understand how this works on a practical (not abstract) level. Good question! If there are no formal job titles, how will you find, say, all the engineers with a certain background? And how do you handle the chaos that comes with people having no job titles or choosing their own? I have some thoughts on this, but Id love to know what you think. Can large organizations live without formal job titles? How would this work in practice? What would the organization gain or lose? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related