Monday 19 May 2008
Are You Planning For Success?
In life, you need to think about and plan for your goals enthusiastically
Sometimes, that can be hard. I know.
Sometimes we can feel really stretched.
I've had several wealthy mentors over the past 10 years and all said the same thing:
PLAN YOUR SUCCESS!
If you're not currently planning your success (whatever success means to you) you're leaving your life to chance. But have you ever noticed the way most people plan for their holidays more than they plan for their future? It's true! Most people do that! Heck, they even plan their weekly TV viewing, yet they have no idea about where they're going in their life! There's a famous quote that says, "If you're failing to plan, then you're planning to fail." I'm sure you'd like to succeed in some area of your life.
In fact, I bet you really WANT it!
But 'wanting' isn't enough... you've got to go further and PLAN IT.
Even with a goal, without a plan you'll just drift.
PLAN TO SUCCEED IN YOUR LIFE.
It's like having a road map. Suddenly you'll see the route of how to get there.
And if it looks hard, here's a cool tip:
Turn your plan into a PICTURE, and add in the people you know of who could help make it easier (it doesn't matter at this point if you know them personally or not, just add them in at the appropriate point you would need them).
Now when you look at the picture it should seem a little easier.
Keep adding in all the extra resources you need, on top of the ones you have, until you're so excited you want to GET STARTED TODAY!
So remember...
Plan... to succeed!
Your Coach,
Lee Dixon
at http://www.LeeDixon.net
Article Source: http://EzineArticles.com/?expert=Lee_Dixon
Sometimes, that can be hard. I know.
Sometimes we can feel really stretched.
I've had several wealthy mentors over the past 10 years and all said the same thing:
PLAN YOUR SUCCESS!
If you're not currently planning your success (whatever success means to you) you're leaving your life to chance. But have you ever noticed the way most people plan for their holidays more than they plan for their future? It's true! Most people do that! Heck, they even plan their weekly TV viewing, yet they have no idea about where they're going in their life! There's a famous quote that says, "If you're failing to plan, then you're planning to fail." I'm sure you'd like to succeed in some area of your life.
In fact, I bet you really WANT it!
But 'wanting' isn't enough... you've got to go further and PLAN IT.
Even with a goal, without a plan you'll just drift.
PLAN TO SUCCEED IN YOUR LIFE.
It's like having a road map. Suddenly you'll see the route of how to get there.
And if it looks hard, here's a cool tip:
Turn your plan into a PICTURE, and add in the people you know of who could help make it easier (it doesn't matter at this point if you know them personally or not, just add them in at the appropriate point you would need them).
Now when you look at the picture it should seem a little easier.
Keep adding in all the extra resources you need, on top of the ones you have, until you're so excited you want to GET STARTED TODAY!
So remember...
Plan... to succeed!
Your Coach,
Lee Dixon
at http://www.LeeDixon.net
Article Source: http://EzineArticles.com/?expert=Lee_Dixon
Be Your Own Brand
Originality is simply a pair of fresh eyes. - THOMAS W.HIGGINSON
Branding, in a simple manner of speaking, is a way of saying that something belongs to us. You own your body, your personality, so you are in every sense of the word, your brand.
Brands carry values. These can be functional, expressive and central values. Functional values concerns product performance. Rolex watches deliver quality timekeeping; Coca Cola refreshes; Singapore Airlines offers high quality customer service.
Expressive values focuses on what the consumer wants. Harley Davidson motorbikes epitomises freedom and adventure; Tag Heuer watches convey youthfulness and athleticism.
Central values form the key to any product and it permeates the very core of consumer's belief systems. Virgin, through its founder Sir Richard Branson, conveys an image of irreverence and daring do. Apple, through its iMac, iBook and iPod, convey iconic ownership status.
How then can we be a brand?
Our functional value can be the way we work, the way we carry out tasks, the way we solve problems. We can convey a sense of dependability and credibility by the way we carry out our duties and responsibilities, on the work, family and social fronts. Punctuality, thoroughness, efficiency are manifestations of our functional values.
We can convey our expressive values through our attire, our adornments (watches, jewellery, cars) and our hobbies. It is revealed through the music we listen to, the books and magazines we read, the movies we watch. These reveal our personality, how we feel about ourselves and how we want the world to see us. These can work for or against us, depending on the image we want to portray and the environmental context we are in. For instance, trying to look Bohemian in a legal firm, for example, would not be too appropriate.
Central values are within us and it shows itself through our character. These values are revealed in the way we treat our family, our co-workers and our friends. It is unveiled in times of crisis, in times of celebrations and in times of achievement. It manifests itself through our integrity. It shows what we really stand for in life. Central values are what we really are and it is felt by one and all who encounter us.
We are, therefore, in many ways a brand. How we want to position ourselves to others is entirely up to us. But the values must match the positioning, otherwise our `branding' becomes a fallacy.See yourself as a brand. Discover your own Unique Selling Proposition and create your own story.
very good manager once told me that he wanted to see me get my name out there more, in the company. Until then, I would come in and do what was expected of me and I did it very well. I was even promoted within my department a couple of times. However, as I was being prepared to move into management, he told me that I need to make a name for myself and become known to the rest of the company.
I have since then given this same advice to people who want to advance in our company. Anyone who wants to move into another department or get promoted should consider this simple advice. Sometimes, being a good worker is not enough. Sometimes, coming in early and working diligently all day may not be enough. You will get ahead, but there is still something about making a name for yourself among your organization's ranks, that gets you further ahead.
Here are three points to consider when working on getting ahead in your organization:
Think -Think of yourself as a business.
What is it that you have to offer? As a business would you just want to offer your services to the one client, which is your current department, team or position?
Are you developing yourself to enhance your services?
Would other departments in the company be willing to hire you, based on what you have to offer? As a business, you need to understand the 'market' you are trying to dominate in. What is expected of individuals in the positions you are moving into? If you do not know, then find out. Always take the time to improve what you have to offer.
Act - The next thing you want to do is act. Action is needed on your part. Remember it is not just doing what is expected of you in your department or your cubicle. Get outside the box. You want to do things that are business related and non-business related. Are there any activities that the company is involved in that are community focused? Volunteer when the company does something for the community. Perhaps it is a Walk for some cause. If the company is putting on an event, which will typically be handled by the HR team, volunteer to help them.
On the business side, seek to find ways to collaborate with other departments. The key is that you want to be known by managers of other departments or divisions in your organization. You will never know when your name would come up in a conversation. When you see an opportunity to support another department, e.g. to help meet a deadline, step up! It is an opportunity that is knocking at your door, so do not let someone else grab the opportunity. When you get the opportunity, it is your time to shine. Show them what you've got. Make them want you. Let them come back for more of you.
Communicate - The next thing you want to do is develop your communication skills. Regardless of whether you are "people person" or not, communicate. You are a business and you take action, it is only right that you communicate. The question is what it is you are communicating. Well you do not need to become a genius or an expert in a specific area to communicate. Questions asked at work would typically be directly tied to the day-to-day business activities or to company policies.
You want to get to know your company policies and understand how things work in your company. What happens when a product or service gets to a particular department? Who is a point of contact if you want to get something done? Get to know how to get things done! So when a question is asked, you have the answer or you can point others to the answer. The place to display this knowledge could be a company email list. Do not treat all your company emails as spam. The email lists are the means by which you communicate for all to see. So communicate intelligently and knowledgeably.
So there you have it. TAC - Think, Act and Communicate. You think as a business, you act as is you are interested in whatever the company is interested in, and you communicate as if you know everything there is to know about your company. Make it a habit to employ these keys daily and watch opportunities come.
Copyright © 2008, Mark A. Singh.
Mark A. SinghFounder of Leading In Life
Article Source: http://EzineArticles.com/?expert=Mark_A._Singh
Branding, in a simple manner of speaking, is a way of saying that something belongs to us. You own your body, your personality, so you are in every sense of the word, your brand.
Brands carry values. These can be functional, expressive and central values. Functional values concerns product performance. Rolex watches deliver quality timekeeping; Coca Cola refreshes; Singapore Airlines offers high quality customer service.
Expressive values focuses on what the consumer wants. Harley Davidson motorbikes epitomises freedom and adventure; Tag Heuer watches convey youthfulness and athleticism.
Central values form the key to any product and it permeates the very core of consumer's belief systems. Virgin, through its founder Sir Richard Branson, conveys an image of irreverence and daring do. Apple, through its iMac, iBook and iPod, convey iconic ownership status.
How then can we be a brand?
Our functional value can be the way we work, the way we carry out tasks, the way we solve problems. We can convey a sense of dependability and credibility by the way we carry out our duties and responsibilities, on the work, family and social fronts. Punctuality, thoroughness, efficiency are manifestations of our functional values.
We can convey our expressive values through our attire, our adornments (watches, jewellery, cars) and our hobbies. It is revealed through the music we listen to, the books and magazines we read, the movies we watch. These reveal our personality, how we feel about ourselves and how we want the world to see us. These can work for or against us, depending on the image we want to portray and the environmental context we are in. For instance, trying to look Bohemian in a legal firm, for example, would not be too appropriate.
Central values are within us and it shows itself through our character. These values are revealed in the way we treat our family, our co-workers and our friends. It is unveiled in times of crisis, in times of celebrations and in times of achievement. It manifests itself through our integrity. It shows what we really stand for in life. Central values are what we really are and it is felt by one and all who encounter us.
We are, therefore, in many ways a brand. How we want to position ourselves to others is entirely up to us. But the values must match the positioning, otherwise our `branding' becomes a fallacy.See yourself as a brand. Discover your own Unique Selling Proposition and create your own story.
very good manager once told me that he wanted to see me get my name out there more, in the company. Until then, I would come in and do what was expected of me and I did it very well. I was even promoted within my department a couple of times. However, as I was being prepared to move into management, he told me that I need to make a name for myself and become known to the rest of the company.
I have since then given this same advice to people who want to advance in our company. Anyone who wants to move into another department or get promoted should consider this simple advice. Sometimes, being a good worker is not enough. Sometimes, coming in early and working diligently all day may not be enough. You will get ahead, but there is still something about making a name for yourself among your organization's ranks, that gets you further ahead.
Here are three points to consider when working on getting ahead in your organization:
Think -Think of yourself as a business.
What is it that you have to offer? As a business would you just want to offer your services to the one client, which is your current department, team or position?
Are you developing yourself to enhance your services?
Would other departments in the company be willing to hire you, based on what you have to offer? As a business, you need to understand the 'market' you are trying to dominate in. What is expected of individuals in the positions you are moving into? If you do not know, then find out. Always take the time to improve what you have to offer.
Act - The next thing you want to do is act. Action is needed on your part. Remember it is not just doing what is expected of you in your department or your cubicle. Get outside the box. You want to do things that are business related and non-business related. Are there any activities that the company is involved in that are community focused? Volunteer when the company does something for the community. Perhaps it is a Walk for some cause. If the company is putting on an event, which will typically be handled by the HR team, volunteer to help them.
On the business side, seek to find ways to collaborate with other departments. The key is that you want to be known by managers of other departments or divisions in your organization. You will never know when your name would come up in a conversation. When you see an opportunity to support another department, e.g. to help meet a deadline, step up! It is an opportunity that is knocking at your door, so do not let someone else grab the opportunity. When you get the opportunity, it is your time to shine. Show them what you've got. Make them want you. Let them come back for more of you.
Communicate - The next thing you want to do is develop your communication skills. Regardless of whether you are "people person" or not, communicate. You are a business and you take action, it is only right that you communicate. The question is what it is you are communicating. Well you do not need to become a genius or an expert in a specific area to communicate. Questions asked at work would typically be directly tied to the day-to-day business activities or to company policies.
You want to get to know your company policies and understand how things work in your company. What happens when a product or service gets to a particular department? Who is a point of contact if you want to get something done? Get to know how to get things done! So when a question is asked, you have the answer or you can point others to the answer. The place to display this knowledge could be a company email list. Do not treat all your company emails as spam. The email lists are the means by which you communicate for all to see. So communicate intelligently and knowledgeably.
So there you have it. TAC - Think, Act and Communicate. You think as a business, you act as is you are interested in whatever the company is interested in, and you communicate as if you know everything there is to know about your company. Make it a habit to employ these keys daily and watch opportunities come.
Copyright © 2008, Mark A. Singh.
Mark A. SinghFounder of Leading In Life
Article Source: http://EzineArticles.com/?expert=Mark_A._Singh
Lie On Your Resume and Risk Your Future
When you lie on your resume, cover letter, job application, or at an interview - there's a high probability you'll get caught. That's why honesty is the best policy.
Why it's important to always tell the truth
Lying on your resume these days can be a deal killer. When jobs became tight after 9/11, thousands of job hunters, including candidates for CEO positions, were caught lying on a resume and being untruthful during interviews.
Bottom line: don't lie on your resume
This is why employers have been very careful about who they hire. While prospective employers will not always monitor the facts on your resume, they often perform, or hire outside organizations to perform employment background checks.
When prospective employers call places where you worked to ask for information about you, most companies will cooperate by giving your dates of employment and salary range. You can lose your job by exaggerating salary. That's what happened to a friend of one of my career-counseling clients in New York.
My client set up an interview with his boss for his friend and former colleague who had been out of work for well over a year. The friend, who lied on his application, was hired for an administrative position. After a month on the new job, he was called into the boss's office and fired.
The now ex-employee had exaggerated his previous salary by four thousand dollars. The policy of the bank that hired him was to provide a salary that commensurate to the one he previously earned.
The moral of this story is to always tell the truth to prospective employers.
Sure, it's okay to make yourself look better than you actually are. But to exaggerate or to lie about titles, salaries, or achievements is big no no. You can get caught and not hired. Or get caught and fired like the person we've just discussed.
Spanish novelist, poet, and playwright Miguel De Cervantes made the point almost 400 years ago when he wrote --
"Honesty is the best policy"
Cervantes' complete quote is, "I hold the maxim no less applicable to public than to private affairs, that honesty is always the best policy."
When it comes to your career management, you jeopardize your future when you lie about your past.
Why it's important to always tell the truth
Lying on your resume these days can be a deal killer. When jobs became tight after 9/11, thousands of job hunters, including candidates for CEO positions, were caught lying on a resume and being untruthful during interviews.
Bottom line: don't lie on your resume
This is why employers have been very careful about who they hire. While prospective employers will not always monitor the facts on your resume, they often perform, or hire outside organizations to perform employment background checks.
When prospective employers call places where you worked to ask for information about you, most companies will cooperate by giving your dates of employment and salary range. You can lose your job by exaggerating salary. That's what happened to a friend of one of my career-counseling clients in New York.
My client set up an interview with his boss for his friend and former colleague who had been out of work for well over a year. The friend, who lied on his application, was hired for an administrative position. After a month on the new job, he was called into the boss's office and fired.
The now ex-employee had exaggerated his previous salary by four thousand dollars. The policy of the bank that hired him was to provide a salary that commensurate to the one he previously earned.
The moral of this story is to always tell the truth to prospective employers.
Sure, it's okay to make yourself look better than you actually are. But to exaggerate or to lie about titles, salaries, or achievements is big no no. You can get caught and not hired. Or get caught and fired like the person we've just discussed.
Spanish novelist, poet, and playwright Miguel De Cervantes made the point almost 400 years ago when he wrote --
"Honesty is the best policy"
Cervantes' complete quote is, "I hold the maxim no less applicable to public than to private affairs, that honesty is always the best policy."
When it comes to your career management, you jeopardize your future when you lie about your past.
Breathe New Life Into Your CV
Imagine that you are an employer that has recently run a print or online job ad. You are short-handed, behind schedule, and now find yourself inundated with hundreds of resumes in response to a single job opening. Your first priority is to begin eliminating applicants. But, there is no way you can manage to read every single resume.
So, what will you do? Like most employers or recruiters in this trying situation, you will probably hastily scan each resume to see if it merits further consideration. The majority of applicants will quickly be rejected.
However, not every candidate whose resume ends up on the reject pile is a poor fit. Perhaps it is the candidate's resume that simply doesn't make the cut. A resume is not just an inventory of past jobs or education. It is an essential marketing document. A poorly written resume is lifeless and uninteresting. It will not move the employer to action.
Think about the compelling brochure or clever television ad that motivated you to make your last purchase. Your resume must have much the same effect on potential employers to be effective. Its sole purpose is to get you to the next step in the hiring process - being invited for an interview. Start by objectively assessing your resume. How does it rate? If you were a busy employer with hundreds of resumes to review, would it catch your attention?
If not, it is time to administer CPR:
• Connection
• Perspective
• Resonance
To get noticed by potential employers, start by creating a clear connection.
Create a Clear Connection
Employers and recruiters are faced with a daunting task. They must assess whether a candidate would be a good fit for the job based on a 30-second or less review of the candidate's resume. In that initial glance the employer or recruiter is likely looking for the hard (or technical) skills and experience that were outlined in the ad or job description.
A cover letter is essential to making a clear connection between the skills, experience, abilities, and training that the employer has requested and what you have to offer. Use your cover letter to create a seamless bridge between what the employer needs and your skills and experience.
Some employers skip right to the resume. So, be sure to include a profile or summary of qualifications in the top one-third of your resume. The profile is typically a bulleted list that highlights experience, training, and skills that relate directly to the job applied for. This helps the reader to quickly make the connection between your assets and their needs.
The Proper Perspective
Making a clear connection in your cover letter and resume begins with the proper perspective. You are the subject of the cover letter and resume, but it is all about the employer. Create your cover letter and resume with the employer's perspective in mind. This means that each cover letter and resume sent should be unique to that employer. Keep your basic cover letter and resume saved on a computer or disk so they can be easily adapted before being sent.
Now that you've gotten the employer's interest by tailoring your resume to their needs, it's time to keep them reading and motivate them to action.
Create an Emotional Response
Evaluate the impact your resume will have on potential employers. If it is simply a laundry list of past job duties or it is filled with overused resume clichés it will not resonate with the reader. Employers scan dozens of resumes with the same worn-out wordage:
• "Highly professional."
• "Excellent communications skills."
• "People person."
• "Team player."
It is easy to see how these overused words and phrases quickly become meaningless to employers and recruiters. Instead of resorting to unoriginal phrases, give the employer specifics that will evoke a response, preferably ones that can be quantified.
Compare the following phrases:
1. Possess strong customer service skills.
2. Earned company-wide customer service award.
1. Team player.
2. Delegated daily projects for five-person team.
1. Sales oriented.
2. Increased customer accounts by 20% in six months.
The first phrase offers generalities while the second presents specific examples that clearly define your value and resonate with potential employers. Providing concrete benefits tells employers what they can expect and it is more likely to move them to action.
If you are preparing for a career transition or actively engaged in a job search that isn't getting results, it may be time to breathe new life into your old resume. If your resume isn't getting you noticed, it's time to administer CPR.
To learn about other common mistakes that can easily derail your chances of securing your dream job, register for the complimentary e-course, Five Job Search Mistakes Top Candidates NEVER Make and How to Avoid Them
Roxanne Ravenel is the Job Search Coach & Strategist behind the Job Search Strategy Lab. She is passionate about helping job seekers to improve their career prospects and quality of life through career development and job search strategy training. She is currently teaching job seekers to become Top Job Candidates via TeleClasses and one-on-one coaching and consulting.
Visit http://www.JobSearchStrategyLab.com/ to learn more. Roxanne is also the host of the Blog Talk Radio show, Top Job Candidate Strategies (http://www.blogtalkradio.com/UrbanCareerCoach) Copyright © 2008 Roxanne Ravenel
So, what will you do? Like most employers or recruiters in this trying situation, you will probably hastily scan each resume to see if it merits further consideration. The majority of applicants will quickly be rejected.
However, not every candidate whose resume ends up on the reject pile is a poor fit. Perhaps it is the candidate's resume that simply doesn't make the cut. A resume is not just an inventory of past jobs or education. It is an essential marketing document. A poorly written resume is lifeless and uninteresting. It will not move the employer to action.
Think about the compelling brochure or clever television ad that motivated you to make your last purchase. Your resume must have much the same effect on potential employers to be effective. Its sole purpose is to get you to the next step in the hiring process - being invited for an interview. Start by objectively assessing your resume. How does it rate? If you were a busy employer with hundreds of resumes to review, would it catch your attention?
If not, it is time to administer CPR:
• Connection
• Perspective
• Resonance
To get noticed by potential employers, start by creating a clear connection.
Create a Clear Connection
Employers and recruiters are faced with a daunting task. They must assess whether a candidate would be a good fit for the job based on a 30-second or less review of the candidate's resume. In that initial glance the employer or recruiter is likely looking for the hard (or technical) skills and experience that were outlined in the ad or job description.
A cover letter is essential to making a clear connection between the skills, experience, abilities, and training that the employer has requested and what you have to offer. Use your cover letter to create a seamless bridge between what the employer needs and your skills and experience.
Some employers skip right to the resume. So, be sure to include a profile or summary of qualifications in the top one-third of your resume. The profile is typically a bulleted list that highlights experience, training, and skills that relate directly to the job applied for. This helps the reader to quickly make the connection between your assets and their needs.
The Proper Perspective
Making a clear connection in your cover letter and resume begins with the proper perspective. You are the subject of the cover letter and resume, but it is all about the employer. Create your cover letter and resume with the employer's perspective in mind. This means that each cover letter and resume sent should be unique to that employer. Keep your basic cover letter and resume saved on a computer or disk so they can be easily adapted before being sent.
Now that you've gotten the employer's interest by tailoring your resume to their needs, it's time to keep them reading and motivate them to action.
Create an Emotional Response
Evaluate the impact your resume will have on potential employers. If it is simply a laundry list of past job duties or it is filled with overused resume clichés it will not resonate with the reader. Employers scan dozens of resumes with the same worn-out wordage:
• "Highly professional."
• "Excellent communications skills."
• "People person."
• "Team player."
It is easy to see how these overused words and phrases quickly become meaningless to employers and recruiters. Instead of resorting to unoriginal phrases, give the employer specifics that will evoke a response, preferably ones that can be quantified.
Compare the following phrases:
1. Possess strong customer service skills.
2. Earned company-wide customer service award.
1. Team player.
2. Delegated daily projects for five-person team.
1. Sales oriented.
2. Increased customer accounts by 20% in six months.
The first phrase offers generalities while the second presents specific examples that clearly define your value and resonate with potential employers. Providing concrete benefits tells employers what they can expect and it is more likely to move them to action.
If you are preparing for a career transition or actively engaged in a job search that isn't getting results, it may be time to breathe new life into your old resume. If your resume isn't getting you noticed, it's time to administer CPR.
To learn about other common mistakes that can easily derail your chances of securing your dream job, register for the complimentary e-course, Five Job Search Mistakes Top Candidates NEVER Make and How to Avoid Them
Roxanne Ravenel is the Job Search Coach & Strategist behind the Job Search Strategy Lab. She is passionate about helping job seekers to improve their career prospects and quality of life through career development and job search strategy training. She is currently teaching job seekers to become Top Job Candidates via TeleClasses and one-on-one coaching and consulting.
Visit http://www.JobSearchStrategyLab.com/ to learn more. Roxanne is also the host of the Blog Talk Radio show, Top Job Candidate Strategies (http://www.blogtalkradio.com/UrbanCareerCoach) Copyright © 2008 Roxanne Ravenel
Should Hobbies be Included In CV’s?
Probably one big mistake that most job seekers make when writing their resume is including irrelevant information. These are details that do not impact on the satisfactory performance of the role being applied for. As such, it has no place in a resume and should not be included.
Details like age, ethnic background, religious beliefs, political inclinations, and marital status are not critical in performing a job. There is no need to include these details in your resumes as well as those details that disclose such information.
There have been instances too, when job seekers include a photo of themselves when submitting a resume. Unless you are particularly attractive, this will be more detrimental than having none. Don't let yourself be judged by looks. Sell yourself with your professional skills and competencies. Photos are not for job resumes, unless required. Modelling agencies often require photos but for the corporate world, photos in resumes are inappropriate.
What about your hobbies and interests? Should you include these in your resume? There have been a lot of contradicting ideas whether to include hobbies and interests or not. If you browse resume samples and resume templates from the internet, there will be some with hobbies and interests as a section while others will not have any.
The decision to include hobbies and interests in your resume should be based on whether it supports your resume objective and whether it will provide more information to help an employer decide your suitability for a role. Information included in your resume should all be geared on showing the employer that you are the best candidate for the job.
You are only allowed a few pages to sell yourself. Do it by presenting relevant information.
If you are applying for an entry-level role as a technician in an electronics firm and one of your hobbies is fishing, do you think the employer will be interested in you if you list it in your resume? Certainly not. But if one of your hobbies and interests is assembling and testing electronic circuits or gadgets and you enjoy doing electronic repairs, then it would be worthwhile to mention this relevant information aside from your employment experiences.
Hobbies and interests are best listed in a functional section of your resume. This is particularly applicable in a functional resume format. Taking the example above when applying as a technician, you might have a functional section about "Soldering Ability" or "Soldering Skills". Under it, you can then provide information on how you mastered this skill through electronics assembly as one of your hobbies.
In closing, hobbies and interests do have a place in your resume. Ensure, however, that these hobbies and interests support your resume objective and help with the performance of the role.
Mike Woods is a freelance writer and has written numerous articles on carefully researched subjects he is passionate about. He provides useful and relevant tips on how to write a resume and how to craft a winning resume cover letter. He shares his tips and insights on http://learn-how-to-write-a-resume.blogspot.com
Article Source: http://EzineArticles.com/?expert=Mike_Woods
Details like age, ethnic background, religious beliefs, political inclinations, and marital status are not critical in performing a job. There is no need to include these details in your resumes as well as those details that disclose such information.
There have been instances too, when job seekers include a photo of themselves when submitting a resume. Unless you are particularly attractive, this will be more detrimental than having none. Don't let yourself be judged by looks. Sell yourself with your professional skills and competencies. Photos are not for job resumes, unless required. Modelling agencies often require photos but for the corporate world, photos in resumes are inappropriate.
What about your hobbies and interests? Should you include these in your resume? There have been a lot of contradicting ideas whether to include hobbies and interests or not. If you browse resume samples and resume templates from the internet, there will be some with hobbies and interests as a section while others will not have any.
The decision to include hobbies and interests in your resume should be based on whether it supports your resume objective and whether it will provide more information to help an employer decide your suitability for a role. Information included in your resume should all be geared on showing the employer that you are the best candidate for the job.
You are only allowed a few pages to sell yourself. Do it by presenting relevant information.
If you are applying for an entry-level role as a technician in an electronics firm and one of your hobbies is fishing, do you think the employer will be interested in you if you list it in your resume? Certainly not. But if one of your hobbies and interests is assembling and testing electronic circuits or gadgets and you enjoy doing electronic repairs, then it would be worthwhile to mention this relevant information aside from your employment experiences.
Hobbies and interests are best listed in a functional section of your resume. This is particularly applicable in a functional resume format. Taking the example above when applying as a technician, you might have a functional section about "Soldering Ability" or "Soldering Skills". Under it, you can then provide information on how you mastered this skill through electronics assembly as one of your hobbies.
In closing, hobbies and interests do have a place in your resume. Ensure, however, that these hobbies and interests support your resume objective and help with the performance of the role.
Mike Woods is a freelance writer and has written numerous articles on carefully researched subjects he is passionate about. He provides useful and relevant tips on how to write a resume and how to craft a winning resume cover letter. He shares his tips and insights on http://learn-how-to-write-a-resume.blogspot.com
Article Source: http://EzineArticles.com/?expert=Mike_Woods
The CV problem
Your CV or resume plays an integral role in the outcome of your job applications, yet few of us are completely sure how to write one, let alone make the most of them. We know that we have to make our CVs stand out somehow from the avalanche of applications that a job posting is likely to receive.
But we're not entirely sure how to go about achieving that. In the old days you could go to a recruitment agency or CV specialist, who would take your details and sprinkle some professional fairy dust over your CV to make it awesome. Now, we simply switch on our computers and do it all online. The result is the same, but with less cost and usually less on our behalf.
If you're going to write your CV yourself there are a few things that you should bear in mind. The first is that you need to be honest, or at least honest enough. Be accurate in the information that you supply, don't over-inflate or invent things, but don't put every little detail in either.
For example, it used to be standard practice for job applicants to include their marital status in their CVs. It used to signify stability, (because we all know that the most stable people are the married ones) but these days it's common knowledge that we're all equally unstable, so it could be deemed as over-sharing.
The truth has a nasty way of cropping up at inopportune times. Sometimes it seems that the harder we work to bury it, the sooner it rears its ugly head. So if you can't do a particular task that is vital to the job at hand, don't say that you can. If you've never held a managerial position don't claim that you've been in one for the last 7 years. Besides, the truth is simple; lies are more difficult to remember.
It's important to highlight your achievements, but be discerning in what you choose to include. You may be immensely proud of the fact that you were the leader of your high school band (and so you should be) but your prospective boss will probably be more interested in hearing about your industry-related achievements. It's also advisable to choose only the most recent and noteworthy achievements.
A prospective employer will be concerned if you haven't done anything worthwhile in the last 10 years, and might consider you too stale as an investment.
Draw attention to your relevant skills. Don't worry if you haven't been formally trained, as practical work experience often counts for more than formalised education. But if you have received training, include it in your CV.
Many people tailor their CVs to reflect the job that they are currently applying for. They highlight aspects of their experience that make them stand out for the job at hand. This method can be very effective, but requires a certain amount of care.
If you're applying for many jobs, and are focussing on a different aspect for each, you need to make sure that you edit your CV properly before you submit it. If you don't, you run the risk of providing contradictory or confusing information, and the CV that you'd so carefully constructed could end up lining someone's bin.
Your CV is an important document, and it's worth spending a great deal of time and effort to make it flawlessly attractive to all prospective employers. The idea is to have them begging for your skills, rather than you begging for an opportunity to show them.
Recommended sites:
http://www.getmyonlinecv.com/cv-resources/writing_the_content.php
http://www.alec.co.uk/cvtips/whatinfo.htm
Sandra wrote this article for the online marketers HR-SEO online job recruitment and job boards leading industry experts in the world of online job recruitments and the creation and management of job boards.
Article Source: http://EzineArticles.com/?expert=Sandy_Cosser
But we're not entirely sure how to go about achieving that. In the old days you could go to a recruitment agency or CV specialist, who would take your details and sprinkle some professional fairy dust over your CV to make it awesome. Now, we simply switch on our computers and do it all online. The result is the same, but with less cost and usually less on our behalf.
If you're going to write your CV yourself there are a few things that you should bear in mind. The first is that you need to be honest, or at least honest enough. Be accurate in the information that you supply, don't over-inflate or invent things, but don't put every little detail in either.
For example, it used to be standard practice for job applicants to include their marital status in their CVs. It used to signify stability, (because we all know that the most stable people are the married ones) but these days it's common knowledge that we're all equally unstable, so it could be deemed as over-sharing.
The truth has a nasty way of cropping up at inopportune times. Sometimes it seems that the harder we work to bury it, the sooner it rears its ugly head. So if you can't do a particular task that is vital to the job at hand, don't say that you can. If you've never held a managerial position don't claim that you've been in one for the last 7 years. Besides, the truth is simple; lies are more difficult to remember.
It's important to highlight your achievements, but be discerning in what you choose to include. You may be immensely proud of the fact that you were the leader of your high school band (and so you should be) but your prospective boss will probably be more interested in hearing about your industry-related achievements. It's also advisable to choose only the most recent and noteworthy achievements.
A prospective employer will be concerned if you haven't done anything worthwhile in the last 10 years, and might consider you too stale as an investment.
Draw attention to your relevant skills. Don't worry if you haven't been formally trained, as practical work experience often counts for more than formalised education. But if you have received training, include it in your CV.
Many people tailor their CVs to reflect the job that they are currently applying for. They highlight aspects of their experience that make them stand out for the job at hand. This method can be very effective, but requires a certain amount of care.
If you're applying for many jobs, and are focussing on a different aspect for each, you need to make sure that you edit your CV properly before you submit it. If you don't, you run the risk of providing contradictory or confusing information, and the CV that you'd so carefully constructed could end up lining someone's bin.
Your CV is an important document, and it's worth spending a great deal of time and effort to make it flawlessly attractive to all prospective employers. The idea is to have them begging for your skills, rather than you begging for an opportunity to show them.
Recommended sites:
http://www.getmyonlinecv.com/cv-resources/writing_the_content.php
http://www.alec.co.uk/cvtips/whatinfo.htm
Sandra wrote this article for the online marketers HR-SEO online job recruitment and job boards leading industry experts in the world of online job recruitments and the creation and management of job boards.
Article Source: http://EzineArticles.com/?expert=Sandy_Cosser
Do I Need A CV?
I don't need a resume."
"Resumes don't tell the whole story. The interview is what's important."
"If somebody rejects me because of a resume, they're not worth my time."
Wrong, wrong and wrong.
If you're trying to conduct a job search without an absolutely outstanding resume, there's a word to describe you: UNEMPLOYED.
Resumes are vital tools. Yes, you need interviewing skills, job search strategy, and a remarkably excellent cover letter. But without a resume, you won't get an interview, unless it's with a friend of a friend - and maybe not even then. And ladies and gentleman, the interview is the crucial gatekeeper for almost every job out there.
If you don't get the interview, your resume is wallpaper. If you don't get the interview, all those interview skills are worthless. If you don't get the interview, you've wasted your time on the targeted search directed at that particular job.
An interview is your chance to make your resume real. It's a step every job requires you to take.
Without a resume, you're locked out. I understand that writing a resume isn't necessarily the most enjoyable task in the world, but getting the job of your dreams ranks right up there. Your resume is your ticket to be in the running for that job.
So don't whine about having to write a resume, write a great one. And when you get that killer job, adding achievements to your resume can be quite enjoyable indeed!
Copyright (c) by Roy Miller
Article Source: http://EzineArticles.com/?expert=Roy_Miller
"Resumes don't tell the whole story. The interview is what's important."
"If somebody rejects me because of a resume, they're not worth my time."
Wrong, wrong and wrong.
If you're trying to conduct a job search without an absolutely outstanding resume, there's a word to describe you: UNEMPLOYED.
Resumes are vital tools. Yes, you need interviewing skills, job search strategy, and a remarkably excellent cover letter. But without a resume, you won't get an interview, unless it's with a friend of a friend - and maybe not even then. And ladies and gentleman, the interview is the crucial gatekeeper for almost every job out there.
If you don't get the interview, your resume is wallpaper. If you don't get the interview, all those interview skills are worthless. If you don't get the interview, you've wasted your time on the targeted search directed at that particular job.
An interview is your chance to make your resume real. It's a step every job requires you to take.
Without a resume, you're locked out. I understand that writing a resume isn't necessarily the most enjoyable task in the world, but getting the job of your dreams ranks right up there. Your resume is your ticket to be in the running for that job.
So don't whine about having to write a resume, write a great one. And when you get that killer job, adding achievements to your resume can be quite enjoyable indeed!
Copyright (c) by Roy Miller
Article Source: http://EzineArticles.com/?expert=Roy_Miller
The SWOT analysis-- A key tool in the strategic career planning.
The SWOT analysis-- A key tool in the strategic planning process can also be applied to career planning. Tips, tools and techniques to assess your internal and external strengths and weaknesses will give your career planning a boost.
A SWOT analysis is an examination of four domains: Strengths, Weaknesses, Opportunities, Threats. Below are examples of what to assess in each domain.
Strengths - internal positive aspects under your control that you can capitalize on. Examples include work experience, education, technical knowledge, personal characteristics, good contacts and networks.
Weaknesses - internal negative aspects under your control that you may need to improve. Examples include little work experience, wrong degree, weak technical knowledge, negative personal characteristics.
Opportunities - external positive aspects that you do not control but which you plan to take advantage. Examples include positive trends in your field, opportunities by advancing your education, field is in need of your set of skills, opportunities for advancement or professional development.
Threats - external negative conditions that you do not control but the effect of which you may be able to lessen. Examples include negative trends such as downsizing or outsourcing, competitors with superior skills, experience or knowledge, limited advancement or professional development opportunities.
Be realistic when examining your successes and challenges--by inflating your success and minimizing your challenges, you'll have faulty information to work with. If you've been realistic in your self-examination, you will have a clear and valuable road map that shows you how to capitalize on your strengths and minimize or eliminate your weaknesses. You should then use this map to take advantage of opportunities and avoid or lessen threats.
For more tips, tools and techniques, visit http://www.tescjanewood.com
Jane Wood has nearly 20 years experience teaching, designing curriculum and managing large scale training units. She holds an MPA, with an emphasis in adult education and serves as a resource to Washington state agencies in training development, delivery and assessment. She teaches management, communication and social sciences at three local area colleges and is president of Oyate Research and Training.
Article Source: http://EzineArticles.com/?expert=Jane_Wood
A SWOT analysis is an examination of four domains: Strengths, Weaknesses, Opportunities, Threats. Below are examples of what to assess in each domain.
Strengths - internal positive aspects under your control that you can capitalize on. Examples include work experience, education, technical knowledge, personal characteristics, good contacts and networks.
Weaknesses - internal negative aspects under your control that you may need to improve. Examples include little work experience, wrong degree, weak technical knowledge, negative personal characteristics.
Opportunities - external positive aspects that you do not control but which you plan to take advantage. Examples include positive trends in your field, opportunities by advancing your education, field is in need of your set of skills, opportunities for advancement or professional development.
Threats - external negative conditions that you do not control but the effect of which you may be able to lessen. Examples include negative trends such as downsizing or outsourcing, competitors with superior skills, experience or knowledge, limited advancement or professional development opportunities.
Be realistic when examining your successes and challenges--by inflating your success and minimizing your challenges, you'll have faulty information to work with. If you've been realistic in your self-examination, you will have a clear and valuable road map that shows you how to capitalize on your strengths and minimize or eliminate your weaknesses. You should then use this map to take advantage of opportunities and avoid or lessen threats.
For more tips, tools and techniques, visit http://www.tescjanewood.com
Jane Wood has nearly 20 years experience teaching, designing curriculum and managing large scale training units. She holds an MPA, with an emphasis in adult education and serves as a resource to Washington state agencies in training development, delivery and assessment. She teaches management, communication and social sciences at three local area colleges and is president of Oyate Research and Training.
Article Source: http://EzineArticles.com/?expert=Jane_Wood
Appreciation and Gratitude
Appreciation and Gratitude are quite popular concepts nowadays, since "The Secret" exploded into our consciousness. As you know, practicing and becoming expert in the basics give us a strong foundation to build on.
If you are already practicing gratitude and keeping a journal, or a gratitude board, consider adding this distinction to your current practice and see how much more energy becomes available to you to attract your dreams and desires.
Consider writing a daily list of your Gratitudes.
1. What or who you are grateful for...things, people, events. Writing a list of all the things you can think of, that you already have in your life is a powerful process. A minimum of 5 and any amount above that is good. In this case, if a little is good, more is better. It can be the most basic of things to the most profound. The first two items on my gratitude list everyday are "Thank you for my good health and my healthy husband and family." After that, I list whatever I decide on that day. Somedays my list comprises of 5 items, other days it is 15- 20.
2. Why are you grateful? Choose some items from your list and write another list as to why you are grateful for each of these things, people or events. This process of appreciation adds importance to each item and impacts your neurology. As you search for reasons and ideas, your mind remains focused whilst lingering on a pleasant topic. In fact, this is an ideal and easy way to improve your concentration, and it is a great subject for contemplation, which strengthens your ability to concentrate. The conscious mind is in constant motion, it is usually very active and often turbulent, therefore, training your mind to remain focused for a period of five minutes or more, adds power to everything you do in life, including your visualizations, affirmations and any other creative work that you may practice to activate the law of attraction.
3. How does it makes you feel? Ask this question for each item on your list, because this question adds emotion, which strengthens your "vibration" and resonance. You may also find out what your values are, as the same feelings may emerge from each item that you question. An example of this is: I feel a sense of freedom, great love or support. The universe will deliver to you situations, circumstances, events and people according to your predominant thoughts and feelings which create your resonance. You may start to experience more reality according to your values.
Adding the focused questions of why and how, helps to add to your "attractor factor" (Joe Vitale's term), your vibration of "already having" what it is you want. Being appreciative and considering these concepts allows your creative mind to contemplate and reach far more deeply into the concept of gratitude and the art of allowing and receiving. While you are thinking and feeling about what you already have in life, you are allowing or inviting the universe to bring you more.
Your resistance is down, and you are not thinking about what you don't want, or feeling lack or limitation, you are in the attitude and vibration of appreciation, gratitude and maybe even love and that sends out a strong signal to attract what you want, and now you are open to receiving it.
Some days when I am feeling stuck and my goals seem so elusive, I spend a day in gratitude.
I let go of all expectations and just give thanks... pretty much all day. When I do this process, I feel a sense of relief and a "letting go" of tension, worry and fear, and I always find that shortly after, I receive an abundance of events that I am extremely grateful for... Great things happen, I meet incredible people and I seem to be in the right pace at the right time. Try it today, make it a habit and then allow the universe to reveal and bring its treasures to you.
" The Universe may not give you what you want, but it does give you what you have been thinking. Thoughts become things, so choose the good ones." Mike Dooley
"What you think about and thank about, you bring about." Dr. John Demartini.
© 2008 Barbara Pellegrino - All Rights Reserved.
From the reefs of Australia to the rainbows of Hawaii Barbara is a renowned speaker, trainer, author and coach. Trained in mind power she is also an NLP facilitator and trainer. She presents her "Create your Vision board" workshop, Treasure Mapping Your Way to Success, in Hawaii. Mainland USA and Internationally. She is renowned for teaching people HOW to make their dreams come true using, Practical, Powerful, Proven techniques for rapid and successful manifesting
Article Source: http://EzineArticles.com/?expert=Barbara_Pellegrino
If you are already practicing gratitude and keeping a journal, or a gratitude board, consider adding this distinction to your current practice and see how much more energy becomes available to you to attract your dreams and desires.
Consider writing a daily list of your Gratitudes.
1. What or who you are grateful for...things, people, events. Writing a list of all the things you can think of, that you already have in your life is a powerful process. A minimum of 5 and any amount above that is good. In this case, if a little is good, more is better. It can be the most basic of things to the most profound. The first two items on my gratitude list everyday are "Thank you for my good health and my healthy husband and family." After that, I list whatever I decide on that day. Somedays my list comprises of 5 items, other days it is 15- 20.
2. Why are you grateful? Choose some items from your list and write another list as to why you are grateful for each of these things, people or events. This process of appreciation adds importance to each item and impacts your neurology. As you search for reasons and ideas, your mind remains focused whilst lingering on a pleasant topic. In fact, this is an ideal and easy way to improve your concentration, and it is a great subject for contemplation, which strengthens your ability to concentrate. The conscious mind is in constant motion, it is usually very active and often turbulent, therefore, training your mind to remain focused for a period of five minutes or more, adds power to everything you do in life, including your visualizations, affirmations and any other creative work that you may practice to activate the law of attraction.
3. How does it makes you feel? Ask this question for each item on your list, because this question adds emotion, which strengthens your "vibration" and resonance. You may also find out what your values are, as the same feelings may emerge from each item that you question. An example of this is: I feel a sense of freedom, great love or support. The universe will deliver to you situations, circumstances, events and people according to your predominant thoughts and feelings which create your resonance. You may start to experience more reality according to your values.
Adding the focused questions of why and how, helps to add to your "attractor factor" (Joe Vitale's term), your vibration of "already having" what it is you want. Being appreciative and considering these concepts allows your creative mind to contemplate and reach far more deeply into the concept of gratitude and the art of allowing and receiving. While you are thinking and feeling about what you already have in life, you are allowing or inviting the universe to bring you more.
Your resistance is down, and you are not thinking about what you don't want, or feeling lack or limitation, you are in the attitude and vibration of appreciation, gratitude and maybe even love and that sends out a strong signal to attract what you want, and now you are open to receiving it.
Some days when I am feeling stuck and my goals seem so elusive, I spend a day in gratitude.
I let go of all expectations and just give thanks... pretty much all day. When I do this process, I feel a sense of relief and a "letting go" of tension, worry and fear, and I always find that shortly after, I receive an abundance of events that I am extremely grateful for... Great things happen, I meet incredible people and I seem to be in the right pace at the right time. Try it today, make it a habit and then allow the universe to reveal and bring its treasures to you.
" The Universe may not give you what you want, but it does give you what you have been thinking. Thoughts become things, so choose the good ones." Mike Dooley
"What you think about and thank about, you bring about." Dr. John Demartini.
© 2008 Barbara Pellegrino - All Rights Reserved.
From the reefs of Australia to the rainbows of Hawaii Barbara is a renowned speaker, trainer, author and coach. Trained in mind power she is also an NLP facilitator and trainer. She presents her "Create your Vision board" workshop, Treasure Mapping Your Way to Success, in Hawaii. Mainland USA and Internationally. She is renowned for teaching people HOW to make their dreams come true using, Practical, Powerful, Proven techniques for rapid and successful manifesting
Article Source: http://EzineArticles.com/?expert=Barbara_Pellegrino
Over Coming Barriers At Work
Although all communication is subject to misunderstandings, business communication is particularly difficult. The material is often complex and controversial. Moreover, both the sender and the receiver may face distractions that divert their attention. Further, the opportunities for feedback are often limited, making it difficult to correct misunderstandings. The following communication barriers in organizations and ways to overcome them will be the main topic of this article.
1. Information Overload. Too much information is as bad as too little because it reduces the audiences ability to concentrate effectively on the most important messages. People facing information overload sometimes try to cope by ignoring some of the messages, by delaying responses to messages they deem unimportant, by answering only parts of some messages, by responding inaccurately to certain messages, by taking less time with each message, or by reacting only superficially to all messages.
To overcome information overload, realize that some information is not necessary, and make necessary information easily available. Give information meaning rather than just passing it on, and set priorities for dealing with the information flow. Some information isn't necessary.
2. Message Complexity. When formulating business messages, you communicate both as an individual and as representative of an organization. Thus you must adjust your own ideas and style so that they are acceptable to your employer. In fact, you may be asked occasionally to write or say something that you disagree with personally. Suppose you work as a recruiter for your firm. You've interviewed a job candidate you believe would make an excellent employee, but others in the firm have rejected this applicant.
Now you have to write a letter turning down the candidate: You must communicate your firms message, regardless of your personal feelings, a task some communicators find difficult. To overcome the barriers of complex messages, keep them clear and easy to understand. Use strong organization, guide readers by telling them what to expect, use concrete and specific language, and stick to the point. Be sure to ask for feedback so that you can clarify and improve your message.
3. Message Competition. Communicators are often faced with messages that compete for attention. If you're talking on the phone while scanning a report, both messages are apt to get short shrift. Even your own messages may have to compete with a variety of interruptions: The phone rings every five minutes, people intrude, meetings are called, and crises arise. In short, your messages rarely have the benefit on the receivers undivided attention.
To overcome competition barriers, avoid making demands on a receiver who doesn't have the time to pay careful attention to your message. Make written messages visually appealing and easy to understand, and try to deliver them when your receiver has time to read them. Oral messages are most effective when you can speak directly to your receiver (rather than to intermediaries or answering machines). Also, be sure to set aside enough time for important messages that you receive. Business messages rarely have the benefit of the audiences full and undivided attention.
4. Differing Status. Employees of low status may be overly cautious when sending messages to managers and may talk only about subjects they think the manager is interested in. Similarly, higher-status people may distort messages by refusing to discuss anything that would tend to undermine their authority in the organization. Moreover, belonging to a particular department or being responsible for a particular task can narrow your point of view so that it differs from the attitudes, values, and expectations of people who belong to other departments or who are responsible for other tasks.
To overcome status barriers, keep managers and colleagues well informed. Encourage lower-status employees to keep you informed by being fair-minded and respectful of their opinions. When you have information that you're afraid you boss might not like, be brave and convey it anyway. Status barriers can be overcome by a willingness to give and receive bad news.
5. Lack of Trust, Building trust is a difficult problem. Other organization members don't know whether you'll respond in a supportive or responsible way, so trusting can be risky. Without trust, however, free and open communication is effectively blocked, threatening the organization's stability. Just being clear in your communication is not enough.
To overcome trust barriers, be visible and accessible. Don't insulate yourself behind assistants or secretaries. Share key information with colleagues and employees, communicate honestly, and include employees in decision making. For communication to be successful, organizations must create an atmosphere of fairness and trust.
6. Inadequate Communication Structures. Organizational communication is effected by formal restrictions on who may communicate with whom and who is authorized to make decisions. Designing too few formal channels blocks effective communication. Strongly centralized organizations, especially those with a high degree of formalization, reduce communication capacity, and they decrease the tendency to communicate horizontally thus limiting the ability to coordinate activities and decisions.
Tall organizations tend to provide too many vertical communication links, so messages become distorted as they move through the organization's levels. To overcome structural barriers, offer opportunities for communicating upward, downward, and horizontally (using such techniques as employee surveys, open-door policies, newsletters, memo, and task groups). Try to reduce hierarchical levels, increase coordination between departments, and encourage two-way communication.
7. Incorrect Choice of Medium. If you choose an inappropriate communication medium, your message can be distorted so that the intended meaning is blocked. You can select the most appropriate medium by matching your choice with the nature of the message and of the group or the individual who will receive it. Face-to-face communication is the richest medium because it is personal, it provides immediate feedback, it transmits information from both verbal and nonverbal cues, and it conveys the emotion behind the message.
Telephones and other interactive electronic media aren't as rich; although they allow immediate feedback, they don't provide visual nonverbal cues such as facial expressions, eye contact and body movements. Written media can be personalized through addressed memos, letters, and reports, but they lack the immediate feedback and the visual and vocal nonverbal cues that contribute to the meaning of the message. The leanest media are generally impersonal written messages such as bulletins, fliers, and standard reports. Not only do they lack the ability to transmit nonverbal cues and to give feedback, they also eliminate any personal focus.
To overcome media barriers, choose the richest media for no routine, complex message. Use rich media to extend and to humanize your presence throughout the organization, to communicate caring and personal interest to employees, and to gain employee commitment to organizational goals. Use leaner media to communicate simple, routine messages. You can send information such as statistics, facts, figures and conclusions through a note, memo or written report
8. Closed communication climate. Communication climate is influenced by management style, and a directive, authoritarian style blocks the free and open exchange of information that characterizes good communication. To overcome climate barriers, spend more time listening than issuing orders.
9. Unethical Communication. An organization cannot create illegal or unethical messages and still be credible or successful in the long run. Relationships within and outside the organization depend or trust and fairness. To overcome ethics barriers, make sure your messages include all the information that ought to be there. Make sure that information is adequate and relevant to the situation. And make sure your message is completely truthful, not deceptive in any way.
10. Inefficient Communication. Producing worthless messages wastes time and resources, and it contributes to the information overload already mentioned. Reduce the number of messages by thinking twice before sending one. Then speed up the process, first, by preparing messages correctly the first time around and, second, by standardizing format and material when appropriate. Be clear about the writing assignments you accept as well as the ones you assign.
11. Physical distractions. Communication barriers are often physical: bad connections, poor acoustics, illegible copy. Although noise or this sort seems trivial, it can completely block an otherwise effective message. Your receiver might also be distracted by an uncomfortable chair, poor lighting, or some other irritating condition. In some cases, the barrier may be related to the receiver's health. Hearing or visual impairment or even a headache can interfere with reception of a message. These annoyances don't generally block communication entirely, but they may reduce the receiver's concentration.
To overcome physical distractions, try to prepare well written documents which are clear, concise, and comprehensive. When preparing oral presentations try to find a setting which permits audience to see and hear the speaker clearly.Martin Hahn PhD has received his education and degrees in Europe in organizational/industrial sociology. He grew up in South-East Asia and moved to Europe to get his tertiary education and gain experience in the fields of scientific research, radio journalism, and management consulting.
Article Source: http://EzineArticles.com/?expert=Martin_Hahn
1. Information Overload. Too much information is as bad as too little because it reduces the audiences ability to concentrate effectively on the most important messages. People facing information overload sometimes try to cope by ignoring some of the messages, by delaying responses to messages they deem unimportant, by answering only parts of some messages, by responding inaccurately to certain messages, by taking less time with each message, or by reacting only superficially to all messages.
To overcome information overload, realize that some information is not necessary, and make necessary information easily available. Give information meaning rather than just passing it on, and set priorities for dealing with the information flow. Some information isn't necessary.
2. Message Complexity. When formulating business messages, you communicate both as an individual and as representative of an organization. Thus you must adjust your own ideas and style so that they are acceptable to your employer. In fact, you may be asked occasionally to write or say something that you disagree with personally. Suppose you work as a recruiter for your firm. You've interviewed a job candidate you believe would make an excellent employee, but others in the firm have rejected this applicant.
Now you have to write a letter turning down the candidate: You must communicate your firms message, regardless of your personal feelings, a task some communicators find difficult. To overcome the barriers of complex messages, keep them clear and easy to understand. Use strong organization, guide readers by telling them what to expect, use concrete and specific language, and stick to the point. Be sure to ask for feedback so that you can clarify and improve your message.
3. Message Competition. Communicators are often faced with messages that compete for attention. If you're talking on the phone while scanning a report, both messages are apt to get short shrift. Even your own messages may have to compete with a variety of interruptions: The phone rings every five minutes, people intrude, meetings are called, and crises arise. In short, your messages rarely have the benefit on the receivers undivided attention.
To overcome competition barriers, avoid making demands on a receiver who doesn't have the time to pay careful attention to your message. Make written messages visually appealing and easy to understand, and try to deliver them when your receiver has time to read them. Oral messages are most effective when you can speak directly to your receiver (rather than to intermediaries or answering machines). Also, be sure to set aside enough time for important messages that you receive. Business messages rarely have the benefit of the audiences full and undivided attention.
4. Differing Status. Employees of low status may be overly cautious when sending messages to managers and may talk only about subjects they think the manager is interested in. Similarly, higher-status people may distort messages by refusing to discuss anything that would tend to undermine their authority in the organization. Moreover, belonging to a particular department or being responsible for a particular task can narrow your point of view so that it differs from the attitudes, values, and expectations of people who belong to other departments or who are responsible for other tasks.
To overcome status barriers, keep managers and colleagues well informed. Encourage lower-status employees to keep you informed by being fair-minded and respectful of their opinions. When you have information that you're afraid you boss might not like, be brave and convey it anyway. Status barriers can be overcome by a willingness to give and receive bad news.
5. Lack of Trust, Building trust is a difficult problem. Other organization members don't know whether you'll respond in a supportive or responsible way, so trusting can be risky. Without trust, however, free and open communication is effectively blocked, threatening the organization's stability. Just being clear in your communication is not enough.
To overcome trust barriers, be visible and accessible. Don't insulate yourself behind assistants or secretaries. Share key information with colleagues and employees, communicate honestly, and include employees in decision making. For communication to be successful, organizations must create an atmosphere of fairness and trust.
6. Inadequate Communication Structures. Organizational communication is effected by formal restrictions on who may communicate with whom and who is authorized to make decisions. Designing too few formal channels blocks effective communication. Strongly centralized organizations, especially those with a high degree of formalization, reduce communication capacity, and they decrease the tendency to communicate horizontally thus limiting the ability to coordinate activities and decisions.
Tall organizations tend to provide too many vertical communication links, so messages become distorted as they move through the organization's levels. To overcome structural barriers, offer opportunities for communicating upward, downward, and horizontally (using such techniques as employee surveys, open-door policies, newsletters, memo, and task groups). Try to reduce hierarchical levels, increase coordination between departments, and encourage two-way communication.
7. Incorrect Choice of Medium. If you choose an inappropriate communication medium, your message can be distorted so that the intended meaning is blocked. You can select the most appropriate medium by matching your choice with the nature of the message and of the group or the individual who will receive it. Face-to-face communication is the richest medium because it is personal, it provides immediate feedback, it transmits information from both verbal and nonverbal cues, and it conveys the emotion behind the message.
Telephones and other interactive electronic media aren't as rich; although they allow immediate feedback, they don't provide visual nonverbal cues such as facial expressions, eye contact and body movements. Written media can be personalized through addressed memos, letters, and reports, but they lack the immediate feedback and the visual and vocal nonverbal cues that contribute to the meaning of the message. The leanest media are generally impersonal written messages such as bulletins, fliers, and standard reports. Not only do they lack the ability to transmit nonverbal cues and to give feedback, they also eliminate any personal focus.
To overcome media barriers, choose the richest media for no routine, complex message. Use rich media to extend and to humanize your presence throughout the organization, to communicate caring and personal interest to employees, and to gain employee commitment to organizational goals. Use leaner media to communicate simple, routine messages. You can send information such as statistics, facts, figures and conclusions through a note, memo or written report
8. Closed communication climate. Communication climate is influenced by management style, and a directive, authoritarian style blocks the free and open exchange of information that characterizes good communication. To overcome climate barriers, spend more time listening than issuing orders.
9. Unethical Communication. An organization cannot create illegal or unethical messages and still be credible or successful in the long run. Relationships within and outside the organization depend or trust and fairness. To overcome ethics barriers, make sure your messages include all the information that ought to be there. Make sure that information is adequate and relevant to the situation. And make sure your message is completely truthful, not deceptive in any way.
10. Inefficient Communication. Producing worthless messages wastes time and resources, and it contributes to the information overload already mentioned. Reduce the number of messages by thinking twice before sending one. Then speed up the process, first, by preparing messages correctly the first time around and, second, by standardizing format and material when appropriate. Be clear about the writing assignments you accept as well as the ones you assign.
11. Physical distractions. Communication barriers are often physical: bad connections, poor acoustics, illegible copy. Although noise or this sort seems trivial, it can completely block an otherwise effective message. Your receiver might also be distracted by an uncomfortable chair, poor lighting, or some other irritating condition. In some cases, the barrier may be related to the receiver's health. Hearing or visual impairment or even a headache can interfere with reception of a message. These annoyances don't generally block communication entirely, but they may reduce the receiver's concentration.
To overcome physical distractions, try to prepare well written documents which are clear, concise, and comprehensive. When preparing oral presentations try to find a setting which permits audience to see and hear the speaker clearly.Martin Hahn PhD has received his education and degrees in Europe in organizational/industrial sociology. He grew up in South-East Asia and moved to Europe to get his tertiary education and gain experience in the fields of scientific research, radio journalism, and management consulting.
Article Source: http://EzineArticles.com/?expert=Martin_Hahn
COMPANIES GROW LEADERS
We live in an interesting world, would you agree?
Companies it seems, are rising and falling faster than ever before. Technology, globalization and the speed of communication has totally changed the workplace environment.
Yet even in these fickle times, some companies and brands endure. More than that, they thrive and excel. They innovate and set the pace of change.
What makes them so successful?
The difference I believe is their leadership and communication style. Great companies effectively communicate and grow their leaders faster than their competition and the speed of change.
So what does this mean for you and your company?
It means communicating carefully, transparently and frequently. Staff and stakeholders want to know the truth and can find out information quickly and from many sources.
Your role as a leader is to understand that everything you say and do communicates - including what you're NOT saying.
Growing effective leaders who communicate effectively in your organization will take commitment and a clear, simple strategy. Here's my three simple strategies for growing great leaders and generating smooth communication in your organization:
Strategy 1 - Do everything possible to challenge, grow and stimulate up and coming talent. Whether it's giving them special projects, assigning them to new divisions or investing in their management, operational, marketing and leadership training.
Strategy 2 - Find other senior leaders inside or outside your company to mentor your potential leaders. This will expose your talent to leadership thinking and behaviour. Every elite athlete has a strong coach behind them holding them accountable and keeping them on track - treat your talent like an athlete in training.
Strategy 3 - Teach your future leaders how to communicate with clarity and power. Encourage your managers to use a coach approach in their dealings with staff. Challenge them to ask questions and listen more than just telling people what to do. Show them that connection, rapport and ongoing dialogue can create connection, commitment and results.
Effective communication relies on relationships and understanding your own and others communications style. Many tools can assist your company leaders to learn how to create a safe way to discuss communication styles such as DISC, MBTI and the PCSI©. I regularly use MBTI and the PCSI© in workshops and training as well as one on one with my clients to assist with understanding and improving communication and teamwork.
Leaders often find themselves in situations where they don't have all the information, experience or skills that they need. While many managers will wait until they have a complete picture before communicating, waiting to communicate can often be the worst thing to do.
Clients often say to me:
"As the manager it is up to me to have all the answers. I would rather wait until I have all the information than look like I don't know what I am talking about."
In situations like this I use a coach approach to help them challenge this assumption and to discover when is best to communicate. By prompting them to dig deeper, they often realize that staff and stakeholders don't expect them to have all the answers all the time and are usually satisfied with hearing honest communication about what is known which can build trust.
Importantly I encourage clients to be confident in saying "I don't know," if they don't or "I don't have that information right now but will go away and find out." People understand that you may not know it all and they'll appreciate you being upfront and telling them if not now, when you may know.
As a leader you can teach others in your company by painting a picture of the modern day business communication landscape. That is, help them to see that if they don't fill the information void with their own key messages, someone else will.
Blogs, wikis and discussion forums mean information is circling the globe constantly whether your leaders are part of that information flow or not. It is important that they can identify their stakeholder and staff needs and communicate about them consistently.
In a day and age where information is constantly flowing, your company leaders can be instrumental in making sure staff and stakeholders feel informed and stay focused on what's important. Make your company great by growing your emerging leaders.
Yours in prosperity, passion and purposeHeidi Alexandra PollardThe Communicators' Coachvisit us at http://www.leadingvalue.net or http://theprofessionalcommunicatorscoach.blogspot.com
Article Source: http://EzineArticles.com/?expert=Heidi_Alexandra_Pollard
Companies it seems, are rising and falling faster than ever before. Technology, globalization and the speed of communication has totally changed the workplace environment.
Yet even in these fickle times, some companies and brands endure. More than that, they thrive and excel. They innovate and set the pace of change.
What makes them so successful?
The difference I believe is their leadership and communication style. Great companies effectively communicate and grow their leaders faster than their competition and the speed of change.
So what does this mean for you and your company?
It means communicating carefully, transparently and frequently. Staff and stakeholders want to know the truth and can find out information quickly and from many sources.
Your role as a leader is to understand that everything you say and do communicates - including what you're NOT saying.
Growing effective leaders who communicate effectively in your organization will take commitment and a clear, simple strategy. Here's my three simple strategies for growing great leaders and generating smooth communication in your organization:
Strategy 1 - Do everything possible to challenge, grow and stimulate up and coming talent. Whether it's giving them special projects, assigning them to new divisions or investing in their management, operational, marketing and leadership training.
Strategy 2 - Find other senior leaders inside or outside your company to mentor your potential leaders. This will expose your talent to leadership thinking and behaviour. Every elite athlete has a strong coach behind them holding them accountable and keeping them on track - treat your talent like an athlete in training.
Strategy 3 - Teach your future leaders how to communicate with clarity and power. Encourage your managers to use a coach approach in their dealings with staff. Challenge them to ask questions and listen more than just telling people what to do. Show them that connection, rapport and ongoing dialogue can create connection, commitment and results.
Effective communication relies on relationships and understanding your own and others communications style. Many tools can assist your company leaders to learn how to create a safe way to discuss communication styles such as DISC, MBTI and the PCSI©. I regularly use MBTI and the PCSI© in workshops and training as well as one on one with my clients to assist with understanding and improving communication and teamwork.
Leaders often find themselves in situations where they don't have all the information, experience or skills that they need. While many managers will wait until they have a complete picture before communicating, waiting to communicate can often be the worst thing to do.
Clients often say to me:
"As the manager it is up to me to have all the answers. I would rather wait until I have all the information than look like I don't know what I am talking about."
In situations like this I use a coach approach to help them challenge this assumption and to discover when is best to communicate. By prompting them to dig deeper, they often realize that staff and stakeholders don't expect them to have all the answers all the time and are usually satisfied with hearing honest communication about what is known which can build trust.
Importantly I encourage clients to be confident in saying "I don't know," if they don't or "I don't have that information right now but will go away and find out." People understand that you may not know it all and they'll appreciate you being upfront and telling them if not now, when you may know.
As a leader you can teach others in your company by painting a picture of the modern day business communication landscape. That is, help them to see that if they don't fill the information void with their own key messages, someone else will.
Blogs, wikis and discussion forums mean information is circling the globe constantly whether your leaders are part of that information flow or not. It is important that they can identify their stakeholder and staff needs and communicate about them consistently.
In a day and age where information is constantly flowing, your company leaders can be instrumental in making sure staff and stakeholders feel informed and stay focused on what's important. Make your company great by growing your emerging leaders.
Yours in prosperity, passion and purposeHeidi Alexandra PollardThe Communicators' Coachvisit us at http://www.leadingvalue.net or http://theprofessionalcommunicatorscoach.blogspot.com
Article Source: http://EzineArticles.com/?expert=Heidi_Alexandra_Pollard
Profanity At Work
I've noticed lately that more and more executives and employees are resorting to profanity in the workplace. I remember when not only was it unacceptable but it was just plain unprofessional to use curse words. You know the ones I am talking about. They start with 's' and 'd' and the big heavy four letter bomb that starts with 'f'.
Why has it become more and more acceptable for workplace language to deteriorate? Are we really producing limited vocabulary professionals or am I alone in this quest for order, discipline and professionalism. Well, I asked a couple of my colleagues to gather their opinions on the matter and really find out if I was the one from another planet. Here is what they had to say:
"It depends on the work environment and who you are working for. I mean, I would not use that language with my boss, but I see other people do."
"Profanity is just unprofessional in the workplace."
"I don't see a problem with it as long as it gets my point across."
"You've got to keep up with the times. In the old days it was unacceptable, but now it is okay."
Many organizations have standards and guidelines for professional behavior, dress code and etiquette. Some maintain the prohibition of profane and obscene language, including it in their employee handbooks, while others find it acceptable. As James O'Connor, owner of Cuss Control Academy shares, "People judge you by the way you speak. You can only go so far if you look good but sound bad."
Words are tools that are used to express emotion and convey meaning. I believe there are many ways of self expression without resorting to profane and obscene language in the workplace. It is simply not good for business and damages internal communications within the workplace. Can you imagine the President of the United States being interviewed and resorting to profane language to make his point? How would your image of him change?
When an organization focuses on improving the lines of communication at work, gaining feedback and increasing employee engagement, language and the use of inappropriate language must be addressed.
As a personal example, one of my managers held a staff meeting the other day and on three separate occasions the curse word folks use when they do number 2 in the bathroom along with others was used. The respect I had for him as a manager quickly dwindled with each occurrence as I sat and wondered, 'is your vocabulary really that limited?' Were there any other words available that could convey the same meaning?
Apparently, he did not seem to think so. So what did I do? Did I stop him in mid-sentence and yell COULD YOU PLEASE NOT USE THAT WORD? Or did I take him aside after the meeting and tell him what he said offended me? No. I could have, but I did not. Did I really want to risk him insulting me even more? I was already intimidated and feared retaliation.
So, I did what I felt would be a safe approach- I sent him an email that went something like, "You may not be aware of this but when you use words like s***in your meetings, it really takes focus from your main point." Do you know what I got in return? I was shocked to even get a response.
For more information and or schedule a workshop, visit my website at http://www.clearcommunicationsolutions.com
Why has it become more and more acceptable for workplace language to deteriorate? Are we really producing limited vocabulary professionals or am I alone in this quest for order, discipline and professionalism. Well, I asked a couple of my colleagues to gather their opinions on the matter and really find out if I was the one from another planet. Here is what they had to say:
"It depends on the work environment and who you are working for. I mean, I would not use that language with my boss, but I see other people do."
"Profanity is just unprofessional in the workplace."
"I don't see a problem with it as long as it gets my point across."
"You've got to keep up with the times. In the old days it was unacceptable, but now it is okay."
Many organizations have standards and guidelines for professional behavior, dress code and etiquette. Some maintain the prohibition of profane and obscene language, including it in their employee handbooks, while others find it acceptable. As James O'Connor, owner of Cuss Control Academy shares, "People judge you by the way you speak. You can only go so far if you look good but sound bad."
Words are tools that are used to express emotion and convey meaning. I believe there are many ways of self expression without resorting to profane and obscene language in the workplace. It is simply not good for business and damages internal communications within the workplace. Can you imagine the President of the United States being interviewed and resorting to profane language to make his point? How would your image of him change?
When an organization focuses on improving the lines of communication at work, gaining feedback and increasing employee engagement, language and the use of inappropriate language must be addressed.
As a personal example, one of my managers held a staff meeting the other day and on three separate occasions the curse word folks use when they do number 2 in the bathroom along with others was used. The respect I had for him as a manager quickly dwindled with each occurrence as I sat and wondered, 'is your vocabulary really that limited?' Were there any other words available that could convey the same meaning?
Apparently, he did not seem to think so. So what did I do? Did I stop him in mid-sentence and yell COULD YOU PLEASE NOT USE THAT WORD? Or did I take him aside after the meeting and tell him what he said offended me? No. I could have, but I did not. Did I really want to risk him insulting me even more? I was already intimidated and feared retaliation.
So, I did what I felt would be a safe approach- I sent him an email that went something like, "You may not be aware of this but when you use words like s***in your meetings, it really takes focus from your main point." Do you know what I got in return? I was shocked to even get a response.
For more information and or schedule a workshop, visit my website at http://www.clearcommunicationsolutions.com
Gossip At Work
Do you love chatting with your colleagues at workplace? How often do you talk about others? Do you find gossiping fun? Or have you ever been the victim of it? Whatever it is, chances are high that you have been affected by workplace gossip one way or the other. In fact, gossip is one of the major vices that affect our workplace in the present times, creating barriers between those who work together, decreasing productivity, and spreading negative vibes.
Although some researchers tend to highlight the positive effects of gossiping by emphasizing its role in enhancing communication between workers, the negative effects of gossip far outweigh its positive aspects. Gossip, in plain and simple words, involves spreading lies and half truths, the effects of which can be very detrimental for a person or an organization.
Typically, gossip flourishes in an environment where there is a lack of transparency - which may be between the management and the employees, the management and the trade unions, in different levels of management, between supervisor and staff. People who spread gossip are generally insecure of their own positions at work, and aim for success without any concern regarding the welfare of their co-workers. Gossip mongers are usually jealous by nature, and find satisfaction in spreading rumors about those who are becoming more popular and successful in their endeavors and projects.
Locating a tattletale is never a difficult task, and requires just a few days of close observation. The first interaction with a gossip monger is usually pleasant - they seem to be nice people to talk to, sometimes overtly friendly. Soon, however, you will notice that the person is not a team player, who is usually avoided by other employees of the organization. This usually happens because other people have unpleasant past dealings with the person, and are unwilling to engage in any further interaction with him/her. Sometimes, disgruntled workers in an organization form a group of gossipers, who work in tandem to manipulate new members into their conspiracy corner.
Two most prominent characteristics of a chronic gossiper is low self-esteem and lack of trust. Being untrustworthy himself, a gossiper is usually suspicious about the motives and intent of others, and will never trust a person at the first instance. Usually a gossiper looks to play one person against another, and you need to be very careful in sharing your views and opinions with a gossiper, since these can be used against you at a later point of time.
Having said thus, here are a few tips to help you to keep away from gossip at workplace. Never encourage a gossiper in the first place, not even by being a patient listener. However, do not be overtly hostile, as this may direct the ire of the gossiper against you. Deal tactfully, avoid giving responses, and do not let the gossiper influence you at any point of time. Focus on your work, and make it clear that you are strongly committed to your goals within the organization. Cool professionalism will always help you to tide over a crisis in such cases. If you are the victim of a gossip, its always best to sort it out in a clear, transparent manner.
Having said thus, it can only be said that gossip at workplace is nothing but natural. A necessary vice, gossip has prevailed in offices over time and is probably here to stay. Staying away from it is perhaps the best remedy that can ever be suggested.
Article Source: http://EzineArticles.com/?expert=Avik_Roy
Although some researchers tend to highlight the positive effects of gossiping by emphasizing its role in enhancing communication between workers, the negative effects of gossip far outweigh its positive aspects. Gossip, in plain and simple words, involves spreading lies and half truths, the effects of which can be very detrimental for a person or an organization.
Typically, gossip flourishes in an environment where there is a lack of transparency - which may be between the management and the employees, the management and the trade unions, in different levels of management, between supervisor and staff. People who spread gossip are generally insecure of their own positions at work, and aim for success without any concern regarding the welfare of their co-workers. Gossip mongers are usually jealous by nature, and find satisfaction in spreading rumors about those who are becoming more popular and successful in their endeavors and projects.
Locating a tattletale is never a difficult task, and requires just a few days of close observation. The first interaction with a gossip monger is usually pleasant - they seem to be nice people to talk to, sometimes overtly friendly. Soon, however, you will notice that the person is not a team player, who is usually avoided by other employees of the organization. This usually happens because other people have unpleasant past dealings with the person, and are unwilling to engage in any further interaction with him/her. Sometimes, disgruntled workers in an organization form a group of gossipers, who work in tandem to manipulate new members into their conspiracy corner.
Two most prominent characteristics of a chronic gossiper is low self-esteem and lack of trust. Being untrustworthy himself, a gossiper is usually suspicious about the motives and intent of others, and will never trust a person at the first instance. Usually a gossiper looks to play one person against another, and you need to be very careful in sharing your views and opinions with a gossiper, since these can be used against you at a later point of time.
Having said thus, here are a few tips to help you to keep away from gossip at workplace. Never encourage a gossiper in the first place, not even by being a patient listener. However, do not be overtly hostile, as this may direct the ire of the gossiper against you. Deal tactfully, avoid giving responses, and do not let the gossiper influence you at any point of time. Focus on your work, and make it clear that you are strongly committed to your goals within the organization. Cool professionalism will always help you to tide over a crisis in such cases. If you are the victim of a gossip, its always best to sort it out in a clear, transparent manner.
Having said thus, it can only be said that gossip at workplace is nothing but natural. A necessary vice, gossip has prevailed in offices over time and is probably here to stay. Staying away from it is perhaps the best remedy that can ever be suggested.
Article Source: http://EzineArticles.com/?expert=Avik_Roy
Dealing With Difficult People
In business, like the rest of life we will often encounter people who are just that little more difficult to get along with. Some use the term 'personality conflict' to describe the situation, yet this suggests that there is some sort of unbreakable barrier and that the problem is somewhat unfixable, since it is highly unlikely somebody is going to change their entire personality for the sake of better work relations! A far more rational solution is to change specific behaviours, rather than personality traits.
Situations with difficult employees tend to occur over time; after all it is not very common to hire someone and find them impossible to deal with after the first week. Usually it is small irritating personal habits that progress over time into larger annoying behaviours after being left unattended. In any relationship, both people influence the other's behaviour.
In almost every conflict situation, both parties bear some responsibility for the way things end up. Focusing on blame will produce no results and only irritate you further. The most proactive thing you can do in these situations is focus on what YOU can do to make things better. It doesn't matter who is at fault, if your primary concern is to rectify the situation.
Try to consider your contribution in this unpleasant situation; perhaps you have just written them off as a lost cause, their own worst enemy? Now try to consider ways in which you can change this; maybe by getting more involved with them personally, making an effort to become friends.
A good idea is to approach the situation in a non- accusatory tone, preferably when you are both calm and in a private situation. Address the problems you are experiencing, once you have finished let them have their say and be sure to listen intently so they know you are truly concerned and interested. When possible find things to agree on, and offer something in return.
If you are clearly frustrated it will show. It is important that you deal with things firmly, but nicely and without dramatics. To remain the bigger person you should retain quiet dignity, even if the other person becomes rude or nasty. No-one is suggesting you smile and turn the other cheek in the face of abuse, but if you counter-attack or react in kind, you will almost always make the situation worse.
Avoid gossip of any kind as you will start to involve other members of staff. As well as being disruptive to the organization, it will make it more difficult to fix the situation. Gossip only focuses on the worst part of a person and paints them in a very negative light. Along with being unfair, it affects your thinking and actually shortens your patience, especially when you get covert support from others.
Like every situation, prevention is better than cure, by using a combination of politeness and limit setting these situations can be completely avoided. However, sometimes the conflict becomes so polarized that you will have to go to outside sources to seek help. If the person in question is a fellow staff member, one possibility is to approach your team leader and explain the situation. Do your best not to convince your boss how 'bad' the other person is, it will just make you look like the problem.
At the end of the day there is generally a solution to every problem. If the situation persists and you and the person in question continue not to see eye to eye, then perhaps mediation or some other form of intervention may be necessary. In any case you must remember that there are two sides to every story, maybe you aren't being as reasonable as you originally thought? Be open to others suggestions and opinions, and be aware of your rights and responsibilities in a conflict situation, as well as theirs.
Article Source: http://EzineArticles.com/?expert=Sheila_Mulrennan
Situations with difficult employees tend to occur over time; after all it is not very common to hire someone and find them impossible to deal with after the first week. Usually it is small irritating personal habits that progress over time into larger annoying behaviours after being left unattended. In any relationship, both people influence the other's behaviour.
In almost every conflict situation, both parties bear some responsibility for the way things end up. Focusing on blame will produce no results and only irritate you further. The most proactive thing you can do in these situations is focus on what YOU can do to make things better. It doesn't matter who is at fault, if your primary concern is to rectify the situation.
Try to consider your contribution in this unpleasant situation; perhaps you have just written them off as a lost cause, their own worst enemy? Now try to consider ways in which you can change this; maybe by getting more involved with them personally, making an effort to become friends.
A good idea is to approach the situation in a non- accusatory tone, preferably when you are both calm and in a private situation. Address the problems you are experiencing, once you have finished let them have their say and be sure to listen intently so they know you are truly concerned and interested. When possible find things to agree on, and offer something in return.
If you are clearly frustrated it will show. It is important that you deal with things firmly, but nicely and without dramatics. To remain the bigger person you should retain quiet dignity, even if the other person becomes rude or nasty. No-one is suggesting you smile and turn the other cheek in the face of abuse, but if you counter-attack or react in kind, you will almost always make the situation worse.
Avoid gossip of any kind as you will start to involve other members of staff. As well as being disruptive to the organization, it will make it more difficult to fix the situation. Gossip only focuses on the worst part of a person and paints them in a very negative light. Along with being unfair, it affects your thinking and actually shortens your patience, especially when you get covert support from others.
Like every situation, prevention is better than cure, by using a combination of politeness and limit setting these situations can be completely avoided. However, sometimes the conflict becomes so polarized that you will have to go to outside sources to seek help. If the person in question is a fellow staff member, one possibility is to approach your team leader and explain the situation. Do your best not to convince your boss how 'bad' the other person is, it will just make you look like the problem.
At the end of the day there is generally a solution to every problem. If the situation persists and you and the person in question continue not to see eye to eye, then perhaps mediation or some other form of intervention may be necessary. In any case you must remember that there are two sides to every story, maybe you aren't being as reasonable as you originally thought? Be open to others suggestions and opinions, and be aware of your rights and responsibilities in a conflict situation, as well as theirs.
Article Source: http://EzineArticles.com/?expert=Sheila_Mulrennan
Career Development: A guide for your future!
Today it's not uncommon for an individual to change their career choice or to move into another career entirely at least once in their working lifetime, and for many they may change careers three or more times. Career development, therefore, is important to know and understand.
Career development is the path an individual travels and the procedures they follow in choosing a career. A career is work an individual does or plans to do, for a considerable length of time, and something they plan on becoming good at.
The career development process is the examining of your basic skills, how well you handle stress, your abilities and interests in working with others, and schooling or training that you complete to enter the career. Career development is the plan you design to assist you in advancing through your career, to be flexible as needed and to be alert to trends and patterns to help further advancing your career.
Equally important is a careful examination of your current job and career situation. Did you jump into the job because you needed the money? Does the job have a future? Are you progressing in your career? Or are you unhappy, not motivated and burdened by stress or other job related problems? This situation may not be productive for the employee and even less so for the employer.
Now may be the time to do some study about the career field they have an interest in. Self-study, on the job training, traditional or online learning may be involved. In addition, the more you know about a particular career the more focused will be your career development plan.
Studying career development you will learn it isn't just about education. Training and education will always help move you into the right direction and allow you to fine tune your career development plan.However, you'll learn through self-examination what your interests are, what you're good at, how well you have the basic skills to perform at a high level in whatever career you choose.
Many educational institutions offer career development classes or assessment centers to help direct you into the right career. There is a plethora of free career assessment tests on the internet to help you define your interests and career goals.
From this wealth of information, whether you want to advance in your present career or make a career change, career development planning can be an important strategy to guide you in reaching your career goals.
Career development is the path an individual travels and the procedures they follow in choosing a career. A career is work an individual does or plans to do, for a considerable length of time, and something they plan on becoming good at.
The career development process is the examining of your basic skills, how well you handle stress, your abilities and interests in working with others, and schooling or training that you complete to enter the career. Career development is the plan you design to assist you in advancing through your career, to be flexible as needed and to be alert to trends and patterns to help further advancing your career.
Equally important is a careful examination of your current job and career situation. Did you jump into the job because you needed the money? Does the job have a future? Are you progressing in your career? Or are you unhappy, not motivated and burdened by stress or other job related problems? This situation may not be productive for the employee and even less so for the employer.
Now may be the time to do some study about the career field they have an interest in. Self-study, on the job training, traditional or online learning may be involved. In addition, the more you know about a particular career the more focused will be your career development plan.
Studying career development you will learn it isn't just about education. Training and education will always help move you into the right direction and allow you to fine tune your career development plan.However, you'll learn through self-examination what your interests are, what you're good at, how well you have the basic skills to perform at a high level in whatever career you choose.
Many educational institutions offer career development classes or assessment centers to help direct you into the right career. There is a plethora of free career assessment tests on the internet to help you define your interests and career goals.
From this wealth of information, whether you want to advance in your present career or make a career change, career development planning can be an important strategy to guide you in reaching your career goals.
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