What’s keeping you away from a leadership role?

Susan Ricker 

Everybody has different career goals. When you’re young, you may be focused on simply finding a paycheck that covers your bills and living expenses. If you’re family-minded, you may seek out a job that either allows you work flexibility to spend time with them or a salary that amply provides for them. If you’re creative or ambitious, you may strive to go out on your own and begin your own company or become a freelancer. If you’re closer to retirement, you may look for a position with less responsibility and instead more of a support role. No matter what your career goal is, there’s likely a position that will help you reach that goal.

But interestingly, most workers’ career goals don’t include leadership positions. A new CareerBuilder survey asked more than 3,600 workers across salary levels, industries and company sizes about their career goals and aspirations for leadership positions. Approximately one third (34 percent) of workers strive for leadership positions, with only 7 percent aiming for senior or C-level management.

Taking a closer look at their responses, the survey shows that by an 11 percentage point margin, men (40 percent) are more likely than women (29 percent) to desire a leadership role. Additionally, African Americans (39 percent) and LGBT (44 percent) workers are more likely to aspire to a leadership role than the national average. Thirty-two percent of workers with disabilities aspire to leadership positions, as well as 35 percent of Hispanics – both near the national average.
Why are workers content to avoid climbing the corporate ladder? A majority (52 percent) say they are simply satisfied in their current roles, and a third (34 percent) don’t want to sacrifice work/life balance. Seventeen percent say they do not have the necessary education.

However, not everybody is voluntarily choosing to forego leadership roles and responsibilities.

The glass ceiling problem
The tech industry and other sectors in corporate America have come under criticism for a lack of female and minority executives, but to what extent do workers feel organizations hold these groups back? One in 5 workers (20 percent) feel his or her organization has a glass ceiling – an unseen barrier preventing women and minorities from reaching higher job levels.
However, when looking only at workers who aspire to management and senior management positions, the percentage increases to 24 percent and is even higher among females (33 percent), Hispanics (34 percent), African Americans (50 percent) and workers with disabilities (59 percent). The perception of a glass ceiling is not as prevalent among LGBT workers aspiring to leadership roles; 21 percent feel there is a barrier to leadership at their organization, slightly less than the national average.
A survey result that may point to part of the problem is that only 9 percent of nondiverse males think there is a glass ceiling for women and minorities at their organization.

Breaking through and creating opportunity
More and more companies are addressing this workplace disparity directly. Twenty-seven percent of employers have initiatives to support females pursuing leadership roles and 26 percent have initiatives to support minorities. Thirteen percent of employees at these companies think there is a glass ceiling.
“While most workers don’t want a top job, it is important for organizational leaders to promote a culture of meritocracy in which all workers, regardless of gender, race or sexual orientation, are able to reach senior-level roles based on their skills and past contributions alone,” says Rosemary Haefner, vice president of human resources at CareerBuilder. “The survey found that employees at companies that have initiatives to support aspiring female and minority leaders are far less likely to say a glass ceiling holds individuals back.”
If you’re struggling to reach the next level of your career or are working to break through a glass ceiling at your own workplace, consider these actions:

• Work with a mentor– In or outside of your organization, working with a mentor can help you make more strategic career moves, benefit from the experience and wisdom they’ve garnered and also gain insight when dealing with difficult management.
• Network – Being a visible member of the team and interacting with other industry professionals will strengthen your own image and establish your expertise. Whether you’re chatting with team members in the break room or attending industry events, the more people you have on your side, the more opportunities will present themselves.
• Be the change you wish to see – The best way to promote workplace equality and support women and minorities in their professional endeavors is to start with your own actions. Check your own biases and recognize what results your own actions are having. Are you contributing to hurtful gossip or choosing your own friends for projects first? Give everyone a fair chance and find ways to bring everyone on board new projects and initiatives. You’ll help the company and your co-workers succeed.

Underqualified? 7 tips to inspire employers to give you a chance

By Guest Contributor




By JT Ripton, guest contributor

If you’re fresh out of college or you’ve lost your job due to the post-recession restructuring, you’re in the same unenviable position: Both of you are competing for the same small pool of jobs, and both of you face the same obstacles. What can you do to make yourself stand out and convince those choosy employers that they should hire you over potentially better-qualified applicants?

Design your resume around your transferable skills

When you’re changing careers, you need to frame your existing skills and experiences in terms of the job you are trying to get. Most people have a bank of skills that are freely transferable between jobs: communication, interpersonal, teamwork and leadership. You may have other skills, such as computer programs you know, that would be valuable, but make sure that you frame them in the context of the new job. If you can’t find a way to make a particular skill fit, then don’t use it.

Demonstrate flexibility and willingness to learn

Most employers value flexibility and trainability as much as they value hard skills according to a CareerBuilder survey. The survey found that 77 percent of employers believe that soft skills (including trainability and flexibility) matter just as much as hard skills. This is great news for people changing careers or new college graduates. To demonstrate this to a prospective employer, be ready to give examples of times when you had to learn a new skill quickly.

Choose a T-format cover letter

The T-format cover letter is useful for people with scant experience or a spotty work history. It is divided into two columns, where the left column lists qualifications from the job posting, and the right lists the attributes which meet those qualifications. The T-format works well because it lets you showcase your talents in the context of the job posting and takes the focus off any gaps in your work history or the lack thereof.

Be likable

Even when you’re the most qualified applicant, competence alone will never win you the job. At the end of the day, hiring managers often hire the person they liked the best and who they’d like to hang out with. After all, they’re only human. If your bona fides are lacking, then the likeability factor is even more important. The best way to be likeable is to have a positive attitude. Act interested in everything about the job, from the company itself to the industry as a whole.

Know when it’s a lost cause

The new economy is smaller than the old one, and in such circumstances, it is tempting to just throw your resume at every job opening you see, even those for which you are completely unqualified. Yet, doing so makes no sense and is a waste of your time. For instance, if you’re an accountant, it would be silly for you to try to get a job as an x-ray technician. However, realize that job ads represent employer wish lists and not absolute must-haves. Consequently, if you meet a fair amount of the criteria listed in the ad, go ahead and apply.

Experience is experience, paid or not

Many people think that you shouldn’t add unpaid experience, such as school and volunteer work, to your resume, because only paid work counts. However, experience, paid or not, is still experience. As long as you can relate it to the job you are applying for, you should include it. For example, if you’re a tax major, and you interned at an accountant’s office during tax season last spring, it makes sense to include this information in your application to work at a tax preparation office.

Include keywords in your resume

Many employers are screening candidate resumes electronically. The screening software uses keywords and phrases from the ad and will only select resumes and cover letters that include those words and phrases. To make sure that you make the cut, scan each advertisement for keywords that match your skills and include them in your resume and cover letter.

Which Interns Are Most Likely To Get Hired?

Lucky day for accounting interns

Jill Jacinto

Accounting interns have a much better chance of scoring a full-time gig than interns in any other industry. So if you're looking for stability and security, an accounting major (and internship) may be the way to go.

That's according to a study from LinkedIn, which analyzed its 300 million+ member profile and discovered interns in the accounting space had the highest retention rate (or chance of scoring a full-time gig) at 59 percent.

Accounting firms treat their interns well, too. For instance, Big Four firm KPMG LLP hosts a workshop for its 1,200 summer interns presenting the Dos and Don'ts of office wear. They then give each summer intern $200 gift cards from Men's Warehouse and Banana Republic. They also toss in a tie for men and jewelry for women,

"Today's interns are likely to become tomorrow's full-time staffers. More than 90 percent of U.S. interns receive full-time offers, and more than 90 percent of them accept the bids," says Kathy Schaum, national campus recruiting director and a former KPMG LLP intern told the Wall Street Journal.

Of the 65 industries in LinkedIn's study, other industries with high retention rates for interns include computer networking at 47 percent and semiconductors at 40 percent.

Industries with the lowest intern retention rate are non-profit management and travel and leisure both clocking in at 19 percent.

What do these numbers really mean?

For starters, internships are two-fold. Sure the idea is that you work 40 hour weeks (or longer) for several months of your summer in hopes that come graduation time you'll hear, "You're Hired!" from that company you toiled away at the summer before.

However, internships are also a learning experience. What if you took an internship gig at a law office, production company or publishing house and hated it? Chances are you won't want to return there after graduation. Also, what if you interned near home or school but are planning to move to a bigger city when you get handed your degree.

Wherever you intern – you need to learn how to strategize and network starting from your first day on the job. Showcasing your work ethic, personality and willingness to learn and communicate are all traits that interns in every industry need to have.    

5 Things Successful People Never Do

It's time to stop prioritizing perfection

Business Insider

By Jacquelyn Smith

There are a million things that contribute to your success: your attitude, your people skills, and your ability to lead, listen, and take responsibility, to name a few.

But an important one many don't know about is the ability to manage emotions and remain calm under pressure, says Travis Bradberry, president at TalentSmart and coauthor of "Emotional Intelligence 2.0," in a LinkedIn post.

In a more recent follow-up post, Bradberry says that managing your emotions is as much about what you don't do as it is about what you do.

He sifted through data from his company, TalentSmart - which tested more than a million people and found that the "upper echelons of top performance are filled with people who are high in emotional intelligence" - to uncover the kinds of things that successful do and don't do to keep themselves calm, content, and in control.

He found nine behaviors they consciously avoid. Here are a few of our favorites:

1. They don't live in the past.
"Emotionally intelligent people know that success lies in their ability to rise in the face of failure, and they can't do this when they're living in the past," he says. "Anything worth achieving is going to require you to take some risks, and you can't allow [past failures] to stop you from believing in your ability to succeed."

When you live in the past, that is what happens - and it's nearly impossible to move forward.

2. They don't dwell on problems or hold grudges.
Bradberry says your emotional state is determined by where you focus your attention. "When you fixate on the problems that you're facing, you create and prolong negative emotions and stress, which hinders performance. When you focus on actions to better yourself and your circumstances, you create a sense of personal efficacy that produces positive emotions and improves performance."

People with high emotional intelligence focus on solutions, he says. And they rarely hold a grudge.

Why?

When you relive an event or conversation that angered you, "you [send] your body into fight-or-flight mode," Bradberry says. "When a threat is imminent, this reaction is essential to your survival, but when a threat is ancient history, holding onto that stress wreaks havoc on your body and can have devastating health consequences over time."

Emotionally intelligent people know that stress and negativity are detrimental to their success - so they avoid holding grudges at all costs, he says.

3. They don't prioritize perfection.
Successful people don't aim for perfection because they know it doesn't exist. "Human beings, by our very nature, are fallible," Bradberry says. "When perfection is your goal, you're always left with a nagging sense of failure, and you end up spending your time lamenting what you failed to accomplish and what you should have done differently instead of enjoying what you were able to achieve."

4. They don't surround themselves with negative people.
Negative people - or those who complain all the time - are toxic.

"They wallow in their problems and fail to focus on solutions," he says. "They want people to join their pity party so that they can feel better about themselves."

It's human nature to feel obligated to listen to complainers because we don't want to be seen as insensitive or impolite, Bradberry says. "But there's a fine line between lending a sympathetic ear and getting sucked into their negative emotional spiral."

He says you can avoid getting drawn in by setting limits and distancing yourself from those people. "Think of it this way: If a person were smoking, would you sit there all afternoon inhaling the secondhand smoke? You'd distance yourself, and you should do the same with complainers."

5. They don't say "yes" to everyone, all the time.
Research has found that the more difficulty you have saying "no," the more likely you are to experience stress, burnout, and depression, he says. "Saying no is indeed a major challenge for most people. [It] is a powerful word that you should not be afraid to wield."

When it's necessary to say "no" to a request, successful people don't beat around the bush. They are typically direct and avoid phrases like, "I don't think I can," Bradberry says.

"Saying 'no' to a new commitment honors your existing commitments and gives you the opportunity to successfully fulfill them."      

How To Dress Like A Leader In Any Work Environment

The 5 Levels of Business Attire

Business Insider

There was once a time when every professional, no matter his or her industry, put on a suit each morning.

But today, there are so many interpretations of formal and business casual that it can be easy to look sloppy or over-dressed if you're not aware of the environment.

Sylvie di Giusto, founder of Executive Image Consulting, works with executives looking to improve how they present themselves and professionals hoping to impress their clients and bosses. In her new book "The Image of Leadership," she breaks down the five levels of dress code that she uses with her clients.

We've represented them below, and included di Giusto's insight into how to make your clothes work for you in the office (click to expand):




If you're not sure which level is most appropriate for your work environment, the basic rule of thumb is "the more you deal with a client's money, the more traditional and conservative you should be dressed," di Giusto says.

That means that people in finance, law, and accounting, for example, should stick to traditional business attire, and those in creative industries, like entertainment and advertising, can dress flexibly within the casual levels.

If you're a member of the board or meeting with a member of the board, boardroom attire is most appropriate - regardless of the size of the company.                                        



    

Adjusting Your Management Style for Difficult People

Five types of trouble employees, and how to bring out the best in them

CareerBuilder

By Robert Half

Anyone who's been a supervisor for long knows that it's no easy task overseeing a diverse team of professionals. Even if you've hired well, you're faced with unique personalities that require you to apply varied management styles.

The big challenge is how to deal with difficult people - employees who otherwise meet job expectations but who also have a tendency to drive colleagues and supervisors crazy at times.
Here are some individuals common in any department and the management styles that work best with them:

The Wallflower
This employee is an introvert, preferring to work quietly and with minimal hoopla. You won't see this person pitching new ideas in a staff meeting or actively socializing at the office's monthly birthday celebration. In fact, you may not always notice the person is there at all, diligently completing projects.

The best strategy here is not trying to change The Wallflower but instead tapping into strengths. Rather than being frustrated that the person never offers ideas in a formal setting, ask for suggestions in writing or in small groups. Don't rule out this personality type, either, for leadership roles. Those who are more reserved tend to be great listeners, organized and thoughtful in their actions, making them effective at directing teams.

The Know-It-All
This person may be rude, impatient and frustrated that no one else has the same level of expertise. The Know-It-All may be one of the most challenging of difficult people because this employee always believes he or she is correct.

A firm management style is needed. Since this person will dominate staff meetings if given free reign, you need to step in and make sure others are allowed a chance to voice opinions or ideas. Also consider sending the Know-It-All to soft skills training and development to help refine interpersonal communication skills.

If the individual really does "know it all," think about whether he or she would make a good trainer. That way, the person's knowledge can be transferred to other employees.

The Panic Attack
When you think of this staff member, the phrase "grace under pressure" is the last thing that comes to mind. The person is fully capable of getting the job done and has a track record of meeting deadlines, but just the thought of that big project makes the individual nervous. Even you start to feel anxious being around The Panic Attack.

This personality type thrives on structure and predictability. The more organized you are, the less likely the employee will freak out at the onset of a new initiative. Providing a list of key steps to an assignment and citing all of the resources available to support the efforts can be calming. It can also be helpful to check in periodically on progress and provide feedback with reassurance all is on track.

The Laid-Back Pro
The opposite of The Panic Attack is The Laid-Back Pro. This person may be competent, but he or she often leaves others worried whether the job will get done on time. Can that lackadaisical employee really be committed to quality work?

The management style that's ideal in this case is a direct, but casual, one. Assuming the individual is meeting expectations and following company rules, resist the temptation to micromanage. Motivate through trust by giving clear instruction and then handing over authority. The Laid-Back Pro flourishes when given the freedom to tackle projects creatively.

The Competitor
Seemingly unimportant issues are big ones to The Competitor. This person views everything as a contest and sometimes steps on toes just to "win."

The solution to toning down the behavior? Give the person more work. The Competitor can't worry about games if there's a full plate of projects to tackle. Also consider ways you can use the competitive mind-set as an asset to your team. For example, you might charge this employee with the task of negotiating pricing with new vendors.

Dealing with difficult people is unfortunately part of leadership. In more extreme situations, you may need to have serious discussions about performance expectations and attitude. Think about whether the benefits outweigh the drawbacks of having certain people on board. Most of the time, though, you should find that the right management style helps you get more out of the most challenging individuals.      

Do You Feel Like a LinkedIn Fraud?

You acquire new skills daily on the job. Exploit them and promote them.

Shannon McLay

During a recent mentoring session, a friend confessed to feeling a crisis of self-confidence where her professional skills were concerned. She had received a few inquiries from recruiters through LinkedIn based on her profile skills, yet she felt like a fraud. Although she had acquired a number of skills while working for her current employer, she didn't believe she could get hired by another firm because she didn't view herself as a "financial professional."

My friend felt this way because she did not earn a degree in finance, nor did she study finance while in school.

It was surprising for me to hear these concerns from my friend because I had worked with her professionally for years. In that time I always thought she was one of the most talented financial professionals I knew. It's sad to me to think she has put herself in a professional box because she didn't have a formal education in finance. However, I know she is not the only one out there who feels like a LinkedIn charlatan.

As someone who did get a degree in finance, and has worked in the field for 14 years, I can assure you, you do not always need a degree to be deemed a financial services professional.

I spent years studying accounting and management, yet I frequently laugh to myself about how very little of it I actually use in my professional career. The truth is, most of the finance training you need to do your job, is taught to you while you are working on the job.

There are certainly jobs in the field where the employer may require a degree in accounting, finance, economics or math. However, there are a number of entry-level corporate finance or banking jobs that will not have those restrictions. I even worked with a number of hedge funds who actually preferred a degree outside of finance because they wanted their team to "think outside the box" and come up with ideas that other funds were not using.

Finance is such a diverse field with so many nuances to each job there is no way a college professor, or even an entire major of study, can impart that knowledge to students. In fact, I believe the greatest tools you will have in your arsenal for success in a finance career are excellent writing skills, good communication skills, and strong people skills. From my experience, I gained all of these not in my business school classes, but in my liberal arts classes like English, Psychology and Public Speaking.

If you have these skills, typically your bosses and mentors can teach you the ins and outs of a balance sheet, regulatory reporting, or using an internal system to report profits and losses. For some finance fields, additional testing and training is required that you could never take while in school. When I worked as a financial advisor, I had to take the Series 7 and Series 63 exams to learn more about investments and federal and state regulations.

I see too many young and talented financial professionals leave the field because they assume they are not qualified to remain, or do not have the background to grow and gain even more skills.

They tend to not value the many years of on-the-job training that they have received, when those skills are far more valuable than any finance degree.

If you can honestly include a skill on LinkedIn, then you need to have faith in yourself that you are capable of not only performing that skill well, but also that others would want to hire you for this skill. Do not let a lack of self-confidence prohibit you from honestly building out a LinkedIn profile that will get the attention of financial services recruiters.

I spent most of my mentoring session encouraging my friend to embrace the skills she has acquired and accept reality. While she did not plan on a career in finance, she is actually capable of having a very successful career in this field. After accepting this feedback, she agreed to speak with more recruiters going forward, and in fact she just recently received a job offer and promotion from another company based on the skills she listed on LinkedIn.

So don't miss out on great opportunities by selling yourself short professionally. Remember, you don't always need a finance degree to be a finance professional. On-the-job training is often more valuable than any classroom lesson.      

5 Productivity Tools Administrators Will Love

Use technology to make your life easier 

By Justin Lingenfelter 

In the digital age, it can be taxing keeping track of employees, contractors, schedules, projects, what have you. If you want any growth or scalability, you'll want to wrangle that in as soon as possible; otherwise, you'll have a huge headache to deal with before you know it.

There are numerous productivity mobile apps, web apps, and software apps available on the market. Below are a few of my personal favorites.

Yammer (https://www.yammer.com/)

What it does: Yammer is an enterprise social network. And it truly feels like a certain large social network that's dedicated to your team/company. It's got all the benefits of that large social network -- feeds, private or public groups, polls. But it's also got the ability to give a colleague or team "praise".

Who uses it: DHL, Shell, Nationwide, 7-Eleven

What it costs: $3/user/month for basic Yammer; more for other Microsoft-related benefits.

Why I love it: As an Apple and Google diehard, it was difficult to buy into Yammer, given that it's owned by Microsoft. But after just a few days, it brought our almost entirely virtual team (that was merged together by two other virtual teams) together more than a weekly GoToMeeting ever could. It's got feeds, groups, chat, private chat, the ability to add files (!), and more. Like that big social network but better and not full of your annoying relatives

What it doesn't do: Outside of the chat feature, there isn't much real-time communication. The files area allows for some collaboration but it still feels a bit like email in that you have to wait for the person to see it, add comments, edit, etc. Its biggest benefit is having a running feed of posts and updates.

Sococo (https://www.sococo.com/)

What it does: Sococo is relatively new to me. It's a legitimate virtual office. And a bangin' one at that. I set up Yammer before our team found this in hopes of creating a virtual office. Then Sococo took it to the next level. You get a visual of an office, the ability to join other offices, video chat, voice chat, chat chat, locking "offices" for private meetings, and more. If they had an affiliate program, I'd be all over it!

Who uses it: Aptitude, G4S, Intuit

What it costs: Free – $199+ (When I initially saw the price, I was definitely put off. Whereas Yammer's pricing is so cheap it's dumb not to get, Sococo's service is so amazing that it makes the pricing seem irrelevant.)

Why I love it: It completed my vision of a virtual office. We are able to see who is online and when, are able to connect in real time, and have various sized meetings. They put a lot of focus into office floorplan design as well as the psychological effects/benefits of doors, windows, and scenery.

What it doesn't do: Unfortunately, it doesn't yet have any of the feed/post capabilities that Yammer currently has. Fortunately, I've been assured (after many voice chats with them) they have these types of features in the pipeline. It won't be long until Sococo completely obliterates Yammer from this list. Did I mention I'd be an affiliate of theirs?

Project Management: TeamworkPM, Basecamp, Asana, Etc

What it does: You're probably already familiar with at least one of these. They've been around the block a few times, had some revisioning, and are all pretty well used in the small business/startup world. They all have the same goal – efficient management of projects.

Who uses it: NASA, adidas, PayPal, Dropbox, Pinterest, etc. A lot of well-known brands...

What it costs: Prices vary from free to up to thousands, though most small companies can get what they need at $200 tops and often at far lower than that.

Why I love it: There isn't ONE that I love. They all have different bells and whistles. They all claim the best efficiency. And I've used most of them. The things that you have to think about are:

1) Is any group on your team used to one of them already (If nobody has used anything before but your developers use TeamworkPM, maybe that's the best bet)?

2) What is the best option for your team's workflow (do you really need a Gantt chart?)?

3) Which pricing best suits your company's financial status (find out how much money your company has to throw around)?

What it doesn't have: This is a general list... They all have something. They all don't have something. Like I said before, look at the benefits and costs of each before deciding which to go with. But get one. Because you can only keep track of projects and tasks mentally for so long before it's time to start looking for another job!

WeekPlan (http://weekplan.net)

What it does: I discovered WeekPlan just this week. While I pride myself in my ability to find the most efficient processes possible, I can't do it for myself. It's like the professional organizer with a messy house... WeekPlan is based on Stephen R. Covey's bestselling book The 7 Habits of Highly Effective People, leveraging what's important vs. what's urgent.

Who uses it: Everybody. Like me, and you, and your mom.

What it costs: FREE to $7/mo+

Why I love it: It allows me to define areas of my life in which I then define goals based on if they're urgent or important. I then set aside time each day for urgent tasks and important tasks. No matter how much your boss wishes you were a robot, you're only one person. Your productivity is based on a lot of variables and a variety of studies will support that.

What it doesn't do: I'm not sure yet. It's still new to me but I like it. You can customize lists, add a "parking lot" for off the cuff ideas, and more. It seems to be really flexible so this is TBD.

Google Calendar (https://www.google.com/calendar/)

What it does: This is the simplest one on the list. We mostly use it for staff meetings and availability; which has been a Godsend.

What it costs: It's part of your Google account and FREE. Unless you have Google Apps, like us. But the pricing is still worth it given the ease of use it gives your enterprise.

Why I love it: It's simple. Google Calendar allows us to easily add appointments, availability, and invitations. The best part is that it can sync across multiple platforms, operating systems, browsers, mobile operating systems, and integrate with practically any web-app. Its flexibility and price (free!) make it one of the best tools available to groups.

What it doesn't do: I don't know. You can set reminders for anything. Like brushing your teeth. It's a calendar, so as long as you don't expect too much more than that, there isn't anything it can't do. Seriously, dude. It's a calendar.

How to recover from a mistake at work

Source:Robert Half
 

Everyone makes mistakes, and managers are no exception. Unfortunately, because of your status and responsibilities, your missteps may garner more attention and have more consequences than if a junior employee did something similar. It’s important to know how to recover from a mistake quickly and move on. Below are a few examples of managerial errors and some tips for making a comeback.

You’re a micromanager
A good boss knows the difference between managing and micromanaging. Employees want supervisors to trust them to make decisions and work independently. When you watch over your employees’ every move like a vulture, they feel as if you’re just waiting for them to slip up. Such an environment isn’t conducive to high morale or job satisfaction.
If your own boss has told you to stop micromanaging, what do you do next? It may be difficult, but the first step in recovering from this mistake and regaining workers’ trust is to acknowledge your shortcomings. Tell your direct reports you’ve been squandering their time and talents with your micromanagement and that things will be different from now on.
Follow through on your word. Give them decision-making power and, as the “Frozen” song advises, let it go. More important, ask them to hold you accountable in case you slip back into old habits.

You didn’t give good instructions
When employees don’t get enough direction or the right information, they can take a project down a different path than you expected. Nobody wants to start a project over from scratch because they were given vague or confusing guidelines. Misdirection can even make employees feel like they were set up for failure.
If you’re guilty of giving bad directions, you owe your team an apology. Express regret for not explaining the assignment better, and then make sure they’re clear on exactly what they need to do going forward. In the future, avoid situations like this by giving clear and detailed instructions, asking for questions and comments, and checking in periodically to make sure nobody is heading into the weeds.

You really stepped in it
The press loves writing about executive blunders. Whether it’s an unfortunate slip of the tongue, getting caught in a lie or losing millions of company dollars, a public mistake is embarrassing and gut wrenching — and you think you’ll never get over it. While some executives are fired or asked to resign over a misstep or poor judgment, most survive the fallout.
But how to recover from a mistake, especially when it damaged the company’s reputation (not to mention your own) and/or cost money to fix? For one, there’s no need to fall on the sword, although one in three managers surveyed for a Robert Half survey said they’ve accepted blame for something that wasn’t their fault.
However, if you were the one who erred, here’s how to get back on your feet and put the mistake behind you. It won’t be easy, but it is necessary.

1. Say you’re sorry. Apologize to your boss, shareholders, the board, people who work for you, the public — anyone who felt the repercussions of your mistake. Don’t dodge or get defensive. Accept full responsibility for your actions.

2. Fix the problem. Can you undo the damage or salvage the situation? If not, do whatever you can to mitigate the impact of your mistake. If you’ve made a bad hire, for example, take the onus for firing the person and recruiting a replacement.

3. Live and learn. The worst mistake is not the one you just made, but failing to learn from it. We are the sum of our experiences. Furthermore, don’t let this one get you down and make you afraid to take risks in the future.
No one wants to fumble on the job, but it happens. Use the incident as a growth opportunity for yourself, your team and your organization. Knowing how to recover from a mistake means the difference between regaining people’s trust and losing their respect — or even your job.

Surprising places to find tech opportunities

By Debra Auerbach



Workers possessing specialized technology skills continue to be in demand. In fact, according to a recent CareerBuilder survey, among companies recruiting college grads, 28 percent are targeting computer and information science majors, making it one of the most sought-after majors in 2014.
While one may assume most of these job opportunities exist in Silicon Valley, there’s no need for college students – or any job seeker with technology experience – to pack up and head west just yet. Opportunities to work in IT can be found across the country, and not just in the obvious places like Silicon Valley; Seattle; and Austin, Texas. What’s more, if job seekers just focus their search on tech companies, they’re limiting their options.
Given how large a role technology plays in the operation of businesses, companies of all types and sizes need technology workers. Whether it’s internal computer support specialists keeping a company’s IT infrastructure running, or computer programmers writing code and creating software programs, IT workers are a central part of many businesses – inside and outside of the technology field.
Here are three examples of metros with big technology needs, and some of the more traditional and nontraditional places where IT job opportunities can be found:
Atlanta
This southern city is becoming one of the hottest emerging technology hubs in the U.S., adding more than 8,000 tech jobs from 2010-2013, according to Economic Modeling Specialists data. It’s also gaining traction as an appealing place for tech startups. According to an article in USA Today, “access to Hartsfield-Jackson airport and the metro area’s low-cost living and working expenses have encouraged many young startups to try Atlanta.”
Another reason job seekers will find a variety of tech opportunities in the area is because of the many notable corporations that are based or have offices there. For example, CareerBuilder’s headquarters reside in Norcross, and the company is often looking for qualified candidates to fill tech positions, such as software engineers, data analysts, IT support technicians and project managers. Other companies in the Atlanta area hiring for technology jobs include Corus360, NCR, Clearleap, Orion Technology Services and PGi.
The proliferation of tech startups, along with the demand for tech workers at large corporations throughout the area, have helped make Atlanta a hot spot for technology opportunities.
Detroit
While Detroit is most often associated with the auto industry, it’s quickly becoming a tech hub. According to a report by Automation Alley, a technology business association and business accelerator based in Troy, Mich., tech industry employment in Metro Detroit was up 15 percent from the previous year’s study. In an article written about the study, The Oakland Press says, “No other analyzed region had a greater technology industry growth than Metro Detroit in this same period, surpassing Silicon Valley’s technology sector, which lost 10,000 in this time frame.” Technorati reports that companies are putting down roots and investing in the growth of IT here, with Quicken Loans building a technology center and Google establishing a tech hub to help startups connect with Silicon Valley.
And while the auto industry is still dominant, many jobs within this industry are technology related. For instance, Ford Motor Company has an Information Technology career path, and according to Ford, their IT team, “enables our manufacturing facilities to receive parts just-in-time, customers to check the status of their vehicles online, and empowers employees to facilitate the sale of millions of vehicles.”
Indianapolis
Indianapolis isn’t necessarily a city that’s known for its technology jobs, but soon it may be. According to data from EMSI, the metro has experienced 12 percent growth for IT occupations from 2010-2013, higher than the national average (7.5 percent), and it’s looking as though this hiring trend will continue. A recent Robert Half Technology survey found that 25 percent of Indianapolis-area chief information officers plan to expand their IT teams in the second half of 2014, up 11 points compared to projections from the previous six-month period (January – June 2014).
One specific industry in need of tech workers in the Indianapolis area is health care. While doctors, nurses and other medical professionals usually come to mind first, technology is an integral part of the medical field, and thus workers are needed to fill these roles. For instance, the Information Services division of hospital system Franciscan Alliance is based in the Indianapolis area, and they are continuously hiring for IT positions, such as information security technologist and systems engineer.

While some metros may be better known for technology opportunities than others, tech centers are popping across the U.S., and job seekers may not need to venture far from home to find a rewarding career in IT.

Surprising places to find tech opportunities

By Debra Auerbach

Workers possessing specialized technology skills continue to be in demand. In fact, according to a recent CareerBuilder survey, among companies recruiting college grads, 28 percent are targeting computer and information science majors, making it one of the most sought-after majors in 2014.
While one may assume most of these job opportunities exist in Silicon Valley, there’s no need for college students – or any job seeker with technology experience – to pack up and head west just yet. Opportunities to work in IT can be found across the country, and not just in the obvious places like Silicon Valley; Seattle; and Austin, Texas. What’s more, if job seekers just focus their search on tech companies, they’re limiting their options.
Given how large a role technology plays in the operation of businesses, companies of all types and sizes need technology workers. Whether it’s internal computer support specialists keeping a company’s IT infrastructure running, or computer programmers writing code and creating software programs, IT workers are a central part of many businesses – inside and outside of the technology field.
Here are three examples of metros with big technology needs, and some of the more traditional and nontraditional places where IT job opportunities can be found:
Atlanta
This southern city is becoming one of the hottest emerging technology hubs in the U.S., adding more than 8,000 tech jobs from 2010-2013, according to Economic Modeling Specialists data. It’s also gaining traction as an appealing place for tech startups. According to an article in USA Today, “access to Hartsfield-Jackson airport and the metro area’s low-cost living and working expenses have encouraged many young startups to try Atlanta.”
Another reason job seekers will find a variety of tech opportunities in the area is because of the many notable corporations that are based or have offices there. For example, CareerBuilder’s headquarters reside in Norcross, and the company is often looking for qualified candidates to fill tech positions, such as software engineers, data analysts, IT support technicians and project managers. Other companies in the Atlanta area hiring for technology jobs include Corus360, NCR, Clearleap, Orion Technology Services and PGi.
The proliferation of tech startups, along with the demand for tech workers at large corporations throughout the area, have helped make Atlanta a hot spot for technology opportunities.
Detroit
While Detroit is most often associated with the auto industry, it’s quickly becoming a tech hub. According to a report by Automation Alley, a technology business association and business accelerator based in Troy, Mich., tech industry employment in Metro Detroit was up 15 percent from the previous year’s study. In an article written about the study, The Oakland Press says, “No other analyzed region had a greater technology industry growth than Metro Detroit in this same period, surpassing Silicon Valley’s technology sector, which lost 10,000 in this time frame.” Technorati reports that companies are putting down roots and investing in the growth of IT here, with Quicken Loans building a technology center and Google establishing a tech hub to help startups connect with Silicon Valley.
And while the auto industry is still dominant, many jobs within this industry are technology related. For instance, Ford Motor Company has an Information Technology career path, and according to Ford, their IT team, “enables our manufacturing facilities to receive parts just-in-time, customers to check the status of their vehicles online, and empowers employees to facilitate the sale of millions of vehicles.”
Indianapolis
Indianapolis isn’t necessarily a city that’s known for its technology jobs, but soon it may be. According to data from EMSI, the metro has experienced 12 percent growth for IT occupations from 2010-2013, higher than the national average (7.5 percent), and it’s looking as though this hiring trend will continue. A recent Robert Half Technology survey found that 25 percent of Indianapolis-area chief information officers plan to expand their IT teams in the second half of 2014, up 11 points compared to projections from the previous six-month period (January – June 2014).
One specific industry in need of tech workers in the Indianapolis area is health care. While doctors, nurses and other medical professionals usually come to mind first, technology is an integral part of the medical field, and thus workers are needed to fill these roles. For instance, the Information Services division of hospital system Franciscan Alliance is based in the Indianapolis area, and they are continuously hiring for IT positions, such as information security technologist and systems engineer.
While some metros may be better known for technology opportunities than others, tech centers are popping across the U.S., and job seekers may not need to venture far from home to find a rewarding career in IT.

How One Man Earns Up To $1,000 A Week By Standing In Line

Sample sale? Concert tickets? He's got you covered.

By Business Insider


By Maggie Zhang

Good news: You may never have to wait in line for Shake Shake, Cronuts, or iPhones, ever again.
Robert Samuel, New York-based founder of Same Ole Line Dudes (SOLD Inc.), will wait for you.

Samuel is a "professional line sitter." He waits for anything, from sample sales to Saturday Night Live tickets. Samuel charges $25 for the first hour and $10 for each additional half hour. In one week, he can make up to $1,000.

Samuel got into this business two years ago, when he lost his job as an AT&T sales representative and needed a new way to make extra cash. When the iPhone 5 came out, he put an advertisement on Craiglist offering to wait in line for it for $100.

Hours before he purchased the iPhone, Samuel's original customer cancelled on him, but decided to pay him anyway. Samuel was ready to leave the line, but decided to resell his spot.

By 8 a.m. the next day, after 19 hours of waiting, Samuel had earned $325 from selling his spot, inviting his friends to come down and sell their spots, and selling milk crates for $5 a piece to people who were tired of standing.

Samuel found this venture so profitable that he put a name to it and started SOLD Inc. in December 2012. It's not his full time job - he also works as a concierge for a luxury building in Brooklyn - but it's been a venture that he's hoping to grow.

Samuel's friends have even chipped in to help. "[They] have turned into my employees, and they pretty much do a great job," says Samuel. When he gains a new customer, he now sends a mass text out to about a dozen friends to see who wants the job.

One dedicated friend-turned-employee waited in line for a whopping 43 hours for a Shark Tank audition in Denver, earning the company $800.

More high-paying gigs like that began to roll in when the Cronut craze started last summer in New York City. For $60, Samuel and his line waiters offer to pick up two of the delicious pastries and deliver them straight to their clients. From this service alone, SOLD Inc. can make upwards of $240 per week.

Surprisingly, not all of Samuel's clients are rich. "It's all everyday people," he says. "Sometimes I get a customer who can't get out of work on time to wait for a movie premiere, or somebody on the Upper East Side who really wants a new Xbox but doesn't want to stand in the cold for seven hours before it goes on sale. It's a whole medley."

Even if Samuel isn't hired to wait in line for a big event, he will still go, just to hand out business cards. "I'm very grassroots," he explains. "When there's a line that goes around the block, I go and work the line." When he approaches people, he asks them, "Are you hot, tired? Don't want to do this again? I'll do it for you."

Samuel believes there's no such thing as overpromotion. "You have to consider everybody as a potential customer," he says. "Even if they don't take the card, I'll tell them our name. They can't unhear it, so I'll be as vocal as possible. That's business for us in the long run."

Social media works wonders for him as well. "I always tell whoever is working an assignment to send us pictures of where you are," says Samuel. "We post them to reinforce people's trust in our company and brand, and we also send the photo to the customer to show what they avoided by hiring us." In addition, he writes the name of his company in chalk on New York sidewalks, especially in SoHo near the Cronut bakery, sample sale locations, the Apple store, and subway entrances.

In the past, most line waiters were hired off Craigslist or Task Rabbit. Samuel's company is different because he put a name to it. "It's not like Joe Smith, some random person you found on Craiglist, is standing in line for you," says Samuel. "We are the Same Ol Line Dudes - people hear and talk about us, and I'm grateful for that."

7 in 10 Employees Value Skills Training More than Degrees

Glassdoor Employment Confidence Survey (Q2 2014)

By Glassdoor



While 82% of college grads believe having a degree has helped them in their career, the value of an education remains an ongoing national debate. In fact, although most employees believe a degree is important, a majority of employees (72%) believe specialized training to acquire specific skills is more valuable than a degree in the workplace. This is according to Glassdoor's Q2 2014 Employment Confidence Survey¹, revealing how employees value their own education and higher education overall as it relates to their careers and the workplace.

Each quarter, the Glassdoor Employment Confidence Survey also monitors four key indicators of employment confidence: salary expectations, job security, the job market and company outlook.

How Employees Value Education

When it comes to what's most important to advance their career and earn a bigger paycheck, more than three in five (63%) employees report learning new skills or receiving special training, compared to those who report receiving a college or graduate degree (45%), transitioning careers or looking for a new job or company (38%), and networking with professionals (34%), among other options.

In addition, employers and hiring managers may be looking for something other than a specific degree as three in four (74%) employees believe their employers value work experience and related skills more than education when evaluating job candidates. Plus, half (48%) of employees with a college degree believe their specific degree is not very relevant to the job they do today, while four in five (80%) report that they have never been asked about their college GPA (grade point average) during a job interview. More than half (53%) of employees also believe a graduate degree is no longer necessary to be offered a high-paying job.

Despite this, employees acknowledge that higher education still adds value in the workplace, as more than half (56%) also believe if they had a higher level of education, they would be more successful in their career.



"The national conversation about the value of higher education and gainful employment is a topic alive within companies. While education is still valued as one piece of the puzzle for a successful career, we're seeing a shift in the workplace in which most employees feel gaining the latest skills relevant to their job and industry is more valuable to help advance their careers, and they're feeling it's what employers are truly seeking to really help move business forward," said Rusty Rueff, Glassdoor career and workplace expert. "For any employee looking to earn a bigger salary or move up the corporate ladder, they should do their research on how their industry is evolving, including identifying specific skill sets that are in demand. Going back to school may be one way to learn and improve, but there are also non-traditional ways, such as certificate programs, bootcamps, webinars, online non-degreed courses, conferences and more."

Pay Raise Expectations Drop

Down seven percentage points from last quarter, Glassdoor's Q2 2014 Employment Confidence Survey reveals 37% of employees expect to receive a pay raise or cost-of-living increase in the next 12 months. This is down from last quarter, when it was at its highest level in more than five years at 44%. More than two in five (43%) do not expect a pay raise, while one in five (20%) are unsure.



Job Market Confidence Remains High and Steady

Though employees are not as optimistic as last quarter about pay raises in the next 12 months, employees' confidence (including those self-employed) in the job market remains steady. More than two in five (44%) employees believe it is likely they could find a job matched to their experience and current compensation levels in the next six months, remaining unchanged since Q1 2014.However, among those unemployed but looking, 32% believe it is likely they could find a job in the next six months, up from 31% since the first quarter.



Check out more from our Q1 2014 Glassdoor Employment Confidence Survey, including our survey supplement which provides a detailed quarter-by-quarter breakdown of results.

¹ The Glassdoor Employment Confidence survey is conducted online by Harris Interactive on behalf of Glassdoor.

23 Daily Habits That Will Make You Smarter

How to be a genius, like this cat

By Business Insider

Getting smarter isn't something that happens overnight. Instead, you have to build your intelligence every day through intentional daily habits.

In a recent Quora thread, "What would you do to be a little smarter every single day?", readers shared their advice on good habits you can establish.

Here are some simple actions that could help you become a smarter person.

1. Come up with 10 ideas every day. Think about how to reduce poverty, how to solve a daily problem you have, interesting movie ideas, or anything. It doesn't matter what subject your ideas fall into, as long as you're working your brain and your idea muscles. Your list might even lead to a new startup idea or writing subject. -Claudia Azula Altucher

2. Read the newspaper. It will help you become more aware of the important things happening around the word. You'll learn to form your own opinions and connect the dots between seemingly unrelated things. You'll also have a lot more to talk about at parties or with friends. -Manas J Saloi

3. Play devil's advocate. Take something you recently learned and generate a unique opinion on it that wouldn't immediately come to mind. Try to support it with evidence, and be open to the idea that new evidence will change your opinion. Repeat this every day, and you'll become much better at thinking outside the box.

If you're feeling stuck, try reading and critically evaluating the editorial section of papers. They will help you understand how other people form arguments and express their opinions. -Peter DePaulo

4. Read a chapter in a fiction or non-fiction book. Aim to read a book a week. You can always find pockets of time to read, whether on your daily commute or while you're waiting in line. Goodreads is a great way to keep track of everything you read and to also find a community of other readers.

Fiction books are great for understanding characters and getting absorbed into another perspective, while non-fiction books are great for introducing you to new topics, from politics to psychology. -Claudia Azula Altucher

5. Instead of watching TV, watch educational videos. Sometimes, it's more fun to watch things about a subject you love than to read about it, and you can learn a lot from other people's experiences.

You can find fun, educational videos on Khan Academy or watch TED talks. You can also find good ones on Youtube's channel SmarterEveryDay. In videos, the information is often presented in a digestible, memorable way, so you can be assured they'll stick. -Hendrik Sleeckx

6. Subscribe to feeds of interesting information. Follow interesting voices on Facebook and Twitter, so you'll always learn something new when you look at your newsfeed or dashboard. For example, if you want to keep up with the latest news in science and technology, subscribe to the "I F***ing Love Science" page on Facebook. You can also follow email newsletters, such as Cal Newport's Study Hacks and Today I Found Out. -Saurabh Shah

7. Check in with your favorite knowledge sources. Every day, scroll through Quora, Stack Overflow, specialty blogs, or any other sources that satiate your hunger for knowledge. This is an extremely easy habit, because other users are curating the content for you, so all you have to do is follow the ones who write about topics interesting to you. Try using Pocket to save articles for later reading, and then try to get through them before going to sleep at night. -Manas J Saloi

8. Share what you learn with other people. If you find someone to debate and analyze ideas with, you can add to each other's knowledge and gain new perspectives. Also, when you can explain ideas to someone else, it means you've definitely mastered the concept. You can even share what you learn without directly talking to someone. Many people like to start blogs so they can engage others in online dialogue. -Mike Xie

9. Make two lists: a list of work-related skills you want to learn now and a list for things you want to achieve in the future. Google Docs is a convenient way to keep track of your lists. For both, decide what you want to learn, compile sources that will teach you these skills, and then work on them each day.

For example, if you work in a computer-science related field, your first list might suggest you learn something new in Python one day or that you try using MongoDB another day.

For your second list, you can think about long-term goals, such as whether you want to go into marketing or architecture. Write down the small steps you need to take to reach that goal, whether it's by reading the experts in those fields or taking classes at a local college. -Manas J Saloi

10. Make an "I Did" list. At the end of each day, write down what you completed. This will help you feel better about all the things you accomplished, especially if you're feeling discouraged. It will also help you reflect on how productive you were and how you can re-structure your to-do lists for the next day. -Claudia Azula Altucher

11. Write down what you learn. You can start a blog or use an app like Inkpad to help you keep track of everything you learn. Not only will this be a great way to keep a record of everything you're doing, but it's also a good source of motivation to keep you accountable. You will want to learn more if you know that at the end of the day you'll have to write about it. -Manas J Saloi

12. Stimulate your mind. Going on a daily run is a great way to get your brain flowing and to keep your mental health in shape. It's also a great way to think through difficult decisions or process new information. -Rick Bruno

13. Take online courses. Check out this list of the most popular online courses for professionals. Make sure you don't overload yourself; commit to one to two and truly focus on them. The syllabi will also keep you on track, so you know you will be doing something every day, whether it's listening to a lecture or working on an assignment. -Manas J Saloi

14. Talk to someone you find interesting. Even if they're strangers, don't be afraid to approach them. Ask about their interests and how they discovered them. Oftentimes, you learn the most from people you barely know. -Manas J Saloi

15. Hang out with people who are smarter than you. Spend as much time as you can with smart people. Every day, you should strive to have a coffee date or walk with someone who inspires you.

Always be humble and willing to learn. Ask as many questions as possible. If you are always around people who are more knowledgeable than you, you'll have no choice but to learn more. -Manas J Saloi

16. Follow your questions. If you see or hear about something cool, don't just let the moment pass. Follow up - pursue your curiosity and find the answer to your question. -Mike Xie

17. Use a word-of-the-day app. You will increase your vocabulary, which can help you in competitive tests like the SAT or GRE, or even just sound more eloquent in daily interactions.

You can also try to learn new vocabulary in a different language. Every day, try to add five to 10 more words to the foreign language you are trying to pursue. You can use LiveMocha, Basuu, or DuoLingo. -Manas J Saloi

18. Do something scary. "Getting out of our comfort zone always makes us wiser." Every day, push yourself a little further. Try public speaking by joining a ToastMasters class, lead a meeting by volunteering a proposal at work, or reach out to someone you really admire by sending a quick letter or email. -Claudia Azula Altucher

19. Explore new areas. If you can't travel every day, at least try to find something new within your hometown. You'll meet different people, learn new facts, and understand something new about the world. It's a lot more productive than staying at home and watching TV. -Manas J Saloi

20. Play "smart" games. Some games, like chess and Scrabble, expand your mind. Challenge yourself when you play them. For example, play Scrabble without a dictionary. You can also solve puzzles via games like Sudoku, 2048, and Doors. -Saurabh Shah

21. Set aside some time to do nothing. Oftentimes, sitting in silence can help you get inspiration and reflect on your day. -Claudia Azula Altucher

22. Adopt a productive hobby. If you have something you can work on every day, from knitting to fly fishing, you can actively learn more just from doing. For instance, you may try to play a new piece of music every day, read a physics textbook, write a few more pages in your novel, or learn a new computer skill. -Mayank Rajput

23. Apply what you learn. If you recently learned a new coding skill or how to play an instrument, make sure you are using that skill in your life as often as possible. Learning by doing is one of the most effective ways to become smarter. -Himanshu Pal

15 Things You Should Never Say In A Salary Negotiation

Never throw out the first number

By Business Insider



You secured the interview, brought your A game, and landed the job. Now comes the hard part: negotiating your salary.

"Salary negotiations are like any other type of negotiations - except the words you use can be extremely powerful, since there is a personal aspect to the discussion," says HR expert Steve Kane. "The negotiation is not over the worth and price of an inanimate object, but rather the value of you to some enterprise."

Here are 15 words and phrases that may hurt more than they'll help in a salary negotiation:

"I accept [the first offer]."

Remember: This is a negotiation, so be careful not to end it before it has even had a chance to start, says Ryan Kahn, a career coach, founder of The Hired Group, and author of "Hired! The Guide for the Recent Grad."

"I'm looking for X."

Never throw out the first number. "You want to leave room for discussion," says Lynn Taylor, author of "Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job."

Kahn agrees. "A good negotiation strategy is to let the employer offer the first number. That puts you in a position to see the number they are offering and gives you the opportunity to negotiate it up from there."

"That's all you're offering me?"

Never say this, or anything else that will offend the employer - even if you think the salary they're offering is laughable.

"No."

"In negotiations, you'll have to be willing to be flexible and provide counteroffers when the offer isn't in line with what you are seeking," says Kahn. By saying "no" you could be quickly closing the door on the offer at hand.

"I have other outstanding offers right now that are much more lucrative."

Even if it's true, you shouldn't use "that card" to pressure the employer, Taylor says. "Only discuss the offer at hand."

And if you don't have another offer on the table, you'll definitely want to avoid this tactic. "You could shoot yourself in the foot," Taylor says. "The hiring manager may ask you to elaborate and if you're bluffing, it'll be hard to save face."

"Bottom line"/"This is my final/last offer."

These phrases sounds like threats, and they typically close out the negotiation, says Kane. "If you say any of these things, and the demand is not met by the employer, the negotiation will be over and you'll have to be prepared to walk away."

"I know this may sound a little aggressive, but..."

If your rationale is based on fact, you should never have to preface your request with this type of disclaimer.

"I need..."

You should never say you need X amount more because of expenses or debt. "Don't bring in personal issues; this is about your merit and the job fit," says Taylor.

"I hate to have to ask for this, but..."

True, it might not be the easiest thing to ask for more money - but saying you "hate to have to do it" is a flat out lie. Plus, it's just a really terrible way to preface the negotiation.

"I think..."

Don't use "I think" or "maybe" or any other "uncertain words," says Jessica Miller-Merrell, editor of Blogging4Jobs.com and CEO of Xceptional HR. "Always speak confidently."

"The least I'd be willing to accept is X."

If you tell them the parameters of the lowest offer your willing to take, that could be what you'll get.

"Sorry"

Have confidence in yourself. "If you know your value and what you'll be bringing to the company, there will be no need to apologize for asking for more," Kahn says.

"Cheap"/"Lousy"

These words are demeaning or disrespectful to the employer, Kane explains. "The employer may decide they don't want you to work there after all because of the lack of respect you show them."

"But I'm worth so much more."

Of course you'll want to mention your value in a salary negotiation - but try to say it in a way that isn't so obnoxious. You never want to come off as arrogant.

"You might not think I'm worth this, but..."

Just don't.

"You want to be direct, polite, and concise in your negotiation to show that you are competent and a valued member of the team," Miller-Merrell concludes.

The 5 Points of Success

And how they intersect

By Jessica Hagy

The 10 Worst Questions to Ask During An Interview

“How important is attendance?”

By Glassdoor



By Heather Huhman

You're sitting in an interview, and the hiring manager is about to wrap everything up.

Just when you think you're free to leave, the hiring manager asks, "Do you have any questions for me?"

You're speechless.

In an effort to think on your feet, you blurt out, "How much does this position pay?" Immediately you realize this probably wasn't the best question to ask once you see the expression on the hiring manager's face.

There are two mistakes job seekers make during the interview process: They don't have questions prepared for the interviewer, and they ask the wrong questions.

As you prepare for your next job interview, here are 10 of the worst questions you should avoid asking a hiring manager:

1. "Can you tell me more about your company?"

Before any interview, the first thing you must do is research the company. If you ask this question, the hiring manager will think you didn't do your homework before the interview.

2. "How much vacation time would I receive?"

Never ask about additional perks or benefits during a job interview, especially not the first one. This question should only be asked if the the hiring manager brings up the discussion first.

3. "How quickly could I earn a raise?"

Again, this question is a big no-no. Questions regarding compensation should not be asked unless the hiring manager brings up the topic.

4. "Do you perform background checks?"

When you apply for a job, it should be a given that the employer will perform a background check. In fact, 69 percent of employers perform background checks on all job candidates.

5. "Who is your company's competition?"

If you've done your research prior to the interview, you shouldn't have to ask this question. Hiring managers expect you to have a good idea of how their company is positioned before you enter the interview.

6. "How important is attendance?"

Asking about attendance during an interview can send a red flag to the interviewer. You should automatically assume you should arrive to work on time and avoid taking off unnecessary vacation days.

7. "Can I work from home?"

If a company allows employees to work from home or telecommute part of the week, it's typically stated in the job description. There's no need for you to ask this question during a job interview.

8. "Do you have casual Fridays?"

Casual Fridays and other perks like company parties and entertainment are things you can learn about once you're hired. Save this question for your manager or coworkers once you're hired.

9. "What is your review process like?"

Although you might be genuinely concerned about your performance or how managers give feedback, avoid asking questions about the review process. This can make hiring managers worry about how well you'll perform on the job once hired.

10. "I don't have any questions for you."

Whatever you do during an interview, don't tell the interviewer you don't have any questions. Every hiring manager expects candidates to have at least one question to ask at the end of the interview.

Asking the wrong question during an interview can definitely cost you a job offer. By avoiding these questions and doing your research, you'll be better prepared with thoughtful questions to ask at the conclusion of a job interview.

4 Ways to Get Over Your Fear of Cold Calls

Follow this step-by-step guide to banish fear of cold calls 

By Rhona Bronson

One problem that both Millennials and Boomers frequently share is the need to widen their network. Millennials, being young in their careers, generally don't have much of a network, and Boomers may have too narrow a network – for instance one deep in one industry but not wide across industries. When in a job hunt, a network can make the difference between just being a nameless resume in a pile and having a shorter, more successful job search with real people personally invested in and pulling for your success. Here are some tips to consider when preparing your own networking plan.

Everyone seems to accept the value of networking, but most tend to approach it in a very traditional meeting manner. They attend mixers, networking events at local meeting halls, or events that attract mostly job seekers rather than hiring managers. They spend time, money and energy in shallow networking, missing the real value of developing a personal relationship – one that puts you in direct contact with people of influence who can add something - anything – to enrich your job search.

The best way to do this type of deeper networking is from your desk, computer and phone not by standing in a meeting hall. As the career center of a prestigious university told one young person I know – find the people who have the jobs you might want 10-15 years from now and start talking to those people.

There are several ways to find these type of influential people from LinkedIn to industry association lists, references from your own contacts, and even cold calling a desired job title of someone in a company of interest. Many job seekers are afraid to call total strangers, but as my young colleague found – people like being contacted, particularly if you're asking an honest question and not formally seeking a job on the call.

Related Article: How I asked a Recruiter what recruiters want in a candidate.

Still nervous about calling someone you don't know? Here are 4 reasons to initiate a cold networking call with a potential new contact:

1. Get a question answered. Generally people are flattered to be asked a question as a perceived expert. Introduce yourself, and state that the reason for your call is to gain some information about a career aspect of your desired profession. Sample questions might include "Do you feel I need extra certification to get started in this field?", "Can you let me know if you feel it's worthwhile to join a particular membership organization?", or "I'm wondering which local companies you think might be leaders in this field that I should consider in pursuing potential opportunities?" The question should be one you really want answered, and without keeping the person too long on the phone, it should lead to at least one or two followup questions that allow you to have a quick,meaningful conversation.

2. Gain feedback. This is similar to getting a question answered, but more personal. You might ask the person to review your resume and let you know what skills they think you might be lacking or need to strengthen. If they did have a job open, could they role play with you and give you honest feedback on what their reaction might be to your resume? Since there is not official job open, their feedback may be more honest, and if you're really lucky they may know of a job position soon to be opening up. Either way, they'll be giving you hints of key attributes hiring managers may be seeking and how to better position yourself in the tight job market.

3. Get Industry Insights or Background. This is great for people looking to enter new careers. For instance, I was considering going back into the field of Association Management during my last job hunt. I made sure to contact association executives in several fields to get their insight into the viability of the career change.

4. Put Yourself on the Radar Screen. Just by reaching out with humility and genuine interest to an influential stranger you'll differentiate yourself as someone bold and willing to take risks. You must start the conversation by introducing yourself and letting the person know why you chose them for the call, as well as asking if they have the time to spare. If all the answers are in your favor, you've met a friendly person who will now know your name. And if you're lucky, your new phone "mentor" of the moment, may have a networking suggestion that can lead you to your next hiring manager, or help you in a career/life decision.

Related article: Embracing hard choices as special opportunities to become distinctive.

Never just hang up. The first conversation should be short – likely no longer than 15 minutes. After that time, it's smart to thank them for taking time out of their busy day. You can then ask for more time at a later date when they can fit you in for a longer conversation, or thank them for their time and ask if they can recommend anyone else you should speak to about positive career suggestions. If you only get one new name, it's someone who can continue to help you widen your network with people who can make a real difference in your career hunt.

Important Note: These types of calls are NEVER to HR people. You're targeting people known as "subject matter experts" - people in your desired career, in a desired company, or with a future goal title who can help provide insight on what it takes to succeed in their chosen and your desired career path.

People generally like to help other people. Effective networking means finding the people who can help without it feeling like an imposition on their time. For most, networking has become an evening out hoping to meet someone and generally falls flat. For great networkers, however, effective networking is more likely to be done on the phone. Making a great phone call is a skill most Millennials lack and many Boomers forget to use to their advantage. So the next time you're tempted to attend a local networking event – don't necessarily decline, but before you accept, make at least one new phone call.