November 2006 You Get It Award goes to Heather Henricks!!!

November 2006 You Get It Award goes to… Heather Henricks!!! This month I got a number of submissions, some of which Im holding for future months, but I wanted to recognize Heather Henricks site this month. It is quite different than the past winners, and Ive been thinking about those differences for quite a while! But in going over Heathers site Im convinced that this is an excellent model for anyone to help them substantiate their personal brand. It should be noted that this is a site that (a) was not created from a simple template like what a blog platform would offer, and (b) she actually worked with a personal branding company (Brandego) to get this done. More on Brandego later. Lets check out some of the things I liked (in no particular order): Testimonials from coworkers hey, why put something like references available on request when you can plug in a concise quote from someone that supports how great I am? This is a nice touch, and the formatting is very classy. Choice of verbage increases her value way over what a resume could do Heather was recruited from PayScale (sounds prestigous), recruitment by Microsofts MSN Gaming Zone (not only an awesome company but an awesome division!), the keen ability to translate consumer research in a way that resonates with internal stakeholders (so shell care about me, as an internal stakeholder, if I hire her) this isnt stuff that doesnt belong in a resume, but there is so much, and it flows so well, that it is different. Pictures bring her down to earth and share her personality her with dog, her with bike, by the lake, etc. This is a cool, relaxed, adventurous person, and I can tell she has work-life balance (whatever that means :)) colors are warm and inviting, relaxing coming from a guy that doesnt know much about colors, thats all the color-analysis youll get from me navigation is very simple to follow if Im the hiring manager I see exactly what I want to see about, strengths, career highlights (that doesnt fit on a blog like it does here) you can see this in the little image on the top right of this post. Outside stuff, like the quote on the Volunteer page isnt specifically about her, but it resonates the altruistic nature of volunteering and you can see that she is involved in various organizations. It is nice to have quotes be about a purpose and not all about how great she is. Testimonial and images right in her resume thats cool and only looks good on the web (wouldnt look good on paper). I would really really like to see her blogging, but since she doesnt have one Im assuming that perhaps she is just too busy (hm.. so does this mean Im not too busy ??). A blog can really help her community and readers understand her breadth and depth, where her mind is at, etc. At the same time, she never has to worry about open-mouth-insert-foot like the rest of us bloggers. But she seems so cool that I could see her blogging and sharing more of her personal and professional life like Heather Hamilton over at Microsoft. Overall, what I see here is a professional site representing a professional person. No comment on whether she is employed or not (Im guessing she has a job, and is a very active networker), so Id say that this is an excellent example of creating a personal brand when she doesnt necessarily need it. Way to go Heather! You get the cyber-high-five as well as 6 months (that is up from 3 months) of free Premium features in JibberJobber! and dont forget that you are linked over on the left, under the You Get It! category November 2006 You Get It Award goes to… Heather Henricks!!! This month I got a number of submissions, some of which Im holding for future months, but I wanted to recognize Heather Henricks site this month. It is quite different than the past winners, and Ive been thinking about those differences for quite a while! But in going over Heathers site Im convinced that this is an excellent model for anyone to help them substantiate their personal brand. It should be noted that this is a site that (a) was not created from a simple template like what a blog platform would offer, and (b) she actually worked with a personal branding company (Brandego) to get this done. More on Brandego later. Lets check out some of the things I liked (in no particular order): Testimonials from coworkers hey, why put something like references available on request when you can plug in a concise quote from someone that supports how great I am? This is a nice touch, and the formatting is very classy. Choice of verbage increases her value way over what a resume could do Heather was recruited from PayScale (sounds prestigous), recruitment by Microsofts MSN Gaming Zone (not only an awesome company but an awesome division!), the keen ability to translate consumer research in a way that resonates with internal stakeholders (so shell care about me, as an internal stakeholder, if I hire her) this isnt stuff that doesnt belong in a resume, but there is so much, and it flows so well, that it is different. Pictures bring her down to earth and share her personality her with dog, her with bike, by the lake, etc. This is a cool, relaxed, adventurous person, and I can tell she has work-life balance (whatever that means :)) colors are warm and inviting, relaxing coming from a guy that doesnt know much about colors, thats all the color-analysis youll get from me navigation is very simple to follow if Im the hiring manager I see exactly what I want to see about, strengths, career highlights (that doesnt fit on a blog like it does here) you can see this in the little image on the top right of this post. Outside stuff, like the quote on the Volunteer page isnt specifically about her, but it resonates the altruistic nature of volunteering and you can see that she is involved in various organizations. It is nice to have quotes be about a purpose and not all about how great she is. Testimonial and images right in her resume thats cool and only looks good on the web (wouldnt look good on paper). I would really really like to see her blogging, but since she doesnt have one Im assuming that perhaps she is just too busy (hm.. so does this mean Im not too busy ??). A blog can really help her community and readers understand her breadth and depth, where her mind is at, etc. At the same time, she never has to worry about open-mouth-insert-foot like the rest of us bloggers. But she seems so cool that I could see her blogging and sharing more of her personal and professional life like Heather Hamilton over at Microsoft. Overall, what I see here is a professional site representing a professional person. No comment on whether she is employed or not (Im guessing she has a job, and is a very active networker), so Id say that this is an excellent example of creating a personal brand when she doesnt necessarily need it. Way to go Heather! You get the cyber-high-five as well as 6 months (that is up from 3 months) of free Premium features in JibberJobber! and dont forget that you are linked over on the left, under the You Get It! category November 2006 You Get It Award goes to… Heather Henricks!!! This month I got a number of submissions, some of which Im holding for future months, but I wanted to recognize Heather Henricks site this month. It is quite different than the past winners, and Ive been thinking about those differences for quite a while! But in going over Heathers site Im convinced that this is an excellent model for anyone to help them substantiate their personal brand. It should be noted that this is a site that (a) was not created from a simple template like what a blog platform would offer, and (b) she actually worked with a personal branding company (Brandego) to get this done. More on Brandego later. Lets check out some of the things I liked (in no particular order): Testimonials from coworkers hey, why put something like references available on request when you can plug in a concise quote from someone that supports how great I am? This is a nice touch, and the formatting is very classy. Choice of verbage increases her value way over what a resume could do Heather was recruited from PayScale (sounds prestigous), recruitment by Microsofts MSN Gaming Zone (not only an awesome company but an awesome division!), the keen ability to translate consumer research in a way that resonates with internal stakeholders (so shell care about me, as an internal stakeholder, if I hire her) this isnt stuff that doesnt belong in a resume, but there is so much, and it flows so well, that it is different. Pictures bring her down to earth and share her personality her with dog, her with bike, by the lake, etc. This is a cool, relaxed, adventurous person, and I can tell she has work-life balance (whatever that means :)) colors are warm and inviting, relaxing coming from a guy that doesnt know much about colors, thats all the color-analysis youll get from me navigation is very simple to follow if Im the hiring manager I see exactly what I want to see about, strengths, career highlights (that doesnt fit on a blog like it does here) you can see this in the little image on the top right of this post. Outside stuff, like the quote on the Volunteer page isnt specifically about her, but it resonates the altruistic nature of volunteering and you can see that she is involved in various organizations. It is nice to have quotes be about a purpose and not all about how great she is. Testimonial and images right in her resume thats cool and only looks good on the web (wouldnt look good on paper). I would really really like to see her blogging, but since she doesnt have one Im assuming that perhaps she is just too busy (hm.. so does this mean Im not too busy ??). A blog can really help her community and readers understand her breadth and depth, where her mind is at, etc. At the same time, she never has to worry about open-mouth-insert-foot like the rest of us bloggers. But she seems so cool that I could see her blogging and sharing more of her personal and professional life like Heather Hamilton over at Microsoft. Overall, what I see here is a professional site representing a professional person. No comment on whether she is employed or not (Im guessing she has a job, and is a very active networker), so Id say that this is an excellent example of creating a personal brand when she doesnt necessarily need it. Way to go Heather! You get the cyber-high-five as well as 6 months (that is up from 3 months) of free Premium features in JibberJobber! and dont forget that you are linked over on the left, under the You Get It! category

Tips For Using Computer Science Resume Templates

Tips For Using Computer Science Resume TemplatesA computer science resume is the main basis for a computer science job application. Since people in different fields have different skill sets, there is no better way to convince the prospective employer of your skill than presenting a proper resume with specific information on the job you are seeking. But with the large number of these computer science resumes that are available in the market, it becomes quite hard to get a decent one.This is the reason that it is important for you to know how to get the correct resume. There are numerous websites that offer free computer science resume templates that you can use. While they can be helpful, this may not be the best solution for those who would rather save money by purchasing professional resumes.One of the main reasons why you should buy a computer science resume template is because you would be able to customize it according to your preference. You can decide the information you want to include and the format in which you want to present it. Another advantage of using these templates is that they make it easier for you to create a unique resume.For one, these templates to help you narrow down your field of interest by checking if it falls within the current industry. These can also be used to determine what areas that are left for you to explore so that you can be specific in your job search. After choosing the specific fields that you want to focus on, the computer science resume template can help you write a resume that will fit your specific interests.An example of how the computer science resume works is based on the education and experiences that you had in previous jobs. This is a great technique to get a better grasp of what computer science requires in order to succeed in the current industry. Many people may not think that a job in a particular field requires specific skills, but when you take into consideration that a job in computer science requires e xperience and education, it will be easy for you to determine if you have that experience or not.The experience that you have in previous jobs will be the most important area that you include. This is because you will need this information if you are applying for a job that you did not have prior to the current position. And since most computer programs require learning from the beginning, you need to emphasize all of your experience in this field in order to gain attention.In order to prepare a clean and organized entry level computer science resume, you can put together a research paper by using certain software. You can create a computer program that will enable you to categorize and highlight your work experience and job experience in a specific industry. This will help you know if you have had enough experiences in a particular field to be considered as an expert.In order to be prepared for the requirements of your current job, a computer science entry level resume should focus on the most common subjects you will have to work with. Since these are the areas you should concentrate on, there is no need to go overboard and include too much information. Remember that you are only targeting a few potential employers so they do not need to know everything about you.

Choose thine resume fonts wisely. Career Coach JobJenny

Choose thine resume fonts wisely. Career Coach JobJenny When you send a resume over to an HR person or hiring manager, it's always best that your resume is crafted using one or more fonts that the reviewer has installed on his or her computer.If they don't have that same font? Don't freak, necessarily. Because the reviewer's computer will likely have an alternate font and they'll still be able to review the resume.But will it look good? Will the formatting go all to hell?Maybe, yep.So you really should consider using one of the most commonly installed fonts.Here are the top 10 Word fonts, according to www.codestyle.org. TahomaMicrosoft Sans SerifArial (this one is overused, in my opinion)Courier NewTimes New Roman (also overused, says me)VerdanaTebuchet MSGeorgiaLucida ConsoleComis Sans (use this on your resume and you deserve to be slapped)And here are a handful of LEAST commonly installed fonts. Stay away from these:TextileGadgetTerminalFuturaApple ChanceryChoose wisely. An obscure font may look all unique and jazzy on your computer, bu t translate into a full-on mess on theirs.That is all.

Library Assistant Job Description Sample - Algrim.co

Library Assistant Job Description Sample - Algrim.co Library Assistant Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources 5+ Best Library Assistant Interview Questions Answers

Resume Writing Services in Kansas City, MO

Resume Writing Services in Kansas City, MOIf you're looking for a resume writer in Kansas City, MO who can provide you with the job that you've been looking for, then look no further. The right resume writing services in Kansas City, MO can help you with that.With the job market today it's never been harder to find a job. There are more people looking for jobs than there are available jobs. That's why it's important to make sure that you present yourself in the best light possible. This means that you need to make sure that your resume and cover letter are flawless.A quality resume is extremely important. It needs to show the employer that you have what it takes to do the job. You may not be aware of this, but even though you may have worked hard for years, there are companies out there that don't care about all of that.If you don't know any of the company's employees, or if you aren't familiar with the things that they do, you could be wasting time. If you just leave out any mention of the company or anything about the job duties that you can do. These are all mistakes that can be avoided when you hire a professional resume writing service.The first thing that you want to look for in your resume and cover letter are contact information. When you go through any kind of job search, you'll want to make sure that you provide as much contact information as possible. If you are unsure about whether or not you have any leads or contacts, it would be best if you checked with a professional resume writing service, who should be able to give you that contact information and a bit more.One other thing that you want to include in your resume and cover letter is the type of employment that you have. Whether you've been at a certain job for five years or you've only been there for a few months, your resume should have the information that you need. This could include your experience and education. It's also a good idea to include that you have some certifications in the fie ld that you're looking for.The cover letter should also be impressive. This is not something that you should spend a lot of time on because it will be written for you by your resume. Don't put too much emphasis on this part of your resume and cover letter.A resume writing service in Kansas City, MO can help you get the information that you need. They will be able to help you with your letters and your resume. This will be your ticket to getting the job that you have been looking for.

Costly Mistakes Recruiters Make When Hiring Construction Managers CareerMetis.com

Costly Mistakes Recruiters Make When Hiring Construction Managers Recruiting in the construction field behooves a samurai-level mental equilibrium, for the plainly frustrating reason that you won’t find many qualified candidates. The 2008-09 financial crisis wiped out 2 million workers of the construction workforce. Ever since then, the lost talent pool hasn’t been recovered.Organizations hiring construction project managersâ€"those who have hard-won business acumen and profession-related skillsâ€"fight hard with competitors also on the lookout for mid-senior to senior-level talent.evalWith an aging professional base, retirements outpace hiring replacements, which has worried firms in regard to meeting emerging market demands.Adjusting to the vagaries of the post-recession hiring scenario has historically haunted decision-makers, but there’s more to it than meets the eye.Getting noticed by the right candidate, creating an interviewing experience that intersects between their desires and job needs, and looking after their first few weeks post- selection are all matters often dealt with heavy-handedly.It helps to ask: Are we approaching candidates through an accessible hiring process? Or are there too many corners being cut in hopes of the ideal person landing at your doorstep?It helps to check whether you’re making these costly errorsâ€"to rethink how you’re hiring.Top Mistakes at the Pre-Hiring Stage 1) Not outlining screening criteria: evalAlmost every employer outlines job responsibilities across experience levels, but rarely is a clear selection process followed to funnel through the right candidates. Each position demands the right combination of skills.A senior construction project manager will have cross-functional expertise of legal, financial, and project-based risks, this means that they must be tested for these competencies through a hiring process that verifies more than what their resumes reveal.evalA construction manager’s fee is 10 to 15 percent of the construction cost.Depending on the nature and sco pe of your projects, you can expect to drown thousands of dollars if a less-than employable person fills the shoes of an otherwise experienced construction project manager.One Hiring Tip You Can Apply Now:Design a customized hiring process for junior, mid-senior, and senior construction project managers. A good way is to administer an online simulated test representing your client’s project scenario with checkpoints testing necessary competencies.Another way is to send out job notifications to different online construction niche groups/forums instead of posting a generic job ad on traditional job platforms.2) Not targeting well to reach top talentevalQuoting a 2018 survey by the AssociatedGeneral Contractors of America, 80% of U.S. construction firms are challenged to hire craft workers.An accompanying disadvantage of the skill shortage problem is that many construction firms don’t articulate what they’re looking for. To know that, a thorough review of ongoing and pipeline pro jects is essential.When employers play with too many unknowns of a particular role, they can easily end up with the wrong person.One Hiring Tip You Can Apply Now:Onboard a third-party construction staffing firm skilled in developing project management systems to assess your company’s current project organization. They will then benchmark your in-house talent’s ability to execute projects effectively.Moving forward with a skill gap rectification plan will tell you who can fill in for the desired vacancy vis-a-vis hiring new employees.Additionally, construction company representatives need to show up in more venues than owned sources of finding talentâ€"job fairs, exhibitions, industry conferences, campus recruitments, advertisements on niche forums cast a wide enough net to procure relevant talent.3) Not financing for the desired resource: Shrinking training budgets disable the progression of junior project managers to senior positions since it hinders the requisite skill transfe r between roles.Additionally, companies can wrongly perceive fair compensation for senior talent, under-estimate hiring budgets, because of which they may receive less relevant applications. Taking an inventory of your projects’ budgets, you’re better positioned to budget salaries at market rates.Bench-marking between $50,000 for junior hires and $100,000 for mid-senior to senior hires should take place as soon as you’re clear about your project budgets.evalSkipping this step costs businesses six to nine months of an employee’s salary to induct a trained replacement given that the construction industry has one of the highest turnover rates.One Hiring Tip You Can Apply Now:Offer talented applicants the promise of a comprehensive benefits plan with paid time off and yearly bonuses. Several construction firms discard the value of a good compensation package, detracting talent.4) Not aligning the job profile with client expectations: Typically, employers emphasize hard skills ov er soft skills. A job profile shouldn’t merely contain a templated catalog of routine CM tasks. It needs to provoke applicants to visualize what the job would be like within the purview of your clients.Unfortunately, many employers fall for the shortsighted appeal of an impressive interview. This denies them a complete picture of how the applicant will weather the risk-laden challenges involved in working with clients of certain niches.A hospital construction project would demand a certain blend of technical knowledge and design sensitivity that covers a ground different from an aviation construction project.evalMis-aligning or poorly aligning job profiles is also a patchwork of poor competency planning. Firms, as suggested before, need to plan in advance of the hiring season who and what they need in terms of strategic and execution acumen.Firms hire both general contractors and construction managers for a variety of such reasons, having a clear understanding of both these profil eswill optimize your hiring.One Hiring Tip You Can Apply Now:Ask for a resource planning session with your hiring team three months prior to a potential vacancy. Layout concrete parameters mapped to project outcomes.5) Not automating the recruitment process: evalThe recruitment cycle has tasks when performed manually can waste productive hours. Building the right mix of automated and human-driven review of applications can generate invaluable results.One Hiring Tip You Can Apply Now:Work to erase error redirects in online applications to avoid candidates abandoning them. While automation eases the human effort and time, you must appoint someone to overlook automated parts of the hiring process to reduce lag times. Top Mistakes at the Hiring-In-Progress Stage 1) Not checking for past construction site experience: Unfocused interviews cheat firms of qualified candidates. Nowadays, interviewees spot blindspots enabled by employers and leverage their candidature through glib talk and pu tting up appearances inconsistent with who they turn out to be once hired. This is an avoidable hiring gaffe if recruiters focus the conversation on questions like “So help me think of a strategy you would use if a change order comes in over budget?”. Posing scenarios will tell you how prepared your candidate is without letting them exploit unasked crucial aspects of job fitment.One Hiring Tip You Can Apply Now:Create important indispensable job scenarios based on projects and plan the best ways to elicit responses from candidates.2) Not clarifying project expectations: Every candidate comes bearing an irreplaceable wealth of skills and experiences; however, they may not necessarily understand the performance parameters of your projects. Discussing too little or none of the expectations defined by clients will risk a knowledge gap endangering project schedules and budgets.One Hiring Tip You Can Apply Now:Make your job posts ridiculously detailed. Alongside writing responsibiliti es, mention how they affect client bottom lines. Reflect your job site’s personality and energy to invite the attention of the right talent.3) Not looking for leadership and team-building skills: Construction project managers direct multi-functional teams on-site and off-site.The entire purpose of employing them is to coordinate activities occurring across teams. They are the single point of contact for organizing efforts and hitting targets. This places the virtues of leadership and teamwork at the center of their professional livelihood.When hiring executives overlook a candidate’s demeanor in a bid to hire the most skilled one, they risk poor leadership on the floor affecting project bottom lines.One Hiring Tip You Can Apply Now:Design an online personality questionnaire with core leadership traits represented as project scenario-led multiple-choice questions. This will create a more effective funnel of candidates other than leaving it to chance.4) Not getting enough backgrou nd-check references: Goes without saying but often under-implemented. When employers ignore this step, they assume a candidate’s credibility beyond the bounds of reason and fairness.As implied before, basing decisions on impressive career documents and interview performance will sew bias in your perspective of the job site demands and organizational growth.One Hiring Tip You Can Apply Now:Contact references, or ask for a minimum of two references from the candidate’s last two jobs,within 24 hours of the interview. One reference could be who they directly reported to and the other could be a peer or subordinate.Ask probing behavioral questions without seeming interrogative yet firm on the mindset you’re looking for in the person.Top Mistakes at the Post-Hiring Stage 1) Not gathering candidate feedback:Once interviewed, within a week, candidates must be asked about their experience interviewing with you. A lot of well-meaning insights are compromised when you let authentic firs t-hand ideas leave your hiring improvement process.Was your interview location physically accessible? Was your conversation closely resembling what you articulated in the job ad? Were you clear about your role expectations in a way that helped the candidate position themselves well?Questions that seek to draw the curtains of your hiring practices will help determine gaps that should follow course correction.One Hiring Tip You Can Apply Now:Send out a feedback questionnaire within a day of interviewing a candidate. Build interview sections in consultation with appropriate parties to gather a wide range of insights.2) Not following up for missed interviewing opportunities: As in many interviews, employers skip questions of crucial relevance, for instance, ascertaining if a candidate has obtained the latest safety training certification to conduct safety drills for jobsite workers as many construction firms treat their employees as disposable. When in doubt, employers should follow up not too long after the interview before making a decision.One Hiring Tip You Can Apply Now:Create three buckets of questions labeled most-related, somewhat-related, and remotely related questions. Building these lists over time will keep you covered for past, present, and upcoming project scenarios.3) Not closing the hiring process on time: While productive procrastination may be sound in some cases, delayed response times do good for nobody. Hiring project managers is overwhelming, more so for the candidate as they’re prolonged on the next steps.Delayed hiring is detrimental to construction schedules and has inscrutable effects on the firm’s reputation.One Hiring Tip You Can Apply Now:Set a time-tracking feature to your hiring tasks at every funnel stage. Onboard a staffing agency or construction recruitment consultant to level up on the recruitment efforts.4) Not seeing through candidate’s settling-in process: Construction project managers move fast. They’re torn apart bet ween competing priorities and if not looked after in the first couple of weeks, can show signs of job burnout. It’s crucial that the hiring manager touch base periodically to assess job engagement and productivity.One Hiring Tip You Can Apply Now:Reflect company values in your job ads and branded content. Ace employers invest time and money in running employer branding campaigns targeted to various construction project managers, to give a sense of their employee work culture and their commitment to helping them excel in their careers.Every one of these recruiters oversights sooner or later snowball into a construction employer’s worst nightmares. We hope you make you are hiring a tad more accessible and fruitful while you’re armed with these insights.We’d love to hear about more recruiter blunders that either stop or stumble the right talent from reaching them.

PARADE Update One (Penguin) Step at a Time

PARADE Update One (Penguin) Step at a Time PARADE Update: One (Penguin) Step at a Time PARADE Update: One (Penguin) Step at a Time June 8, 2010 by Career Coach Sherri Thomas Leave a Comment PARADE Update: One (Penguin) Step at a Time When a career change overwhelms you take penguin steps In our session today, Meaghan shared that she was feeling overwhelmed. Trying to juggle a career change with managing a family, home and life was taking its toll on her sanity. This is common among career changers (which is why I think so many professionals stay in jobs that are unfulfilling and unmotivating.) Reinventing your career is a step-by-step process that takes persistence, endurance and a lot of patience. If youre feeling overwhelmed, my advice is to step back, breathe and take penguin steps. In the movie March of the Penguins the penguins took tiny baby steps as they shuffled across the frozen ground of Antarctica. Their steps are tiny but with their focus and commitment they successfully reach their final destination over 100 miles away. Changing careers is also a journey. Sometimes you can run, sometimes you can walk, and sometimes (like when youre feeling overwhelmed) the only way you move forward is by shuffling along and taking penguin steps. Meaghan is in a similar situation. She has successfully assessed all of her experience, strengths and successes, and has determined the type of work she wants to be doing in her next career move. Now, she is assessing the job market to determine the industry that most excites her. However, she shared with me that didnt get very far with last weeks assignment of checking company websites, on-line job postings, business periodicals and industry magazines to find those industries and companies shed most like to work in â€" because she was feeling overwhelmed. My recommendation was to break down the assignment into smaller bite-sized chunks (think penguin steps.) So we took out a piece of paper and scribbled out four columns which we titled: industry, company, job role and personal contact. Through a few coaching questions, Meaghan tackled the 1st column which was industry. She was able to quickly define two distinct industries that really excited her â€" education and food sustainability. This was a great start! She was breaking through mental roadblocks and seeing two different industries where she knew she could thrive! Next, she quickly identified a couple of companies within each of those industries that shed like to explore career opportunities. Then, we discussed job roles that she would be qualified for within each of those companies and industries. Also, she thought of a few contacts in her personal network that could potentially provide support. By breaking up the step into smaller tasks, Meaghan was able to break through the clutter and roadblocks in her mind, and move forward in identifying possibilities to a career that would motivate and inspire her! Thinking back on my own personal career, I made several job changes and I remember feeling overwhelmed just like Meaghan. Mostly, it was due to fear. Fear of change, fear of failure, fear of the unknown. But what pulled me through was knowing that if other professionals could be happy in their career, then I could do, too! By looking at a career change as a process and then breaking up the process into smaller-sized tasks, it allowed me to take bold steps towards a new career even if some of them were only penguin steps! Meaghans Assignment this Week In my book, Career Smart â€" 5 Steps to a Powerful Personal Brand, one of my strategies for transitioning into a meaningful and purposeful career is to define the industry and job role of where you want to be. This becomes part of your career blueprint (i.e. North Star) in helping you transition into an inspiring career. Meaghans assignment this week is to research a variety of industries and companies, and then complete her spreadsheet with a list of those that would excite her, as well as the job role for each industry and company listed that defines how she could potentially bring value to the organization. By assessing the current job market and identifying job roles that are right for her, Meaghan is getting one step closer to identifying a more meaningful and purposeful career.

Tough (Question) Tuesday Why Do You Care About Your Field

Tough (Question) Tuesday Why Do You Care About Your Field I’ve decided to take all the questions that I posed (and made participants answer then there!) in my  Etsy Success Symposium workshop,  Ascertaining Your Awesomeness Articulating It Without Sounding Like an Ass. From these 6 questions, the participants were able to craft their awesome articulation/elevator pitch/magnificent manifesto to say in response to  The Dreaded Question, post on their shop/blog/Twitter profile/website, and use as a basic blueprint for their business. This is the fifth question outta eight (but the last two are sum-ups!), and you can find the other ones  here ,  here,  here here.  Join us every Tuesday in answering the question right here ’til we put your awesome articulation/elevator pitch/magnificent manifesto on April 5th! LoveALot Bear by dainlarson Now, this isn’t “Why do you care about making jewelry personally?”, but “Why do you care about jewelry?” What’s important about it? Just a quick note that todays the day of my SXSW presentation! While Ill be approving your comments, itll probably take me a day or two to respond. Comment away, though Ill be so happy to see what you guys write throughout my scary/exciting day!