Social Media Strategy - Jim Adcocks Career Strategy - Career Pivot

Internet based life Strategy - Jim Adcock's Career Strategy - Career Pivot Internet based life Strategy â€" Jim's Story This is the first of a multi-part story of Jim Adcock. I have known Jim for a long time and now serve on the governing body of Launch Pad Job Club. Jim is an exemplary case of somebody who has figured out how to deal with his profession through a web based life technique. â€" â€" My name is Jim Adcock. I get by as a SharePoint Consultant, and I have any kind of effect as Vice President on the Launch Pad Job Club Board of Directors. In the course of the most recent three years I have been effectively utilizing blogging as a key piece of my vocation web based life methodology, and discovered it to have been a significant structure obstruct toward a fruitful and stable profession. In April of 2009, I got an opportunity to hear Jason Alba of JibberJobber.com popularity, talk about his thoughts regarding dealing with a vocation. While I had recently heard a portion of those thoughts from others, he set up it in a way that at long last broke through to me. The reason for a lifelong blog, as it was disclosed to me, is to make an arrangement of what you know, what you can do and how you can unravel your (latent capacity) business' issues. In my specific case, I blog about SharePoint and how I use it to take care of business issues for organizations. I expound on specific specialized issues, and how I tackled the issues. This gives a glance at how I approach tackling issues, both business and specialized, and sometimes flaunts how smart I am. As an arrangement of occupation exercises, it gives an approach to managers to approve my experience, particularly during those Inform me concerning when… questions. It gives a determination of code tests for managers to survey. It gives a stage to publicize myself, to fabricate some brand acknowledgment for a brand that is critical to me… that brand is ME! What's more, it works. For instance, I went to a meeting a couple of months prior, and the absolute first individual I saw as I was strolling in, an irregular outsider, came up to me and stated, Hello, you're the person with that blog! (It enables that I to have my image included noticeably at the highest point of the page format.) Managers have reached me subsequent to understanding posts, businesses that I couldn't imagine anything better than to work for sometime in the future, just to disclose to me that they preferred what I composed, or that the post tackled a difficult they were battling with. Tune in to the latest scene What's more, indeed, all that work paid off. Blogging assumed a significant job in landing my latest position, as I talk about in an ongoing post. Be that as it may, achievement like that doesn't simply occur all alone, and it doesn't occur without any forethought. Next time, I'm going to discuss a portion of the things I do to make that achievement occur. Look at the remainder of the arrangement: Online life Strategy â€" My Resume Online life Strategy â€" How I Make Blogging Work For Me Like what you simply read? Offer it with your companions utilizing the catches above. Like What You Read? Get Career Pivot Insights Look at the Repurpose Your Career Podcast Do You Need Help With ...

Culture Matters Dtr And Your New Hires First Year

Book Karin & David Today Culture Matters: DTR and Your New Hire’s First Year Think again to your first twelve months at your organization. I imagine you spent plenty of time thinking about the tradition and the way you slot in. Your new hires are doing that too. There’s a lot to consider before they will truly commit. How are you able to make a distinction? A younger manager approached us after our keynote in Chicago. Do you have a minute? I’m unsure precisely what I want to say… but that is what I’m processing about tradition after listening to you and your stories. I’ve been with my firm a yr… and I know what I value and what issues most, and I THINK I can make an influence on the culture. BUT I look around and I seem to be the only one who rolls the way you’re speaking aboutâ€" focusing on results AND relationships. Fostering true collaboration. Speaking the reality… It could be so much simpler to move to a different, more progressive, firm with a better culture like_________ (she inserted a number of possibilities here) where the values ar e extra aligned. I imply I COULD work to change the tradition HERE… I like these guys, okay… however CAN I CHANGE THE CULTURE AT LEAST FOR MY TEAM? AT WHAT COST? I mean when you concentrate on it, it’s a lot like a courting relationship. The complete time you were talking I kept considering. Exactly WHY am I staying? What can I GIVE? What will I RECEIVE? Is this the RIGHT firm for me? I heard all you had been saying about building aWinning Well culture, and trust and actual conversations… and I simply thought, ‘Yikes. I really have a decision to make right here. I actually have to DTR with my company (translation: for those of you who’ve been out of the relationship scene some time DTR= define the relationship)’. You guys get it right? You are in love. You are in love with one another and also you’re in love with what you need to do on the planet too. It’s not REALLY THAT DIFFERENT? I mean, is it? ALIGNMENT MATTERS. At in regards to the 12 months mark, you really w ant to determine… am I going to decide to this company? To be all in? Or should I start looking around a bit more, before I determine? And then it obtained actually real. Because after a while once you’ve invested 10 or plus years with a company it’s just too late to alter. I imply the connection won't be that nice, but…. you’ve received all these sunk years in… so people keep, but the commitment is sketchy. I see that throughout me. People staying at my company as a result of it’s the straightforward alternative, however their passion is gone. I don’t wish to find yourself like that. Here are few questions your new hires might be asking themselves in their first yr. How would your new hires reply these questions? How would you? See Also. Make Your New Hire’s Day: 7 Ways to Improve the New Hire Experience Photo Credit Daniel Horacio Agostini Karin Hurt, Founder of Let’s Grow Leaders, helps leaders all over the world achieve breakthrough outcomes, without dropping their soul. A former Verizon Wireless govt, she has over 20 years of expertise in sales, customer support, and HR. She was named on Inc's record of one hundred Great Leadership Speakers and American Management Association's 50 Leaders to Watch. She’s the writer of several books: Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates (Harper Collins Summer 2020), Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak. Post navigation Your email tackle won't be published. Required fields are marked * Comment Name * Email * Website This site makes use of Akismet to cut back spam. Learn how your comment data is processed. Join the Let's Grow Leaders neighborhood for free weekly management insights, instruments, and methods you should use immediately!

How You Can Celebrate Success at Work

How You Can Celebrate Success at Work How You Can Celebrate Success at Work Intentionally, you realize that you have to praise accomplishment at work and in your own life, as well. Festivity breeds more achievement and adds to the inborn delight you experience when you observe your achievements in the work environment. For instance, when a child figures out how to walk, everybody assembles around and applauds and roots for each progression the infant takes-in any event, when half of them bring about the infant thudding to the floor. Individuals commend the means and the babys drive to attempt once more. You anticipate a ton of disappointment simultaneously, yet that doesn't stop the festival of each accomplishment en route. In any case, some place along the line, individuals start to neglect to praise achievement. Or on the other hand perhaps they remember possibly they effectively decide not to commend achievement since it appears to be senseless or pointless, or the achievement isn't sufficiently large so they don't celebrate. Yet, much the same as with the infant figuring out how to walk, commending achievement makes the procedure simpler. Also, a hell of much progressively fun. These thoughts will assist you with commending accomplishment at work. Praise the Small Successes At the point when you land the $3 million agreement, obviously, you celebrate. Be that as it may, shouldn't something be said about the $300 one time client? What's more, shouldn't something be said about completing the week after week report early? You would prefer not to set up a gathering with inflatables and cake each time the week by week report goes out, or the client calls are replied inside two rings. The festival would before long become dreary, and individuals would abstain from prevailing so as to maintain a strategic distance from the humiliation. Or on the other hand, individuals would get invulnerable to the delight of festivity due to its consistency and sentiments of qualification. Be that as it may, you do need to praise some easily overlooked details. Much the same as the child who gets applauds and supports their initial not many advances yet not for each progression they ever take, you have to commend the primary victories. Along these lines, when you enlist another representative you praise the little achievements. The first occasion when they finish an exchange all alone? Point out their prosperity, Extraordinary employment. You did everything spot on. The principal introduction, the primary report, the main little achievement gets celebrated. Your voice of consolation tells the new worker that she's in good shape. Regularly, when you start a new position, you're not exactly sure what the desires are so praising little victories enables another worker to realize that she's on the correct way. Does the Accomplishment Have to Be Perfect for You to Celebrate? Is a child's initial step equivalent to Usain Bolt's stride when he runs the 100-meter run? Obviously not, yet you despite everything celebrate. Point out the great and right the terrible. Ensure that you don't attempt to constrain a criticism sandwich-where you're making up positive things to sandwich the negative input you have to give. Individuals see through that recipe and figure out how to disregard your acclaim in light of the fact that whenever they get acclaim, they know its an introduction to analysis. Yet, in case you're true in your commendation and with your accommodating negative input, this can bring about a representative who realizes what she has to know and makes changes when fundamental. Observing Group Success at Work In the business world, it's regularly a group that makes a fruitful result, regardless of whether only one individual's name is on the venture. Consider it-when you set up that extraordinary deals introduction that handled the huge customer, did you do everything without anyone else? Odds are, you didn't. You may have given the introduction, however who structured the item, accumulated the information, did the testing, built up the promoting plan, and reviewed the deal? It most likely wasn't you-it was an entire group of contributing representatives. While most achievements in the working environment are a gathering achievement, just the sales rep gets the commission for handling the new customer. That is reasonable in light of the fact that that is the manner by which the pay structure is set and everybody pursues that, yet that doesn't imply that the entire group shouldn't commend the achievement. Basically recognize that everybody in the group added to this achievement and that you need their proceeding with difficult work to make genuine progress quite a while glad client. Absolutely always remember that the individual who makes the introduction and gets the credit isn't frequently the individual who accomplished the work behind the introduction. Here and there, chiefs even take credit for work that their group did. This is discouraging and liable to bring about miserable workers. Acknowledge a job well done. How Do You Celebrate Success in the Workplace? While you realize you have to adulate victories, in some cases the how is subtle. While festivities need to mirror your organization culture and the degree and commitment of the achievement, these thoughts will help kick you off commending accomplishment at work. Utilize Verbal Praise: Sometimes trying to say Bless your heart. You worked superbly. is sufficient. Offering this acclaim in an open setting improves the festival and the workers sentiment of acknowledgment. Make your acclaim explicit and as convenient as could be expected under the circumstances. Saying, Great job with that client a week ago is decent, however what client would you say you are discussing? Rather, on the off chance that you can't state it right now, attempt to give subtleties, Do you recall that client who grumbled about the string include in the sheets? You worked superbly helping her and eventually getting her to make a buy and leave. That was great. Give Written Praise: A pleasant email to the individual can go far. A pleasant email to the entire gathering lauding that workers achievement can go significantly further. An email to a whole group that praises their prosperity is incredibly viable in impacting future worker conduct and contributions.Hold a Celebration Party or Event: For greater triumphs, a gathering is frequently suitable. You dont need to give free drinks and live diversion sort of gathering, yet a Hello everybody, incredible occupation on the year-end reports. I realize it was a long trudge, and we needed to work a ton of extra time to complete them precisely on schedule, yet we did it. In this way, on Friday, we're having a celebratory lunch. Much obliged for your difficult work. obviously, for too enormous accomplishments, an excessively huge gathering could likewise be an appropriate celebration. For littler accomplishments, that are as yet significant, give pizza and plate of mixed greens in the lunchroom. Give Employees a Bonus: Money talks and cash celebrates. Numerous organizations have year-end rewards that are reliant on generally organization achievement and individual achievement. Those are incredible, however here and there the rewards are so isolates from the genuine work that they don't appear to be a festival. Regularly, they become desires, which implies that they stop being a festival at all and become a piece of expected remuneration like each check. Consider giving littler rewards in the year for a major achievement. Once more, make a point to incorporate the entire group. Make sure to modify how you celebrate to your organization culture. On the off chance that you generally eat on Fridays, a celebratory lunch won't mean as much as it would in an organization that doesn't give customary food. A $50 reward for a basic food item clerk is a pleasant festival. The equivalent $50 to a ranking executive won't be as acknowledged. By and large, when you commend accomplishment at work, you urge your representatives to continue performing at a significant level. Indeed, right mix-ups and give negative criticism too, however commend the victories, and you'll get more achievement. - Suzanne Lucas is an independent author who went through 10 years in corporate HR, where she recruited, terminated, dealt with the numbers, and twofold checked with the legal advisors.

12 Killer Salary Negotiation Tips, a review of a Wharton professors new book, Getting More

12 Killer Salary Negotiation Tips, a review of a Wharton professors new book, Getting More 12 Killer Salary Negotiation Tips, a review of a Wharton professors new book, Getting More The Crown Business PR team sent me Stuart Diamonds latest book, Getting More.   I loved it.   Its one of the top three books Ive read this year.   Diamond is a highly sought-after negotiations professor at Wharton.   His book details a 12 step approach to negotiations. The author also recounts hundreds of personal and third-party anecdotes from over 30,000 students who have had success using the Getting More negotiations framework.   Diamond gets credit for infusing a new approach to negotiations, especially around standards-based negotiation and acknowledging how emotions play a role in negotiations.   Ive read several negotiations books over the years, and Getting More deserves a spot next to Fisher and Urys venerable negotiations classic, Getting to Yes. For those of you who are negotiating a job offer, keep Diamonds 12 negotiations tips in mind, which Ive summarized below. Set Your Goals Focus on your goals. Many negotiators focus on the wrong goals. Sometimes they try to get even or overemphasize a tactic which many not further their goals (e.g. build the relationship or shoot for win-win scenarios). Always focus on moves that get you closer to that goal. Its About Them To negotiate effectively, you need to know who you are negotiating with.   What are their perceptions (e.g. the picture in their head), needs, and how do they make commitments?   Who are the key influencers in the decision? Make Emotional Payments People are emotional, and emotional people cant listen. When they cant listen, they cant be persuaded. Use empathy, apologies, and valuing them to get back into a state where they can listen and be persuaded. Every Situation is Different Theres no one-size-fits-all negotiations approach. The key is to understand what they are thinking or feeling by asking Tell me more. By better understanding the picture in their heads, you can better persuade them. Incremental is Best Many poor negotiators ask for too much at once. That scares people who dont want to take too much risk. Make small steps instead. It builds trust. Trade Things You Value Unequally Nobody values things the same way. Trade off items that one party values but the other does not. For example, take on holiday work for more non-holiday vacation. Find Their Standards People rarely wish to be inconsistent with their personal or corporate values and policies.   Find out what those policies are and precedents where exceptions are made. Use those values, policies, and precedents to get what you want. Be Transparent and Constructive, Not Manipulative The other party will know when you are trying to deceive or manipulate them, and it will hurt your credibility. Be honest and straightforward. Be yourself. Always Communicate, State the Obvious, Frame the Vision Poor communication is the reason why many negotiations fail. Make the effort to state hidden/unclear assumptions and objectives. Find the Real Problem and Make It an Opportunity The obvious problem may not actually be the real problem. Youll have to probe and put yourself in their shoes to find out. Youll have to ask yourself why the other party is acting the way they are. Embrace Differences Minimizing differences whether its around countries, culture, or companies will help produce trust and better agreements. Prepare, Prepare, Prepare Preparation key. Decide on the right strategy and use the right negotiation tools.

The Apprentice UK - Week 2 - No Winners, One Loser

The Apprentice UK - Week 2 - No Winners, One Loser The Apprentice UK Week 2 No Winners, One Loser Image Source: BBCIN THE end, there were no winners at all, and just one loser, Natalie Hughes, who became the victim of Lord Sugar’s forefinger of doom after a gruelling boardroom post-mortem of The Apprentice UK  Week 2 task.Image Source: BBCBut everyone appears to be on borrowed time, after Lord Sugar poured scorn on both teams’ efforts to devise an advertising campaign for jeans made from Japanese denim.“I am not putting my name to either of these campaigns. Theyre both uselessâ€"totally, absolutely useless,” Lord Sugar told the visibly rattled candidates  who  hope to become his business partner. (adsbygoogle = window.adsbygoogle || []).push({}); Standout CharactersImage Source: BBCIT WAS  inevitable that Jessica Cunningham  (above) would be one of the closely watched characters in Week 2. The editing of the promos for the episode had played up her meltdown after arriving at a  photo shoot minus the jeans that her girls’ team were preparing the advertising campaign for .This, juxtaposed with clips of Lord Sugar decrying “loose cannons”, had led some to believe that her head would be on the chopping block by the end of Week 2. But it wasn’t to be…Natalie found herself marginalised throughout the task, and made the most of it by taking care of jobs such as hairdressing the models and cleaning up after the photo and video shoots.These skills were not what was required in the process, Karren Brady observed at one point. And indeed in the end, Lord Sugar, albeit “regretfully”, fired her for being “too quiet” on the task.Others to keep an eye on include  Karthik Nagesan, aka The Big K, who was cautioned about his loose cannon tendencies, after the  team members, verified by Lord Sugar’s associate  Claude Littner, accused him of disruptiveness throughout the task.Image Source: BBCFood entrepreneur Alana Spencer  (above)  too is on Lord Sugar’s radar, after her contribution to the task was questioned, and she became tongue-tied when ca lled to account in the boardroom.Image Source: BBCIrish art director Dillon St Paul  (above) did not escape Claude Littner’s eagle-eyed observations, after  spending an inordinate length of time in casting for the boys’ team’s promotional film. Lord Sugar offered a typically pointed assessment in the boardroom: “What comes across here is that youre a person of great detail and a perfectionist. The only thing is, you forget to look at your watch.”Lord Sugar’s wisdomIMAGE SOURCE: BBCLORD Sugar was in vintage form throughout Week 2 of The Apprentice UK, his increasingly biting  criticisms fired by his fury at neither team having done a campaign good enough to receive his backingâ€"an unprecedented occurrence on The Apprentice UK.Among his more memorable quotes from Week 2 were:• “You’re not very subtle. It’s like you’re trying to play a piano with boxing gloves on.” [to Karthik]• “You wait ages for a terrible bus shelter advert, and two come along at once.† [to both teams]• “Never mind ‘Mad Men’. This is more like ‘Demented Dimwits’.” [to both teams]• “Day After Yesterday? Meaning ‘Today’? Hmmm… Sounds like a James Bond movie to me.” [assessing the boys’ team brandname]• “You spent a lot of time in the casting. If we were making Ben-Hur perhaps you’d have had the time to do that.” [to Dillon]• “Trying to calm you down is like trying to baptise a cat!” [to Karthik] (adsbygoogle = window.adsbygoogle || []).push({}); Firing Natalie… The Right Call?Image Source: BBCON THE  weekly aftershow, The Apprentice: You’re Fired, host Rhod Gilbert, the guest panellists and the studio audience agreed that Natalie should not have been fired, as there were a number of passengers across both teams who had done much less than she  had.The only person who appeared unconcerned about the firing was Natalie herself, who revealed that she had never before watched The Apprentice, and revealed that she didn’t h ang around to wait for her fellow contestants afterwards as she had “forgotten all their names”.“It was my time to go,” she told Rhod. “Honestly, it was like, Im outta here!”Next WeekNOW  that the dust has settled on JeansGate, it’s time to look ahead to The Apprentice UK  Week 3, when the teams are tasked with manufacturing and selling their own range of sweets.But there was nothing sweet about the atmosphere between Week 2 team leader Mukai Noiri, JD O’Brien and Karthik  during their post boardroom car ride home. (Karthik’s quoting of  Rocky â€" “it’s not how hard you hit, it’s how hard you get hit, and still keep going” â€" went unappreciated, to say the least).So no predictions. Anything could happen. But what the clip does reveal is that whoever is on the losing side next week can expect more vintage Sugarisms: “Your best hope for two hundred and fifty grand is to buy a scratch card,” he fumed.As ever, AGENT  wishes it was next Thursday already!The Apprentice UK is broadcast Thursdays 9-10pm on BBC One, followed by The Apprentice: You’re Fired, hosted by Rhod Gilbert, on BBC Two, 10-10.30pm.