Study Cold weather lovers earn more than beachgoers

Study Cold weather lovers earn more than beachgoersStudy Cold weather lovers earn more than beachgoersThe results are finally in Cold weather people are the true winners in the competition of life. Well, at least monetarily speaking.A survey of 2,000 people found that vacationers who prefer cold climates make around $4,000 more on average than beachgoers. The salary gap alone could fund several trips to the slopes, which is good because cold weather vacationers (unsurprisingly) like to ski and snowboard.The survey, which was commissioned by online travel agency Vayama and conducted by OnePoll, discovered other interesting tidbits about warm-weather versus cold-weather vacationers. Who likes to be the big spoon? And which pets do each prefer? Check out the personality profiles below to find out.Cold-weather vacationersBased on highlights from the survey, cold-weather vacationers sound a lot like the brooding hipsters in our lives whom we love, but whose homes have retro record players and smell a little too much like kitty litter. Shy and quiet introverts who prefer cats to dogs, theyre inclined to listen to jazz, heavy metal, classical and folk music.They see trips as an escape from boredom (and likely the existential dread of everyday life), though they would rather stay indoors than go out in the sun. Basically, cold-weather vacationers are all Edward Cullens - but onto Team Jacob.Warm-weather vacationersThough warm-weather vacationers make a little less dough, they sound like awesome people to be around. Theyre confident and outgoing, and they like to be the big spoon when cuddling (which is good for all the little spoons out there). Youll catch them at the beach or by the pool, but theyre also fond of museum visits. They prefer dogs and country, pop, hip-hop, and RB music, and they use vacations as family time.So chin-up, warm-weather vacationers Youre obviously the life of the party, even if youre not the one paying for it.No matter your preferred climate , its important to remember to treat yourself and get away from work and stress every once in a while. So hey, maybe its time to plan your next vacation Or at least time to scroll through your favorite Instagram travel accounts for inspiration.

Customize this Outstanding High School Teacher Resume Sample

Customize this Outstanding High School Teacher Resume SampleCustomize this Outstanding High School Teacher Resume SampleCreate Resume Professional Goal Look for new challenges in the practice of physics and related syllabus at high school education level.Educational BackgroundFree State University, Boston acquired Masters Degree in secondary education in the year of 1990, physics as the major subject.New York State University, New York acquired Bachelor Degree in Physical Mathematics in the year of 1987.Successful candidate of the Certificate Course of Secondary Education, Boston.Professional Background 1998 to present date Free State Educational Chairman, Physics Department In this distributions-mix my responsibilities were such as followsWith the due responsibilities as physics instructor, provided the necessary direction to the Physics Evaluation Commission for taking the affiliation by the National Association of Schools and Colleges.Researched and presented the evaluate reports to affiliation board. The reports include the details of present and future goals and program with thorough professional development measures.Member of the selection committee for selecting and approving all departmental texts with extended course metaphors as well as revaluating the stuffs. 1994 to 1998 Senior physics secondary teacher of Washington Public Secondary School.Teach the nine to twelve levels in vectors, light and electronics and practical physics.Worked as a member of the syllabus development committee and did lesson plans with thorough text selection.Basketball coach and athletic trainer for sports team comprising with football, baseball and athletics.Customize Resume

5 Resume Tips for Salespeople and Business Development Professionals

5 Resume Tips for salepeople and Business Development Professionals 5 Resume Tips for Salespeople and Business Development Professionals Top sales professionals are always in demand but theyre also notoriously difficult to recruit, screen, and hire.The market is glutted with salespeople who talk good games but dont have the accompanying track records of delivering results. Your resume is your opportunity to stand out from the crowd and show hiring managers why they should bring you on board.Salespeople, set yourselves apart in the highly competitive job market by following these five tips1. Quantify Your ResultsSales is all about driving revenue and growth. Focus your resume on quantifiable accomplishments. Outline things like revenue generated, market growth, and similar key wertmiger zuwachs metrics. Prioritize these things above soft skills, which you can draw attention to in ancillary sections of your resume, if necessary.It should go without saying, but it happens too often n ot to mention Resist the temptation to exaggerate your numbers. Experienced hiring managers can sniff out unrealistic or enhanced figures. Even if they dont spot the falsehoods on their own, a standard reference check will.2. Highlight Your Career ProgressionPotential employers love seeing consistent career progression on a resume. They want to know that your skill set is growing and that you are staying on the cutting edge of your industry. If past employers trusted you with more responsibility over time, it implies that your value to the company increased in lockstep. Highlight new titles, new responsibilities, and new clients/territories to show prospective employers youre capable of growth.3. Showcase Your Knowledge of Industry-Standard SoftwareOnce upon a time, all a salesperson needed was a phone book, a brief case, a suit, and a comfortable set of shoes. Today, however, technology plays a key part in almost every sales job, whether that means firmly understanding the companys technical product or utilizing sales enablement software on the job.Sales tools such as CRMs, proposal management systems, and email tracking tools are commonplace in many sales positions. Make sure your resume acknowledges the sales tech programs you know how to use. Including these things will communicate your ability to hit the ground running.4. List Awards and AchievementsIf you have been recognized by your company or a third party as a top performer, dont be shy about including the award(s) on your resume. Third-party recognition and validation can set you apart from your peers and give your resume a bit of gravitas.5. ProofreadNothing will ruin your shot at a job faster than typos and careless mistakes on your resume.Before sending your resume out, check for misspelled words and broken sentence structures. Try to incorporate grammatical featuresthat make your resume easier to read, such as parallel structure.It is alsorecommended to ask a friend or trusted colleague to review your resume. Its not always easy to catch your own mistakes, but an outside editor might find errors youve missed.Keith Wolf is CEO and cofounder ofResumeSpiceand the managing director ofMurray Resources.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

Project Management Lingo

Project Management LingoProject Management LingoProject management is a job that comes with a lot of jargon and terminology. Once you know what it all means, its pretty easy to follow the discussions and contribute effectively. It will boost your confidence at work if you can understand what everyone else is talking about, and help you get taken more seriously at work if you use the right terms yourself. Heres a guide to the project management terms that you should know. Risk Risk is a term that relates to what might go wrong with your project. For example, if you are building a new office block, the price of steel might go up, and that might have an effect on your budget. But it might not go up. Equally, if you are planning on hosting your annual corporate picnic outside, it might be fine weather, but it might rain. In short, a risk is something that hasnt happened yet. Its important to know what risks surround your project because then you can plan for them. You can put your Pl an B or contingency plans into action to try to avoid the risk happening in the first place. With the price of steel and the weather, theres not much you can actually do to stop them from happening, but you can make plans in case they do. For example, you could hire a marquee or stock up with umbrellas so that if it does rain on picnic day, people can still have a good time. Issue Issues and risks are often confused by project team members, and its important as a project manager to make sure you are talking about these subjects appropriately. A risk is something that hasnt happened yet, while an issue is something that has happened. Issues are just problems that your project team is facing. You might have seen it coming (and handled it as a risk to start with) or it might be completely unexpected. Either way, its happened now and you have to do something about it. Milestone Milestones are points in time that mark key moments during the project. They are often used for Start of a phaseEnd of a phaseEnd of a major piece of work or a big taskNoting a particular fixed-in-time deadlineImmovable dates on the plan Think of milestones as the kind of date that you would write on your calendar at home the big important moments in a project such as finishing the testing or the launch party. Milestones are one of the nine components of a Gantt chart, so youll see them on your project schedules displayed as a diamond. Sponsor Your project sponsor sits on the Project Board. They are the person who owns the project and they receive the benefits. For example, if you are launching a new IT system for the factory team to use, the Factory General Manager would be the project sponsor. The IT team would form part of the project team but they wouldnt take on a sponsorship role. The project sponsor is the person you can turn to when you need senior management direction. This could be ?in order to Unblock a problemFind some resourcesApprove the budgetMake decisionsAgree on the final specification And so on. The project manager effectively reports to the sponsor for the duration of the project, both in terms of line management structure and with weekly or monthly (or real-time) project reporting. Stakeholder Stakeholders are the other people involved in and affected by your project. Some projects will have wide stakeholder groups, covering every department in the organization. Others will have a more limited scope. Some stakeholders are outside your organization, like the government or regulatory bodies. They also need to be kept informed with news that is relevant. Most stakeholders will be supportive (or ambivalent) to the changes brought about by your project, but not all of them will be. Youll meet stakeholders who are not are going to welcome your project with open arms.

Ruthless Resumme Strategies Exploited

Ruthless Resumme Strategies Exploited Try out the Resume template if you would like a tiny versatility in your templates. Try out the Infographic Resume template if you desire a special and contemporary look. This template contains a resume along with a portfolio template, so that you may easily show examples of your work. Have a look at our variety of contemporary templates and begin creating an effective resume straight away. The Downside Risk of Resumme Theyll also help save you time because you wont need to create a resume from scratch every moment. It isnt your work history or a duplicate of your job description. Dont make the error of answering each job posting with the exact same generic resume. A superb editing job will take just a little longerand some particular tactics intended to catch resume errors. What to Expect From Resumme? Some businesses may explain to you how to send your resume. Sales is much like customer tafelgeschirr as salespeople can be effectiv e in a wide selection of industries. 1 advantage for employers to internet resumes is the substantial cost saving in contrast to traditional hiring methods. You might also fax your resume to your possible employer too. The Lost Secret of Resumme Distinct kinds of work in the food service industry require resumes with a number of the very same skills. Writing a resume for employment in the art industry can be difficult. You should organize your resume to assist agencies evaluate your experience. Experience is the most important in this market, so writing a resume that highlights your previous work is vital. Look at unterstellung samples to observe how its completed. Perhaps while trying to find examples you noticed poor samples throughout the internet. These sample resumes will supply you with examples of resume formats that will do the job for nearly every kind of job seeker. To find some formatting tips for your resume, take a look at our samples. Choosing Good Resumme It is possible to use our resume building software to create your own from scratch. Resumizer free resume creator allows you to preview your resume at any moment in the creation approach. The files are print ready and simple to edit to your own details. This template is not difficult to edit in Microsoft Word in addition to in InDesign or Photoshop. The Argument About Resumme In truth, it can be easyif you understand what youre doing. Its also important to think about the schriftart of work you really wish to be hired to do. Every individuals resume looks a bit different. This safeguards against any confusion on the portion of the reader. You are able to borrow or use a number of the phrasing here to demonstrate that youve been responsible for many crucial areas in your previous work. You must also speak about past experience. Do not be worried if you dont have any legal experience yet. Recommended for individuals with over 2 decades of industry experience. If thats the case, be certain your descriptions reflect that information. Its fast and simple to use. Besides our free resume creator, we additionally offer help and suggestions that explain how to compose a resume, the suitable use of action verbs, good format information, and printing suggestions to get optimal outcomes. Our resume examples can ensure youre prepared in the event you receive a referral. The Lost Secret of Resumme Our resume builder is the quickest approach to create a resume that can help you get your fantasy job. As soon as we start looking for a job the resume immediately springs to mind. Resumes might be organized in various ways. Understanding how to tailor your resume will obviously offer you an advantage. Which format you select will depend, in part, on the kind of work youve performed and whether you will continue in the identical field. Based at work and application schrift together with your profile and experience, you can choose anyone. Transportation jobs involve a great deal of responsibility and your resume will want to reflect you can deal with that. It is possible to also remove elements or add those better suited for the kind of job which youre applying. It has multiple weights that you are able to utilize to differentiate the many sections and features of your resume, but you need to probably prevent the book and light weights, together with any condensed versions they can be difficult to read. As soon as you have spell checked your resume, take a close look in its general look. The template includes two resume pages along with a cover letter template and can readily be edited and customized with your selection of fonts and colours. Follow the URL to locate a multitude of resume examples in a wide variety of fashions. Most Noticeable Resumme You might also incorporate your communication and disciplinary abilities, together with highlight how patient youre with your students. If you have a specific language ability that might be relevant to an employer, you may include an abilities or languages section with that info. Learn about the three kinds of skills its possible to highlight and the way it is possible to incorporate them into your resume. You may still use it in order to demonstrate the abilities and qualities you want highlighted. You will have those facts on your resume for your whole career now, and you may speak about it in your bewerbungsinterview answers too. This report describes some places that ought to be taken into account when you set up a resume. Fortunately, weve completed the research that will help you strike the perfect chord with your resume. Possessing a strong resume will enable you find numerous great jobs. Possessing a crystal clear and professional resume is important in the medical field. If youre attempting to acquire work in accounting or finance you require averystrong resume. Because the reply to this question will be different based on the sort of empl oyer and the form of organization, this question is best addressed in an individual counseling appointment.

What Should You Study in College

What Should You Study in College The economic picture isnt exactly rosy for anyone right now Fortune reports that the Brookings Institution believes were still 8.3 million jobs away from fully recovering from the Great Recession. In fact, we may elend see total recovery until July of 2020. There isnt a lot that the average job seeker can do to fix this, but there is one thing many experts agree on if you want to find a job in ansicht difficult times, youre better off getting a college degree. The National Center for Education Statistics (NCES) found that between 2000 and 2013, the unemployment rate for individuals without a bachelors degree was generally higher than the rate for their peers with at least a bachelors degree. The NCES saw this pattern in a variety of demographics, including 20- to 24-year-olds, 25- to 34-year-olds, and 25- to 64-year-olds. You can delve into the actual numbers on th e NCES page, but, suffice to say, the pattern exists. Generally, people who hold bachelors degrees are mora likely to be employed than those who dont.We can say, then, that its better to have a degree than to not have one. Of course, getting a degree isnt that simple. Once youve enrolled in college, you have to figure out what degree youre going to pursue. Usually, this choice is discussed in terms of two broad categories will you major in a STEM (Science, Technology, Engineering, Math) field, or will you major in the humanities?STEM vs. HumanitiesThose who argue that students should choose STEM often do so on the grounds that STEM fields are more practical and better for the economy. STEM majors, the conventional wisdom goes, contribute directly to the world with new advances in science and technology. STEM majors are more likely to get jobs, and their jobs have higher salaries, STEM proponents argue.Humanities fields, on the other hand, are impractical, divorced from the real worl d, and elitist. While STEM graduates are out creating new technologies to better our lives, humanities majors are reading fiction and writing impenetrable academic papers.STEM proponents often want to see funding to humanities programs cut in favor of the STEM fields (see Florida governor Rick Scotts plan to shift public money away from the humanities and into STEM programs. His reasoning If Im going to take money from a citizen to put into education then Im going to take that money to create jobs. So I want that money to go to degrees where people can get jobs in this state).Unlike some of the big-name STEM supporters, humanities proponents dont generally disparage their opponents as useless. After all, its pretty hard to argue that technological improvements dont make the world better. What humanities proponents do argue, however, is that their fields are not elitist and divorced from reality. The Stanford Humanities Center asserts that the humanities teach students to think creat ively and critically, to reason, and to ask questions. behauptung skills lead to new insights into everything from poetry and paintings to business models and politics. As such, the humanities contribute just as much to society they just contribute in different ways than the STEM fields.(Note that not all STEM supporters view the humanities as useless. As MIT professor Deborah K. Fitzgerald writes, some may be surprised, and, I hope, reassured, to learn that here at MIT a bastion of STEM education we view the humanities, arts, and social sciences as essential, both for educating great engineers and scientists, and for sustaining our capacity for innovation. Of course, if everyone shared this belief, there would be no debate. And, as we saw with Gov. Scott above, some powerful STEM proponents reject this sort of thinking, in favor of a much less nuanced approach to education.)A False DilemmaAs frustrating as this debate has become for both sides, we dont need to be having it in th e first place. I cite Prof. Fitzgerald above, and it should come as no surprise that her comments are not some idealistic cant-we-all-just-get-along? pleading. The terms of the STEM vs. humanities debate are significantly warped, especially on the side of STEM proponents like Gov. Scott (note it should also come as no surprise that many of the people who would have you believe the humanities are useless are not, in fact, involved in STEM or academia in any significant way.)As higher-ed journalist Lynn OShaugnessy points out, the belief that STEM majors are more economically successful than their humanities counterparts is largely unfounded The Chronicle of Higher Educationsic wrote an exhaustive article on the subject of the STEM employment advantagein which the author interviewed experts across the country and shared research on whether STEM majors enjoy an employment advantage. According to the article, most independent researcher say the answer is no.Forbes contributor John Ebers ole calls attention to another dicke bretter bohren mssen with the STEM vs. humanities debate the very terms of the debate are terribly muddled. It turns out that we dont have a clear, consensus definition of who counts as a STEM worker. Different studies of STEM workers, operating with different definitions, result in entirely different estimates of the size of the STEM workforce.Lacking an agreed upon definition of a STEM job, writes Ebersole, it becomes obvious that the calculation of a shortage or overage of supply to demand is nearly impossible to defend. Additionally, of the Commerce Departments 7.6 million STEM workers, 4.3 million or more than half dont have a degree in a STEM field.The last sentence is especially important not only are calculations of the STEM workforce flawed, but a significant chunk of STEM workers dont even hold STEM degrees.(Tells us again, Gov. Scott, how dire it is for us to fund STEM programs to the detriment of the humanities.)Even more damning to t he STEM supremacistsare the findings of a Michigan State University (MSU) study which concluded that STEM graduates who own businesses or patents received up to eight times more exposure to the arts as children than the general public. STEM and the humanities really do seem to work together for the benefit of society. It seems the STEM vs. humanities dilemma may, in fact, be nonsense.What Should You Major In?I wrote all of this in the hope that I could help assuage the fears of present and soon-to-be students. Stuck in the middle of this loud and somewhat acrimonious public debate, many ask themselves What should I major in? Do I follow those who tell me Ill never get a job or contribute to society without a STEM degree? Are the humanities even a viable option?It turns out that deciding what to major in is pretty easy choose a field that you find exciting, invigorating, and enjoyable, and pursue it.As weve seen, the STEM fields dont have all of the advantages that some claim they ha ve, and the humanities are not at all useless or out of touch.Whats more, Inside Higher Ed reports that nearly three-quarters of business leaders say it is more important for job candidates to be well-rounded with a range of abilities than to have industry-specific skills. Most business leaders value broadly applicable skills like written communication and problem-solving over specific skills obtained through applied training.These broadly applicable skills are skills that students can learn in any field. People pursuing their degrees need not worry about what they major in. They only need to worry about developing their skills in the context of a field that they enjoy.

Job-Search Fumbles That Will Cost You the Game

Job-Search Fumbles That Will Cost You the GameJob-Search Fumbles That Will Cost You the GameDont get penalized for these errors this job-hunt season.Every Fall across the United States, avid sports fans organize their tailgate parties and incessantly check their Fantasy Football teams. Collegiate and professional athletes alike give it their all on the field, hoping to avoid a spotlight on ESPN SportsCenters Not Top 10. Playing football at this level requires hard work and dedication. Make one mistake and you could cost your team the game.The same can be said about the job hunt. Dont let a little mistake cost you a job offer. Learn from the football pros and avoid these job-search follies.Neglecting Your PlaybookLegendary football coach Paul Bear Bryant once said, Its not the will to win, but the will to prepare to win that makes the difference. tweet this In football and the job search, preparation is the key to success. Before an bewerbungsinterview, do your homework. Review the employers website and social media accounts and read that industrys latest news articles to get a sense of the companys culture and business. If you know someone who works at the company, set up an informational interview to get insider tips for the interview process. Prepare your elevator pitch based on the job description and practice your interview responses for the questions that make you most nervous. Its much easier to be confident in an interview when youre properly prepared.Throwing Hail MarysA Hail Mary is a football play made in desperation with a low probability for success, usually toward the end of a half when a team is out of range to score. Dont succumb to similar last-ditch efforts in the job search, such as applying to jobs youre unqualified for, disregarding social media etiquette and sending inappropriate messages to hiring managers, or mass emailing recruiters with a template message. These activities have a very small chance of success and are likely to damage y our personal brand in the process. If your anxiety levels are hitting an all-time high, take a step back and re-evaluate your job-search strategy instead of resorting to Hail Marys.Fumbling an OpportunityNothings worse than missing out on a great opportunity, whether youre on the football field or in the job hunt. You only get one chance to make a first impression, so dont drop the ball when youre networking and interviewing. Approach each opportunity with a confident and positive attitude, adjust your elevator pitch to suit the situation and audience, and make aya you follow up afterward. Connect with new contacts online and look for opportunities to pay it forward before asking for any favors. After an interview, send personalized thank-you notes to each person with whom you met.Being a Johnny ManzielIf youre a fan of college football, youve probably heard of Texas AM quarterback Johnny Football Manziel. While Mr. Manziel is a very talented athlete, his antics on and off the field are damaging his personal brand and could hurt his NFL draft position. If youre searching for a job, pay close attention to your personal brand. Dont bash your colleagues or employer online or during the interview process. Clean up your online presence and secure your personal social media accounts so recruiters wont find them. Make sure the candidate employers find online matches the person they meet in person and on paper.Click on the following link for mora information on setting the right job-search strategy.

The collaboration trap Why we assume teams like working together

The collaboration trap Why we assume teams like working togetherThe collaboration trap Why we assume teams like working togetherIt takes both sides to build a bridge.? FredrikNaelCollaboration is critical to thriving in an ever-changing environment it helps organizations solve complex problems in less time by bringing together various experts, accelerating go-to-market time, and responding mora rapidly to fast-changing environments.Failing to practice collaboration can put yur organization behind your competition in a fast-paced 21st century.Researchshows that 81 % of people believe that collaboration is critical and 71% think their managers are making it a priority.So, why do so many companies still fail to collaborate?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraSenior executives have an unrealistic vision of collaboration. They assume their direct reports are aligned with the strategic vi sion. Or have an idealized conflict-free image of what a highly collaborative team should look like. Pushing people to work together doesnt work.True collaboration canbedrngnis be imposed it happens from within.Thats the first thing I tell my clients. CEOs are frustrated with how their teams collaborate, but their approach is bedrngnis helping it actually backfires. They assume collaboration is a given. fruchtwein executives believe thatbuilding a high-performing teamrequires picking all-star people and let them figure things out.Research by Heidi Gardner, author ofSmart Collaboration,demonstrated that merely putting a team of experts or specialists on the same project is elend enough leaders must create the right conditions.A survey by Harvard Business Review cites no surprise that organizational silos are the key obstacle for lack of collaboration. However, those silos are not physical barriers but driven by peoples mindset and behavior. The culture, leadership, fear of control, a nd lack of time inhibit successful collaboration.Collaboration is a byproduct of culture it requires the right conditions, mindset, and tools.Heres how to avoid falling into the ten most frequent collaboration traps.1. Avoid the Collaboration BurnoutAlways-on cultures, demanding bosses, collaborating with a decentralized workforce spread across different time zones, and inefficient use of technology are draining people.Tech tools like collaborationplatforms have increased team communication and productivity. But overuse and inefficient practices create a collaboration overload.Also, newresearchhas uncovered another reason much collaborative overload is driven by peoples desire to maintain a reputation as helpful by trying to over-collaborate, they find themselves at a breaking point.When clients hire me to help their teams adopt new behaviors, the first I tell them is, What are you going to get rid of? New practices should replace old ones, not add more burden to your team.Thecollab oration abgeschlagenheitdrains teams. People are busy jumping from one thing to another at the expense of having less time for deep work, effective decision making, and to build strong relationships with other team members.Your team doesnt have an infinite capacity collaboration is time and energy consuming. If you ask people to engage in a new collaborative project, give them space toget rid of other tasks.2. Stop Idealizing CollaborationMany people naively see collaboration as a friendly approach style in which relationships matter more than the task at hand. Cooperation is not about consensus or getting along with others though those are nice-to-have.Effective collaboration should focus on the outcome, not on making friends. Tensions keep your team at theirtop of the game. Constructive conflict-management requires integrating opposing ideas and personalities, not to neutralize differences.Collaboration is a means to an end what the team delivers matters more than how they work. S ome groups are very friendly but are not effective.Also, avoid portraying collaboration as a magical solution for all organizational problems. The more manager focus on selling the upside, people focus on what they might lose people see things from their own reality, not yours.Collaboration is uncomfortable, more times than not. People must get used to working with people outside their team, to interact with folks they might not like or that work in other locations with the addition of time zones, technology, and language barriers.Portray collaboration in a more realistic, human way idealizing it will only backfire.3. Collaboration Is a Byproduct ofCultureKicking off a new team requires to build trust and understanding. People will resist, conflicts will arise theemotional culturealways gets in the way. It cannot be suppressed.Leaders must work to build a culture for collaboration they must provide a safe space.As Jacob Morgan, head ofThe Future Organization,said, Collaboration can only exist in an environment where people feel safe. If you dont have an organization where people feel the ability to be vulnerable, to be empathetic, to be themselves, then you are not going to have collaboration.Power is also a cultural thing that needs tobe addressed openly. When leaders dont want to give up their power, you cant expect the regular folks to give up theirs. People need to be clear about the rules of engagement and how the team will make decisions.Wise leaders are generous they enable people to do great things, rather than provide the solution themselves great CEOs act like a coach more than a general.To develop a collaborative mindset requires training people to open up about their fears, resistance, and objections. That requires ongoing conversations, not just a one-off meeting.4. Dont Take Alignment forGrantedVisionary leadership can blind executive they are so excited about their vision and assume everyone is on board.As thisHBR pieceexplains, the emphasis on visionary leadership relies on the assumption that managers outside the C-suite arealwaysaligned with corporate strategy. But, what if they arenot?Middle managers play a key role in change initiatives they are tasked to align their teams around a new strategy. CEOs take for granted that, because of their positions, middle managers are convinced about the new direction by default.Driving alignment is not about persuasion but an act of co-creation. Rather than selling your perfect vision, involve your middle managers at an early stage. Allow them, not only to provide feedback but also to share ideas and shape your vision.The meeting where the C-suite reveals their visionary approach and the rest have to buy into it are gone if that approach ever worked. Collaboration cannot be imposed it happens from within its a personal choice.Your team must be involved in not only driving but also designing change. Collaboration is not about selling something thats already been baked but inviting t hem to cook it as well.5. Groups Dont Want to Sacrifice theirIdentityIn mandating and driving collaboration initiatives, leaders tend to focus on outcomes, processes, and logistic. However, they forget to consider how the groups interpret that request Lisa Kwan calls this thecollaboration blind spot.Each team has a culture of its own. When managers ask them to break down barriers, share information or resources, people feel threatened they worry about how this might affect their identity.As the executive coach explains, groups define and develop their sense of security along three main dimensions identity, legitimacy, and control.Group identityis what a group understands itself to be its purpose.Group legitimacymeans that a team is perceived as valuable outsiders value its contribution.Controlimplies that the group determines how it operates and implements change.Respect each groups identity. Not doing so can make people retreat into themselves and assume a defensive posture they wi ll become siloed instead of collaborative.To engage in effective cross-group collaboration, teams might feel safe and protected. Its better to start small than to expect groups to share all their secrets and resources instantly.6. Collaboration Must Be Purpose-DrivenOne of the reasons cross-team collaboration fail is that its not perceived as meaningful. Most leaders focus on the goals and why an initiative makes sense from an organizational and business standpoint but fail to connect it with something deeper.A team purpose is always more meaningful and relevant than a corporate one. When launching a new initiative, leaders must address the Whats in it for me?A collaboration purpose answers the Why are we supposed to work together? question. Not just what the team must achieve by working together the deliverables but the impact their work will create both on them and the organization.Our values and beliefs are supposed to bring us together, yet tear us apart, asI wrote here. Leaders must create a common ground. Focusing on a shared purpose will drive the team toward what everyone is trying to achieve collectively.Involve the different groups and let them craft the collaboration purpose. Also, they should define expectations, rules of engagement, and how each side will contribute.Team rituals are an effective wayto design and sto off a cross-functional team.Collaboration doesnt mean erasing sides but integrating them.7. Reward the Team, Not IndividualsConflicting rules send conflicting messages.Though most organizations encourage collaboration a collective practice their reward system is based on individual or specific performance. How can you expect the different areas to work together when sales, marketing, and customer service are measured by conflicting metrics?The same happens with performance reviews, bonuses, and promotions they encourage people to focus on whats best for each person not for the overall team.Also, always-changing or contradictory priorit ies confuse teams. Most people complain their priorities are moving targets they dont know where to focus their time and energy. Clarity and consistency are key to push a team in one direction.If you reward individual behaviors, dont expect people to pursue goals collectively.8. Technology Doesnt Solve PeopleProblemsMost managers now spend 85% or more of their work time collaborating via e-mail, meetings, group messaging platforms or on the phone that has increased by 50% over the past decade.The digital revolution has accelerated the ability to engage with other people. However, theres a difference between interacting with other people and effective collaboration its the outcome, not the time spent, what matters.Technology facilitates collaboration but doesnt encourage it. Having the right tools is essential to accelerate cooperation, but if organizations dont fix the people problems discussed above, technology wont be useful enough.Lastly, organizations must train their employees on how to use technology more mindfully. Today, many people are suffering from burnout they need a digital detox, not more tech.9. Collaboration is Not justH2HCollaboration is intrinsically a human function, but not limited to people.Technology will continue to play a bigger role in the future of collaboration. The rapid growth of AI will change not only what people do but also shape our way of working.Organizations must prepare their teams not just to become better at cooperating with other people, but also to collaborate with technology.As David Coleman, author of 42 Rules for Successful Collaboration said, Were moving into an era where collaboration is not just human-to-human but human-to-machine collaboration and machine-to-machine collaboration.Collaboration is a way of working it attracts and brings together people outside the regular structure, practices, and expertise to accomplish a complex shared goal. But its far from being smooth or conflict-free.A human-centered approac h can help avoid the collaboration trap. It requires understanding the challenges through peoples eyes. To develop a culture that is safe for teams to let go of being defensive and work together in achieving something more meaningful.Human beings are collaborative by nature but dont collaborate by default its up to you to create the right conditions for successful cooperation.This article originally appeared on Medium.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How Job Seekers Can Assess Company Culture

How Job Seekers Can Assess Company CultureHow Job Seekers Can Assess Company Culture6Every organizations culture has a tremendous impact on its employees and contractors. And yet the term is vague, the evidence is elusive, and, perhaps most confusing, the actual culture of an organization might not match what its leaders say about it. Luckily, there are a few tips on how job seekers and freelancers can assess company culture to make sure it is a good fit.According to BusinessDictionary.com, an organizational culture consists of the shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid. In other words, it is the way things are done around here, which may or may not match the written rules. It shows up in the way customers and employees are treated the way decisions are made the way power is used the way issues are treated the way performance is evaluated the way people work together the way employees and freelan cers are chosen, developed, and promoted the physical environment the benefits and perks and the way work and life are balanced.So, how is a job seeker or freelancer to discover whether or not the culture is a good fit and avoid making a costly mistake? They can assess company culture Lets break it down.How to Assess Company Culture as a Job Seeker or FreelancerAssess Your PreferencesFirst, you need to assess your own preferences and priorities for cultural elements. Is having a fun and casual workplace important to you? Do you work best in teams or alone? Are you irritated when micromanaged or do you welcome the structure? Do you thrive at a fast pace or do you perform at your best when able to work at your own pace? Make a list or use a self-assessment tool available online.Assess the Company Culture OnlineNow put on your detectives hat to uncover how well the organization you are considering matches your priorities. Your second step is to look at external sources such as their we bsite, LinkedIn profile, Facebook page, and Twitter feeds. Dont forget that just because an organization says it values something doesnt make it so.Salary.com and Glassdoor.com both offer employee reviews, which can be helpful (and thanks to our partnership with Glassdoor, if a company in our database has Glassdoor reviews, youll see them right here on). If you have any contacts at the organization, a quick phone call can yield much insight. Find out what they like best and least about the organization and ask specific questions about your priorities and how they might fit.Assess the Work EnvironmentThe third step is to do some sleuthing at your interview. As you wait in the lobby and move through the halls, observe the surroundings. Does it look like a place you would like to work? How are people greeting each other? Are office doors open or closed? How are people decorating their spaces? Is there evidence of community events or social gatherings? Is there a low hum of conversation or is it quiet? Are people rushing around? Any raised voices? Laughter?Assess the Company Culture Through QuestionsFinally, prepare some questions for your interviewers based on your cultural priorities because you can bet that theyre assessing you at the same time. You can flat out ask what the culture is like and evaluate the reaction you get. Ask for examples of how they have seen the culture operating.Depending on the role of the interviewer, here are some mora subtle questions you might askFor HRHow is performance evaluated?How are employees developed?How does the company view flexible work arrangements?Are there defined career paths?How are employees evaluated for promotion?For your potential managerWhat do you feel are the most valued traits among the leaders here?How do you help your employees succeed?How are performance goals set?How much work is done in teams versus individual work?How do you typically communicate with your staff?Why did you choose to work here?For peersW hy did you choose to work here?What do you like best about the working environment?What would you like to change about the working environment?What traits do you think are most valued by the manager?What typically happens when errors or issues are discovered?Now that you have a pretty good picture after assessing the company culture, you can make a judgment about how closely you fit into the culture, where the issues may lie, and whether or not you can live with them. Put that together with the offer you are presented with to make your decision to accept it or move on.Lisa Mullen is salzbildner Softwares manager of corporate human resources and has 14 years of experience working in HR. Lisa is focused on recruitment and providing practical insights that help HR positively impact business performance. Halogen Software offers an organically built, cloud-based talent management suite that reinforces and drives higher employee performance across all talent programs- whether that is recr uiting, performance management, learning and development, succession planning, or compensation.Find Freelance Jobs