Why Gen Y Workers Have No Idea What Their Managers Expect From Them …… interesting read, Frank- www.firstsun.com

There is a dangerous gap between what managers expect from their Gen Y workers and what these employees think is expected of them, according to a new study. The "Gen Y Workplace Expectations" study, by American Express and Gen Y research firm Millennial Branding, finds that Gen Y workers have an overall positive view of their managers, believing they can provide experience (59%) and wisdom (41%). On the other hand, managers have an overall negative view of their young workers, saying Gen Y-ers have unrealistic compensation expectations (51%), a poor work ethic (47%), and are easily distracted (46%).

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Article:

 The study, based on survey responses from 1,000 Gen Y employees (ages 22 to 29) and 1,000 managers in American companies of various sizes and industries, concludes that this perception gap comes down to Gen Y's lack of certain "soft" interpersonal skills, including prioritizing work, having a positive attitude, and good teamwork skills.

In the study, managers said they look for these three skills when determining whether to promote younger workers. But, unfortunately, the skills are especially hard for millennials to master because of their reliance on and constant interaction with technology, says Dan Schawbel, founder of Millennial Branding.

"It's hard to build soft skills and real relationships through technology," Schawbel tells Business Insider. "It's easier to recruit people with hard skills now because they're all around the world." But hard skills only guarantee that workers are capable of doing the tasks the job requires. It doesn't guarantee that they'll have the additional skills necessary to go beyond baseline expectations.

Without these soft skills it's more difficult for Gen Y workers to understand how to succeed in the workplace. For example, the study finds that three out of four managers believe it takes at least four years to become a manager, but younger workers don't think this is the case. The technological age makes everything seem faster — even success and promotions.

When this promotion doesn't happen as quickly as Gen Y expects it to, they jump ship.

But this gap isn't all Gen Y workers' fault. Managers also don't know how to manage their younger workers appropriately, Schawbel says, and they often make the mistake of using either the hands-off approach or micromanaging their workers. Neither of these management styles work well with younger employees.

So when can be done to close the gap?

 

What managers can do:

Managers can help millennial workers prioritize by providing a short-term career "roadmap," and explicitly telling workers what's expected of them, when they should expect a promotion, and what their salary will be once they accomplish specific goals.

"There are more responsibilities and less time in the new workplace," says Schawbel. "If you don't set these expectations with millennials, they won't know how to get ahead, they'll feel stuck, and they're going to go to another company."

After outlining these expectations, managers should step back and let their employees work with a sense of freedom and ownership.

 

What millennial workers can do:

Younger workers need to understand that much of their potential success is dependent on making their bosses' lives easier, meaning their manager's career should always come first.

In his new book "Promote Yourself: The New Rules For Career Success," Schawbel says that if workers can make their boss look good, they'll reap the benefits once their manager climbs the corporate ladder.

What's more, younger people need to look beyond their job description and know that they're always expected to do more than what they were hired to do, he says.

 

VIVIAN GIANG SEP. 3, 2013, 2:49 PM   Businessinsder.com

 

 

14 Rules Of The New Workplace That Millennials Need To Master …. Great read, Frank- www.firstsun.com

"Today’s workplace doesn’t tolerate slackers,” says Gen Y career expert Dan Schawbel in his new book "Promote Yourself: The New Rules For Career Success." In a rapidly changing economy, young people either rise to the top or don’t survive. To navigate the new workplace, Schawbel says millennials need to master a new set of rules that aren’t taught in school.

Advances in technology, the rise of social media, and 24/7 connectivity mean young people have to promote themselves and take ownership of their careers in ways that previous generations wouldn’t or couldn’t have imagined.

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                                                       workaholics-2

Article:

Based on interviews and original research from Schawbel’s Gen Y research firm Millennial Branding, he reveals the new rules of the modern workplace that young people must learn to get ahead. The following is adapted from the introduction of “Promote Yourself.”

 
1. Your job description is just the beginning.
If you want to succeed in today’s workplace and make a name for yourself, you’ll have to do a lot more than what you got hired to do. In fact, your job description is just a scratch on the surface of what you should be doing. Always be on the lookout for new projects and collaborations with other groups, and do as much training and development as possible.

2. Your job is temporary.
As the world changes, so does the workplace. Companies are acquiring or being acquired, merging with other companies, or crumbling. Your team could be eliminated, your position outsourced, or you might lose interest in your job altogether.

3. You’re going to need a lot of skills you probably don’t have right now.
A recent Department of Education study shows that companies are having trouble finding and retaining the right talent. Soft (interpersonal) skills have become more important than hard (technical) skills. It’s never been easier to acquire hard skills — and those skills will only get you so far. Companies are looking for leadership, organizational, teamwork, listening, and coaching skills.

4. Your reputation is the single greatest asset you have.
Titles might be good for your ego, but in the grand scheme of things what really matters is what you're known for, the projects you’re part of, how much people trust you, whom you know, who knows about you, and the aura you give off to people around you. Sure, what you do is important. But what others thinkyou do can be just as important if not more so. If you build a strong reputation, the money and opportunities will find you.

5. Your personal life is now public.
The 15 seconds it takes you to tweet about how much you hate your boss or to post a pic of you passed out with a drink in your hand could ruin your career forever. Even the littlest things — how you behave, dress, your online presence, body language, and whom you associate with can help build your brand or tear it to the ground.

6. You need to build a positive presence in new media.
There are plenty of benefits to new media and the convergence between your personal and private lives. Your online social networks enable you to connect with people who have interests similar to yours. Your online presence can help you build your reputation, and the educational opportunities available online can help you dig deeper into the things you’re passionate about and want to become an expert in.

7. You’ll need to work with people from different generations.
There are now four distinct generations in the workforce: Gen Z (interns), Gen Y (employees), Gen X (managers), and Baby Boomers (executives). Each of these generations was raised in a different period of time, has a different view of the workplace, and communicates differently. By learning how to manage relationships with those in other generations, you will be more successful.

8. Your boss’s career comes first.
If your manager is unsuccessful, his frustrations will undoubtedly rub off on you, and the chances you’ll ever get a promotion are pretty slim. But if you support your manager’s career, make his life easier, and earn his trust, he’ll take you with him as he climbs the corporate ladder — even if that means going to another company.

9. The one with the most connections wins.
We have moved from an information economy to a social one. It’s less about what you know (you can find out just about anything within seconds with a simple Google search), and more about whether you can work with other people to solve problems.

10. Remember the rule of one.
When it comes to getting a job, starting a business, finding someone to marry, or just about anything else, all it takes is one person to change your life for the better. People may be saying no all around you. But as long as one person says yes, you're on your way.

11. You are the future.
By 2025, 75% of the global workforce will be Gen Y. That means that even though you may be early in your career, in the not too distant future you’ll be at the forefront. Right now, you have to position yourself to take one of these major leadership roles when the workforce shifts and older generations retire.

12. Entrepreneurship is for everyone, not just business owners.
A lot of people define "entrepreneurship" as starting a business, but in recent years the meaning has broadened to include someone who’s accountable, who’s willing to take risks, and who sells him- or herself. If you want to get ahead, start looking at your company’s management as a venture capital firm. Be persistent, sell your ideas to them, and come up with innovative solutions no one else has thought of.

13. Hours are out, accomplishments are in.
If you want to keep your job and move up, stop thinking that you have to put in a ridiculous numbers of hours per week. Instead, realize your value, deliver on it, measure your successes, and then promote yourself.

14. Your career is in your hands, not your employer’s.
No matter what they say, companies are looking out for themselves. And while you should definitely try to make your company successful, you need to make sure that you’re getting something out of the deal, too. If you aren't learning and growing, you aren't benefiting anymore, and that's an issue that you will have to resolve. Don't rely on anything or anyone: Be accountable for your own career, and take charge of your own life.

JENNA GOUDREAU SEP. 3, 2013, 12:42 PM Businessinder.com

Young People Need To Slow Down….quick read, Frank- www.firstsun.com

Today's advice comes from entrepreneur Lewis Howes via his post on Entrepreneur:
"I was a pain most of my childhood, always mad at the things I didn't have. Things shifted drastically in my 20s when I started putting an emphasis on gratitude. Focus on the good you do have, not the things you lack.

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Article:                                            lewis-howes

The technological age has made everyone think they have to have it all figured out by the time they turn 30. Howes reminds young people to not worry so much because the issues we think are major will typically pass. Instead, focus on the present and strive to be a better person every day.
"I was in my 20s when I started writing my goals down, assigning each a date that I would achieve them by. I was amazed when I started reaching these goals by the date I had listed on them."

Want your business advice featured in Instant MBA? Submit your tips to tipoftheday@businessinsider.com. Be sure to include your name, your job title, and a photo of yourself in your email.

 

 

How I Survived A Layoff And Found A New Job In A Matter Of Days……. Great article, Frank, www.firstsun.com

Recently, I survived a lay-off. During that time when I didn’t  know where my next paycheck was coming from, I was scared, nervous and worried about my future, but I couldn’t  let fear paralyze me when I had bills to pay and a career to pursue.

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Article:                                           man-talking-on-the-phone

After just one week, I received an offer from Walgreens for a 6-month consulting assignment to create the framework for risk management issues on social media. It would be the first of three offers I would receive in that week.
Friends and colleagues wanted to hear less about my job and more about how I landed on my feet so quickly and a month later, the offers are still rolling in.

How did I do it? At the time, it was more a matter of doing rather than thinking. “Inertia was my enemy,” said my friend and trusted advisor Lou Hernandez, director of public relations for the White Sox.

And he was right, as I reflect on the lessons learned.

Embrace the situation
No matter how prepared you are, unless you have something lined up, it’s going to feel a lot like being lost at sea with no help in sight. Take the whole day (or weekend if it’s a Friday) to mourn the loss of your job, but remember, this is no time to sink into denial and bury your head in the ground. Accept the fact that this morning you woke up with a job and a steady paycheck, but tonight you’ll lay your head down without one. You may want to blame someone for the loss of your job but the sooner you accept that you’re not owed anything, you can move on faster to your next big opportunity.

 
Avoid petty behavior
Instead of trying to sabotage your previous employer, reach out to your contacts—putting a priority on people with whom you had pending projects—and let them know you are no longer with the company. Make sure to give them their new point of contact and avoid bad-mouthing your company. By taking the initiative to reach out to your contacts, you minimize any speculation of what may have happened because you’re not hiding or avoiding the situation. An added bonus of taking control of the situation is that many people are willing to offer up their contact list and connect you with power players that could lead to your next venture—something that they may be hesitant to do if you go on a tirade.

 
Accept all invitations
Time is not a luxury you can afford at the moment. New research suggests that after six months of being unemployed, it doesn’t matter how much experience you have or why you lost your previous job. If you’ve been out of work for more than six months, you’re essentially unemployable. Although your first instinct may be to cancel every appointment and meeting you have to wallow in misery—don’t.

As counter-intuitive as it may seem, you will feel better being around other people, talking about what happened and maintaining a route. By continuing to speak positively of your previous employer and your hopeful outlook on the future, you will even have people offer to reach out to their friends who are vice presidents, executive directors and hiring managers for informational interviews. At best, you’ll find your new job— at worst, you’ve added a new contact that can be of importance in the future. Do the work now and enjoy your days off later. No job offer will be followed with a start date immediately after. Usually you’ll have a few days to a week before you start your new job—relax then.

Follow through

Once advice has been doled out and you’re connected to potential job leads, take words and back it up with action. Move email conversations offline and in person. Follow-up with your contacts after an interview with a mutual acquaintance. Create momentum and then use it to propel you on to your next venture.

Give thanks and be gracious

It’s important to thank the people putting their name on the line to try to help you. Keep them up to date with where you are in various stages of the interview process and how meetings with people they connected you with went. Additionally, you’ll be meeting new people when going out on interviews. Whether you receive an offer or not, thank them and stay in touch. Send them a link based on a trend you discussed or share your insight on a problem they mentioned. It’s in your best interest to have people remember you fondly instead of a person who morphs into Mr. Hyde when an offer isn’t extended to them. In my case, I interviewed at a PR agency and didn’t get the job. However, their team recommended me to their peers and it resulted in three other offers down the line—including a spot that re-opened on their team.
In reality, the hunt for your next job actually begins while you’re still in your current role. Advice I received from executives repeated the same thing: They "weren’t actively looking for something, the opportunity presented itself and they leapt at the chance.” That’s to say, keep your resume up to date, go out to work dinners, make sure the skills needed in your industry are current and take on additional projects at work whether you need to or not. This will best prepare you for a seamless transition from one job to the next whether it’s by choice or forced.
Being laid off is scary but it’s ultimately your decision on being a victim or victor. Make the situation work for you by taking control.

Ximena N. Beltran Quan Kiu, Contributor AUG. 29, 2013, 3:33 PM ……. Businessinsider.com

4 Time Management Tips For The Chronically Overworked ….. great Labor Day read, Frank- www.firstsun.com

These days, "overworked" is the new normal, and learning to manage your time wisely is the key to getting ahead in today's 24/7 work environment.
The truth is, you won't ever have more hours in a day, or fewer tasks to fulfill, but if you master your time and use it efficiently, you'll feel less pressure and less overwhelmed.

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Suzana Simic, manager of career services at Computer Systems Institute — a proprietary post-secondary education institution — provides these four key time-management tips to help you tackle the daily grind.

1. Make a realistic to-do list.
Create your list the night before so you'll have a head start the next day. "The day the tasks are due, check them off one by one until you’ve accomplished all your daily tasks," Simic says. "Setting goals and achieving them will boost your morale and get you fired up for the next task."

2. Turn off distractions.
There are so many possible diversions in today's technological world. But you need to ignore as many of them as possible so you can stay focused on completing your tasks.
"Put on your blinders," Simic says. "Eliminate or reduce all the things that you don't need to complete a complicated task. This means exiting out of emails, closing your office door and switching your phone to silent."

3. Learn to say no.
Simic says the key here is understanding what you can and can't do. If you volunteer or say yes to everything, you won't be able to complete your own list of responsibilities. In the end, this will make you less efficient with your time and tasks.

4. Find a timing system that works for you.
"Forget about the 'normal' way or 'typical' way things are done, and find out what way is best for your goals," Simic says.
For example, you'd be a lot more productive if you understood and followed your internal clock. This means knowing what the best time is for you to perform most efficiently at different tasks throughout the day.
For instance, some people are early birds while others work best as night owls. A lot of this comes down to your "clock genes"—internal timing that regulates when and how much you sleep—so why fight genetics? If you find you work better in the morning, tackle your most important tasks at the beginning of the day. If you're more effective as the clock nears midnight, reply to emails at the start of your day and use the later hours to complete tasks that require your full attention.

VIVIAN GIANG AUG. 31, 2013, 1:03 PM Businessinsider.com

10 Top Recruiters Tell Us What Candidates Can Do To Wow Them .. Must read of what corporate recruiters seeking, Frank, www.firstsun.com

Career community Glassdoor recently published its annual list of top recruiters. These hiring managers have seen a lot of talent, but they can still be impressed. We wanted to find out exactly how candidates can "wow" these industry leaders. So we asked the following professionals: Was there a candidate that totally wowed you, and if yes, how did they do it?

Below are their answers:

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Carrie Corbin, associate director of Talent Attraction at AT&T:
"I’m wowed when I see candidates take the same approach to branding themselves as I take to branding our business. Job seekers with cohesive messages about strengths, goals or overall work style show me they are thinking not about how to get hired or say the right thing, but about how to showcase a cohesive message and tell me something meaningful about themselves."

Arie Ball, vice president of Talent Acquisition at Sodexo:
"I met a very interesting executive search professional via social media. She reached out to me via Twitter to learn more about Sodexo. We set up a time to talk, and she asked questions about what it was like to work in a corporate environment. We talked about the differences between the search firm environment vs. the corporate recruiting environment. Over the next several months we had several conversations on various topics, and I was able to see her depth of knowledge and diversity of thought, and her genuine love of the profession. About a year later, when we had an opening in our Talent Acquisition Group, I immediately thought of her."

Carolyn Eiseman, director of employer brand at Enterprise Rent-A-Car:
"While we get significant engagement through our social career platforms, we would love to see more candidates interact in a more innovative way, such as using hash tags, or presenting a more unique look at the skills they can bring to Enterprise."

Steve Fogarty, senior manager of Employer Branding & Digital Recruiting at Adidas Group:
"Candidates are getting more and more creative with getting attention. I've been impressed with several candidates recently who have built infographics, videos and even full-blown websites to convey their experience! I'm a sucker for creative people with an awesome design sense. But, this is not required to get the job. Not everybody has these skills, and we always go for the best person for the job."

Chris Hoyt, global talent engagement and marketing leader at PepsiCo:
"The last few candidates to really impress me did so because they had cared for the basics so well. They had connected with our organization on Twitter, taken advantage of the information available on our company website with regards to PepsiCo's history, done their homework regarding our culture and reputation on Glassdoor and introduced themselves to other team members via LinkedIn. It wasn't about doing amazing and out-of-the-box things to get our attention as an employer, it was about doing the right things really well."

Chrystal Moore, senior recruiter at Philips Healthcare:
"I found a candidate on LinkedIn over a year ago and unfortunately after interviewing, the position did not pan out. We stayed connected on LinkedIn and throughout this past year, this candidate reached out to me periodically as well as commented and, or, liked my LinkedIn status updates. During this time, I thought, 'Wow … this person is really engaging and really wants to work for Philips.' This past month, I had a position that became available, and I knew that this candidate was a perfect match. I shared the candidate’s information with the hiring manager as well as mentioned the level of passion this person has for Philips, and long story short, we made an offer."

Shannon Smedstad, HR social media and employer brand leader at GEICO:
"Over the years, I have definitely been wowed! Candidates that are 'wow-worthy' are typically very prepared, engaging throughout the interview, communicate well, can articulate the value they add, and also let their personalities shine through."

Melissa Smith, candidate developer at Progressive Insurance:
"I think sometimes candidates think being 'wowed' needs to be flashy or complicated, but it doesn’t. One of my recent successes comes from a candidate we recently hired for a senior analyst role. He actually found me through my posts about Cleveland and our analyst opportunities at Progressive. He was relocating to Cleveland as a trailing spouse and when he found me realized we had both moved from Wisconsin to Cleveland. I scheduled a brief call to learn a bit more about him, and we hit it off from the beginning. He’d been following my posts so he asked great questions about the city, my company and then got to asking about specific positions he’d seen me post. I think the thing that wowed me was that he did his homework and was prepared to engage and ask questions. He starts with us in just a few weeks."

Will Staney, director of recruiting at SuccessFactors:
"At my last company we had a candidate take our specific cloud-based presentation software and create a presentation-style resume for us. She tweeted this presentation to our company, and I noticed. After I shared this internally, the CEO tweeted back to her suggesting they talk further. Needless to say, she got the job and came in as a rock star because folks knew her unique story and were impressed by her creativity in taking our own product, using it to get noticed, and showcasing relevant skills for her position. You can read more about that story here."

Jeremy Langhans, manager of Global Talent Acquisition at Expedia:
"She DM'd me on Twitter and is now my intern!"

VIVIAN GIANG AUG. 29, 2013, 4:10 PM ……. Businessinder.com

Bosses Say ‘Pick Up the Phone’ … sound familiar? , Frank, www.firstsun.com

Managers have a message for younger employees: Get off email and talk on the phone. Patty Baxter realized there was a problem. In her 20 years at Metro Guide Publishing in Halifax, Nova Scotia, the office usually hummed with sales calls. Now, it was quiet.

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Advertising sales were down and Ms. Baxter identified a reason: Her sales staff, all under age 35, were emailing clients with their pitches, not calling them on the phone.

Younger workers may have mastered technologies that some of their older colleagues have barely heard of, such as photo and video sharing apps Instagram and Vine, but some bosses wish they'd learn a more traditional skill: picking up the phone.

Dean Casavechia for The Wall Street Journal
At Halifax, Nova Scotia-based Metro Guide Publishing, phone-use consultant Mary Jane Copps, left, meets with Kerra Aucoin, a project manager.

While Millennials—usually defined as people born between 1981 and the early 2000s—are rarely far from their smartphones, they grew up with a wider array of communication tools, such as texting and online chatting, and have different expectations for how and when they'd like to be reached.

In the workplace, some managers say avoiding the phone in favor of email can hurt business, hinder creativity and delay projects.

Stephanie Shih, 27, says phone calls are an interruption. The brand marketing manager at Paperless Post, a New York-based company that designs online and paper stationery, doesn't have a work phone. Nor do the majority of her co-workers.

The company says that not having individual phone lines in open-plan areas protects people from unwanted calls, which can interrupt conversations.

Besides, says Ms. Shih, phones seem "outdated." She takes scheduled work calls once or twice a week. "Even my dentist's office texts me because they know phone calls can be burdensome," she wrote in an email.

Kevin Castle, a 32-year-old chief technology officer at Technossus, an Irvine, Calif.-based business software company, says unplanned calls are such an annoyance that he usually unplugs his desk phone and stashes it in a cabinet. Calling someone without emailing first can make it seem as though you're prioritizing your needs over theirs, Mr. Castle says.

Technossus's staff relies mainly on email to communicate, which helps bridge the time difference between the company's offices in the U.S. and India, he says. He uses Microsoft Lync for instant messaging and video conferencing. Phone calls are his last resort.

But email won't cut it in professions like sales, where personal rapport matters, says Ms. Baxter, age 49. "You're not selling if you're just asking a question and getting an answer back," she says.

Earlier this month, a member of her sales team misunderstood an email from a client and anticipated a sale that didn't happen—a mistake Mr. Baxter says could have been avoided had the employee called the client to begin with.

Since May, she's had Mary Jane Copps, a phone-use consultant in Halifax, Nova Scotia, spend two days a week at the office helping nudge her staff onto the phone. Now, employees keep track of how they contact clients and follow a script when leaving voice mail.

Ms. Copps's training includes role playing that simulates sales calls to help with what she calls "phone phobia." "For many people, it's a lack of confidence that they'll be able to say the right words in the right order in the right amount of time," she says.

Ms. Copps, 55, whose website is thephonelady.com, charges $1,800 for a full-day workshop. She began working as a phone consultant in 2003 at the encouragement of a friend. She was skeptical at first as she thought phone skills were just common sense.

Jason Nazar, a 34-year-old Santa Monica, Calif.-based technology entrepreneur, says his company has missed out on potential hires because his 20-something employees schedule interviews by email, rather than phoning applicants, which can take longer.

"If you can do something more quickly and more efficiently by using older technology, then do it," said Mr. Nazar, who is chief executive of Docstoc, a service that helps small businesses manage documents online.

While data traffic on mobile phones nearly doubled, to 1.468 trillion megabytes, between December 2011 and December 2012, the number of minutes spent talking during that period increased by less than 1%, from 2.296 trillion to 2.30 trillion, according to CTIA, a wireless communications trade group.

Businesses aren't giving up on the phone yet. The number of desktop phones shipped to businesses grew by 4.5 % between 2011 and 2012, according to Richard Costello, an analyst at the market research firm International Data Corp. Many new phones allow workers to receive calls, texts, instant messages, transcribed voice mails and more all in one system and access the phone system through their work computers.

Dana Brownlee, a corporate trainer based in Atlanta, says the issue of phone aversion frequently comes up in her project management training sessions. One of her clients, a manager at a large utility company, recently had to teach his young employee what a dial tone was and explain that desktop phones don't require you to press "Send."

Write to Anita Hofschneider at Anita.Hofschneider@wsj.com
A version of this article appeared August 28, 2013, on page D1 in the U.S. edition of The Wall Street Journal, with the headline: That Thing With the Buttons and Receiver? Pick It Up.

19 Transferable Skills That Will Be Most Valuable In The Future ….. very interesting, Frank, www.firstsun.com

There is a way you can predict which skills will carry the most clout in the future workplace. Ask yourself whether those skills could be replicated through the use of machines or offshore workers. If your answer is "yes" to either of these questions, Laurence Shatkin, Ph.D., a career information expert, says your future career might be headed for trouble, says your future career might be headed for trouble.

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To identify these transferable skills, Shatkin used the statistical procedure known as correlation to measure how closely median income correlates with 35 Occupational Information Network skills and the 747 occupations that are identified by the U.S. Department of Labor.

"Basically, when something changes consistently, it results in a higher correlation," Shatkin tells Business Insider. “Correlation doesn’t necessarily mean causation, but it does happen so often together that sometimes it does.”

For example, heavy smokers tend to be sick often. Before researchers had proof that smoke is harmful to the body, they knew that there was a statistically strong correlation between smoke and certain diseases. It's not always true, but it happens enough to pinpoint an affiliation.

Most of the transferable skills that Shatkin identified with the highest correlations (1.0 being a perfect correlation) tend to be soft skills, such as "judgment and decision making," "complex problem solving," and "active learning." That's because these soft skills are harder to automate, he says, meaning it's difficult to outsource these jobs to foreign workers or have machines replace humans to complete the tasks.

For example, "anything that requires public speaking, you can't really send that to a foreign worker," Shatkin explains.

Skills with the lowest correlation include equipment maintenance, repairing, installation, and troubleshooting, which all require some form of training (and re-training) to efficiently do the job.

SKills and Wage Chart

 

VIVIAN GIANG AUG. 27, 2013, 1:17 PM Businessinsder.com

7 Things Really Persuasive People Do… great read, Frank, www.firstsun.com

While many people don't like to sell, most find themselves having to persuade someone at some point.  Persuasion is not just for salespeople and their prospects. You may try to persuade an employee to perform better, or perhaps you want to persuade your boss to take on your brilliant idea.  Often the most effective persuaders are your kids. Somehow they come by it naturally while you, the adult, has to work hard to find the persuasive path to success.

First Sun Consulting, LLC is proud to provide this blog article below, we invite you to take a few minutes and visit our Home Page on the top left of page . On the front page under the title of  ' who we are....what we do'  is an  very interesting video that will give you a quick idea who/what we are about .

In the meantime, again we hope you have enjoyed this article and the team will appreciate any comments/suggestions you may like to forward.

Article:

Whatever your persuasive need, here are 7 things that the most persuasive people consistently do:

1. They Are Purposeful

Truly persuasive people understand their power and use it sparingly and knowingly. They understand that most conversations do not require trying to get someone to do or accept something. Aggressive pushers are a turn-off and will put most people on the defensive. It's the person who rarely asks or argues that ultimately gets consideration when they strongly advocate an idea, especially when they do it with power and persistence. Simply put, they pick their battles. Want to persuade more? Argue and advocate less often.

 

2. They Listen ... and Listen ... Then Listen Some More

People who know how to persuade also know that just pushing your own argument will get you nowhere. They certainly are able to articulate their position in a convincing way, but that is only half the equation. They are actively listening when in persuasion mode. First, they are listening to assess how receptive you are to their point of view. Second, they are listening for your specific objections, which they know they'll have to resolve. Last, they are listening for moments of agreement so they can capitalize on consensus. Amazingly persuasive people are constantly listening to you and not themselves. They already know what they are saying. You can't persuade effectively if you don't know the other side of the argument.

 

3. They Create a Connection
It's easy to dismiss people who are trying to persuade you if you have no emotional stake in them or their argument. Really persuasive people know this, so they will be likeableand look for common ground to help establish emotional bonds and shared objectives.They show empathy for your position and make it known that they are on your side. They manage their impatience and wait for you to give them permission to advocate their approach. You'll persuade people much more easily if they are open and aligned with your desires.

 

4. They Acknowledge Credibility
Really persuasive people understand that there is no sense wasting time arguing facts. Most of the world does not function in black and white. They value strong opinions and will make sure that you are entitled to yours. In fact, they will make sure they give you full credit for every argument of yours that has some validity. This makes it harder for you to fully dismiss their point of view. When you are persuading people, reinforce their credibility on facts and opinions rather than dismissing them outright. Then they'll be more likely to pay you equal respect in the exchange and be more open to the merits of your opposing view.

 

5. They Offer Satisfaction
Smart persuaders know that they don't have to win every little battle to win the war. They are more than willing to sacrifice when it helps the overall cause. They are ready to find the easiest path to yes. Often that is simply to give you what you want whenever possible. In my old lending days, we would often deal with busy underwriters who asked for items we knew they already had. Instead of arguing the point, we would just resend the documents and save our energy for issues that were not so easily resolved. Give ground where you can and hold your ground only where it matters. Choose being successful over being right.

 

6. They Know When to Shut Up
Successful persuaders get that you don't win the battle by constantly berating people with an unending verbal barrage. Wearing people down is not an effective strategy. They carefully support their arguments and check in with questions that will help to close the conversation. Then they step back. The great sales trainer Tom Hopkins still today teaches these decades-old techniques of his mentor J. Douglas Edwards. His most important lesson is "Whenever you ask a closing question, shut up. The first person who speaks, loses."

 

7. They Know When to Back Away

Urgency and immediacy are often the enemies of real persuasion. It's possible to close a less significant sale through urgency, but deep ideas require time and thought to take root. Great persuaders bring you along in your own time. And they give you the space and time to carefully consider their position. They know that nothing is more powerful than your persuading yourself on their behalf. That almost never occurs in the presence of the persuader. The next time you want to persuade someone of something truly important, follow the tips above, make your case, and walk away. If they don't come around, you were probably wasting your effort in the first place.

 

An Inc. 500 entrepreneur with a more than $1 billion sales and marketing track record,KEVIN DAUM is the best-selling author of Video Marketing for Dummies.
@awesomeroar

9 Things Successful People Do In The First Week Of A New Job … ‘first 3 months critical’, Frank, www.firstsun.com

Starting a new job gives me the jitters.  Like traveling alone to a foreign country, it's exciting to learn and see new things but also nerve-racking to navigate logistics and interpret an alien language.

 

I've been on this roller-coaster before and experienced it anew this week as the new editor of Strategy and Careers here at Business Insider.  I wondered, how important is that first impression and what can a professional do right from the start to set themselves up for future success?
"The first three months of any new job are an extension of the interview process," says Amanda Augustine, career expert at TheLadders, an online job-matching service for professionals. "From the first day, you need to be on your game."

 
First Sun Consulting, LLC  is proud to provide this blog article below, take a few minutes and visit our Home Page on the top left of page .  On the front page under the title of   ' who we are....what we do' ,  is a very interesting short video of a California ad executive who received outplacement services. Very different take, so we would like your opinion?  We hope you have enjoyed this article and the team has appreciated your comments/suggestions.  It's your opinion that matters the most !

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With nearly a decade of experience advising high-level professionals, Augustine details what the most successful people do that first week in a new job:

 
1. Be a geek about introducing yourself.
Take the initiative to meet people. Say hello in the elevator, kitchen or bathroom. It will pay off in the end. "It could be a fast-paced culture, and they don't have time to come to you," says Augustine. "Start with the group that's closest to you, the people you're directly working with." It will be in their best interest to get you started on the right foot, since your work will directly affect theirs.

 
2. Befriend a veteran who can help you navigate politics (and find the pencils).
Learn who the players are, and who's been at your company awhile, Augustine advises. Find the battered veteran who has a good handle on what works and doesn't and can show you around. "Companies have their own language and inside jokes," she says. "Look for the one person to help you decode the acronyms and office politics." Plus, you'll need someone to go to for the silly things. Asking your boss where to find the pencils is a bit below their pay grade.

 
3. Set expectations with your boss and employees.
"Get on your boss's calendar," says Augustine. Use that initial meeting to establish what they believe success will look like in the first week, month and three months. At the same time, if you're in a managerial position, it's important to begin setting expectations with your direct reports. From communication style to office hours, that first week sets the tone.

 
4. Figure out the coffee situation.
Learning where the coffee is will always be a good strategy for success. It's also important to figure out the unwritten rules of the office that, if violated, make people go ballistic. Who washes the dishes? Which shelves are communal? "In our office, there are several refrigerators, and people get upset if you use the wrong one," says Augustine. "Be a sponge, and watch how people are doing things. There's nothing wrong with asking how to use the coffee maker."

 
5. Start demonstrating and documenting what you sold the company on.
"Whatever you sold them on in interview, make it your mission to demonstrate that you're going to do it," Augustine says. If you said you were a social media whiz or good with numbers, immediately start revamping the social accounts or making sense of the company's analytics. And start a brag sheet. Keep track of all your accomplishments, major contributions, and when you get positive feedback. You want to get in the habit early and have the information at the ready for future performance reviews and salary negotiations.

 
6. Get organized to set good habits.
Especially since a lot of new information is coming your way, setting good habits and getting organized from the start will make your life easier down the line. It's also a good time to improve your bad habits. "It's a great opportunity to overcome any challenges or weaknesses from your past," says Augustine. If you've struggled with time management, for example, use that first week to map out how you'll spend each day and begin putting it into practice.

 
7. Reinforce your new connections on social media.
Once you're officially on the job, it's important to update your title across your own social media platforms and also start following your new company and colleagues. As you meet new people, cement the relationships by finding them on Twitter or LinkedIn. Augustine advises identifying the platform that makes the most sense. Facebook, for instance, is viewed by many as personal, so use discretion.

 
8. Reconnect with former colleagues.
Perhaps counterintuitively, Augustine says the first week of a new job is the perfect time to reach out to colleagues from your previous jobs. "Go back and reconnect with people at your old company, and ask for LinkedIn recommendations," she suggests. The best time to get referrals is when you're not looking for a new job, she says.

 
9. Find your go-to pharmacy and take-out lunch spot.
Learn your new neighborhood. Do you know where the nearest CVS is? What about where to get a sandwich, take people for coffee or a nice business lunch? "Logistically, you need know where to go get a Band-Aid when you need one," Augustine says.

 

Jenna Goudreau Aug. 23, 2013, 12:44 PM , Businessinsider.com