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Archive for category: First Sun Blog

You are here: Home1 / FSC Career Blog – Voted ‘Most Read’ by LinkedIn.2 / First Sun Blog

Your #Career : 6 Reasons This is the Perfect Thank-You Letter to Send After a Job Interview….Your Follow-Up Email (yes, experts say most hiring managers prefer email over hand-written notes) Needs to Stand Out From the Crowd.

August 11, 2016/in First Sun Blog/by First Sun Team

You spent weeks polishing your résumé, days writing your cover letter, and countless hours preparing for the job interview. You ace it — and you walk out feeling confident and relieved, like your work is finally done…..But it’s not.

happy-woman-computer-smile

You can’t just go home, sit back, and wait. You need to take one last crucial step: send the follow-up note.

“The best timeframe to send a thank you email is within 24 hours after your interview,” says Whitney Purcell, associate director of Career Development at Susquehanna University. “It should be sent during business hours – no 3 a.m. emails that make your schedule seem a little out of whack with the company’s traditional hours.”

And note: A simple “Thanks for your time!” won’t do, she says.

Your follow-up email (yes, experts say most hiring managers prefer email over hand-written notes) needs to stand out from the crowd. It should highlight the best parts of the conversation you had with the interviewer, and a final reminder as to why you’d be perfect for the job.

 

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Dr. Deborah Good, an assistant professor at the University of Pittsburgh Katz School of Business, says the following is an ideal follow-up letter because it possesses six important traits:

Follow-up thank you note email graphic

Businessinsider.com | August 10, 2016 | Skye Gould and Jacquelyn Smith

https://www.firstsun.com/wp-content/uploads/2014/02/happy-woman-computer-smile.jpg 360 480 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-11 10:29:092020-09-30 20:51:10Your #Career : 6 Reasons This is the Perfect Thank-You Letter to Send After a Job Interview….Your Follow-Up Email (yes, experts say most hiring managers prefer email over hand-written notes) Needs to Stand Out From the Crowd.

Your #Career : 6 Things you Might Not Realize are Sabotaging your Career, and How to Avoid Them…Want to Get Ahead at Work? Heed this Advice on What to Avoid in the Workplace to Maximize your Professional Potential.

August 10, 2016/in First Sun Blog/by First Sun Team

Just because you’re doing a lot of work doesn’t necessarily mean that you’re doing your best work.

business woman with her staff, people group in background at modern bright office indoors

Mistaking volume for effectiveness

Just because you’re doing a lot of work doesn’t necessarily mean that you’re doing your best work. If you’re feeling overwhelmed with your workload — or you feel like you’re not putting out quality material because you have too much on your plate — tap into a professional organization platform to help sort things out.

“The most effective communication is focused, consistent, trustworthy and accessible,”says Gretchen Pisano, co-founder and CEO of pLink Coaching Center. “Internal communication platforms, like Slack, transform office communication, eliminate email from the process and dramatically reduce unproductive status meetings that are designed to keep everyone in the loop.”

Clustering in cliques

Joining a clique at work can provide a sense of belonging and security. However, workplace cliques can be career killers when you become branded for your peers and not for yourself. This is particularly dangerous for your career when your clique has fallen out of favor, or is not being targeted for positions of leadership.

“Instead, cross-pollinate and expand your work networks to be broader, rather than deeper,” advises Becki Saltzman, author of Living Curiously: how to Use Curiosity to Be Remarkable and Do Good Stuff. “Knowing more people and having more people know you will provide more opportunities to step into unforeseen leadership positions. This can also help you navigate group layoffs.”

Free- Biz Man on Cellphone

We live in a tech-driven world, and if you can’t keep up with the times, you’ll be replaced.

Failing to keep up with technology

There’s an entire generation of employees who are being phased out of their jobs because they’re behind the curve on technology. The harsh reality is that we live in a tech-driven world, and if you can’t keep up with the times, you’ll be replaced.

“If your workplace implements new systems and you do not embrace the new direction and soak up the training, you risk putting yourself out of a job,” warns Justine Miller, an HR consultant with The Stir Group, a business-consulting firm in Philadelphia. “People remain in the workplace for a lot longer now, so older employees need to be as enthusiastic about new technologies as their Millennial colleagues.”

 

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Failing to keep up with technology

There’s an entire generation of employees who are being phased out of their jobs because they’re behind the curve on technology. The harsh reality is that we live in a tech-driven world, and if you can’t keep up with the times, you’ll be replaced.

“If your workplace implements new systems and you do not embrace the new direction and soak up the training, you risk putting yourself out of a job,” warns Justine Miller, an HR consultant with The Stir Group, a business-consulting firm in Philadelphia. “People remain in the workplace for a lot longer now, so older employees need to be as enthusiastic about new technologies as their Millennial colleagues.”

Trying to be too interesting

When you’re new to an organization, or feel marginalized at work, making an effort to have your co-workers, customers, and superiors get to know you better seems like a good thing. However, the danger is in the perceived effort.

Trying too hard to be seen, heard, and interesting can backfire and make you appear self-centered and desperate. Instead, focus on being interested in others. By doing that, they’ll become more curious about you.

“Look for sincere and specific reasons to like people,” Saltzman suggests. “Ask curious questions like, ‘What would surprise people most about your job?’ and ‘If you could implement one new policy at work, what would it be?’ Or perhaps interview a co-worker about an unusual work-related project that you both find intriguing.”

Being a nobody in the boss’ eyes

Trying to be too interesting can hurt your career, but so can being a wallflower, especially if it means the boss never notices you. It’s important to stand out, but even more important to provide value to the company.

“One of the biggest killers people make in their careers in today’s layoff-prone world is not becoming truly indispensable,” says career expert Barry Maher. “Find a task that your boss hates to do and offer to take it over. If losing you means the boss will have to go back to doing something he hates, then he will fight for you as if you were the company’s most valuable employee.”

Maher also says another smart strategy is simply to write the boss a very short note at the end of each week that explains what you did during the week.”Not only will the boss be reminded of just how valuable you are, but many bosses will save those notes and use them to write your review from them.”

 It’s important to stand out and provide value to the company.

Letting your true colors come through a little too much

You shouldn’t act like a completely different person at work than you do in your personal life, but you also shouldn’t fly off the handle like a raving lunatic every time something goes wrong if that’s something you’re apt to do when nobody “important” is watching.

“Triggers and biases can activate our personal behavior bombs that might cause you to erupt when confronted by others’ selfish behavior, false accusations, a lack of recognition, or exclusion from decision-making,” Saltzman explains.

“So be aware of those triggers before they activate and destroy your career. Create a ‘trigger tool’ that will help you elevate curiosity ahead of criticism, judgment, fear, and complacency. Doing so will allow you to assess your triggers before reacting, thereby reducing their power over you.”

Read the original article on Len Penzo dot Com. Copyright 2016. Follow Len Penzo dot Com on Twitter.

Businessinsider.com | August 10, 2016 |  Mikey Rox, Len Penzo dot Com

https://www.firstsun.com/wp-content/uploads/2016/04/free-man-thinking.jpg 2456 3680 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-10 19:53:572020-09-30 20:51:10Your #Career : 6 Things you Might Not Realize are Sabotaging your Career, and How to Avoid Them…Want to Get Ahead at Work? Heed this Advice on What to Avoid in the Workplace to Maximize your Professional Potential.

Your #Career : 4 Warning Signs Of The Next Recession—And How To Tell If Your Job Is Safe…Recessions are Cyclical, and There are some Foreboding Signs to Watch. Now’s the Time to Hash Out How Much you’re Worth to your Employer.

August 10, 2016/in First Sun Blog/by First Sun Team

The U.S. economy may have added more jobs last month than experts had predicted, but while that’s something to cheer, it isn’t cause for getting too cozy. A recent J.P. Morgan economic model, based on a broader range of indicators, puts the chances of a recession occurring within the next 12 months at roughly one in three.

question mark signs painted on a asphalt road surface

Recessions, after all, are cyclical. So the question is less whether we’re in for another one than when. I’m not an economist, but my many years in the staffing industry have taught me that there are some warning signs. Here are four potential pressures to pay attention to.

1. AN AGING WORKFORCE COULD SLOW THE ECONOMY

A report published last month by the National Bureau of Economic Research(NBER) claims that, based on historical trends, a 10% increase in the number of Americans over 60 slows per capita GDP growth by around 5.5%. In the last 20 years, census data shows that the U.S.’s older population grew by 16.8%, putting us on track for slower growth over the next two decades. (Just last week the New York Times noted that slower economic growth seems to have become the new normal across the developed world.)

Today, every job is temporary.

“This dramatic shift in the age structure of the U.S. population,” the NBER study’s authors write, “has the potential to negatively impact the performance of the economy as well as the sustainability of government entitlement programs, and could result in a decline in consumption for the population as a whole.”

 

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2. THE UNDEREMPLOYMENT RATE IS STILL AT 10%

It’s usually fluctuations in the unemployment rate that get the most press, but theunderemployment rate—which describes those working part-time but who want full-time work, plus people who’ve stopped searching but still want a job—remains at 10%, according to the Bureau of Labor Statistics (BLS). That suggests there’s a significant chunk of recent college grads and experienced professionals out there who are still finding it tough to land jobs that meet their skill levels.

3. THE TEMPORARY JOB MARKET IS LEVELING OFF

Temporary staffing companies are typically the first to see growth after a recession. So when hiring rates in that market start to slow down—or, as happened this June, when hires actually decline—it can be a sign of a downshift in the economy. The decrease in the use of temporary workers is usually related to cost-cutting measures, since these are more expendable workers than full-time employees for companies that need to tighten their belts.

4. AUTOMATION IS NO LONGER A DISTANT POSSIBILITY—IT’S HERE

Surely by now you’ve heard the premonitions about robots taking your job—and you may not know quite what to make of them. But according to a 2013 University of Oxford study, nearly half of current U.S. workers are at risk of being put out of work by automation within the next two decades. It’s true that forecasts like these can sound overblown or just too distant to do anything about. Yet nearer-term estimates suggest they’re worth thinking about now. Some experts say 5 million jobs are due to be automated within just the next five years. And it’s conceivable that rising layoffs across multiple roles and sectors, thanks to advances in artificial intelligence, could contribute to a recession sooner than we may imagine.

THREE QUESTIONS TO FIGURE OUT WHETHER YOUR JOB’S AT RISK

So what can you do about it? It’s normal to feel anxious or even helpless in the face of economic forces you can’t personally control. But there are a few things you can do right now to weather the next downturn, whenever it arrives.

It starts by getting a handle on how competitive you might be in a job market that’s suddenly a lot tighter than it is today. To help you do that, ask yourself these three questions:

1. Does your job tie directly to how the company makes money?
In order to keep you on the payroll in hard times, your employer will need to validate that you either save or make the company enough money to justify your cost. If you can’t explain how your work impacts profitability, you could be deemed expendable.

So spend some time quantifying your accomplishments, and tie some facts and figures to what you do. The average employee usually costs a company 130% to 140% of their salary. So if you make $60,000 a year, the real cost to your employer is $78,000 to $84,000 year. It’s much easier for an HR rep to do that math—factoring in benefits and other expenses—than it is for the average employee to estimate their own value to their company. But you can still get a rough sense of it.

Keep track of the number of customers your work supports (directly or indirectly) and estimate how much revenue they generate for the company. What would happen if your job function went away? Would the ability to deliver to customers properly be severely impacted—by how much, and by which measures? Create a list identifying what functions would go unfulfilled, needs unserved, and deadlines missed in your absence, then work backward from there to estimate the potential impact on revenue. Even rough, back-of-the-envelope arithmetic like this can be useful to you.

2. Do you fall in a knowledge sweet spot for your skill or industry?
When companies go through a restructuring, their goal is to reduce the cost of the workforce while hanging onto the highest level of knowledge and skills that they can. This usually results in layoffs of the overpaid and the inexperienced.

If your salary is a lot higher than average, you could be eliminated in order to save money.

Do your homework on open platforms like Glassdoor, PayScale, and Salary.com to find out where you fall in years of experience and pay grade for your role. If your salary is a lot higher than average, you could be eliminated in order to save money. If you’re paid a lot lower, it’s possible that your skills aren’t valued enough by your employer and your job could be outsourced or divvied up among temporary or freelance workers.

If you think you might be overpaid, now is the time to bring your expertise up to par. Identify your specialty, then invest in some coursework to help you become even more of a subject-matter or skill expert—just make sure your area of specialization is actually in demand. If you’re on the lower end of the pay scale, you should do the same thing. The rule is simple: The more you know and the more you can do, the more valuable you’ll be to an employer that needs to cut costs.

3. How strong are your relationships at work—with your managers as well as your peers?
Layoffs create a lot of uncertainty and feelings of guilt for those who survive the cuts. Employers will try to keep those employees they feel have a positive mind-set and those they’re most comfortable working with. The idea is that those who remain can rally together and keep their spirits up.

So your relationships across the organization matter. Reach out to managers and coworkers to see how you can help take tasks off their plates or make their jobs even a little easier. When you alleviate pain or solve a problem, you’re appreciated. Your ability to step up and help others feel better about their own jobs will be remembered when the business takes a hit and it’s time to review the headcount.

Today, every job is temporary, and a trait that could most determine your employability over the next decade is your ability to learn. If you aren’t growing and developing your skills according to market demands, the risks to your career may quietly pile up. That would be true even if you never had to worry about another recession ever again.


J.T. O’Donnell is the CEO of CAREEREALISM, a site for “job shoppers.” Her company hosts the new web video series, The Job Shop, which each month showcases the employer brands of companies to more than 1 million professionals seeking new opportunities. Follow her on Twitter at @jtodonnell.

J.T. O’DONNELL 08.09.16 5:00 AM |  FastCompany.com

 

https://www.firstsun.com/wp-content/uploads/2016/04/free-Question-Mark-Signs.jpg 2592 3872 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-10 16:12:192020-09-30 20:51:11Your #Career : 4 Warning Signs Of The Next Recession—And How To Tell If Your Job Is Safe…Recessions are Cyclical, and There are some Foreboding Signs to Watch. Now’s the Time to Hash Out How Much you’re Worth to your Employer.

#Leadership : Day In The Life; Simple Ways To Turn A Bad Day Around…The Mind is Like a Muscle: It Requires Careful Maintenance or It’ll eventually be Pushed Beyond its Limit Sending You into Burnout Territory.

August 10, 2016/in First Sun Blog/by First Sun Team

Being a millennial entrepreneur comes with it’s fair share of emotional ups and downs. Some days your energy is high. Your creativity is on fire.  Other days? You find yourself in a motivational slump, wondering where that inspiration and focus disappeared to.

Melody Wilding Forbes Contributor

Let’s talk about bad days, because we all have them.

Recently I had one of those frustrating “off days”. My mood was low, my brain was foggy, and my inner critic was seriously acting up. Maybe you can relate. We’ve all been there at one time or another.

In the interest of having more honest conversations about work-life balance, happiness, and what it’s really like to be part of the side-hustle generation, I want to share how I lift myself out of a rut and rebound from a bad day.

When I’m feeling overwhelmed or uninspired, I first shift something in my surroundings. There’s science behind this seemingly simplistic approach: it’s been shown that a change of environment stimulates creativity.

 

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Luckily in New York City there’s no shortage of quirky, wifi-enabled places to work like the David Rubenstein Atrium at Lincoln Center–a spot my friend Jason Van Orden, a business strategy consultant, recently turned me on to.

The mind is like a muscle: it requires careful maintenance or it’ll eventually be pushed beyond its limit sending you into burnout territory. Focused thinking free from distractions and social media–what Georgetown University professor and author Cal Newport calls “deep work“– is essential on days where I’m feeling scattered. Working from a hidden haven like this secret garden in Central Park allows me to concentrate for an extended period of time.

When I step away from distractions and give myself space to think, my best work comes out.

A bad day tends to cast a cloud over everything and trigger negative feelings that make us see situations more pessimistically. When in the thick of a funk, I remind myself that while I may have bad moments, it’s not a bad life . A high point of my day was receiving this thoughtful card from my Mom. It was just what I needed to shift my attitude.

What also keeps me on track when a bad day threatens to take me off course is trusting the systems and structures I’ve put in place for the way I work. I’m a big fan of morning rituals and equally rely on evening routines, including zeroing my inbox and jotting down my number one priority to accomplish the next day. It ensures I hit the ground running tomorrow and helps me leave that funk far behind.

Now, I’d love to hear from you: What is your go-strategy for rebounding from a bad day at the office? What have you found effective for breaking out a motivational slump? Let me know in the comments or on Twitter at @MelodyWilding.

Melody J. Wilding helps ambitious women and female entrepreneurs master their inner psychology for success and happiness. Learn more about better career and life balance at melodywilding.com.Save

Forbes.com | August 10, 2016 | Melody Wilding Women Forbes

https://www.firstsun.com/wp-content/uploads/2016/08/Melody-Wilding-Forbes-Contributor.jpg 800 1200 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-10 12:28:542020-09-30 20:51:11#Leadership : Day In The Life; Simple Ways To Turn A Bad Day Around…The Mind is Like a Muscle: It Requires Careful Maintenance or It’ll eventually be Pushed Beyond its Limit Sending You into Burnout Territory.

Your #Career : 20 Signs You’re Destined to Become a Millionaire…In Reality, It’s a Lot More Common Than you Think and Completely Possible If you Have the Right Mentality to Become Rich.

August 10, 2016/in First Sun Blog/by First Sun Team

Becoming a millionaire may seem like an unobtainable dream. I’ve been there and felt like it was unattainable and something that would never happen to me.  Then I started reading, studying and mimicking countless different successful millionaires.

Free- Lock in Door

In reality, it’s a lot more common than you think and completely possible if you have the right mentality to become rich. Here are 20 signs based on observations from several millionaire friends of mine, that you’re destined to become successful.

1. You started making money at a young age.

One of the most common traits that the wealthy have in common is that they began earning money at young age. For example, a 12-year-old Mark Cuban sold trash bags door-to-door, Warren Buffett sold packets of gum to his neighbors when he was just 6-years-old and Richard Branson bred and sold parakeets as pets at the age of 11.

If you had this entrepreneurial spirit as a child, then that’s a solid indicator that you’ll become a millionaire since you’ve always been on the lookout for ways to make money.

 

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2. You’re an overachiever.

Were you that student who wasn’t satisfied with a B in class? Millionaires have the mindset to shoot big. They’re not satisfied with making just $1 million. They want to make $10 million.

3. You’re really, really good looking.

I know. This sounds like a bunch of bull and discriminatory, but research conducted by Daniel Hamermesh, an economics professor at the University of Texas in Austin found that this is the case. According to his research, “attractive people are likely to earn an average of 3 percent to 4 percent more than a person with below-average looks.” That may not sound like a fortune, but that adds up to “$230,000 more over a lifetime for the typical good-looking person.”

Related: 10 Ways to Become a Millionaire in Your 20s

Hamermesh found that attractive people are able to charm interviewers and are able to land more sales.

4. You have an action-oriented mindset.

“Are you the kind of person who sees an opportunity and then takes action to take advantage of it? If so, congratulations, because it’s that kind of action-oriented mind-set that can propel you to financial freedom,” says Todd Campbell, author of “Your Guide to Better Stock Picks.”

“For example, it’s been proven time and time again that long-term investing can produce significantly more wealth than short term trading, yet many Americans fail to make the most of their best long-term investment vehicle: their workplace retirement plan.

Do you contribute to your plan? If so, do you contribute 10 percent of your income? More? Less? Considering that someone who contributes 10 percent of their $40,000 in income to a 401(k) plan at a 6 percent return has $311,572 more after 35 years than one who contributes 3 percent, underutilizing retirement plans is a surefire way to derail you on your way to millionaire status.”

5. You possess a sense of urgency.

Millionaires don’t wait for the perfect time to invest or launch their business. They realize that there’s no better time than the present to start making money. Sitting back and waiting is one of the best ways to squash your dreams.

Bottom line — start right now.

6 You’re focused more on earning than saving.

It’s no secret that the wealthy are frugal with their money. While they excel at saving and spending wisely, they also know that the best way to make money is to invest it.

7. You keep an open mind.

You never know when an opportunity is going to present itself. And, if you immediately shut the thought of investing in this opportunity, then you could be losing out on making a fortune. When I started my online invoicing company, I saw an amazing domain and had to make a six-figure purchase in a matter of three days. This meant moving around some money and convincing my spouse to go along with it. We both have open minds which help this process even happen.

That’s why the wealthy always keep an open mind on new ideas. It may not be something that they would have supported in the past, but if it can make them a couple of bucks, then they may reconsider it.

As Warren Buffett once said, “Opportunities come infrequently. When it rains gold, put out the bucket, not the thimble.”

8. You were Mr. or Mrs. Popular in high school.

“We estimate that moving from the 20th to 80th percentile of the high-school popularity distribution yields a 10 percent wage premium nearly 40 years later,” stated the abstract to the work of Gabriela Conti (University of Chicago), Gerrit Mueller (Institute of Employment Research), Andrea Gaeotti (University of Essex) and Stephen Pudney (University of Essex).

In other words, if you were popular in high school, meaning that you had a lot of friends, then you have a better chance of earning more money.

9. You’re able to live below your means.

Another common trait that millionaires have in common is that they’re able to live below their means. Instead of flaunting their wealth they drive practical cars, live in modest homes, and don’t spend their hard earned cash on items which are a useless luxury item.

Related: How to Become a Millionaire by Age 30

For example, my wife and I try and budget at least 50 percent of everything we make into our savings account to which we can put towards investments. These make us a lot more money in the long term. We could go out and splurge (which we do occasionally) but we’re more in it for the long term.

10. You had a mentor.

It’s no secret that you associate yourself with can affect how successful you’ll be. Think about that for a second. If you’re spending a majority of your time with people who are negative or don’t have a drive, then do you think that they’re going to influence you in being motivated and optimistic?

In other words, if you want to be wealthy, then start hanging out with millionaires. Not only will this keep you motivated, you may be able to find a someone who is willing to become your mentor and can show you the ropes.

If you don’t personally know any millionaires, don’t be afraid and reach out to them on social media or through an email after meeting them at a networking event and start building a rapport.

11. You’re not stuck in the past.

Right now we’re in an interesting presidential election, to say the least. Regardless of who you’re voting for, we hear a lot about restoring the country back to the “good ole’ days.” While that statement may work for politicians, it’s not going to float for millionaires.

These are people who have gotten over failure, rejection, and fear. And, they’re more concerned about putting their energy into their future. I’ve lost millions in lifetime, I’ve moved past it and the fear of failure will never hold me down.

12.You’re a goal-setter.

Speaking of the future, the wealthy think about their long-term goals and needs.

“You don’t make a million by accident. If it’s not a goal you sure as hell won’t hit it,” writes Peter Voogd, founder of the Game Changers Academy, who made his first million before turning 26.

13. You aren’t divorced.

A study of around 9,000 individuals found that divorce reduces a person’s wealth by about three-quarters (77 percent) compared to that of a single person, while being married almost doubles comparative wealth (93 percent).

“Divorce causes a decrease in wealth that is larger than just splitting a couple’s assets in half,” said Jay Zagorsky, author of the study and a research scientist at Ohio State University’s Center for Human Resource Research.

“If you really want to increase your wealth, get married and stay married,” suggests Zagorsky.

This isn’t to say that you can’t achieve greatness if you’re divorced. I’m previously divorced and have made millions since.

14. You can defer gratification.

Jason Hall, a writer and editor for the Motley Fool, says “deferring gratification is one of the most important steps to becoming a millionaire.”

Hall adds, “The reality is, building wealth generally takes a lot of time. Even Warren Buffett, one of the richest people alive and arguably the best investor ever, created more than 80 percent of his vast wealth after he turned 50.”

Related: You Deserve to Be a Millionaire. Follow These 12 Tips to Get There.

Learn to defer your gratification.

15. You know how to maximize your strengths.

“I suck at 99 percent of stuff, but I go all out on that 1 percent I’m good at,” Gary Vaynerchuk once said.

That’s not to say that you shouldn’t learn something new or work on some of your weaker skills, it means that millionaires are able to capitalize on their greatest strengths and then surround themselves with people who can enhance their weaknesses.

16. You’re optimistic.

How many people do you know are constantly whining and then blaming others? I bet those people aren’t well off financially, are they?

Millionaires don’t whine, complain, or point fingers. Instead, they accept challenges and look for ways to conquer them.

As T. Harv Eker, author of “Secrets of the Millionaire Mindset: Mastering the Inner Game of Wealth”, says “Rich people believe, ‘I create my life.’ Poor people believe, ‘Life happens to me.'”

17. You may have a drink, but you don’t smoke.

Did you know that men who are self-reported drinkers earn 21 percent more than male abstainers, while women who drink earn 8 percent more than non-drinking females. The reason? Drinking enhances social capital, which leads to superior market outcomes.

Jim Britt, author of, “Do This. Get Rich!,” adds that,”A person who doesn’t drink at all — not that that’s a bad thing — is probably very conservative, and that would keep him or her out of a lot of social circles.”

However, the wealthy are not smokers. “Smokers spend an incredible amount of money on smoking,” says J.L. Zagorsky. Eventually, those packs of cigarettes add up. And, that money could have been spent more wisely, like on investments.

18. You have thick skin.

When you’re consumed by what others think of you, you’re allowing yourself to be held back. Instead of worrying what others think about you, the wealthy have a thick skin thanks to being mentally tough.

In fact, being mentally tough is one of the key ingredients in making a successful entrepreneur since it assists them in handling pressure and overcoming challenges and setbacks.

19. You keep up with current events.

The most successful people in the world kickoff their early mornings by catching up on current events. For example, Warren Buffett and Bill Gates read publications like the “Wall Street Journal,”the “New York Times,” “USA Today,” and the “Financial Times” so that they can make more informed investment decisions based on what’s going on in the world.

20. You’re constantly improving yourself.

While having a college degree can make a difference in determining your net wealth, that degree ultimately doesn’t determine if you’ll become a millionaires or not. Bill Gates is one of the most famous college dropouts of all-time. But, that hasn’t stopped him, and wealthy people like Mark Zuckerberg and Jeff Bezos, from continually improving himself by feverishly reading and learning new information or skills.

Here is to becoming the next millionaire.

 

Entrepreneur.com | August 9, 2016 | John Rampton

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#Leadership : How To Give Leadership To Millennials Without A Promotion…Many Millennials, and their Employers, Mistakenly Assume that Leadership at Work comes Only from a Title. In other Words, Too many Think Leadership can Only Happen through a Promotion.

August 9, 2016/in First Sun Blog/by First Sun Team

The 2016 Deloitte Millennial Survey estimates 63% of millennials say their leadership skills are not being developed. That number is alarmingly high, because essentially two out of every three employees have a desire to lead at work. Yet, despite their desire to lead and grow as leaders, companies are not creating those opportunities for leadership and increased engagement.

free- women at meeting

Many millennials, and their employers, mistakenly assume that leadership at work comes only from a title. In other words, too many think leadership can only happen through a promotion. Yet, students of leadership know this is not true. Leadership expert John Maxwell has stated “Leadership is influence.” Leading people is not about a title or a position, but instead about the ability to influence people towards change.

With that in mind, how can companies give leadership opportunity to millennials? What can employers do to give millennials opportunities to influence change in their workplace? After all, millennials are the largest living generation, and are already the largest generation in the workforce. It is estimated that 75% of the workforce will be of the millennial generation by 2025, so what can employers do now to start developing leaders?

 

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Leading in Circles

An Atlanta office for a global PR firm has managed to address this problem in a creative way. The Atlanta team for Porter Novelli began asking several years ago how they could flatten the organizational hierarchy and give leadership opportunities to more people.

As they looked for answers, they decided to start creating “circles” in the company. A circle, loosely defined, is a group of employees focusing on a specific topic. The topics range from people wanting to improve an aspect of the business to personal passions outside of the office. Anyone can join the circle, and anyone can lead it. It gives younger employees a chance to work directly with more seasoned coworkers, and it also gives everyone an opportunity to lead beyond the day-to-day work.

The circles vary in their focus. For example, the “Client Service Excellence Circle” focuses on best practices for achieving goals for serving clients well. Anyone in the company can be in this circle, and the diverse range of departments represented allows people to speak into a key aspect of the business.

But not every circle is focused on work. The Fun Circle plans everything from parties, holidays, and the summer kickball team on Thursdays. At each monthly meeting, the members of the circle plan the next thing.

These circles have a direct impact on the daily work of the team. Taking a break from your normal work can be refreshing and healthy. Meeting with the circle can provide an opportunity to shift gears and think differently.

While mental breaks are great, strong relationships are what improve collaboration and office morale. Working with people outside of the normal team allows employees to connect with coworkers in a different environment, and relationships are strengthened when people have new experiences together. A stronger office bond leads to better collaboration, a healthier culture, and even lower turnover.

Starting Circles in Your Office

If you and other employees are looking for leadership opportunities, then consider the circles concept. There is no cost associated with it, and the ROI far outweighs the time invested by those who participate.

Maybe you don’t have the authority to implement it across the entire company, but here are three ways that you can start circles in your office.

Present the idea to your manager. Give some specific examples of how it would look in your company. Maybe you present two or three circles-like one focused on fun and another focused on leadership development-that are easy to understand. Ask for the opportunity to create these circles on a trial basis to determine if they work.

Find like-minded people to join the trial circles. Extend this invitation to everyone in the company. You might be surprised as to who expresses interest in joining the circle. Invite people from all departments and all generations to join. These groups thrive on a diversity of age, background, and experience.

Meet monthly for three months with a specific goal in mind.For example, if you start your own Fun Circle, then start with a goal to plan a certain number of activities. This is a low pressure goal, so make it easy. Once the group achieves the goal, it is easy to gain momentum for the next goal.

After an effective trial period, your manager will likely see the benefits of Circles. Yes, these groups may bring clarity to a problem or help improve the overall company culture. Perhaps the greatest benefit, however, is the increased engagement among millennial employees. When millennials are given a chance to lead, they are more likely to be engaged in their work. Greater engagement leads to better work, and better work makes a better company.

 

Forbes.com | August 9, 2016 | Wes Gay

 

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Your #Career : 25 Signs your Company is About to Conduct Mass Layoffs…If you Notice a Combination of these Signs in your Own Company, it May be Time to Start Looking for a New Job.

August 9, 2016/in First Sun Blog/by First Sun Team
In my career as a journalist, I’ve lived through two rounds of mass layoffs. While I didn’t see either of them coming, hindsight is always 20/20, and I now have a much better sense for when the tides are changing.

Row of People viewed from Outside

To get a better understanding of the signs that layoffs are coming, I polled others who’ve been through them, scoured the news about high-profile mass layoffs, and crawled the depths of the internet.

If you notice a combination of these signs in your own company, it may be time to start looking for a new job.

The most obvious sign: Executives confirm layoffs are coming

The most obvious sign: Executives confirm layoffs are coming

Kimberly White/Getty Images for Vanity Fair

Last year, Twitter’s Jack Dorsey and ESPN’s John Skipper sent memos to employees detailing imminent layoffs.

 

 

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Executives hint at layoffs using other terms, like ‘restructuring’

Executives hint at layoffs using other terms, like 'restructuring'

Reuters

HP, which has been going through layoffs since 2008, proves there are many indirect ways of saying “layoffs.”

CEO Meg Whitman and other HP executives have used terms like “downsizing,” “restructuring,” “reorganizing,” “incremental synergies,” “offshoring,” and “streamlining.”

Intel CEO Brian Krzanich used the term “headcount reductions” in an email he sent to employees about rumored layoffs.

And IBM has referred to layoffs as “workforce rebalancing.”

If you hear or see these terms bandied about, it’s time to brace yourself.

Your company gives you a ‘non-negotiable’ job offer

Your company gives you a 'non-negotiable' job offer

http://www.businessinsider.com/cms/posts/edit?id=50abddf3eab8eab77c000009

If you don’t take the non-negotiable job offer, you will get laid off.

Last year, HP gave a group of several hundred employees in its struggling enterprise-services unit an unusual ultimatum: Either take the new job we’ve lined up for you — or get laid off without severance.

A WARN notice has been issued

A WARN notice has been issued

New York Department of Labor WARN notice

If more than 250 full-time employees are being laid off, or if 25 or more full-time employees are being laid off and this constitutes 33% of all workers at the site, a company must file a Worker Adjustment and Retraining Notification (WARN) with the state’s Department of Labor 90 days prior to the layoffs.

This is public information that can be found on a state’s DOL website. As an example, here’s the New York site.

Your company’s IPO flops

Your company's IPO flops

YouTube / Margin Call trailer

As Business Insider’s Alexei Oreskovic reports, layoffs are often a symptom of a souring market. If your company’s IPO flops, it could be a sign layoffs are coming.

Your company is hiring too fast

Your company is hiring too fast

REUTERS/Stringer

For a while, Groupon was the world’s fastest-growing company.

When the company opened its offices in Korea just two and a half years after launching, it hired 300 people in a week by pulling them in off the street, The Telegraph reports. At the time the company had already expanded to more than 40 countries.

Last year, however, the company announced it would lay off 1,100 people and would close operations in seven countries.

When a company grows rapidly, it risks overshooting its needs, and may eventually be forced to make tough decisions. However, there are many successful companies that grow rapidly, hire aggressively, and then settle down.

Your company gets acquired or merges with another

Your company gets acquired or merges with another

Thomson Reuters

After Kraft and Heinz merged last year, it announced that the combined company would cut 2,500 jobs, Fortune reports.

Mergers frequently lead to layoffs. As Business Insider has written, “synergy” is the one word that should terrify employees: “Synergy is what you get when you eliminate redundancies in your efforts to cut costs.”

There’s already been a round of layoffs

There's already been a round of layoffs

REUTERS/Joshua Lott

The first round of layoffs is rarely the last.

Your access to work accounts is denied

View image on TwitterView image on Twitter

You’re invited to a group meeting with the department head, and her personal assistant confirms with you that you’ll be there

You're invited to a group meeting with the department head, and her personal assistant confirms with you that you'll be there

REUTERS/Kevin Coombs

Based on my personal experience, if the only time you hear from an executive’s personal assistant is regarding a mysterious meeting scheduled that morning for your whole department, your concern might be warranted.

Internal job postings get taken down

Internal job postings get taken down

Rachel Gillett/Business Insider

“I was once at a company where I was interviewing for a promotion, only to find out in the middle of it that the position had been eliminated,” one writer told me. “The writing was pretty much on the wall, and when the pink slips started coming, I can’t say I was a bit surprised.”

“It’s always tough, though,” he noted. “If it’s not happening to you, it’s happening to someone you’ve spent years working with, and you know it’s going to hit their family hard in most cases.”

You’re expected to do more with less

You're expected to do more with less

Michael Duxbury/flickr

Employees facing layoffs may first be asked to do more with fewer employees and resources in a last ditch effort to turn a profit.

People are told they can’t work from home on a specific day

People are told they can't work from home on a specific day

Getty Images/Mario Tama

Larry Cornett, founder and CEO of Voicekick, says that after working in Silicon Valley for more than 20 years, he’s come to regard certain anomalies as signs layoffs are coming. Losing the ability to work from home is one of them.

“Work-from-home days are fairly common in tech companies,” he writes on Medium. “Employees will be told that everyone needs to come into the office on a specific day and that they cannot work from home that day. Thus, the layoff day is identified.”

The higher-ups take steps to “improve efficiencies”

The higher-ups take steps to "improve efficiencies"

Scenes like those in “Office Space” really happen.YouTube / Office Space

Introducing time sheets and bringing in consultants are often the first steps higher-ups take to understand teams better and find ways to tighten.

One editor, who didn’t see her previous company’s shutdown coming, said she should have been suspicious when the company brought a new board-appointed CFO to look over the books. “These are often at least a sign of a turnaround coming for the company, if not a total shutdown,” she said.

Or they ask a ton of questions about what you do

Or they ask a ton of questions about what you do

VFS Digital Design/Flickr

Superiors asking you to list the daily tasks and responsibilities that you and each of the members of your team perform is a common sign of restructuring to come.

Requests to share passwords, training documents, and other things that may not be written down are sometimes done to smooth impending dismissals.

 

Higher-ups start quitting

Higher-ups start quitting

Margin Call screenshot

Senior managers are usually privy to what’s going on at the top. Pay attention if they start heading for the exits.

The discretionary stuff starts to go

The discretionary stuff starts to go

Sergio Vassio Photography/flickr

Fewer parties and happy hours, less and cheaper food and drinks in the kitchen, no more expensed lunch for meetings, stingy vacation time — these could all be signs that the end is nigh.

Company bills aren’t getting paid

Company bills aren't getting paid

PROAlan Levine/flickr

“I started receiving emails from clients about bills that had gone unpaid,” said one worker who’d been through layoffs. “I thought the accounts team had just missed paying them, but looking back, that was a sign we were in financial trouble with nothing left in the bank.”

 

The uprooting of plants

The uprooting of plants

Tim Lucas/flickr

“No matter how secret an upcoming round of layoffs may be, the seal is never 100% rumor-tight. There’s always one old-school veteran who knows something,” writes Evany Thomas, a brand writer and content strategist at Pinterest, who details getting laid off twice in a Medium post.

“And the way you can tell they know is that they start bringing home all their accumulated personal belongings in easy-to-manage nightly shipments. Starting with their plants.”

Conference rooms are booked by HR all day

Conference rooms are booked by HR all day

Thomson Reuters

Whenever conference rooms are booked all day by your company’s human-resources department, it’s a sign that big changes are coming, and they’re probably not good.

Good news like bonuses and raises can be delivered individually in a number of ways. But HR folks prefer to deliver bad news like layoffs behind closed doors.

Some Yahoo employees reportedly knew layoffs were coming last year: “Employees saw it coming when on getting to work two to three conference rooms in every floor were suddenly reserved for HR with all previously scheduled meetings in the room canceled,” one source told Business Insider.

All managers are suddenly pulled into a series of meetings that span a few days

All managers are suddenly pulled into a series of meetings that span a few days

Flickr/Sebastiaan ter Burg

Cornett says this is another sign layoffs are in the works. And if managers find it difficult to directly answer questions about what is going on with all the meetings, this could serve as confirmation.

 

There are more tissue boxes than usual

There are more tissue boxes than usual

Justin Sullivan/Getty Images

Your office managers could just be stepping up their allergy-season game, but if these tissue boxes are conveniently stacked up in conference rooms — especially ones that are booked by HR — chances are some bad news is on the horizon.

There are a lot of empty boxes around.

There are a lot of empty boxes around.

rick/flickr

Unless you missed the memo that you’re moving to a nicer office, odds are those boxes aren’t a pleasant surprise.

Upper management avoids your gaze

Upper management avoids your gaze

Shutterstock

“When I got let go from Friendster, I was blindsided. I totally failed to see it coming,” Thomas writes.

“When all of us let-goners went out for the traditional post-layoff drinks, everybody teased me for missing the signs. ‘You mean you didn’t notice that upper management had stopped making eye contact weeks ago? Amateur.'”

 

You stop getting invited to important meetings

You stop getting invited to important meetings

Dotshock/Shuttershock

“It’s usually a sign that you will personally be laid off when senior management postpones a meeting with you that they usually accept or you stop receiving invitations to meetings for long-term planning or where confidential/strategic information will be discussed,” Cornett writes.

 

 

Businessinsider.com | August 9, 2016 | 

  • Rachel Gillett

 

 

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#Leadership : Craft a Legal, Effective Employee Social Media Policy With These 5 Steps…Social Media has the Power to Boost a Brand’s Image, Reinforce Relationships with Customers and Increase Sales. When Abused by Employees, however, It can Cause Irreversible Damage.

August 8, 2016/in First Sun Blog/by First Sun Team

Take KitchenAid, for example. In October of 2012, the company tweeted out an offensive comment about President Barack Obama’s grandmother. As a result, it faced a huge backlash and received a plethora of negative media attention. This happened simply because an employee tweeted his or her opinion from the brand account, rather than from a personal one.

Close-up of businessman preparing bomb in office

Just this past summer, Anthony Cumia from the popular radio show “Opie & Anthony” was fired for tweeting profane remarks about a woman who allegedly confronted him on the street. It reflected poorly upon SiriusXM, the company that broadcasts the show. Not wanting to face overwhelming criticism, SiriusXM immediately terminated their relationship with Cumia.

There are countless examples of social media faux pas over the years. They can easily happen anytime, and to any brand.

To protect your company, you must create and enforce social media policies. These policies should let employees know what can and can’t be said, as well as how to act appropriately on Facebook, Twitter, Instagram, Pinterest or any other site your company utilizes.

To get started on a social media policy, study and consider implementing the following instructions:

1. Research state and federal rules on free speech.
Though social media policies are imperative, they may end up getting companies in trouble. Large corporations such as General Motors and Target have been asked to revise their policies because they went too far.

Before writing one, it’s important to look into federal and state laws regarding speech on sites such as Facebook and Twitter, along with rules for accessing employees’ personal accounts. Business owners putting the policy together can research social media laws on the National Labor Relations Board or, better yet, hire a lawyer who specializes in it.

 

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2. Involve employees every step of the way.
A social media policy should not be produced without input from employees. Ask employees what they’re comfortable with, which might include whether they want to sign their initials on posts, and if they’d be fine with refraining from talking about the company on their personal accounts.

You may also want to specify when social media can be used at work, as well as how employees are expected to interact with customers online. Throughout the process, employees should be encouraged to ask questions. When the document is completed, employees need to sign off on it to ensure that they are on board with the new rules.

3. Tailor the policy to the job.
Instead of handing out the same social media policy to everyone, you may want to tailor it according to what department someone is in. Employees who manage the different accounts will need a more specific set of directions and guidelines, while those in sales, IT or HR would just require a policy regarding their personal use.

4. Include business privacy issues.
A big reason for formulating a social media policy is to protect a brand’s privacy. If company practices and secrets are revealed online, it can give competitors an edge and cause extensive damage.

The policy should highlight what would hurt the company and why. Employees must know where to draw the line when revealing information about the company. For example, it might be fine to post photos of the business’ office and holiday parties online, but it would be detrimental to disclose how many sales were made in the fourth quarter.

For a good frame of reference on setting rules for privacy concerns, check out the “What You Should Never Disclose” section of Best Buy’s social media policy.

5. Preparing to write the policy.
A social media policy should be seen as a helpful addition to the company. It is not meant to make employees feel stifled or condescended to.

Before you start thinking about the rules you’re going to include in the policy, determine what positive results you hope to achieve. Perhaps you want employees to feel free to post on the various accounts. Or you want to improve customer service online.

By keeping these goals in mind, you can decide upon the best ways to phrase and formulate social media policies.

 

Entrepreneur.com | March 12, 2015 | Michael Roy

 

https://www.firstsun.com/wp-content/uploads/2016/04/Free-Biz-Explostion.jpg 2800 4200 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-08 13:26:352020-09-30 20:51:13#Leadership : Craft a Legal, Effective Employee Social Media Policy With These 5 Steps…Social Media has the Power to Boost a Brand’s Image, Reinforce Relationships with Customers and Increase Sales. When Abused by Employees, however, It can Cause Irreversible Damage.

#Leadership : Leadership Lessons From The Man Who Runs The U.S. Olympic Track Team….CEO Max Siegel Shares his Strategies for Managing a Team on a High-Stakes Project: the Olympics.

August 7, 2016/in First Sun Blog/by First Sun Team

At this moment, 129 American track and field athletes are settling into their living quarters in Rio de Janeiro as part of the 555-person strong Team U.S.A. They are getting acclimated to the weather and training daily, using every last minute to prepare physically and mentally for one of the most important events of their lives. But behind the scenes, Max Siegel has been planning this moment for years.

Olympics 2016

Siegel is the CEO of U.S.A. Track and Field (USATF), the governing body for runners in the U.S. The nonprofit organization serves 41 million people who love to run—from amateurs to professionals—providing them with opportunities to compete in marathons and races. Siegel has been instrumental in helping the organization take on a more entrepreneurial outlook, building the sport into a brand and helping lock down sponsorship deals. On top of that, Siegel must also help discover the nation’s Olympians and give them the support that they need to thrive at the Games.

Max Siegel

The final list of qualifying athletes is decided right before the Olympics begin. These individuals represent a wide range of disciplines, including marathon runners, sprinters, high jumpers, pole vaulters, shot-putters, and more. “There’s literally a month between the time that people qualify and we go to the Games,” Siegel says. “The very last race in our Olympic trials ends, and they go directly to Olympic training camp.”

Once the team is selected, Siegel and his staff spin into action, managing the elaborate logistics of bringing the team to the host country. Though Siegel’s tips for leading a group of runners to success might seem specific to the sports world’s greatest show on earth, we think they can be useful to any professionals who manage projects that are short but intense, with many moving parts (think organizing a conference or overseeing a quarterly earnings report).

ALWAYS LOOK FOR TALENT

While the Olympic Games happen once every four years, Siegel says his team is constantly preparing for it. Finding the highest-caliber athletes for the Games means being on the lookout for elite runners, recruiting them, and preparing them to compete in the Olympic trials when the time comes. This means tracking students as young as middle- and high-school age who show serious promise. “There’s a pretty robust and thorough analysis of the talent,” he says, explaining that he has experts on staff who are single-handedly focused on assessing every aspect of an athlete’s capabilities.

Siegel says that USATF is extremely judicious about only reaching out to people they really believe will have a successful career in sports because of the sacrifices demanded. Teens may postpone higher education, and those who do go to college will struggle to balance their studies and the rigors of training. Of course, not all athletes are young. The U.S. is sending runners in their forties to Rio, including Bernard Lagat, who qualified for his fifth Olympics at the age of 41. These more seasoned athletes also have to give things up, including time at their jobs or with their families.

Chaunté Lowe in 2016

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EQUIP YOUR TEAM

Once the team is chosen, Siegel needs to make sure that they have every resource at their disposal to succeed. Since the team comes together right before the Olympic Games, USATF must equip itself in advance with tools. “When they matriculate into our program, we give them support,” he says. “This means coaching, training, medical attention, and biomechanical sports-science help.”

But tools aren’t just physical. To prepare teams to go overseas for events, USATF also helps with language and cultural training. Since the athletes will be ambassadors for their country, it is important that they understand the nuances of local culture. This is particularly useful to athletes who are young or not particularly well-traveled.

Since Olympic athletes are not paid by the International Olympic Committee to appear at the games, they need to generate their own funds to attend. Many runners rely on prize money from other races or seek out sponsorship or endorsement deals. In his time as CEO, Siegel has made it a priority to make USAFT more attractive to companies. “It’s been about creating a brand that’s connected to the idea of excellence,” he says. “This has allowed us to partner with best-in-class companies like Visa, Rosetta Stone, and Hershey.”

Nike has always been one of the USATF’s biggest sponsors. But over the last five years, Siegel has helped negotiate a contract with the brand that has been called one of the most lucrative deals in Olympic history: It ensures that every qualifying athlete will receive a sum of money. (He declined to tell me exactly how much.) “Athletes that make our World Championship or Olympic teams get pretty significant compensation,” Siegel says. In return, Nike will outfit Team U.S.A. for the Olympic Games.

In addition to snagging funds for individual athletes, Siegel also pushed through a separate contract for USATF with Nike that’s worth a reported $500 million and will be in effect from 2017 to 2040. This has improved his organization’s ability to support its entire constituency of runners.

Justin Gatlin

ON GAME DAY, ELIMINATE DISTRACTIONS

Finally, the team heads to the Olympics. Once on site, the USATF’s main goal is to ensure that athletes focus on their event. This means cutting out any possible worry or distraction.

One of the competitors’ biggest sources of concern is their families. While spouses, parents, and siblings often come to show their support and participate in the historic moment, Olympians can lose focus by imagining what their loved ones might be up to, or worrying that they might not be enjoying themselves. So in 2012, Siegel launched a new program in which one group of USATF staff is entirely devoted to making sure families are comfortable and occupied. Staff members take these relatives sightseeing, for instance, and shuttle them to events.”The athletes have grandma and grandpa there, whom they love,” Siegel explains. “They’re worried about them and whether they will be able to get from point A to point B. They feel an emotional obligation to them.”

Siegel has also had to manage some of the crises surrounding the Rio Games, including the Zika virus. His strategy has been to keep all the athletes informed of the latest health information from the World Health Organization and National Institutes of Health. “We don’t want them to be distracted by the media,” he says.

USE THE MOMENTUM TO KEEP MOVING FORWARD

Because the USATF’s Olympic team comes together so late, the organization doesn’t have much time to promote them before the Games begin and get the public excited about them like they are for, say, swimmers and gymnasts. New elite runners come to the world’s attention as their events unfold, so Siegel’s responsibility is to keep enthusiasm (and sponsorship interest) high after the Games. “Stars are born, and you need to ride that momentum afterwards,” he says.

Over the course of the Games, Siegel and his staff familiarize themselves with the athletes’ personal stories so they can keep these narratives alive when they return to the U.S. The USATF pitches these individuals hard to television, social media, newspapers, and magazines. “They might have a unique backstory or an interesting way that they train,” he says. “We don’t want to waste the moment.”


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FastCompany.com | August 2, 2016 | ELIZABETH SEGRAN

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https://www.firstsun.com/wp-content/uploads/2016/08/Olympics-2016.jpg 500 435 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-07 13:50:452020-09-30 20:51:17#Leadership : Leadership Lessons From The Man Who Runs The U.S. Olympic Track Team….CEO Max Siegel Shares his Strategies for Managing a Team on a High-Stakes Project: the Olympics.

Your #Career : 4 Ways To Bounce Back When You’re Treated Unfairly At Work…You can Get Even, Or you can Take the High Road—Where the Outlook’s Much Better for your Health and Career.

August 7, 2016/in First Sun Blog/by First Sun Team

Depending on how you see it, there’s more than just death and taxes on the short list of things life throws at pretty much everybody. There’s also unfairness (which cynics might even see as the umbrella term for both death and taxes), as many a parent has informed a 5-year-old who’s too young to know what taxes are but has no trouble grasping what’s not fair.

Free- Barbed Wire

But simply accepting that life isn’t fair doesn’t mean we respond to its injustices with perfect equanimity—especially where our careers are concerned. Maybe you’ve been passed up for a promotion you deserved. Or management made a big decision impacting your job without you having a say. Maybe you were just disrespected by a colleague.

Being treated unfairly violates basic human needs for autonomy, belonging, and morality.

Organizational researchers like the University of Georgia’s Jason Colquitt call these types of offenses “distributive,” “procedural,” and “interpersonal” injustice, respectively. And they’ve been linked to lower levels of self-esteem, job satisfaction, organizational commitment, and performance.

That may not come as a shock—it’s just about impossible to avoid feeling mistreated at some point or another at work. Georgetown professor Chris Porathestimates that 98% of the thousands of workers she’s surveyed have experienced incivility at work firsthand, and 99% have seen it take place.

But the good news is that while work, like life, isn’t always fair, you don’t have to stew in your sense of being wronged. In fact, you can even use the experience to become a little more resilient for the next time you’re slighted. Here’s how.

WHY UNFAIR TREATMENT STINGS

You may feel hurt that you’ve been mistreated while at the same time wondering whether it’s petty of you to take offense. But psychologically, unfairness communicates a lot more than the act itself. Being treated unfairly violates basic human needs for autonomy, belonging, and morality. It thwarts our agency, makes us feel like we aren’t valued, and tramples on the basic social principles that bind people together.

So it’s no surprise that violating these mores reliably leads to feelings of anger, outage, and contempt—emotions that lead us to act in ways that both harm our careers and are typically inconsistent with our own values: When we’re wronged at work, many of us isolate ourselves or retaliate. And while that may lead to short-term reprieve or catharsis, the longer-term consequences are rarely good.

Instead, we need better ways to respond to mistreatment at work—strategies that can actually improve how others see us and how we see ourselves—so we can minimize the likelihood of it happening again.

1. WALK BACK FROM THE CONCLUSIONS YOU’VE JUMPED TO

Leadership gurus Chris Argyris and Peter Senge are known for introducing the“ladder of inference,” the process by which people make a sequence of assumptions about others’ intentions. It’s important to remember that injustice is in the eye of the beholder, so it’s critical to make sure you’re seeing the situation accurately.

The simple act of confiding in others can strengthen your relationships around the office and mitigate the negative feelings you’re experiencing.

And to do that, there’s no substitute for perspective. Talk to a trusted friend or colleague to get their point of view before taking any action. Whatever they say, the simple act of confiding in others can strengthen your relationships around the office and mitigate the negative feelings you’re experiencing.

 

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2. TAKE THE MORAL HIGH GROUND

Sometimes it’s actually okay to get up on your high horse and stay there. In fact, refusing to match slight for slight can help you sidestep the indignity you’re feeling and avoid boiling in anger. From that vantage point, you may even be able to look at the situation more critically and learn something about your coworker, your organization, or even yourself—to understand what’s happened in a more detached way.

3. LOOK FOR WHAT’S STILL GOOD, FAIR, AND RIGHT

Sure, you’ve just been treated unfairly in one context, but there are certainly others where you’re still clearly valued and respected at work. And one principlelong familiar to psychologists is our tendency to focus on the negative at the expense of the positive. So make sure you’re considering this recent mistreatment in light of other good things at work, which will help you put it into perspective.

It may be the last thing you’re inclined to do while you’re feeling upset, but consider making a list of the positive aspects of your job—the upsides that haven’tbeen affected by this incident—so you don’t act rashly.

4. FORGIVE WHOEVER’S RESPONSIBLE

This may be the hardest one yet, but it might pay off. Research suggests that forgiveness is critical for mental and physical health in the aftermath of being mistreated. You don’t need to excuse the incident or convince yourself you’re being dramatic, you just need to acknowledge that the bad thing they did to you is something you can live with—that, as Whitney Houston memorably put it, “It’s not right, but it’s okay.” Forgiveness, at any rate, can be a surprisingly powerful way of moving on without carrying a chip on your shoulder.

Let’s be real—being treated unfairly at work can be painful, upsetting, and frustrating. But it can also be an opportunity to build resilience—not just to others, but to your own, less-than-productive knee-jerk responses. So take the high road. The view is much better from there anyway.

 

FastCompany.com | August 4, 2016 | David Mayer

https://www.firstsun.com/wp-content/uploads/2015/11/Free-Barbed-Wire1.jpg 1100 1650 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2016-08-07 13:06:492020-09-30 20:51:17Your #Career : 4 Ways To Bounce Back When You’re Treated Unfairly At Work…You can Get Even, Or you can Take the High Road—Where the Outlook’s Much Better for your Health and Career.
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