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Your #Career : Work From Home? 4 Key Ways to Maximize Productivity…To Help you Tackle the Specific Work Issues you’re Likely to Face, we Tapped 3 Work-from-Home Experts for their Tips on How to Maximize 4 Key Areas of Home-Based Office Life so You can Boost Productivity & Success.

March 2, 2016/in First Sun Blog/by First Sun Team

No morning commute. No open floor plan that makes it challenging to focus on your work. No boss looking over your shoulder or co-worker who insists on showing you photos of his cat every morning. The sweet freedom of working from home can seem like a dream come true for some—and the number of people doing so is growing.

For example, Global Workplace Analytics found that the work-at-home population increased by 103% between 2005 and 2014, with a 6.5% rise in 2014—the largest spike since before the recession. U.S. Census data also show that working from home is more popular than ever. In 2010, 13.4 million people worked at least one day at home per week, an increase of more than 4 million people in the last decade.

Although statistics indicate that the trend is picking up steam, that doesn’t mean it’s easy to work from home successfully. Whether you’re telecommuting to a full-time job or running a home-based business, there are distinct challenges that come from merging your work and home lives.

To help you tackle the specific work issues you’re likely to face, we tapped three work-from-home experts for their tips on how to maximize four key areas of home-based office life so you can boost productivity and success.

Work-From-Home Tip #1: Turbocharge Your Space

Whether you’re working at the corner table next to the couch or have an entire spare room to devote to your home business, it’s important to create a space that helps get you into work mode and keeps your attention there.

• A little separation is a good thing: If you can, carve out a designated space in your home as an office where you can keep your work organized. “A separate workspace makes it easier to set boundaries between your home and office [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][lives],” says Lisa Kanarek, author of “Organize Your Home Office for Success: Expert Strategies That Can Work for You” and founder of WorkingNaked.com, a site that helps people create productive home offices. “When you have a separate space, you can store files, supplies and other business essentials in one area.”

If, however, your home office needs to be wherever you can find a spot to open your laptop, there are other things you can do. Elaine Quinn, a certified professional organizer, consultant for solo business owners and author of “There’s No Place Like Working from Home: Get Organized, Stay Motivated, Get Things Done!,” recommends using your dining table as a desk, especially if you have stacks of paperwork to sift through. If you’re working while your family is around, put on noise-canceling headphones to not only block out distracting sounds but serve as a visual cue to others that you’re on the clock.

• Get your (organizational) act together: Having an orderly desk helps you stay focused, boosting productivity so you don’t lose precious time looking for that critical contract—or whatever it may be—under a messy pile of papers. “Visual distraction is just begging for you not to be able to concentrate,” says Quinn. To minimize clutter, think of your desk as the center of a bull’s-eye. “All of the things you need on an everyday basis should be within arm’s reach,” she says. If you don’t need an item that often, it shouldn’t be on your desk. The next circle out should be items you don’t need more than once a week and can be stored off your desk, like in a nearby filing cabinet. The final, outer ring are items you need or want to hang onto but aren’t using anytime soon, such as old client files and contracts. These should be stored away in a closet or basement, if you have one.

If your office is the kitchen table one day and the back porch another, consider putting your work projects in separate boxes so you can grab the one you need at that time, and then put it away when you’re done.

• And remember, there may be tax benefits to creating a home office:Whether you rent or own your home, if you use part of the square footage regularly and exclusively for business, you may be able to do a home office deduction on your taxes, according to the IRS. The federal government now offers a fairly new (as of the 2014 tax season) simplified way to calculate this, with a standard deduction of $5 per square foot of the home used for business, with a maximum of 300 square feet. Talk with your accountant about the best way to include your home office expenses in your taxes.

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Work-From-Home Tip #2: Stay Connected

When it comes to professional communication, Kanarek says that keeping your work and private lives separate is key. If you telecommute, it may be easier to set these boundaries with a work email that’s tied to your main office. If you have a home-based business, it can be trickier.

• Customize your communication: Instead of handing out your primary personal email for work-related matters, Quinn strongly urges her clients who are small business owners to create a second custom work email address, such as jane@yourcompany.com, for a more professional touch.

“Also, set up a third account that you give out when signing up for newsletters and updates,” Kanarek says. That way, you can stay in the loop without clogging up your business email account.

To better manage your inbox, there are tools that let you schedule emails so they’re sent during business hours, rather than when you’re burning the midnight oil. “If I don’t want to appear too eager to respond to something but don’t want to forget, I use Boomerang for Gmail,” says Quinn. “Or if I have an email that I don’t have to take action on right now, Boomerang can make that email reappear at the top of my list at a future date.”

You can also use apps to schedule texts to go out when you want, rather than pinging someone when you’re working on the weekend. Quinn uses SMS Scheduler, a delayed-text scheduler app on Android.

• Streamline your phone system: Many small business owners have ditched their landlines and exclusively use a mobile phone for business, says Kanarek. But if you use your primary number for work, it can be hard to gauge whether that incoming call is personal or business when you’re on—or off—the clock. To counter that, “some have one cellphone for business and the other for personal use,” Kanarek says. But Julie Morgenstern, time management expert and author of “Time Management From the Inside Out: The Foolproof System for Taking Control of Your Schedule—and Your Life,” prefers a dedicated business landline. “The sound quality can be better than on cellphones,” she says. Or you can use the phone line that often comes bundled with your cable TV subscription service as your business number.

If you’re using your own home phone or cellphone for business and don’t necessarily want your personal number out there, try using Google Voice, which lets you choose a brand new number from Google. “You can keep cycling through to find a number you like,” says Quinn. “Or you can type in words and see if they have the numbers to correlate.” If you’re more concerned with missing a call, you can use your existing mobile number with Google Voice and set it up so that one number rings to all of your phones. The service also provides online voicemail with rough transcriptions, sent to you by email or text, so you can quickly get the gist of voicemails on the go.

Work-From-Home Tip #3: Create a Schedule That Fits Your Life

If you’re telecommuting, your hours may be set by your boss. But if your office is flexible or you run a business out of your home, one of the perks is setting your own hours. While there’s freedom in that flexibility, it’s also easy for work-life balance to get really out of whack. Make sure you create a regular schedule, says Morgenstern. “It’s a hot mess when people work whenever they feel like. People love structure. It’s a forcing mechanism that energizes you and also helps you shut off when it’s time.”

• Block out your days with a hard stop: Morgenstern recommends thinking of your day in three blocks of time—morning, afternoon and evening—and factor in how much energy you have in each time period. “If you’re more productive in the morning, then get up and do your work then,” she says. You should also factor in what time you typically need to interact with co-workers and clients, as well as your family’s schedule.

“You may want to be done for the day when your kids come home from school, for example,” Morgenstern says. That way, your kids’ arrival signals quitting time instead of being a distraction keeping you from working another few hours.

• Be realistic about your time: Anyone can write a to-do list, but completing every action is another feat entirely, especially if you’re overly optimistic about what you can reasonably accomplish in a day. Instead of creating a never-ending task list, Morgenstern advises asking yourself three questions: What do I need to do? How long will that take? When will I do it? Keeping in mind your deadlines for each, prioritize and block out your schedule to tackle these responsibilities during a time window when you can maximize your attention toward them.

Not sure how to prioritize tasks? “Think of your work week as a time budget,” Morgenstern says. For example, “if you’re doing writing, editing, administration and pitching, those are the four categories of your time budget. Then, create a regular routine of when you do each. A little bit of boundaries [between task categories] helps.”

• Don’t forget to schedule breaks: In general, whatever schedule you choose, aim to work no more than 90 minutes at a time before taking a quick break. The combination will keep you productive and give you time to clear your head. “After that time, most people lose focus anyway,” Quinn says. “You’ll work better in 90-minute chunks.” Others, including Quinn, find that working in even smaller chunks—up to 45 minutes, followed by a 15-minute break—is more efficient.

Work-From-Home Tip #4: Know That You Don’t Have to DoEverything

It can be overwhelming when you are your own tech support, accountant and executive assistant while working from home. And the truth is, “anyone who is working from home can’t do everything themselves,” Quinn says. So how do you make sure you keep your business running?

• Get your go-to people in place: Luckily, this is easier than ever since there are plenty of businesses geared toward home-based workers that offer tech support, such as Support.com, and billing services, such as FreshBooks, at reasonable prices. “It’s always a good idea to get referrals from others,” Kanarek says. “I use Quicken and I have a Mac tech person who always knows how to solve any tech issues I may have.” Some tech support consultants can even virtually jump into your computer and see if they can fix something easily.

• Go virtual: Quinn recommends using a virtual assistant from theInternational Virtual Assistants Association (IVAA), which connects you with professional independent contractors who can offer administrative, technical and creative support. A virtual assistant can help with various tasks, such as bookkeeping and following up on outstanding invoices, creating a monthly newsletter or doing research for a work project. But if you have simple, straightforward tasks like booking appointments, transcribing notes or faxing documents, Quinn suggests finding a more affordable virtual assistant through services like Upwork or Fiverr. Whichever route you choose, having a virtual assistant saves you from getting bogged down in mundane tasks, allowing you to spend more time focusing on building your home-based business and reaping the rewards.

Forbes.com | February 2, 2016 | LearnVest

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#Leadership : The 8 HR Analytics Every Manager Should Know About…People are Vital to the Success of any Company. There’s No Doubt that any Business Which can Attract the Right Competencies, Manage Talent Effectively, Utilize Capacity Efficiently, & Retain Employees is Setting Itself Up for Long-Term Success.

March 1, 2016/in First Sun Blog/by First Sun Team

HR departments are generating more data than ever before but at the same time they often struggle to turn their data into valuable insights. Based on the work I do with companies all over the globe I have identified some of the most important analytics managers can use to better understated the people-related side of their business.

This post builds on my article on the key business analytics tools, which might make good additional background reading. Here is my list of HR analytics every manager should know about:

1- Capability analytics

The success of your business depends on the level of expertise and skill of your workforce. Capability analytics is a talent management process that allows you to identify the capabilities or core competencies you want and need in your business. Once you know what those capabilities are you can compare them to the capabilities you have in place at the moment to see if you have any gaps.

Tip: Capabilities are not just about qualifications and skills; they can also include capabilities that may not be formally recognized, such as the ability to develop and maintain relationships.

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2- Competency acquisition analytics

Talent matters, and the acquisition and management of talent is often a critical factor in business growth. Competency acquisition analytics is the process of assessing how well or otherwise your business acquires the desired competencies. You need to start by identifying the core competencies your business requires now and in the future. Then assess the current levels of these competencies within your business and identify any gaps. You can then monitor how effective you are at developing these competencies in-house or spotting and recruiting candidates with those competencies.

Tip: Key to effective competency acquisition analytics is focusing on a small set of core competencies.

3- Capacity analytics

Capacity affects revenue. Capacity analytics seeks to establish how operationally efficient people are in a business, e.g. are people spending too much time on admin and not enough on more profitable work, or are individuals stretched far too thin? It also allows businesses to establish of how much capacity they have to grow?

Tip: The tricky part is establishing a system to track capacity without creating huge administrative burdens and without alienating employees with a ‘big-brother’ approach. Big data and sensor system can be very effective here.

4- Employee churn analytics

Hiring employees, training them and then integrating them into the business costs time and money. Employee churn analytics is the process of assessing your staff turnover rates in an attempt to predict the future and reduce employee churn. Historical employee churn can be identified through traditional KPIs such as the employee satisfaction index, employee engagement level and staff advocacy score. Surveys and exit interviews are also useful tools.

Tip: Always remember that some employee churn can be desirable. It is important to identify a healthy level of churn and develop system to pinpoint the ‘regrettable’ churn.

5- Corporate culture analytics

Culture is notoriously difficult to pin point and even harder to change. It is essentially the collective (often unspoken) rules, systems and patterns of behavior that embody your business. Corporate culture analytics is therefore the process of assessing and understanding more about your corporate culture or the different cultures that exists across your organization. This then allows you to track changes in culture you would like to make, understand how the culture is changing, create early warning systems to detect toxic cultures in their development and ensure you are recruiting people that don’t clash with the corporate culture.

Tip: One way to assess culture is through the analysis of customer service conversations, which can provide a rich vein of data to assess corporate culture.

6- Recruitment channel analytics

Employees represent the greatest cost and greatest opportunity in most businesses. Recruitment channel analytics is the process of working out where your best employees come from and what recruitment channels are most effective. Recruitment channel analytics will involve some historical assessment of employee value using KPIS such as human capital value added and return per employee. Surveys and entry interviews are also useful sources of data.

Tip: Aggregator sites like glassdoor.com operate like Trip Advisor for recruitment and can provide companies with independent reviews of their recruitment process.

7- Leadership analytics

Poor leadership, whether of a business, division or team costs money and prevents a business from fulfilling its potential. Leadership analytics unpacks the various dimensions of leadership performance via data to uncover the good, the bad and the ugly. Data about leadership performance can be gained through the use of surveys, focus groups, employee interviews or ethnography.

Tip: It is advisable to make the data collection anonymous, so that employees can really open up and provide useful information. Few employees would feel confident or safe talking about their leader or manager if they knew that person could or may have access to their opinion.

8- Employee performance analytics

Your business needs capable high-performing employees to survive and thrive. Employee performance analytics seeks to assess individual employee performance. The resulting insights can identify who is performing well and who may need some additional training or support in order to raise their game. Today, we have many innovative ways of collecting and analyzing performance, from crowdsourced performance assessments to big data analytics.

Tip: I advise companies to move away from the classic and outdated performance reviews. With modern data capture techniques it is possible to analyze performance more holistically and less focused on specific parts of a job that might cause employees to skew their behavior.

Bernard Marr is a best-selling author, keynote speaker and data expert. His new books is: ‘Key Business Analytics: The 60+ Business Analysis Tools Every Manager Needs To Know‘

Forbes.com | March 1, 2016 | Bernard Marr

#Strategy : The Secret to How People Work Well Under Pressure…So, How Do you Do It? Handling Pressure is a Learned Skill, & One That is Very Valuable. It’s Something that Separates the ‘Men from the Boys’, & Can Get you a Long Way If you Can Treat the Ability Like a Muscle, & Exercise It.

February 28, 2016/in First Sun Blog/by First Sun Team

You’re up against a lot at work — environmental factors are likely killing your productivity, your more socially savvy coworkers could be getting promotions over you, and you may even be tempted to cheat your way to the top. It’s a lot of pressure, and one of the ways that we can truly get a glimpse at our character is by our actions and attitudes in the face of that pressure.

Most career paths come with their stresses, but others are particularly well-known for being high-pressure gigs — think Wall Street finance jobs, management positions, and pretty much anything involving customer service. The people who typically succeed at those positions, however, are the ones who can best handle stress and pressure. An ability to remain cool and confident under pressure is one trait that is shared among many of the world’s business and political leaders, as well as many of history’s most famous and influential names.

The trick is, of course, developing the ability to handle pressure. So, how do you do it?

Essentially, handling pressure comes down to meshing the ability to assess one’s surroundings in a thought-out and logical manner with composed behavior.

For example, if you’re working in a kitchen and there’s a grease fire at one of the cooking stations, what do you do? Do you panic, and dump a bucket of water on the fire? Or can you think on your feet, walk briskly to the fire extinguisher, and use it to dispose of the problem?

Or put yourself in another position. If you’re in a customer service position and have a line of angry, screaming customers all looking to make you the target of their ire, do you run away, start crying, or take control of the situation?

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You can guess which type of person hiring managers are going to want to put out on the floor, and it’s not the guy who’s going to run away or start with the waterworks. But overall, the real key to handling stress and high-pressure situations is as simple as this: never stand still.

To reiterate, the best thing you can do in high-stress, high-pressure situations is to keep moving. Simply stay on your feet, and engage with the crisis around you. Fear can be paralyzing — but as previously mentioned, it’s the ability to push through that paralysis, logically take stock of what’s going on, and grab a hold on the situation that makes a true leader.

We’ve written before about how, in many professional settings, emotion can actually be your biggest weakness. This rings true in the face of stress and pressure — if you let your emotions (fear, anger, etc.) take the wheel, you’re going to go careening off a cliff.

Though you will want to keep your emotions in check, focusing all of your energy on staying calm could backfire as well. According to Alison Wood Brooks of the Harvard Business School, who has done a good deal of researchinto the best way to handle stress and pressure in a variety of situations, staying upbeat, yet focused, is the ideal way to tackle hairy situations.

“People have a very strong intuition that trying to calm down is the best way to cope with their anxiety, but that can be very difficult and ineffective,” she said, according to a recent article from Inc. “When people feel anxious and try to calm down, they are thinking about all the things that could go badly. When they are excited, they are thinking about how things could go well.”

Clearly, handling pressure is one of those ‘simple, yet complicated’ abilities. To really boil it down, and work on your own abilities to handle stress, simply remembering to not freeze up, and to control your emotions in the face of screaming customers or grease fires is a great place to start. But it’s going to take balance — you don’t want to calm yourself down to the point that your mind is flooded with the worst possible outcomes.

Handling pressure is a learned skill, and one that is very valuable. It’s something that separates the ‘men from the boys’, and can get you a long way if you can treat the ability like a muscle, and exercise it. When the time comes to put it to use, you’ll be glad you did.

Follow Sam on Twitter @SliceOfGinger

CheatSheet.com | February 28, 2016 | Sam Becker

http://www.cheatsheet.com/money-career/the-secret-to-how-people-work-well-under-pressure.html/?a=viewall

#Leadership : The 25 Best Leadership & Success Books to Read in your Lifetime, According to Amazon…We’ve Highlighted the Top 25 below, including Books by Psychologists, Economists, & Competitive Athletes. Each One Offers a Unique Look at What it Means to be Truly Successful & How you Can Achieve your Gull Potential.

February 28, 2016/in First Sun Blog/by First Sun Team

This week, Amazon’s editors selected their 100 favorite books on leadership and success.

Free- Women Reading a Book

We’ve highlighted the top 25 below, including books by psychologists, economists, and competitive athletes. Each one offers a unique look at what it means to be truly successful and how you can achieve your full potential.

Read on and start stocking your shelves with inspiration.

25. ‘Getting to Yes’ by Roger Fisher, William Ury, and Bruce Patton

Amazon

Based on the work of the Harvard Negotiation Project, this 1981 best-selling business book — the second edition was released in 1991 — offers strategies for dealing with personal and professional conflicts. Those include separating the people from the problem and focusing on interests, not positions.

Find it here »

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24. ‘Getting Things Done’ by David Allen

Amazon

Thirteen years after its first publication, productivity guru Allen released the second edition of “Getting Things Done.”

The book teaches readers the basics of time management at work and at home. The idea is to come up with an organizing system for daily to-dos so you free up mental space for focusing on big-picture goals.

Case in point: the “two-minute rule” to keep an overflowing inbox under control.

Find it here »

23. ‘Getting More’ by Stuart Diamond

Amazon

In this best-seller, Diamond turns traditional negotiation strategies on their head, instead suggesting that it’s important to value your partner’s emotions and perceptions.

As Diamond wrote on Business Insider:

The more important the negotiation is, the more emotional people tend to be — whether diplomacy, a billion-dollar deal or my kid wants an ice cream cone. Pay attention to this! The world is not rational.

The book is based on Diamond’s course at Wharton Business School, and Google has even used it in its employee training.

Find it here »

22. ‘Freakonomics’ by Steven D. Levitt and Stephen J. Dubner

Amazon

Levitt, an economist, and Dubner, a New York Times journalist, make economics accessible by showing how it applies to pretty much every issue, from cheating to parenting.

Soon after publishing the book, the authors started a blog and then a podcast by the same name, both now popular.

Find it here

21. ‘Flying Without a Net’ by Thomas J. DeLong

Amazon

DeLong, a Harvard Business School professor and a former Morgan Stanley executive, wrote this book to help other high-need-for-achievement professionals like him overcome their anxieties and live life to the fullest.

The book helps readers confront their deepest fears and gives them a series of practical tools for dealing with them.

Find it here »

20. ‘Flow’ by Mihaly Csikszentmihalyi

Amazon

Businessinsider.com | February 25, 2016 | Shana Lebowitz

http://www.businessinsider.com/amazons-top-25-leadership-and-success-books-2016-2

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#Strategy : 17 Unprofessional Work Habits that Make your Boss & CoWorkers Hate You…Do your CoWorkers or Boss Show Signs that They Secretly Hate You? If you Answered “Yes,” then Sure, It could Be that They’re Generally Disagreeable People. Or it Could be You.

February 27, 2016/in First Sun Blog/by First Sun Team

You may not realize it, but you could be engaging in workplace habits that make you look unprofessional. While many of these habits violate the basic rules of common decency and respect, sometimes you need a reminder of how to behave at work. And since your office-mates aren’t speaking up, we decided to chime in on their behalf.

Here’s what you could be doing all wrong that makes you look unprofessional:

Bragging

“When we’re proud of an accomplishment or about something good that happens to us, it’s natural to want to share the news with others,” says Rosalinda Oropeza Randall, an etiquette and civility expert and author of “Don’t Burp in the Boardroom.”

But sharing can easily become bragging, and she says there are a few key indicators that this is happening:

• If you go on and on, telling everyone and anyone who walks by.

• If you speak of it in a loud tone so that even the window washer can hear it through the thick glass.

• If you use a tone of superiority.

• If you feel the need to put down others and point out their failures.

• If you fail to say “thank you” when you are congratulated.

• If you start embellishing the story.

“When in doubt, try a little humility” Randall suggests.

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Showing up late to work

“Punctuality is critical,” Randall says.

“The professional thing to do is to arrive on time, ready to do what is expected. It’s not like they just sprung this job on you,” she says.

Rolling in 10 minutes late to every meeting

Similarly, showing up late to meetings shows that you neither respect your coworkers — who showed up on time, by the way — nor the meeting organizer, says Vicky Oliver, author of “301 Smart Answers to Tough Interview Questions” and “Power Sales Words.”

“Keeping people waiting can be construed as inconsiderate, rude, or arrogant,” Randall says.

Dave Mosher/Tech Insider

Being a slob

“Whether you’re at your desk or in the break room, being known as the office slob is never a compliment,” says Randall.

When you clog the office kitchen sink and leave your garbage around, who exactly are you expecting to clean up after you?

“Leaving your mess behind shows lack of responsibility or consideration, arrogance, and immaturity,” Randall says.

Similarly, your workspace can be a reflection of you, she says.

“If you’re like me, who works well in a semi-messy environment, it can be inhibiting to be clutter-free. But with open cubicles or workspaces, the professional thing to do is to make some compromises,” Randall says. “It would be disrespectful and inconsiderate to expect your coworkers to deal with your mess.”

Playing ’20 Questions’ on every new assignment

There may be no stupid questions, Oliver says, but there are certainly annoying questions. These are the kinds of questions that prove you really don’t want to do the assignment or illustrate you only want to hear yourself talk.

“When you receive a new assignment, gather your questions, and pose them in an organized way,” Oliver suggests. “Never just spout out question after question off the cuff.”

Complaining too much

“While there may be times when everyone feels the desire to complain about the boss, a coworker, or a task, voicing it will only make you look unprofessional,” Randall says. “It’s even worse if you complain every day, all day, from the moment you walk into work. Before long, people will go out of their way to avoid you.”

Doing your makeup at your desk

In most fields, casual grooming in public is frowned on, Oliver says. If you need a touch up, she suggests heading to the bathroom.

Poor hygiene and grooming

At the same time, you want to look like you take your job seriously when you walk into work, and your hygiene and appearance play a role in that.

“Poor hygiene and sloppy clothes scream, ‘I don’t care!’ and are a surefire way to put off those around you,” Randall says.

Your boss may wonder whether your attitude about how you present yourself extends to your work, she explains, and you may be passed over for a promotion, overlooked when it’s time to meet with a client or represent the company at a conference, and not invited to social gatherings.

“Burping, passing gas, picking your teeth, adjusting your body parts, and rarely showering are not just unprofessional behaviors for the workplace, but they’re pretty darn gross as well,” Randall says.

Calling in sick when you aren’t

“Remember the adage that half of life is showing up,” Oliver says.

You won’t prove you deserve the promotion if you call in sick every few weeks.

Displaying nervous habits

Jingling your keys, shaking your leg, constantly checking your phone, chewing gum, biting your fingernails, scratching your head — the list of nervous habits goes on, and you probably don’t even realize you’re doing it, but your office mates probably do, Randall says.

Not only can these habits be distracting to others, but they could also be perceived as boredom.

“Perception is a person’s reality,” Randall says.

Doing something else during a meeting

“There is a reason why texting is illegal while driving: it’s impossible to concentrate fully on two things simultaneously,” Oliver says.

Texting, surfing the web on your laptop, instant messaging, emailing — doing any of these things during a meeting shows everyone else in the meeting that you’re not paying attention.

“They know that while your butt may be planted in the chair, your mind is roaming,” Oliver says.

Interrupting

“It’s rude to interrupt. When you do, it shows others that you don’t have any respect, judgment, or patience,” Randall says.

While participation can earn you some brownie points, bad timing can wipe those points away.

Selling stuff

It seems like almost every office has one or two people who sell cookies for their kids. This could be a bad move, Randall says.

“Bombarding your coworkers with fundraising products or donations for a cause or organization is unprofessional, unwanted, awkward, and obligating,” she says.

Randall says that some companies even prohibit soliciting at work because it takes up work time and places people in an awkward position.

“Saying ‘no’ can be a challenge for some people, and money can be a concern,” Randall says. “Your coworker might feel compelled to buy because everyone else did, or they’re concerned that you’ll remember this.”

Being too noisy

Whether you play music loudly while others are trying to work or have conversations the entire office can hear, then your coworkers likely consider you one of the most annoying distractionson earth.

Being noisy, especially in an open office, has a significant effect on your coworkers’ focus and productivity, and the noise could hurt business if it carries into an important phone call.

“Try to show your coworkers that you respect them by keeping the music down, and hopefully they will return the favor,” Oliver says.

Swearing

“Using foul words or questionable language is not only a bad habit, but in most places of business, it’s still considered unprofessional and can even land you in Human Resources for a little chat,” Randall says.

Swearing demonstrates to others that you aren’t able to calmly and thoughtfully deal with a situation, and it could make you the last resort in an even more difficult or extreme dilemma, she says.

“Consider learning some new adjectives,” Randall suggests.

Making personal calls all day long

Talking or texting with friends or family on company time is unprofessional and could be against company policy, Randall says. What’s more, doing it during a break is fine, but these correspondences should be kept out of the workplace, even the lunch room.

“You never know when your boss may walk by for an impromptu chat,” she says. “What will they see or hear?”

“If the topic of conversation is of a delicate nature, be sure to keep it private. One overheard juicy tidbit can spread like wildfire,” Randall says.

Being overtly cliquey

“Maybe the new guy who smells like French Onion Soup is not your favorite person on staff,” Oliver says. “That’s no reason to flee him every time he asks you for help on an assignment.”

It’s best to act friendly toward everyone, she says: “You will come across as more of a team player and show you have management aptitude.”

Businessinsider.com | February 26, 2016 | Rachel Gillett

Your #Career : 25 Colleges with Alumni who will Jump-Start your Career…Networking can be Difficult & Time-Consuming, Especially Early in your Career. But Graduating from a School with a Solid Alumni Base means Diving Straight into a Built-in Network of Professionals.

February 26, 2016/in First Sun Blog/by First Sun Team

The Princeton Review compiled a list of the 25 colleges with the best alumni networks in the country, featured in the book “Colleges That Pay You Back: 2016 Edition,” published in February, based on students’ ratings of how visible and active alumni are on their campuses.

Texas A&M former students

At Texas A&M University, you become an Aggie for life.

We’ve also gathered salary data from PayScale to show how much new graduates from these schools can expect to make.

Read on to see schools with active alumni who help students get ahead.

25. Colgate University

Colgate University/Facebook

Location: Hamilton, New York

Median starting salary: $54,000

Colgate graduates find themselves among good company; the school counts NBCUniversal CEO and president Stephen Burke and Ben & Jerry’s cofounder Ben Cohen among its notable alumni. Many are willing to lend a hand to undergraduates as well — students reported to the Princeton Review that “alumni would jump over any hurdle for you.”

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24. Stanford University

Stanford Alumni/Facebook

Location: Stanford, California

Median starting salary: $62,900

Stanford alumni — a network more than 217,00o deep – provide extensive help to their alma mater through a CareerConnect, a job board that exclusively lists job openings from Stanford grads. Alums also volunteer with “career communities” of undergraduates in a specific field who aim to stay on the best path toward finding a job.

The school boasts no shortage of big namesamong its graduates, including Google cofounders Larry Page and Sergey Brin, author John Steinbeck, and former US president Herbert Hoover.

23. New College of Florida

New College of Florida

Location: Sarasota, Florida

Median starting salary: $39,800

Graduates of the New College of Florida stay involved with their alma mater long after graduation by mentoring current students, hosting alumni events, and working with students on independent study projects. The school’s Alumnae/i Fellows Program pairs current students with New College graduates who coach them through a semester-long course or workshop in a specific field.

22. Cornell University

Johnson Graduate School of Management at Cornell University/Facebook

Location: Ithaca, New York

Median starting salary: $58,200

Cornell encourages its alumni to invest in the next generation however they can. The school continously looks for alumni volunteers to mentor current students, speak on panels, and host student shadows in their offices. Cornell’s thriving alumni associationalso hosts networking events, conferences, and other activities that keep connect graduates from every class.

21. University of Georgia

UGA Alumni Association/Facebook

Location: Athens, Georgia

Median starting salary: $45,900

Every year, the University of Georgia hosts an alumni career fair where current and former students connect with potential employers from nearly 100 companies, including Dish Network, Morgan Stanley, and State Farm. Alumni also have access to monthly webinars, online job boards, and networking events in Atlanta.

20. Florida State University

FSU Alumni Association/Facebook

Location: Tallahassee, Florida

Median starting salary: $42,700

Florida State University‘s alumni network runs more than 80 local chapters across the US, keeping its nearly 300,000 alumniconnected long after they graduate. In addition to networking opportunities, these chapters offer members job search assistance, résumé referral services, help with career planning, and more.

19. DePauw University

DePauw University/Facebook

Location: Greencastle, Indiana

Median starting salary: $46,600

DePauw undergrads enjoy access to an alumni database where they can meet and contact fellow Tigers in their respective fields. Students can also take advantage ofTigerTracks, a job board exclusively available to DePauw students and alums.

DePauw graduates join the ranks of numerous notable alumni, including ESPN founders Bill and Scott Rasmussen, author Barbara Kingsolver (“The Poisonwood Bible”), and former vice president Dan Quayle.

18. Lehigh University

Lehigh University Alumni Association/Facebook

Location: Bethlehem, Pennsylvania

Median starting salary: $60,400

Lehigh thinks of its alumni as a family and aims to maintain relationships with both people and companies. Every year the university holds events like the Conference of Accounting Professionalism, a weeklong program where students work directly with executives from major firms.

17. University of Florida

University of Florida Alumni Association/Facebook

Location: Gainesville, Florida

Median starting salary: $48,800

Across the globe, University of Floridaalumni can connect with one of almost 100 “Gator Clubs,” which organize cultural and academic activities, host speakers, provide networking opportunities, and keep Gator pride going strong.

UF’s alumni association also offers severalcareer resources to help graduates harness new skills, learn abut job openings, and network with fellow alums.

16. Union College

Union College Alumni/Facebook

Location: Schenectady, New York

Median starting salary: $50,800

Despite its small size — fewer than 2,500 students — Union College boasts an impressive alumni base, counting former Cosmopolitan editor Kate White and William Henry Seward, the secretary of state under Abraham Lincoln, among its distinguished alumni.

Current students can take advantage of the school’s Becker Career Center, which connects them with alumni in their field, helps them write polished résumés and cover letters, and teaches them valuable interviewing and job search skills.

15. Ohio State University at Columbus

The Ohio State University Alumni Association/Facebook

Location: Columbus, Ohio

Median starting salary: $48,000

Ohio State’s Buckeye Careers Networkconnects students and alumni with job postings, internship opportunities, and co-op listings. Even after graduation, the alumni association offers career management services to help every Buckeye perfect their résumé, find a new job, or hire a fellow Ohio State alum.

14. Gettysburg College

Gettysburg College/Facebook

Location: Gettysburg, Pennsylvania

Median starting salary: $47,600

Gettysburg College’s alumni relations office specializes in bringing current students and alumni together through regional events like happy hours, networking nights, performances, and sporting events.

Alumni can also sign up to speak with prospective students and their families, offer career advice to current students, and attend networking receptions, among other opportunities. “The support from the alumni helps with having lots of options for internships and jobs,” students told the Princeton Review.

13. Southern Methodist University

SMU/Facevook

Location: Dallas, Texas

Median starting salary: $50,000

Every spring, Southern Methodist University hosts a career and internship fair open to both current students and alumni. The school maintains relationships with a number of renowned companies, including AT&T, EY, and Oracle, to help every Mustang find their dream job.

Graduates join a distinguished group of alumni that includes former-First Lady Laura Bush, Academy Award winning actress Kathy Bates, and TOMS Shoes founder Blake Mycoskie.

12. Bucknell University

BucknellU/Facebook

Location: Lewisburg, Pennsylvania

Median starting salary: $56,800

Even years after graduation, Bucknell alumni remain dedicated to the school — and current students take notice, according to thePrinceton Review. The university itselfstrengthens these ties through LinkedIn groups that help alumni make professional connections, career-related webinars, and opportunities for employers to recruit current students.

11. University of Virginia

UVA Alumni Association/Facebook

Location: Charlottesville, Virginia

Median starting salary: $54,100

While the University of Virginia seeks to engage all alumni, it pays special attention tohelping its young alumni succeed through programs like the Young Alumni Council, “city parties” that connect alums with others in their city, and school-sponsored reunions.

UVA counts actress and screenwriter Tina Fey, news anchor Katie Couric, and iconic author Edgar Allan Poe among its esteemed alumni.

10. Virginia Tech

Virginia Tech Alumni/Facebook

Location: Blacksburg, Virginia

Median starting salary: $53,800

Once a Hokie, always a Hokie. And throughVirginia Tech‘s “Hokies4Hire” program, students and alumni can apply for jobs, internships, and co-ops. Current students can even land on-campus interviews from the program.

Post-grad, VT’s alumni association continues to keep Hokies in the loop through LinkedIn groups, webinars with career experts, and networking opportunities with fellow alums.

9. Wellesley College

Wellesley College/Facebook

Location: Wellesley, Massachusetts

Median starting salary: $45,900

“Wellesley’s alumnae network is one of the strongest I found in my college research, and Wellesley’s career placement services will assist alumnae no matter how much time has passed since they graduated,” one student told the Princeton Review.

The school’s powerful alumnae base includes: journalist Diane Sawyer, presidential candidate and former-Sen. Hillary Clinton, and Madeleine Albright, the first female secretary of state.

8. Hampden-Sydney College

Hampden-Sydney Alumni Association

Location: Hampden-Sydney, Virginia

Median starting salary: $49,800

Hampden-Sydney College believes graduates can go on to any career they want, and the school supports them in making whatever that is a reality. Hampden-Sydney takes advantage of its alumni network to fulfill that vision, including programs like TigerConnections, an in-house job board where alumni frequently share job and internship openings.

7. Clemson University

Clemson University/Facebook

Location: Clemson, South Carolina

Median starting salary: $51,400

With more than 136,000 alumni,Clemson‘s reach in the professional world stretches far. The school’s alumni association provides graduates with a number of servicesto help advance their careers, including job postings from fellow alums, networking opportunities, and connections within recruiting agencies.

6. St. Lawrence University

St. Lawrence University Alumni Association

Location: Canton, New York

Median starting salary: $44,700

St. Lawrence University has several programs in place that give current students the opportunity to be mentored by alumni in their desired field of study. For example, undergraduates can enroll in the “Shadow a Saint” program, which matches them with an alum to shadow for up to a week.

“Networking and alumni contact is HUGE!” a student told the Princeton Review. “Alumni are very helpful and are proud to lend a hand.”

5. Wabash College

Wabash.edu

Location: Crawfordsville, Indiana

Median starting salary: $44,700

Students at all-male Wabash College can “test drive” any career they’re interested in through the school’s externship program. Students spend up to a month intensively shadowing someone in their desired career — typically a Wabash alum — to see the ins and outs of the profession.

Students can take it a step further with the Peer Immersion Experience, where they test out a variety of positions through weeklong immersions that include networking opportunities, site visits, and hands-on experience.

4. Claremont McKenna College

Claremont McKenna College/Facebook

Location: Claremont, California

Median starting salary: $50,100

Before they even graduate, Claremont McKenna students are able to find mentors in their industry using the school’s Mentor Connect program. Based on their interests and experience, Mentor Connect matches current undergraduates with alumni who formally mentor the students over a 10-week period.

The school also touts an expansive internship database to help students bolster their résumés and gain real experience in their fields of study.

3. Texas A&M University at College Station

Aggie Network/Facebook

Location: College Station, Texas

Median starting salary: $54,300

Few graduates are as proud as those who callTexas A&M their alma mater. And that pride comes with more than just a profound sense of school spirit — it means joining a community more than 436,000 strong.

Through The Association of Former Students, Aggies can access tools to help them craft the perfect résumé, ace interviews, and learn effective networking techniques. They can also connect with fellow alumni through class reunions and game day meet ups.

2. Pennsylvania State University

Penn State Alumni Association/Facebook

Location: University Park, Pennsylvania

Median starting salary: $51,500

Penn State’s alumni base includes more than645,000 people — that’s more than half a million Nittany Lions worldwide. “One of the best things about Penn State overall is the fact that the alumni network is one of the largest in the United States,” a student told the Princeton Review. “Because of this, PSU alums seek out Penn State grads for jobs at their companies.”

Even after graduation, the university helps students further their careers. Members of thealumni association can take advantage of virtual networking events, career fairs, volunteer career coaches, and more.

1. Dartmouth College

Dartmouth Alumni/Facebook

Location: Hanover, New Hampshire

Median starting salary: $55,500

When it comes to networking and building professional connections, alumni are one of the most valuable resources Dartmouth offers its students. “They love to stay involved with the college and are often willing to talk to current students about careers — and many have been known to give internships and jobs to Dartmouth students,” a student told the Princeton Review.

Dartmouth’s distinguished alumni include actress and screenwriter Mindy Kaling, private equity billionaire Leon Black, and former US Treasury Secretaries Henry Paulson and Timothy Geithner.

Businessinsider.com | February 26, 2016 | Emmie Martin

Your #Career : 20 Negotiation Tips for Getting the Salary you Want…Negotiating your Salary Can be Awkward & Challenging — & Actually Getting the Pay you Want Often seems Impossible. But it Isn’t.

February 25, 2016/in First Sun Blog/by First Sun Team

“A job interview can be stressful, especially when it comes time to talk about money,” says etiquette expert and “Poised for Success” author Jacqueline Whitmore. “However, you can get what you want and deserve — most job seekers just aren’t sure when and how to ask for it.”

To master the delicate dance that is a salary negotiation, you need to be able to push without offending the hiring manager or undercutting yourself.

Here’s how the pros do it:

Research the market.

To successfully negotiate your salary, negotiation expert Kim Keating writes in “Lean In For Graduates,” you’ll need to gather information to figure out what you’re really worth. “The time you invest can pay off in a big way. And I mean that literally,” she writes.

To protect yourself against accepting too little or asking for far too much, you can turn to sites like Glassdoor and Salary.com to determine the average compensation range for someone with your level of experience and skills and in your industry or company (or a comparable one, in terms of number of employees, revenue size, and location).

“At the end of the day, a candidate has a number in mind as to what they think they’re worth,” says Eddie R. Koller III, managing director and partner at Howard-Sloan-Koller Group, a technology and media recruiting firm. “But a company has limits to what they can spend.”

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Set your goals in advance.

Once you know what you’re worth, decide how much you would like to make and what’s the lowest offer you’d be willing to accept.

Ivanka Trump, CEO of Ivanka Trump Collection, says knowing what you want to achieve before heading into a negotiation is “the golden rule” for negotiating — but most people ignore it.

“Without a plan, you allow the opposing party to define your goals instead of the other way around,” she writes on Motto.

Don’t talk money until the interview process is over.

If you can delay discussing pay until there’s an offer on the table, you should.

“Once they’ve decided that they have to have you, only then are you in the position to negotiate,” says Dan Martineau, president of Martineau Recruiting Technology, a firm specializing in IT executive positions.

If your interviewer tries to talk about salary early on, Martineau tells Business Insider that the best thing to do is to tell the interviewer you would like to defer a conversation about compensation until after the company has had a chance to evaluate whether you’re the right fit for them.

Open with something personal.

As previously reported on Business Insider, in an experiment where Kellogg and Stanford students negotiated by email, those who shared unrelated personal details over the course of the negotiation — hobbies, hometowns, etc. — ended up getting significantly better results than those who kept things to name, email, and the dry monetary details.

Opening up a bit sends a signal that you’re trustworthy, according to Grant, and it makes it more likely that they’ll reciprocate.

Don’t ever disclose your current salary.

Revealing your salary history has the potential to negatively affect your income for your entire career.

“I would never, ever disclose my current salary or salary history to a prospective employer, even if it means ending the interview process,” writes recruiter and “Ask the Headhunter” author, Nick Corcodilos. “That is my advice to job hunters.”

If an interviewer asks what your current salary is, Corcodilos suggests politely but firmly declining to disclose your salary history by saying something along the lines of, “I’d be glad to help you assess what I’d be worth to your business by showing you what I can do for you, but my salary is personal and confidential, just as the salaries of your own employees are.”

Liz Ryan, founder and CEO of consulting firm The Human Workplace, recommends in a post on LinkedIn answering the question indirectly by giving your target salary range instead.

“How are you ever going to increase your earnings if every time you change jobs, you get a tiny raise over what they paid you at the last place?” she asks.

Be prepared to prove your value …

Don’t be afraid to toot your own horn a little.

“Be prepared to prove your value to the employer,” says Whitmore. “Have all of your facts and figures in order. Come prepared with a list of your qualifications, accomplishments (personal and professional), how you saved your last company money or increased your company’s bottom line, and why you are the one best suited for the job.”

… but only provide a couple reasons for your request.

“When preparing to make a first offer, people often overcorrect,” writes Wharton professor Adam Grant. “They’re so concerned about justifying their positions that they marshal as many reasons as possible.”

Grant points to research that found skilled negotiators averaged fewer than two reasons per argument, compared with three reasons per argument from the non-experts.

He explains that more reasons can dilute an argument, especially if some are weaker than others. And presenting too many reasons can convey a lack of confidence, “making clear that we’re uncertain of the legitimacy of our offer. An effective first offer is best supported by one or two compelling reasons,” Grant says.

Be excited, but not desperate.

You should reiterate your excitement and stay positive, but don’t be so excited that you seem desperate. You have no idea how many other candidates the hiring manager is interviewing so play it cool, says Martineau.

“Desperate is problematic. Eager is not. I want people who are eager and excited,” he says. “It’s only a good investment on my end if it’s a good investment on your end.”

However, Koller says that showing the employer that you’re excited about working for the company does make them more inclined to give you want you want.

Make the first offer.

As conventional wisdom goes, you should wait for the other party to make the initial offer in order to get more information to act on.

In reality, Grant says it’s much better to make the first offer because you get to set the “anchor,” the figure that affects the trajectory of the negotiation. As previously reported on Business Insider, people who make very high first offers end up with a much better result.

The first offer pulls the other person in its direction, and it’s difficult to adjust the other way.

Emphasize what the company gains by hiring you.

Recent research suggests that, when negotiating, emphasizing what you’re giving the other person as opposed to what they’re losing makes the other person more likely to concede.

Make sure you highlight what skills and experience you’re offering the company and your potential boss first, and use that to justify what you’re asking for.

Give a salary range rather than a target.

Offering a pay range instead of an exact number opens up room for discussion and shows the employer that you’re flexible. A range also “gives you a cushion,” says Martineau, in case your asking salary is too high.

“Most companies will meet you in your range, even if it’s the bottom third of that range,” he says. “Basically, if they want you, they don’t want to send the wrong message by not meeting you in that range.”

Presenting a range gives people information about what you’re actually asking for, and it makes you seem polite and reasonable — which means you’re less likely to get hit with a hard-line counteroffer.

Use odd, extremely precise numbers.

Using a weird, precise number makes sense during a negotiation. For example, instead of asking for $70,000, you’re better off asking for $68,500.

Malia Mason, lead researcher in a study published in The Journal of Experimental Social Psychology, tells Business Insider that using a precise number instead of rounded numbers will give you a solid anchor. It also gives off the appearance that you’ve done your research.

Even when giving a range, you should use precise numbers.

Pay attention to your body language.

“The way in which you carry yourself, even when seated at a desk, matters,” Trump writes. She notes that most of our communication is nonverbal and that messages are often conveyed through our facial expressions, gestures, posture, and audible elements, like sighs.

Her suggestions: Don’t fidget. Don’t pick your nails or tap your foot. Don’t sit on the edge of your seat because it could make you look overeager. Don’t hunch over and drum your nails because it could communicate aggression or frustration. Don’t cross your arms protectively because it could make you appear meek and intimidated.

“Regardless of how fast your heart may be beating, sit upright, make eye contact, and focus on breathing evenly,” Trump writes.

Mirror the other person’s behavior.

When people are getting along, they mimic one another — mirroring each other’s accents, speech patterns, facial expressions, and body language.

A Stanford-Northwestern-INSEAD study found that people who were coached to mimic their negotiation partner’s behavior not only negotiated a better deal, but expanded the pie for both people.

“Negotiators who mimicked the mannerisms of their opponents both secured better individual outcomes, and their dyads as a whole also performed better when mimicking occurred compared to when it did not,” the authors wrote.

Listen more than you speak.

“When people are uncomfortable, and many people are when they have to negotiate, they start rambling as a way to fill the vacuum of silence,” Trump writes.

“Some of the strongest negotiators I know just sit back and listen. The less they engage, the more likely the other person is to slip up and offer information they otherwise would have kept guarded,” she says.

Always counteroffer, but don’t do it more than once.

Once you receive their offer, you are expected to make a counteroffer. No employer wants a pushover. However, Koller says that you should not go back to the negotiation table more than once because then “it becomes annoying to the hiring manager.”

“Once it gets really drawn out, it gets frustrating for both sides,” and you don’t want to start a new job off on the wrong foot, he says.

Consider your alternatives.

If the employer can’t meet your requested salary, be prepared to negotiate for benefits, like additional vacation days or the ability to telecommute one day per week, Whitmore suggests.

“Salary isn’t everything, and I think you should be open minded,” she says.

“If you don’t get the amount you want, reply with, ‘May I have a job performance review in six or nine months?’ This will give you a window of time to prove yourself and then re-negotiate for a salary increase,” Whitmore suggests.

Practice patience.

Give yourself time to think about their offer, Whitmore says. “Try not to give a definite answer right away. Ask the employer, ‘May I get back to you at the end of the week?'” Separation creates anticipation. This extra time will allow you to review your options with your family or other potential employers, she explains.

Keep a positive attitude.

“If you don’t get the salary you think you deserve, don’t share the news with everyone you know,” says Whitmore. “News travels fast and your comments might come back to haunt you.” And never bad-mouth an employer on social networks, she adds.

“Don’t take it personally. The timing may not be right or the economy may be partly to blame. Consider this: The hiring manager may even call you again in the future if a position in your price range opens up.”

Vivian Giang contributed to a previous version of this article.

Businessinsider.com | February 25, 2016 | Jacquelyn Smith and Rachel Gillett

#Leadership : 9 Things That Make Good Employees Quit…Managers Tend to Blame their Turnover Problems on Everything Under the Sun, while Ignoring the Crux of the Matter: People Don’t Leave Jobs; they Leave Managers.

February 23, 2016/in First Sun Blog/by First Sun Team

It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about—few things are as costly and disruptive as good people walking out the door.

Free- Man at Desktop

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter:
People don’t Leave Jobs; they Leave Managers.

The sad thing is that this can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part.

First, we need to understand the nine worst things that managers do that send good people packing.

1. They Overwork People

Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more.

If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

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2. They Don’t Recognize Contributions and Reward Good Work

It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

3. They Don’t Care about Their Employees

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your production yield.

4. They Don’t Honor Their Commitments

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor his or her commitments, why should everyone else?

5. They Hire and Promote the Wrong People

Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top, it’s a massive insult. No wonder it makes good people leave.

6. They Don’t Let People Pursue Their Passions

Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. But many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

7. They Fail to Develop People’s Skills

When managers are asked about their inattention to employees, they try to excuse themselves, using words such as “trust,” “autonomy,” and “empowerment.” This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented employee, it’s up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback—more so than the less talented ones—and it’s your job to keep it coming. If you don’t, your best people will grow bored and complacent.

8. They Fail to Engage Their Creativity

The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it limits you.

9. They Fail to Challenge People Intellectually

Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing It All Together

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

What other mistakes cause great employees to leave? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

Forbes.com | February 23, 2016 | Travis Bradberry

Your #Career : The Woman’s Guide To Getting Back On Her Own Two Feet….Women are Often the Default Caregivers in many Families. This often Results in the Decision to Leave the Workplace which Can have Detrimental Effects on their Career When Returning to the Workplace.

February 22, 2016/in First Sun Blog/by First Sun Team

Sadly, the longer a woman off-ramps, the harder it is to get back into her field of choice. When deciding to start a family, these are the issues that should be discussed ahead of time via proper planning to ensure a smooth on-ramp back into the workplace.

Free- Women Looking over Snow Area

On the upside, we do live longer, but those of us who stay at home with children to raise them ourselves also have the burden of sacrifice our highest earning potential during our child-bearing years.

One of the best parts about running a blog that discusses women and money is the interactions I have with women behind the scenes. Readers, needing answers to pressing money issues. And, while I am not a financial advisor, and articles written here or across other social networks and partner sites should never be construed as such, I am often able to give insight into issues that come up during our email exchanges.

A question often asked is:

“How can I make my own money without sacrificing time with my family? I want to stand on my own 2 feet”

Why This Is Important

This is an important issue for women as we should be able to stand on our own so that we’re prepared for whatever life brings our way. We’re not five year olds needing to ask daddy for $5 to buy ice-cream. Yes, this is a touchy subject, depending on who you’re talking to but an important topic nonetheless. Too many women find themselves without options once their partners are no longer in the equation, whatever the reason.

Understanding the minutia of money management is of utmost importance as we often think that if we make the money, the money management skills will just show up. Not at all. In fact, the opposite is true. We must master our money mindset before we make the moolah! Teaching yourself these principles will give you the foundations needed to be successful.

Now let’s talk about you, the budding money making machine!

Barriers To Financial Independence?

Looking at this closely will help you figure out why things are the way they are.

The replies I often get are:

“My husband manages all of it”

“I don’t know how to…I haven’t had a job in years..”

“I’ve been taking care of our kids so money was the last thing on my mind”

One of the best pieces of money advice my mom gave me years ago is that:

“Women often work hard at teaching their children the art of being independent while abdicating that responsibility to themselves”

We simply must stop giving up power in our relationships this way.

I think it’s great that we want to be there for our kids when they’re growing up but we often forget about who we will be once they are independent and don’t need us anymore. It is often after the kids are in school or the unfortunate event of a separation or divorce that some women think about returning to work and how they will support themselves. But it can be done with some forethought and careful planning.

Amber Wright of TalktoAmber.com discussed how she managed the transition back after the birth of her children:

To manage my transition back to work after having both of my daughters, I gave myself time to prepare mentally and physically. At least two weeks before my return, I started using my alarm clock again to help wake me up earlier. We also did test runs with the sitter so our family could adjust and not go into shock overnight. Involving my husband in the process made a difference, as well. My heart still ached terribly, thinking about how much I’d miss my babies, but the early start helped make it a little easier!

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MB from Washington, DC had a particularly difficult time deliberating her return due to her son’s illness:

… returning to work after Dominic was born was particularly hard. I know that that is something that all mothers struggle with but Dominic had spent quite some time in the hospital. He was born 7 weeks early and became very sick. Three months of his life we spent in the NICU Hopkins. Which meant three months of his life he was cared for by someone else. In thinking about returning to work there was a tremendous amount of guilt. Not just the guilt that comes from attempting to balance being a mother and being career woman but also something deeper.
Something that stemmed from the fact that, while I know I could not care for him when he was sick that it was still my job as his mother. So I’m on maternity leave was finally up and it came time for me to return to work I seriously considered becoming a stay at home mom. This turned out to not the feasible for my family because we could not afford it. But beyond that being financially feasible, I realize that my career as a part of who I am. I worked long and I worked hard to get where I am and my career. I dedicated the majority of my life to my education into decisions that would create opportunities for me and for my family. Some of those opportunities stem from the places that my career has taken me. The truth is, I like having a powerful job. I like having influence and I like being able to provide for myself and for my family. I like that I have a career not a job but a career. So it came time to consider what was best from my son I realized that I had to do what was best for me. I had to wait the opportunities that are created by having “enough.” So many families struggle with “not enough”. I didn’t want mine to be one of them.

… but I digress. I realized that I had to push down the guilt and consider that perhaps being a mom isn’t just about being present. That it isn’t just about being able to cook every meal and kiss every boo boo. I realized that it had to be about, at least for me, showing my son that there is a balance. That mom will always love him and will always be there to kiss every boo boo if he needs it.
But also but there are other sides to me and to all people. Being Dominic’s mother is the greatest blessing and privilege I have ever been given. It is more important than anything I will ever do. Is more profound than a job I will ever have. He is the most important thing in my life. But it is okay for him not to be the only thing. I realize that being a mother is not the sum total of me and that’s okay. Part of being a mom is providing an example. He should know that people work for opportunity. He should know that women can be accomplished and educated and powerful and can provide.
My son will know these things because I will show him. I have ambitions and dreams and goals that I will work to attain as his mother not in spite of being his mother. People think you have to choose. People think you have to pick a side – motherhood or career. I disagree. I think maybe part of being a good mother is being well rounded. It’s finding a way to be happy. If you’re happy involves success in your career can you find the way to balance it. You make a way to be both a great mother and advance your career in that order.

As you can see, this can be a difficult balance because many women struggle with the decision of having to decide between work and childcare.

However, if you’re planning to stay at home with the kids once you have them, create a plan that enables you to keep your resume fresh and skills updated while you do so. One never knows what the future holds which may lead to you to re-enter the workforce hoping that someone will hire you once again.

Communication

Talk to your partner about managing your money together if you don’t already have that arrangement in your relationship. At the very least, you should have a role in the management of the money in your relationship.

Maintain access to all accounts. You’d be surprised how many women don’t have access to the money they make. Know where your accounts are stored, check your credit report as well as your partner’s and review the status of all accounts listed on the credit report to keep yourself abreast of everything going on financially.

Women are often the default caregivers in many families. This often results in the decision to leave the workplace which can have detrimental effects on their career when returning to the workplace.

On the upside, we do live longer, but those of us who stay at home with children to raise them ourselves also have the burden of sacrificing our highest earning potential during our child-bearing years.

A question often asked is:

“How can I make my own money without sacrificing time with my family? I want to stand on my own 2 feet”

Why This Is Important

This is an important issue for women as we should be able to stand on our own so that we’re prepared for whatever life brings our way. We’re not five year olds needing to ask daddy for $5 to buy ice-cream. Yes, this is a touchy subject, depending on whom you’re talking to but an important topic nonetheless. Too many women find themselves without options once their partners are no longer in the equation, whatever the reason.

The Road Back To Independence

The money struggle for women is real. Whether you’re married, single or newly divorced and want to learn how to manage money properly, it’s best to start here: 21 Days To Rock Your Finances: Day 1- Create A 1 Year Financial Plan.

Now let’s talk about you, the budding money making machine!

Barriers To Financial Independence?

Looking at this closely will help you figure out why things are the way they are.

The replies I often get are:

“My husband manages all of it”

“I don’t know how to…I haven’t had a job in years..”

“I’ve been taking care of our kids so money was the last thing on my mind”

One of the best pieces of money advice my mom gave me years ago is that:

“Women often work hard at teaching their children the art of being independent while abdicating that responsibility to themselves”

We simply must stop giving up power in our relationships this way.

Amber Wright of TalktoAmber.com discussed how she managed the transition back after the birth of her children:

To manage my transition back to work after having both of my daughters, I gave myself time to prepare mentally and physically. At least two weeks before my return, I started using my alarm clock again to help wake me up earlier. We also did test runs with the sitter so our family could adjust and not go into shock overnight. Involving my husband in the process made a difference, as well. My heart still ached terribly, thinking about how much I’d miss my babies, but the early start helped make it a little easier!

MB from Washington, DC had a particularly difficult time deliberating her return due to her son’s illness:

… returning to work after Dominic was born was particularly hard. I know that that is something that all mothers struggle with but Dominic had spent quite some time in the hospital. He was born 7 weeks early and became very sick. Three months of his life we spent in the NICU Hopkins. Which meant three months of his life he was cared for by someone else. In thinking about returning to work there was a tremendous amount of guilt. Not just the guilt that comes from attempting to balance being a mother and being career woman but also something deeper.
Something that stemmed from the fact that, while I know I could not care for him when he was sick that it was still my job as his mother. So I’m on maternity leave was finally up and it came time for me to return to work I seriously considered becoming a stay at home mom. This turned out to not the feasible for my family because we could not afford it. But beyond that being financially feasible, I realize that my career as a part of who I am. I worked long and I worked hard to get where I am and my career. I dedicated the majority of my life to my education into decisions that would create opportunities for me and for my family. Some of those opportunities stem from the places that my career has taken me. The truth is, I like having a powerful job. I like having influence and I like being able to provide for myself and for my family. I like that I have a career not a job but a career. So it came time to consider what was best from my son I realized that I had to do what was best for me. I had to wait the opportunities that are created by having “enough.” So many families struggle with “not enough”. I didn’t want mine to be one of them.

… but I digress. I realized that I had to push down the guilt and consider that perhaps being a mom isn’t just about being present. That it isn’t just about being able to cook every meal and kiss every boo boo. I realized that it had to be about, at least for me, showing my son that there is a balance. That mom will always love him and will always be there to kiss every boo boo if he needs it. But also but there are other sides to me and to all people. Being Dominic’s mother is the greatest blessing and privilege I have ever been given. It is more important than anything I will ever do. Is more profound than a job I will ever have. He is the most important thing in my life. But it is okay for him not to be the only thing. I realize that being a mother is not the sum total of me and that’s okay.
Part of being a mom is providing an example. He should know that people work for opportunity. He should know that women can be accomplished and educated and powerful and can provide. My son will know these things because I will show him. I have ambitions and dreams and goals that I will work to attain as his mother not in spite of being his mother. People think you have to choose. People think you have to pick a side – motherhood or career. I disagree. I think maybe part of being a good mother is being well rounded. It’s finding a way to be happy. If you’re happy involves success in your career can you find the way to balance it. You make a way to be both a great mother and advance your career in that order.

As you can see, this can be a difficult balance because many women struggle with the decision of having to decide between work and childcare.

Communication

How Do I Get Back And Stand On My Two Feet?

Go back to school. Start there. Did you finish college? Do you want to go back to graduate school? What are you passionate about that requires a degree or certificate? Do you need to go back to school? These are all questions that you must ask yourself if your path to returning to the work force involves going back to school.

Start A Business. Along the same lines of going back to school, what are you passionate about? Do you see a need in the market that hasn’t been filled? What problem can you solve? How can you work to fill that need while creating income for yourself? This can include producing your own stuff to sell on Etsy or Ebay to heading a startup company which solves a problem.

Update Your Skills. If you’re in a field like myself, then you’ll need to make sure that applicable licenses or certifications are always up to date as allowing them to lapse costs more time and money. Talk to the licensing or certification board within your field and find out what you need to do in order to maintain your skills in this area. If you plan on applying to jobs that require a license or certification then you’ll need to make sure this is up to date.

Attend workshops and conferences in an effort to remain up to date with the current trends in your field as well. This also gives you the opportunity to network with others which we will discuss in a bit.

Volunteer or Intern Within Your Field

This continues to be my most successful piece of advice. It has worked for me and countless others who needed a foot in the door. Yes, this does mean sacrificing time and money but when you’re in the position of needing to prove yourself, then beggars can’t be choosers.

One of our administrative assistants did this prior to obtaining a paid position with us and it worked out nicely for her. When the executive assistant that she supported quit, she was able to move into her position with relative ease while collecting a new full time paycheck.

Network, Network, Network! Did I Say Network?

I lied. This too is a great way to land a position. Network with others in your field. Go to chapter meetings, join associations and go to the hosted happy hours. Talk to others about your goals and learn to sell yourself.

Be willing to sacrifice and prove to them that you’re the woman for the job. Talking to the right person means they can possibly put in a good word for you during the hiring process.

Find A Mentor i.e. Your Sisterhood of Success AKA “Personal Board Of Advisors”

Who supports you professionally when it’s time to make hard professional decisions? Do you have a group of women or even one woman that you can turn to? I take that back, it doesn’t have to be a woman. Anyone who supports you and is able to provide professional guidance will do. Women are more successful when they have mentors guiding them both personally and professionally. Especially when women mentor women. Great things happen!

This starts with choosing your Personal Board of Advisors. Some of you might refer to this as “Big Sister in my Head”. Personally, I have always imagined Oprah and Michelle Obama as big sisters in my head, so you get my drift!

How do you choose your Personal Board of Advisors? Kathy Korman Freygives us some tips on getting started:

Visualize yourself in a room with all of the people who represent each place setting. Who do you want in that spot supporting you throughout the years?

Once you’ve picked who you want in your Sisterhood of Success, chart a plan to connect with them. This can be someone who is readily accessible or someone you’ve admired from a far. In the latter case, do your home work and make the process easier for them.
Remember, flattery will get you what you need. Let them know how much their work means to you and that will open the door to discussions around lending their time to help make you a success.

Once you have a plan stick to it! Remember, consistency is key, once you’ve established the relationship with this person, keep the lines of communication open and be flexible.

What are your thoughts on women seeking advice on how to get back on their feet, financially? What tips do you have? Stories to share? Any encouragement or advice is much appreciated!

Forbes.com | February 22, 2016 | Ginger Dean

Your #Career : 17 Tricks for Landing a Job that Isn’t Advertised … or Doesn’t Exist….There’s a “Hidden Job Market” with Tons of Unadvertised Jobs. And as it Turns Out, There are some Easy Ways to Crack It.

February 19, 2016/in First Sun Blog/by First Sun Team

“This is good news for job seekers who are a little adventurous but also strategic,” explains Lynn Taylor, a national workplace expert and author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job.” “A hidden market affords you endless opportunities to pursue your dream job. Whether a job is unadvertised or hasn’t even been created yet, by being proactive and pursuing the companies you want to join, you’ll increase the odds of finding what you want. And if the stars line up, you may even have limited or no competition.”

“With any job search, networking is critical, but especially if you pursue this alternative tactic,” Taylor adds. “If you know any insiders who either work or have worked at the companies you’re interested in, that’s great news. Or, you may know an industry contact who can refer you to such a person. But remember that if you’re casting a wide net and are still employed, you must use a lot of discretion.”

Your “hidden job search” will require a lot more research, tenacity, and emotional intelligence than a traditional one, she says, “because you typically have to do more persuading and take the time to package yourself extremely well when you’re trying to land an unadvertised, or non-existent job.” But the effort can be well worth it, she adds.

If you’re up for the challenge, here are 17 tricks for landing an elusive, hidden job:

1- Work on mastering your soft skills.

Taylor says you’ll need: good communication abilities, strong drive, excellent street smarts and instincts, great networking skills, diplomacy, intellectual curiosity, persuasiveness, an ability to articulate your pitch, passion, and creativity.

Aside from having a competitive, marketable skill set, these are some soft skills that can make a huge difference when trying to tap the hidden job market.

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2- Find your ‘unique selling proposition’ and master your elevator pitch.

You can’t be all things to all people, so zone in on your brand and “unique selling proposition.”

“Who are you in your industry sphere? What have you accomplished that makes you unique? Where are these skills most needed?” Taylor asks. “Make your elevator pitch powerful and succinct. Once you have your packaging complete, this kind of targeted search will be much more efficient.”

“When pursuing hidden jobs, this is more true than ever,” she explains. “Your question should initially be about whether they can help steer you in the right direction. Informational interviews are a foot in the door, too. They may be arranged because the hiring manager views them as a safe approach to keep your expectations low.”

3- Do your homework.

If and when you decide to pursue this type of job search, the onus is on you to conduct extensive research. “You have a little more latitude when there’s a published opening, but this requires a deeper understanding of the industry, company, their mission, department, specific contact names and duties, as well as knowledge of how you can contribute in a meaningful way,” Taylor explains.

Use keywords and the company name not only on LinkedIn, but through a general search, she suggests. “This way, you’ll find endless information on companies, people, strategies, news, and more.”

Roll up your sleeves and become a job sleuth. “Read news releases. Look for people with common interests and think out of the proverbial box. If one of your prospective hiringmanagers plays on a local golf team or is involved with your favorite charity, for instance, forge ahead and leverage commonalities. If they had an anniversary or major achievement in the press, mention that in your pitch,” she says.

“Since job networking has virtually become synonymous with LinkedIn, and networking is a huge part of your strategy, take advantage of this critical tool,” she says.

4- Network non-stop.

Spread the word about your job search on social media, talk to colleagues, reconnect with former colleagues, attend industry meetings and conferences, and talk with relatives and friends to get the word out. “Just be sure to thank your contacts along the way and offer to helpthem if they need anything,” she says. “Pay it forward.”

If you tell enough people about what you’re looking for and the value you can bring to a company, someone may say, “Oh, I think a job like that might be opening up at my company soon,” or a startup founder may hear about you and say, “We could probably use someone like that on our team.”

“With any job search, networking is critical, but especially if you pursue this alternative tactic,” Taylor adds. “If you know any insiders who either work or have worked at the companies you’re interested in, that’s great news. Or, you may know an industry contact who can refer you to such a person. But remember that if you’re casting a wide net and are still employed, you must use a lot of discretion.”

5- Stay on top of industry and company news.

Your homework is never done.

Set up alerts and stay on top of company and industry news. “It will help open doors and elevate your personal brand with prospective hiring managers,” she explains. “Google alerts is a must-have, but so are those from job-related apps. Openings for similar jobs at companies can give you a sign that your timing is good. Just be sure not to become overwhelmed with every app on the planet, especially if you’re easily distracted. Be focused and selective.”

6- Watch for companies in ‘hiring mode.’

When you read stories of companies hiring in your field, that’s a clue you have an above-average shot at either filling an unadvertised position, or potentially having one created for you, Taylor says.

7- Zero in on your dream job or company.

Finding a hidden job is more laborious, but your approach here is quality, not quantity. “So before you launch your campaign, have a clear idea of the position and companies that most appeal to you,” Taylor suggests. “Then scour their websites to familiarize yourself with their goals and people.”

8- Become a LinkedIn Guru.

“Since job networking has virtually become synonymous with LinkedIn, and networking is a huge part of your strategy, take advantage of this critical tool,” she says.

Learn the ins and outs of it; add meaningful connections; explore the benefits of LinkedIn Premium; post helpful articles to your page and groups; engage with members who might help you; look at your connections and their connections; offer to help others; write to employers; and regularly look at job postings on the site.

9- Ask for guidance, not jobs.

People are much more receptive when they’re not put on the spot.

“When pursuing hidden jobs, this is more true than ever,” she explains. “Your question should initially be about whether they can help steer you in the right direction. Informational interviews are a foot in the door, too. They may be arranged because the hiring manager views them as a safe approach to keep your expectations low.”

10- Volunteer and join committees.

Not only does volunteering with a charity help you give back, it can also establish trust, strong professional bonds, and friendships, she says. “If there’s an industry association that accepts volunteers and you can join a committee, you will interface with people who instantly have common interests. Job seekers who give back to their community have an edge in hiring, too, all things being equal.”

11- Call and email.

Did you need to read that twice? “In this day and age, calling a perfect stranger at a company with anything having to do with a job seems risky,” says Taylor. “However, that could be the very reason that you stand out. Some added ammunition: You know someone in common, you’re highly diplomatic, you have a competitive skill that’s in demand, and you understand their mission and corporate culture.”

Your email can acknowledge that they have no openings, but your background can be described as mutually advantageous for specific reasons. “This is where your deep knowledge of the firm can reap major rewards.”

12- Go as high as you can.

Depending on how senior you are and the size of the company, don’t be afraid to reach out and reach high in the organization.

“If you’re a mid-level IT manager, it may make perfect sense to target the CIO or CTO, especially if you have a very marketable skill. If you start too low, you may have to deal with the ‘fear factor’: No one wants to help a job candidate who could threaten their job security,” she says. “Accessing the email can be tricky, but there are ways to figure it out, and beginning with the appropriate admin can at least get you in the door.”

13- Consider project work or a temp job.

One way to land a job when there’s no advertised opening is to offer your services as a project worker, consultant, or high-level temporary worker. “If a full-time position is in the offing, you’re already well situated,” Taylor says.

14- Be kind to the gatekeeper.

“Most of the corporate positions I accepted were never advertised,” Taylor says. “I targeted companies with whom I wanted to work. I also believe that administrative assistants are the unsung heroes of today’s companies. They’re often the trusted confidantes of C-suite executives.”

Many job seekers make the mistake of overlooking this vast resource and try to circumvent them in emails or calls. But consider their knowledge and influence, she advises. “Executives who are told by their admins that a great candidate contacted them are much more likely to show interest than if the job seeker is evasive. This is where your people skills can shine, as you show respect for the very people who can be invaluable allies.”

15- Have a thick skin and remain positive.

No matter how diplomatic you are, you’ll run across people who will turn you down. “It’s fine. You’re not here to please everyone and you just became one person closer to landing a great, unexpected interview,” she says. “Negativity can drag anyone down, but if you remain tenacious, you will get traction.”

16- Be patient.

If you need a new job fast, this isn’t necessarily the way to go about it. But if you have the luxury of time, it’s an excellent approach.

However, you need to be patient. You’re trying to find jobs that are not advertised or may not even exist yet, so the process may be challenging and can take a while. Don’t give up too easily.

17- Assume an entrepreneurial mindset.

Tell yourself, “They need me more than I need them” until you believe it.

“View yourself as a catalyst for the company’s growth,” says Taylor. “Put yourself in the shoes of the manager and market yourself accordingly.” How will they advance their mission with you on board? What unique abilities do you bring to the table? Consider that you’re offering something they need versus asking for a favor.

“When conducting your job search, it’s wise to pursue the obvious: publicly posted openings,” she says. “But when you expand your options to the ‘unseen,’ the possibilities are only limited by you.”