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Archive for category: First Sun Blog

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#Strategy: 8 Ways Goofing Off Can Make You More Productive … Research Suggests That the Longer you Keep your Rear End in your Chair & your Eyes Glued to your Screen, the Less #Productive you may Be.

June 15, 2015/in First Sun Blog/by First Sun Team

I Offer this List of #Productive Ways to Goof Off During the Day & Evening. These Tactics will Boost your #Productivity & Sense of Well Being. But Beware Not to Overdo any of Them. Take too many breaks and you may enter the realm of procrastination.

zappos-happy-employees-7

One of my colleagues used to head to the men’s room and brush his teeth every time he felt a surge of writer’s block. He swears it did the trick. Another exits the building and walks around the block to clear his head. I sorely miss the mid-day yoga sessions that Forbes offered in its old offices in Manhattan. After an hour of downward dog, shoulder stand and corpse pose, my body was relaxed, my mind was clear, and I attacked my work with new energy.

 

A growing body of research suggests that the longer you keep your rear end in your chair and your eyes glued to your screen, the less productive you may be. Getting up from your desk and moving not only heightens your powers of concentration, it enhances your health.

John P. Trougakos, an associate professor at the University of Toronto’s Rotman School of Management has described how concentrating on one task is like using one muscle for an extended period. The mind needs a break, to rest and recover before it can exert again. Among other things, Trougakos recommends that workers take serious lunch breaks, to recharge with food and a change of scene.

James A. Levine, a professor at the Mayo Clinic, told the New York Times that we don’t take enough breaks. Sedentary work habits are as dangerous as a sedentary lifestyle at home. Levine likes the idea of your standing or even walking while you’re working, including during meetings. If you feel sleepy during the day, you should be allowed to take a nap, he says.

 

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Levine suggests that you work in concentrated 15-minute periods, divided up by breaks. “The thought process is not designed to be continuous,” he says. He points out that a short period of efficient work is much more valuable than long hours of wasted or partially productive time.

Then there is the power of daydreaming. Many of our most creative, productive thoughts come not while we’re trying to force them during long sessions at our desks, but at odd moments outside the office. For instance, there is the story of how Dan Wieden of advertising giant Wieden+Kennedy found the inspiration for the famous Nike “Just Do It” tag line late one evening, after reflecting on a conversation he had had with a colleague about the novelist Norman Mailer, who had written a book about convicted murderer Gary Gilmore. Gilmore’s last line before he was executed, “Let’s do it,” popped into Wieden’s head. Back at his desk, Wieden tweaked the phrase. But the idea had come in his off hours.

Many of us feel we shouldn’t waste time chatting with co-workers during the work day. But research has shown that talking with colleagues can increase your productivity. A team of MIT researchers led by Professor Alexander “Sandy” Pentland discovered that call center workers who took the time to converse with their co-workers, instead of just grinding away, got through calls faster, felt less tension and earned the same approval ratings as their peers who didn’t schmooze at the office.

After canvassing my colleagues, I offer this list of productive ways to goof off during the day and evening. These tactics will boost your productivity and sense of well being. But beware not to overdo any of them. Take too many breaks and you may enter the realm of procrastination.

1. Take a walk around the block.

Fresh air combined with a change of scene can reset blocked thought processes.

2. Take a nap.

Some offices offer this as a perk. Closing your eyes for a 15-minute catnap can be hugely refreshing.

3. Chat with a colleague.

Even if you only make small talk, a diverting conversation can give you a new perspective on the task at hand.

4. Run an errand

Like walking around the block, getting out of the office and taking care of business can give your mind a break and the exercise will get your blood flowing.

5. Brush your teeth.

The symbolism of removing decay and plaque can be especially potent when you are feeling sluggish.

6. Spend ten minutes checking Facebook, Twitter or other social media sites.

This is not as good for you as leaving your desk, but the mental distraction can offer a helpful break. Monitor your time however and don’t let yourself get sucked in for more than five minutes.

7. Go to the gym

If your company has an exercise facility, take advantage.

8. Go out to lunch

Judging from the habits of my colleagues, lunch out of the office is a dying American habit. But a healthy meal and good conversation can be nourishing on multiple levels.

This is an update of a story that appeared previously.

 

Forbes.com | June 15, 2015 | Susan Adams 

https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg 0 0 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2015-06-15 20:53:102020-09-30 20:56:31#Strategy: 8 Ways Goofing Off Can Make You More Productive … Research Suggests That the Longer you Keep your Rear End in your Chair & your Eyes Glued to your Screen, the Less #Productive you may Be.

#Leadership: 4 Things You Should Ask an #Employee Who’s Leaving… A Solid Exit Interview that will Hopefully not Only Yield Valuable Insights, but That will Leave Everyone Feeling Good about our Experience Working Together.

June 15, 2015/in First Sun Blog/by First Sun Team

I wouldn’t have tried to talk her out of her decision, but there are a few questions I would have asked her if I had the chance to do it over again. (For the record, these are my questions as a #Leader & #Manager, not necessarily from a #Legal or # HR standpoint. Google is your friend if you want loads of suggestions on that front.)

Career Guidance - 4 Things You Should Ask an Employee Who's Leaving

A few months ago, one of my employees decided to leave the company. Her exit wasn’t a total surprise—we’d hired her originally as an intern, and we all knew her heart and her passion resided in the nonprofit realm. I tried to convince her that our business—employee engagement consulting—was saving the world in a different way, but alas, she wasn’t buying it.

We’re a relatively small organization, and life gets busy. On her last day, I was in client meetings and didn’t really get a chance to say a proper goodbye. I didn’t do an exit interview with her, either. (And I know what you’re thinking, by the way—so just do what I say and not what I do, OK?)

I’ve thought about her a lot over the last couple of months. I miss her presence in our office, but truthfully, I think she made the right decision. I’m a big believer in following your passion and purpose in life, and my guess is she will ultimately be much happier in a job that better fits with her life goals.

I wouldn’t have tried to talk her out of her decision, but there are a few questions I would have asked her if I had the chance to do it over again. (For the record, these are my questions as a #Leader & #Manager, not necessarily from a #Legal or # HR standpoint. Google is your friend if you want loads of suggestions on that front.)

1- How did the job match your expectations?

Our own research at Brilliant Ink tells us that creating accurate first impressions is a key driver of employee engagement, so one of the first things I’d want to know is how the day-to-day realities of the job stacked up to our description of it when she began work with us. This doesn’t necessarily change the nature of the work in the future, but it would certainly help us know how to sell the job more effectively and accurately to result in better hires (which, in my opinion, is the toughest nut of all to crack).

 

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2- Did you feel that the work you were doing aligned with your personal goals and interests?

We do a goal-setting process with our employees at the beginning of the year, and we revisit these on a quarterly basis. However, these are mostly professional development goals that tie directly to our business objectives. With this question, I’d be assessing how her work fits into the bigger picture of her life—something Millennials say is more and more important to them. And our research indicates that fully engaged employees report a greater likelihood of tapping into personal and professional passions and interests at work compared to less-engaged employees.

In this case of this particular employee, I already knew the answer—she had a passion for environmental work and causes, which doesn’t really relate to our field. And I wouldn’t necessarily change the nature of the work accordingly. But again, it gives clues into the kinds of questions we should be asking at the start of the hiring process and could guide conversations between managers and employees throughout their life with our company.

3- Did you have the tools and resources you needed to effectively do your job?

This is a big one. In the early years of the company, I got pretty comfortable with bootstrapping my way to success, which means we still operate pretty lean and mean. This is a good thing in terms of conserving costs, but we also have to remember that we can’t deliver outstanding work without the right systems in place to make the magic happen. Understanding how my employee felt about the kind of support she was getting would help us know what kinds of investments we should be making in the future.

4- Would you recommend this as a great place for a friend to work?

Would I get an truthful answer to this question? I honestly don’t know, but it’s worth a shot. The employee in question was a good, solid member of our team, and I’d trust her recommendation on future hires. If the job wasn’t a great fit for her, the next best thing I could hope is that she’d be an advocate for our company and a referrer of great potential employees. Plus, with the business that we’re in, it pays to know how we can improve our own employee experience.

Here’s a final exit interview question I don’t recommend: During a wrap-up interview, I once had a former boss ask me if there was anything she could do to change my mind. I enjoyed the job but was incredibly underpaid, so I felt a faint glimmer when she asked me this question. I told her a nominal raise would do the trick. Unfortunately, she promptly replied that it wasn’t possible. The lesson: Don’t offer something you can’t deliver. There’s nothing worse than getting your hopes up—only to have them doused with ice water.

We have an amazing team in place, and I hope I won’t be saying goodbye to anyone else for a very long time. But if we do, I’ll make the time for a proper goodbye—and a solid exit interview that will hopefully not only yield valuable insights, but that will leave everyone feeling good about our experience working together.

Photo of person leaving office courtesy of Shutterstock.

About The Author

Career Guidance
Liz Kelly is the CEO and founder of Brilliant Ink, an employee communications and engagement consultancy with offices in Oakland and New York. She recently co-authored the award-winning Employee Experience Survey, a study of more than 300 Fortune 1,000 employees that correlates key moments of the employee experience to overall levels of employee engagement.

 

The Daily Muse | June 2015 | Liz Kelly 

https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg 0 0 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2015-06-15 16:54:072020-09-30 20:56:32#Leadership: 4 Things You Should Ask an #Employee Who’s Leaving… A Solid Exit Interview that will Hopefully not Only Yield Valuable Insights, but That will Leave Everyone Feeling Good about our Experience Working Together.

Your #Career: Are You Sabotaging Your Chances For A #Job Or Promotion? … Ouch! Life is Hard Enough without Hearing Things Like that In your Own Head. So we Worked on Ways to Get Rid of those Negative Thoughts by Changing Them into Pep Talks

June 15, 2015/in First Sun Blog/by First Sun Team

Have you ever been frustrated in your career and thought something similar; that you’re not good enough so why even bother to apply for the job? That little voice we hear in our heads is known as “self-talk.” This internal voice can be positive or negative. Either way, it often turns into a self-fulfilling prophecy.

man-on-staircase

Are you sabotaging your chances of obtaining a promotion or a new job? I’ve seen this happen to a lot of people, and here’s the catch – many don’t even realize they’re sabotaging themselves. Find out if you’re holding yourself back and how you can break free of internal negative thoughts.

“I never seem to be the person chosen for a promotion,” my client told me. “I don’t know why I even bother to apply for other positions, since I know they’ll just give it to someone else and tell me I’m not qualified.”

Have you ever been frustrated in your career and thought something similar; that you’re not good enough so why even bother to apply for the job? That little voice we hear in our heads is known as “self-talk.” This internal voice can be positive or negative. Either way, it often turns into a self-fulfilling prophecy.

 

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For my client, it meant she stopped looking for jobs that were more challenging, while her frustrations kept building up as she worked in a position where she felt bored and not intellectually challenged. She had been told by a few hiring managers that she didn’t have the right qualifications, and her confidence level had taken a beating. On top of that, her little voice in her head had turned negative, telling her she wasn’t good enough and never would be.

Ouch! Life is hard enough without hearing things like that in your own head. So we worked on ways to get rid of those negative thoughts by changing them into pep talks:

Recognize the negative thought(s). Every time a negative thought about yourself pops into your head, recognize this self-sabotage behavior.

Write it down. Grab a pen and paper or your smart phone and write down the negative thought(s).

Flip it. Now, rewrite the negative comment into a positive pep talk. For example, “They’ll never choose me” or “I’m not qualified enough” becomes “I’m worthy of finding my dream job” or “I’m worthy of getting this promotion.

My client realized that her internal negativity had been demotivating her and causing her to give up on her career dreams. Once she acknowledged these negative thoughts, wrote them down and then transformed them into pep talks, her outlook changed. She became proactive by analyzing her qualifications for each job and determining gaps. She spoke with successful people already in the positions she wanted and she even created a career development plan to close the gaps.

Her new attitude could also be seen by hiring managers during job interviews because she arrived much more prepared and self-confident than before. Taking control of her internal voice and stopping the negative thoughts allowed her to break free from self-sabotage – and she achieved her goal of being hired into a more challenging job.

You can do it too! If you realize that self-sabotage may be what’s holding you back from accomplishing your career goals, follow the three steps listed above. Take control of your internal voice and start giving yourself pep talks. Believe in yourself and all things become possible.

Lisa Quast, author of the book, Secrets of a Hiring Manager Turned Career Coach: A Foolproof Guide to Getting the Job You Want. Every Time. Join me on Twitter @careerwomaninc

 

Forbes.com | June 15, 2015 | Lisa Quast

https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg 0 0 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2015-06-15 10:34:192020-09-30 20:56:33Your #Career: Are You Sabotaging Your Chances For A #Job Or Promotion? … Ouch! Life is Hard Enough without Hearing Things Like that In your Own Head. So we Worked on Ways to Get Rid of those Negative Thoughts by Changing Them into Pep Talks

#Leadership: As Minimum Wages Rise, Smaller Firms & Companies Get Squeezed…If you Raise the Minimum Wage on People Who are Doing Data Entry or Washing Dishes, What Does that Mean to my Skilled Employees who are Only Making a Few Dollars more?”

June 14, 2015/in First Sun Blog/by First Sun Team

Hannah Joseph dreams of bringing gourmet grilled hot dogs to food lovers coast to coast. But she now rules out owning any new restaurants beyond the two she and her husband currently operate in Indianapolis.  The reason: high staffing costs, and growing competition for low-wage workers.

King David Dogs has been coping with high staffing costs and competition for low-wage employees.

“I don’t want to deal with more employees,” said Ms. Joseph, co-owner of King David Dogs, whose 10 or so staffers start at $7.50 an hour, 25 cents above the federal minimum.

In May, U.S. small businesses paid their workers roughly $16.36 an hour, according to seasonally adjusted payroll data from some 250,000 businesses with fewer than 20 workers, compiled by Intuit Inc. That is up about 2.2% from a year ago.

In comparison, U.S. companies of all sizes paid workers in nonsupervisory positions an average of $24.87 an hour last month, up 2.3% from a year ago, according to the Bureau of Labor Statistics.

 

State and city lawmakers’ recent push for higher minimum wages is poised to raise pay for the bottom fifth percentile, for workers at both big and small businesses, according to economist Susan Woodward, of Sand Hill Econometrics, Menlo Park, Calif.

On Wednesday, the Los Angeles City Council voted to increase the city’s minimum wage to $15 an hour by 2020, from $9 an hour. Delaware’s state minimum wage increased to $8.25 per hour June 1, from $7.75 per hour.

 

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Some big employers such as Target Corp. and Wal-Mart Stores Inc. announced this year they would start pay at $9 an hour, and McDonald’sCorp. said it would raise starting hourly pay by $1 above the local minimum at company-owned restaurants.

“People can’t work for the minimum wage and afford to pay rent, in any state,” said Raina J. Johnson of Milwaukee. The mother of a 5-year-old left her job at Starbucks in January, where she said she was making less than $8 an hour, to work as a freelance writer and blogger.

“I have student loan debts, but I don’t even want to think about paying them off because I have to think about keeping a roof over my head,” she said. “The minimum wage should be enough so people can actually live, and not be so stressed out and depressed about how to pay their bills.” A Starbucks spokesperson said that no employee currently starts below $8 an hour, but she could neither confirm nor deny what Ms. Johnson was earning in January.

The shift to an economic recovery period following the 2007-2009 recession has made workers scarcer. “We finally reached the point in the business cycle where companies have great difficulty hiring workers at the minimum wage,” said Ethan Harris, co-head of global economic research at Bank of America Merrill Lynch. “We’ve had a total focus on cost-cutting instead of motivating and retaining workers.”

U.S. employers added 280,000 jobs in May, according to the U.S. Department of Labor, the 56th consecutive month of job gains, which is the longest streak on record.

Small-business owners were evenly split in their opinion of raising minimum wages, according to a May survey of 728 small firms by The Wall Street Journal and Vistage International. Forty-nine percent of respondents said the federal minimum of $7.25 an hour should be raised, while another 49% disagreed.

Dillon Edwards, who founded Brooklyn-based roaster Parlor Coffee in 2012, said entry-level positions, usually those dedicated to bagging coffee beans, start at $4 above the New York state minimum of $8.75 an hour. “It should definitely be more than that,” said Mr. Edwards, who has eight employees. “The cost of living is just so much higher. It needs to be at least in the double digits.”

If initiatives like the $15-an-hour one that passed in Los Angeles were to be approved in New York, Mr. Edwards said he would “be happy to pay” that amount, though it may require a ceiling on the pay of some of the higher-paid workers. “We know that it would ultimately reward our business and reward our community.”

King David Dogs has been coping with high staffing costs and competition for low-wage employees.
King David Dogs has been coping with high staffing costs and competition for low-wage employees.
PHOTO:ANDREW HANCOCK FOR THE WALL STREET JOURNAL

Many other owners of small firms already pay above the minimums to attract or keep the entry-level workers they need. Yet some owners say raising wages even further is out of the question, because there is a ripple effect that comes with increasing pay at the lowest levels.

For instance, Beth Fahey, co-owner of a custom-cake maker in a Chicago suburb, said her cashiers start out at $9 an hour, 75 cents above the state minimum, “just to stay competitive.”

Ms. Fahey, whose Creative Cakes has 34 employees and recently opened a cafe, said she offers full-time employees paid time off but couldn’t afford raising pay even more, especially for lower-wage workers.

“If you raise the minimum wage on people who are doing data entry or washing dishes, what does that mean to my skilled employees who are only making a few dollars more?” said Ms. Fahey. “I can’t raise everybody. If I do, the price of a doughnut is going to be $3 and nobody’s going to buy it.”

To cope with the wage hikes, some owners are rethinking their business models and how they allocate staff, in an effort to keep payroll costs low.

For example, in Los Angeles County, Dudley De Zonia, the founder and president of 180-employee Royal Truck Body, said he is considering moving some manufacturing work to branch locations in order to sidestep the expected increase in the minimum wage to $15. “Over the next few years, the minimum wage will be one of the biggest issues we face,” he said. The company manufactures work trucks for tradesmen and utility businesses.

The company has 100,000 square feet of manufacturing space in Paramount, Calif., and another 68,000 square feet in branch locations in Northern California and Texas. “We’ve already started moving stuff around,” said Mr. De Zonia. “It certainly makes it more affordable.”

While only a handful of entry-level employees at Royal Truck Body earn the minimum wage, about 80% of its staff makes under $15 an hour, he said. Because of that, he expects wages to rise about 30% by 2020, when the $15 minimum-wage hike will take effect.

Mr. De Zonia said he doesn’t take issue with an increased minimum wage, but he says the disparity in state minimums—makes it difficult for his business to compete on a level playing field. “I’ve got competitors in the Midwest who pay their workers $7.50 an hour,” he said.

In Indiana, the minimum wage has been $7.25 since it was last raised in July 2009. A bill that would have imposed a $10.10-an-hour minimum failed to pass in the Indiana legislature this year.

Staffers at King David Dogs in Indianapolis start at $7.50 an hour, 25 cents above the federal minimum.
Staffers at King David Dogs in Indianapolis start at $7.50 an hour, 25 cents above the federal minimum.
PHOTO:ANDREW HANCOCK FOR THE WALL STREET JOURNAL

King David Dogs in Indianapolis currently generates about $250,000 a year. “We’re barely making a profit as it is,” said its founder Ms. Joseph, noting that she works outside the business as a lawyer to support herself and her family.

She and her husband once hoped to open 10 King David restaurants. But in light of potentially higher staffing costs, and challenges recruiting low-wage workers, their new plan is to sell King David Dogs products directly to grocery stores, or convert their business into a franchise operation.

Either approach would make it possible for them to expand the reach of King David without adding staff.

“We financially can’t” raise wages “without passing it on to our customers,” Ms. Joseph said. “There is only so much people are willing to pay for a hot dog. It’s not like we’re serving a foie gras burger.”

Write to Leslie Josephs at leslie.josephs@wsj.com and Adam Janofsky atADAM.JANOFSKY@dowjones.com

https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg 0 0 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2015-06-14 10:58:252020-09-30 20:56:42#Leadership: As Minimum Wages Rise, Smaller Firms & Companies Get Squeezed…If you Raise the Minimum Wage on People Who are Doing Data Entry or Washing Dishes, What Does that Mean to my Skilled Employees who are Only Making a Few Dollars more?”

#Strategy: 10 Choices You Will Always Regret Making…Here are Choices you Will Someday Regret Having Made.

June 14, 2015/in First Sun Blog/by First Sun Team

Hindsight is a funny thing. Look forward and the path seems uncertain, the future unpredictable.  Look back and all the dots seem to connect … except the dots that mark the choices you didn’t make, and the risks you didn’t take.

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You’ll regret choosing not to care.

Here are choices you will someday regret having made:

1. Choosing not to be brave.

Being brave doesn’t mean you aren’t afraid — in fact, the opposite is true. Courage without thought or meaning is simply recklessness. Brave people aren’t fearless; they’ve simply found something that matters more to them than fear.

Say you’re scared to start a business. Find a reason that means more: creating a better future for your family, wanting to make a real difference, or hoping for a more rewarding and fulfilling life.

Once you find a greater meaning, you also find courage. See fear not as something to shrink from but as something to overcome — because that’s all it is.

 

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2. Choosing the pain of regret over the pain of discipline.

The worst words you can say are, “If I had only …”

Think of all the things you’ve wanted to do but never have. What did you do instead? If you’re like me, you can’t recall. All you know is that time is gone and whatever you did instead wasn’t even worth remembering.

Think about one thing you dreamed of doing five or 10 years ago but didn’t work to do… and think about how good you’d be today at that one thing if you had. Think about all the time you wasted and can never get back.

Then, starting today, push yourself to do what you hope to do … so five or 10 years from now you won’t look back with regret. Sure it will be hard. Sure it will be painful.

But it will be a lot less painful than how it will someday feel when you look back on what could have been… but isn’t.

3. Choosing not to say, “I will.”

A boss once gave me what I thought was an impossible task. I said, “OK. I’ll try.”

He told me trying didn’t matter—as long as I didn’t quit, I’d finish it. Trying didn’t enter into it. Persistence was all that mattered.

Often we say, “I’ll try,” because that gives us an out. Our egos aren’t on the line. Our identities aren’t on the line. After all, we’re just “trying.”

Once you say, “I will,” your perspective changes. What previously seemed insurmountable is no longer a matter of luck or chance but of time and effort and persistence.

When what you want to do really matters, don’t say, “I’ll try.” Say, “I will,” and then do everything possible to keep that promise to yourself.

4. Choosing not to take plenty of shots.

You may never create the perfect business plan, may never find the perfect partners or the perfect market or the perfect location, but you can find the perfect time to start — because that time is now.

Talent, experience, and connections are important, but put your all into enough new things, and some will work.

Plus, after you take enough shots, over time you’ll grow more skilled, more experienced, and more connected. And that will mean an even greater percentage of your efforts will succeed. Take enough shots, and learn from each experience, and in time you’ll have all the skills, knowledge, and connections you need.

Ultimately, success is a numbers game; it’s all about taking a shot, over and over and over again. The more shots you take, the more times you will succeed. So get the power of numbers on your side and take as many shots as you can.

GettyImages 245245

Michael Jordan famously said, I’ve missed more than 9000 shots in my career. I’ve lost almost 300 games. 26 times, I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.”

There is no guarantee of success, but when you don’t take any shots at all, you’re guaranteed to always fail.

5. Choosing not to move.

Familiarity creates comfort. But comfort is often the enemy of improvement.

If you have a great opportunity and the only thing holding you back is the thought of moving, move. If you want to be closer to family or friends and the only thing holding you back is the thought of moving, move. If you want to be closer to people who think and feel and act like you, move. (When I asked singer/songwriter Lee Brice for the one piece of advice he would give any aspiring country artist, he said, “Move to Nashville.”)

When the fear of moving is the only thing holding you back, move.

Don’t worry. You’ll soon find cool new places to hang out. You’ll soon develop new routines. You’ll soon make new friends. And you’ll gain a great new perspective on your life.

Besides, Thomas Wolfe was wrong. If it doesn’t work out, you can go home again.

6. Choosing not to let go.

Bitterness, resentment, and jealousy are like drinking poison and expecting the other person to die. You are the only one who loses.

Life is too short to resent all the people who may have hurt you. Let hard feelings go.

Then spend the energy you save cherishing the people you love and who love you.

7. Choosing not to say you’re sorry.

We all make mistakes, so we all have things we need to apologize for: words, actions, omissions, failing to step up, step in, to be there when we’re needed …

Swallow your fear — or pride — and say you’re sorry. Then you’ll help the other person let go of their resentment or bitterness.

boring conversation diner couple break uprorobito/flickr

And then you both get to make the freshest of fresh starts, sooner instead of later — or instead of never.

8. Choosing not to throw out your backup plans.

Backup plans can help you sleep easier at night. But backup plans can also create an easy out when times get tough.

You will work a lot harder and a longer if your primary plan has to work because there is no other option. Total commitment — without a safety net — will spur you to work harder than you ever imagined possible.

Then, if somehow the worst does happen (although the “worst” is never as bad as you think), trust that you will find a way to rebound.

As long as you keep working hard and keep learning from your mistakes, you always will.

9. Choosing to be too proud.

Don’t be too proud to admit you made a mistake. Don’t be too proud to have big dreams, or to poke fun at yourself, or to ask other people for help.

Don’t be afraid to take a chance and fall on your face … and then to pick yourself up, dust yourself off, and go again.

Instead, take pride in the fact that no matter what might happen, you will always get up and go again.

That way, you never truly lose — and your dreams can never, ever die.

10. Choosing not to care.

Rejection hurts. Sadness hurts. Failure hurts; sometimes a lot. So what do you do?

You avoid getting hurt by deciding you no longer care. But then you never get to experience the joy of connection, the joy of happiness, and the joy of success.

Choose to still be in the game. Choose to care. Choose to live.

LinkedIn Influencer Jeff Haden published this post originally on LinkedIn.

Read more: https://www.linkedin.com/pulse/ten-choices-you-always-regret-making-jeff-haden#ixzz3d1uekgAf

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#Leadership: 3 Reasons Being A Manager Is Overrated…Before you Start Dreaming about Stock Options & your Name on a Door Plaque, Here are a Few Downsides of Being Top Dog

June 13, 2015/in First Sun Blog/by First Sun Team

Being a Boss Means that you’re Ultimately Accountable for the Output of your Team — for Better or Worse.

A statistic I stumbled across while researching a previous piece has been stuck in my head this week. According to Deloitte’s 2015 Millennial Survey, 53% of Millennials across the globe aspire to be senior leaders (up to and including the CEO) of the organization in which they currently work. Far be it from me to rain on anyone’s parade, but I have to wonder if these (likely) entry-level employees have any idea of what they’re really in for as they climb the ladder to the corner office.

 

Before you start dreaming about stock options and your name on a door plaque, here are a few downsides of being top dog:

The Buck Stops With You

With great power comes great quarterly expectations. Being a boss means that you’re ultimately accountable for the output of your team — for better or worse. While you look like a hero when those under you overdeliver, if your team comes up short, you’re the fall guy. As a manager, you don’t live and die based on your own efforts, but how well you’re able to motivate and manage the efforts of others. Your success is no longer directly within your control, instead it’s based on an aggregation of what those who work for you achieve, which can leave you feeling powerless instead of powerful.

You’ll Be Dealing With Drama

If you’ve never aspired to go into politics or to work in a daycare, perhaps being a manager isn’t for you.  Immersing yourself in uncomfortable interpersonal situations that call for outstanding tact will become a significant portion of your workload. You will have to do performance appraisals of your subordinates and find the most constructive way to provide negative feedback on a subpar work effort. You’ll have to terminate employees and some of them might not go quietly or graciously. You’ll have to mediate petty conflict between team members without seeming to play favorites. You’ll have to switch up your communication style based on which employee you’re talking to and figure out the best way to motivate a group of individuals who may not have the same goals and definitely won’t respond to the same incentives.

 

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You’re No Longer A Doer

Ironically enough, once you’re a manager, you’ll be doing a lot less of the type of work that got you promoted to that level. You may love being a designer, but once you’re leading a team of designers, your focus shifts from figuring out the best way to create visually appealing and intuitive experiences across various media to how best to manage other people who are doing that and how to effectively allocate your own limited time. If you find fulfillment in getting your hands dirty with the daily intricacies of your work (be that teaching, coding, number crunching, etc.), a managerial role might feel oddly empty — you’ve been rewarded for all your good work by no longer getting to do that work. As Hootsuite CEO Ryan Holmes notes, most companies don’t have a clear career trajectory in place to advance and reward employees who are specialists in their jobs but not interested in or suited for management roles:

What’s missing, not just in the tech world but across the board, is a dedicated track—complete with titles, incremental pay raises and true upward potential—for exceptional performers who aren’t keen on managing people. These are the experts within an organization who have amassed a unique body of knowledge and who continually push their company to perform better. They may be leaders, but they lead by example, not by mandate. They inspire co-workers around them with their singular contributions rather than through direct instruction.

The Bottom Line?

There’s another statistic within the same Deloitte survey that’s also worth pondering and might shed a little more light on Millennials’ managerial aspirations. According to survey findings, only 28% of Millennials feel that their current job takes full advantage of their skill set. Looked at through this lens, the urge to be the boss may be less about grabbing the brass ring and more about feeling that moving up the corporate ladder is where greater autonomy and freedom lies. That might not be a accurate assumption, but it’s a very understandable one.

Learn more about my work and connect with me on Twitter.

 

Forbes.com | June 11, 2015 | J. Maureen Henderson

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#Leadership: Agile Leadership and the Manager/Entrepreneur…Remaining Flexible is One of the Most Important Traits a Leader can Possess–Especially Today.

June 13, 2015/in First Sun Blog/by First Sun Team

Over the last number of years, the word “agile” has been tossed around in numerous ways. The most common use has roots in the programming world, where “agile” is regarded as one step forward from “waterfall” as a means of making incremental improvements, to assure that the final product grows and is adjusted through the development process to be aligned with customer demand. In recent years, agile has emerged as “agile leadership.”

IMAGE: Getty Images

Some people have a rigorous notion of agile. Others prefer to use agile as a synonym for the ability to be flexible and responsive to a particular situation. Fortunately or unfortunately, the term itself is used in a non-concrete way.

What does agile leadership mean? At its core, my approach to agile leadership is predicated on the assumption that leadership is as much about how one adjusts one’s leadership style to a situation as it is on the embedded personality characteristics of the leader. Agile leadership, in this sense, implies contingency that how one leads is dependent on how one analyzes and views a particular situation.

For example, if the situation is one of stability, minimum uncertainty, and routinized expectations, then, as a leader, you lead in one way. If the opposite is true–unstable environment, high uncertainty, and ambiguous expectations–then, as a leader, you lead in another way.

Leading a manufacturing division is one thing; leading R&D is another. Leading when customer expectations are clear demands one kind of leadership; leading when customer expectations are not clear demands another.

 

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Agile leadership demands a mindful consideration of the context and an ability to adjust your leadership style appropriately. Agile leaders are able to vary their leadership style along a continuum. The question, of course, is what is this continuum?

The classic distinction is facilitative and directive leadership. The challenge for an agile leader is to balance their directive and facilitative style. Directive leadership sustains control by allocating resources, making expectations clear, defining goals, and establishing the parameters of success and failure. Facilitative leadership is based on giving individuals maximum flexibility and autonomy–giving them flexible goals, and letting them define and deal with parameters and constraints on their own.

In balancing these two leadership styles, an agile leader needs to be clear about which style is appropriate. During lean and difficult times, you may want to explicitly define goals, with the assumption that by delineating goals and specifying expectations will allow you to better control resources. In times of growth and abundance, you may want to define goals more broadly and give autonomy to be open to opportunities.

The challenge for an agile leader is to understand which style is appropriate at which type in time. The challenge is to balance leadership styles.

In these times, agile leadership is a special challenge for managers & entrepreneurs because they are caught on the horns of a dilemma. On the one had, they want to lead in such a fashion to give their organizations and teams the space to be innovative to assure the cutting edge. On the other hard, entrepreneurs have a short leash when it comes to resources and time. They have to be continuously accountable to assure a concrete ROI. The need to stimulate creativity and innovation may demand that the entrepreneur place a greater emphasis on their facilitative style while the shadow of ROI may demand that they emphasize their directive style. Agility is the capacity to juggle both styles as necessary. Entrepreneurial leaders need to get beyond blinders and personality and be aware of when one style suits the situation better than the other.

Even before “agile leadership” was in vogue, leaders of organizations of all sizes were well aware of it. The name may be a fad, but agile leadership has always been a core behavioral trait of successful managers & entrepreneurs.

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#Leadership: 6 Words For Stopping Blame & Increasing Accountability… When people Mess up at #Work, they Dodge #Accountability & Shift the #Responsibility to Someone Else. This is Called Blame.

June 12, 2015/in First Sun Blog/by First Sun Team

So when #Employees Blame Each Other, it’s Up to #Leaders to Turn that Blame into #Accountability. How? By using 6 simple words: “Let’s discuss what we CAN control.” Let me explain…

Mannequin Blaming Another

Sometimes when people mess up at work, they dodge accountability and shift the responsibility to someone else. This is called blame.

Far too many of us have experienced an employee missing a deadline and trying to throw a colleague under the bus for their mistake, like:

“I couldn’t get this report done on time because of that jerk Pat in accounting. Pat’s the one that never gives me the data on time, and that’s the reason my report was late. How can I be expected to get the report done on time when Pat is always holding up my data?”

Everyone is going to mess up at some point, but blaming others for mistakes is not a healthy or responsible coping mechanism.

One reason that blame is so unhealthy is that it’s aggressive and attacking. It’s one thing to make an excuse like “the internet crashed,” which points fingers at an inanimate object, but it’s quite another to cast aspersions about another person (or group of people). Those ‘other people’ will learn of the blame, hurt feelings will abound, the blame may be reciprocated, and on it goes. In other words, blame is highly contagious.

So when employees blame each other, it’s up to leaders to turn that blame into accountability. How? By using 6 simple words: “Let’s discuss what we CAN control.” Let me explain…

When someone blames, they’re basically trying to shift attention away from themselves. They’re saying ‘don’t look at me, look at that other person.’ And they’re doing it because they don’t want you to pin them down for whatever mistake they made. It’s similar to a magician distracting the audience while they’re pulling off the real trick somewhere else.

 

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Blamers are typically quite good at derailing conversations and sending them in another direction. Let’s imagine your employee Pat is late with a report. You call Pat into your office and have this brief dialogue:

• Boss: “Pat, the report I needed from you is past deadline.”
• Pat: “Well I can’t possibly control that because Bob in Accounting didn’t give me the numbers I needed to finish the report.”

If Pat says their line with enough intensity, many bosses will get sucked into a conversation about Bob and how Bob didn’t get the numbers, or the Accounting Department, or whatever. And this allows Pat to sidestep any real accountability. Pat may escape a conversation about why they didn’t inform the boss of this problem sooner, or why they didn’t work more effectively with Bob, or why they didn’t submit the other parts of the report, etc. And all of those topics are more actionable than griping about Bob and the Accounting Department.

So instead, let’s redo that conversation using the 6 words I mentioned above: “Let’s discuss what we CAN control.”

• Boss: “Pat, the report I needed from you is past deadline.”
• Pat: “Well I can’t possibly control that because Bob in Accounting didn’t give me the numbers I needed to finish the report.”
• Boss: “OK, I hear that, but I don’t want to talk about Bob. Let’s discuss what we CAN control.
• Pat: “I told you, I don’t control anything. It’s Bob’s fault, not mine.”
• Boss: “Listen, I don’t want to talk about Bob. Let’s discuss what we CAN control. I don’t want to talk about anybody else. I don’t want to talk about anything outside of our control. And right now, there are things we control. We control our reactions, we control certain parts of the reports, etc.”

In this scenario, you’re directing (and redirecting) the conversation back to the central issue: what you CAN control. This approach doesn’t allow the employee to dodge accountability, but neither is it a vicious reprimand. It’s a simple statement that says ‘we’re not changing topics, we’re not discussing other people, we’re only talking about what we CAN control.’

By not allowing the conversation to veer off track into an emotional blame game, the employee will be forced to start taking ownership. It moves the conversation away from fixing blame and onto fixing the issue.

Talking about issues we don’t control is, by definition, an exercise in futility. If we don’t control something, what’s the point of spending the next 30 minutes griping about it? We may as well gripe about the weather; it’s a waste of time and has absolutely no bearing on the weather.

But when we keep redirecting the conversation back to issues we actually DO control, we teach our employees that there is something controllable in every situation. And that, in turn, improves their accountability.

Mark Murphy is the author of Hundred Percenters, Hiring for Attitude, founder ofLeadership IQ, NY Times bestselling author, a sought-after speaker, and he also teaches a weekly series of leadership training webinars.

 

Forbes.com | June 12, 2015 | Mark Murphy 

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#Leadership: 9 Brilliant Business Books you can Read in an Afternoon…Best Business Books under 150 pages. All you Need is an Afternoon to Read Through these Greats.

June 12, 2015/in First Sun Blog/by First Sun Team

Starting a new book can seem daunting and overly time-consuming. The good news is there are several short business books loaded with powerful information about selling, managing, and investing. We compiled a list of the best business books under 150 pages that you can start and finish in an afternoon.

man reading book london

All you need is an afternoon to read through these greats.

It’s no secret that reading can help you get ahead. The most accomplished people tend to love to read.

However, starting a new book can seem daunting and overly time-consuming. The good news is there are several short business books loaded with powerful information about selling, managing, and investing. We compiled a list of the best business books under 150 pages that you can start and finish in an afternoon.

 

‘Who Moved My Cheese?’ by Spencer Johnson

'Who Moved My Cheese?' by Spencer Johnson

Penguin Books/Amazon

“Who Moved My Cheese?” made it on “Shark Tank” investor Daymond John’s list of business books that changed his life.

Johnson’s parable was an instant hit when it came out in 1998 and has continued to be a bestseller over the past decade. It tells the story of two mice, Scurry and Sniff, and two sprite-like people, Hem and Haw, living in a maze where the location of the cheese suddenly begins changing every day.

Johnson wrote the book as the internet started becoming more accessible, causing companies around the world to adapt and learn new ways of doing business. Its lessons on how to let go of a fear of change are timeless.

‘As a Man Thinketh’ by James Allen

'As a Man Thinketh' by James Allen

Tribecca Books/Amazon

This short classic should be on every entrepreneur’s bookshelf. Published in 1902, “As a Man Thinketh” contains wisdom that transcends time. Author and coach Tony Robbins says he often recommends it to people “because it’s so small and easy to read and so profound.” He’s read it at least a dozen times.

In the book, Allen emphasizes that your life is completely under your control rather than in the hands of fate, luck, or external circumstances. To be successful, he says you must first be successful in your mind.

 

‘How to Lie with Statistics’ by Darrell Huff

'How to Lie with Statistics' by Darrell Huff

W.W. Norton & Company/Amazon

If “How to Lie with Statistics” worked for Bill Gates, it could work for you. The business magnate and bookworm included Huff’s 150-page book about how statistics can be deceptive on his list of summer must-reads.

Although it was written in 1954, Gates promises it doesn’t feel dated. Rather, it will make you feel smarter and more skeptical of the things you read.

‘The Greatest Salesman in the World’ by Og Mandino

'The Greatest Salesman in the World' by Og Mandino

Bantam Books/Amazon

To be great in business, you need to be a great salesman. If you can’t sell your ideas, product, or services, you won’t make it.

In “The Greatest Salesman in the World,” which has been around since 1968, Mandino offers several simple, yet powerful, truths in a very clear and compelling style. His parable takes place in ancient Jerusalem and is about a camel boy, Hafid, who’s master is a very wealthy trader. Hafid hopes to uncover his master’s key to success, and the trader guides him by passing on 10 scrolls filled with wisdom.

 

‘The One Minute Manager’ by Kenneth Blanchard and Spencer Johnson

'The One Minute Manager' by Kenneth Blanchard and Spencer Johnson

Blanchard Family/Amazon

Another one of Daymond John’s picks, “The One Minute Manager” is a guide to effective communication between bosses and their employees.

Blanchard and Johnson say managers can explain a task to employees within a minute, as well as take just 60 seconds to offer praise or criticism. In addition to describing the “one-minute manager,” the authors offer advice about lowering barriers between managers and their employees, and how to communicate as directly as possible.

A new and updated edition of this business bestseller, “The New One Minute Manager,” came out in May.

‘The Investment Answer’ by Daniel C. Goldie and Gordon S. Murray

'The Investment Answer' by Daniel C. Goldie and Gordon S. Murray

Hachette Book Group/Amazon

Goldie and Murray’s guide to investing, “The Investment Answer,” is under 100 pages and focuses on five decisions every investor has to make. These include whether to invest alone or with a professional; how to allocate among stocks, bonds, and cash; and when to sell or buy assets.

Murray, a Wall Street veteran, and Goldie, a financial adviser, keep their guide brief and jargon-free for any investor — experienced, beginner, and everyone in between.

‘The Richest Man in Babylon’ by George S. Clason

'The Richest Man in Babylon' by George S. Clason

Classic House Books/Amazon

Clason’s celebrated bestseller will teach you everything you need to know about personal finance through a compelling series of parables that take place in the historical city of Babylon.

“The Richest Man in Babylon” teaches you the principles of paying yourself first, living below your means, and investing in yourself, among other timeless financial lessons.

‘Marketing: A Love Story’ by Bernadette Jiwa

'Marketing: A Love Story' by Bernadette Jiwa

Bernadette Jiwa/Amazon

Jiwa compiles several popular blog posts in her book about great marketing in a digital age.

“Marketing: A Love Story” encourages a different approach to business and entrepreneurship: to stop selling things and start telling stories. In a day when consumers are much more aware about how they’re being marketed to, it is becoming more important to see through the eyes of customers and convey exactly how they are going to feel if they buy into your product or idea.

‘Rich Habits: The Daily Success Habits of Wealthy Individuals’ by Thomas Corley

'Rich Habits: The Daily Success Habits of Wealthy Individuals' by Thomas Corley

Langdon Street Press/Amazon

To be successful in business, it’s important to establish good personal finance habits.

“Rich Habits” author Thomas Corley spent five years studying the lives of both rich people and poor people, and managed to segment out what he calls “rich habits” and “poverty habits,” meaning the tendencies of those who fit in each group.

His 94-page book outlines these findings and shows how even the simplest of habits, such as regular exercise or calling friends on their birthdays, could increase your chances of attaining wealth.

 

Now check out the best business books to read in your 20s:

Now check out the best business books to read in your 20s:

Flickr / Francisco Osorio

30 business books every professional should read before turning 30

http://www.businessinsider.com/9-brilliant-business-books-you-can-read-in-an-afternoon-2015-6?op=1#ixzz3crgB9Dlz

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Your #Career: 7 Secrets to Writing a Standout Cover Letter…Here’s what Hiring Managers are Looking for in a Cover Letter That will Set you Apart from the Rest

June 12, 2015/in First Sun Blog/by First Sun Team

While it’s Important to work on your Résumé and ensure it sparkles, a Cover Letter can be just as Important. This Often Overlooked Tool can Make all the Difference.

girl laptop working computer entrepreneur

                                                                                                    Address red flags, highlight achievements and state your availability.

Here’s what hiring managers are looking for in a cover letter that will set you apart from the rest:

1. Give your credentials

What do you want people to know about you first and foremost during your elevator pitch? This is exactly what you should include in the first paragraph of your cover letter.

While your résumé outlines your work experience and credentials in short sentences, the next section of a cover letter should highlight your biggest accomplishments with some detail. This is an opportunity to showcase what you want to stand out on your résumé.

 

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2. Prove you’re the best fit for the role by showing how you can help solve the employer’s problem

The whole premise of getting past “gatekeepers” to be considered for an interview involves convincing them you’re right for the job. Instead of showcasing why you should be considered, let your succinct accomplishments speak for themselves while showing how you can meet the company’s needs.

3. Highlight distinct accomplishments

Since the purpose of a cover letter is to express your interest in the role and briefly mention why you’re a fit, instead of rewriting your résumé, take this opportunity to highlight an award or achievement. For example, point out recognition within your group for exceeding sales quotas on an annual basis or jumping in to manage a team in your department in addition to your own daily responsibilities.

It doesn’t have to be long; in two sentences, succinctly reference the accolade so you stand out from other cover letters in queue.

4. Address any potential red flags

If you think something may immediately catch the recruiter’s eye in a negative light, politely address it. For instance, if the position you’re applying to is in New York, and your résumé address reflects Chicago, a recruiter may automatically disqualify your candidacy thinking: “We won’t pay for relocation, so this candidate is not a fit.”

Recruiters typically appreciate when candidates are up front and address concerns before assumptions are made. This also demonstrates a sense of maturity. Say something like: “While I realize my address reflects Chicago, I intend to move to New York within the next several months at my own cost.”

This will put the recruiter’s mind at ease and allow him or her to consider your candidacy based on just that — your candidacy — and not location.

5. State your availability

Make sure your preferred start date is clearly stated in your cover letter. Is it immediately? Is it after giving two weeks notice? Is it within four months? Stating you’re not available for four months may hinder your chances of getting the job, because hiring managers will likely want to fill the role as soon as possible.

However, keep in mind that they may be building a pipeline for an expanding department. By stating your availability up front and being clear in the beginning of the interview process, you won’t waste anyone’s time — including your own.

6. Be clear and accurate

During an interview, how you say things is just as important as what you’re saying. The same applies to a one-dimensional piece of paper. Your cover letter should be clear, concise and free of grammatical errors!

Make sure you spell check your résumé and cover letter and give them an extra copy edit to make sure nothing was missed. In fact, have another person give them a read-through for errors.

It often takes only a few seconds for recruiters to review a cover letter. Two things always stand out: the length and grammatical or spelling errors. Take the extra time to review your cover letter and make it easy for a recruiter or hiring manager to say “yes” to your candidacy.

7. Include your contact information

This may seem basic, but there are plenty of cover letters out there with nothing more than a candidate’s name. Keep all your information readily available to make it easier for the recruiter to find and get in touch with you. Include both your email address and phone number on each page of your résumé and cover letter. This shows you’re detail-oriented and look forward to being contacted.

Read the original article on AOL Jobs. Copyright 2015. Follow AOL Jobs on Twitter.

http://money.usnews.com/money/blogs/outside-voices-careers/2015/06/09/5-secrets-to-savvy-cover-letters#ixzz3cqBafuLn

https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg 0 0 First Sun Team https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg First Sun Team2015-06-12 10:08:412020-09-30 20:56:46Your #Career: 7 Secrets to Writing a Standout Cover Letter…Here’s what Hiring Managers are Looking for in a Cover Letter That will Set you Apart from the Rest
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