Category: Career Development

Career Development: Traits of Exceptional Employees

August 19th, 2014 by

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Have you ever wondered can make your work (and yourself) stand out from the crowd? Ever thought about what got your buddy that promotion, or how you can make the most of the position you’re in? Forbes.com shared 18 traits of exceptional employees on their blog this week, and we think these are great ways to amp up your professional game. Enjoy the first four traits below:

1. They rewrite their internal monologues. A strong will to win knows how to push out the negative voices bantering back and forth inside one’s head and instead create a voice that challenges such negativity. In so doing, they answer their newly formed questions and turn the self-limiting “Why can’t I do [task]?” question into the exploratory “How can I do [task]?”

2. They have a healthy disregard for authority. Employees with a strong will to win consider the rulebook as more of a guide while still working within the confines of what’s “right.” In other words, exceptional employees know how to solve problems creatively while not breaking the rules.

3. They don’t wallow in regret. Exceptional employees feel good about their performance because they know they gave it their all. If a big fat “L” (for “Loser”) is the takeaway for the day, they will learn, adapt and move on.

4. They display grit. In my BUD/S (Basic Underwater Demolition/SEAL Training) class we started with 174 students who wanted to be Navy SEALs, but only 32 of us truly desired it. Why? Because the latter group chose to enact the defining quality that bridges the gap between want and wish, purpose and passion. What I’m talking about is grit.”

Click here to read the rest of the article:

http://www.forbes.com/sites/jeffboss/2014/08/11/18-characteristics-of-exceptional-employees/

 

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Investigation Interviewing: 3 Tips to Improve Non-Verbal Communication

August 12th, 2014 by

InvestigationButton copyNon-verbal communication (body language) is significant because it revels how we feel (sometimes in spite of what we say), and it also reveals how other people feel about us. Most of us are not formally trained in non-verbal behaviors but living in the world has taught us many non-verbal cues informally.

For example, have you ever met someone and felt like you didn’t like them but couldn’t pinpoint why? They may have thrown off negative non-verbal cues that you picked up subconsciously, and that is why you stepped away from the experience feeling like you didn’t like the person. You probably know more than you think you do about non-verbal communication from both positive and negative life experiences, and putting the pieces together will help you become a better communicator.

At the Global TapRooT® Summit we’ve shared best practices for decoding non-verbal behavior which is particularly helpful in incident investigation interviews.

When interviewing others after an accident or incident, it’s very important to gain the interviewee’s confidence and trust to put them at ease and help them remember important details. Today I’d like to share three quick tips on how to improve non-verbal communication that will improve your interviews.

1. Lower your eyebrows. When we relax tension in our faces, the rest of the body follows in relaxation. Close your eyes right now and release the tension in the forehead and brows. Notice how the rest of your body becomes more relaxed. Practice this before your interviewee arrives and your relaxed body language will help your interviewee relax as well.

2. Palms up. When we talk we often gesture with our hands. Palms up sends a message that we have nothing to hide in our agenda, and also conveys that we are open to receiving what the interviewee says. Palms down indicates that we have closed our thinking – it may send a message of conviction – that your mind has been made up about what caused the accident.

3. Don’t overdo it on eye contact. Many people think that constant eye contact is important to communicate effectively, but it can be very intimidating for an interviewee. Make good eye contact but don’t stare. Make eye contact for shorter periods of time releasing your gaze occasionally.

If you want to learn more about effective non-verbal communication, mark your calendar to attend our new 2-day Interviewing and Basic Investigation course, June 1-2, 2015 in Las Vegas, Nevada right before the 2015 Global TapRooT® Summit.

Weekly Wisdom for Career Development & Root Cause Analysis

August 12th, 2014 by

Pratt

 

“Success is a learning process, failure is an attitude.”

- J. Andres Pratt

Career Development: 10 CV/Resume Tips from Author & Career Coach Jeremy I’Anson

August 5th, 2014 by

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Ever wondered what gets potential employers to do a double-take when they see your resume or CV? What gets them to set yours aside & call you for an interview? UK author and career coach Jeremy I’Anson shares his top 10 tips for getting your CV short-listed.

Tip 1: Don’t be dull

Supercharge some of the statements on your CV by using the “So what?” test. Imagine you have an employer sitting next to you as you write your CV who asks “So what?” after every statement.

Look at these rather dull statements from actual CVs.
• Led a team of 20 sales staff
• Devised an incentive scheme
• Managed an office relocation project

Now transform those statements on your CV by adding a result to make those dull statements more interesting.
• Led a team of 20 sales staff… who exceeded all performance targets.
• Devised an incentive scheme… that reduced staff turnover by 20pc.
• Managed an office relocation project… with minimal disruption to the business…”

Click here to read the full Telegraph article to learn more.

Career Development: Become Indispensable at Work

July 16th, 2014 by

Chris Gaborit, Managing Director at The Learning Factor, created this video to inspire us to discover our passion and purpose and to achieve our greatest performance. Invest five minutes of your life to become inspired!

Career Development: Lost Respect at Work? by Captain George J Burk

July 9th, 2014 by

Lost respect at work? A few tips on how to regain it.

Many of us have experienced it. First, it’s the extended lunches. Then, you notice the late arrivals and unexcused tardiness. Next, are the assignments that aren’t finished, not completed to specifications or seem to take longer than usual to complete. When you confront the employee(s) all you hear are the excuses: “I can’t” or “That’s not my job.” That’s your first outward example of a “Wake-Up Call” that you’re a leader who’s losing credibility and respect … and you figure out you need to make some changes … and quick.

“He that is good for making excuses is seldom good for anything else.” Benjamin Franklin

In every situation of which I’m familiar, regardless of the type of organization, when employees respect and trust their leaders and feel that respect and trust in return, you have a highly motivated employee(s) who are more creative and energized people who actually look forward to come to work every day. Every employee I’ve known, myself included, places a high value on a leader they can trust and respect and from who they can learn. That respect and trust is an important, intangible asset. You can’t touch it or taste it but you CAN feel it and you know when it’s there and when it isn’t in the workplace and in the relationship.

“Leadership is one who knows the way, goes the way and shows the way.” John Maxwell

If you need to re-establish yourself as a true leader who your employees and your leadership trust and hold in high esteem, here a few tips to help you reestablish that trust:

Appearances matter. Sometimes dress codes are taken to the extreme. It does seems odd to wear business attire when the company’s culture is T-shirts and jeans. Upgrade you attire to gain respect at work. Develop an approachable presence and internally and externally polished image. Look good … feel good. Don’t over spray with cologne or perfume to mask ‘stuff.’ You know what I’m talkin’ about.

“Appearances rule the world.” Fredrich Schiller

Establish regular feedback sessions with your staff. Leaders who don’t communicate regularly and openly with their staffs miss the opportunity to discover what people really think. Regular feedback sessions not only demonstrate how much you value their opinions, but you’ll also receive an objective, real-time assessment of their strengths and those areas that may need to improve.

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” John C. Crosby

Trust demonstrated is trust earned. Empower your staff to own it. Encourage calculated risks and make sure they know you’ll have their back if things don’t turn out as expected. Trust them. Walk-The-Talk.

Watch your “pie hole.”   Words and actions have consequences! If you believe from your intuition and subtle feedback from your staff that you do receive less respect at work, it may because your actions don’t mirror your words and vice versa. Words we use must always be respectful and clean, most discreet when it comes to personal issues and never openly criticize your staff. Praise in public and provide constructive feedback in private … with the door ajar … and with another person in the room with you … it is what it is … lesson learned.

“Good actions give strength to ourselves and inspire good actions in others.” Plato

Know when to be quiet. Emotional tirades earn fear but no respect. Unless you’re one of those (all too many ‘leaders’) who ‘lead’ by fear, tirades may make you feel better but they do little to change the culture at work, except to make it even more toxic. Egg shells are designed to be broken at home, not walked on at work. Address sensitive work issues at a private, one-on-one level not letting your ego show and proudly exclaiming them at meetings and embarrassing the employee(s). The opposite philosophy is always true. When you praise and thank people for a job they’ve done well, always do that in public. Be generous and genuine.

“Nothing strengthens authority more than silence.” Leonardo da Vinci

Share your knowledge. As a leader, you have a great opportunity to be a teacher and mentor. The examples include work directly with a staff member to improve their written and/or oral communications or indirectly, when you lead by example. When you share your information and mentor others, you train and educate the organization’s future leaders.

“The teacher who is indeed wise does not bid you to enter the house of his wisdom but rather leads you to the threshold of your mind.” Khalil Gibran

Suspend assumptions. Place any preconceived ideas you may have aside and really listen to an employee’s proposal with an unbiased perspective. If a conflict does arise, remain objective, stay fair, don’t show favoritism and provide the opportunity for everyone to succeed.

Remain involved. Said another way, get out from behind your desk and walk around the organization. Make the time and take the time to ask questions and then listen. Chat informally at company functions like an office party or get-togethers after work. Get to know your staff and encourage them get to know you. Leave your rank at work.

Be transparent. We’ve heard this many times of late. Change comes in many forms and many ways; some when not expected. When change is on the horizon, remain engaged with your employees and keep them in the loop as much as you can.

“One man’s transparency is another man’s humiliation.” Gerry Adams

Establish the limits (Boundaries). If after your efforts to change the dynamics and your team or staff remain disrespectful, or if one or two apples still spoil the barrel and rather increase their disdain, it’s time for more drastic action. Tell them their behavior is unacceptable and won’t be tolerated. Explain the importance to maintain a civil level or respect and trust in the workplace. Then … document, document, document.  This should be done as a routine practice, anyway. Then, at quarterly, semi-annual and annul performance reviews the behavior was documented and at your disposal.

“The difference between stupidity and genius is that genius has limits.” Albert Einstein

It’s never easy to regain trust and respect at work and with your friends and your family once those values have been lost. A good start is to have a high regard and respect for you … to love yourself but not be in love with yourself. Have that same regard and trust for your team and employees. Want to gain or re-gain trust and respect? Be trustworthy and respectful first. It’s inside out, not outside in … radiate and project what you want and expect outwards. This will most often encourage them to reciprocate.

“Men are respectable only as they are respected.” Ralph Waldo Emerson

 

This article was submitted by “Captain George” J Burk, USAF (Ret), Scottsdale, www.georgeburk.com. Contact: gburk@georgeburk.com

Career Development: Create!

July 2nd, 2014 by

“You should bring something into the world that wasn’t in the world before.

It doesn’t matter what that is. It doesn’t matter if it’s a table or a film or gardening – everyone should create.

You should do something, then sit back and say, I did that. ~ Ricky Gervais

Career Development: A Conference Call in Real Life

July 2nd, 2014 by

This video is a hilarious because it highlights everything that can (and often does) go wrong on a conference call. Are conference calls productive? What do you think?

Career Development: Are You Addicted to Stress?

June 24th, 2014 by

We all know that stress is bad for us both physically (increasing our risk for disease), and mentally (that overwhelming feeling). But in spite of our knowledge, did you know that we can actually become addicted to stress?

Who is at risk?

Type A personalities – those who operate at a maximum speed and aspire to achieve large goals. (Learn more.)

Type D personalities – those who struggle with negativity, depression, anxiety, stress, anger, and loneliness. (Learn more.)

So, how do you know if you’re addicted to stress?

Research tells us that moderate amounts of stress are fine, even desirable, because it boosts our focus and energy. So don’t automatically label yourself. If you are effectively managing your life and thriving under stress, it does not qualify as an addiction. The problem is when we wake up an internal craving for it, just as an alcoholic or drug addict would crave a high. If your life feels out-of-control, and in spite of your best efforts, you are not getting things done, you may be addicted to stress.

Stress-reducing ideas

Whether you’re addicted or carrying a healthy load of stress, don’t forget to balance your days with stress reducing activities.  

Learn 40 Ways to Relax in Five Minutes or Less

And enjoy a happier, more productive lifestyle.

Career Development: A “Beautiful” Way to Increase Productivity & Creativity

June 17th, 2014 by
I wonder if my boss will let me expense these?

I wonder if my boss will let me expense these?

I have a habit of buying a bouquet of flowers for my office whenever I go grocery shopping – a guilty pleasure. Today, I read research that makes me feel a little less guilty. Did you know that exposure to flowers can:

  • reduce anxiety, negativity and depression
  • promote creativity (a University of Exeter study noted a 45% increase!)
  • enhance innovative thinking
  • increase productivity

One study indicated that people feel happier and had more energy after looking at flowers first thing in the morning. Flowers may even have a positive impact on memory. If you have a green thumb, research suggests that growing your own plants increases the benefits,  improving health, well-being, and life satisfaction.

These benefits were noted in women and men, the young and the elderly.

Learn more:

Want to Be More Productive? Buy Some Desk Plants

Feel Better, Work Better: How Flowers Increase Productivity

Need to Be Productive? Buy Some Flowers

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