Monday, December 30, 2019

This is why youre feeling so good about yourself after the holidays

This is why youre feeling so good about yourself after the holidaysThis is why youre feeling so good about yourself after the holidaysThe holidays are over, and chances are youve compared gifts with friends to see who made out the best. Maybe you got that new purse youve been wanting or a nice leather wallet. Or maybe you have a new set of comfy pajamas to curl up in this winter.You probably purchased quite a few gifts as well. After all, it was the season of giving. And while it may have felt really good to know that your husband listened to you the myriad times you said you wanted those Coach shoes under the Christmas tree, new research suggests he probably felt even better about giving you exactly what you wanted.Published in the journal Psychological Science, two recent studies by researchers at the University of Chicago Booth School of Business and theNorthwestern University Kellogg School of Management found that people who gave gifts comparatively avoided hedonic adaption, whe n the happiness people derive from a certain activity decreases every time they experience said activity. For example, when you go to the movies three times a week, it becomes less and less special, and you dont enjoy yourself quite as much. Or when you eat five chocolate bars in an hour, each piece of chocolate becomes a little less smile-worthy.But when you give gifts, you experience similar levels of happiness every time - or at least, your happiness declines slowly compared to other joyful events. Obviously, there is no such thing as a selfless deed even when youre giving, youre getting even more. Because what object is any greater than happiness?Heres how researchers came to this conclusion, and what it means.$5 a dayNinety-six students who participated in one of the experiments were given $5 a day for five days, for a total of $25. When they were randomly assigned to either buy something for themselves or spend the money on someone else, a trend emerged.At first, the students who used the money on themselves were just about as happy as those who spent it on others through random acts such as slipping $5 into a tip jar or donating $5 to a favorite cause. After all, $5 buys a nice cup of coffee - which most students could use, especially if its free.But over the five days, those who kept the money and spent it on themselves showed diminishing levels of happiness as they reflected on their spending experience and overall mood. Meanwhile, those who were assigned to spend their money on others stayed happy longer - even on the fifth day of giving, their happiness levels were of the same strength as on the first day.Pennies for your thoughtsFive cents may sound like chump change. But even that much money can affect your happiness, researchers found.When 502 participants played 10 rounds of an online word puzzle game, they were awarded five cents after winning each round and were given the choice to either donate the funds to a charity or keep it for themsel ves. Then, they were asked between each round how happy they felt about winning.You guessed it - those who donated the winnings to charity experienced a far slower decline in happiness than their greedier peers.Its good to giveAll this research gives scientific proof that its always nice to be generous. Sure, your bank account may be slightly less padded at the beginning of 2019 than it was at the end of 2018. But your heart is happier, and at the end of the day, isnt that what matters?Its at leasta good excuse to hold in your pocket for when your spouse complains about the credit card bill later this month.

Wednesday, December 25, 2019

5 Tips to Help Students Prepare for Their Careers

5 Tips to Help Students Prepare for Their Careers5 Tips to Help Students Prepare for Their Careers5 Tips to Help Students Prepare for Their CareersSet yourself up for post-graduation success pre-graduation. Your real world self will thank you. TWEETStudents, youve seen it more than once. Fellow classmates complete their degrees and then spend their first week of freedom from the library painting the town red and celebrating. Those same classmates pound the pavement the following week with their resumes, new tie, starched slacks and polished shoes only to find rejection at every turn.Its sad really four to eight years working towards their degrees, just to end up managing the night shift at McDonalds. Dont let this happen to you. Start working towards your entry-level career early in the game. Try these five proactive tips to prepare for your career and prevent an educational disaster.1. Dont procrastinateOne common misconception is that your professional experience starts after col lege. This incorrect student career advice can and will cost future opportunities. Start looking for opportunities before you graduate. Dont automatically default to those stereotypical college student or nadir wage jobs. Look for work related to your major. For example, journalism students could benefit from working in a print production plant. This provides an inside look at how the business functions. Accounting students may want to work as a receptionist at the local tax office. Art history majors could volunteer or do an internship at a local gallery.Another option is the universal, federally-supported and funded work study program. All federally accredited colleges and universities offer the work study program. This program matches students with semi-guaranteed jobs. Most of the job opportunities are located on-campus, and counselors try to pick positions closest to your field of study. Jobs offered on and off-campus typically are minimum wage or a little higher. Just be prepa red for the hours, Federal law prohibits colleges from assigning more than 30-hours per week. You may need to take a supplemental job to make up the loss.2. Expand your knowledgeStudents learn multiple skills in college. Some are related to your career others may seem less useful. Open your mind to those so-called useless skills. They may come in handy one day. But dont stop there. The key is expansion. Expand your skills and knowledge. Companies look for team members with the ability to work in diverse settings. Look for courses that compliment your major. Anthropology majors can take a few business courses to increase their marketability. Photography students may want to take a few graphic entwurf or art classes to help improve creativity and their eye for art. Speak with your academic advisor for help selecting elective courses that compliment your major.One great skill, and lost art form, is typing. Sadly, fruchtwein college curriculums dont require, or even offer, basic typing classes. Employers want team members who meet deadlines with little to no errors. If your college doesnt offer typing classes, invest in a good typing software.3. Stay up-to-dateWhile some entry-level careers are more competitive than others, all jobs require work and preparation. Staying current on technology and industry trends gives you an advantage over other applicants. Most students are more up-to-date with technology than seasoned professionals, giving them the upper hand. Those same students however, show a lack of knowledge of industry trends. Visit your college library and read professional journals each month. These provide an in-depth look at the changing landscape inside your career and will help better prepare you for whats to come. Google offers a nachrichten subscription, customizable to any search word or phrase. Set up an automated search and receive up-to-date news alerts in your inbox each month.Consider this piece of student career advice learning new technology or updating your software version knowledge is just as important as industry trends. Most universities and colleges provide, and even require, students to take introductory computer classes. These classes cover basic file creation and editing, operating system quirks, word processing and basic maintenance. Take advantage of the introductory and intermediate classes. But dont forget older software. Some companies havent upgraded. Read up on the last two versions of Microsoft Office, Windows OS and the standard software used in your industry. Most libraries carry technology books dating back several years. If your school or local library doesnt have these books, Half Price Books, Barnes and Noble, Amazon.com and other retailers may have older books at discount prices.4. Pay attention in science and math classSTEM (science, technology, engineering and math) careers represent one of the fastest growing industries. Technology is booming, making it an oil field of wealth. While you dont have to major in math or science to benefit from STEM revenue, learning the basics will help you understand this growing field and impress employers with your analytical side. Visit the science and math Deans office, and speak with a counselor. Explain to them you arent majoring in STEM but want to learn more about the field and gain analytical skills. They know the best classes to help you learn.On the other hand, dont pass up opportunities to learn the arts, including visual and performing arts. Performing arts teaches communication skills. Every professional benefits from communication, especially public speaking. These classes help build self-esteem, teach you how to overcome the fear of speaking and hopefully prepare you for various, spur of the moment scenarios. Taking arts classes (i.e. painting, ceramics, etc.) helps build creativity, teaches structure and discipline, cultivates patience and encourages students to think outside the box.5. Dont forget about those internshipsI nternships are the lifeblood of college experience. And rightly so. Nothing beats a hands-on education. Just be careful to select the right internship to help work towards your entry-level career. Academic advisors recommend forgoing those large, competitive internships during your first two years in college. Instead, put more energy into local, small business internships. These businesses need the help and often offer more real-world education than those coffee-fetching, large company versions. Google a few local medium to small-sized companies in your field. Call their human resources department and inquire whether they accept interns and what are the qualifications. Dont forget, your professors are your greatest allies. They probably know a few good companies who will give you a shot.Its never too late to startMost of this student career advice requires a few years of planning to become effective. Dont worry though, there is still time for students getting ready to walk the stage . The first step is optimizing your resume. While it is best to plan for your future and have the ammunition ready for your resume, most skills and experience are easily rewritten. Look for transferrable skills (i.e. leadership, communication, team building, etc.) Highlight those attributes and similar accomplishments. Use strong action verbs, and draw attention to what you can achieve for the company. Treat your abilities as merchandise for sale. Make the employer want you.Ready to find your dream job? Hire a TopResume writer today

Friday, December 20, 2019

The Lifestyle of Private Equity Professionals

The Lifestyle of Private Equity ProfessionalsThe Lifestyle of Private Equity ProfessionalsOnce youve landed a job with a private equity firm, you can expect to experience some of the most interesting, fast-paced work in finance. The pay and benefits will be commensurate with this kind of work- but so will the pressure. Typically, private equity investmentsare high-stakes ventures if youre helping to manage a billion-dollar stake in a major company, youll be held responsible for the outcome.Entry-level lifestylesAt the analyst and associate levels, or in any hilfestellung role, you can expect long hours- 8 a.m. to 7 p.m. wouldnt be seen as onerous. On the other hand, unless theres something big pending, your weekends and vacation time can be your own. That said, if youre supporting the dealmakers, and theyre deep in negotiations with a major publicly traded company, youll be expected to be right there with them on a Saturday night at 1030 p.m.Executive lifestlyesIn more senior positio ns, your day-to-day hours can actually be much more reasonable- 830 a.m. to 6 p.m. in some cases- but youll also find the line between work and the rest of your life to blur considerably. Some of your meals will be spent working, while evening conference calls and the occasional late-night panic email will eat into what you once may have considered your private life. Travel will pick up considerably as well, no matter your role. You may have to fly out to Sacramento to convince CalPERS to invest in your kenntniserlangung, or head to Atlanta to finish a buyout deal, or tour a portfolio companys facility in China looking for ways to improve productivity and cut costs.Its notlage like you wont be able to take vacations, but since youll still be held responsible for outcomes in your absence, most high-level workers in private equity tend to schedule vacations carefully. If youre in major negotiations for a deal right around Christmas, you may not be able to get away for the holiday. You d be wise to schedule your summer tripafteryour portfolio companys annual report to the funds board of directors.For most high-level private equity employees, this lifestyle is par for the course. If youve worked on Wall Street in other capacities, youre likely used to the trade-off. But if youre just starting out and are eying a private equity career, bear in mind that your career can quickly become its own lifestyle- especially if youre successfulPay and benefitsWith billions of dollars at stake in each transaction, private equity firms are more than willing to pay for talent- so long as that talent executes properly. You can generally expect salaries, bonuses, and benefits to be at the high end of Wall Street pay scales. Its not quite what hedge fund managers make, but its generally on par with the top investment banking salaries.In the few entry-level positions available at private equity firms, you can expect to make a base salary of $60,000 to $75,000 as an undergraduate degre e holder, and roughly $125,000 as a newly minted MBA holder. There are bonuses on top of that as well. Some firms have separate personal and companywide bonuses, while others combine them into one bonus. Typically, in your first few years you can earn 25 to 35 percent of your base salary in bonus money.Once youve grown out of ansicht support roles, or if youre coming into a private equity firm with more experience, the base salary grows geometrically while your bonus money grows exponentially. Those who are in direct-action or supervisory roles can expect base salaries ranging from $250,000 to $1 million or more, depending on how closely they work with fund investors, dealmakers, or the portfolio companies. Their bonuses depend greatly on how well they manage their work. Did the dealmaker get the best terms for the fund? Did the fund raiser bring above-quota money into the fund for the year? Did the portfolio company manager cut costs and boost margins above projections? The bonus m oney for private equity professionals at the vice president, principal, or managing director levels can be anywhere from two to 10 times their base salaries.Big benefitsOf course, like most Wall Street firms, private equity employers generally dont skimp on other benefits. Medical, dental, and various insurance plans are generally very good. Some firms will also platzdeckchen aside up to 20 percent of base salary in a retirement fund- thats on top of the base salary, not a cut into it. The retirement fund can, in many cases, be invested in the companys private equity funds, giving workers an additional stake in their companys success. Indeed, its worth noting that at the managing director level, most companies will take a cut of your bonus money and roll it into the fund for you. Given the outsized returns and personal stake in the firms success, few complain.The above was adapted from the newVault Career Guide to Private Equity.Follow us onTwitter.Read MorePluses and Minuses of Wor king in Private EquityHow to Land a Private Equity Job11 Interview Questions Private Equity Firms Ask (and How to Answer Them)

Sunday, December 15, 2019

Stanford professor explains how the workplace is killing us

Stanford professor explains how the workplace is killing usStanford professor explains how the workplace is killing usNo good employer is going to outright say that they kill you, but new research finds that too many modern workplaces are grim reapers inflicting a fatal amount of stress on ur bodies and minds.Jeffrey Pfeffer, a professor of organizational behavior at Stanford, is ringing the alarm that job stress and poor management is killing us - accounting for up to 8% of annual health costs and leading to120,000 excess deaths every year in the United States.In his new book, Dying for a Paycheck How Modern Management Harms Employee Health and Company Performance - and What We Can Do About It, he explains how long hours, a lack of job autonomy through micromanagement, and unstable health insurance are making us sick to death.Ladders is now on SmartNewsDownload the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.He talked with La dders about his research and what leads otherwise reasonable people to stay in toxic jobsWe dont track it, so theres no accountabilityPfeffer defines one of the main culprits that is making us sick as social pollution, or harmful workplace practices that take apsychological and physical toll on employees. Social pollution is what happens when your employer makes you lose your work-life balance. Work always comes first.As one Salesforce marketing executive in the book put it, You have all this shame and embarrassment because you are stressed and think its you. I felt like my brain literally did not work. I literally could not remember conversations ten seconds later.When your jobs daily requirements are making you overwhelmed, you are in a socially polluted environment that is leeching away your mental energy. For social polluters to be stopped, they need to be shamed through metrics of what they are doing to employees.At the moment, employers measure efficiency and productivity and thats fine, but thats all they are measuring, so thats all, therefore, they are paying attention to. If employers began to measure employee health, they might pay a little attention to that as well. Without measurement, it will never get on anyones radar screen, Pfeffer said.Pfeffer wants employers to regain a sense of stewardship for their employees wellbeing. And for employers lacking this nurturing feeling, we would need to step in to create and monitor it.We can use public admonition and social pressure to produce healthier workplaces, Pfeffer writes in his book. This entails having companies pay their share of the costs of ill-health that they create, costs that are now largely externalized and borne by society at large.Nap pods arent going to cure thisPfeffers book makes the argument that wohlbefinden initiatives of yoga rooms and nap pods are a band-aid solution to the larger problem of toxic stress that employers need to address.If your employees were not exhausted, they wou ld not need to take a nap, he said. A lot of this is an attempt to remediate Im going to keep you at work all the time so Im going to try to make that workplace a little more comfortable for you. Give you better lighting, some food. But the research shows pretty convincingly that prevention is much more effective than remediation.It would be better if we gave you a job environment - including bosses, coworkers to provide social support, etc - so that you did not need that stuff.Why reasonable people will not leave toxic jobsUsually, we recognize that a job is badeanstalt for us when we wake up in cold sweats because ofit when we need to take pills to get through another long day. And yet, too many of us still will not leave jobs that are clearly bad for our wellbeing. Why? Pfeffer says ego plays a large role.Ego is the voice telling you that if you were any good, you could put up with the demands and the stress. Its the one taunting you that quitters are weak. Its the inner voice that says you could tough it out one more quarter, one more year. Pfeffer interviewed one General Electric executive who said his bosses would ask him, Arent you good enough to be a GE leader? when he felt doubts.I think many competent, wonderful people are very susceptible to the play on the ego. I think thats the one I see used most frequently and successfully, Pfeffer said. People stay even when they know they should leave.To escape this tunnel vision, Pfeffer says that we have to stop accepting the unacceptable and leave toxic work situations, no matter the company prestige or how interesting the work is to do.Be willing to admit that in choosing an employer, as in any other decision you make, it is possible to make a mistake and, once having admitted that mistake, to act to correct it,he cautions in his book. Until people take responsibility for finding places where they can thrive, we cant expect our employers to value health, either.

Wednesday, December 11, 2019

Why a culture of silence is killing innovation

Why a culture of silence is killing innovationWhy a culture of silence is killing innovationThe most courageous act is still to think for yourself. Aloud.? CocoChanelCan your employees speak upfreely?I never get tired of asking this question. What frustrates me is getting the same response from CEOs Yes, of course?- ?their kollektivs tell me quite a different story.As a change instigator, Im obsessed with silence?- ?if gruppes dont speak up or share their best ideas, how can my clients innovate and grow in the right direction?People are the best sensors a company can have?- ?they are the first to detect issues or opportunities on the frontline. We must liberate the organizational voice.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraHouston, we have a silenceproblemOrganizations canbedrngnis solve a problem they dont even know it exists.At Liberationist, among other things, we help organization s address silent problems?- ?issues that are hurting the company but no one is aware of, or they are, but no one wants to talk about it.Silencing recurring problems makes things worse?- ?frustration piles up. Also, when people dont feel listened to, they start keeping their ideas to themselves. Or, even worse, theyll take them to a competitor once they land a new job.Silence is the result of an interesting paradox. Most people believe they will speak up when something worrying or disturbing happens, but very few actually do.Behavioral studies show that only 25% of people said something when a stranger cut in front of them in line?- ?the majority complained to their neighbor or made dirty faces.A similar study shows that 93% of people say their organization is at risk of an accident waiting to happen because people are either unwilling or unable to speak up.So, why do people stay quiet?Is silence a partality or a culturalissue?There are two approaches to understand what drives organi zational silence.The personality perspective puts the emphasis on people?- ?some individuals lack the disposition to stand up, while others are more naturally outspoken.The situational perspective, on the other hand, blames it into the culture?- ?people dont speak up when the environment doesnt provide psychological safety.So, should we blame people or the culture?In the end, culture overrides the influence of personality. As this Harvard Review Article explainsPeople with a low approach orientation spoke up when they thought it was strongly expected of themPeople with a high approach orientation were less likely to bring up concerns when they felt it was discouraged or punishedResearch supports that culture plays a dominant factor in promoting silence (or not). However, to change people behavior, you must work at the intersection of both.Why people keep their ideas to themselves1. ReputationPeople worry they will be labeled as negative if they raise an issue, a study shows. No one wants to be the bearer of bad news?- ?they know the messenger gets killed. Also, speaking up could potentially damage valuable relationships, not just their image.2. Peer pressureThe organizational voice is influenced by the perception that others will support us or not. Noelle-Neumanns spiral of silence explains how majority opinions become dominant over time. The fear?- ?and threat?- ?of isolation keeps minorities from being open and honest.The act of speaking out makes you alone.? RavishKumar3. Unsupported managementMost managers are not empowered to act on input from their subordinates because their bosses dont support them in the first place. They are also pushed to focus on short-term issues as research shows. How can managers be more inclusive of new ideas when their organizations put them in an impossible, powerless situation?4. Fear of retaliationLosing ones job is the most pervasive fear at work. People are afraid that expressing their honest opinions could put theirs at r isk. Instead of doing the right thing, they behave as its expected of them.5. SkepticismSilence is not only driven by fear, but by inaction. Whats the point of asking people to share their ideas if nothing will happen? The belief that innovative solutions are always ignored or will never be implemented frustrates people?- ?no one wants to waste energy or time.Liberate your organizational voiceAs a leader, you know you have to model behavior?- ?you cant expect your team to act in a way you are not.That takes me to the second point, removing the fear of retaliation. A safe space is not something you can provide. Psychological safety is a reflection of collective behaviors?- ?what the organization rewards and punish makes people feel safe (or not).This is slavery, not to speak ones thought.? EuripidesHere are some behaviors to start liberating your organizational voice.Make silence positive Sometimes, the best way to change a behavior is to embrace it, instead of fighting it. Turn sile nce in a moment for reflection and inclusion.Squares silent meetings allow a team to review a document individually. After 30 minutes, the discussion starts. Not only it prevents unproductive conversation but encourages participation from silent voices.Shake things up Groupthink is a byproduct of peer pressure. To promote innovation, you must weaken the status quo. Instead of fighting majorities, dilute their power.Sororities and fraternities are known for cultivating conformity. Researchers recruited people from both groups to solve a murder mystery. Initially, they were placed in teams that belonged to the same groups. Then, they started adding an extra person to each team.The outsider made the group feel agitated and uncomfortable by questioning initial assumptions. In the end, it doubled the groups chance of getting the right answer.Celebrate mistakes Embrace failing smarter?- ?learn to eliminate what doesnt work, dont make the same error twice. Mistakes not only help uncover ne w ways but help challenge the status quo?- ?even if business results are great.Netflix CEO Reed Hastings was worried about not being innovative enough even if the company was enjoying sensational success. He believed the streaming service company had too many hit shows and canceling too few new ones. In Hastings words, Our hit ratio is too high right now. We have to take more risk?- ?to try more crazy things. We should have a higher cancel rate overall.Promote diversity of thinking We are all diverse we are all different?- ?remarkable companies benefit from everyones uniqueness.The Marshmallow Challenge is an activity that showcases the power of diverse collaboration while trying to build a tall tower with spaghetti, tape, and a marshmallow on top.LiberationistAs you can see above, kids perform better than adults?- ?no surprise there. And engineers and architects beat everyone else. However, by adding an executive admin to a CEO-only team, increases performance. Integrating diverse thinking boosts innovation.Develop progressive dialogue Encouraging people to speak up requires design and intentionality. Asking people for feedback doesnt work?- ?thats what Steve Jobs found out until he changed his questions.The 124-All exercise allows people to work on an issue progressively building on each phase discussion. First, on their one. Secondly, with someone else. Thirdly, two groups work together. Lastly, the entire team works as one.This progressive approach is sensational for team retrospectives, brainstorms or feedback sessions.Transparent conversations Anonymity doesnt solve for silence it makes things worse. It either reinforces the notion that speaking up is not safe. Or it drives imaginary witch hunts?- ?bosses will always find out who said what.Town hall meetings can drive alignment, increase transparency, build trust, and encourage innovation. Spotify uses them, so everyone understands whats going on. Employees, submit any questions they want, that are then upvoted?- ?the most popular must be answered by senior leaders. Transparency facilitates open dialogue.Getting feedback and innovative ideas from a silent team is not easy. Dont expect people to break their silence on their own?- ?create the right space, reward the right behaviors.Liberating your organizational voice takes time and consistency. But its worth the effort?- ?dont wait until the exit interview to listen to what people really think.This article originally appeared on Medium.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Friday, December 6, 2019

Using Mba Application Resume

Using Mba Application Resume Life, Death, and Mba Application Resume Unofficial transcripts are submitted as a member of the program, and dont need to be sent directly from an educational institution at the right time of application. Get expert help Your resume is a document which will be helpful above and beyond your MBA application its your representative in the expert world. You have to complete an admissions application before scheduling an interview. If youre offered and accept our offer of admission, you will have to mail official transcripts from every institution youve attended, when you have notlage done so already. If you dont offer a letter from your present direct supervisor, you must incorporate an explanation in the Supplementary Data section of the internet application. The Admissions Committee limits each application to a letter of recommendation and cant accept extra recommendations. UPenns Career Services department provides a huge assortment of CV samples a s well as the resume samples listed above. Offers of admission arent binding until academic records are verified. The Appeal of Mba Application Resume While the admissions committee can have a good comprehension of the topic, your purpose is to impress them with what youve accomplished, not with the terminology youre using. Admissions officers will want to observe the degree of your responsibilities, what youve achieved in each role, and whether your responsibilities have increased over the span of your career. Alongside rank and course offerings, accreditation is among the fruchtwein important aspects to take into account when selecting which business school to attend. The Dirty Facts About Mba Application Resume Your business enterprise school resume is a significant component of your program, and because it can be the sole document passed on to your interviewer, it holds great weight. Keep in mind, its a career highlight summary, not the whole career itself. Unlike a r egular resume youd utilize to land work, you dont need to abide by a one-pager. Even only the action of going through a mock interview is sufficient to deliver some familiarity with the procedure, and is going to be an enormous advantage whenever I abflug doing the real interviews. Our admissions committee doesnt have a preference on which test you take and theres no minimum score. If you submit numerous scores, your greatest score is going to be considered. Its natural for applicants to think they must do the exact saatkorn for schools. A number of applicants might be granted a GMAT waiver. As soon as your letter of recommendation is received, you will get an automated email. You devote two or three hours to finish the questionnaire and the essays. Imagine writing No references readily available on request, and see in the event you ever get accepted. An application interview is demanded. The Ultimate Mba Application Resume Trick The MBA Application is another crucial portion of the admissions process. The Darden MBA application starts with a request for demographic info, address, education, professional history and so forth. MBAs provide a special networking opportunity. Earning an MBA is among the most rewarding investments youre most likely to make. If this is the case, you should have a look at our sample MBA Essay Guide. Interviews can likewise be conducted by visiting the Broad MBA program for somebody visit. The Best Resume Format For Mba Application can likewise be structured in the way which best presents your abilities and experience. Applicants should be ready to examine their academic and professional objectives and experiences. Candidates often discover that its difficult to keep an eye on the MBA application deadlines. Resumes are typically used by employers and admissions committees who need to learn more about a specific candidate. Along with the four graduate school resume and CV samples above, there are lots of resume sa mples youll be able to access for free internet. Find out more about how to compose a targeted resume. Ideally one of your recommendations are going to be from your present supervisor. Strong resumes contain key parts of information presented clearly and concisely, to make the the majority of your abilities and strengths. Comprehending the distinction between a resume and curriculum vitae is a good deal more essential before you select a template. If youre fresh out of school, you might need to place the education section over the experience section. As many graduate admissions forms will request the same forms of information, some will be more detailed than others, and you ought to pay careful attention to the particular elements of each application form. Structure is likewise an important quality of a graduate school resume.

Sunday, December 1, 2019

Career Degrees #8211; Why to Get Them

Career Degrees 8211 Why to Get Them Career degrees can sometimes make the difference between getting that job promotion or career advancement opportunity, or losing out to someone else who does have a specific career degree. Especially during tough economic times and rising unemployment, the job market becomes highly competitive and those with career degrees often receive preferential consideration over those who have not chosen to take advantage of career degree programs. Careers without degrees typically pay considerably less than those that do have stipulations about employees having specific degrees. This represents a practical consideration for earning a professional career degree, as you can substantially increase your earning power. Various organizations, such as the Bureau of Labor Statistics, post data showing that with each level of advanced education, an individual earns significantly m ore than those with less education. For instance, someone with a bachelors degree can earn twice as much as someone with only a high school diploma, over an average lifetime of full time employment. Furthermore, someone with an advanced degree, such as an MBA, Ph.D., or a professional degree, earns progressively higher wages and salaries, respectively.Numerous colleges and universities today offer professional education in the form of certificate programs, as well as career degree programs. Busy adult learners often can enroll in online programs, allowing them to find time to earn career degrees even while they continue to work and fulfill other obligations. Online education, or e-learning, may provide you with the opportunity to find the appropriate school for your career aspirations and earn the career degree that will allow you to gain a promotion or enter an entirely new career field.As an example, an MBA is one of the fruchtwein sought after career degrees to obtain. In fact, i t typically carries the designation of a gold standard among high caliber companies that expect only the best highly trained managerial professionals. In addition, professionals who choose to pursue an MBA career degree can choose from among dozens of specialties to make themselves even greater assets in their careers. For example, just a few MBA concentrations include the following accounting, entrepreneurship, healthcare management, human resources, IT management, organizational management, project management, and risk management.There are dozens of other popular certificate programs widely available in career education. Many of these also include concentrations, just like the MBA degree programs do. For example, a professional may choose to enroll in a certificate program in criminal justice and choose the forensics concentration. Other options may be an education or teaching certificate program specializing in instructional technology, or a technology certificate program concent rating on database technology.In conclusion, choosing to pursue career degrees is advantageous in most cases. You can place yourself in a more favorable position for career advancement or new career entry, and significantly increase your earning power.

Tuesday, November 26, 2019

Interview Questions About Working for a New Company

Interview Questions About Working for a New CompanyInterview Questions About Working for a New CompanyWhen asked You were with your prior employer for many years, how will you adjust working for a new company? in an interview, you need to convince your interviewer that you wont have any problems adjusting to a new set of expectations and a new work environment. The employer may be concerned about how you will handle the transition to a new job and company, and how you will fit in with the company culture after spending a length of time with another employer. Best Strategies for Answering Since an employer is essentially assessing your adaptability, you need to convey how you have adjusted to new situations and demands in the workplace.Take an inventory of the transitions you have negotiated in the past.Consider the variety of bosses for whom you have worked and their different supervisory and leadership styles.If your workplace has retrenched, reorganized, merged or undergone any other challenges in the past, be ready to discuss how you dealt with those changes. Even though you may have worked for the same employer, your job probably evolved over the years. In that case, you can share how your responsibilities shifted. You can describe how the workplace changed over the years, how you handled the arrival and departure of different coworkers, and how you reacted to ensure your continued success.If technology impacted your job, share how you mastered new technology to add value to the position. If this is your first job, you might explain how you adapted to a situation at school, such as your transition to a new college, or changing or adding a new academic major. Be specific when describing how you adapted to a changing environment. Mentionnew skillsyou developed, adjustments made to your work style, or new strategies you applied to generate value for your employer. Your answer can follow a relatively straightforward model. Describe, using specific examples, the challenges you faced, explain the action you took in response, and discuss the positive results you may have generated. You can also mention what about this particular companys culture interests you or makes you believe you will adapt well. For example, if you have heard that the company fosters a lot of teamwork and community, you can express your enthusiasm about becoming a part of that culture. Sample Answers Coming to work for a new company certainly involves a lot of adjustments. However, I have always been able to adapt quickly to new work situations. A large part of this has to do with my ability to get along and communicate effectively with many people. For example, when I started my previous job, I introduced myself to my colleagues right away and felt confident asking them questions in my first couple weeks when I was unsure of something. My ability to be open and friendly to everyone, and to communicate my questions or concerns when I need to, will help me adjust quickly to this new work environment. I also know you value collaboration on many company projects, so I know my ability to foster relationships and communicate effectively will help me in this regard as well. While I have been at my previous job for ten years, I have had to make a number of adjustments and adapt quickly to many new changes. For example, halfway through my time at Company X, I received a promotion, which required me to do much more work with our content management system. While I had little involvement with IT in the past, I worked extremely hard over the next couple weeks to master the system. I stayed late a few nights, becoming familiar with the system, and I reached out to our IT department to ask questions. By the end of two weeks, I felt extremely confident, and within a month, I was teaching the system to a new employee. Adjusting to a new job takes time and hard work, but I know from past experiences that I am up to the task.

Thursday, November 21, 2019

3E7X1 - Fire Protection - Air Force Job Description

3E7X1 - Fire Protection - Air Force Job Description3E7X1 - Fire Protection - Air Force Job DescriptionLike their civilian counterparts, fire protection specialists in the Air Force are charged with protecting people, property and the environment from fires and disasters. Not only do they conduct fire prevention techniques, but ansicht airmen are also firefighters in every sense of the word, performing rescues and handling hazardous materials. This job is categorized as Air Force Specialty Code (AFSC)3E7X1. Duties of Air Force Fire Protection Specialists In addition to directing and planning fire protection activities, these airmen analyze fire protection operations for trends and potential problems and devise corrective measures if any issues are discovered. They provide fire protection guidance, coordinate pre-incident plans, and train others on specialized fire protection equipment and procedures. Fire protection specialists also inspect and maintain fire protection vehicles, e quipment, and protective clothing, and manage fire alarm communications centers. They inspect Air Force facilities for fire hazards, ensure fire extinguishers are inspected and distributed as needed, and conduct fire prevention awareness and training. In a field or combat environment, these airmen will be called upon to control and extinguish fires, using fire apparatus, specialized tools, and equipment, hoses, and pumps. They establish emergency operations command systems, preserve and protect evidence at emergency scenes and investigate fires after the fact to determine their origin or cause. Aboard an aircraft, fire protection specialists skills are particularly valuable they shut down engines safely in the event of a fire, conduct search and rescue operations, and administer emergency first aid. Qualifying as an Air Force Fire Prevention Specialist Airmen are eligible for this job if they have a score of at least 38 in the general (G) Air Force Qualification Area of the Arme d Services Vocational Aptitude Battery (ASVAB) tests. A secret security clearance from the Department of Defense is required, and this involves a background check of character and finances. If you have a criminal record or a history of drug or alcohol abuse, you may be disqualified from receiving this clearance. Like most Air Force jobs, you must have normal color vision (no colorblindness), and you must be a U.S. citizen to work as a fire prevention specialist. If you have a history ofpyrophobia (fear of fire), acrophobia (fear of heights) or claustrophobia, youre not likely to qualify for AFSC3E7X1. Training as an Air Force Fire Prevention Specialist Recruits working toward this Air Force job take the requisite 7.5 weeks of basic training, also known as boot camp, and Airmens Week. Next, theyll head to Goodfellow Air Force Base in San Angelo, Texas for 68 days of technical training. This includes the basic fire protection specialist course, where airmen gain experience operati ng firefighting tools and equipment, extinguishing fires, rescuing personnel and performing emergency medical care and CPR. By the end of technical school training, these airmen are trained in Air Force fire department organization, safety requirements and objectives, fire communications and behavior, and how to use portable fire extinguishers in a variety of environments. They know how to enter a fire scene via forcible entry, best practices for ventilating a fire, how to use ropes, ladders, hoses and appliances, and how to control foam fire streams. And perhaps most importantly, fire protection specialists are trained in all aspects of fire rescue, know how to use water supplies and sprinklers and how to handle hazardous materials.

Overcoming Background Check Disqualifiers

Overcoming Background Check Disqualifiers Overcoming Background Check Disqualifiers Its an unfortunate fact that not everyone who is interested in criminal justice and criminology jobs has what it takes to get hired. Between the long hiring process, the inherent dangers associated with many available careers, and the physical rigors that come with the jobs all take their tolls on otherwise qualified candidates. For some people, though, the biggest impediment to landing a criminal justice job is their own past. Extensive background checks for many jobs mean that if you have any questionable marks in your background, agencies may pass on your application. That doesnt mean you dont have a chance, though. There are some ways you can overcome some of the issues in your past that might otherwise keep you from getting hired. Respectfully ask for reconsideration and appeal If a background check reveals behaviors in your past that will ultimately mean disqualification, your first step should be to find out exactly what it is thats keeping you from getting hired. Call your background investigator or hiring contact and ask for the information. Many departments allow for some sort of appeal process, in which you can present your side of the story if youve been rejected out of hand. Once you know why an agency doesnt want to take a chance, you can attempt to explain the circumstances around the issue and let them know that youve learned from the mistake and that it wont occur again. The best way to go about this is through a very respectful and professional letter. The tone should be contrite, not angry. Simply state your case and politely request reconsideration in light of the facts and circumstances you present. Life-changing events help get past your past Many of us make mistakes when were young, but life events help to change us and force us to grow up. Even if youre guilty of the kinds of youthful indiscretions that might otherwise keep you from getting hired, life-changing events can go a long way to showing that your past is truly behind you. College graduation, military service, marriage and welcoming a new child are all significant indicators that you are ready to change your ways. These sort of life-changing events have a tendency to indicate maturity and, over time, can prove you are ready to hire. If you write a letter to request an appeal, be sure to include information on why and how your life has changed since those past mistakes. Do some good in your community Volunteering and helping in your community is not only an excellent way to demonstrate that youve changed your ways, but its also the best way to get the experience youre going to need to qualify for a lot of jobs. The more you can do to highlight the good, caring and helpful person you really are, the better. Time is on your side when it comes to background checks For some background check disqualifiers, letting time pass is the best (and sometimes only) way to get to a place where you can get hired. If you had an issue - such as prior drug use, for example, agencies may be much more inclined to take a chance if it was 5 years ago as opposed to yesterday. Youve got to know when to fold  them No matter how badly you want the job, it may become apparent that its just not in the cards for you. Whatever issues are preventing you from getting hired, there is wisdom in knowing when to move on to other opportunities. When and if that time comes, know that it simply means it may not be the right job for you.

Tuesday, November 19, 2019

A Navy SEAL explains 8 secrets to grit and resilience

A Navy SEAL explains 8 secrets to grit and resilience A Navy SEAL explains 8 secrets to grit and resilience Sometimes you just want to quit. You know you shouldn’t but nothing seems better than crawling back into bed and  hiding under the covers. (I am there right now, actually, with my laptop.) The emerging science of grit and resilience is teaching us a lot about why some people redouble their efforts when the rest of us are heading for the door.Research is great, but it’s always nice to talk to someone who’s been there firsthand, and to see how theory holds up against reality. So who knows about grit and persistence? Navy SEALs.So I gave my friend James Waters a call. He  was a SEAL Platoon Commander. BUD/S class 264 had a 94% attrition rate. Out of 256 guys only 16 graduated - and James was one of them.James and I talked for hours but what struck me was how much of what he had to say about  SEAL training and his time in the teams aligned with the research on grit, motivation, expertise and how people survive the most challenging  situations.So what career guidance can the  SEAL s and research give you about getting through life’s tough times? Here we go.1)  Purpose And MeaningTo say SEAL training is hard is a massive understatement. The initial vetting phase (“BUD/S”) is specifically designed to weed people out who aren’t serious.How do you get serious? Grit often comes from a place of deep purpose and personal meaning.  Here’s James:At BUD/S you have  to know what you’re getting yourself into and what you’re there to do. I still mentor a lot of guys who are interested in trying out for BUD/S and they always ask,  â€œWhat do I need to do to make my pushups better?” or “Can you teach me the proper swim technique?” My first question is always, “Why do you want to be a SEAL? What is it about being a SEAL that  appeals to you?”And the research backs James up. Without a good reason to keep pushing, we’ll quit. Studies of “central governor theory” show our brains always give in long before our body does.Via Faster, Higher, Stronger: How Sports Science Is Creating a New Generation of Superathletesâ€"and What We Can Learn from Them:“…Overall, it seems that exercise performance is ultimately limited by perception of effort rather than cardiorespiratory and musculoenergetic factors.”But this isn’t just true for athletics, it also holds for careers.  In a study of  West Point alums, those that had intrinsic goals (“I want to serve my country. I want to test my abilities.”) outperformed  those that had extrinsic goals (“I want to rise in the ranks and become an officer because that’s a really powerful position and it’s prestigious.”)(For more on how people stay resilient in the most deadly situations, click here.)So purpose matters. But what’s the attitude that keeps you going in the moment? It’s actually a bit less serious.2) Make It A GameWhen I hear something over and over from very different sources, I take notice. And “make it a game” is one of those things. What’s one of the things people who live through  disaster scenarios have in common? They make survival a game. Happiness expert Shawn Achor said the best way to deal with stress is to see problems as  challenges, not threats. Kids do better in school when it’s treated like a game. James said the same thing about getting through the tough times at BUD/S:Many people  don’t recognize that what they’re doing at BUD/S is assessing your ability to handle a difficult circumstance and keep going. It’s a game. If you want to be a Navy SEAL, you’ve got to play that game. You’ve got to have fun with it and you’ve got to keep your eye on the bigger picture.(For more on how astronauts, samurai and Navy SEALs make good decisions, click here.)Obviously, much of what SEALs do on a mission is quite serious but in getting through the training, treating it like a game  is a great perspective. But how confident do you need to be?3) Be Confident - But RealisticIn the book  Supersurvivors  the author makes an interesting distinction: People in tough situations need to be very realistic about the danger they’re in - but they need to be confident about their ability to handle it. Lack of confidence isn’t an option but neither is denial.James echoed this same sentime nt when talking about the attitude SEALs need to have when on a mission:When you lead a platoon, you want your guys to be confident in  what they’re doing and know that they have the training to be able to go out and accomplish a mission and bring everybody home safe.  You don’t want your guys to be overconfident because that’s always when a mistake happens. It’s always when someone gets hurt.Research has shown that hope and despair can be self-fulfilling prophecies.(For the three things you can learn about fearlessness from Special Ops and Navy SEALs, click here.)Confidence is always good. But what builds confidence when you’re unsure?4) Prepare, Prepare, PrepareMarathons aren’t as hard after a few months of training. But if I said you had to run one tomorrow you’d probably cry.Most people think SEALs are going from mission to mission, always in the field. Nothing could be further from the truth. James spent only 25% of his time deployed. He spent 75% of his time trai ning. Why?Skills are perishable and SEALs  need to be so good at so much.  Here’s James:Most people assume if you’re a SEAL, you’ve been deployed in the combat zone every waking moment of the time you’re on active duty which, of course, isn’t the case. We spend 75% of our time preparing for deployment and about 25% on the deployment. The reason for that is we have  a lot of skills to cover and a SEAL’s trying to be a “jack of all trades, master of none.” There are many different disciplines to master, all of which require a lot of upkeep.  It’s not like you jump out of a plane once and then you remember how to do it forever. It’s something you’ve got to constantly revisit. When you hang out in the mountains of Afghanistan, you don’t exactly get to work on your scuba diving.According to the research, who survives catastrophic scenarios? The people who have prepared.Via David McRaney’s  You Are Not So Smart: Why You Have Too Many Friends on Facebook, Why Your Memory Is Mostly Fiction, and 46 Other Ways You’re Deluding Yourself:According to Johnson and Leach, the sort of people who survive are the sort of people who prepare for the worst and practice ahead of time. They’ve done the research, or built the shelter, or run the drills. They look for the exits and imagine what they will do. They were in a fire as a child or survived a typhoon. These people don’t deliberate during calamity because they’ve already done the deliberation the other people around them are just now going through.Research shows that reducing uncertainty reduces fear. According to Dan Coyle, before the Bin Laden mission SEALs built two full scale replicas of the building they’d be entering and practiced the raid for three weeks.(For more on how a good attitude promotes success, click here.)So what do you do after you prepare?5)  Focus On ImprovementWhen you frame things as  a win/lose scenario and they don’t go well, you’re a loser. And so you quit.When you take the perspective that everything is a learning experience, there are no winners or losers. And you just keep getting better.  James said this attitude is key for SEALs:Eric, this gets at my point of the SEAL experience, this constant learning, constantly not being satisfied. That’s one of the interesting things about the community: you never feel like you’ve got it all figured out. If you do feel like you figured it out, you probably aren’t doing it right.  If you’re not willing to learn from other people then frankly you’re not doing all you need to do to be the best operator you can possibly be.  It’s a culture of constant self-improvement and constant measurement of how you’re doing. That’s a theme I think that all SEALs would agree is critical.Carol Dweck’s research at Stanford shows that a “growth mindset” (believing abilities aren’t fixed and you can improve) is a key element of success. And Angela Duckworth has found this attitude is tied to gr it:…we have found moderate, positive associations between grit and growth mindset, suggesting that growth mindset, like optimistic explanatory style, may contribute to the tendency to sustain effort toward and commitment to goals.And how do you become an expert? By focusing on your weaknesses, not your strengths.SEALs take this very seriously, doing a debrief after each mission to review what happened and spending 90% of the time discussing what they could do better next time.  Here’s James:When you  go out on a mission, you always acknowledge your successes but much more important than that is you take a hard look at your failures and are willing to accept criticism.  One of the key strengths of the SEAL Teams is the culture of constant self-improvement.   No one ever says “That’s good enough.”  On almost every real world mission I was on â€" even the most successful ones â€" we spent 90% of our post-mission debrief focusing on what we did wrong or could have done better .Some of you are thinking, “Oh, they’re SEALs. They were just born experts.” Not true. As Angela Duckworth’s research on grit shows, gritty people often start out less talented. But by hard work they end up better than the naturally gifted:Our research suggests that prodigious talent is no guarantee of grit. In fact, in most samples, grit and talent are either orthogonal or slightly negatively correlated.(For more on the science of how you can become  an expert at anything, click here.)So maybe you’re doing all these things and are well on your way to grit Valhalla. Great. But you can’t do it alone.6) Give Help And Get HelpJames had buddies who supported him and who he gave support to. Lone wolves don’t make it in the teams.  Here’s James:The people who make it through BUD/S are the guys to whom  the team matters more than anything, including their own pain.  Many of the guys who quit at BUD/S are, on the other hand, people who frankly just don’t care as much about that stuff.   You’ll be carrying a log in training that weighs a few hundred pounds and you’re carrying it with six guys for two and a half hours. Among other reasons, those who quit don’t seem to feel much remorse when they duck out from behind that log and ring the bell so they can take a shower and be done.   Guys who ultimately make it would never even think about doing that because, even if they were in such dire pain, they just would never do that to their teammate.The benefits of getting help are obvious. But by giving help and  taking on the role of caretaker we increase the feeling of meaning in our lives. This helps people in the worst situations  keep going.As  The Power of Habit  author  Charles Duhigg explained,  having a support network is vital to improvement. Seeing others achieve goals makes us believe we can. James expressed this same point about BUD/S:You’ve got to have that voice in your head that’s like, “Okay, I’m here to do this. I knew that it was going to be hard. At the end, I’m going to get to do something a lot cooler. If all these guys can do it, I can certainly do it.”(For more on  how you can increase your  willpower, click here.)Grit is great but what keeps us motivated when we’re under the most intense pressures imaginable and nothing seems to be going right? It’s the little things.7) Celebrate Small WinsThe research on motivation is clear: “small wins” are a big deal. Taking a moment to appreciate the little good things that happen is far more motivating than  thinking you need to win that Nobel Prize or Academy Award before you’re allowed to be happy.James said almost the exact same thing about BUD/S. Appreciating the small fleeting victories is essential to getting through the hard moments like the infamous “Hell Week”:When you’re at BUD/S, it’s the small victories that matter. Let’s say you made it through a two and a half hour long PT session.   You throw that log down, get together w ith your class, and go run a mile to dinner.  That’s a small victory. It feels good.  You sit down, have a nice meal, and feel like everything’s great. Then as soon as dinner is done, the instructors see you and say, “Go get wet and sandy.” They torture you again and you’re back down into the muck. BUD/S is a constant cycle of peaks and valleys. Even your brightest moments are constantly transformed into bad ones. When you finish Hell Week you feel like you’re on top of the world until you realize you still have nearly a year of training left to go. But you’ve got to be able to accept these peaks and valleys, these small victories and recognize that, yes, so many things are bad but they do have a start and an end.The research on happiness agrees too:  Lots of little good things beat infrequent great things when it comes to how good we feel.(For more on how you can be more motivated, click here.)Enough big fancy concepts and nerdy research. What’s something dead simpl e we’re all familiar with that SEALs and academics agree can help us be resilient when the world is treating us bad?8)  Find A Way To LaughA  while back I interviewed  Army Ranger Joe Asher and he said this about making it through the punishment of Ranger School: “If I can laugh once a day, every day I’m in Ranger School, I’ll make it through.”James said the same thing about SEAL training:You’ve got to have fun and be able to laugh; laugh at yourself and laugh at what you’re doing. My best friend and I laughed our way through BUD/S. We still tell the same jokes whenever I talk him.  It’s  one of my best memories of going through BUD/S. There’s something about when you’re facing a really crummy situation, to look over at your friend and see him smile.  It tells you, “Alright, I’m going to be fine. We’re going to be fine and it’s all going to work out.”Experts say that humor provides a powerful buffer against stress and fear.Via  Nerve: Poise Under Pressu re, Serenity Under Stress, and the Brave New Science of Fear and Cool:“Humor is about playing with ideas and concepts,” said Martin, who teaches at the University of Western Ontario. “So whenever we see something as funny; we’re looking at it from a different perspective. When people are trapped in a stressful situation and feeling overwhelmed, they’re stuck in one way of thinking: This is terrible. I’ve got to get out of here. But if you can take a humorous perspective, then by definition you’re looking at it differently - you’re breaking out of that rigid mind-set.”(For more on how to be funny, click here.)Let’s round this up  with the key takeaways from James and the research.Enough Reading. Time For Doing.What we can learn from James, the SEALs and the research on how to have grit: Purpose and meaning. It’s easier to be persistent when what we’re doing is tied to something personally meaningful. Make it a game. It’s the best way to stay in a competitive mindset without stressing yourself out. Be confident - but realistic. See the challenges honestly but believe in your own ability to take them on. Prepare, prepare, prepare. Grit comes a lot easier when you’ve done the work to make sure you’re ready. Focus on improvement. Every SEAL mission ends with a debrief focusing on what went wrong so they can  improve. Give help and get help. Support  from others  helps  keep you going, and giving others support does the same. Celebrate small wins. You can’t wait to catch the big fish. Take joy where you can find it when good times are scarce. Find a way to laugh. Rangers, SEALs, and scientists agree: a chuckle can help you cope with stress and keep you going. Real grit and dedication  pays dividends  long after the challenges are over. They build bonds that last a lifetime.After James left active service he found out one of his teammates  had tragically died in a training accident. Most of the platoon  had already left their Hawaii training base and relocated all over the country.But they all returned for the memorial service. Every single one. And it never occurred to him  that everyone wouldn’t. Here’s James:We had guys in Colorado, Nevada, Virginia, Georgia, and Florida â€" really all over the place. There was just no question we’d all come back for the memorial service. No question. Everybody was there and it was a really sad, sad event and we all miss Matt a lot… I was so proud of our  guys. I think it said a  lot about the quality of our experience and the caliber of our  guys that there was no question they’d return. I think a lot of SEAL platoons are  exactly like that. It was just nice to know that everybody’s got eac h other’s back,  just like we always did.In my next weekly email I’ll have more from James including his analysis of the type of people who  make it through SEAL training (and people who don’t), along with discussion of the four methods the Navy used to increase SEAL passing rates.  To make sure you don’t miss it, join here.Join over  285,000 readers and get a free weekly update via email  here.Related posts:6 Hostage Negotiation Techniques That Will Get You What You WantHow To Get People To Like You: 7 Ways From An FBI Behavior ExpertHow To Stop Being Lazy And Get More Done â€" 5 Expert TipsThis article originally appeared on Barking Up the Wrong Tree. A Navy SEAL explains 8 secrets to grit and resilience Sometimes you just want to quit. You know you shouldn’t but nothing seems better than crawling back into bed and  hiding under the covers. (I am there right now, actually, with my laptop.)The emerging science of grit and resilience is teaching us a lot about why some people redouble their efforts when the rest of us are heading for the door.Research is great, but it’s always nice to talk to someone who’s been there firsthand and to see how theory holds up against reality. So who knows about grit and persistence? Navy SEALs.So I gave my friend James Waters a call. He  was a SEAL Platoon Commander. BUD/S class 264 had a 94% attrition rate. Out of 256 guys only 16 graduated - and James was one of them.James and I talked for hours but what struck me was how much of what he had to say about  SEAL training and his time in the teams aligned with the research on grit, motivation, expertise and how people survive the most challenging  situations.Follow Ladders on Flipboard!Follow Ladde rs’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!So what career guidance can the  SEALs and research give you about getting through life’s tough times? Here we go.1)  Purpose And MeaningTo say SEAL training is hard is a massive understatement. The initial vetting phase (“BUD/S”) is specifically designed to weed people out who aren’t serious.How do you get serious? Grit often comes from a place of deep purpose and personal meaning.  Here’s James:At BUD/S you have  to know what you’re getting yourself into and what you’re there to do. I still mentor a lot of guys who are interested in trying out for BUD/S and they always ask,  â€œWhat do I need to do to make my pushups better?” or “Can you teach me the proper swim technique?” My first question is always, “Why do you want to be a SEAL? What is it about being a SEAL that  appeals to you?”And the research backs James up. Without a good reason to keep pushing, we’ll quit. Studies of “central governor theory” show our brains always give in long before our body does.Via Faster, Higher, Stronger: How Sports Science Is Creating a New Generation of Superathletesâ€"and What We Can Learn from Them:“…Overall, it seems that exercise performance is ultimately limited by perception of effort rather than cardiorespiratory and musculoenergetic factors.”But this isn’t just true for athletics, it also holds for careers.  In a study of  West Point alums, those that had intrinsic goals (“I want to serve my country. I want to test my abilities.”) outperformed  those that had extrinsic goals (“I want to rise in the ranks and become an officer because that’s a really powerful position and it’s prestigious.”)(For more on how people stay resilient in the most deadly situations, click here.)So purpose matters. But what’s the attitude that keeps you going in the moment? It’s actually a bit less serious.2) Make It A GameWhen I hear s omething over and over from very different sources, I take notice. And “make it a game” is one of those things. What’s one of the things people who live through  disaster scenarios have in common? They make survival a game. Happiness expert Shawn Achor said the best way to deal with stress is to see problems as  challenges, not threats. Kids do better in school when it’s treated like a game. James said the same thing about getting through the tough times at BUD/S:Many people  don’t recognize that what they’re doing at BUD/S is assessing your ability to handle a difficult circumstance and keep going. It’s a game. If you want to be a Navy SEAL, you’ve got to play that game. You’ve got to have fun with it and you’ve got to keep your eye on the bigger picture.(For more on how astronauts, samurai and Navy SEALs make good decisions, click here.)Obviously, much of what SEALs do on a mission is quite serious but in getting through the training, treating it like a game  is a great perspective. But how confident do you need to be?3) Be Confident - But RealisticIn the book  Supersurvivors  the author makes an interesting distinction: People in tough situations need to be very realistic about the danger they’re in - but they need to be confident about their ability to handle it. Lack of confidence isn’t an option but neither is denial.James echoed this same sentime nt when talking about the attitude SEALs need to have when on a mission:When you lead a platoon, you want your guys to be confident in  what they’re doing and know that they have the training to be able to go out and accomplish a mission and bring everybody home safe.  You don’t want your guys to be overconfident because that’s always when a mistake happens. It’s always when someone gets hurt.Research has shown that hope and despair can be self-fulfilling prophecies.(For the three things you can learn about fearlessness from Special Ops and Navy SEALs, click here.)Confidence is always good. But what builds confidence when you’re unsure?4) Prepare, Prepare, PrepareMarathons aren’t as hard after a few months of training. But if I said you had to run one tomorrow you’d probably cry.Most people think SEALs are going from mission to mission, always in the field. Nothing could be further from the truth. James spent only 25% of his time deployed. He spent 75% of his time trai ning. Why?Skills are perishable and SEALs  need to be so good at so much.  Here’s James:Most people assume if you’re a SEAL, you’ve been deployed in the combat zone every waking moment of the time you’re on active duty which, of course, isn’t the case. We spend 75% of our time preparing for deployment and about 25% on the deployment. The reason for that is we have  a lot of skills to cover and a SEAL’s trying to be a “jack of all trades, master of none.” There are many different disciplines to master, all of which require a lot of upkeep.  It’s not like you jump out of a plane once and then you remember how to do it forever. It’s something you’ve got to constantly revisit. When you hang out in the mountains of Afghanistan, you don’t exactly get to work on your scuba diving.According to the research, who survives catastrophic scenarios? The people who have prepared.Via David McRaney’s  You Are Not So Smart: Why You Have Too Many Friends on Facebook, Why Your Memory Is Mostly Fiction, and 46 Other Ways You’re Deluding Yourself:According to Johnson and Leach, the sort of people who survive are the sort of people who prepare for the worst and practice ahead of time. They’ve done the research, or built the shelter, or run the drills. They look for the exits and imagine what they will do. They were in a fire as a child or survived a typhoon. These people don’t deliberate during calamity because they’ve already done the deliberation the other people around them are just now going through.Research shows that reducing uncertainty reduces fear. According to Dan Coyle, before the Bin Laden mission SEALs built two full scale replicas of the building they’d be entering and practiced the raid for three weeks.(For more on how a good attitude promotes success, click here.)So what do you do after you prepare?5)  Focus On ImprovementWhen you frame things as  a win/lose scenario and they don’t go well, you’re a loser. And so you quit.When you take the perspective that everything is a learning experience, there are no winners or losers. And you just keep getting better.  James said this attitude is key for SEALs:Eric, this gets at my point of the SEAL experience, this constant learning, constantly not being satisfied. That’s one of the interesting things about the community: you never feel like you’ve got it all figured out. If you do feel like you figured it out, you probably aren’t doing it right.  If you’re not willing to learn from other people then frankly you’re not doing all you need to do to be the best operator you can possibly be.  It’s a culture of constant self-improvement and constant measurement of how you’re doing. That’s a theme I think that all SEALs would agree is critical.Carol Dweck’s research at Stanford shows that a “growth mindset” (believing abilities aren’t fixed and you can improve) is a key element of success. And Angela Duckworth has found this attitude is tied to gr it:…we have found moderate, positive associations between grit and growth mindset, suggesting that growth mindset, like optimistic explanatory style, may contribute to the tendency to sustain effort toward and commitment to goals.And how do you become an expert? By focusing on your weaknesses, not your strengths.SEALs take this very seriously, doing a debrief after each mission to review what happened and spending 90% of the time discussing what they could do better next time.  Here’s James:When you  go out on a mission, you always acknowledge your successes but much more important than that is you take a hard look at your failures and are willing to accept criticism.  One of the key strengths of the SEAL Teams is the culture of constant self-improvement.   No one ever says “That’s good enough.”  On almost every real world mission I was on â€" even the most successful ones â€" we spent 90% of our post-mission debrief focusing on what we did wrong or could have done better .Some of you are thinking, “Oh, they’re SEALs. They were just born experts.” Not true. As Angela Duckworth’s research on grit shows, gritty people often start out less talented. But by hard work they end up better than the naturally gifted:Our research suggests that prodigious talent is no guarantee of grit. In fact, in most samples, grit and talent are either orthogonal or slightly negatively correlated.(For more on the science of how you can become  an expert at anything, click here.)So maybe you’re doing all these things and are well on your way to grit Valhalla. Great. But you can’t do it alone.6) Give Help And Get HelpJames had buddies who supported him and who he gave support to. Lone wolves don’t make it in the teams.  Here’s James:The people who make it through BUD/S are the guys to whom  the team matters more than anything, including their own pain.  Many of the guys who quit at BUD/S are, on the other hand, people who frankly just don’t care as much about that stuff.   You’ll be carrying a log in training that weighs a few hundred pounds and you’re carrying it with six guys for two and a half hours. Among other reasons, those who quit don’t seem to feel much remorse when they duck out from behind that log and ring the bell so they can take a shower and be done.   Guys who ultimately make it would never even think about doing that because, even if they were in such dire pain, they just would never do that to their teammate.The benefits of getting help are obvious. But by giving help and  taking on the role of caretaker we increase the feeling of meaning in our lives. This helps people in the worst situations  keep going.As  The Power of Habit  author  Charles Duhigg explained,  having a support network is vital to improvement. Seeing others achieve goals makes us believe we can. James expressed this same point about BUD/S:You’ve got to have that voice in your head that’s like, “Okay, I’m here to do this. I knew that it was going to be hard. At the end, I’m going to get to do something a lot cooler. If all these guys can do it, I can certainly do it.”(For more on  how you can increase your  willpower, click here.)Grit is great but what keeps us motivated when we’re under the most intense pressures imaginable and nothing seems to be going right? It’s the little things.7) Celebrate Small WinsThe research on motivation is clear: “small wins” are a big deal. Taking a moment to appreciate the little good things that happen is far more motivating than  thinking you need to win that Nobel Prize or Academy Award before you’re allowed to be happy.James said almost the exact same thing about BUD/S. Appreciating the small fleeting victories is essential to getting through the hard moments like the infamous “Hell Week”:When you’re at BUD/S, it’s the small victories that matter. Let’s say you made it through a two and a half hour long PT session.   You throw that log down, get together w ith your class, and go run a mile to dinner.  That’s a small victory. It feels good.  You sit down, have a nice meal, and feel like everything’s great. Then as soon as dinner is done, the instructors see you and say, “Go get wet and sandy.” They torture you again and you’re back down into the muck. BUD/S is a constant cycle of peaks and valleys. Even your brightest moments are constantly transformed into bad ones. When you finish Hell Week you feel like you’re on top of the world until you realize you still have nearly a year of training left to go. But you’ve got to be able to accept these peaks and valleys, these small victories and recognize that, yes, so many things are bad but they do have a start and an end.The research on happiness agrees too:  Lots of little good things beat infrequent great things when it comes to how good we feel.(For more on how you can be more motivated, click here.)Enough big fancy concepts and nerdy research. What’s something dead simpl e we’re all familiar with that SEALs and academics agree can help us be resilient when the world is treating us bad?8)  Find A Way To LaughA  while back I interviewed  Army Ranger Joe Asher and he said this about making it through the punishment of Ranger School: “If I can laugh once a day, every day I’m in Ranger School, I’ll make it through.”James said the same thing about SEAL training:You’ve got to have fun and be able to laugh; laugh at yourself and laugh at what you’re doing. My best friend and I laughed our way through BUD/S. We still tell the same jokes whenever I talk him.  It’s  one of my best memories of going through BUD/S. There’s something about when you’re facing a really crummy situation, to look over at your friend and see him smile.  It tells you, “Alright, I’m going to be fine. We’re going to be fine and it’s all going to work out.”Experts say that humor provides a powerful buffer against stress and fear.Via  Nerve: Poise Under Pressu re, Serenity Under Stress, and the Brave New Science of Fear and Cool:“Humor is about playing with ideas and concepts,” said Martin, who teaches at the University of Western Ontario. “So whenever we see something as funny; we’re looking at it from a different perspective. When people are trapped in a stressful situation and feeling overwhelmed, they’re stuck in one way of thinking: This is terrible. I’ve got to get out of here. But if you can take a humorous perspective, then by definition you’re looking at it differently - you’re breaking out of that rigid mind-set.”(For more on how to be funny, click here.)Let’s round this up  with the key takeaways from James and the research.Enough Reading. Time For Doing.What we can learn from James, the SEALs and the research on how to have grit: Purpose and meaning. It’s easier to be persistent when what we’re doing is tied to something personally meaningful. Make it a game. It’s the best way to stay in a competitive mindset without stressing yourself out. Be confident - but realistic. See the challenges honestly but believe in your own ability to take them on. Prepare, prepare, prepare. Grit comes a lot easier when you’ve done the work to make sure you’re ready. Focus on improvement. Every SEAL mission ends with a debrief focusing on what went wrong so they can  improve. Give help and get help. Support  from others  helps  keep you going, and giving others support does the same. Celebrate small wins. You can’t wait to catch the big fish. Take joy where you can find it when good times are scarce. Find a way to laugh. Rangers, SEALs, and scientists agree: a chuckle can help you cope with stress and keep you going. Real grit and dedication  pays dividends  long after the challenges are over. They build bonds that last a lifetime.After James left active service he found out one of his teammates  had tragically died in a training accident. Most of the platoon  had already left their Hawaii training base and relocated all over the country.But they all returned for the memorial service. Every single one. And it never occurred to him  that everyone wouldn’t. Here’s James:We had guys in Colorado, Nevada, Virginia, Georgia, and Florida â€" really all over the place. There was just no question we’d all come back for the memorial service. No question. Everybody was there and it was a really sad, sad event and we all miss Matt a lot… I was so proud of our  guys. I think it said a  lot about the quality of our experience and the caliber of our  guys that there was no question they’d return. I think a lot of SEAL platoons are  exactly like that. It was just nice to know that everybody’s got eac h other’s back,  just like we always did.In my next weekly email I’ll have more from James including his analysis of the type of people who  make it through SEAL training (and people who don’t), along with discussion of the four methods the Navy used to increase SEAL passing rates.  To make sure you don’t miss it, join here.Join over  285,000 readers and get a free weekly update via email  here.Related posts:6 Hostage Negotiation Techniques That Will Get You What You WantHow To Get People To Like You: 7 Ways From An FBI Behavior ExpertHow To Stop Being Lazy And Get More Done â€" 5 Expert TipsThis article originally appeared on Barking Up the Wrong Tree.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Monday, November 18, 2019

Termination Letter Due to Poor Performance

Termination Letter Due to Poor Performance Termination Letter Due to Poor Performance When an employee is dismissed for poor performance, the termination letter has to be written with a deft hand. It is a sensitive document that both lets the employee know the circumstances behind their firing and protects the employers interests.Basics Needed for a Termination LetterWhen writing a termination letter due to poor performance, use a formal, authoritative, but neutral voice. Though the very tenor of the letter could be construed as volatile, avoid negative statements or pointing fingers. This is content that should state facts, not lay blame. Inform the employee of the specific circumstances behind the termination and what both parties responsibilities will be from that point forward.The termination letter due to poor performance should note the date that the termination begins. Or began, as it is not unusual for the termination to start before the document is created. Clearly state why the employee is being terminated in plain, brief language. If there was a lead up to the decision, put this in the body of the letter. Lead ups can be warnings, whether written or verbal.The Responsibility of Both PartiesAn employee may have materials that the company will want returned, such as a key card or a company car, phone, or laptop. At the same time, the company may owe the employee compensation or personal property. Depending on the company, compensation may include back pay and accrued sick, vacation, or personal time. The termination letter due to poor performance will include this information. The details for when and how property is to be returned should be outlined in the letter, as well as how any personal property left in the office by the employee will be returned. The typical procedure here is that the employee will receive the compensation once company property has been returned. There may also be a signed claims release that specifies the employee understands and accepts the terms of the termination.Other Matters to Be ConsideredThe employee may have health insurance, retirement savings and other benefits tied to their employment. The termination letter due to poor performance should provide information about what will happen with each. Documentation that facilitates these matters can be enclosed or sent separately.Should you find yourself on the receiving end of a termination letter, let LiveCareer help in the new job search. From Resume Builder to FAQs on acing the interview, we can streamline the process. Related Articles: The Best Resumes for Pharmaceutical Sales CareersThe Best Ways to Stay Awake at Work Without CaffeineThe First Days of Work Tip List

Sunday, November 17, 2019

An Overview of Compensatory Time

An Overview of Compensatory Time An Overview of Compensatory Time Compensatory time, referred to as comp time, is paid time off given to a  non-exempt employee  instead of overtime pay. Rather than paying employees time and a half in overtime pay, a company which has a comp time policy gives paid time off from work, for the  equivalent  amount of time to the extra hours worked.   The laws surrounding compensatory time vary between exempt and non-exempt employees, federal and state law, and whether the employee is a public or private sector employee. Employees are considered either exempt or non-exempt employees based on their job duties and responsibilities. Review the following information on compensatory time, including who is eligible for comp time, comp time instead of overtime pay, and how many hours employees are eligible to receive.   Compensatory Time vs. Overtime Pay   In some cases, for federal employees, compensatory time may be given in lieu of  overtime pay. This paid time off may be approved for employees who are required to work extra hours under more flexible schedules.  In addition, in certain prescribed conditions,  employees of state or local government agencies such as law enforcement, fire protection, and emergency response personnel  engaged in seasonal activities,  may receive compensatory time off. Comp time must be paid at the same rate as overtime pay - one and one-half hours of compensatory time for each hour worked. Failure to compensate an employee with identical rates is a violation of the Fair Labor Standards Act (FLSA). Federal vs. State Law Whether comp time can be given in place of overtime pay depends on whether an employee is considered  non-exempt or exempt  from overtime according to the Fair Labor Standards Act guidelines. Private sector non-exempt employees covered by the FLSA must be paid for all overtime hours worked and are not eligible for comp time. Some states have laws regulating when and how compensatory time can be used, and allow employers to give employees comp time. Check with the State Department of Labor in your location for guidelines on what is applicable to your situation. Comp Time for Exempt Employees   Under the  Fair Labor Standards Act  (FLSA) regulations, private sector employers can only give comp time if the time off is used in the same pay period the overtime occurred. FLSA-exempt employees are required to use their compensatory time off after 26 pay periods, so it cannot be stored or rolled into the next year to be used at a later time. Comp Time for Non-Exempt Employees   FLSA covered non-exempt employees working for private employers must be paid overtime pay, at one and a half times their usual rate of pay for any hours worked outside of the regular 40 hour work week. Giving non-exempt employees the option to take compensatory time or extra paid time off is a violation of federal law because non-exempt employees are legally required to be paid time and a half for any extra hours worked. However, state laws may vary. Government Employees   According to the Department of Labor, under certain prescribed conditions, employees of federal, state or local government agencies may receive compensatory time off, at a rate of not less than one and one-half hours for each overtime hour worked, instead of cash overtime pay.   Law enforcement, fire protection, and emergency response personnel and employees engaged in seasonal activities may accrue up to 480 hours of comp time; all other state and local government employees may accrue up to 240 hours. An employee must be permitted to use compensatory time on the date requested unless doing so would “unduly disrupt” the operations of the agency. What if Your Employer is in Violation of the Law? A survey of 500 employers commissioned by TSheets revealed that almost 30 percent of respondents used comp time sometimes or regularly with non-exempt employees.   Many employers (18 percent of those surveyed) offered non-exempt employees a choice between comp time and overtime, anticipating that some employees may actually prefer paid time off to overtime pay.   So, dont be surprised if your employer is in violation of the law. If you prefer overtime pay, the first step should be to consult with a contact in Human Resources to discuss the issue. It is possible that some organizations, particularly smaller employers, are unaware of the regulations.   For clarification, you can contact the U.S. Department of Labors Wage and Hour Division (WHD) which is responsible for administering and enforcing worker protection laws. WHD is charged with ensuring that workers in this country are paid properly and for all the hours they work, regardless of immigration status. Also, check with your State Department of Labor for information on state law in your location. If you have questions or concerns, you can contact them at  1-866-487-9243  or visit  https://www.dol.gov/whd/. You will be directed to the  nearest WHD office  for assistance. There are WHD offices throughout the country with trained professionals who can help you.   The information contained in this article is not legal advice and is not a substitute for such advice. State and federal laws change frequently, and the information in this article may not reflect your own state’s laws or the most recent changes to the law.

Saturday, November 16, 2019

Aerospace Plant Manager Launches Successful Job Search

Aerospace Plant Manager Launches Successful Job Search Aerospace Plant Manager Launches Successful Job Search Phillip Sambrooks found a new job in Chicago during the economic downturnPhillip Sambrooks’ company was in growth mode. He certainly wasn’t in danger of being laid off. But he was unhappy in his position as a plant manager for an aerospace parts manufacturer in Chicago. A new CEO had taken over, and the changes he made in some policies at the company where Sambrooks had worked for the past five years made Sambrooks unhappy with his job. So he started thinking about looking for a new job.He started looking in October 2008 - a time when the job market was turning from bad to worse. But Sambrooks told Ladders he’s glad he did.“If I had listened to all the bad news in the press, I might not have bothered to start looking when I did,” he said. “But what I found pretty quickly is that there are jobs for people with the right skills out there.”Knowing he wasn’t under any pressure to find a new job right away made his search a little less stressful. He had given himself a fu ll year to find a new position and was taking it slow.He was also lucky in that he had a built-in sounding board: an executive coach, courtesy of his employer at the time. “The former CEO of the company was a big advocate of using an executive coach to build a management team,” he said. “He felt it made a more effective team, and all the senior leadership had a coach.” So, he decided to take advantage of her knowledge of what employers would be looking for in a new hire. He worked with her to re-do his resume and sharpened his interviewing techniques.For Sambrooks, a British citizen, it was a different job-search world from the one he left when he was recruited to work for the U.S. firm five years ago. “There’s more activity here,” he said. “So it took a little more work to figure out where to look and what companies to approach.” His coach recommended he look at Ladders, and from there he was able to focus his search. His preference was to stay in the Chicago area and the aerospace industry, although his wife and he did discuss where they might be willing to move if the opportunity presented itself.Once he started posting his resume on OpsLadder, Sambrooks said, he received many more responses than he expected. “I probably heard from about 15 people. I spoke to everyone; I used it as an education of how the process works, since this was all new to me.”An exploratory interview leads to an offerIn December, Sambrooks was contacted by a recruiter who, although he didn’t have a specific job in mind, did want to work with him. “The recruiter didn’t have a job, but he dealt with aerospace companies around Chicago. In January, he called to tell me there was a company that he wanted me to meet with. They didn’t have a role for me, but they wanted to meet. I met with them, met the players. I basically interviewed for a job that didn’t exist,” he said.The company, Rexnord Industries, an industrial company that manufactures power transm ission and water management products, didn’t have a job just then, but Sambrooks said the recruiter kept reassuring him that his exploratory interview was a good start and there might be something happening in the next few months. Sambrooks liked the company, too; he hoped a job might materialize, and was willing to wait. “It wasn’t the kind of anxiety where I was out of work and needed this job to come through,” he said. “And I was quite surprised when the offer came.”Not only did the offer come through, but he managed to get an increase in salary. “I knew what was happening with other people who had taken new jobs,” he said. “I was hoping to keep my salary flat, and it would have been OK if it had gone down slightly, as long as there was opportunity for growth. As it turned out, I did get an increase. I was quite taken aback with the offer.”He began in his new job as the plant manager on March 1. He’s very happy he started looking when he did rather than wait ing out the recession. The situation at his previous job was not going to get better, he said, and there was no reason to not try. There’s no sense in waiting [for the job market to get better], Sambrooks said. “It takes a lot of time and effort to look for a job, so it can be hard. But you have to put yourself in the market, or you’ll never know.”

Friday, November 15, 2019

Alumni Networking Rules

Alumni Networking Rules Alumni Networking Rules Leverage your alumni association to find and win a job, but know the rules about what is and isn’t fair play.“Jamal,” a young finance executive, just two years out of business school, applied for a business analyst position at a large bank. He met with the bank’s recruiter at a job fair in Los Angeles and both agreed he would be a good fit for the job.On the drive home from the job fair, Jamal discovered he might have a secret advantage â€" the bank’s CIO graduated from the same college as Jamal, but 22 years earlier. He thought it would be worth the effort to contact the CIO to leverage the college camaraderie to his advantage. Surely, he would have the home-field advantage, making every other applicant the away team in front of a hostile crowd.Not so, said alumni affairs and networking experts who spoke to Ladders. Jamal’s presumption was more likely to eliminate him from competition and alienate him from his fellow alumnus.Few applicants would go so far as Jamal (the i ndividual did not give permission to use his real name) considered going â€" bothering the CIO of a large bank with a cold call on as weak a pretense as wearing the same colors at the pep rally two decades apart â€" but most professionals do consider alumni association a primary connector to job opportunity. And many wonder where is the line between real connection and mere association?Alumni associations are a great jumping off point to networking, but it’s just the start. A job seeker is still obligated to make a genuine connection before leveraging an alumni connection for a job opportunity.“Don’t assume that it gives you an advantage,” said J.T. Forbes, executive director of the Indiana University Alumni Association.Forbes said his organization’s core mission is to connect alumni, giving them an opportunity to network and stay attached to their alma mater. It’s important to keep in mind, however, that the job search is a process and alumni contacts are not built over night, he added.“There’s never any harm in reaching out to somebody,” he said. “If you want to approach somebody, you’re better off seeking advice … as opposed to (saying), ‘we’re from the same school; hire me.’ ”Forbes suggests a simple introduction where you disclose that you’re up for a job and just ask if he has any advice about the industry in general. A better way than a basic cold call, he added, would be to meet him through a mutual contact or via a regular alumni association networking event and start up a relationship from there.If you’ve never met someone before and they’re a high-ranking officer where you want to work, then simply being a fellow alum is way too much of a stretch to be calling on them, said etiquette consultant Nancy Mitchell, founder of The Etiquette Advocate.“You could look at the bio of any officer and find some connection to anybody you want to if you’re creative enough,” she said. “I wouldn’t play that card.”Mitc hell says that such cold calls are risky because any sense that you’re attempting to take advantage of a nonexistent relationship could have disastrous consequences.“Would you ever pick up a phone and call a CIO of a major corporation, if you’ve never met them, for any reason? I don’t think so,” she said. “The worst that can happen is they hold that as a strike against you because you did something that’s not appropriate. It’s too aggressive.”Even if you don’t get through to the high-ranking officer you’re trying to contact - which Forbes and Mitchell agree is the most likely outcome - the assistant screening the call could report it to human resources and remove your application from the running for the open position. On the other hand, if you get through and somehow use your collective school pride to finagle a job, there’s still a downside because your status at the company will be seen as tainted.“It’s not the way you want to be known,” Mitchell s aid. “First impressions die hard.”When to Play the Alum CardIt’s not that networking with fellow alumni is unwise â€" that’s a significant part of why these alumni associations exist in the first place. It’s mainly a matter of etiquette and tact.Associations hold networking events many times throughout the year. Large alumni organizations, such as Forbes’ Indiana University association, host events nationwide. The gatherings are wonderful opportunities to meet other professionals who have a shared interest and to build genuine business contacts.“Networking 101 tells you, you go to these events to build connections,” not to get hired, Mitchell said.Forbes suggests using such opportunities to grow a network of mutual mentors who serve each other as career advisors.But what if there isn’t time? Often job seekers are well into the company’s recruitment process when they first learn the company’s leadership includes a fellow alum. Is there an appropriate time to pla y the school-pride card?Mitchell says there is â€" when you’re finally face-to-face with your fellow Hoosier (or Wolverine, or Tiger or Bruin, etc.)“It would only be OK once the applicant gets to the sit-down interview with that CIO â€" and then mentions the alumni thing on the way out: ‘nice to meet you; by the way…,’ ” she said.A similar tactic could be used when crafting your follow-up thank you note. After saying how much you appreciate the fact that they took time out of their busy day to meet with you, you could close on a lighter, yet still professional, note with a little college-dropping or even reference a big football game that’s coming up that weekend.