Get a Job Promotion

Find a new Line of work Promotion Is it true that you are hampered by an enormous volume of email each day? Do you go on a business excursion and come back to two or three hundred new messages sitting tight for you? Do you feel covered by all the dire things to do that come your direction? Do you feel that you never get to your to do things from yesterday? What about the prior week? the prior month? All things considered, envision how your Director or Vice President feels!? The person has more duty and bigger things to do than most. In addition, they get significantly more email. In this manner when you email an official you need to utilize the correct technique or it probably won't get read. Prepared for the shock: successful messages to administrators will regularly prepare you perceived as somebody for a vocation advancement! Here are 4 principles to follow while messaging administrators: Lead with the reality On the off chance that you need your VP to accomplish something or know something, at that point state it right forthright. Officials dont have the opportunity to filter through your whole email searching for the takeaway or thing to do. Offer your official the chance to rapidly comprehend your message, structure their assessment or questions, answer and get the email out of their inbox. One association I worked for utilized the BLOT approach (Bottom Line on Top). At the highest point of each email you composed BLOT: and a one sentence depiction of what the email was about or what activity was required. KISS: keep it quick and painless Keep the general email short. 50 100 words is incredible yet make an effort not to surpass 250. At the point when you see a long email you normally say no thanks to it since you dont need it to hinder your advancement of wiping out your email. Officials are a similar way they would prefer to process 50 messages in a short time rather than truly understanding 2 or 3 long ones during that time. Limit sentence length Your official needs to check messages however much as could reasonably be expected. Tedious sentences moderate that down. Take a couple of additional seconds to create your point in less words. On the off chance that your sentence is bulky, at that point rebuild the succession of action words and things. Likewise, separate your sentence into more than one each sentence should make a solitary point. Dont compose for a third grader but instead write in sounds bytes that are anything but difficult to output and procedure rapidly. Drop connections In the event that youve made a report that presents your data, think about moving the pertinent parts to the email. You can do this as a screen shot of your record or stuck content at the base of your email. Its likewise very supportive to keep your message basic and reference the extra data beneath your mark. This lets your VP/Director rapidly comprehend the motivation behind your message and pick when to process the supporting information. Driving somebody to a connection or connection drops the opportunity of your email being perused. An advancement is sitting tight for you Now would you say you are thinking the best system is to simply abstain from sending messages to anybody whose title is Director or Vice President? From an advancement point of view, that is similarly as large of a misstep. You should be grabbing the eye of the individuals who make advancements in the event that you need one. Consequently, the main alternative is to create viable business interchanges. Attempting to get an advancement starts on your first day at work. You are continually indicating your bosses that you are deserving of a lifelong advancement. Each call, introduction and email is a case of your capacity to carry out the responsibility at the following level. Pay attention to each email and take more time on the ones to your officials, including your manager both great and awful business relational abilities and composed relational abilities are taken note! For what reason do every one of these things matter? An effective, concise email tells your VP that you regard his/her time. The individual in question will at that point be glad to peruse your messages since he/she can process them rapidly. These great email-composing propensities will be valued and regarded by other colleagues and give you the notoriety for being a decent communicator.

Podcast 6 How can you create a more mentally healthy workplace Viewpoint careers advice blog

Podcast 6 How can you create a more mentally healthy workplace In this podcast, we were joined by Emma Mamo, Head of Workplace Wellbeing at Mind; a leading mental health charity. Emma gave her expert advice to listeners on how to build a mentally healthy workplace that provides the right support for those who may be experiencing mental health issues. 1. Mental health is quite a far-reaching term. Could you pinpoint what we mean when we talk about mental health and more specifically mental health problems? We all have mental health the same as we have physical health. You know we move up and down from a spectrum of good poor for any number of reasons. Youve just mentioned the World Health Organisation, so they define mental health as a state of well-being where a person is able to contribute to society, live their life fully, cope with the daily pressures of life and so on and so forth. So when youre experiencing poor mental health, this is a period of time when you may be experiencing, you know the faults and feelings and how you respond to the world may be more negative and maybe more challenging for you and how you live your life on a day to day basis. One in four of us will be affected by a mental health problem in any given year. And you know the term mental health problem can refer to more common issues like depression and anxiety but it can also refer to conditions such as schizophrenia and bipolar disorder which are rarer.  So yes, and I think the key thing is just to think about even if someones diagnosed with the same condition they can experience it very, very differently so thats another key factor around mental health that its so different from person to person in some ways. 2. How common is it for people of a working age to experience mental health issues? So at least one in six of us of the working age population is experiencing depression or anxiety. You know as I said the fact that we all have mental health when were on a spectrum, you know you can be dealing with a temporary period of emotional distress linked to a life event like bereavement or relationship breakdown or you could be dealing with workplace stress that your employer absolutely needs to respond to. Or as I said you can be living with a mental health condition that you need to manage alongside your job. 3. And how could this impact on their wellbeing, engagement and performance at work? Well, you know research shows that when employees feel that their work is meaningful, that theyre valued, that theyre being supported to develop they have higher levels of wellbeing and linked to that they have higher levels of employee engagement. And again that all leads to better performance. So smart employers know that the success of their organisation depends on their workforce being healthy and happy and the more that they do to invest in that, the more theyll see the benefits in terms of increased morale and productivity. So in prioritising mental health not only do you minimise the cost of poor mental health, you also get those added benefits. 4. In your experience, what is it that typically stops employees from opening up about their mental health issues at work and do you think theres still a stigma around the subject? Absolutely. I mean theres progress there absolutely is. Ive worked at Mind for around twelve years and Ive focused on mental health and employment since 2010 and weve seen progress in the broader society around people talking openly around mental health. Sports professionals, athletes, the young royals have been spearheading a campaign so there are definitely improvements. I think in the workplace it has lagged behind and I think its around you know once you say it you cant unsay it and would it impact negatively on your career and so on and so forth. So I would say the last three years weve really seen improvements around attitudes in the workplace and its from some senior business leaders talking openly about their experiences that have led the way. So yes in terms of what stops people is that fear of what could be some negative consequences. So last year we surveyed around forty-four thousand people across the UK in employment and around half had experienced poor mental health in their current job, but only half had disclosed. And when we asked people why they didnt disclose it was because they didnt want to be treated differently or viewed differently by their employer. They didnt want to be viewed differently by their colleagues, so it is all that kind of fear about what might happen. 5. What does a mentally healthy workplace look like? And can you share any examples of any organisations who are taking the best practice approach? For me, its being both proactive and reactive. I think many employers will be good at you know promoting well-being or they’ll be good at providing support once someone is unwell but its really making sure you’re doing stuff in all of those areas so doing stuff to promote wellbeing absolutely. Work-life balance and senior leaders modelling that from the top is really key. Doing stuff to encourage people to take care of their physical health because there are huge links. And then the features of good work so people having a say, how they do their job, how the organisations run. As I said being supporting developing their career. All of these things keep people well. So a well-run organisation goes a long way in keeping people well. And then for me, the second part is how you can identify and respond to what might be driving poor mental health in your workplace. And you can do that at an organisational level through you know staff surveys, you can do it at team levels you know, carrying out audits and so on. So just getting that regular temperature check of whats going on for people and being responsive to any emerging issues. And then the final piece is about how do you provide support to people who are struggling? And for me, thats really about having a good conversation with that person about whats going on for them and what support and flexibility you could offer in the workplace for them. So if youve got stuff in place, if youve got that kind of framework that goes a long way. And in terms of some examples of organisations that are doing it well. So we run a Workplace Wellbeing Index and for the first two years of us running it, the Environment Agency came out as the number one employer. And I think what they’ve got is that holistic approach and they focus on building everybodys mental health literacy so everybody knows how to take care of their mental health and how to look out for colleagues and then they really focus on line managers and making sure theyre comfortable in this space. So for me, you know being a good people manager is about all that stuff around good work and then feeling comfortable, saying to people “How are you?” And when they say “Im not great,” you know where to go with that and how to talk to them about that. So yes I think the Environment Agency are really good because theyve got a Mental Health Continuum, that tool that theyve implemented where people regularly assess where they are on that. So are they flourishing, are they struggling and line managers are trained on how to respond to that depending on where people come out. So for me, theyre kind of normalising mental health and weaving it into their everyday people management structure so quality one to ones that talk about mental health as well as the work outputs and team meetings where you have temperature checks. So its about that embedding. Read Minds Workplace Wellbeing Index 6. What steps would you recommend leaders of all business sizes take to start building a more open and communicative workplace where people feel able to speak up about their mental health problems? The first step is carrying out a review of your organisational approach. I mean obviously if youre a larger employer youll have HR structures and frameworks in place, if youre small maybe not so much but you can still sit back and think “Well what do we do in those areas? How do we promote wellbeing? How do we identify what might be causing stress? How do we support people?” And just being very clear about what that framework looks like and then I think if you do have HR policies in place around disciplinary procedures, equality and diversity and so on. Just making sure that they take account of mental health within them. And equally, you know stuff around performance you know making sure that that takes account of the fact that someones mental health might impact on their ability to do their job. Equally, if someones under review for their performance, that might impact on their mental health. So just really understanding the intersectionality I guess of those people management processes and staff wellbeing. I think you can do a job but then managing people to do a job is very, very different. Its a different skill set so making sure your managers feel really comfortable with this area and supporting staff. And then I think its about how you then launch a kind of awareness-raising campaign to your staff and start drip feeding information about mental health and kind of building peoples literacy. So for me, I come from a youth work background before I worked for Mind and I think many of the reasons we have such issues around mental health is you’re not educated growing up. So I think its really good for employers to be sharing information they do around you know diet, exercise, nutrition and then also mental health so all of that piece to suit so that people have more of an awareness and that will help create a more open culture. And then I think for senior leaders to really champion the issue and be very clear about why its important to them. A blog or a communication from the CEO and so on can really create that culture. 7. And how can leaders help their people manages to feel adequately equipped to spot the signs of mental health issues in their teens and to have open and supportive conversations with their employees? So as I said you know really making sure line managers are trained both to be good people managers then also how to kind of support staff around them into health is part of it. And then the second part is really embedding that so making sure that mental health is weaved into everyday conversation. So for me, line managers having frequent quality one to ones with their team members where its a kind of holistic conversation, so its not just about are we getting the work out the door, but you know checking in on their well-being, reviewing the last month, whats gone well and why? And what hasnt gone well and why? And I think it is good practice for managers to ask for feedback about how theyve supported their staff so theyre creating the space for people to raise issues. Theyre not just having to put their hand up and youre creating that feedback loop. And then if youre looking the month ahead, looking at any pinch points, then checking in on their hours and their personal development. You know, if you have a conversation that covers all of that thats really getting a snapshot of how that persons getting on in the workplace and then highlighting any issues that you might need to respond to, so I think thats a really key tool. And then also there are wellness action plans. So in the health world if someones living with a mental health problem they would develop a wellness recovery action plan with their health professional, which covers you know what will keep them well and what they need to do to facilitate that and what does their health professional need to do. And then what might cause them to struggle again and what might be signs that theyre struggling, and I just think its a great framework for a conversation. So with permission, weve kind of taken that tool and repurposed it for the workplace, so weve got resources on this but we would encourage line managers with each of their line reports to put one in place. And I think its good if someones got a diagnosed mental health condition absolutely, but I think its good for everybody. At Mind we have them rolled out across the organisation just in terms of how people can manage their mental health. But I think the reason its so helpful is its very clear about what the person needs to do and what the manager needs to do and the piece around you know identifying potential indicates that they might be struggling. You know that comes from the person sharing what might be an indicator, so it gives the manager permission when they see that because otherwise, you might think that “am I intruding on a personal issue? But if youve had that kind of conversation it opens it up, so I think thats another really helpful tool. View  Minds Wellness Action Plan 8. Is it just down to those who manage teams to feel able and equipped to have these conversations or does the wider workforce also have a part to play here? I think everyone has a role to play. Its definitely the onus is on employers and managers to create a positive environment and respond if people are struggling. But we know that often people may choose maybe in the first instance not to talk to their line manager. Not to say the line managers problematic, though they might be. But I think sometimes because of what I said once you say you cant unsay it, so sometimes people will seek support from a colleague. So as I said making sure everybodys more literate around mental health can be beneficial in case people do seek support outside of those line management structures. And we know of people that have set up programs of mental health champions or mental health first-aiders where people in the workplace are more equipped and are trained to have conversations with people and act as a signposting service. Not to provide counselling support, but I guess to be a listening ear to a certain point and then signpost on. So yes I definitely think you can look at it in terms of what the whole workforce should be able to do and have a conversation about mental health. Peer support in its broadest term in an organisation is an untapped resource. How do you buddy up your veteran managers with your newbies? How do you get people to joint problem solve? And organisations should really think about how you can maximise the wealth of skills and experience you have in your workplace just by facilitating buddying, mentoring, coaching as well as those more intervention  type stuff as I mentioned around champions. 9. Are there any steps leaders can take personally to look after their own mental wellbeing and manage the pressure that often comes with their very demanding roles? Well, I would say put a wellness action plan in place for yourself. You know, I have one in place with my manager so she knows how best to support me. I then have them in place with my managers and so on and so forth. So I think yes you should really think about how do you stay well in a very busy and challenging role and if your middle management, youre kind of managing upwards and youre making sure youre not adding pressure downwards, and you can kind of be in a difficult space. I definitely know from my role Ive gone from overseeing four people to forty-two in four years. So thats been a massive growth in our team and a challenge for me in my leadership role and how I manage my mental health. So for me, I have to really focus on you know having enough desk time so I can manage work coming in. I can delegate effectively, so I have to really carve out time either working from home so I can focus or dedicated desk time where I look at my work, define it and decide is it for me? Is It for someone else? And manage things, so yes and I have to really make sure that Im working sensible hours and then maintaining a life outside of work so doing the things that I know give me a sense of well-being and investing in them. 10. And in your experience have you found that when senior figures within an organisation open up about their own mental health issues, this encourages the wider workforce population to do the same? I think absolutely that is key. You know this is a real leadership piece. Its not helpful to say this is a really important issue for us and then you see your CEO emailing while meant to be on holiday or weekends and so on. So thats one piece, but for someone at the top should share their experiences where they struggled or where theyve been touched by in their personal life. You know, just making it clear why they think mental health is important I think goes a long way to create an open culture. I have heard it reflected though that when senior business leaders talk about it there is a feeling well theyre at the end of their career, theyre safe, it is okay to be open about their struggles now. So I think yes get your CEO to talk openly and then think about how you can encourage people from all levels across the organisation to share their experiences. So Barclays ran a campaign internally called, This is me, and they got people from across the firm to say, Hey Im a dad of two, I love watching tennis and I have bipolar disorder”. And these films were then cascaded across the organisation and really helped change the culture there. And then they spoke about it an external event and Lord Mayor of London wanted to then cascade it across the city, so then they developed a campaign where a partner in it called, This is me in the city, is now rolling out across Birmingham, Manchester, Glasgow. And again its about getting people who have lived experience of mental health problems to share their story to help create that culture where its okay to talk about these issues. 11. If an employee has had to take time off work to aid their recovery, what steps can employers take to aid their transition back into work? How you handle someones time off sick and their return to work is really key. I think while someones you know taking time off to recover. I think if at all possible before they go off you agree what kind of communication youre going to have for that person while theyre off. You know what and be led by them, how often? Do they want a weekly check-in? Fortnightly? Would it be an e-mail? Would it be a call? And really be led by them because you want someone to stay connected to the organisation, but you dont want them to feel pressurised and thats why its best to try and be led by the person. So I think theres definitely keeping in touch while people are away. And then when theyre getting ready to return it might be helpful to meet them off-site beforehand or you can meet on the morning of the day they return. Again be led by the person and when you meet with them you can then talk about a return to work plan. So being very clear about what kind of hours they think it would be helpful to work. You know coming back on a phased return. Thinking about the types of work or tasks that would be helpful. Thinking through what kind of support they might need from you or colleagues and the frequency of that, and I think so if you kind of capture all that in a return to work plan and then agree that its going to be reviewed maybe in the first week every couple of days youll have a check in and then go weekly after that. But being very proactive and kind of exploring any issues and any fears they might have about coming back and what you can put in place to support them. And Ive also heard meeting the person at the threshold on their first day back, you know it can be very difficult for people to come back if theyve been away for a while, so meeting with them to walk in together. Maybe making a plan for lunch, you know try to take away some of those anxieties someone might have about coming back after being away for a while. 12. What do you think are the top three qualities that make a good leader? Thinking about my own experiences and managing a team of that size and being in a leadership role, I always think as much as you can listen more than you talk. Quite hard for me, Im the Mediterranean, quite chatty. But listen more than you talk and I think, as I said, and really role modelling healthy behaviours and healthy working habits, and again because Im Mediterranean and quite fiery, you know trying to respond rather than react, so managing your emotions. And then I think its really important around clarity. So clarity of vision and purpose and then clarity around processes and systems. I think you know a lot of that stuff as I said about a well-run organisation or a well-run team, those are the really important things a leader should focus on. Did you find this advice useful?   You may enjoy some of our  other leadership content  below: These four questions will reveal if you’re an emotionally intelligent leader Trailblazing firms lead the way on mental health Middle managers: the key to building the reality of a diverse and inclusive workplace Emma Mamo is Head of Workplace Wellbeing at Mind;   a leading UK mental health charity.

2 experiences that trigger immediate clarity and behavior change

2 encounters that trigger prompt clearness and conduct change 2 encounters that trigger prompt lucidity and conduct change In the Pulitzer Prize winning novel, 1776, David McCullough recounts to the account of John Greenwood, a sixteen-year-old kid who in May of 1775 heard updates on Lexington and Concord. The American Revolutionary War was in progress and Greenwood made plans to walk the 150 miles without anyone else to Boston with minimal more than the garments on his back.Stopping at wayside bars, he'd play melodies on his fife for warriors who might ask him where he was going. In Greenwood's words: I revealed to them I was going to battle for my country.Follow Ladders on Flipboard!Follow Ladders' magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Once he got to Cambridge, he learned of the fight seething at Bunker Hill. Quickly, we was taken advantage of by an abhorrent scene. While strolling not far off prompting the fight, carts passed him via conveying heaps of dead bodies and seriously injured men.Greenwood was alarmed and wished he hadn't enrolled. I could emphatically feel my hair remain on end, he said. However, at that point something happened that eternity transformed him. He saw a solitary trooper strolling not far off. In his own words:A Negro man, injured in the rear of his neck, passed me and, his neckline being open and he not having anything on with the exception of his shirt and pants, I saw the injury obviously and the blood running down his back. I inquired as to whether it hurt him much, and he didn't appear to mind it. He said no, that he was distinctly to get a mortar put on it and intended to return. You can't consider what consolation this promptly gave me. I started to feel courageous and like a fighter from that second, and dread never disturbed me a short time later during the entire war.Triggering Event #1: Seeing Someone Else Operate Without FearGreenwood was changed in a moment. He saw a man apparently unaffected by what ought to have been an agonizingly excruciating wound.He saw a man who had passed an individual final turning point. A solitary trooper who was so consumed by a circumstance and a reason that he didn't see his own pain.Greenwood acknowledged at that time his outrageous reluctance, which was keeping him down. In observing another person work from a higher mental plane, Greenwood was promptly raised to that plane himself.Courage, responsibility, and certainty supplanted dread. He quit agonizing over himself. He quit seeing each sensation in his body. Rather, his brain was caught by the second and significance of what was going on around him. In his own words, he never was upset by dread again all through the rest of the war.If you're making some hard memories being engaged, or in case you're tormented by dread to do what you trust you ought to do, at that point you need introduction to fight. You have to see somebody who has passed their final turning point. You have to see somebody who no longer thinks about transitory discomfort.How do you get such exposure?You hav e a couple options.When it comes to Greenwood, he needed to walk 150 miles by walking to arrive at the spot of fight. You may need to walk what could be compared to 150 miles by walking to really observe what's happening at the bleeding edges of whatever fight you're endeavoring to fight.Who is at the frontlines?Who are the fight legends in your field or cause?How would you be able to draw nearer introduction to these people?How would you be able to see them at work?How would you be able to take advantage of their outlook and mentality?You may need to work or penance for a couple of months or years to get such presentation. However, this arrangement period will mellow the dirt of your heart and psyche, permitting you to be totally open and responsive when the second comes.In the book, The Compound Effect, Darren Hardy portrays having such an encounter. He had put resources into a mentorship with a man named, Paul J. Meyer. In Hardy's words:Whenever I thought I was truly getting thin gs done, truly playing at an elevated level, I'd get around Paul he was my rude awakening. What he did before lunch was marvelous to me… After putting in two or three hours with Paul, finding out about the entirety of his arrangements and adventures and exercises, my head would turn. Simply attempting to comprehend all he had going on depleted me. After time with Paul, I'd need to go sleep! However, my relationship with him raised my game. His strolling pace was my running pace. It extended my thoughts regarding how enormous I could play and how yearning I could be. You need to get around individuals like that! When you've been appropriately presented to what's conceivable, there's no returning. As Oliver Wendell Holmes, Jr. has stated, A psyche that is extended by another experience can never return to its old dimensions.You completely can make these transformational encounters. Be that as it may, you'll have to proactively to place yourself in the warmth of fight. You can't have such encounters uninvolved. You should make yourself powerless, even with questions and fears gushing through your system.You must address the cost to perceive what you have to see. What's more, when you do, you'll be changed. You'll quit agonizing over what others think. You'll quit agonizing over your own notoriety. You'll quit agonizing over the torment or dread you'll face.Another way such an encounter can be activated is inside the dividers of your own psyche. Albert Einstein has stated, Creative mind is a higher priority than information. For information is restricted to all we currently know and comprehend, while creative mind grasps the whole world, and all there ever will be to know and understand.You can envision yourself being that individual who has no dread. You can envision yourself being that solitary officer unaffected by something that would handicap most others.You can lead with your activities and watch as your feelings takes action accordingly. As Harvard clinician, Jerome Bruner, has stated, You're bound to act yourself into feeling, than feeling yourself into action.Speak with power.Speak with conviction.Write down in the most impressive language you can gather what your identity is, and who you plan to be. Record it and watch it happen.Act with conviction.Yes, go about as though. Fill the role and watch as it turns into the part. There is no personality inside you that is without setting and job. You are continually acting a section and assuming a job. For a great many people, this entire acting business is oblivious and unchosen. For a great many people, the job they play is credited as their intrinsic personality.But creative mind is definitely more significant than information. With regards to a picked character, air in favor of creative mind. Information will keep you stuck. It will keep you endeavoring to be objective about something that you can never be objective about.Decide who you'll be. Act in power. What's more, do follow through on whatever cost you can to have the transformational encounters, that like Greenwood, will grow you past any purpose of return.Triggering Event #2: Have Someone You Love Tell It To You StraightIt's extremely decent for the sense of self to get consistent commendation and confirmation. In any case, having individuals around you who hold you to a ceaselessly better quality is incredible for your long haul development.Henry B. Eyring, a previous business educator at Stanford and furthermore a strict pioneer, recounts to the tale of getting straight A's one semester. He was taking a few difficulties material sci ence classes and was eager to impart his prosperity to his mom, yet was lowered by her reaction. That is the thing that we expect of you, she let him know. Considering that experience a very long while later, Eyring expressed, At times the best graciousness we could get is have somebody hope for something else from us than we do, in light of the fact that they see all the more plainly our awesome heritage.According to heaps of exploration in brain research, it's critical to be encircled by individuals and pioneers who hold you to an elevated requirement and desire. As per The Pygmalion Effect, we as individuals rise or tumble to the desires for those around us.Receiving recognition and confirmation is surely significant. In any case, once in a while will the insistence trigger inside you an incredible conviction that you can improve. Rather, what you need is somebody to hold you to a better quality than you hold yourself.You need somebody who you know cherishes you to disclose to yo u that you could improve. That is one reason I chose to wed my better half. Different young ladies would reveal to me how extraordinary I was, and that didn't motivate me to be better. For reasons unknown, I never felt like I could dazzle my better half. I generally felt like I needed to procure her endorsement and regard. That made a test that drove me to getting more than I suspected I was.Even still, after about 6 years of being hitched, Lauren will offer remarks that light a fire under me. Regardless of being truly fit, she as of late revealed to me I was beginning to get a Father Bod. Although I altogether dissent, I'm presently significantly progressively persuaded to get into the best state of my life. I need to demonstrate to her that I can be more fit than I was the point at which we were in our mid 20's.Getting basic input and being around nay-sayers is two totally various things. You have to realize that the input you're getting is straightforward. You have to realize tha t the individual who is conversing with you thinks about your wellbeing. You have to realize that they need you to be effective and hope for something else of you than you're as of now expecting of yourself.Recently, I submitted two book recommendations to my distributer for the following two books I will compose. I was lowered constantly as my specialist would send fiery surges and let me know, What's happening with you? You're such a great amount of better than this.While composing Willpower Doesn't Work, I had recruited Ryan Holiday to assist me with building up the book and he would constantly make statements comparative. You can show improvement over this, he'd reveal to me.You need individuals around you who hold you to a higher standard.You need individuals to disclose to you when you're not performing at the level you could be.You need

Acqui Hire Process Must Read Articles and Books

Acqui Hire Process Must Read Articles and Books Acqui Hire Process: Must Read Articles and Books SEE ALSO: Acqui hire interview coaching Getting ready for an acqui-hire? Weve curated  the best group of articles and books on the process here: Attention Startups: Heres How To Get Acqui-Hired By Google, Yahoo Or Twitter This how-to article discusses how to easily get acqui-hired by coveted Silicon Valley firms. SO YOU’RE BEING ACQUI-HIRED… Written by the venerable law firm, Cooley defines the acqui hire process and issues to go over with your board Ask HN: Talk me through the acquihire process This HackerNews article discusses the process in detail, including documentation and hand-over processes. How are acqui-hire valuations calculated? Startup pundits provide insight on how to determine valuation, including a perspective from venture capitalist  Jason M. Lemkin. The End Of The Acquihire â€" Silicon Valley’s Startup Severance Package Falls Out of Favor This article showcases data on recent trends in  the acquihire process. If At First Your Acqui-Hire Sucks, Try Again This TechCrunch article argue why acqui hiring isnt as rosy as it seems. Chaos Monkeys The author talks about the gut-wrenching thought process that led him to acqui-hire his two co-founders to Twitter while he bailed to join Facebook instead. SEE ALSO: Acqui hire interview coaching

Workplace Wednesday Office Selfie Gallery (7 photos )

Workplace Wednesday Office Selfie Gallery (7 photos ) Workplace Wednesday Office Selfie Gallery (7 photos ) Image Source: TwitterIT’S TIME once again for  Workplace Wednesday  so join us at AGENT for  a look  at what your Change AGENT peers have been getting up to lately in their places of work in the US, France, and the UK, with  a great office selfie selection.And don’t forgetâ€"if you would like your office selfie to be included in future Workplace Wednesday posts, click the link below for submission details. (adsbygoogle = window.adsbygoogle || []).push({}); 1. The Denver Post Denver, CO, USA  image source: twitterBased in Denver, The Denver Post is a daily newspaper and Colorados leading source for breaking news and information. It has been published since 1892 and is among the most widely circulated newspapers in the US, with an average weekday circulation of 1.2m copies. Noelle Phillips took this sentimental office selfie with David Krause to mark his last day in the office.2. GB Women’s National Hockey Team, UK  image source: twitterThe Great Britain womens national hockey team represents  Great Britain in international field hockey tournaments, and memorably took gold at the 2016 Summer Olympics in Brazil. Here some members of the GB team got together at the Super 6s National Indoor Hockey Finals at the SSE Arena in Wembley, London, last month, to post this great ‘office selfie’â€"well, it is their workplace, after all!â€"to Twitter. (adsbygoogle = window.adsbygoogle || []).push({}); 3. Eppstein Uhen: Architects Milwaukee, Wisconsin, USA  image source: twitterEppstein Uhen Architects is a 109-year-old architecture firm with operations in Milwaukee and Madison, Wisconsin, and Des Moines, Iowa. The business employs more than 180 talented employees who collectively specialise in  workplace, healthcare,  science and technology, and entertainment. Heather Turner Loth and some of her work mates managed captured this out of office selfie during a recent meal at Bartolottas Restaurant, Milwaukee.4. Azusa Pacific University Azusa, CA, USA  image source : twitterOne Stop is Azusa Pacific Universitys Enrolment Services Centre. One Stop  offers a central location for undergraduate enrolment and financial services information and resources. The staff at the centre took this office selfie during a break from their busy pre-Christmas schedule with students in late December 2016. (adsbygoogle = window.adsbygoogle || []).push({}); 5. Ubisoft Entertainment SA Rennes, France image source: twitterUbisoft Entertainment SA is a multinational video game publisher based in Rennes, France, which has developed numerous popular video game franchises including Prince of Persia, Assassins Creed and Far Cry. The company’s PR and Digital Media Manager Malek Teffaha took this large group office selfie with his fellow Ubisoft work mates on a recent trip to Newcastle.6. Norwich Police Norwich, UK  image source: twitterNorwich Police Station is a community orientated work force, working with local residents and civic agencies to identify and deal with the chief issues of concern in the locality. Beat Manager for Norwich West Police, Dan Taylor, took this rare opportunity to capture an office selfie with a few members of the police force. (adsbygoogle = window.adsbygoogle || []).push({}); 7. Society for Human Resource Management New York City, NY, USA  image source: twitter  New York City Society for Human Resource Management is the largest member of the SHRM.  The NYC organisation strives for personal growth in the field of human resource management, aiming for the highest standards of professional and personal conduct. To celebrate gender and diversity in the workplace, the staff made use of their selfie stick to capture this great office selfie.