On The Radio With Vicki Kunkel Join Us!

On The Radio With Vicki Kunkel â€" Join Us! Im going to be on Vicki Kunkels radio show tomorrow its only a 30 minute show and it looks like shes pulling in two other people (a 50-plus-year-old female executive used her unique brand to achieve a high-ranking corporate position, and how a 20-something has used her casual, laid-back brand to attract interest from some of the worlds top technology companies). The topic is personal branding. It should be loads of fun! I think you can get a stream from your computer to listen. If you have questions on personal branding, specifically for the show tomorrow, you can: Call in live: 641-297-7250 Access Code: 387587 Call in and leave the question with the producer: 888-379-5442 e-mail it now (or anytime before the show): radio@beapowerplayer.com When is the show? Tomorrow (Thursday, March 28, 2007) at 12:30 MST (1:30 CST, 2:30 EST, etc.) How can I hear it? I think you will find it here: http://www.internetvoicesradio.com/home.htm at the very bottom are two icons you can choose from, depending on your internet connection. More about Vicki Vicki is a pro she is the expert (Im not :p). I met her when we had the 40+ comments on the Heather Henricks blog post about having PETA on her online portfolio. You can learn more about Vicki here: Internet Voices Radio Vickis page Leader Brand Strategist Vickis website Get Sticky Vickis blog I really look forward to tomorrows call and hope you can listen in. On The Radio With Vicki Kunkel â€" Join Us! Im going to be on Vicki Kunkels radio show tomorrow its only a 30 minute show and it looks like shes pulling in two other people (a 50-plus-year-old female executive used her unique brand to achieve a high-ranking corporate position, and how a 20-something has used her casual, laid-back brand to attract interest from some of the worlds top technology companies). The topic is personal branding. It should be loads of fun! I think you can get a stream from your computer to listen. If you have questions on personal branding, specifically for the show tomorrow, you can: Call in live: 641-297-7250 Access Code: 387587 Call in and leave the question with the producer: 888-379-5442 e-mail it now (or anytime before the show): radio@beapowerplayer.com When is the show? Tomorrow (Thursday, March 28, 2007) at 12:30 MST (1:30 CST, 2:30 EST, etc.) How can I hear it? I think you will find it here: http://www.internetvoicesradio.com/home.htm at the very bottom are two icons you can choose from, depending on your internet connection. More about Vicki Vicki is a pro she is the expert (Im not :p). I met her when we had the 40+ comments on the Heather Henricks blog post about having PETA on her online portfolio. You can learn more about Vicki here: Internet Voices Radio Vickis page Leader Brand Strategist Vickis website Get Sticky Vickis blog I really look forward to tomorrows call and hope you can listen in. On The Radio With Vicki Kunkel â€" Join Us! Im going to be on Vicki Kunkels radio show tomorrow its only a 30 minute show and it looks like shes pulling in two other people (a 50-plus-year-old female executive used her unique brand to achieve a high-ranking corporate position, and how a 20-something has used her casual, laid-back brand to attract interest from some of the worlds top technology companies). The topic is personal branding. It should be loads of fun! I think you can get a stream from your computer to listen. If you have questions on personal branding, specifically for the show tomorrow, you can: Call in live: 641-297-7250 Access Code: 387587 Call in and leave the question with the producer: 888-379-5442 e-mail it now (or anytime before the show): radio@beapowerplayer.com When is the show? Tomorrow (Thursday, March 28, 2007) at 12:30 MST (1:30 CST, 2:30 EST, etc.) How can I hear it? I think you will find it here: http://www.internetvoicesradio.com/home.htm at the very bottom are two icons you can choose from, depending on your internet connection. More about Vicki Vicki is a pro she is the expert (Im not :p). I met her when we had the 40+ comments on the Heather Henricks blog post about having PETA on her online portfolio. You can learn more about Vicki here: Internet Voices Radio Vickis page Leader Brand Strategist Vickis website Get Sticky Vickis blog I really look forward to tomorrows call and hope you can listen in.

Small Hacks to Make Your Employees Happier and Improve Employee Retention Rate - Personal Branding Blog - Stand Out In Your Career

Small Hacks to Make Your Employees Happier and Improve Employee Retention Rate - Personal Branding Blog - Stand Out In Your Career Sometimes employees dont feel engaged at work, leading to a less-than-positive work ethic and environment. That doesnt mean employers should stream cat videos on a loop to keep workers alert, but engaged employees mean engaged customers. According to a 2015 Gallup Poll, 32 percent of American employees feel engaged at work, while 50.8 percent of workers showed up, checked items off the to-do list and watched the time go by until clock-out time. The remaining 17.2 percent, termed actively disengaged, checked out totally on the job. Employee engagement directly impacts profitability, productivity, absenteeism, retention and customer engagement. Here are five small hacks to make your employees happier and improve employee retention rates. 1.     Provide Reviews Year-Round Dont wait for the annual review period to positively reinforce the work your employees are doing. Keep in mind that 60 percent of employees want regular feedback, daily or weekly, and for employees under 30, the number increases to 72 percent. Over 75 percent of respondents believe feedback is invaluable to success, and 45 percent prefer to also hear feedback from peers and clients, but less than 30 percent receive this level of feedback. What about negative feedback? If constructive feedback is delivered appropriately, 92 percent agree such feedback effectively improves performance. Formal reviews rule the giving of annual feedback, but employees want more direct and intermediate interaction. Those annual performance reviews likely dont reflect true and accurate employee contributions on a weekly or monthly basis. Offer year-round reviews to actively engage employees. 2.     Get to Know Employees as Human Beings Treat employees with dignity and respect, not like little worker bees. Human beings each have their talents, strengths and weaknesses, and they also have lives outside of work. How well they enjoy their free time impacts their ethic on the job and vice versa. Get to know employees as people. Your employees contribute real people skills that are not directly measurable but valuable, nonetheless. Reward employees when they support one another and help each other solve conflicts. When opportunities and challenges arise, youll know which employees are best equipped on a deeper level to tackle various situations. Also, let employees take personal time for an emergency or to recover from stress. Build trust on a personal and professional level. 3. Offer Proper Break Time Give employees proper break time to maintain engagement and productivity. Outside of mandated breaks required by law, are your employees getting enough break time? Small changes make big differences. Employees should move around every ten minutes on the hour instead of remaining in their chairs and experiencing eye strain from prolonged use of the computer. Ensure employees stretch their legs and have time away from the computer. Convertible sitting-to-standing desks prevents people from staying in one position all workday. 4.     Dont Favor Particular Employees Over Others Nepotism and favoritism affect employees negatively, leading to employees feeling unrecognized and motivated to quit rather than seek success at work. Subtle signs of favoritism also contribute to negative work culture, such as bosses looking another way when one employee breaks the dress code or is consistently late but docking others. A culture of favoritism discourages professional growth, where fair feedback and rewards among all employees encourage success, retention and loyalty. Smaller companies that create cultures of favoritism stand to lose more with a high turnover rate, since larger companies may more easily cover one or three people quitting. The loss of valuable workers due to unfair favoritism still impacts both small and large employers. Create a fair culture of respect in the place of favoritism. For example, set the same base salary for employees who work in the same position. 5.     Develop a Mentorship Program Give employees the opportunity to mentor youth or new recruits. Mentorship programs also apply to employees looking to gain skills in another department and to senior employees who want to help professionals interested in climbing the corporate ladder. When you do good acts for others, you feel good, too. This chain reaction of positivity impacts work culture and productivity: 71 percent of Fortune 500 businesses offer professional mentoring programs to employees, from leadership to career development. Real returns on investment may be made when employers focus on engaging employees. Just encouraging employees to stretch their legs once on the hour shows you care about their well-being. When an employee does well, speak up in the moment and avoid favoritism. Small steps lead to big impacts on positive work culture, productivity, work-life balance, job satisfaction and loyalty. Retaining the talent you have speaks more about the well-being and success of the company in a recruits eyes than big moves it made in the market 10 years ago. Investing in your employees and helping them grow in their careers is a great way to boost morale and also grow your bottom line.

Are You Willing to Relocate - Interview Question

Are You Willing to Relocate - Interview Question Have you ever applied for a position in a faraway city or even state?If so, you have probably been asked the rather intimidating interview question,“Are you willing to relocate?”This question is very common on a job application as well as in an interview.In other words, it is not likely a question that will take you by surprise, because the job description will usually give the required location of said position.Before you quickly write off this interview question with a resounding no, realize thatit is rare for a person to spend their entire career in one location.This is not just because of their job, but life happens!Despite your reasoning or factors you can’t control, stay open to all opportunities that come your way, especially the ones you apply for!Change Is ScaryWe all know friends and loved ones who are terrified of change.But you don't have to fear; change can actually be an awesome way to find out who you are as a person.If you are a recent graduate or just seeking a career change, relocating can open up all kinds of opportunities for you.If you believe this, then the interview question should be a walk in the park.However, if you are unsure whether relocating is the right choice for you, ask yourself these questions first:How long would I be working in this new location? Is this company a place I can picture myself working long-term? Can I progress or move forward in my career in this position? Would the things I gain outweigh what I might lose by relocating?How Not to AnswerHere are a few things you don't want to do or say when responding to this interview question.1. Don't make it about yourselfWhatever you do, don’t bring up selfish reasons as to why you might move.“If the money was right …” or,“If I become CEO!” arenegative answers.During an interview, always focus on what you can offer rather than what you hope to gain.In this case, your focus is on the task at hand of finding a job!2. Don't say yes if you mean noYou also wan t to answer honestly.Lying on this question can get you into trouble if you end up receiving an offer.Then you would have to turn down the position and risk offending a recruiter or even gaining a bad reputation in the industry.You can stretch the truth or avoid the question by using one of the examples belowif needed.3. Don't get too personalAlso, do not make your answer too personal by mentioning a struggle you are going through or a difficulty that loved one is facing or anything of that nature.You may earn the interviewer's sympathy, but this is bound to make the conversation awkward and not help you in the job hunt.(Awkward answers usually mean that you will not receive a callback.)4. Don't make yourself forgettableKeep in mind that it's not so much what you say as it is how you say it.Despite this being a challengingand sometimes sensitivequestion, keep a smile on your face and answer with respect and zest.Correct Answers to This QuestionWhether you are willing to move or not, here are a few examples of answers that you can use.Of course, you'll want to tweak them for your specific situation.1. Yes, you are willing to relocateHopefully, this is the best answer for you.After all, it is the simplest response to this interview question.If you are free to relocate, this will demonstrate your willingness to adapt in order to be a part of the team.If you have recently graduated or are a young adult looking for new opportunities, the chanceto relocate might be a thrilling prospect.When this is the case, you can give a response such as this one:Interview: “Are you willing to relocate?”Applicant: “I have no problem with relocating for this company as I believe I am a great fit and this job would be the perfect opportunity to advance my career!” 2. You are OPEN to the possibility of relocatingRelocating for a job offer is not always the best option.Or perhaps this job opportunity seems like the perfect one for you, but relocating still isn't that ideal.A r ecruiter might be asking if you are willing to relocate simply to see how interested you really are in getting the job.Obviously, you need to answer honestly.But it's alsookay to feel hesitant about the idea of moving for a new job.Of course, you still want to come across as positive and enthusiastic:Interview: “Are you willing to relocate?”Applicant: “I love the area I live in currently, but I would consider relocating for the right opportunity.”3. You are NOT willing to relocateNaturally, there might be instances where moving simply isn't an option.There are plenty of reasons why this could be the case, but how do you answer when your answer is going to be a no?You might try something like this:Interview: “Are you willing to relocate?”Applicant:“I love the area I live in now and it is important to me that I stay near my family. That may change in the future, and at that point, I would consider relocating for this opportunity.”(For more, check out the 50 Top Job Int erview Questions and Answers.)Final Thoughts“Are you willing to relocate?”is one of the most delicate questions a hiring manager can ask.But if you keep the above points in mind, you are bound to nail this question.Happy job hunting!If you need some extra help preparing for your job interview, Find My Profession offers aprofessional career coaching service.This professional service includesinterview preparation aimed at helping you land your dream job.

Mystery unveiled How marriages that are equal become unequal when there are kids

Mystery unveiled How marriages that are equal become unequal when there are kids Its 10pm and Donna and Richard are talking schedule. The question is: Who has to take the kids to daycare in the morning. Richard says he has a 10am meeting. Donna has a 9am meeting. She wins. He has to take the kids to daycare. The kids are ages two and five. The older one will complain about going to daycare. He will want to stay home. He will demand to know why cant someone stay home with him. Its good that Richard will be dropping him off. The complaints kill Donna, but Richard will tell his son to suck it up and get in the car. Its a small win for Donna, but she faces difficult work/family balancing questions, so small wins matter. This is not a column about how Donna worked out everything perfectly in the end, because she hasnt. But this isnt about the end this column is about what its like when the work/family balance first feels off-kilter. What to do about it so that you increase your chances of having a happy ending. Donna and Richard both work at an entertainment company that you know, and they both have career paths with a steep upward slope. Richard thinks daycare is a fine way to cope with their busy lives. Donna thinks daycare is too long a day for their kids. But the problem is that both parents would rather work than stay home with their kids. Donna tried to keep her fast-paced career after she gave birth, but she had to make adjustments. One of the first things to go was the long hours. Then the mentoring; She couldnt be a mom at work and at home. Then she convinced her boss that she should be a strategist rather than a day-to-day manager, so she got rid of management responsibilities for 15 people. She is still torn. Other mothers at her office tell her, Go home. Be with your kids. I dont remember my son when he was young. Dont let that happen to you. Donnas husband has made adjustments too. He used to work 80-hour weeks. Now he works 50 hours. No one at work tells him to go home and be with his kids. When Donna suggests that the kids would be happier with a parent instead of daycare, Richard says, If you think someone should stay home, then stay home. But he says shes being too hard on herself. Were at home all weekend, he assures her. I ask him why he doesnt want to stay home and he says, I couldnt do it. I cant provide the structure daycare provides. [When they were first married, Donna announced she wanted to be the one with the high-powered career, and Richard was supportive. Now, though, with Donnas guilt creeping in, she has put family before career and Richard has put career before family. I put it this way to Richard and he says, Well, yes, thats a crude way of saying it. Then, ten minutes later, he says, Kids have a way of making you see what your real priorities are.] I ask Donna and Richard why she is torn and he is not. Shes not sure. She says they have different ideas of parenting. He watches TV while he reads Goodnight Moon. Richard says he thinks its a chemical, woman thing. He has five sisters. Each of them ended up staying home with children even though that wasnt their plan. One reason Donna has been able to rise through the organization is because she is good at presenting to the boss what needs doing in a way that gets her what she wants. Right now she wants to test out working part time, so she is maneuvering to get the type of responsibilities she can do from home. But these arent the type of responsibilities that gain big promotions. So she doesnt tell her boss exactly what her plans are because she wants to leave room to put herself back on the fast track quickly if she wants that. Its a careful dance shes doing, and she has enlisted lots of help. Donna has a friend at the company who she trusts enough talk candidly. And she has cultivated a mentor, outside the company, who has already done this dance and can provide guidance. She talks openly with her husband and her sisters-in-law, who have decided to stay home. But Donnas problem persists: she thinks a parent should be at home, and she doesnt want to be that parent. Its embarrassing, she says. And then she asks me again to be sure not to use her real name. I am sure Donna is not alone; many parents would rather work than stay home with kids, but for the most part, it is women who experience guilt over this predicament. I have a feeling, though, that Donna is a step ahead of a lot of women because Donna is not saying she HAS to work, she is saying she WANTS to work. There are no quick answers. There are couples where the man is willing to stay home with the children. There are couples who cut back on both careers to care for the children. But most couples have a man who doesnt want to cut back on his career, so it is the women who are weighing these decisions. Donna does not have answers, but shes taken a lot of steps to give herself breathing room to get to the answers. For those who are flailing in the open or incognito we can all learn a lot from Donna. She is unsure, but she is unsure in a dignified, unfrazzled way, and that may be the best we can hope for right now.

How to Find the Average Cost For Federal Resume Writing Services

How to Find the Average Cost For Federal Resume Writing ServicesThe average cost for federal resume writing services varies by company and the amount of time they will work on your resume. What may cost a company $50 an hour, may only cost you around $25 an hour, so it all depends on the company and the job you are applying for.Resume writing services can help in almost every aspect of the job application process, with a resume that is well done, you will get an increase in your chances of getting the job you want. There are many companies that offer services to companies and individuals. You can find these companies through searching the internet or through the yellow pages.After you have a well written resume, it is important to write a good cover letter. This is one of the most important parts of the job application. It is also one of the most neglected parts of the job application.It is important to show your personality and how you will fit into the person's resume. You must not copy any other person's resume. You must think and write what is on your own resume.The person's resume is the first thing they will look at, so this should be very appealing. You can still use what is on your resume, but make sure to edit it a little so that it is the best possible cover letter you can. There are certain aspects of a resume that must stay the same, but there are certain parts that must be changed.Your resume should include the past positions and the duties and responsibilities for each job. Use your contact information where necessary to get the person who reads your resume to call you if they have questions. Also keep your contact information at the top of the resume, and write it as a brief summary. Make sure to keep your resume short and to the point. The longer the resume, the more time it will take to review and the harder it will be to get your resume read. By keeping it short and to the point, it will seem like you put a lot of effort into it.The average co st for resume writing services varies depending on the company and how much time they will spend on your resume. Also check how long it takes for them to get your resume to you, since this is where they will need to charge the maximum amount for their services. If you know the average cost for resume writing services, then you will be able to choose the right company and the right job for you.

Stop Trying to Define a Salary Range for Moms

Stop Trying to Define a Salary Range for Moms Over the years a few annual surveys have come out about working and stay-at-home mothers right around Mothers Day. Salary.com has the How Much Are Moms Worth? salary wizard which calculates how much someone would be paid for all of the jobs moms do (teacher, cook, chauffeur, etc) and reminds moms that all the work they do is worth a six-figure salary even though they never actually see a dime. And the  CareerBuilder’s Working Mothers Survey published a few years back  reported that close to a quarter of working moms take work home and reminds moms that they are not alone in feeling guilty about not spending more time with their kids. So I never head into Mother’s Day weekend with a warm and fuzzy feeling; instead I grumble as I wash dishes that should be at least a $10 an hour job and wallow in my feelings of being underpaid and overworked.The surveys seem to suggest that working moms don’t spend nearly the amount of quality time with their kids as their moms did. But is this r eally the case? My friends and I often joke around about our moms and how they opened the door and said “Go out and play and don’t come back until lunch.” And when we returned for lunch we had about 15 minutes before mom opened that door again and said “Don’t come back until dinner.” Yet we all managed to make it to adulthood without being emotionally scarred and we have fond memories of our childhood and our moms.I’ve decided that working mother guilt is “so 2005? and I’m moving past it. And as for the “working for nothing” side of the equation, I’ve come to the conclusion that sometimes the times you spend doing those seemingly thankless chores, making the extra batch of brownies for the school bake sale, or playing that third mind-numbing Game of Life are memories you end up cherishing for life that can’t be replaced by any monetary compensation.While I was writing this post my daughter called to chat. I told her I was working. I could sense she was offe ring me a classic eye roll. But ten minutes later I put the post on hold to chat. It was just ten minutes to reconnect and hear about her day. Maybe she would have liked 20 minutes. But she got 10 and 20 minutes wouldn’t have necessarily made it a better conversation nor would it have made me a better mother. Working moms give a lot. And kids know that and they like their moms just the way they are. Happy Mother’s Day!

When to Consider a Career Change Not Just Your Job

When to Consider a Career Change Not Just Your Job Changing careers can be daunting.  Even just changing jobs can be inconvenient.  Notice the difference between career changes and job changes. Daunting versus inconvenient. Thats a substantial difference!  The difference is changing jobs is basically doing the same function in a different organization.  A career change is entering a new job function and industry. Job Change Lets start with if you might be ready for a job change.  There are a few reasons why people change jobs. This is when you enjoy your job function, but you arent happy with your current team or organization.  If you love what you do but not where you are doing it, then you are ready for a job change.  Among the majority of reasons are: to make more money to work with different people for deeper or more exciting experiences Career Change Changing careers, however, is a whole new ball game! Its not only learning a new expertise and/or industry but also how to best position yourself (i.e. knowing the right network to tap into, having the resources to successfully transition, etc.) to get in the door. How do you know if you need a career change? To help you, check out the top three reasons you may be ready for a career change.  These are three areas to can help you assess if you are ready for a career change.  In other words, when you are ready to not only apply for the same role in a new organization, but when you are ready to change your career direction altogether.  Maybe from accounts payable to marketing analyst, for example. You cant STOP. I call this the double negative. When you are taking actions towards the new change and it seems like you cant NOT take those actions. For example, you find yourself continuously researching marketing trends or you find yourself knee deep in analyst job postings when you originally went online to check Facebook. You couldnt help yourself! When you have the same un-challenging day for too many days in a row. A good indicator that it may be time to make a change is when your job doesnt present new and exciting opportunities each day. They say variety is the spice of life. Well, no variety can be a sign that its time to change your career. When other opportunities look too good to pass by. For example, when most of the job descriptions that you read or stories you hear sound like much better opportunities than your job today. I call it the day dream test, when you dream about how much better other opportunities could be. Any type of change, even good change as they say, can be filled with anxiety, doubt and even sadness even when youve already determined that changing careers is the right thing to do! So dont be surprised if these emotions are brought to the surface. Connect with a close mentor, colleague or career coach to help you remember why the change was necessary and how fulfilling the right career can be. By Dawn Shaw|2017-04-21T18:16:47+00:00October 6th, 2015|Career Change, Motivation|0 Comments