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Archive for the ‘Personal Success’ Category

The Initial Seed Of Success Youve Not Yet Considered (And How To Grow It Exponentially) – Forbes

Posted: November 6, 2019 at 11:41 am


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Author, speaker, and social entrepreneur Jess Ekstrom.

Might success be as simple as being willing to start where you are and have the required optimism to believe that things can be better than they are currently?

According to author, speaker, and social entrepreneur Jess Ekstrom, its that simple.

In her recently released book Chasing The Bright Side, she shares practical steps and stories of vulnerability to help embrace optimism, activate your purpose, and write your own story.

However, this isnt one of those sunshine-and-rainbows type of stories. For the first time, she shares what happened when her family got caught up in her Great Uncle Bernie Madoffs Ponzi scheme. Then she encourages the reader to chase the one life youve been given.

In our conversation, we cover why optimism is so critical to your success, the difference between uncertainty and possibility, starting before youre ready, a new paradigm for failure, becoming more resourceful without any more resources, and choosing your purpose.

Take a read:

Darrah Brustein: Why is optimism your core message?

Jess Ekstrom: I was really tired of the same success narrative: one day I had this idea, then I did it and the next day I was a millionaire. But really, success is not born out of skill, school, where were from, whom we know, or what we scored on the SAT. None of us was born ready or knowing what to do.

But we are born with something more important than skills. Were born with optimism: the initial seed for success. Optimism fuels the belief that you can be the one to create the good the world needs.

I want Chasing the Bright Side to show a different success narrative: one where you dont have to know what youre doing to know that you can get there.

Ekstrom with her newly released book.

Brustein: You share a story youd never before shared about your familial connection to Bernie Madoff and the impact that had on you and your family financially and emotionally. What has surprised you since you shared that story?

Ekstrom: I really battled whether or not I wanted to share it. But at the end of the day, one of the main takeaways of Chasing the Bright Side is that our experiences and stories are two completely different things.

Our experiences are tangible life events that we cant control: the weather, our flight delay, the post offices being closed right when we need it. But our stories are how we internalize and respond to our life experiences. So although we cant always control our experiences, we can always write our story.

Being related to Bernie Madoff was such a pivotal experience in my life that wrote such a different story that I can now see over ten years later. I hope by sharing about something so vulnerable, it helps readers come to terms with some of their life experiences that have blindsided them.

Brustein: Please talk about the difference between uncertainty and possibility.

Ekstrom: Sometimes we scroll through our newsfeeds or read the paper and we see these crazy things happening all over the world. We file these things away in this part of our brain that says, That wont ever happen to me.

Never would I have imagined the scenario which my family went through with Bernie in 2008, but it taught me that anything can happen. And this idea that anything can happen gives us a choice: we can live in fear of the unknown or excitement about possibility.

Anything can happen could mean the apocalypse could happen tomorrow, or it could also mean that you pick up a guitar for the first time and you go on tour with Coldplay in a year. Optimism is about taking this idea that anything can happen and leaning into the excitement of all the possibilities.

Brustein: We both have studied improv and have taken away a core competency of the yes, and framework for life. Please share about this and how it applies to what you teach.

Ekstrom: One of the golden rules of improv is a response called, yes, and . . .. When youre improvising with someone in a scene, they could say something like: Hey, Jess. Do you see that big mountain of spaghetti off in the distance? Then you have to acknowledge their improvisation as the truth by saying yes and justify it with your own truth built on top of that, which is the and . . .: Yes, Billy, I do see that mountain of spaghetti off in the distance, and we should go run through these pastures of risotto and cross the alfredo lake to get to it. Then, your partner would yes, and . . . to what you just said to continue to build the story. But imagine if the scene went like this:

Partner: Hey, Jess, do you see the mountain of spaghetti off in the distance?

Me: No.

End scene.

Not exactly a story wed tell at parties. When we say yes to something, it moves us from one place to the next. It takes us to the mountain of spaghetti and lets us ride down it on a meatball. But when we say no, we stay in the exact same room were in right now. Saying no keeps the door shut, but saying yes leads to possibilityeven when we dont know what that possibility is.

Headbands of Hope began when I said yes to an internship at Disney World. I really didnt have any thought or reason behind it, but I knew that more opportunities could happen to me if I said yes rather than no.

Sometimes we have these internal checklists for things to which we say yes. Who will be there? Whats the risk? Do they serve free food? But sometimes we just have to focus on the possibilities if we go for it, instead of trying to check all these boxes.

When we say yes to an idea, an opportunity, a new relationship, or even a new item on a menu that you cant pronounce, were expanding our palette of experiences. And when we expand our palette of experiences, we have more opportunities for stories and growth. We cant taste food weve never tried. We cant shake the hand of someone weve never met.

Brustein: So many of the readers struggle with not feeling ____ enough (ready, smart, pretty, thin, rich, prepared, etc). Please share your thoughts on this, particularly as someone who started her first business from her dorm room.

Ekstrom: A really freeing revelation for me was that every expert was once a beginner. Teachers first had to be students. Anyone who runs first had to learn to walk. Everyone whos ever solved a problem was once just pondering an idea. But everyone whos done something great had to have a moment where they turned that idea into action.

So if everyone had to start somewhere, why not here? And if success isnt about our skills or all of our expertise, then why not you? Everyone whos ever done something great has always had to believe that he or she could be the one to do it.

Brustein: I love your point about how you see companies fail not because they lack resources, but because they are not resourceful. Please share more about this.

Ekstrom: I got my first logo by persuading a graphic design teacher to make my logo creation an assignment for her class. I made my first website by paying a computer design student in Chipotle burritos.

When I got the idea for Headbands of Hope, I didnt have a lot of money or experience, but I looked at what I did have and started there. Its so easy to look over the fence and think about what you dont have thats holding you back. Instead, focus that time and energy into being resourceful with the things that are right in front of you.

Brustein: Im such a believer in the power of relationships, and you share about the power of in-person relationships, not just virtual (to the point that youll hop on a plane to connect). How have those benefited you, and what do you say to someone who is only connecting online and by phone with his or her network?

Ekstrom: I share stories about how I hopped on planes to meet with people who agreed to meet with me since I was in the area. If theres one thing I take a gamble on, its meeting in person. Relationships move so much more quickly face-to-face, and its also so much more productive than a long email chain or even navigating phone or video conversations.

It might sound like more legwork to meet in person, but those in-person meetings were pivotal to the future of my company.

Ekstrom smiling with one of the recipients of a free headband.

Brustein: Lets talk about quitting and failure. Theres a lot of conversation that leads one to believe that winners never quit or that failure is the thing to fear (or the opposite these days: fail fast to fail forward). Whats your take on quitting and failure?

Ekstrom: I had a massive failure in the beginning of Headbands of Hope. Lets just say it had something to do with a loan from a family member and a fraudulent manufacturer. In the wake of this event, I seriously thought about quitting.

Most of what you read says something along the lines of quitting is for losers, which is usually printed on a poster of a lion chasing its prey or a snow-capped mountain with a guy hanging on with his pinkie. But thats not my take on it. I dont want to feel trapped in what Im doing, because we always have choices. I want to work toward something I want to do rather than work toward something I feel as if I have to do. And if that feeling changes, Ill pass the baton and do something else.

Telling yourself you can quit at any moment isnt a reminder of weakness; its a reminder of choice. And when we choose to keep going, were choosing to recommit to our purpose.

Brustein: The courage to begin where one is can be the thing that makes all the difference. How do you encourage people just to start?

Ekstrom: One question: what feels light to you right now?

Dont think about all the things you have to do and the long journey ahead, just break the seal and do something small today. Sometimes we can get so distracted and discouraged with trying to win the Super Bowl that we dont focus on just getting the first down.

Start with what feels easiest and what youre most excited to do. Maybe thats sketching out your idea for how it would look. Maybe its doing a bit of research. Maybe its asking to meet with someone whos walked a similar path.

Baby steps are still steps. When we dont burden ourselves with the heaviness of a massive to-do list, it makes everything seem more manageable. And the baby steps add up. One day youll look back and all the small things you did will accumulate to something really big.

Brustein: Focusing on our success, our journey, and the timing of it can make a massive difference in our progress and trajectory. You talk about the downsides of things like comparing our chapter one to someones chapter seven or thinking that someones failure makes room for our success. Please expand on this.

Ekstrom: Ive realized that most judgments about ourselves are in relation to someone else. Isnt that crazy? Anytime Im hard on myself, I can usually point it to feeling less than someone else, not because of my own personal standards. Its a flaw Im working on.

We cant compare our chapter one to someone elses chapter seven. What we see across from us on the subway, on Instagram, or parked in peoples driveways is not a good metric for how were doing . . . because we only see what people are willing to expose. We dont see all the things theyre not willing to admit.

Someone elses success does not make yours any less. Someone elses failure does not make you any better. The only metric that matters is our own individuality.

Brustein: Please share about Give Gala as well as your suggestion to readers to do silent acts of giving.

Ekstrom: At Headbands of Hope we give a headband to a child with cancer for every headband we sell. Its a small accessory that makes a huge difference in a childs confidence.

Small acts of kindness are still super powerful, so we created an event that celebrates just that. Give Gala: The Worst Fundraiser Ever is a no-money fundraiser that raises acts of kindness for patients and families at local childrens hospitals.

However, when we hear about giving, its usually the Ellen DeGeneresstyle giving that involves a massive check to charity or sending a kid to college who couldnt afford it. Or funding a new jungle for endangered species to live in. And when we cant give in a massive way, we sometimes feel that we cant give at all.

When we focus on a mountain of trash, we dont see the single piece sitting right in front of us that we could easily pick up and throw away. Were too fixated on the impossible task of picking up all the trash instead of the small but very possible tasks that are right in front of us.

Optimism doesnt mean you have to revolutionize the world. Optimism is about a perception of the world that influences positive behaviors: big or small.

Brustein: Please share about alignment versus attention, and the danger of chasing the notion that happiness is achieved when something else transpires.

Ekstrom: I fell into this trap with my business where I was constantly chasing tangible achievements: awards, press, measurable goals. All of those are great and deserve to be celebrated, but we cant treat them as our final destination.

Success is something that cant be measured, it can only be felt. In other words, if you can quantify it, its not success. If what youre chasing is only validated by the likes of others, then stop chasing it. But if what youre chasing is something that is meaningful to you without the attention, then go for it at full speed.

Think about the last time you felt really good about something. For me, its my time spent in the hospitals interacting with patients.

When the likes go away and the applause falls silent, is what youre doing right now still meaningful to you? If your next point of impact did not get a like, a retweet, a share, some followers, or a pat on the back, would you still go through with it simply because it mattered? Do you really think that one more award will make you feel fulfilled?

Ekstrom in the cancer ward giving out free headbands to the kids.

Brustein: Purpose is both a buzzword and hard for many to identify, however, you have a unique approach to it. Please share.

Ekstrom: Ill give you an example of my definition of purpose. When I interned at Disney World, I met two other interns who were both custodians in the parks. One of them absolutely loathed her job and said she just picked up trash and it was dirty and she wanted to go home.

The other custodian who had the exact same job thought that he had the best job ever. He would greet guests as they walked into the park, hed help them plan their day, hed stop by the office and pick up Fast Passes and hand them out to kids, and he was helping keep the park clean so the guests could have a better experience.

These two people had the exact same assigned work: their contracts were the same, the list of tasks they are expected to do was both the same. The difference was one saw trash and the other created purpose.

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The Initial Seed Of Success Youve Not Yet Considered (And How To Grow It Exponentially) - Forbes

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November 6th, 2019 at 11:41 am

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Apple’s ad agency has layoffs as the company beefs up its in-house ads group – CNBC

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A bus and pedestrian pass an advertisement for the Apple iPhone 6 in north London.

Neil Hall | Reuters

Apple's dedicated ad agency is cutting staff.

Media Arts Lab, a unit within Omnicom Group agency TBWA that's dedicated to Apple advertising, laid off several staffers Monday. The company wouldn't say how many were laid off, but a report from Bloomberg, which first broke the news, placed the number at 50.

"Yesterday was a difficult day, as we had to part with some of our talented colleagues," a TBWA/Media Arts Lab spokeswoman said in a statement to CNBC Tuesday. "Our relationship with Apple has never been stronger, but as the needs of our client continue to evolve, we must adapt and continue to evolve the composition of our teams. Decisions like this are never easy, nor are they taken lightly, but unfortunately it is the nature of the advertising business. We are incredibly grateful for the many contributions of those who are leaving us and the impact they have made at MAL and on the work."

Apple has a decades-long relationship with Omnicom Group agency TBWA, the agency behind the iconic "1984" commercial, which introduced Apple's first personal Macintosh, and "Think Different." In 2006, TBWA created TBWA/Media Arts Lab as Apple's bespoke creative agency. Lee Clow, the founder of Media Arts Lab and a close friend of Steve Jobs, officially retired earlier this year.

Meanwhile, Apple's often lauded in-house creative operations group has been adding to its ranks. The company hired Nick Law, chief creative at Publicis Groupe and creative superstar, several months ago. According to Law's LinkedIn profile, he now serves as a vice president of "Marcom Integration" at the company. Tor Myhren, VP of marketing and communications at Apple, joined from WPP's Grey back in 2016. Apple recently hired Evelyn Neill, previously of TBWA/Chiat/Day, according to her LinkedIn profile.

Myhren, in an emailed statement, said Apple has asked its agency to "evolve" as it changes its own marketing approach.

"Apple's confidence and trust in MAL as our singular ad agency is a strong as it's ever been. As we continue to evolve our marketing approach, we've asked MAL to do the same," he said.

The shift comes as Apple is marketing a slew of new products and services, from Apple TV+ to its new branded credit card. Earlier this year, Media Arts Lab hired new executive creative directors for the agency's Los Angeles headquarters to oversee creative for the iPhone and for services including work for Apple TV+, Apple Music and Apple Pay, Adweek reported in May.

Apple began building out its in-house shop in earnest several years ago, part of a broader trend of marketers taking certain advertising functions in-house to regain control or save money.

"[Media Arts Lab] is competing now with one of the best agencies in the business, and that's the in-house agency of Apple," said Avi Dan, founder and CEO of Avidan Strategies. He added that by marketing a widening array of products and expansion areas, the company might be seeking more intricate creative operations and relying more on internal resources to do that.

Greg Paull, principal and co-founder at consultancy R3, said the push and pull of creative work between Apple's in-house operations and its dedicated agency aren't necessarily new.

"The pendulum has always been swinging between Media Arts Lab and Apple for many years. The agency is a little at the mercy of Apple's whims and directions," he said.

But while brands seeking the success of Apple's in-house agency might be inspired by its results, Paull says one difference is the people Apple has inside it.

"The difference between everyone else's in-house agency and Apple's in-house agency is talent - the world's best are attracted to Cupertino and it makes it easier to develop big ideas in-house."

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Apple's ad agency has layoffs as the company beefs up its in-house ads group - CNBC

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November 6th, 2019 at 11:41 am

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You Dont Have To Go To Jail To Give Your Kid An Edge – Forbes

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Todays epic collegeadmissions scandal holds three practical, actionable lessonsfor parents. No prison time required.

MediaNews Group via Getty Images

Actress Felicity Huffman was recently released from prison after serving 11 days for her involvement in the ongoing college admissions scandal. Huffman was convicted of paying $15,000 to have her daughters SAT doctored to help her get into an elite college.

But Huffman isnt alone. More than 30 other well-to-do parentsinfluencers in business, sports, education, healthcare, and entertainmentare involved in the scandal, not to mention those who have yet to be exposed. Stories like this demonstrate the lengths to which parents will go to give their children a competitive advantage.

Yes, seeing our kids succeed is a universal desireand, thankfully, theres an easier way than participating in a criminal conspiracy.

The educational landscape in America has shifted. It used to be enough to get good grades. Those who excelled in school could be fairly well assured of a viable, living-wage career awaiting them at the end of their higher education. It was a nice systemwhile it lasted.

Today, its no longer enough to excel in the academic realm. While robust academic performance is still important, young people who truly want to get ahead must add two other critical attributes to their portfolio: technical competency and professional skills.

Technical competency (or hard skills) can be gained in a variety of ways, including career-focused programs, internships, apprenticeships, licensures, and more. Even part-time employment can deliver technical abilities to some degree. Many employers are now looking at demonstrable skills and experience rather than the letters behind an applicants name. Whether theyre college, career, or military bound, every young person can benefit from the cognitive rigor required to master a technical ability.

When an individual has the academic and technical credentials, professional skills (or soft skills) complete the package. Professional skills are simply the personal attributes and character to succeed in the workplace: work ethic, punctuality, communication, leadership, ability to accept feedback, integrity, critical thinking, problem-solving, stress management, and many more. They are universal across all levels, in all industries, at all times, and are increasingly in demand.

There are many rewarding routes to educational and career success. Parents can play a vital role in helping their middle or high school student discover what theyre passionate about and make a plan to get therewhether college is in the picture or not. Here are three ways you can support their educational and career journey.

To succeed in the new, ever-changing workforce, your child will need robust academic knowledge, technical competency, and professional skillsa trifecta of competitive, economic advantage. And your support can make it happen. No prison time required.

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You Dont Have To Go To Jail To Give Your Kid An Edge - Forbes

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November 6th, 2019 at 11:41 am

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Opinion: Chargers are never going to make it in Los Angeles – USA TODAY

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A black cat got fans on their feet as it dashed onto MetLife Stadium during the Giants-Cowboys "Monday Night Football" game. Storyful

The Chargers and the NFL have backed themselves into a corner of their own design.

The league allowed the Chargers to destroy their home in San Diego, certain there would be a market for the team in Los Angeles despite all warnings to the contrary. Sure enough, its three years later and the only market where the Chargers are thriving is the secondary one.

Their temporary home only seats 30,000, yet it is repeatedly overrun by opponents fans. Sales of personal seat licenses for theswanky, soon-to-openSoFi Stadiumare reportedly feeble. With almost no history in Los Angeles, the Chargers have not been able to get a foothold in a town where interest in the NFL has never been particularly strong.

Chargers fans are often surrounded by empty seats at home, or by fans of the opposing team.(Photo: Sean M. Haffey, Getty Images)

Now come rumblings, via a report Monday in The Athletic, that the NFL is concerned enough about the Chargers long-term viability in Los Angeles that it is at least exploring the option of making the team its first full-time franchise in London.

Its total (expletive) (expletive), Chargers owner Dean Spanos said Tuesday. Were not going to London. Were not going anywhere. Were playing in Los Angeles. This is our home, and this is where we are planning to be for a long (expletive) time. Period.

The NFL wasn't quite so, umm, colorful, but no less definitive.

"No consideration has been given to the Chargers playing anywhere other than Los Angeles ... next season and beyond," the league said in a statement. "Both our office and the Chargers are entirely focused on the success of the team in Los Angeles."

Uh-huh. The success of the NFL's London games means some team is moving there, likely sooner rather than later, and right now the Chargers and the Jacksonville Jaguars are the most obvious candidates. Lets see what happens after a season or two of the Chargers dragging down the NFLs attendance numbers, or only being able to sell out their games at SoFi Stadium with the help of their out-of-town friends.

In the meantime, forgive me if I have zero sympathy for and am actually enjoying the predicament in which the NFL and Chargers find themselves.

The Chargers abandoned San Diego, their home of more than a half-century, for no other reason than greed. The loyalty of the fans, the impact the departure would have on a smaller-market city, the jobs that were lost Spanos didnt care about any of that. He wanted a new stadium but didnt want to pay for it, and when San Diego called his bluff, he picked up his ball and went to a new city.

That Spanos then accepted the NFLs $650 million relocation fee without batting an eye is some next-level hypocrisy. But I digress

The Chargers were always going to be a bad fit in Los Angeles, and just about everyone could see that. Los Angeles is all about glitz and glamour, but it has never been a big sports city. Not in the traditional sense, anyway. It loves its Lakers and its Dodgers and its USC football and UCLA basketball, but that has as much to do with the titles the teams have won and the stars who have played for them as anything else.

The Clippers, another San Diego transplant, have been in Los Angeles for how long now? And its taken a super team and a hyperactive and quirky owner who can spawn a new meme at any moment to make them semi-relevant in their own town.

Los Angeles history with the NFL was not exactly heartening, either. It had lured and lost two teams, the Rams and the Raiders, and didnt seem to mind being without an NFL team for 20-some years after they left. Didnt really seem to notice, if were being truthful.

To foist two teams on a city ambivalent about the NFL and think both would thrive was either arrogant or ignorant or a little bit of both.

At least the Rams had a history in Los Angeles, along with a small fan base that stayed loyal while the team was in St. Louis. The Chargers had nothing.

Plus, those in Los Angeles who cared about the NFL already had their allegiances, whether it was still to the Rams or Raiders, or some other team. There was no room for the Chargers, and no want to create any for them, either.

The NFL and the Chargers seem to think all of this will change when the team moves into SoFi Stadium, which it will share with the Rams. That the people of Los Angeles will be so dazzled by the new digs that they will embrace the Chargers and forget about the ugliness in San Diego.

But the Chargers need more than a change of address if that address is still in Southern California, that is and the NFL needs to be realistic about the market in Los Angeles. Allowing the Chargers to move to Los Angeles was a bad idea, one that looks worse with every game they play there.

Follow USA TODAY Sports columnist Nancy Armour on Twitter @nrarmour.

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November 6th, 2019 at 11:41 am

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The three pillars that can deliver true success – Business Daily

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Personal FinanceTuesday, November 5, 2019 16:10

By ELVIS MOENGA |

On a cold Friday evening in Eldoret, I sat next to an old man. In a room where the average age was about 24 years old, he was noticeable. When he opened his mouth, it was like hearing a bird sing its first melody of the morning. The old man and the map of wrinkles on his face told of an incredible journey.

As we spoke, he asked me: What makes a chair stable? To which I answered the legs of the chair. How many legs does a chair need to be stable? Four, I answered. At the back of my mind I knew it was a trick. He then showed me that a chair can achieve stability on three legs.

There are many things that can make a man successful, but there are three things that can make him truly successful, he continued. In the conversation that ensued, he shared with me the following three pillars of true success, which I live by.

THE TRUTH: Today, it can seem as though the truth is becoming a relative commodity. But there is a marked distinction in telling the honest truth. Many may argue that stock must move and that business needs to make profit at whatever cost. This school of thought is myopic and does not consider the long-term effects of manipulative behaviour in the market, for example. Honesty is the best policy, in business and in life.

HONEST HARD WORK: Honest hard work is a virtue that has been eroded yet there is no substitute. When we separate hard work from reward, our work becomes art! If you have ever bought a piece of art, you feel as though you have landed a great deal. Similarly, when you provide art that is a result of honest hard work, the effect is priceless.

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HONEST SERVICE: Honest service speaks to the how of work. When called upon to serve, do it with finesse. The hallmark of great leaders such as Nelson Mandela and Mother Teresa stemmed from the fact that they offered honest and selfless service.

It involved looking out for the wellbeing of others before the self and offering a seed of inspiration. This pillar is fuelled by honest hard work and honest truth.

A life grounded in a foundation of these three pillars will be deemed as nothing short of successful, the old man in Eldoret told me. We live in a society that needs quality people with strong and true ideals and who live according to these three pillars.

As the author Ellen White put it, and in terms that apply equally to men as to women, The greatest want of the world is the want of men men who will not be bought or sold, men who in their inmost souls are true and honest, men who do not fear to call sin by its right name, men whose conscience is as true to duty as the needle to the pole, men who will stand for the right, though the heavens fall.

That night as I retired to rest, I thought about whether I was living these ideals and if as a millennial trying to cobble together an authentic experience in life, how those few moments of interaction had deepened my perspective.

I resolved to consider these simple yet profound pillars more carefully. That resolve is a gift in and of itself.

The writer is Senior Associate in PwC

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The three pillars that can deliver true success - Business Daily

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November 6th, 2019 at 11:41 am

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Bring These Three Goals To Your First Day Of Work – Forbes

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Getty

A Gallup Poll survey in 2016 showed that one in five Millennials changed jobs in the last year. In addition, three out of five were actively looking for a new job.

Every new job brings you new opportunities. And if the Millennials are truly the job-hopping generation, then they stand the most to gain from these opportunities.

Those who prepare themselves before they first sit down at their new desk benefit the greatest. Before you begin, though, it makes sense to get organized.

Everyone wants to start off their employee experience on the right footand staying organized is at the top of the priority list, says Brad Goldoor, Chief People Officer at Phenom People in Amsterdam.

Staying organized is more than desk organizers and neat workspaces. More importantly, its about organizing your thoughts and coming up with a game plan to grab the blossoming opportunities youre about to experience. That means having some idea of the goals you want to achieve.

Here are three broad categories of goals you should bring with you on your first day at the new job:

Goal #1: A Professional Growth Plan

You might change jobs for the money, but its important to realize that with a greater salary comes a need to add greater value. If youre thinking several steps ahead, youll be planning how to grow professionally before you begin your new job.

Because of the strong job market, job seekers have the upper hand when changing jobs, says Jeff Weber, EVP People and Places at Instructure in the Greater Salt Lake City Area. And while employers are thinking of and offering new perks to recruit Millennials and new job seekers, perks arent what employees care about in the long run. The first thing on someones mind when they start a new job is how they are going to learn and grow professionally in their new job.

If the strategic objective is professional growth, then the most useful tactic is to be aggressive. Quickly seek to discover how your new employer trains its employees, what training opportunities it offers and where and when you might be able to obtain that training.

In roles where a fair bit of training is required, the way to prove yourself will be to pick up the necessary education as fast as possible, says Ilya Brotzky, CEO of VanHack in Vancouver, British Columbia. Ask colleagues for deeper insightsif these are the best practices and what practical hacks make a task quicker, easier or more efficient.

Goal #2: A Personal Growth Plan

A professional growth plan helps your employer to like you and you to like your employer. But all work and no play tends to sour life after a period of time. While you do need space between your job and your life, the two are like complementary branches intertwined with one another. And the glue between them may be the earnings you bring home with you.

Work, then, is not an end to itself, but a means to an end. Every decision with your new job should be framed through the lens of how can I use this to elevate my overall financial situation to achieve my personal goals faster?, says Kelley Long, Senior Financial Planner at Financial Finesse in Chicago and a member of the AICPA Consumer Financial Education Advocates.

This financial success may include increasing your retirement savings. It may also include non-monetary rewards like recognition among peers. People starting a new job are trying to assess the landscape and figure out what success will look like for them, says Sonya Sigler, CEO of PractiGal in San Carlos, California. They are busy meeting people, figuring out whats what, and making themselves and their work known.

Its not just recognition. Its the entire feeling of community you obtain from your work environment. In her capacity as Editorial Director at Amava in San Mateo, California, Rebecca Bloom has connected with a good number of members as they change jobs or reenter the workforce. She says, The most common thing that is top-of-mind for them is contributing to their new team and taking advantage of opportunities to earn and learn that are socially engaging.

Goal #3: Hit a Home Run

Face it. When you start a new job youre really excited. You feel like you matter. Marshal that confidence and energy. Now is the time to accomplish something big. When new hires walk in on their first day, they are ready to take on the world, says Goldoor. Motivation and aspiration fuel their efforts to knock any project out of the park.

Its normal to feel this way. Dont think youre overreaching. The first thing on someones mind really depends on their outlook on life, says Brotzky. For the candidates weve talked to who are taking on new jobs, its all about proving themselves. Theyre looking for the quick wins that will show their new employer that they made a good choice. Most people are eager to please while theyre getting onboarded.

Demonstrating this gusto and seeing it through to success can make a great lasting first impression. Someone that has just started a new job is likely assessing where they can have an impact and what they need to ramp up on in their industry (which may be new to them) or the business and the team, says Kelley Steven-Waiss, Founder of Hitch in Los Gatos, California. They will be looking for areas to have early wins and to understand spheres of influence. So much rests on first impressions that they want to figure out how to show up from their first day which can determine so much of their future success.

To achieve this future success, your actions cannot be carried out in a vacuum. Its critical that you have an audience. But not just any audience. It must be the right audience. An audience that matters.

Someone who just started a new job is setting themselves up for success, and that includes two key components: building relationships and delivering results, says David Levine, COO at BerlinRosen in New York City. Building relationships is critical for both personal happiness and satisfaction, and professionally to develop partners, allies, sources and validators. Delivering results is critical to validate the selection of your candidacy into the role, and to set you up with the social capital, clout and buy-in needed to successfully take on future challenges, expand or enhance the opportunities available for you and to set yourself up for future growth.

Lean into your new job and extract the most out of the experience. Bring these goals with you on your first day at the office. Youll find more satisfaction in your new job and more success.

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Bring These Three Goals To Your First Day Of Work - Forbes

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Key findings on marriage and cohabitation in the U.S. – Pew Research Center

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As marriage rates have declined, the share of U.S. adults who have ever lived with an unmarried partner has risen. Amid these changes, most Americans find it acceptable for unmarried couples to live together, even for those who dont plan to get married, according to a new Pew Research Center study. Still, a narrow majority sees societal benefits in marriage. The study also explores the experiences of adults who are married and those who are living with a partner, finding that married adults express higher levels of relationship satisfaction and trust in their partner than do those who are cohabiting.

Here are seven key findings from the report:

1 A larger share of adults have cohabited than have been married. Among adults ages 18 to 44, 59% have lived with an unmarried partner at some point in their lives, while 50% have ever been married, according to Pew Research Center analysis of the National Survey of Family Growth. By contrast, in 2002, 54% of adults in this age group had ever cohabited and 60% had ever married. Most adults ages 18 to 44 who have cohabited (62%) have only ever lived with one partner, but 38% have had two or more partners over the course of their life.

Looking at present relationships, 53% of adults ages 18 and older are currently married, down from 58% in 1995, according to data from the Current Population Survey. Over the same period, the share of Americans who are living with an unmarried partner has risen from 3% to 7%.

2 Most Americans (69%) say cohabitation is acceptable even if a couple doesnt plan to get married. Another 16% say its acceptable, but only if the couple plans to marry, and 14% say its never acceptable for an unmarried couple to live together.

Younger adults are more likely than their older counterparts to find it acceptable for an unmarried couple to live together. About eight-in-ten adults younger than age 30 (78%) say that cohabitation is acceptable even if the couple doesnt plan to marry, compared with 71% of those ages 30 to 49, 65% of those 50 to 64 and 63% of those 65 and older.

While most Americans say cohabitation is acceptable, many see societal benefits in marriage. A narrow majority of Americans (53%) say that society is better off if couples who want to stay together long-term eventually get married, while 46% say society is just as well off if they decide not to marry.

3 Married adults have higher levels of relationship satisfaction and trust than those living with a partner. Married adults are more likely than those who are living with a partner to say things are going very well in their relationship (58% vs. 41%). They also express higher levels of satisfaction with specific aspects of their relationship, including the way household chores are divided between them and their spouse or partner, how well their spouse or partner balances work and personal life, how well they and their spouse or partner communicate, and their spouses or partners approach to parenting (among those with children younger than 18 in the household). When it comes to their sex lives, however, similar shares of married and cohabiting adults (about a third) say they are very satisfied.

Married adults are also more likely than those who are cohabiting to say they have a great deal of trust in their spouse or partner to be faithful to them, act in their best interest, always tell them the truth and handle money responsibly.

The link between marriage (vs. cohabitation) and higher levels of relationship satisfaction and trust remains even after controlling for demographic differences between married and cohabiting adults (such as gender, age, race, religious affiliation and educational attainment).

4 Many cohabiting adults see living together as a step toward marriage. About two-thirds of married adults (66%) who lived with their spouse before they were married (and who were not yet engaged when they moved in together) say they saw cohabitation as a step toward marriage. Among cohabiting adults who were not engaged when they moved in with their partner, 44% say they saw living together as a step toward marriage.

Among cohabiters who are not currently engaged, half of those with a bachelors degree or more education and 43% of those with some college experience say they saw moving in with their partner as step toward marriage. Smaller shares of those with a high school diploma or less education (28%) say the same.

When U.S. adults are asked about the impact that living together first might have on the success of a couples marriage, roughly half (48%) say that, compared with couples who dont live together before marriage, couples who do live together first have a better chance of having a successful marriage. Another 13% say they have a worse chance and 38% say it doesnt make much difference. Younger adults are particularly likely to see cohabitation as a path to a successful marriage: 63% of adults younger than 30 say couples who live together before marriage have a better chance at a successful marriage, compared with 52% of those ages 30 to 49, 42% of those 50 to 64 and 37% of those 65 and older.

5 About four-in-ten cohabiting adults cite finances (38%) and convenience (37%) as major reasons they moved in with their partner. By comparison, just 13% of married adults cite finances and 10% cite convenience as major reasons why they decided to get married.

Among both married and cohabiting adults, love and companionship top the list of reasons why they decided to get married or to move in with their partner. Nine-in-ten married adults and 73% of cohabiting adults say love was a major factor in their decision. About two-thirds of married adults and 61% of cohabiting adults cite companionship as a major factor.

Cohabiting women are more likely than cohabiting men to say love and wanting to have children someday were major reasons why they moved in with their partner. For example, 80% of cohabiting women cite love as a major factor, compared with 63% of cohabiting men. No gender differences are evident on this question among married adults.

6 Many non-engaged cohabiters who want to get married someday cite finances as a reason why theyre not engaged or married. About three-in-ten cohabiting adults who are not engaged but say they would like to get married someday cite their partners (29%) or their own (27%) lack of financial readiness as a major reason why theyre not engaged or married to their current partner. About a quarter (24%) say their partner not being ready financially is a minor reason, and 29% say the same about their own finances.

Roughly four-in-ten (44%) say not being far enough along in their job or career is at least a minor reason why theyre not engaged or married to their partner. Cohabiters who are not engaged but want to get married someday are more likely to cite their partner not being ready (26%), rather than themselves (14%), as a major reason theyre not engaged or married.

7 Most Americans favor allowing unmarried couples to have the same legal rights as married couples. Roughly two-thirds of adults (65%) say they favor allowing unmarried couples to enter into legal agreements that would give them the same rights as married couples when it comes to things like health insurance, inheritance or tax benefits, while 34% oppose this.

Democrats and those who lean toward the Democratic Party are far more likely than Republicans and Republican leaners to favor allowing these types of legal agreements for unmarried couples. About three-quarters of Democrats (77%) favor this, including 45% who strongly favor it. By contrast, Republicans are about evenly split: 50% favor and 49% oppose this. Party differences are also evident in views concerning the acceptability of cohabitation, the societal benefits of marriage, the impact of cohabitation on the success of a couples marriage and whether cohabiting and married couples can raise children equally well.

Note: See full topline results and methodology.

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Key findings on marriage and cohabitation in the U.S. - Pew Research Center

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WATCH: Having raised over R50m SweepSouth’s Aisha Pandor gives her tips to success – IOL

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JOHANNESBURG Having recently reached a milestone of being in operation for five years, raising more than R50 million in their latest funding round, while most importantly having created more than 15 000 employment opportunities for previously unemployed or underemployed domestic workers, it cannot be denied that domestic cleaning services app, SweepSouth is a South African startup success story.

While the company looks towards its future with plans to expand into new markets and offer services beyond domestic services like handymen, plumbers, electricians, locksmiths, carpet cleaners, and nannies, as well as the growing its online SweepSouth Shop which sells a range of home products, SweepSouths co-founder and CEO Aisha Pandor took a moment to look back and give her tips on personal and business success.

When setting out in business, particularly if youre going to be striking it out on your own as an entrepreneur, think big. Focus on unique challenges and solutions that have the potential to change peoples lives. In South Africa, these are a plenty. Through technology, SweepSouth was able to address a core consumer issue struggling to find reliable & vetted domestic help at decent rates that are also affordable. But it has done so while also addressing unemployment and underemployment, and domestic worker wage issues.

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WATCH: Having raised over R50m SweepSouth's Aisha Pandor gives her tips to success - IOL

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November 6th, 2019 at 11:41 am

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Gifts of Time – Kincardine News

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This is the third installment in a five-part series on Philanthropy. Its devoted to gifts of time.

If creating your legacy means developing a strategy for the most effective use of your resources, then your time should certainly be considered as one of your resources. Time is a finite resource, which resets daily.

While each of us start with the same amount of time each day, our personal values create different priorities for spending it. For some, time with family has the most value, while others value work as a way to create a larger financial impact. Each person is different, and your overall philanthropic strategy should guide you in determining how to use your time to create your personal legacy.

Traditionally, when considering how gifts of your time contribute to community well being, and humanitarian causes, activities such as volunteering for bake-sales, fun fairs, coaching sports or sitting as a director for a local non-profit group immediately come to mind.

According to Volunteer Canada volunteering builds confidence, competence, connections and community. Involved Canadians build strong and connected communities.

Volunteer Canada is a national organization established to increase participation, quality and diversity of volunteer experiences. Their website contains resources, training, tools, research and programs for organizations to better understand the issues and trends affecting volunteerism.

While volunteerism is certainly an invaluable source of community support, each person can make small changes in their everyday activities which lead to impactful change in the community.

There are plenty of opportunities to gift your time in a way that contributes to the wellbeing of others. You may donate an hour of your time to giving blood or supporting those who do. This gift of yourself and your time, could save up to three lives, and has a dramatic impact on many other people.

Choose to shop local whenever you can. This supports local businesses, who in return support local sports, charities, and service clubs. Consider starting your holiday shopping at the Hospital Auxiliary Gift Shop where proceeds are used to support patient care, or perhaps at a Bazar or other fundraiser hosted by local service groups. It may not always be the most

convenient but choosing to spend your time and money locally is a gift to your community.

If your legacy involves building a sense of community, then small things may matter the most. Say hello to strangers and smile at customer service staff (believe me theyll appreciate it). Reach out to someone who you suspect may be struggling. Check in with them and let them know you will listen. Invite a newcomer over for tea, or to join you at the Santa Claus Parade. Building a sense of community is vital to engaging people in the causes which are important to you but plays an equally important role in solving the root problems of many social issues. Connecting with another person may literally save their life.

Mentoring, or gifting of your time, your experience and your skills can be a formal experience, through programs such as Big Brothers Big Sisters, or more informal through coaching, work or a personal commitment. Mentoring is taking a personal interest in the success of another person and impacts the mentor as much as the mentee.

Whether through a formal commitment to the causes you support, or through your everyday actions, focus on spending your time advancing the ideals that are important to you. Your time is a resource. Be careful how you spend it.

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Gifts of Time - Kincardine News

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November 6th, 2019 at 11:41 am

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Workplace relationships: Are they ever OK? – CNBC

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Monty Rakusen | Cultura | Getty Images

Question marks over whether consensual workplace relationships are ever OK have come to the fore this week after the high-profile firing of McDonald's CEO Steve Easterbrook.

Experts say there are no hard and fast rules, however, when it comes to policy (and policing) of romantic relationships within organizations.

The firing of Easterbrook, announced Sunday, has served as a timely reminder to workers of the pitfalls of workplace relationships however consensual they may be and it's no surprise that most people prefer discretion when it comes to romance in the workplace.

A study on work romances in the U.K., released by jobs website Totaljobs Tuesday, showed that the majority (76%) of the 5,795 Brits surveyed would much prefer to keep their workplace relationships a secret yet one in five (22%) of those surveyed said they had met their partner through work more so than through friends, online dating or while at a bar or club.

Other key findings in the study were that two thirds of workers (66%) have either dated a colleague or would consider it, but a third of people (34%) would rule it out. A word to the wise, over half (51%) of those who had dated a colleague experienced gossip from peers a factor that promotes the culture of silence that surrounds workplace romances.

Easterbrook was widely credited with turning the company's fortunes around since taking over the leadership in 2015. The share price more than doubled during his tenure. But McDonald's said Sunday that it dismissed the chief executive because "he violated company policy and demonstrated poor judgment involving a recent consensual relationship with an employee."

McDonald's code of conduct states that "in order to avoid situations in which workplace conduct could negatively impact the work environment, employees who have a direct or indirect reporting relationship to each other are prohibited from dating or having a sexual relationship."

For his part, Easterbrook said the relationship was a mistake and agreed "it is time for me to move on." McDonald's did not provide any further details on the relationship.

While many people have expressed sympathy for him, there is a general consensus that "rules are rules" and workplace fraternization policies (also known as dating orworkplace romance policies) or even non-fraternization policies are designed to protect employees and potential workplace harassment, especially from those in the chain of command.

There are a number of other reasons why workplaces might want to discourage romance from developing, aside from any larger concerns over potential accusations of sexual harassment.

Steve Easterbrook, CEO McDonald, poses with Ronald McDonald.

Getty Images

Workplace relationships could prompt concerns over individual productivity and accusations of favoritism to maintaining a professional and comfortable environment and avoiding possible disruption to that especially in the event of a breakup.

Kerry McGowan, managing director of The HR Specialists, told CNBC Thursday that there are no hard and fast rules when it comes to workplace policies on relationships.

"The issue is often that there are competing requirements you have the business requirements and personal requirements. In a large organization it might not be such an issue if two employees start a relationship because if they work in different departments it won't impact the business. But problems can occur when two people work in the same department or when there's a subordinate relationship (with a senior colleague)," she said.

She said that while organizations don't have to have (and many don't have) a specific policy on romantic relationships in the workplace, it's good to set out rules to employees about what standards of behavior are expected within the company. She also pointed out that friendships between colleagues can go sour too and lead to problems in the workplace.

When it comes to the Easterbook case, most workplace and human resources experts agree that he should have known the rules and should have demonstrated the standards of behavior expected from everyone in the organization.

Colin Ellis, author of "Culture Fix: How to Create a Great Place to Work," also said that while he has "some sympathy" for Easterbrook, "rules are rules," and that workplace culture, and even success, depend on these norms being followed.

"It very clearly states in the company policy manual that employees aren't allowed to have 'consensual relationships' with other employees. You may think this is unfair or possibly even irrational, however, McDonald's makes it clear that's what it is, and it applies to everyone That's the thing about corporate culture, it belongs to everyone and therefore applies to everyone."

Ellis added that as soon as you start having one rule for one person and another for someone else, you create "special" people who are above the law. "This is the kind of action that undermines workplace cultures around the world and leads to falling productivity, engagement and profitability," he said.

Employers have rushed to review and strengthen workplace policies aimed at preventing workplace harassment and sexual misconduct in recent years, particularly in the light of campaigns to end sexual harassment like the #MeToo movement which emerged in the wake of sexual abuse allegations against Hollywood film producer Harvey Weinstein.

The Weinstein scandal might have been set against a backdrop of Hollywood glamor, but it also shone a light on everyday workplace relationships and complex issues surrounding power and authority, influence and consent.

Since then, focus on sexual assault and harassment in (and out of) the workplace and how to prevent such behavior has come to the fore and companies are keen to put policies in place protecting their employees from potential abuses of power. Legal experts tend to agree that some workplaces are bound to have become stricter in recent years.

Stephen Woodhouse, an employment solicitor at Stephensons Solicitors in the U.K., said on Monday that McDonald's nonfraternization policy was "influenced, at least in part, by the recent MeToo movement."

"In today's working world we spend more time at work than at home and as an inevitable consequence of this, relationships will form. There is nothing in law which restricts co-workers from engaging in relationships. However, complications can arise particularly when there's an imbalance of power or where colleagues complain of favoritism as a result of these close relations," he said in an emailed statement.

"Some companies will look to impose a policy which seeks to balance the rights of individuals, against the need to protect the business and its employees. Under such policies employees can be required to declare a relationship if one arises. Stricter employment policies may require one of the employees to move departments or even leave the business," he said.

Commenting on the Easterbrook case specifically, Woodhouse said the stance from McDonald's does appear to be a strict one "but as we know very little about the other individual we are not party to all factors in the decision."

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Workplace relationships: Are they ever OK? - CNBC

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