If You Dont Have A Personal Brand

If You Dont Have A Personal Brand… This last year Ive enjoyed speaking about 60 times (when I wrote my book I had no intention of becoming a speaker, but I love it).   Frequently I ask the audience who here has a personal brand. About 3 people raise their hands (no matter how big the audience is). So what about the others?   They dont have a personal brand?   I would argue they do have a personal brand perhaps its that they are really good (or bad) at what they do, that they are a wall-flower (just there, not really contributing too much or too little), that they are on time or late, etc. Everyone has some kind of branding, and I bet people will be able to sum you up in a few words like John is a really nice guy, or John is the best _____, or something like that. But lets say you are nothing more than a name on a resume?   As a hiring manager Im going to pull whatever information I have access to and try and figure out what you are bringing to the table. In Washington I was speaking at a college and said that if you havent defined or developed your brand, youd likely be stereotyped along with all of the other Gen Y applicants.   Want your brand to be defined by stereotypes (if so, youll be like that (fake) cow in the picture, getting a brand applied to you)? Me neither. Get working on your personal brand! If You Dont Have A Personal Brand… This last year Ive enjoyed speaking about 60 times (when I wrote my book I had no intention of becoming a speaker, but I love it).   Frequently I ask the audience who here has a personal brand. About 3 people raise their hands (no matter how big the audience is). So what about the others?   They dont have a personal brand?   I would argue they do have a personal brand perhaps its that they are really good (or bad) at what they do, that they are a wall-flower (just there, not really contributing too much or too little), that they are on time or late, etc. Everyone has some kind of branding, and I bet people will be able to sum you up in a few words like John is a really nice guy, or John is the best _____, or something like that. But lets say you are nothing more than a name on a resume?   As a hiring manager Im going to pull whatever information I have access to and try and figure out what you are bringing to the table. In Washington I was speaking at a college and said that if you havent defined or developed your brand, youd likely be stereotyped along with all of the other Gen Y applicants.   Want your brand to be defined by stereotypes (if so, youll be like that (fake) cow in the picture, getting a brand applied to you)? Me neither. Get working on your personal brand!

4 Steps to the Perfect Job Spec

4 Steps to the Perfect Job Spec If you work in recruitment, you’ve probably seen thousands of job specs, in all different shapes and sizes. I’ve seen job specs ranging from five sentences, to five pages long. I’ve seen job specs that range in tone from funny and clever, to dry and dull. Furthermore, just as is the case with the CV, job specs have a distinct language of their own. A job isn’t a job: it’s an “exciting opportunity”. Work takes place in a “dynamic environment”; a description that applies to any organisation can you name a workplace that has never changed? A well-written job spec is a real rarity, and many people fail to understand their value to a company. However, the job spec is often a candidates first introduction to a company, which is why a well-written and comprehensive job spec is crucial to attracting the best talent. Consider this: if a poor-quality CV will diminish a candidates interview prospects, then wont a poor-quality job spec diminish your ability to source great candidates? There are three key things that every job spec has to do to be effective: 1) Describe the Role: It is important that the candidate knows what they are going to be doing on a day-to-day basis. Be honest; there’s no point lying. Is the candidate going to be spending 90% of their time doing data entry? Then tell them. It will save you trouble in the long run, and hopefully help keep turnover down by only attracting candidates who are happy to do data entry. Employers may be unwilling to define the role too clearly, because it is often hard to list every single duty. The good news is, this doesn’t matter. As long as you are clearly describing the duties that will take up at least 80% of the candidate’s time, this will be clear enough, and will give them enough information to know if they can do the job. The other advantage of clearly defining the responsibilities of a role is that it empowers the candidate to know what they have responsibility over. If you give them a very loosely defined job spec, then this can be a hindrance. After all, organisations are complex political entities, with little kingdoms, spheres of influence, rivals, alliances, winners, and losers. If the candidate doesn’t know what they are responsible for, they are less likely to be proactive, for fear of stepping on someone’s toes, or violating some unwritten rule. If the candidate knows precisely what they are responsible for, then they are empowered to make decisions and improvements, because they know they have the right to do so. 2) Sell the Company and Role A job spec isn’t just an HR document, it is also an important marketing tool. Tell the candidate what they will gain, by making it explicit. e.g. “YOU will join the team responsible for this industry-leading product”, “YOU will receive full training on this software”, “YOU will be given responsibility for your own projects”, “YOU will work in a fun and informal environment”, “YOU will be eligible for great benefits and a bonus scheme. Make it about what the candidate will get out of it. There has been a well-acknowledged shift in the way we work in the West. Manufacturing and manually intensive work has massively declined, whilst the knowledge economy has exploded. Many of the jobs we do today rely on knowledge and information, and there may be no one ‘right’ way to do a job. This has led to a huge increase in jobs which now typically require a vocational degree to perform, such as software development, marketing, journalism etc. Knowledge is something that is hard for companies to keep, because most studies agree that only 20% of a company’s knowledge will exist in an explicit, written-down form. The rest walks out of the door every evening, as it only exists in your employee’s minds. Because knowledge is a company’s most valuable asset, the balance of power has shifted: it isn’t enough to merely offer employment if you want access to a candidate’s knowledge; you need to demonstrate why they should want to work for you. Many employers get this; the on es that don’t are the ones that will struggle to recruit. 3) Describe the Candidate: There are two main pitfalls to avoid here. Firstly, you need to be reasonably honest about your corporate culture, and what kind of person would fit. There is a depressing tendency, when describing desired characteristics, to use almost meaningless words like “pro-active”. Try to explain why the required traits are important. For example, “because you will be working in a large team, you must be comfortable working with others”, or, “our corporate brand requires our employees to be smart and professional at all times”. This should help deter candidates who would not be a good cultural match, whilst attracting those who are. The other pitfall is getting greedy with the ’technical skills needed. This is something particularly common in software development, where hiring managers will sling on almost every technology imaginable. A good way to get around this is to split your requirements into two sections; essential, and desired. Your essential skills should only be those likely to be needed on a daily basis. Any other skills, such as infrequently used skills, or just skills which would be ‘nice to have’, should go under desired. Even then, don’t be unrealistic. Every skill you list which a candidate doesn’t possess is going to decrease their likelihood of applying, even if they would otherwise be a great match for the role. Focus on the bare essentials to ensure maximum coverage. Conclusions: It has been said that all job interviews ultimately ask three questions; can you do the job, will you do the job, and what do you need to do the job. This is at the heart of the Ability, Motivation and Opportunity (AMO) framework found in HR. How you arrange your job spec is up to you, but it should do each of the three things above, as each section has a specific question to answer. The role description should tell the candidate if they can do the job. Selling the company and role should answer why the candidate will do the job. And the candidate description should answer what the candidate needs to do the job. Make no mistake: a well-written, honest job spec will massively affect the quality of the candidates you attract. What are your best tips for writing a great job spec?

Coach Training How I Became a Coach - Classy Career Girl

Coach Training How I Became a Coach There you are, standing at the edge of the cliff, contemplating your next move. You know you can’t go back, but it scares the crap out of you to think about taking that leap. Why? It’s the great big unknown. It beckons you forward, but yet your feet feel like they are stuck in the mud. Do you know this feeling? I sure do. Flashback to 2007. New York City. Corporate America. 6-figure income. Black suits. Heels. Business travel. Deadlines. Responsibilities. Pressure. Marriage. Trip to Asia. No kids. Yoga. That essentially described my life in 2007, before I made the leap into coaching and entrepreneurship. I’ll never forget receiving these sizable bonus checks in my job of $5,000, $10,000, $20,000 and feeling happy about the money, but sad about my career. I felt like I was stuck, trapped, and completely burned out. What was I supposed to do? How was I going to reinvent myself for the 3rd time in my career? Why couldn’t I simply be satisfied? Those questions plagued me for years up to that point. I finally surrendered … by quitting my job one cold November day at the tail end of a 200-hour yoga teacher training course. Naked. That’s how I felt. Stripped down to the bare essentials, I vowed to move forward honestly and using Spirit as my guide. It was at once liberating and terrifying. Can you feel me on this? I was so lost in my career. Like a boat, lost at sea. I needed an anchor. That lifeline came in the form of a person when she told me about her work that she loved. Work that I had been doing my entire life without me being conscious of it. What was this work? COACHING. As soon as I discovered this field, it felt like I came HOME. Home into my heart. Home into my calling. Home into the knowing that coaches act as midwives for our clients and students as they birth their biggest dreams. It’s the ultimate blessing to be a coach, to create space for my people, to ask questions and to serve by conducting coach training. My clients are saying YES to sailing away from the safe harbor and doing BIG things like: Hosting a big giveaway to grow her list + help more people Starting a free Facebook group to serve her tribe Paying a deposit to host a kickass workshop in an awesome venue Writing her story + healing the past Launching a podcast Giving a TED talk Buying a URL that is SOOO hot + the total homebase of her growing online empire All of these gals are COACHES. I LOVE being a coach + guide to fellow spiritual coaches. It’s truly, truly fantastic. A dream come true helping these gals make that LEAP across the abyss into their next chapter in their spiritual business and gorgeous life. How about you? Are you ready for massive shifts in 2016? Here’s what you need to know: You’re not alone. Anytime change is happening, the Ego FREAKS OUT and wants to keep you small. It takes a lot of guts to walk away from an “okay” life that isn’t you and say YES to your destiny. Being a coach + leader to a tribe that you adore is the cat’s meow. Your time is now. Do not waste another day. Your destiny is calling. It’s time to say yes to your livelihood as a COACH. Come on in + see what we have for you.   “When you have come to the edge of all light that you know and are about to drop off into the darkness of the unknown, faith is knowing one of two things will happen: There will be something solid to stand on or you will be taught to fly.” â€" Patrick Overton Fly high, girl. Fly high. P.S. I’m hosting a few FREE TRAININGS  for new + aspiring coaches. Want to know what’s possible when you say YES to your calling as a coach with coach training? Grab your free spot here.

Lessons in Personal Branding from Chelsea Handler - Personal Branding Blog - Stand Out In Your Career

Lessons in Personal Branding from Chelsea Handler - Personal Branding Blog - Stand Out In Your Career If youre starting out building your personal brand and career, there are lots of lessons in personal branding you can pick up from the E! Networks Chelsea Handler. Whether you agree or disagree with the specifics of her more than slightly edgy brandI think of Chelsea Handler as a younger, raunchier, glitzier Joan Riversshes been building a solid economic foundation for her future. Chelsea Handlers branding 101 success A lot of success is due to hard work and consistent brand execution. The obvious success elements of her brand include: Consistent presence. Although she is constantly touring throughout the United States on weekends, her program airs Monday-Thursday evenings at 11:00 PM (in most markets). No matter what the season or the weather, theres always a fresh show, four days a week. Consistent image. Chelsea Handlers message pushes the limits of taste by references to her own sex life plus commentary on sex news of the day, i.e., politicians caught in compromising positions, actors and actresses making out and breaking up, etc. Theres also commentary and examples of outrageous moments from recent reality shows, brief interviews with stars with new movies (or books), and a lot of self-deprecating humor and teasing her staff. Shaking things up. In order to keep the show fresh, although based in Hollywood, CA, her program often takes the show on the road, broadcasting from Australia, for example. This provides numerous topics for pre- and post-event promotions and show content. Synergy. But, Chelsea Handler is more than a successful syndicated cable network hostess and successful touring comedienne. She has created a powerful synergy between her program and her nationwide tours; shes also a successful author. Shes written 3 books, and, there are usually 2 books at a time listed in various locations on the New York Times bestseller list. So, her TV program promotes her books, her books promote her program, and both support her touring. Building personal relationships The synergy is quite powerful; her program promotes her frequent book signings, which also take place at her comedy shows. Chelsea Handlers book signings put her in personal contact with her fansproviding an opportunity to exchange pleasantries and learn their names while signing their newly-purchased books. Chelseas synergy extends to her strong use of social media. In addition, shes launched a new E! Network show, After Lately. But, wait, theres more! The aspect of Chelsea Handlers brand that most fascinates me, however, is her equity-building for the future. Although currently at the top of her game, an attractive woman traveling around the country, playing to sold-out arenas and comedy clubs, there inevitably will come a day when she wont want to get in another chartered airplane for a cross-country flight. And, thats precisely where most branded experts go wrong To me, the big takeaway from looking at Chelsea Handlers brand has been the steps shes taken to build a brand with her in the center, but one that allows her to delegate to others. This, of course, frees her from the necessity of doing everything herselfallowing her to leverage the time and talents of her staff. Shes created an ensemble, a recognized brand that can grow over time, while providing her the time to write more books or create new programs. Chelsea Handler has mastered the lesson of becoming a branded entrepreneur, rather than a self-employed professional with a recognizable brandbut nothing to sell but their own time! The benefits of becoming a branded entrepreneur may not be as obvious or as necessary today, but the advantages will become increasingly obvious in the years to come. Already, the Comedians of Chelsea Latelys schedule is growing, fueled by the exposure  and familiarity of their appearances on the Chelsea Lately Show, and the new After Lately show filling up. Whats your equivalent of the Comedians of Chelsea Lately? How are you leveraging your personal brand by creating future sources of income by training others and learning to delegate so you can profit while indulging your passions, nurturing your family, or just reading (and writing) by the pool? First-time authors, writing their first book to build their personal brand, have to be especially vigilant and creative, looking for ways to build a personal brand that has an element of leveraging that can earn money without their personal, continuous, hands-presence and involvement. Authors are usually on their own; few literary agents or book coaches can provide the business acumen and long-term strategic guidance, and college and university courses often focus on the tools of writing, not how to profit from writing. What steps have you taken to multiply your current income and insure your future incomeor are you content to always be a one-man band? Share your impressions of Chelsea Handlers personal branding lessons and questions, below, as comments. Author: Visit Roger C. Parker’s Published Profitable and ask a question or suggest a topic for a future Author’s Corner blog post.  

Writing a Powerful Objective For Special Education Teaching Resume

Writing a Powerful Objective For Special Education Teaching ResumeWriting a powerful objective for special education teaching resume is a basic job requirement in any teaching profession. What does this mean? It is when the employer seeks to hire you, they are looking for a strong perspective on classroom activities and practice of an academic subject.A strong objective shows that you are dedicated to developing reading comprehension skills. It is also a good idea to make sure that your objective is well written. You should have a passion for a subject that is relevant to the field of teaching.The main thing about creating a strong statement is that it should be personal. It is very important that you use common sense. There is no point in posting some general words that may be able to describe the title of your subject.It will not help your cause if the title is too technical or too trendy. You should choose the appropriate title that is likely to attract the attention of the employ er. You should remember that they are looking for someone who has a very strong commitment to their profession.An effective objective should contain details of previous experience in teaching. They should also highlight how much time and effort you put into your subject and your commitment to improving it. It is very crucial that you have an objective that conveys your commitment to improving your reading comprehension skills.You will need to consider the structure of your Special Education teaching resume. The important thing to keep in mind is that the objective is there to convince the employer that you will fit in the category they require. It is essential that you write the information in such a way that it stands out from the rest of the material on the resume.The first paragraph should contain content about your passion and expertise in the subject. Make sure that the information includes useful information that will make it a topic of interest to the employer. The second par agraph is the key to the contents that you want to include in the third paragraph.The objective should contain enough information to prove your ability to succeed in your job. By writing the information in the right way, it will be easy for you to make a strong statement about your subject. A powerful objective for special education teaching resume must be used in all the other parts of the resume to make it stand out above the rest.

3 advanced tips for creating a happy workplace from Henry Stewart - The Chief Happiness Officer Blog

3 advanced tips for creating a happy workplace from Henry Stewart - The Chief Happiness Officer Blog Henry Stewart is the found of Happy, a company in London that does computer and happiness trainings. They are also (naturally) a very happy workplace. In this speech, Henry shares 3 more advanced tips for creating a happy workplace: Let employees choose their boss Give pre-approval on big projects Celebrate mistakes Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Weird Als Mission Statement - The Chief Happiness Officer Blog

Weird Als Mission Statement - The Chief Happiness Officer Blog How could I possibly NOT share Weird Al Yancovics latest song called Mission Statement: I mean, look at it. It parodies both business jargon and those ubiquitous RSA-style whiteboard videos. Brilliant. The sad thing is that his parody lyrics are only slightly less comprehensible than some actual mission statements Ive seen :) Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related