3 lessons learned at the United State of Women Summit

3 lessons learned at the United State of Women Summit3 lessons learned at the United State of Women SummitI just wrapped up an incredible weekend in Los Angeles at the second United State of Women Summit, a gathering of over 5,000 women from across the country who are standing up to make their voices heard and take action in their communities.On Day 2, Bossed Up joined She Should Run and Platform Women to provide a day-long training on how to clarify and communicate your vision like a boss. Our practical, tactical training came on the heels of a day full of inspiring speakers and rallying calls to action.Here are some of my favorite moments and key lessons I took away from Day One1. Check yourselfStanding arm-in-arm with Patrisse Cullors-Brignac (the co-founder of Black Lives Matter), actress and activist Jane Fonda took the mic and was the first to admit that her understanding of race and intersectionality had been lacking, so Im studying, she said, to a round of deafening applause. It was wonderfully refreshing to hear this kind of admission from a white woman with so much power to lend to the feminist cause. She demonstrated that no one expects perfection from our leaders, and in fact, admitting to a shortcoming was a vulnerable, authentic, and humanizing moment. By telling us what she was doing to improve herself, she set a model for anyone who feels like they dont have a good practice of intersectionality in their feminist arsenal.Watch her impressive speech in full here2. Your existence can be you resistanceTarana Burke, the creator of the MeToo Movement, gave a stirring call to action centered on self-care for all the activists, organizers, and leaders in the crowd. Putting away her prepared remarks, Burke went off-script and got real about the need for sustainability in the movement.Theres a lot of work that we have to do, she said, Theres always going to be a lot of work for us to do. But you have to take care of yourself. And so I charge you to notlage let your life be consumed by the work, cause taking care of yourself is parte of the work.She challenged the crowd to find joy on the long road to justice and pointed out that simply living our lives can sometimes be rebellion enough. Let your existence be your resistance, she said.Listen to her remarks here(function(d, s, id) var js, fjs = d.getElementsByTagName(s)0 if (d.getElementById(id)) return js = d.createElement(s) js.id = id js.src = https//connect.facebook.net/en_US/sdk.jsxfbml=1version=v3.1 fjs.parentNode.insertBefore(js, fjs)(document, script, facebook-jssdk))Let Your Existence Be Resistance Tarana BurkeWhat every woman needs to hear NOW Thank you for speaking truth to power, Tarana Burke. ??USOW2018 StateOfWomenPosted by The United State of Women on Saturday, May 5, 20183. Youve got to walk the walkIn a wonderful dialogue with Tracee Ellis Ross, Former First Lady Michelle Obama stirred up the crowd in talking about the dichotomy too many leaders men leaders, in particular live with. On the one hand, they whisper into their daughters ears that you can be anything you set your mind to, and then on the other, they walk into the office not realizing that the status quo perpetuates a very different reality.If we want our daughters to be able to achieve their full potential, we need to examine our own practices at work and our societys continued, underlying discomfort with women wielding power.Otherwise, she said, Weve sold them a bill of goodsAnd its not just on the shoulders of men to examine this hypocrisy, Obama contended, its on us as women, too. If we as women are still suspicious of one another, she said, if we still have this crazy high bar for one another than we have for men we have to have that conversation with ourselves as women.Watch the full conversation hereThis article first appeared on Bossed Up.

Why healthy competition among employees works

Why healthy competition among employees worksWhy healthy competition among employees worksOne of my favorite childhood memories is the centuries-old national tradition ofcolor warat camp.I loved the intensity of this week of games, contests and events, as well as the life lessons it imparted. We celebrated when we won and cried when we lost, but we learned to compete and respect each other simultaneously.We are now just emerging from a generation of parenting that gave competition a bad rap and ignored the psychological benefits that can be gained from learning how to win and lose. And thats not just my own experience - its been saidthat competition effectively brings out peoples creativity, innovation and camaraderie.Building a killer instinct among friendsAt my company, we strive to infuse color war-style competition in the workplace and have found that not only does it improve our culture, but it also raises our performance as a gruppe. From brain teaser scavenger hunts to Amazing Race-style challenges, our focus on healthy competition has paid off Acceleration Partners welchesranked No. 4on Fortunes 2016 list of the top 10 places to work within our industry.To promote collaborative innovation and trust among teams, you need to appreciate the competitive process more than the end result. Competition exists in life and business you cant ignore it. Someone out there wants your employees, your clients, your absatzwirtschaft mindshare and more. If youre content with being in second or third place, thats where youll end up.If you want to be a market leader, you have to understand these three truths about fostering competitionCompetition can be a good thing.When team members work together towards a shared goal, they push one another to be more creative, productive and motivated. Even when a team loses, its members maintain that feeling of goodwill.At our annual meeting in Boston last year, we held a Great Race competition based on Boston-specific clues. One team h ad the odds stacked against it Not a single partie on the team was from (or familiar with) the city. It was no surprise that the team finished last, but that didnt discourage its members They didnt get angry or let their loss sour the experience. Instead, they worked together and learned what they could have done to overcome their disadvantage, buildingresilience and determination, and some new friendships. In the end, we all agreed that this team had more fun than any otherHow you compete matters.When competition is tight,researchshows that those who compete out of fear of losing often turn negative. Rather than learn from the experience, some companies might demonstrate this by acting like sore losers when theyve lost a bid, badmouthing competitors or making excuses for why they didnt get the work. Dont be that company Failures, after all, can be valuable learning opportunities. And the more you learn, the better you become. Performance marketing is a very competitive industry. We dont win every client opportunity that wed like to, but we compete respectfully, and its paid us back in spades. Many times, clients who initially passed on us have reached out down the road to work with us. Because we display no hard feelings when we arent initially selected, we keep the door open for a future relationship. How do we manage to maintain this mindset? Our version of color war has helped us embrace and appreciate healthy competition. By creating random teams that compete for a small period of time and then returning to our normal groups, we ensure that everyone understands that how you treat people during the contest matters. Just because someone is on another team one day doesnt mean he cant be on yours the next.Internal - and external - collaboration is essential.Collaboration and competition are not mutually exclusive. To effectively compete, you must collaborate. Many highly-talented individuals within our company wouldnt be nearly as effective if they didnt wo rk together as a team. Its all about leveraging each persons skills and capabilities, and not expecting one person to carry the entire load or have all the answers.This idea also applies externally The most successful companies are those that expand andstrengthen partnerships, resulting in nimble innovation and strategic problem-solving. Weve seen this concept at work at my company. Although some companies in our industry might view us as competitors, we know that when we collaborate and share our expertise as partners, we can help each other solve some of the industrys biggest challenges.Finish strong - no matter the resultsEven if you know youre not going to win, theres real value in seeing the competition through and displaying resilience. For example, in a brain teaser competition held at our annual meeting, only one team could win. Even after word spread that we already had a winner, the remaining teams continued to work together to complete the activity.They didnt quit just b ecause they knew they wouldnt win they all wanted to see it through and solve the problem themselves. When teams are released from the pressure of winning or losing, they start to feel free to reach for (and focus on) personal performance heights. All startups could use a little more of that initiative within their teams.Entrepreneurs need to remind their employees how enjoyable the challenges of healthy competition are, and teach them to embrace the opportunities it affords them to reach their full potential. Pretending there arent winners and losers doesnt help anyone in fact, it often sets up a situation for disappointment. Its time to return to embracing competition because, whether were winning or losing, were always learning.Robert Glazer is the founder and managing director ofAcceleration Partners.This column first appeared at Business Collective.

Employees Sharing Rooms When Traveling

Employees Sharing Rooms When TravelingEmployees Sharing Rooms When TravelingIt is not illegal to ask employees to share rooms on business trips. Employers ask employees to share rooms for a variety of reasons, but should they? Cons come from employees who seem to universally dislike the practice. The pros come from executives and owners who are often not subjected to the same rules. Reasons to Require Room-Sharing Employers defend the practice of employees sharing rooms for ansicht reasons The employer wants to cut the cost of travel and entertainment. Economically, sharing rooms affects an employees ability to attend conferences, training, and business meetings because, without the shared rooms, only half of the eligible employees would be able to attend the event.Some employers argue that sharing a room builds camaraderie and a sense of teamwork. They say that it helps employees get to know each other on a whole new level.The employer would not have obtained the work contract i f the cost savings of employees sharing rooms had not been factored into the bid. Employers argue that employees would rather have the work than their privacy. Negatives About Shared Rooms On thecontrary view, employees should never be asked to share a room with a coworker, not under any circumstances including saving money during tough economic times. While it may not be a legal issue- although we can certainly conjure up harassment scenarios- it is a respect issue. Employees who travel for business to benefit their employer should be treated with the respect and regard that they deserve. This includes privacy, a distribution policy for downtime away from coworkers, and the opportunity to relax without having to worry about the opinions, feelings, habits, and stuff of a coworker. Possible violations of ADA by placing an employee with an accommodated medical condition in a situation where he or she does not have full privacy for the medications, medical equipment, or room accom modations they may require. By requiring employees to share rooms, you violate their privacy and may cause them to disclose medical information they dont want to share. Even if you require sharing rooms, an employee with a medical condition should be able to ask for a single room.The potential benefits of camaraderie and team building are overwhelmed by the lack of privacy and the stress engendered by sharing a space with a stranger with whom the employee is not intimate. Employees are vulnerable when they sleep, and even well-liked coworkers in the same room can interfere with sleep. And, in a shared setting, the employee gets no real downtime after working or traveling all day. If you respect your employees, your employees should not have to listen to a coworker snore, smell their stinky socks, work around their toiletries in the bathroom, share the soap in the shower, listen in on their phone calls, deal with their clothing and hygiene habits, or put up with their late-night work habits.Working effectively with coworkers requires a certain amount of respect and privacy. Asking employees, who maintain their self-determined professional distance from each other at work, to violate these rules of conduct on the road destabilizes patterns of interacting. Employees develop their comfort zones and behaviors that help them cope with the workplace over time. Employers cannot expect that the disruption of these distance and space needs will benefit employees. Seeing your coworker walk around a hotel room wearing a towel when youre used to seeing her across a conference table wearing a business suit creates discomfort. While some employees may be unphased, others will be deeply uncomfortable. Why risk it?An employee who is giving up hours of his or her free time, spending time away from family for a business purpose, should have a private room to retire to for breaks and in the evening. The employee should be able to call home without an audience, drink a few cocktai ls without a disapproving observer, work until the wee hours of the morning, or call it an early night without worrying about the needs of a coworker. Employees who have just spent breakfast, lunch, and dinner together plus attended all-day meetings with fellow employees deserve a place for solitude and rejuvenation. Sharing a room is not a team-building event and it may result in damaged work relationships even if both of the employees are respectful and mindful of adult behavior.Business travel is stressful enough, and your employees are already voluntarily giving you hours of their time, without adding one more layer of potential stress and offensiveness. Give your employees the respect they deserve. Unless good friends ask to room together, employees should never be asked to share rooms. Alternative Ways to Cut Travel Expenses The herausforderung remains. Business travel costs continue to escalate and employers need to control costs. Hopefully, youre convinced that making e mployees share rooms is not the answer. If youre a large corporation with a travel department, you have likely implemented these solutions and suggestions already.

Here is a best-case scenario for your life and legacy

Here is a best-case scenario for your life and legacyHere is a best-case scenario for your life and legacyThey fired her, and then she died two weeks later.Barb welches a wonderful person to work with.WasThe soft helping verb suddenly feels like an anvil. Maybe because in the last 5 years, a lot of people have been taken to the land of was.My sister *was* funny.My grandfather *was* kind.My great grandmother *was* disciplined.My friend from high school *was* talented.Even the shadow of *was* is scary. Right now my grandmother is experiencing dementia. It hurts to know one day she will be a was as well.So will my wife.So will I.But the death of a coworker feels more futile. I point to family members and connect meaningful Christmases and birthdays. I connect life-changing conversations and decades of memory.When I point to Barb I can only sayYeah she politely helped me format a few documents once.That feels unfair.It feels unfair because she was a daughter, a sister, a friend. She was a thinker, a dreamer, a doer. She was a good person in a world which often feels short of them.And look. I am chained to the ugly three letter word again.- - - Before I go much further, lets take a brief stopover Ed Catmull, one of the co-founders of Pixar.In 1972, long before Toy Story became a concept, Ed sat in a lab and waited for a caster model of his hand to finish drying. (He forgot to apply lubricant, which means he will be yanking out every single hair on the back of said hand until he is able to free it from the mold). Once finished, he used his real hands and fingers to paste no fewer than 350 triangles and polygons of varying size and shape on the fake hand. All of this effort is an attempt to mimic the curved structure of a human hand using only 2D shapes.And why would he want to do that? Because at this time, computers were barely able to show flat objects, let alone a nuanced, detailed, three-dimensional hand. Ed attempted what nobody had done before with success. H e would use the translate the X,Y, and Z coordinates of the polygons into an array of numbers in the machine, where the monitor would (hopefully) display a crude yet obvious duplicate of Eds hand.This project took Ed endless hours to complete. It would go on to be the foundation of his dissertation - A Subdivision Algorithm for Computer Display of Curved Surfaces. His paper, a monstrous 84-page tome of data and jargon and theory and big words, would be judged and filed away where few people would ever read it.Did you see what just happened? Decades of thought and work and application - and I boiled it down to three paragraphs.- - - Best case scenario what you do ultimately ends up as a trivia question, a piece of esoteric knowledge filed away by only the fruchtwein dedicated historians of your craft (and, perhaps, a writer obsessing over the most minute details of a creative company).What conclusions can we draw from this?Understand life will end, but live anyway.Understand work will fade, but work anyway.Understand love will stop, but love anyway.These are the commandments of being human, best I have found Live, work, love.Maybe Barb politely helped me format a few documents once is the best possible testament to her memory.Maybe Todd once wrote an post that made me feel something is the best possible testament to mine.Heres what I believe without question The world does not need another Picasso - a sadistic narcissist with little empathy and even less respect for his fellow man.Instead, this generation requires creative people who will say my work is important, but so are the people I make it for, who will understand the need for connection as well as success, who will build a better future for those who come next.We need artists who care.Much love as always ?- Todd BThis article first appeared on Medium.

Free Resume Templates and Resume Builders

Free Resume Templates and Resume BuildersFree Resume Templates and Resume BuildersAre you staring down a blank page, trying to convert years of work experience into a narrative that will make sense to a hiring manager? If so, a resume schablone can help. A resume template provides you with a layout for your resume. That way, you dont have to design the document from scratch. A template starts the process for you by laying out certain basic sections hiring managers expect to see, such as personenname and contact information. Once you have the requirements covered, its much easier to customize your resume and make your achievements shine. Why Use a Resume Template You may be great at your job, but that doesnt mean youre equally skilled when it comes to designing a professional resume. Even if you are adept at writing this kind of document, the whole process is time-consuming. Not only does a template save time, but it reminds you of exactly what sections to include. Even if youre n ot a rookie when it comes to resume writing, its always useful to review resume templates and samples when preparing your resume. That way, you can get an idea of what a resume should (and could) look like. Tips for Using a Resume Template The best way to use a resume template, or sample resume, is as a starting point. Dont think of it as something engraved in stone. In other words, just because the template uses a Times New Roman font, that doesnt mean that you cant use your preferred Arial font. And, if the resume template includes an objectives section, but you prefer to have a summary section, feel free to make the adjustment. In fact, personalizing a resume template is advantageous. After all, nearly every resume template out there is available to every other job applicant out there, and it pays to stand out from the crowd. Just be koranvers to stay within the boundaries of whats appropriate when you personalize your resume. For example, while you can change the font, be su re to stick with a professional, resume-appropriate font choice. After reviewing a few options, choose the template that appeals to you the most. Part of the template selection process may involve deciding what type of resume youd like to have functional, targeted, chronological, or some hybrid option. Once youve selected a template, add your information. Then, tweak and edit the document to personalize your resume, making sure it highlights your unique skills and abilities. Free Resume Templates Review these resume templates, looking for the option that best suits your career level and background. Basic Resume Template Starting from scratch? This simple template will get you headed in the right direction. It includes all the most essential resume sections and the formatting for each.College Resume Template If youre a current student or a recent grad, you need a resume template that blends your college achievements with your growing work history. Make the most of your internship s, student jobs, and extracurricular activities and set yourself up for job hunting success right out of the gate. Entry-Level Resume Template Entry-level doesnt necessarily mean no experience. Though, even if thats the case, this template can help you show the hiring manager why they should take a chance on you.High School Resume Template Todays high school students often have more to offer employers than they might realize. Learn how to organize and highlight your experience.Google Docs Resume Templates Need a free template that helps you format your skills and experience right on the page? Google Docs has you covered. They offer templates for resumes, cover letters, and more. Free Microsoft Resume Templates You dont necessarily have to own a copy of (or a subscription to) Microsoft Word in order to use their templates. Many are available for free online. Resume Templates and Samples Whether youre applying for a job as an menschenhnlicher roboter Developer or a Writer/Copy Editor, this comprehensive collection of resume examples has something for you. This section also offers advice on how to choose the right resume type for your work experience. How to Write a Resume That Sells Read these writing tips. Still staring down the blank page without a clue where to begin? Learn the difference between a resume and a cover letter, the purpose of a resume, how to focus on your achievements, and what to leave off your CV. Plus, get direction on how to choose between the types of resumes and how to format your final product.Review resume samples. Templates will help you sort out your thoughts, but resume samples will show you what work experience looks like on the page. Examining how other people describe their experience and adapt templates can be very helpful. This is particularly true if you look at samples which are either at your current career level or from people in your field. Use sample resumes only for inspiration- do not copy information or phrases. Abo ve all, be honest. Its important to be truthful on your resume and to portray your experience accurately. Dont fall into the trap of stretching your experience, changing your job titles, or fudging dates to cover employment gaps. Youll likely be caught, either during the background check or once youre on the job.

The Confidential Secrets of Easy a Online Free Exposed

The Confidential Secrets of Easy a Online Free Exposed Top Choices of Easy a Online Free The Muslim matrimonial links offer lots of information about Muslims all around the world. In general, purchasing a plan file on the internet is truly simple but you should do a little bit of research before you really buy anything. The many sites supply a whole lot of information on almost every facet of life. Attempt the search above and after that use a paid search in case you dont get what you want. Even though a digital hunting game might never replace the excitement of a hunt in-the-flesh, it can be an enjoyable and straightforward means to pass some free moment. You dont at all times want to pay to examine free movies. Folks can purchase anything using their charge card and theyre able to pay the money back to their bank any time they want. Easy A is quite a modern and distinctive twist to the timeless and traditional novel of The Scarlet Letter. With internet tax software yo u wont need to download a thing. It is possible to borrow money for the majority of your requirements, things like personal laptops, accommodation expenditures, school books, normal living expenses merely to name a couple. As a way to begin your tax filing on the internet, youll require a tax filing website that provides zugreifbar software constructed for straightforward tax preparation. Additional persons that have a good rating might qualify for bigger amounts and pay less interest. New Step by Step Roadmap for Easy a Online Free On-line coaching acts as an excellent choice. Regardless of what your reason is, learning anotlageher language can be quite rewarding. On-line classes also have videos accessible to learn from. You are able to download great piano lessons on the internet that you may use repeatedly over and over again until youre a wonderful piano player. All you need to do is use the office depot locator thats available online. Probably the toughest choice w ill be which provider to select from in order to get your free quotes. You also will have accessibility to talk to instructors with internet chat. If you believe theres an issue with an item or the service, a shop manager is always present to help you with your concerns. Dont you simply want lose weight Safely and healthily by following a diet which will permit you to not just eat your favourite foods but in addition make it possible for you to have 5 meals over the course of the day. Additionally, the online adult add test is more affordable than other ways of diagnosing the problem. You will want the support of a superior diet plan though. Online adult ADD test makes it possible to understand your condition better so that the very best corrective measures could possibly be taken. The One Thing to Do for Easy a Online Free There are a lot of completely free games that are focused on surgery online and finding them is pretty simple. Design your on-line profile to seem jus t like you just started dating online. Games are what it was created for and youll be able to play multi-player games via the web. A number of the games encountered online is only going to be promotional in nature. The Fundamentals of Easy a Online Free That You Will be Able to Benefit From Beginning Today Thus, consumers have the ability to buy more grocery items with the money they have. Many people dont realize that by far the greatest market on earth is the foreign currency market also referred to as the forex. You are just about to discover some clever methods of attracting women online that you could use immediately. Once you comprehend the huge picture (forex), the more compact markets are simpler to trade. If you want to understand how to create easy on-line applications for student loans then youve come to the correct place. An internet program has many advantages over a conventional on-campus degree program. Strategies for Applying Online Applying online is simpl e and convenient. Once you were accepted, you can start learning online. The Birth of Easy a Online Free To earn money fast and simple on the web isnt nearly as hard as most folks might think. Whether youre new, youve got to act like you simply stumbled on internet dating recently. The web has made life a good deal easier in nearly every respect. It makes ordering fast and easy.

3 Items to Consider When Creating Your Employee Handbook - Spark Hire

3 Items to Consider When Creating Your Employee Handbook - Spark HireA frequently overlooked item for many startup businesses is the employee handbook. This is an important document for any business, regardless the size. Your employee handbook should include items and topics that protect the company and its employees by setting clear guidelines and expectations.Some of the important items to consider when creating your employee handbook include information about your company, guidelines on work and behavior expectations, as well as guidelines on internet and technology use.1.Company InformationSince your employee handbook is something that will be provided to new employees, it is smart to include some information about your company. Details regarding company values, goals, and mission statement are excellent topics to introduce in the beginning of your handbook. By establishing goals that your company strives towards and holds most important, you are ensuring that new employees have an understanding of the company culture and beliefs.2.Work and Behavior ExpectationsIts important that new employees understand your expectations when it comes to work behavior. If you have set schedules and times for breaks or time off, be sure to reference these expectations. No smoking or drinking policies while on site should also be noted in the handbook, as well as your prohibited harassment policy.3.world wide web and Technology GuidelinesInternet and technology guidelines are extremely important due to the advancement and ease of use regarding todays technology. You must first decide how comfortable you are with personal use of your computers, printers, or internet.TLNT advises the importance of including a policy directly referencing social media use. If you are comfortable with employees using company internet and computers to check social media sites while on break, be sure to include this in your handbook along with guidelines that will prevent abuse.Today, some companie s are becoming more flexible with how they allow employees to use technology. Taking time to check Facebook or twitter is not always seen as a bad thing, especially when done in moderation.However, you should consider including in your policies something surrounding the referencing of your business on social media sites. For example, there has been some confusion in the brde couple of years regarding who owns the rights to contacts on an employees LinkedIn account. It is smart to reference this topic in your handbook, especially when you have employees networking or dealing with existing and potential customers.As with any company guidelines or policies, you should first check state and government laws to ensure your expectations are within legal requirements. Your employee handbook is not a contract, but simply documents of information to help your company and employees know the expectations and guidelines, within legal requirements.What are some important items that you have added to your employee handbook? Please share your experiences below in the comments.Image iqoncept/Bigstock.com

5 Minors for Mechanical Engineers

5 Minors for Mechanical Engineers 5 Minors for Mechanical Engineers 5 Minors for Mechanical EngineersYou major in mechanical engineering and are excited to learn the ins and outsbut there are other skills that can be a strong complement to that invaluable degree, and they may not be so obvious. With this in mind, here are a few minors for mechanical engineers to consider.Data ScienceImage seewhatmitchseeBig data is hot right now and knowledge of data analytics can be a potential boost to job performance for a ME, says Alexis Abramson, prof of mechanical and aerospace engineering at Case Western Reserve University. We are collecting mora data on everyday life, she says. What used to be dealing with hundreds of pieces of data is now seemingly endless. By being able to use this data to inform their design process and their understanding of failure, the lifetime of engineered devices can be improved. You used to have an engineer with years of experience to make a call on an invention but now you also have years of data to run analyses.BusinessAbramson is quick to remind that you cant usually just hide in your workand a business minor is a great way to improve interaction skills and relating to the selling of a product you might even create. Were talking about the professional softer skills you need to pick up somewhere, she says, Here you can talk about real world problemsthe market, competition, a key in for-profit settings. Also, in business classes youre practicing presentation skills and theres often an emphasis on team projects which is coveted in the job market.The HumanitiesThis covers more than one minor, but Abramson likes the humanities because they often force you to improve critical thinking skills and are another place to further develop conversation skills. Many humanities minors can fit the bill but she does see English and History as two standouts. Its helpful to write papers on a topic that isnt actually a technical report, she says. You learn to h ave an argument and clearly articulate it. Exactly what could help you in defending your product when you have to find a way to appeal beyond just the numbers.Image seewhatmitchseePsychologyA key factor in a successful product? Understanding the mentality of the potential user. A psychology minor could be just the ticket, says Ryan Towles, an undergraduate academic advisor for Michigan Technological Universitys mechanical engineering school. We have some students who get really interested in human factors and its often involving operating machines, Towles says. Theyre interested in how people react with controls, how do they look at signals with an interface. And it allows them to understand how the human brain relates. But it also can assist when you get ahead on the corporate ladder. In a management position it can help you get a sense of how that employee is doing and what will motivate them, Towles says.Electrical EngineeringAnd, just in case you dont want to stray from engineer ing for even a minor, Towles likes electrical as a leg up in many areas. It just has so many things it crosses over to, he says. Youre talking robotics, aerospace, hydroelectric, and more. Having that background will give you the advantage of speaking that language better, and also help with fitting into that fabric.Eric Butterman is an independent writer.In business classes youre practicing presentation skills and theres often an emphasis on team projects which is coveted in the job market. Prof. Alexis Abramson, Case Western Reserve University

This is how baby boomers and Millennials differ with work ethic

This is how baby boomers and Millennials differ with work ethicThis is how baby boomers and Millennials differ with work ethicBaby Boomers sometimes believe Millennials are entitled and lazy, but this couldnt be further from the truth.Millennials have entered a professional world where their realities are wildly different from the ones Boomers knew. They prioritize things that dont make sense to Boomers because their environment has different demands.For example, Millennials expect to be fired or let go regularly, so they want work that is directly in line with their own career equity, which are the skills and experiences that help them improve their career prospects. They know their time is limited, so they dont invest in doing things outside their own path. Boomers, however, are used to working hard for a company in exchange for long-term investment in skills development and for security, like a retirement fund or pension.But employment security and long-term investment no longer e xist in the modern working world.So what are Millennials working for?Having worked extensively with Millennials at my companies, Ive found they often work incredibly hard. But first, they need to feel like what theyre working toward aligns with their own goals and aspirations. Specifically, I hired a lot of freshly graduated art history students to work as account representatives at Lofty.com. I ensured upon hiring them that I knew what they wanted to build in their careers, and ensure that their role within Lofty would amount to that end. This created a management-employee partnership. They worked hard for my company because they felt they were getting something out of it that benefitted them.This may sound foreign to Boomers. They come from a world where they were expected to pay their dues by working hard on whatever the company needed, with the expectation that the company would reward them over in the long-term. Now, Millennials will work hard when they are given opportunities that help them provide for themselves without any kind of deal.In order to bridge this generational divide, we have to update the old bargain in a way that Boomers can understand and Millennials can use. That means understanding where both sides are coming from in order to make the best possible deal.But first, lets talk a little further about where Boomers are coming from.Baby Boomers have certain expectations of young employees based on their own experienceBoomers entered a company and were expected to pay their dues in order to move forward. The understanding was if they worked hard for the company for several years, and the company benefited from their work, theyd be rewarded with pay raises and promotions. If they stayed with the company long enough, theyd have a pension and a 401K.This was the bargain struck between an employee and company in the old days you work hard and in exchange, well give you security and stability.Now, Boomers expect Millennials to work for the same ba rgain. They think Millennials want to progress too fast and arent paying their dues, which comes off as lazy. Boomers also assume Millennials are flighty and dont stay in their roles with any kind of commitment. What Boomers dont realize is the other end of the deal they had, the end thats supposed to be a payoff for the employee, isnt there anymore.Its a whole new world out there, and Boomers have to recognize that if theyre going to successfully manage MillennialsThey also have to understand what Millennials actually want.Because Millennials dont expect to stay with a company for the long term, their interest is in what can benefit them now.This doesnt come from an inability to commit. Its the result of massive turnover rates, an unstable economy, and a more competitive business environment.What Millennials are learning from their work experience is they will inevitably get fired, let go, shut down, or need to look elsewhere for personal growth. They expect to leave a position in a very short amount of time, so they want to get paid competitively and want to take on more responsibility quickly. They treat work as a way to build their own professional equity and skill set as future bargaining chips so when its time to move on, theyre prepared.Professional services companies like consulting firms, investment banks and law firms have already found a way to tap into this mindset by offering skills development and mentorship. In some ways, theyre preparing their staff to move on to other companies, but theyre also getting an intense level of hard work from Millennials in the meantime. In some cases, the employee feels invested and stays long-term.Tech companies also understand the benefit of this investment and fight to recruit then keep Millennial talent. For example, Google also currently sends employees to conferences and boot camps to improve their skills. This is another way to tap into Millennial aspirations for a mutual benefit. The team feels like theyre getting skills they can apply anywhere, and the company gets a return on their investment.While this is one example of what a new bargain could look like, its not the only one.There are other ways to tap into a Millennials aspirations, but they dont come from mind-reading.Boomers managing Millennials need to understand their employment relationship is going to be short, so they have to cut to the point. Conversations around what the employee wants from a job need to happen as early as the interview in order to continue motivating throughout the working relationship.Some questions to ask includeWhat does the employee want from us?What are we providing the employee in exchange?What does the employee want in the long term? The short-term?What do they want from their career?What kinds of goals do they have outside of work?Once a Boomer has answers to a few of these, they can abflug to craft a mutually beneficial working relationship with their Millennial staff. This means having regular conversations between employee and employer about what each side wants from the role going forward and how the two can help each other in the best way.One thing I do at Codex Protocol is have monthly meetings with each employee. We dont talk about their projects or what theyve accomplished. I limit the conversations strictly to what they want going forward and how I can help them achieve that. Ive noticed in my Millennial employees, they work the hardest when Ive given them chances to do work, achieve goals, and build their resume toward what they want long term.Theres a way to build mutually beneficial relationships between generations, and it comes from compromise on both sides. When given tasks that make them feel like theyre building toward something, Millennials will work to help Boomers businesses grow. Bridging the communication gap between these two generations can lead to greater outcomes on all sides, and maybe we can finally put a stop to all those think pieces about Mil lennial work ethic.Mark Lurie is theFounder CEO at Codex Protocol.This article was originally published on Quora.com.This is how baby boomers and Millennials differ with work ethicBaby Boomers sometimes believe Millennials are entitled and lazy, but this couldnt be further from the truth.Millennials have entered a professional world where their realities are wildly different from the ones Boomers knew. They prioritize things that dont make sense to Boomers because their environment has different demands.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreFor example, Millennials expect to be fired or let go regularly, so they want work that is directly in line with their own career equity, which are the skills and experiences that help them improve their career prospects. They know their time is limited, so they dont invest in doing things outside their own path. Boomers, however, are used to wor king hard for a company in exchange for long-term investment in skills development and for security, like a retirement fund or pension.But employment security and long-term investment no longer exist in the modern working world.So what are Millennials working for?Having worked extensively with Millennials at my companies, Ive found they often work incredibly hard. But first, they need to feel like what theyre working toward aligns with their own goals and aspirations. Specifically, I hired a lot of freshly graduated art history students to work as account representatives at Lofty.com. I ensured upon hiring them that I knew what they wanted to build in their careers, and ensure that their role within Lofty would amount to that end. This created a management-employee partnership. They worked hard for my company because they felt they were getting something out of it that benefitted them.This may sound foreign to Boomers. They come from a world where they were expected to pay their due s by working hard on whatever the company needed, with the expectation that the company would reward them over in the long-term. Now, Millennials will work hard when they are given opportunities that help them provide for themselves without any kind of deal.In order to bridge this generational divide, we have to update the old bargain in a way that Boomers can understand and Millennials can use. That means understanding where both sides are coming from in order to make the best possible deal.But first, lets talk a little further about where Boomers are coming from.Baby Boomers have certain expectations of young employees based on their own experienceBoomers entered a company and were expected to pay their dues in order to move forward. The understanding was if they worked hard for the company for several years, and the company benefited from their work, theyd be rewarded with pay raises and promotions. If they stayed with the company long enough, theyd have a pension and a 401K.This was the bargain struck between an employee and company in the old days you work hard and in exchange, well give you security and stability.Now, Boomers expect Millennials to work for the same bargain. They think Millennials want to progress too fast and arent paying their dues, which comes off as lazy. Boomers also assume Millennials are flighty and dont stay in their roles with any kind of commitment. What Boomers dont realize is the other end of the deal they had, the end thats supposed to be a payoff for the employee, isnt there anymore.Its a whole new world out there, and Boomers have to recognize that if theyre going to successfully manage MillennialsThey also have to understand what Millennials actually want.Because Millennials dont expect to stay with a company for the long term, their interest is in what can benefit them now.This doesnt come from an inability to commit. Its the result of massive turnover rates, an unstable economy, and a more competitive business environmen t.What Millennials are learning from their work experience is they will inevitably get fired, let go, shut down, or need to look elsewhere for personal growth. They expect to leave a position in a very short amount of time, so they want to get paid competitively and want to take on more responsibility quickly. They treat work as a way to build their own professional equity and skill set as future bargaining chips so when its time to move on, theyre prepared.Professional services companies like consulting firms, investment banks and law firms have already found a way to tap into this mindset by offering skills development and mentorship. In some ways, theyre preparing their staff to move on to other companies, but theyre also getting an intense level of hard work from Millennials in the meantime. In some cases, the employee feels invested and stays long-term.Tech companies also understand the benefit of this investment and fight to recruit then keep Millennial talent. For example, Go ogle also currently sends employees to conferences and boot camps to improve their skills. This is another way to tap into Millennial aspirations for a mutual benefit. The team feels like theyre getting skills they can apply anywhere, and the company gets a return on their investment.While this is one example of what a new bargain could look like, its not the only one.There are other ways to tap into a Millennials aspirations, but they dont come from mind-reading.Boomers managing Millennials need to understand their employment relationship is going to be short, so they have to cut to the point. Conversations around what the employee wants from a job need to happen as early as the interview in order to continue motivating throughout the working relationship.Some questions to ask includeWhat does the employee want from us?What are we providing the employee in exchange?What does the employee want in the long term? The short-term?What do they want from their career?What kinds of goals d o they have outside of work?Once a Boomer has answers to a few of these, they can start to craft a mutually beneficial working relationship with their Millennial staff. This means having regular conversations between employee and employer about what each side wants from the role going forward and how the two can help each other in the best way.One thing I do at Codex Protocol is have monthly meetings with each employee. We dont talk about their projects or what theyve accomplished. I limit the conversations strictly to what they want going forward and how I can help them achieve that. Ive noticed in my Millennial employees, they work the hardest when Ive given them chances to do work, achieve goals, and build their resume toward what they want long term.Theres a way to build mutually beneficial relationships between generations, and it comes from compromise on both sides. When given tasks that make them feel like theyre building toward something, Millennials will work to help Boomer s businesses grow. Bridging the communication gap between these two generations can lead to greater outcomes on all sides, and maybe we can finally put a stop to all those think pieces about Millennial work ethic.Mark Lurie is theFounder CEO at Codex Protocol.This article was originally published on Quora.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Tattoos wont keep you from getting a job, research suggests

Tattoos wont keep you from getting a job, research suggestsTattoos wont keep you from getting a job, research suggestsRoll up your sleeves, the taboo of showing your tattoos in the office may finally be changing. Researchers from theUniversity of Miami and the University of Western Australia surveyed 2,000 American adults from all 50 states and found that having a tattoo was not significantly associated with employment or earnings discrimination. Job seekers with inked skin were just as likely, and in some cases, more likely to gain employment than job seekers without tattoos.Not only did we find no net effect of tattoos on earnings, but some evidence emerged of a slight, yet positive, effect of tattoos on labor supply and, for men at least, on employment status, the study concluded.Tattoos have no significant effect on wages or getting the jobThis is good news for the70% of Millennials who say they hide their tattoos beneath clothing.The long-held stigmas associated with having tatt oos, and pspeciesicularly visible ones, may be eroding, especially among younger individuals who view body art as a natural and common form of personal expression, Michael French, one of the authors of the study, said in a statement.Maybe more employers are recognizing that the majority of good candidates are bound to have an inked tattoo somewhere on their body. There is strength in numbers. Twenty percent of American adults and 40% of Millennials now has a tattoo. With so many inked brethren in the office, more of us feel free to let our inked art peek through our suits and blouses without consequence.Supervisors who discriminate against tattooed workers will likely find themselves at a competitive disadvantage for the most qualified employees, French said.