Downsizing a Business With Dignity

Downsizing a Business With DignityDownsizing a Business With DignityMake no mistake downsizing is extremely difficult. It taxes all of a management teams resources, including both business acumen and humanity. No one looks forward to downsizing. Perhaps this is why so many otherwise first-rate executives downsize so poorly. They ignore all the signs pointing to a layoff until its too late to plan adequately then action must be taken immediately to reduce the financial drain of excess staff. The extremely difficult decisions of who must be laid off, how much notlageice they will be given, the amount of severance pay, and how far the company will go to help the laid-off employee find another job are given less than adequate attention. behauptung are critical decisions that have as much to do with the future of the organization as they do with the future of the laid-off employees. So what happens? These decisions are handed to the legal department, whose primary objective is to reduce t he risk of litigation, not to protect the morale and intellectual capital of the organization. Consequently downsizing is often executed with a brisk, compassionless efficiency that leaves laid-off employees angry and surviving employees feeling helpless and demotivated. Helplessness is the enemy of high achievement. It produces a work environment of withdrawal, risk-averse decisions, severely impaired morale, and excessive blaming. All of these put a stranglehold on an organization that now desperately needs to excel. Avoiding the Pitfalls of Downsizing Ineffective methods of downsizing abound. Downsizing malpractices such as those that follow are common they are also inefficient and very dangerous. Allowing Legal Concerns to Design the Layoff Most corporate attorneys will advise laying off employees on a last-hired, first-fired basis across all departments. The method for downsizing that is most clearly defensible in a court of law, for example, is to lay off 10% of employ ees across all departments on a seniority-only basis. This way no employee can claim that he or she was dismissed for discriminatory reasons. Furthermore, attorneys advise against saying anything more than whats absolutely necessary to either the departing employees or the survivors. This caution is designed to protect the company from making any implied or explicit promises that arent then kept. By strictly scripting what is said about the layoffs, the company is protecting itself from verbal slips by managers who are themselves stressed at having to release valued employees. This approach may succeed from a legal perspective, but not necessarily from the larger and more important concern of organizational health. First, laying off employees by a flat percentage across different departments is irrational. How can it be that accounting can cope with the same proportion of fewer employees as human resources? Could it be that one department can be externalized and the other left intac t? The decision of how many employees to lay off from each department should be based on an analysis of business needs, not an arbitrary statistic. The concept of laying off employees strictly on the basis of seniority is also irrational. The choice of employees for a layoff should be based on a redistribution of the work, not the date the individual employee was hired. Sometimes an employee of 18 months has a skill far more valuable than one with 18 years seniority. Giving as Little Notice as Possible Out of fear and guilt, many executives choose to give employees as little forewarning as possible about an upcoming layoff or downsizing. Managers fear that if employees know their fate ahead of time, they might become demoralized and unproductive they may even sabotage the business. However, there is no documented evidence that advance notice of a layoff increases the incidence of employee sabotage. The lack of advance notice about downsizing, however, does dramatically increase mistrust of management among surviving workers. Trust is based on mutual respect. When employees discover what has been brewing without their knowledge or input (and they will when the first person is let go), they see a blatant disrespect for their integrity, destroying trust. By not giving employees information that could be enormously helpful to them in planning their own lives, management initiates a cycle of mistrust and helplessness that can be very destructive and require years to correct. Afterward Acting as if Nothing Happened Many managers believe that after a layoff, the less said about it the better. With luck, everyone will just forget and move on. Why keep the past alive? The reality is, surviving employees will talk about whats happened whether the management team does or doesnt. The more the company tries to suppress these discussions and act as if nothing has happened, the more subversive the discussion becomes. Remaining employees will act as a consequence of what has happened regardless of whether the management does. Recovery from a layoff is greatly hastened if managers and employees are allowed to speak their minds freely about whats happened. In fact, it can be a great opportunity for the team of surviving employees to pull together and renew ties. When management refuses to acknowledge what has really taken distributionspolitik, it appears emphatically heartless, feeding the employees sense of helplessness. If management wont talk about it even after the fact, what else is it hiding? Downsize Effectively When faced with an organization that isnt functioning at optimal efficiency and thinking that a layoff is needed, there are a few key principles to keep in mind. Observing these principles wont completely eliminate the dangers of downsizing, but they will help to avoid the common pitfalls of a poorly planned layoff. Determine If the Problem Is Too Many People or Too Little Profit The critical first question to ask before an y layoff is Is the need for this layoff driven by having too many employees or too little profit? If its too little profit, this is the first warning sign that your company isnt ready for a layoff. Using a layoff solely as a cost-cutting measure is utterly foolish throwing away valuable talent and organizational learning by dumping employees only makes a bad situation worse. When your business lacks revenue, annihilating intellectual capital and thus reducing the efficiency of remaining resources as well as the potential for future growth is not the solution. If the answer is too many employees, then youve begun the process of a well-thought-out strategy for change. To legitimately determine if you have too many employees, look at the organizations business plan, not its headcount. What product and services will you be offering? Which of these products and services is likely to be profitable? What talent will you need to run the new organization? These questions will help you plan f or the post-layoff future. These issues will enable a quick turnaround from the inevitable negative effects of downsizing to positive growth in value and efficiency. Determine What the Post-Layoff Company Will Look Like Having a clear, well-defined vision of the company is imperative before the layoff is executed. Management should know what it wants to accomplish, where the emphasis will be on the new organization, and what staff will be needed. Without being directed according to a clear vision of the future, the new organization is likely to carry forward some of the same problems that initially created the need for the layoff. Unfortunately, many managers underestimate the momentum of the old organization to recreate the same problems anew. Unless there is a clearly defined, shared vision of the new company among the entire management team, the past will be likely to sabotage the future and create a cycle of repeated layoffs with little improvement in organizational efficien cy. Always Respect Peoples Dignity The methods employed in many poorly executed layoffs treat employees like children. Information is withheld and doled out. Managers control over their employees is violated. Human resource representatives scurry around from one hush-hush meeting to another. How management treats laid-off employees is how it vicariously treats remaining employees everything you do in a layoff is done in the arena, with everyone observing. How laid-off employees are treated is how surviving employees assume they may be treated. Why does this matter? Because successfully planning for the new organization will keep it going and improve its results. You must keep that exceptional talent, who are also the employees most marketable to other organizations. When they see the company treating laid-off employees poorly, theyll start looking for a better place to work, fearing their heads will be next to roll. Respect the Law While its important not to allow the legal department to design a layoff, its nevertheless important that you respect the employment laws. In different countries, such laws include entitlements tied to civil rights, age discrimination, disabilities, worked adjustment, and retraining. These laws are important and should be respected for what they intend as well as what they prescribe or proscribe. If you have planned your lay-off according to business needs, and not on headcount or seniority, you should have no problem upholding the law. You will almost always find yourself in legal trouble when you base your layoff on factors other than business needs. Good Example During the merger of BBT Financial Corporation and Southern National Corporation, redundant positions were eliminated through the strategic use of a hiring freeze. Hewlett-Packard implemented a so-called fortnight program in which all employees were asked to take one day off without pay every two weeks until business revenue increased. Bad Example of Down sizing Scott Paper conducted a layoff of 10,500 employees in the mid-1990s. In the years that followed Scott was unable to introduce any new products and saw a dramatic decrease in profitability, until it was eventually bought out by competitor Kimberly-Clark. Making it Happen Downsizing successfully is immensely difficult. The following ideas can help to focus thinking for anyone considering such a move. Treat all employees with respect.Communicate too much rather than withhold information.Research applicable laws and follow the spirit of the legislation.Afterward, give employees the psychological space to accept, and discuss, what has happened. Conclusion There are two important factors to keep in mind when planning a layoff respecting employee dignity and business planning. No one, from the mail room to the board-room, enjoys downsizing but when the need for a reduction in staff is unavoidable, a layoff can be accomplished in such a way that the problem is fixed and the organization excels. **Alan Downs is a management psychologist and consultant who specializes in strategic human resources planning and helping business executives reach their maximum potential. He has authored several books, including AMACOMs Corporate Executions (1995), the much-acclaimed expose on downsizing, The Seven Miracles of Management (Prentice Hall,1998), and The Fearless Executive (AMACOM 2000). Downs is widely sought for interviews by newspaper, TV, and radio broadcasts. He has also written on management topics for numerous national newspapers and trade publications, including Management Review and Across the Board.

Special Warfare Combatant-Craft Crewman

Special Warfare Combatant-Craft CrewmanSpecial Warfare Combatant-Craft CrewmanSpecial Warfare Combatant Crewmen (SWCC) are members of the elite Naval Special Warfare Command and are responsible for conducting unconventional special operations alongside and independent of the Navy SEALs and other Special Operations Units. The SWCC crewmen drive fast speedboats down narrow, winding rivers or open ocean, transporting SEALs to and from hostile situations and operating nearly every weapon with a trigger the military has to offer. When a call comes, a boat team can form up, put a 33-foot RHIB in the back of a C-17, fly half-way around the world to a combat zone, push the boat out of the plane into the ocean and then jump in after it, wearing parachutes or fast rope, in enemy territory. SWCC missions include unconventional warfare, direct action, combating terrorism, special reconnaissance, foreign internal defense, information warfare, security assistance, counter-drug operations, personne l recovery, and hydrographic reconnaissance. SWCC numbers hover around 600 personnelless than 1 percent of the U.S. Navy, but they offer big dividends on a small investment. The SWCC units proven ability to operate across the spectrum of conflict and in operations other than war in a controlled manner and their ability to provide real-time intelligence and eyes on target offers decision makers a lot of options. They use craft like the Mark FIVE (MK V), the RHIB (Rigid Hull Inflatable Boat) and the Special Operations Craft-Riverine (SOC-R). As noted in Janes Fighting ShipsMISSION High speed, medium range, all-weather insertion/extraction of Special Operations Forces, maritime interdiction operations, tactical swimmer operations, intelligence collection, operation deception, coastal patrol, and more. Once, we were in 15- to 20-foot swells, recalled Quartermaster 1st Class (SWCC, PJ) Christopher Moore, from SBT-12. Our boat, a 24-ft. RHIB, could barely make it up the swells before the engine would sound like it was going to die. Then we would get to the top and become a 24-ft. surfboard coming down the other side. We couldnt even keep in visual contact with our other craft. Todays Special Boat Commands and Training Three SWCC communities exist. The West Coast SWCC units are based in Coronado (SBT-12) and operate RHIBs and MK Vs. The same inventory is located at the East Coast SWCC (SBT-20) in Little Creek, Va. And down south, in Stennis, Miss., SBT-22 operates the SOC-R craft. But to get to one of these units, you must attend SWCC basic school a physically grueling indoctrination into the ways of Naval Special Warfare, portions of which are combined with SEAL pre-training. After this phase, a 22-week course, Crewman Qualification Training (CQT) course is taken. After CQT, a Sailor earns the SWCC pin a unique insignia that is worn with your regular Navy uniform and that identifies these professionals important place in Naval Special Warfare. SWCC school is ext remely tough. Similar to Navy SEAL training (BUD/S), you will never be challenged like this in your life. It is very demanding physically and mentally, and it is designed to get rid of weak individuals who are not focused and driven. In fact, only about 1/3 of those who start end up making it to the finish line and graduate. After SWCC school, graduating students arrive at a Special Boat Team where they begin an 18-month pre-deployment training cycle starting with Professional Development (PRODEV), Core Training and Squadron Interoperability Training (SIT). You have to be intelligent, good-hearted and physically and mentally tough as it takes a unique person to do our job. Being one who can adapt to new surroundings quickly and efficiently is also a requirement. Heavy weapons knowledge is also a tool of the trade. Amounted .50 caliber MSHB machine gun with PEQ TWO lasers forward on both RHIBs and a .50 caliber machine gun aft, and sometimes an MK-19 Mod 3 40 mm Grenade Machine guns are some of the many armament options SWCCs have on the boats. Indeed. SWCC personnel embrace a philosophy of dominance through superior firepower. During a typical SEAL extraction, the SWCC boats and crew from three other Special Operations Craft, rush into an extraction point at up to 30 knots in a hailstorm of protective fire from a trio of M-60 machine guns aft, and a thundering .50 caliber machine gun at the bow. Spent rounds bounce off the metal deck, tracers pierce the darkness, dense foliage is shredded with a barrage of cover fire, ears ring, and the thumping .50 caliber drumbeat massages insides, as dominating, incessant firepower is laid toward the enemy. SEALs board the craft, a speedy exit is made and the fire continues until they are out of sight. An extraction of this sort is measured not in minutes but in seconds. While these combatant crewmen specialize in scaring the enemy with dominating, ear-crushing, non-stop firepower, they also have the ability to be invisible , entering enemy territory undetected. Wearing night vision devices, and the MK Vs had a nifty toy called Maritime Forward Looking Infrared or MARFLIR, a thermal imaging device which lets wearers see up to two miles out on the horizon, day or night. This capability, along with the incredible acceleration, stop-on-a-dime handling and maneuverability give them the advantage on the water.

Sample Art Internship Cover Letter

Sample Art Internship Cover LetterSample Art Internship Cover LetterSamantha R. Gray54 East Connecticut AvenueOcean City, NJ 08226sgrayocean.edu(Home) (302) 333-5555(Cell) (313) 444-6666 March 10, 200XX Ms. Cindy SmithDirector of Arts EducationChildrens Museum of the Arts2002 Broadwaybr New York, NY 12020 Dear Ms. Smith It is with great interest and enthusiasm that I am applying for the arts education internship advertised in Sundays New York Times. This position is exactly what I am looking for and an ideal opportunity for me to use my knowledge, educational background, and experience. My arts education at Pratt Institute has helped me develop a firm foundation in the arts. The courses I have completed at Pratt, along with my study abroad curriculum in Paris, has prepared me well for a position in arts education. I have always enjoyed a passion for the arts, but my undergraduate education has taken my interest to a whole new level. I not only enjoy doing art, but I find myself even more enthusiastic when I have the opportunity to teach what I have learned. For the past two summers, I have worked directly with children at CityArts and the Guggenheim. These experiences were amazing since my responsibilities included planning and directing major projects that were planned for the summer programming that goes on each year for local children interested in the arts. I welches given a concept at the beginning of each summer, and I had complete control on how the projects were to be completed. The children were the creative force and often were the inspiration for the artwork that was ultimately presented to the public. I am very excited about the summer opportunity with the Childrens Museum of the Arts since I know that I can make a positive contribution while doing what I love, teaching art to children. I will contact you in one week to discuss my candidacy and see if you have any questions about my education or experience. Thank you for your time and consideration. Sincerely, Samantha R. Gray More sample resumes are available for review.

Peoplesoft Financials Engineer Job Description

Peoplesoft Financials Engineer Job DescriptionPeoplesoft Financials Engineer Job DescriptionPeoplesoft Financials Engineer Job DescriptionThis peoplesoft financials engineer sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Peoplesoft Financials Engineer Job ResponsibilitiesIntegrates PeopleSoft Solutions by developing integralrechnung strategies designing, developing, and implementing module modifications validating system performance.Peoplesoft Financials Engineer Job DutiesDevelops PeopleSoft integration strategy by researching and analyzing existing systems and processes identifying data and process flows and integration points articulating modification risks and barriers recommending project approaches preparing time and cost estimates planning full project life cycle defining partnering requirements pre paring and delivering presentations.Designs module integration by identifying enabling and integration modification framework translating enterprise needs into technical modifications designing algorithms preparing development guidelines establishing compatibility and integration standards identifying and evaluating tools developing system management procedures collaborating with technical analysts completing prototypes.Implements module integration by determining work priorities in accordance with project plans and schedules building data transformations designing, coding, and configuring module application integration solutions maintaining technical integrity and consistency resolving problems maintaining balance and system coherency within existing IT infrastructure documenting system.Validates module performance by developing and conducting test scripts completing bug fixes.Manages customer relationship by communicating modification standards and frameworks answering questions r esolving concerns and issues providing support.Prepares client to use IT infrastructure by developing and conducting training programs.Increases organization effectiveness by identifying opportunities to leverage solutions to other engagements.Updates job knowledge by tracking emerging PeopleSoft applications participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Peoplesoft Financials Engineer Skills and QualificationsGeneral Consulting Skills, Data Processing, Peoplesoft Financials, PeopleSoft Implementation Skills, Software Development Process, Problem Solving, Database Management, Presenting Technical Information, PeopleSoft Architecture Skills, Software Documentation, ERP ImplementationEmployers Post a job in minutes to reach c andidates everywhere. Job Seekers Search Peoplesoft Financials Engineer Jobs and apply on now. Learn more abouthow the hiring processThe 50 Toughest Interview QuestionsBlock Out Biases During the InterviewResume Search Spotting Exceptional Talent

How to Format Your Resume for a Modern Job Search

How to Format Your Resume for a Modern Job SearchHow to Format Your Resume for a Modern Job SearchHow to Update Your Outdated Resume The 7-Step Modern ResumeThese resume tips will keep your outdated resume from landing you in the rejection pile.If you havent sought a new employment opportunity for five, 10, 15, or even 20 years, you may be unkoranvers of where to departure when creating a resume for todays marketplace. Has that much changed since you last applied for a new position in 1995 or even 2005? The answer is yes Here are some key resume tips youll want to implement when updating your outdated resume to ensure your application sees the light of day.Resume Tip 1 Lose the objectiveGone are the days of stating why you want to boost your skills, share your talents, and optimize your career path. The truth is, your objective is clear. If you are sending out your modern resume, your objective is to land an interview. An objective statement serves no purpose and should be eliminate d from todays resumes. Rather than wasting this prime real estate at the top of the resume, be sure to capitalize on it with other valuable information.Resume Tip 2 Use a professional summaryInstead of a resume objective statement, utilize that space in your modern resume to provide a high-level overview of your career thus far. This allows you to pinpoint those qualifications and skills that make you different than other candidates, along with discussing a bit of your employment history. This is also a great place to add keywords that are used in job advertisements.Related Its Time to Ditch Your Resume Objective StatementResume Tip 3 Identify keywords and use themSpeaking of keywords, what are they? These are the words that are repeated in a job listing, specifying the technical knowledge, soft skills, and abilities required to be successful in the position. Many companies utilize an applicant tracking ordnungsprinzip (ATS) to filter through incoming resumes. If you fail to incorpo rate these words into your document, your modern resume may be out of contention before an HR professional ever reads it.Resume Tip 4 Dont date your educationIf you graduated from college 15 or more years ago, there is no reason to include your graduation date on your resume. A recent college graduate may choose to do so (and even place Education prior to Professional History) simply because he or she doesnt have any relevant professional experience at this point. However, for the rest of us, dating your education can cause age discrimination. Why open yourself to that possibility?Resume Tip 5 There is no need to include all jobsThe most frequent question I receive from clients is how far back to go on their resume. Should they include that first job from 1985? The answer is no. Typically, resume writers will recommend only including the relevant past positions within the last 15 years of employment.If you really have trouble killing some of your career darlings, you can include you r older job positions in a Career Note at the end of your professional history just be sure to omit any dates.Related How to Cut Your Resume Down to the Ideal Page LengthResume Tip 6 Its okay to split your job experiencesLets say youve been in sales and marketing for a while, but you also have IT experience. In this case, it is perfectly acceptable to have two sections of professional history. In fact, this works very well if youre specifically targeting only one of those areas. For example, if you want to focus on sales and marketing in your next role, then your sales and marketing experience belongs at the top of your modern resumes work history section. If you want to pursue a career in IT, then that information should be presented first in this section. This allows you to adjust the resume as needed for future opportunities.Resume Tip 7 Remove personal informationMany years ago, resumes potentially contained personal information such as marital status, number of children, and ho bbies. Today, that type of information could become HRs worst nightmare. There is no place for personal information on todays modern resumes. Keep it professional at all times.When it comes to updating your outdated resume, the bottom line is this If you are ready to start your job search in the current marketplace, be sure that you are complying with all of the unwritten rules of modern resumes.Click the following link for more resume advice.Need help updating your resume for a modern-day job hunt? Hire a TopResume professional resume writer todayRecommended Reading10 Powerful Changes to Improve Your Senior-Level ResumeIts Time to Remove These Things From Your ResumeIs Your Resume is Making You Look Old?

The New Fuss About How to Put References on Resume

The New Fuss About How to Put References on Resume You most likely have a vague idea on what to include on a resume. A small appreciation can go quite a way. What is it that youre bringing on board which will probably benefit the organization. Paint a dynamic picture of the sort of work you did and the magnitude of your responsibilities. Better yet have somebody else have a look. Odds are that an ATS is likely to scan your resume before somebody ever requires a look at it. The response to that question may vary based on your distinct career situation. In the event of a doubt do not hesitate seeking expert assistance. How to Put References on Resume - Dead or Alive? In case the sample is edible youre predicted to consume the item then. Otherwise, you may add different sections to demonstrate a specific strength like your command of numerous foreign languages. Whatever you opt to add, only make sure it doesnt overwhelm your resume or comprise your resume length. The prop ortional length of each work description is vital. How to Get Started with How to Put References on Resume? Nonetheless, it is likely that youll have a minumum of one phone interview during the hiring process for employment. Doing this will demonstrate the reader that you will receive as much from the job as you place into it, which makes you a great prospect for employment. As you should make an effort to present yourself as the very best candidate for the job, you need to do it accurately and honestly. Everyone can say he or she excelled at their final job. Even when you have several years of experience. Your industry resume must be utterly perfect. Focus just on jobs in the identical industry as the one that youre pursuing or jobs requiring skills or qualifications you may transfer. The work market can be a fairly brutal spot. In truth, its the job of a cover letter to find an employer interested enough in you as a candidate to take some time to examine your resume. You have to demonstrate you may save your prospective employer time and make them money. When employers review your resume, they need to be able to work out quickly what you did at a specific job. A prospective employer doesnt require an exhaustive collection of whatever youve done in a former job. The only time that it is acceptable to include references with the resume in a work application is when theyre requested directly in the work vacancy description. Many resumes incorporate a career goal listed on top or a bland overview of what a work seeker is searching for in a position. To start, you dont need to list every job that youve ever had. First you have to discover the job which you like and then set about portraying yourself in an appealing way so the employer will not have any choice but they give you the very best job Busy hiring managers may not contact each reference, and theyre very likely to begin at the very top of your list. Employers know you have references. By utilizing a resume vorlage youre ensuring that all your details are correct and just what the employer is searching for.Fresh eyes are somewhat more likely to discover errors. Ask each reference if theres any information they dont want listedthis will help safeguard your contacts private info, Nolan states. Or, have a look at our handy collection of cover letter tips Try to remember that recruiters may see the name of the file that you send them and also dont forget they get lots of resumes daily. Every work application should have a cover letter. Graphic-based resumes enable you to lay out complex data in a simplistic way.

How to Properly Fire an Employee - Spark Hire

How to Properly Fire an Employee - Spark HireWhen the job market is as rough as it is now, its inevitable that companies have downsized in order to keep their profits up. Its a harsh reality, but certainly one that employers must face head on. Its much more difficult to let an employee go for the sole reason of keeping the companys finances up, but when you have to fire someone based on poor wertzuwachs the situation can be tricky. There is certainly a right and a wrong way. If you fire someone the wrong way, it can end in hurt feelings on both ends and perhaps even a lawsuit. If you fire someone the correct way, its still difficult but at least you went about it correctly. So how does an employer fire an employee. More importantly, how do they deal with possible feelings of guilt that go along with it?Letting an employee go, be it for performance or financial reasons, is never an easy thing to do. However, if you are firing someone based on performance you should make sure you gave this employee a chance to improve. Firing an employee should be your last option. The Business Insider provides some great insight into the situation. Before you permanently let this person go, you should have had a talk with them to inform them that their performance has not been up to par. Perhaps they are constantly late, constantly miss deadlines, are insubordinate or just arent working up to the potential you need from them. Either way, before you let them go you need to give them the chance to rectify their wrongs. If they then fail to step up to the plate then you simply have to let them go.If you do in fact have to let this employee go permanently, then you need to have firm reasoning as to why. This is where your original warning is useful. In that original meeting, you should have set goals for this employee to reach in order to show their importance and competence. If those goals were not met, you have specific data as to why you need to fire them. You simply cannot base a firing off of the fact that you dont like this employee or they rub you the wrong way. Without specific data and hardcore reasons to back up your decision, you can put yourself in a heap of trouble.When its time to talk to this employee and to inform them that you have to let them go, you need to make sure you are doing it in a private area. If not, it can cause embarrassment on their side and guilt on yours. In order to ensure that you are executing this the right way, keep your conversation private and between the two of you. Its also important that you have another person in the room with you. This is a way of covering your back and making sure you have a witness to attest to what you said. Without a witness in the room, the employee may try to skew your words or claim that you harassed them or went about it in the wrong way. You dont know how this person is going to react to you letting them go and you dont know what they will do after you have fired them, so make sure you hav e another witness in the room.By the same token, you dont know what this person will try to do if they want to retaliate. During your conversation, or very shortly after, you should change all of the important passwords so the companys information is secure. As stated earlier, you cant be sure you know how this person will react and they may take their anger out on the company in a Im taking everyone down with me exit. Take the necessary precautions and close any access this employee had to data. Although this seems a bit harsh, its important.One of the most interesting things I have learned over the course of researching this topic is that most HR professionals say that firing an employee on Friday is a schwimmbad idea. Its best to do it on a Monday. The reasoning behind this is that if you let someone go on a Friday, they have the whole weekend to think about it and get angry. If its on a Monday, they have the remainder of the week to get started on their new job search. Its an in teresting fact, but certainly one that can be utilized if you are a manager that has to fire an employee.Whether your company has to downsize or because this employees performance is not up-to-par, letting someone go is never an easy thing. However, you need to realize that either way this is something that needs to be done for the benefit of the company. If you have to fire employees because of downsizing, then realize that without doing this the business, and your job as well, may be hindered. If its their performance then letting them go is for the benefit of the company and productivity. Its not your fault. Knowing this can make dealing with firing an employee a little easier.

Top 10 Work Values Employers Look For

Top 10 Work Values Employers Look ForTop 10 Work Values Employers Look ForIf you are interested in turning your internship into ajob offer, its important to know exactly what employers look for when hiring new full-time employees. In addition to relevant skills, employers seek employees who have partal values, characteristics and personality traits that spell success. Good personal values are what makes the foundation for a good employee. Internships are an excellent time to show employers that you have the personal traitsthey value in their employees. Do not make the mistake of missing an opportunity to show your supervisors at your internship that you have what it takes to be successful on the job, as well as possessing the personal characteristics they value. An internship is an opportunity to learn the skills and behaviors along with the work values that are required to be successful in the workplace. A Strong Work Ethic Employers value employees who understand and possess a willingness to work hard. In addition to working hard, it is also important to work smart. It means learning the most efficient way to complete tasks and finding ways to save time while completing daily assignments. Its also important to care about your job and complete all projects while maintaining a positive attitude. Doing mora than is expected on the job is a good way to show management that you utilize good time management skills and dont waste valuable company time attending to personal issues not related to the job. Downsizing in todays job market is quite common, so its important to recognize the personal values and attributes employers want to improve your chances of job security should a layoff occur. Dependability and Responsibility Employers value employees who come to work on time are there when they are supposed to be and are responsible for their actions and behavior. Its important to keep supervisors abreast of changes in your schedule or if you are going to be late for any reason. It also means keeping your supervisor informed on where you are on all projects you have been assigned. Being dependable and responsible as an employee shows your employer that you value your job and that you are responsible for keeping up with projects and keeping them informed of the things that they should know about. Possessing a Positive Attitude Employers seek employees who take the initiative and have the motivation to get the job done in a reasonable period of time. A positive attitude gets the work done and motivates others to do the same without dwelling on the challenges that inevitably come up in any job. It is the enthusiastic employee who creates an environment of good will and who provides a positive role model for others. A positive attitude is something that is most valued by supervisors and co-workers, and that also makes the job more pleasant and fun to go to each day. Adaptability Employers seek employees who are adaptable and maintai n flexibility in completing tasks in an ever-changing workplace. Being open to change and improvements provides an opportunity to complete work assignments more efficiently while offering additional benefits to the corporation, the customer, and even the employee. While oftentimes employees complain that changes in the workplace dont make sense or makes their work harder, oftentimes these complaints are due to a lack of flexibility. Adaptability also means adapting to the personality and work habits of co-workers and supervisors. Each person possesses their own set of strengths and adapting personal behaviors to accommodate others is part of what it takes to work effectively as a team. By viewing change as an opportunity to complete work assignments in a more efficient manner, adapting to change can be a positive experience. New strategies, ideas, priorities, and work habits can foster a belief among workers that management and staff are both committed to making the workplace a bett er place to work. Honesty and Integrity Employers value employees who maintain a sense of honesty and integrity above all else. Good relationships are built on trust. When working for an employer, they want to know that they can trust what you say and what you do. Successful businesses work to gain the trust of customers and maintain the attitude that the customer is always right. It is the responsibility of each person to use their own individual sense of moral and ethical behavior when working with and serving others within the scope of their job. Self-Motivated Employers look for employees who require little supervision and direction to get the work done in a timely and professional manner. Supervisors who hire self-motivated employees do themselves an immense favor. Self-motivated employees require very little direction from their supervisors. Once a self-motivated employee understands his/her responsibility on the job, they will do it without any prodding from others. E mployers can do their part by offering a safe, supportive, work environment that offers employees an opportunity to learn and grow. Working in a supportive work environment and taking the initiative to be self-directive will provide employees with a better sense of accomplishment and increased self-esteem. Motivated to Grow and Learn In an ever-changing workplace, employers seek employees who are interested in keeping up with new developments and knowledge in the field. It has been noted that one of the top reasons employees leave their employers is the lack of opportunity for career development within the organization. Learning new skills, techniques, methods, and/or theories through professional development helps keep the organization at the top of its field and makes the employees job more interesting and exciting. Keeping up with current changes in the field is vital for success and increased job security. Strong Self-Confidence Self-confidence has been recognized as the key ingredient between someone who is successful and someone who is not. A self-?confident person is someone who inspires others. A self-confident person is not afraid to ask questions on topics where they feel they need more knowledge. They feel little need to have to impress others with what they know since they feel comfortable with themselves and dont feel they need to know everything. The self-confident person does what he/she feels is right and is willing to take risks. Self- confident people can also admit their mistakes. They recognize their strengths as well as their weaknesses and are willing to work on the latter. Self-confident people have faith in themselves and their abilities which is manifested in their positive attitude and outlook on life. Professionalism Employers value employees who exhibit professional behavior at all times. Professional behavior includes learning every aspect of a job and doing it to the best of ones ability. Professionals look, speak, and dress accordingly to maintain an image of someone who takes pride in their behavior and appearance. Professionals complete projects as soon as possible and avoid letting uncompleted projects pile up. Professionals complete high-quality work and are detail oriented. Professional behavior includes all of the behavior above in addition to providing a positive role model for others. Professionals are enthusiastic about their work and optimistic about the organization and its future. To become a professional you must feel like a professional,and following these tips is a great start to getting to where you want to go. Loyalty Employers value employees they can trust and who exhibit their loyalty to the company. Loyalty in the workforce has taken on a new meaning. Gone are the days when employees plan on starting out and retiring with the same company. It is said that most people will hold between 8 12 jobs throughout their career. What does this mean in terms of loyalty in todays w orkforce? Companies offering employee growth and opportunity will ultimately gain a sense of loyalty from their employees. Employees today want to feel a sense of satisfaction in their jobs and will do a good job when they feel that the employer is fair and wants to see them succeed. Although this may mean only staying for five or ten years in a position, employees can offer loyalty and make an important contribution during their time with the company. More companies today encourage employee feedback and offer employees an opportunity to lead in their area of expertise. It gives employees a greater sense of satisfaction and a sense of control over their job. Empowerment encourages employees to do their best work since companies are displaying a trust and expectation that they believe in their employees to do a good job. Offering jobs that encourage learning and thedevelopment of new skillsalso gives employees a sense ofempowermentin the workplace. Aligning an employees values with t he goals of the organization will foster loyalty and a schuldverschreibung between employer and employee. Fostering good relationships within an organization and offering constructive ways to handle conflict provides a win-win situation for both employer and employee. Creating an organization that values loyalty within the organization can also work to its benefit by using the same techniques and strategies to establish loyalty with customers. And loyalty from customers ultimately makes for a successful business.

How to Work Hard Without Burning Out at Your Job - The Muse

How to Work Hard Without Burning Out at Your Job - The MuseHow to Work Hard Without Burning Out at Your Job Youve got the best gig ever and youre going full-force. You love the feeling of getting things done and being hailed as one of the up-and-comers in your organization- and you want to go all the way to the top.As a high-performing high-achiever, you may think you can muscle your way to success by doing more, working more, and being, well, more valuable than anyone else on the team. But theres a dark side to that. As a high achiever, youre predisposed to being a victim of burnout. When youre incredibly passionate about what you do, you can easily forget that long hours, nonstop work, and saying yes to extra assignments may boost your career in the short term. But in the long run, it can send you into a flameout spiral. You may elend even see that burnout coming it creeps up on you insidiously as you drive yourself to physical and emotional exhaustion. The best way to avoid it- wi thout sacrificing your commitment to success? Take a few proactive measures while your star is rising, and when you get to the top, youll have a great set of career best practices that will take you wherever you want to go. Keep Your Priorities Crystal ClearMy client, Jason, welches top talent- there was no question about that. He was an emerging account manager in the finance industry. He was putting in tons of hours, and his clients gave him rave reviews. At times, though, he wasnt sure which issue should get his attention or why. He didnt have clearly defined goals and wasnt sure at all how his performance would be measured. Without a sense of direction in his job, he was headed straight toward burnout.Unclear goals are one of the most powerful drivers of burnout. Without clear goals, you cant set priorities, and without priorities, you cant perform your job to the best of your ability. Instead, youll spread your energy over numerous, time-consuming tasks. Youll lack a sense of a ccomplishment and satisfaction, which will inevitably lead you to exhaustion. As your star is rising, get clear on the deliverables and outcomes youre responsible for and how youll be measured. Then, stay laser focused on those priorities each and every day. A simple way to do that? Serial entrepreneur Grant Cardone writes down his goals first thing every day- which helps him stay focused on them.Get FitWhen Lena Dunhams character recently began running in the latest season of Girls, she noted the side benefits of the exercise. It aint about the ass, she said. Its about the brain. And oh man, did she get that right. Studies continue to extol fitness as an amplifier for career success. Exercise gives you more stamina and brainpower, helps you deal more effectively with stress, and promotes a positive self-image- all of which help fuel your career goals while keeping you far from burnout. Know Your MotivationBusiness icon and Harvard professor Clayton Christensen defines motivation as an engine inside of you that drives you to keep working in order to feel successful and to help the organization be successful. It causes you to keep at it through thick and thin. When you think about the meaning and satisfaction you get from your work, focus on learning, growing, and being part of a great team. Those are the attributes of your work that will feed you with a sense of reward. Focusing too heavily on extrinsic motivation- such as a paycheck, raises, or promotions- as your only sense of reward will burn you out.Create Your Trademark RoutinesYou know how fruchtfleisch Zuckerberg wears a gray t-shirt every day? He does it so he doesnt have to spend energy on clothing decisions and can instead spend it on more important matters. His routine of wearing a work uniform makes him more efficient and productive.Michael Phelps, owner of 22 Olympic medals in swimming, starts each morning with sets of stretching, warm-up swims, and drills that keep him physically sharp. Routines are a series of habits, which mitigate all the minor decision-making (and sometimes waffling) that drains your energy. How many times have you had that argument with yourself about whether to go work out on a cold winter morning? With a routine, you just know youre going to go. Its a commitment you make and follow up on. OK, so you dont need to wear the same clothes every day. But lets say one of your career excellence routines is to do your three hardest tasks first thing in the morning. And you do that every single day. Rain or shine. No argument. Youll be on your way to success, without wasting any energy and risking career fatigue.Make Smart Decisions About Your TimeWeve all been there Its 1030 PM and youre scrolling through the inbox. You read one message about an issue, your mind starts racing, and within minutes, youre in full-blown work mode. Its easy to be always on in our uber-connected world. But that doesnt mean returning emails, texts, or Snapchats at all hours of the d ay and night is a good way to spend your time. When you work at all hours, youll feel like you never stop working.Chances are a lot of that work is not high value. And if you dont feel like youre doing high-value work, youll burn out for sure. Its cool to check your devices out of the office, but be intentional about it. For example, tell yourself youll check email at 830 PM, and then only respond to the most important messages and log off by 9 PM. Then you wont be tempted to keep dipping into email until all hours of the night. Remember, not all work is important work. Its easy to get lost in a job you love. But even when you love your work, too much of a good thing is, well, too much. Start now to stay laser focused on your goals, your health, and the decisions you make about how you spend your time. Your career, your boss, and your own body will thank you.Photo of candle courtesy of Shutterstock.

Children of divorce are less likely to receive higher education

Children of divorce are less likely to receive higher education Children of divorce are less likely to receive higher education Understanding The Mechanisms Of Parental Divorce Effects On Child’s Higher Education  is a new paper hailing from The National Bureau of Economic Research, conducted by teams from the National Chinan University and the National Taiwan University. Authors, Yen-Chien  Chen, Elliot Fan, and Jin-Tan Liu analyzed 1 million siblings to understand how divorce affects educational achievement.Their review found children whose parents divorced when they were between the ages of 13 and 18, exhibited a 10% less likelihood of university admission at 18. In order to determine if this figure was informed in any way by economic factors, the researchers observed the very same age range in instances of job-loss, finding it had very little effect of educational attainment. Follow Ladders on Flipboard! Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more! The study’s abstract more neatly summarizes with the following: “These results imply a minor role played by reduced income in driving the parental divorce effect on the child’s higher education outcome. Non-economic mechanisms, such as psychological and mental shocks, are more likely to dominate.” Not only did job loss prove to be an unreliable measure of the likelihood  of a child getting into a university the researchers found no notable correlation between job loss and the dissolution of family dynamics. Family dissolution and education attainmentGirls and boys were found to be equally vulnerable to this divorce predictor, with younger teens being the most susceptible. In fact, the younger the child was when the divorce occurred the less likely they were to receive higher education.  Younger children are more likely to feel  disbelief after a divorce and to describe their disposition as anxious, whereas teenagers were more likely to say they felt angered.An independent study published in The Proceedings of National Academy of Sciences,  also published this year, noted a similarly adverse divorce-educational attainment relationship documented more recently by the Taiwanese researchers. Much of the data overlapped, except the former additionally observed divorce to be more traumatic for kids from well to do families, wherein divorce stats are comparatively low. The researchers reported in the study, “Parental divorce may trigger an acute sense of deprivation among these relatively a dvantaged children, whose peers tend to be likewise advantaged and for whom family instability is uncommon and comes as a shock.”These children expressed the most difficulty with their schooling. To put it more directly, children that were apart of families with a  low likelihood of divorce seem to have the highest rates of educational attainment, though they were also those most impacted when the divorce occurred.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Customize this Outstanding Restaurant Management Resume Template

Customize this Outstanding Restaurant Management Resume Template Customize this Outstanding Restaurant Management Resume Template Crafting an excellent resume is the perfect way to demonstrate your unique skill set for the restaurant industry. Restaurants are always in need of skilled managers, and a resume provides an invaluable opportunity to display your qualifications to a potential employer.List previous restaurant work history in the experience section to distinguish yourself from other job seekers. Strong leadership skills and experience working in a team environment are valuable traits to put on your resume. Also, most management positions require a high school education, but you can list any additional courses related to leadership training in the education section.Take a look at the restaurant management resume template below to find more ways to create an effective resume. Create ResumeRenee Ellington100 Main Street, Cityplace, CA, 91019Home: (555) 322-7337Cell: (555) 322-7337example-email@example.comSummaryI will have my associates degree in December of 2013, with a few business classes. I have work ed for Subway over two years. I am the assistant manager at Subway in Moscow Mills. I was also the acting manager for two months while the full time manager was out of the country. I have done all the requirements through corporate Subway to be a manager. I also do all daily requirements of the job and any left over manager tasks like inventory, deliveries, and scheduling.HighlightsStrong leaderSupervisory skillsHiring and trainingAdaptableStable work historyOperations managementAccomplishmentsWhile I was acting manager both cooperate inspections were very good.In less then a years time I was promoted twice.ExperienceSubway October 2012 to Current Assistant ManagerMoscow Mills, MissouriI am the supervisor over the night shift specifically. I do all the main tasks for the night including cash in, cash out, daily inventory count, prep, and also customer service. I take over all other responsibilities when the manager is out of town. I do the weekly inventory count, do change order th rough the bank, unload truck, inter in deliveries, and making the schedule.EducationSaint Charles Community College 2013 Associate of Science Cottleville, MO, United StatesCoursework in Business, Restaurant and Hotel ManagementCustomize ResumeMore Food and Beverage Resume TemplatesExperienced Restaurant Management Resume TemplatesEntry Level Restaurant Management Resume Templates

Where The Federal Jobs Are - Department of Agriculture

Where The Federal Jobs Are - Department of Agriculture Where The Federal Jobs Are - Department of Agriculture Where The Federal Jobs Are Department of Agriculture “WHERE THE FEDERAL JOBS ARE” FEDERAL AGENCY SERIES PART 6: WHAT YOU SHOULD KNOW ABOUT The DEPARTMENT OF AGRICULTURE (USDA) Website: usda.gov/wps/portal/usda/usdahome Secretary: Tom Vilsack (2009 â€" present) Headquarters: USDA Headquarters are located in Washington, D.C. The Department also has more than 4,500 locations across the country and abroad. Mission: To facilitate the marketing of livestock, poultry, meat, cereals, oilseeds, and related agricultural products, and promote fair and competitive trading practices for the overall benefit of consumers and American agriculture. The USDA has also adopted “mission areas” relating to a number of its component agencies. Strategic Goals: USDA adopted 5 Strategic Goals articulating its priorities for Fiscal Year 2014-2018: Assist rural communities to create prosperity so they are self-sustaining, re-populating, and economically thriving Ensure our national forests and private working lands are conserved, restored, and made more resilient to climate change, while enhancing our water resources Help America promote agricultural production and biotechnology exports as America works to increase food security Ensure that all of America’s children have access to safe, nutritious, and balanced meals Create a USDA for the 21st century that is high performing, efficient, and adaptable Number of Civilian Employees: Close to 100,000 employees. USDA Organization Structure: Comprised of 17 Agencies and a number of policy and administrative Offices. USDA Agencies: Agricultural Marketing Service. Administers programs marketing U.S. agricultural products, including food, fiber, and specialty crops. Identifies and promotes development of marketing opportunities;  conducts and supports research and information on farmer direct marketing activities. Approximately 4,000 employees including agricultural commodity graders and marketing specialists. TIP 1: The Agricultural Marketing Service recruits employees for AGRICULTURAL COMMODITY GRADER positions (GS05/09) across the country. These are often entry-level positions filled through either open, continuous Announcements or via the RECENT GRADUATES PROGRAM as 1-year appointments. Access these positions through the USAJOBS.GOV website. Agricultural Research Service. USDA’s principal in-house scientific research agency. Administers 17 National Programs conducting over 750 research projects in animal and crop production and protection, human nutrition, food safety, bioenergy, and the environment. Has 90+ research locations, including overseas laboratories. Approximately 8,000 employees (including 2,000 scientists and post docs) in D.C., across the country in area and state offices, and at 3 biological control laboratories. The Service has opportunities for scientists, postdoctoral research associates, budget specialists, IT specialists, program analysts, international affairs specialists, and other professional, trade, and support occupations. TIP 2: Recent recipients of PhDs may find the Agricultural Research Service’s POSTDOCTORAL RESEARCH ASSOCIATE PROGRAM to be an interesting opportunity. The program provides for short-term, non-career appointments; for further information see ars.usda.gov/careers/postdoctoralresearch.html Animal and Plant Health Inspection Service. Protects U.S. agricultural health, manages wildlife damage, regulates genetically engineered organisms, and administers the Animal Welfare Act. Develops and advances science-based standards with trading partners. Approximately 5,500 employees including biologists, veterinarians, plant health specialists, agriculturalists, and financial/contract/IT specialists. Center for Nutrition Policy and Promotion. Develops and promotes guidance linking scientific research to consumer nutritional needs. Sets priorities for nutrition research. Establishes federal nutrition policy through Dietary Guidelines. Located in Alexandria, Virginia, its staff includes nutritionists, nutrition scientists, dieticians, economists, and policy experts. Economic Research Service. Principal social science research agency. Serves as a primary source of economic information, research, and policy on agricultural issues. Conducts research; analyzes food and commodity markets; produces policy studies; and develops economic and statistical indicators. Approximately 300 employees, many specializing in agricultural economics, economics research, and social science analysis. TIP 3: The Economic Research Service was ranked #40 among 320 Agency subcomponents (the highest ranking of any Department of Agriculture agencies).in the Partnership of Public Service’s Best Places to Work in the Federal Government, 2015. TIP 4: The Service has a Postdoctoral Program in Washington, D.C. providing temporary, 2-year appointments for economists and social scientists. For more information, see ers.usda.gov/about-ers/careers-at-ers/employment-opportunities/ers-postdoctoral-program.aspx. Farm Service Agency. Administers farm commodity programs; farm ownership, operating, and emergency loans; conservation and environmental programs; emergency and disaster assistance; and domestic and international food assistance. Its programs are delivered through an extensive network of field offices in over 50 State Offices and 2,200 USDA County Service Centers. Approximately 4,000 employees in positions including loan specialists, and county operations technicians. Food and Nutrition Service. Administers the USDA nutrition assistance programs (Including Women, Infants, and Children [WIC], Supplemental Nutrition Assistance Program, and school meals) that provide children and low-income people access to food, a healthful diet, and nutrition education. Approximately 1,400 employees including nutritionists and program specialists, program and management analysts, financial managers, and IT specialists. Food Safety and Inspection Service. Public health agency ensuring that the Nations commercial supply of meat, poultry, and egg products is safe, wholesome, and accurately labeled. More than 9,500 employees work in D.C., numerous field offices and laboratories. The Service coordinates inspection and enforcement activities in over 6,000 federally inspected establishments across the Nation. Staff include food inspectors, consumer safety inspectors, veterinary medical officers, scientists, data analysts, policy writers, contract specialists, financial analysts, IT specialists, investigators, food safety health educators, and risk managers.   TIP 5: The Food Safety and Inspection Service posts ‘continuous job announcements’ (typically open for 1 year) for intermittent Entry level (GS 05/07) Food Inspectors at hundreds of locations throughout the country. Intermittent positions are “excepted service” appointments and may be limited in hours and shifts. There are also full-time permanent openings across the country, under continuous job announcements, for GS 11/12 Public Health Veterinarians. Foreign Agricultural Service. Improves foreign market access for U.S. products and administers market development and export financing programs. Helps U.S. exporters develop and maintain markets overseas for U.S. food and agricultural products. Assists developing countries improve their agricultural systems and build their trade capacity. Its programs include trade policy, export assistance, data and analysis, and food security. Approximately 600 employees including economists, trade and data analysts, program managers, and engineers/architects. In addition to its D.C. office, the Service has a global network of 93 offices covering 171 countries staffed by agricultural attachés and locally hired agricultural experts.   TIP 6: The Foreign Agricultural Service has international development positions in Washington, D.C. at USDA headquarters as well as positions detailed to U.S. Agency for International Development (USAID) headquarters. Occasionally, positions are available overseas. These are a mixture of career positions  and  â€œSchedule B” appointments (non-career, excepted service, for a limited term up to 5 years, often with the possibility of 1 or more renewals). Forest Service. The largest forestry research operation in the world â€" managing 193 million acres of public lands in 155 national forests and 20 grasslands. The Forest Service has more than 30,000 employees engaged in hundreds of occupational series including biological science, forestry, forestry research, and natural resources. Also employs a team of wildland firefighters. TIP 7: The Forest Service (as well as the Department of Interior’s Bureau of Land Management, National Park Service, and U.S. Fish and Wildlife Service) employs many wildland firefighters. See fs.fed.us/wildlandfire/. Grain Inspection, Packers and Stockyards Administration. Facilitates the marketing of livestock, poultry, meat, cereals, oilseeds, and related agricultural products. Promotes fair and competitive trading practices for the overall benefit of consumers and American agriculture. National Agriculture Library. One of the world’s largest agricultural research libraries and 1 of 4 national libraries in the U.S. Located in Beltsville, Maryland, the Library employs approximately 200 staff in library services, information systems, and data engineering and management positions. National Agricultural Statistics Service. Federal agricultural statistical agency providing objective, accurate, and timely statistical information and services. Conducts hundreds of surveys every year and prepares reports on broad range of U.S. agricultural issues. Every 5 years, the Service conducts the Census of Agriculture, the only source of uniform, comprehensive agricultural data for every county in the U.S. In addition to D.C., the Service has 12 regional offices and 46 state field offices across the country. It also provides technical assistance and training to international agricultural projects and conducts surveys for other agencies and organizations. Careers include: mathematical statisticians, agricultural statisticians, survey statisticians, and IT specialists. TIP 8: RESEARCH FELLOW AND ASSOCIATE PROGRAM. The American Statistical Association in cooperation with the National Agricultural Statistics Service (NASS) conducts a Research Fellow and Associate Program providing research opportunities in statistical theory for Ph.D. applicants. Selected Fellows and Associates typically work for an academic year and receive stipends. They conduct research in residence in Fairfax, Virginia. For more information, go to: nass.usda.gov/Research_and_Science/asa-nass.php. National Institute of Food and Agriculture. Supports research, education, and extension programs in the Land-Grand University System by helping to fund the System at the state and local level and providing program leadership. Collaborates with over 100 partner organizations such as Historically Black Colleges and Universities, Hispanic-serving institutions, and Tribal colleges. Approximately 350 employees. Natural Resources Conservation Service. Provides leadership in partnership efforts to help people improve natural resources and environment on private lands through scientifically based, locally led voluntary conservation efforts. 90% of its approximately 11,500 employees work in the 2,900 offices outside of Washington, D.C. The Service includes State Offices, Service Centers, and National Centers. Positions include conservationists, agronomists, natural resources specialists, scientists and engineers, and program analysts. TIP 9: The Natural Resources Conservation Service has an excellent career planning website to help prospective and established employees identify career paths and browse careers in soil conservation, soil science and engineering. See nrcs.usda.gov/wps/portal/nrcs/main/national/careers/plan/ Risk Management Agency. Improves economic stability of agriculture through a secure system of crop insurance and risk management tools. Administers the Federal Crop Insurance Corporation programs. Employs approximately 450 staff in regional and compliance offices around the country. Rural Development. Offers rural business and cooperatives loans, grants, loan guarantees, and technical assistance to support housing, economic development, health care, first responder services, and infrastructure needs. Has a $200+ billion loan portfolio to bring enhanced economic opportunity to rural communities. Employees operate from Washington, D.C, St. Louis, Missouri, and In 47 State Rural Development offices across the country. Staff include agricultural economists and rural sociologists. USDA Offices (with brief mission descriptions if not otherwise evident) Departmental Management National Appeals Division (conducts administrative appeal hearings of USDA adverse program decisions and reviews hearing officer determinations) Office of Advocacy and Outreach (improves access to USDA programs and improves the viability and profitability of small farms and ranches) Office of the Assistant Secretary for Civil Rights Office of Budget and Program Analysis Office of the Chief Economist Office of the Chief Financial Officer Office of the Chief Information Officer Office of the Chief Scientist Office of Communications Office of Congressional Relation Office of Ethics Office of Environmental Markets (supports development of emerging markets for carbon, water quality, wetlands, and biodiversity) Office of the Executive Secretariat Faith-Based and Neighborhood Partnerships Office of the Inspector General Office of the General Counsel Office of Tribal Relations TIP 10:   VETERANS AND PERSONS WITH DISABILITIES (SCHEDULE A) RESUME DEPOSITORY.   USDA established a portal to facilitate submitting Schedule A resumes for noncompetitive appointments.   The website also has a robust “Veterans Employment Toolkit.”   It may be accessed at usda.gov/wps/portal/usda/usdahome?navtype=SUnavid=USDAEMP_SERVICES.   Civilian Career Fields: Scientists and Engineers: USDA employs a large number of employees with backgrounds in the sciences, including: Agriculturists (Job Series 0401) Agronomists/Soil Scientists (Job Series 0435) Biologists and Microbiologists (Job Series 0401; 0403; 0404) Chemists (Job Series 1320) Hydrologists and Soil Scientists (Job Series 1315; 0470) Nutritionists (Job Series 0630) Ecologists (Job Series 0408) Plant Geneticists (Job Series 0440) Plant Physiologists (Job Series 0435) Research Animal Scientists (Job Series 0487) Entomologists (Job Series 0414) Plant Protection and Quarantine Officers (Job Series 0401; 0421) Forestry and Range Technicians and Specialists (Job Series 0462;0454; 0455) Soil Conservation Technicians (Job Series 0458) Natural Resource Specialists (Job Series 0401) Loan Specialists and Assistants (Job Series 1165) County Operations and Program Technicians (Job Series 1101) Accounting, Budget and Finance positions (Job Series 0500) Economists and Social Scientists (Job Series 0100) Statisticians (Job Series 1529/1530) Program Specialists (Job Series 0301) Program and Management Analysts (Job Series 0343) IT Specialists (Job Series 2210) Nutritionists (Job Series 0630) Librarians (Job Series 1410) Current Vacancies: There are currently 146 Department of Agriculture General Schedule (GS) vacancies for civilian positions posted in USAJOBS for “U.S. Citizens.” Many are between the GS-5 and GS-13 levels. Occupations with the most current vacancies are: Natural Resource Specialists (Job Series 0401) Forestry Technicians (Job Series 0462) Biologists/Microbiologists (Job Series 0401/0403) Entomologists (Job Series (Job Series 0414) Program Technicians (Job Series 1101) Economists (Job Series 0110) Chemists (Job Series 1320) Veterinary Medical Officers (Job Series 0701)  Research Agricultural Engineer (Job Series 0890) The NEXT BLOG IN THE FEDERAL AGENCY SERIES WILL FOCUS ON The Department of Interior. Need Help with your Federal Resume for a Career with the Department of Agriculture? Complete our Request Quote for Federal Resume to ask for a QUOTE for professional writing services for your federal resume.

8 things that set truly confident people apart from others

8 things that set truly confident people apart from others 8 things that set truly confident people apart from others Successful people often exude confidence- it’s obvious that they believe in themselves and what they’re doing. It isn’t their success that makes them confident, however. The confidence was there first.Think about it:Doubt breeds doubt. Why would anyone believe in you, your ideas, or your abilities if you didn’t believe in them yourself?It takes confidence to reach for new challenges. People who are fearful or insecure tend to stay within their comfort zones. But comfort zones rarely expand on their own. That’s why people who lack confidence get stuck in dead-end jobs and let valuable opportunities pass them by.Unconfident people often feel at the mercy of external circumstances. Successful people aren’t deterred by obstacles, which is how they rise up in the first place.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!No one is stopping you from what you want to accomplish but y ourself. It’s time to remove any lingering self-doubt. With proper guidance and hard work, anyone can become more confident. Embracing the following behaviors of truly confident people will help get you there.1. They Take an Honest Look at ThemselvesJohnny Unitas said, “There is a difference between conceit and confidence. Conceit is bragging about yourself. Confidence means you believe you can get the job done.” In other words, confidence is earned through hard work, and confident people are self-aware. When your confidence exceeds your abilities, you’ve crossed the line into arrogance. You need to know the difference.True confidence is firmly planted in reality. To grow your confidence, it’s important to do an honest and accurate self-assessment of your abilities. If there are weaknesses in your skill set, make plans for strengthening these skills and find ways to minimize their negative impact. Ignoring your weaknesses or pretending they’re strengths won’t make them go away. Likewise, having a clear understanding of your strengths enables you to shake off some of the more groundless feedback and criticism you can get in a busy, competitive work environment- and that builds confidence.2. They Don’t Seek Attention People are turned off by those who are desperate for attention. Confident people know that being yourself is much more effective than trying to prove that you’re important. People catch on to your attitude quickly and are more attracted to the right attitude than what, or how many, people you know. Confident people always seem to bring the right attitude.Confident people are masters of attention diffusion. When they’re receiving attention for an accomplishment, they quickly shift the focus to all the people who worked hard to help get them there. They don’t crave approval or praise because they draw their self-worth from within.3. They Seek Out Small VictoriesConfident people tend to challenge themselves and compete, even when their efforts yield small victories. Small victories build new androgen receptors in the areas of the brain responsible for reward and motivation. This increase in androgen receptors increases the influence of testosterone, which further increases your confidence and your eagerness to tackle future challenges. When you have a series of small victories, the boost in your confidence can last for months.4. They Speak With Certainty It’s rare to hear the truly confident utter phrases such as “Um,” “I’m not sure,” and “I think.” Confident people speak assertively because they know that it’s difficult to get people to listen to you if you can’t deliver your ideas with conviction.5. They ExerciseA study conducted at the Eastern Ontario Research Institute found that people who exercised twice a week for 10 weeks felt more competent socially, academically, and athletically. They also rated their body image and self-esteem higher. Best of all, rather than the physical chan ges in their bodies being responsible for the uptick in confidence, it was the immediate, endorphin-fueled positivity from exercise that made all the difference. Schedule your exercise to make certain it happens, and your confidence will stay up.6. They Dress for SuccessLike it or not, how we dress has a huge effect on how people see us. Things like the color, cut, and style of the clothes we wear- and even our accessories- communicate loudly. But the way we dress also affects how we see ourselves. Studies have shown that people speak differently when they’re dressed up compared to when they’re dressed casually. To boost your confidence, dress well. Choose clothing that reflects who you are and the image you want to project, even if that means spending more time at the mall and more time getting ready in the morning.7. They Are Assertive, Not AggressiveAggressiveness isn’t confidence; it’s bullying. And when you’re insecure, it’s easy to slip into aggressiveness without intending to. Practice asserting yourself without getting aggressive (and trampling over someone else in the process). You won’t be able to achieve this until you learn how to keep your insecurities at bay, and this will increase your confidence.8. They Get Right with the BossA troubled relationship with the boss can destroy even the most talented person’s confidence. It’s hard to be confident when your boss is constantly criticizing you or undermining your contributions. Try to identify where the relationship went wrong and decide whether there’s anything you can do to get things back on track. If the relationship is truly unsalvageable, it may be time to move on to something else.Bringing It All TogetherYour confidence is your own to develop or undermine. It’s the steadfast knowledge that goes beyond simply “hoping for the best.” It ensures that you’ll get the job done- that’s the power of true confidence.This article first appeared on LinkedIn.You might also enj oy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people 8 things that set truly confident people apart from others Successful people often exude confidence- it’s obvious that they believe in themselves and what they’re doing. It isn’t their success that makes them confident, however. The confidence was there first.Think about it:Doubt breeds doubt. Why would anyone believe in you, your ideas, or your abilities if you didn’t believe in them yourself?It takes confidence to reach for new challenges. People who are fearful or insecure tend to stay within their comfort zones. But comfort zones rarely expand on their own. That’s why people who lack confidence get stuck in dead-end jobs and let valuable opportunities pass them by.Unconfident people often feel at the mercy of external circumstances. Successful people aren’t deterred by obstacles, which is how they rise up in the first place.No one is stopping you from what you want to accomplish but yourself. It’s time to remove any lingering self-doubt. With proper guidance and hard work, anyone can become more confident. Embracing the fol lowing behaviors of truly confident people will help get you there.1. They Take an Honest Look at ThemselvesJohnny Unitas said, “There is a difference between conceit and confidence. Conceit is bragging about yourself. Confidence means you believe you can get the job done.” In other words, confidence is earned through hard work, and confident people are self-aware. When your confidence exceeds your abilities, you’ve crossed the line into arrogance. You need to know the difference.True confidence is firmly planted in reality. To grow your confidence, it’s important to do an honest and accurate self-assessment of your abilities. If there are weaknesses in your skill set, make plans for strengthening these skills and find ways to minimize their negative impact. Ignoring your weaknesses or pretending they’re strengths won’t make them go away. Likewise, having a clear understanding of your strengths enables you to shake off some of the more groundless feedback and criticism y ou can get in a busy, competitive work environment- and that builds confidence.2. They Don’t Seek Attention People are turned off by those who are desperate for attention. Confident people know that being yourself is much more effective than trying to prove that you’re important. People catch on to your attitude quickly and are more attracted to the right attitude than what, or how many, people you know. Confident people always seem to bring the right attitude.Confident people are masters of attention diffusion. When they’re receiving attention for an accomplishment, they quickly shift the focus to all the people who worked hard to help get them there. They don’t crave approval or praise because they draw their self-worth from within.3. They Seek Out Small VictoriesConfident people tend to challenge themselves and compete, even when their efforts yield small victories. Small victories build new androgen receptors in the areas of the brain responsible for reward and motivatio n. This increase in androgen receptors increases the influence of testosterone, which further increases your confidence and your eagerness to tackle future challenges. When you have a series of small victories, the boost in your confidence can last for months.4. They Speak With Certainty It’s rare to hear the truly confident utter phrases such as “Um,” “I’m not sure,” and “I think.” Confident people speak assertively because they know that it’s difficult to get people to listen to you if you can’t deliver your ideas with conviction.5. They ExerciseA study conducted at the Eastern Ontario Research Institute found that people who exercised twice a week for 10 weeks felt more competent socially, academically, and athletically. They also rated their body image and self-esteem higher. Best of all, rather than the physical changes in their bodies being responsible for the uptick in confidence, it was the immediate, endorphin-fueled positivity from exercise that made al l the difference. Schedule your exercise to make certain it happens, and your confidence will stay up.6. They Dress for SuccessLike it or not, how we dress has a huge effect on how people see us. Things like the color, cut, and style of the clothes we wear- and even our accessories- communicate loudly. But the way we dress also affects how we see ourselves. Studies have shown that people speak differently when they’re dressed up compared to when they’re dressed casually. To boost your confidence, dress well. Choose clothing that reflects who you are and the image you want to project, even if that means spending more time at the mall and more time getting ready in the morning.7. They Are Assertive, Not AggressiveAggressiveness isn’t confidence; it’s bullying. And when you’re insecure, it’s easy to slip into aggressiveness without intending to. Practice asserting yourself without getting aggressive (and trampling over someone else in the process). You won’t be able to ac hieve this until you learn how to keep your insecurities at bay, and this will increase your confidence.8. They Get Right with the BossA troubled relationship with the boss can destroy even the most talented person’s confidence. It’s hard to be confident when your boss is constantly criticizing you or undermining your contributions. Try to identify where the relationship went wrong and decide whether there’s anything you can do to get things back on track. If the relationship is truly unsalvageable, it may be time to move on to something else.Bringing It All TogetherYour confidence is your own to develop or undermine. It’s the steadfast knowledge that goes beyond simply “hoping for the best.” It ensures that you’ll get the job done- that’s the power of true confidence.This article first appeared on LinkedIn.

RiseSmart Offers New Employee-centric Career Management Solution

RiseSmart Offers New Employee-centric Career Management Solution RiseSmart Offers New Employee-centric Career Management Solution Sanjay Sathe, CEO of RiseSmart, said, “Disengaged employees cost the U.S. economy up to $550 billion annually in lost productivity, based on a June 2013 Gallup report. One of the primary causes for this lack of engagement is a perceived absence of career opportunities. A 2012 study by Randstad indicates that a full 86 percent of employees who leave their jobs cite lack of career development as a factor. This is the problem RiseSmart Compass was specifically created to address. The primary features of the platform include: A career roadmap allowing employees to set their own goals, milestones, and action items. On-demand career coaching where employees can access resources for specific career coaching paths. An internal mobility tool where employees can search and apply for opportunities within their organization that can move them along their career development path and improve retention. A networking and community tool where employees can build internal networks through community forums, contact-management tools, and a mentor-matching platform. A real-time feed where employees can see how their colleagues feel about their jobs or company. HR analytics for an organizational view of skills, job activity, and goal tracking. Too many workers today just go with the flow when it comes to their careers, often because they arent getting the direction they need to grow and succeed. This results in workers who are disengaged and dissatisfied. RiseSmart Compass encourages people to be proactive and goal-oriented when it comes to their careers â€" pick a direction and get there as opposed to just letting your career happen to you. Its a win-win for employers and employees,” concluded Sathe.

An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer.

An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. Use an inquiry letter to ask about working for an employer who has not advertised a job opening. In the letter, match your qualifications to their needs and show your interest in, and knowledge of the employer. To find out the needs of an employer, use employment advertisements, position descriptions, phone conversations, and informational interviews. This format can be effective to show how well you fit: Your Needs My Qualifications Detail-oriented, experienced Administrative Assistant Four years Administrative Assistant experience with responsibility for numerous detailed reports Assist Customer Relations Manager Assisted Customer Relations Manager for two years Corporate experience with major clients a must Regularly served purchasing agents at Fortune 500 companies PC knowledge a plus Proficient in Microsoft Word and Excel In addition, an inquiry letter should include: A specific contact name and title at the company An introduction with why you are writing A polite request for a follow-up meeting or phone call A thank you to the reader for his or her time Your signature - blue ink is best to show the letter is an original Your resume as an attachment View a sample inquiry letter for layout and format suggestions. Source: Creative Job Search, a publication of the Minnesota Department of Employment and Economic Development.

How to Write a Resignation Letter - Resumonk Blog

How to Write a Resignation Letter - Resumonk Blog How to Write a Resignation Letter You’ve just finalized an employment contract with a new company. You’re excited about the new opportunity, and you’re ready to get started. You just need to depart your current place of employment - gracefully. Ideally, your first step should be to  setup a meeting with your boss.  Inform her/him that youve decided to quit the job and express gratitude for all the opportunities you received in your tenure there. Keep a positive tone and show your commitment for transitioning your responsibilities.   Then, send out a formal letter of resignation to your boss. It  should be professional, appropriate and respectable.     Why Do You Need to Write a Resignation Letter? Resignation letters are a formal way to  provide notice that you’re leaving. It makes it easy for the direct supervisor to share this information with their boss and the Human Resources (HR) department. Also, it removes any scope for confusion in the actual date of resignation.   Through written documentation, HR and your supervisors will know they need to begin the search to find your replacement. HR will also initiate all the exit related formalities based on this formal notice. Here is a step-by-step guide on what content to include in your  resignation letter. Writing Your Resignation Letter: The Subject In most workplaces, youll be sending the resignation via an email. The subject line should be very clear and it should immediately draw the attention of the recipients. Remember, supervisors and HR people  receive a lot of email and you dont want them to miss out on this one. You can use any of the following subject lines: Resignation [Your Name] Notice of Resignation [Your Name] Writing Your Resignation Letter: The First Paragraph The first paragraph of your resignation letter may seem like the most challenging to write, but it is actually quite simple. Instead of looking for a creative way to begin the letter, you’ll want the first paragraph to provide all the information your boss and the HR will need to know. Following a simple greeting of “Dear [Boss’s name],” you’ll want to immediately let them know why you’ve written the letter. Within the first paragraph, you’ll need to directly state that this is your resignation notice from your position. Be specific about the position you are resigning from. Next, you can include the final date of employment. Be sure to include a specific date in your letter rather than saying you will be leaving in two weeks. Dear [Boss’s Name], Please accept this note as my formal resignation from my position as [Job Title]. My last day of employment with Company Name will be [Date]. However, if you wish to leave earlier than your notice period, you can make a polite request for releasing you early.     I understand that my notice period is X days, but I would request you to release me from employment [by DATE]  OR  [as early as possible]. I will  do my best to ensure complete  handover of my current responsibilities before I leave. Writing Your Resignation Letter: The Thank-You Don’t feel like you need to get too deep into the reasons why you’re looking to leave the company. You also don’t need to include information about the job you’ve accepted or where you’ll be going after leaving the company if you do not wish to. However, you should take the time to  thank your boss for the opportunity they have given you. If you had an extremely positive relationship with your boss and the company you’ve worked for, you may go into deeper detail in this section than others. If you are leaving the company on poor terms or you have negative feelings for your boss, still thank them, but stay generic. Highlight a few of your favorite parts of the job and what you’ve enjoyed during your time in the position. State what skills you’ve learned while doing the job and how those skills will move with you as you grow your career. Here is a generic thank you section you can customize to your liking: I appreciate the opportunity you have given me and have learned many different skills on the job. Over the past few years, I’ve particularly enjoyed learning [Skill #1, Skill #2, Skill #3]. Thank you for helping me to develop these skills. They will stay with me for the rest of my career. Writing Your Resignation Letter: The Closing To end your resignation letter, let your boss know you’re happy to help with the transition process until your final employment date comes. You should also try to mention a few key projects you’re willing to close out before you go. The closing is especially crucial if you’re hoping to leave the company with strong relationships. Leaving the position without considering how it may make things difficult for your boss or co-workers is a good way to burn bridges. Instead, offer to work with them  to determine what they need from you before you go. You will also want to wish the company well. If you hope to maintain a professional relationship with your boss, mention how you hope to keep in touch when you go. This example can get you started with writing a resignation letter closing: Before my final work day, I will work with you and the team to complete my projects and train other team members. I would like to help make this transition as easy as possible for you and the [Company Name] team, so please let me know what I can do. I hope the [Company Name] has many successes in the future, and I look forward to keeping in touch. Thank you, Your Name What to Avoid in Your Resignation Letter If you’re leaving the company on poor terms, you may be tempted to tell your boss exactly what you think of the company and their leadership or your coworkers. While you may think this will help you feel better about leaving your job,  it is best to avoid doing so for obvious reasons. You never know who coworkers are connected to or who you may run into in the future. Also, many companies reach out for background or reference check to the candidates previous employer. If you leave an insult-filled resignation letter on your boss’s desk complaining about the company or your colleagues, they certainly wont talk about you in glowing terms.   If you don’t have positive feelings about the job, don’t get too specific in your resignation letter. Remain respectful, but keep the letter short and to the point. Simply writing a letter that states you’re leaving and the date of your departure is enough. Finally, keep in mind that your resignation letter may not be the time for jokes and humor, even if you have an extremely positive relationship with your boss. Your resignation letter should be formal because it will probably be shared with many different people in the company. From upper-level management to the HR department, your resignation may pass through many different hands. Don’t write a letter you’d be embarrassed for the CEO to read. Keep It Short And Simple While resignation letters may seem intimidating, they are actually fairly simple to write. When creating your resignation letter, keep in mind the basics we’ve laid out. If you’d like to further discuss an issue, your departure or the projects you’re working on, save them for an in-person conversation. A letter with only the basics will make it easy for you, your boss and the company you’re leaving. Use the provided examples to get started in drafting your resignation letter. They will serve as excellent starting places to create a unique letter explaining your departure - and your exit will exude grace and poise rather than be a flurry of chaos and hard feelings. p.s. Resumonk helps you create a beautiful résumé cover letter in minutes. Stand out from the crowd and multiply your  chances of landing your dream job. Check it out now.

4 steps to becoming a powerhouse public speaker

4 steps to becoming a powerhouse public speaker 4 steps to becoming a powerhouse public speaker Want to expand your reach as a leader?  Deloitte  partner Jennifer Knickerbocker has a tip for you: Become a more confident public speaker.As you move up as a leader, you’ll eventually make the leap from leading two people to leading 20 (or 200 or even 2,000). You might need to rally a team, convince an organization to embrace change, or inspire a group of people to take action- and when you do, you’ll need to move beyond communicating effectively with individuals and start successfully addressing large groups of people.To support that increasing responsibility, Knickerbocker, who leads Deloitte’s Global Compliance and Reporting Services practice, says public speaking skills are priceless. It’s an essential skill for any up-and-coming leader whose job requires him or her to influence, persuade, and motivate people- lots of people.“Done well, public speaking is a way to quickly establish your credibility and communicate with a wide audience, versus communicating one on one,â € she says. “Effective speakers are better able to create a followership and build momentum for their messages.”Mind you, Knickerbocker didn’t start out as an amazing speaker. Far from it, in fact! “I started from a place where I was not being effective,” she explains. “I was often seen as deferential, and therefore, not someone who had valuable opinions.”In the corporate workplace, confidence is often confused for competence, so Knickerbocker suggests that when you speak up in a way that seems tentative or deferential, you take the power out of your contribution.Are you inadvertently signaling that you lack conviction in what you say? If you’re struggling to get others to follow your lead, it could be that your lack of comfort with public speaking or your hesitation to speak up is undermining your message.So how did Knickerbocker develop into the powerhouse speaker she is today? She learned everything through practice, self-evaluation, and the coaching she received through Deloitte’s NextGen leadership development program for high-potential leaders. Now, she’s sharing her four keys for success.1. Get StarTEDKnickerbocker recommends watching a few TED talks to see the many different ways effective speakers get their messages across.“Watch how these speakers command an audience with confidence, a concise message, and strong vocal projection and body language,” she advises.As you watch, make a list of techniques you’d like to add to your repertoire. And don’t be intimidated by your favorite TED speakers; many of them followed these four tips themselves at some point or another when they were learning to speak- and lead- more effectively!2. Record. Play. Rewind. Play. Repeat.It wasn’t by chance that Knickerbocker got better at public speaking; she made a concerted effort to observe, critique, and build her public speaking skills. “I watched myself on videotape over and over,” she said. “It was painful at first!”To replicate her results, all you’ll need is a smartphone and the determination to get over the awkwardness of watching yourself speak. Then, follow this four-part technique developed by Ed Tate, winner of the Toastmasters World Championship of Public Speaking: Record Yourself Speaking on Any Topic: The subject matter doesn’t matter. Just pick a topic- any topic- and speak into your smartphone camera, as though you were speaking to an audience. Listen to the Audio Only, But Don’t Watch: Then, put the phone where you can’t see it and, instead of watching your performance, just listen to it. Was your message clear? Did you notice any verbal habits you’d like to change? Make notes on anything you’d like to improve so that you can work on those things each time you practice. Turn Off the Sound and Watch the Video: Pay particular attention to your facial expressions and body language, and make notes for future improvement. Watch the Video With Sound: Now, put it all together, listening to the sound as you watch yourself present, and make any final notes you’d like to remember next time you give a presentation.Watching yourself speak can be cringe-inducing for sure, but the results you’ll see are well worth the discomfort.3. Don’t Settle for Hearing “You Did Great”From all of the areas for improvement that you’ve identified, select one aspect of your performance that you’d like to work on first, such as improving your body language, staying on-message, or making meaningful eye contact with your audience. The next time you’re presenting, enlist a buddy to critique you- sincerely and constructively- on just that specific aspect of your presentation.“When I make a presentation that’s important to me, I find someone in the audience I trust and ask them to focus on one element and give me honest feedback about it,” says Knickerbocker. “That way, I have one person watching me to make sure I make eye contact or that I don’t say ‘um’- someone co mmitted to giving me honest feedback and not just saying, ‘You did great!’ which is nice, but isn’t going to help me grow.”Hearing constructive criticism isn’t always easy, but it’s a critical step in your ongoing evolution as a more effective speaker and leader.4. Stop Avoiding it and Just Do ItKnickerbocker’s parting advice: “Simply stop avoiding public speaking. Take a deep breath and make a decision to embrace the discomfort.”Just go and do it. Learn from watching great speakers in action. Embrace the awkwardness of watching yourself on video. And don’t settle for hearing “you did great.”If you persist, the payoff for your career can be huge. Knickerbocker says, “Today, I’m a far more effective speaker, which has built my credibility and opened doors that have led to more opportunities to lead initiatives and speak to large groups of clients and colleagues at conferences.” And you can do the same.This article was originally posted on BeLeaderly.com.