Alexandra Levits Water Cooler Wisdom Our Digital Future Machine, Platform, Crowd

Alexandra Levit's Water Cooler Wisdom Our Digital Future Machine, Platform, Crowd TheMIT Sloan Expert Seriesrecently presented a webcast withAndrew McAfee?and ?Erik Brynjolfsson, co-authors of the new bookMachine, Platform, Crowd: Harnessing our Digital Future,Beth Comstock, vice chair of GE, andSandy Pentland,MIT professor and expert of group dynamics in a digital world. A crucial theme of the new book is that unsettling, disruptive change is becoming the status quo. Suddenly, companies we think are going to be around forever are being instantaneously upset by start-ups.Machinesgain more complex cognitive abilities every day and are rapidly taking over jobs in a way we never dreamed was possible. And the corporate research labs? They’ve got nothing on the collective brainpower of the Internet. Given these scenarios, effective human leadership is more critical than ever. InMachine, Platform, Crowd, McAfee and Brynjolfsson encourage professionals to leverage technology to make our organizations and industries better and to transform our global world into a more educated, entrepreneurial, and inclusive place. The most powerful force at play today is not solo automation, but the combined strength of humanity and technology. Here are a few key takeaways from the webcast: Let Go of the Concept of Management Our traditional notion of leadership came about because the industrial age mandated hierarchies. Today, we don’t have to be so static and rigid about how we organize our companies and need to be adaptable and willing to move things around. Focus on Connector Jobs The highest paying, most competitive jobs today and in the near future will employ people who understand how to connect people to people and people to machines for the purpose of exploiting new business opportunities. Consider where in your organization connectors can add the most value. Hone Interpersonal Skills Ensure that your team members have adequate training and strong skills in negotiation, persuasion, and coordination. Jobs that require these will not be replaced bybotsanytime soon. For more from this webcast, check out the full post on the QuickBase Fast Track blog.

The Best Vitamins to Take for Your Age

The Best Vitamins to Take for Your Age Vitamins are essential in our daily routine, but how do you know what you should be taking in your 20’s compared to your 40’s, or 60’s? What are the best vitamins to take for your age? Dr. Christopher Calapai D.O.   is sharing his top recommendations for vitamins you should be taking through the generations: Your 20s  â€" In our 20s, we’re super active, so Vitamin B is really important. Vitamin B will keep you energized throughout the day and prevent you from crashing. Vitamin C is another important vitamin that will boost your immune system and slow down the skin’s aging process. Your 30s  â€" Our 30s require a lot of vitamin D, which helps strengthen bones and keep your teeth healthy. Vitamin D deficiencies can cause health issues such as bone abnormalities and increased bone tenderness, which can lead to osteomalacia. This is especially important in the winter months as Vitamin D levels from the sun are harder to absorb. Your 40s â€" Once you reach 40, be sure to get a lot of calcium and potassium. You should also be taking a multivitamin daily. A multivitamin helps with memory loss and lowers the chance of cancer. Your 50’s â€"   In our 50’s,  Omega 3 is a key vitamin in your 50’s since it lowers blood pressure and prevents heart disease. There are three types of Omega-3’s, one being DHA, that improves eye health. These fatty acids can also fight off inflammation in the body. Your 60’s â€"   Come 60,  Vitamin B12 is known to keep nerve and blood cells at its healthiest, while also preventing anemia, making you tired or weak. Iron maintains healthy muscle function as well, so this is a must. About  Dr. Calapai Dr. Christopher Calapai, D.O. is an Osteopathic Physician board certified in family medicine and anti-aging medicine. Proclaimed the The Stem Cell Guru by the New York Daily News, Dr. Calapai is a leader in the field of stem cell therapy in the U.S.  

On the Job by Anita Bruzzese Workplace Love Gone Wrong

On the Job by Anita Bruzzese Workplace Love Gone Wrong Its estimated that at least 58 percent of you in the working world have dated someone you work with. I, myself, married someone I met on the job.But I have to be honest here: I didnt want to even date him (my husband) when he started making it clear he wanted to be more than friends.I worried what co-workers would think about us, I worried what the boss would think, I worried what would happen when we broke up (I thought that was inevitable since I had never dated anyone longer than a few months.)But more than 20 years later, I look back and realize that it was all my worries that helped keep our workplace romance where it should be private. And it was his concern about my worries that kept the romance from being gossip fodder and hurting our careers. (OK, it probably would have harmed mine more than his women still suffer inequality in the workplace in most regards.)When I spoke with mediator Barbara Reeves Neal about love contracts she noted that these are pretty much the flavor of the month for companies trying to protect themselves against lawsuits when love goes wrong between employees. Getting workers to sign off on behaving professionally should they get involved seems a bit silly, considering were talking about adults, not lovesick adolescents.The bigger problem regarding romance in the workplace may be what appears to be a growing trend: relationships that are blossoming among employees who are married to someone else.Neal said she believes part of that is because employees are working longer hours than ever before, and become more emotionally attached to someone on the job as they work towards a common goal.Since I know of at least a handful of marriages that have broken up recently because of an on-the-job romance with someone else, I tend to agree. Still, thats not hard scientific proof, and is unfair to those who remain faithful to a partner while working closely with someone at work.Neal, however, felt the problem was significant enough to offer these ideas to help keep some relationships strictly professional: No after hour meetings if they can be avoided. Remind yourself of the family you have at home, Neal says. Go home to them. No hotel room meetings. This can be slightly problematic when all the men or all the women want to meet in someones room and the one person of the opposite sex feels uncomfortable with it. Still, everyone should be understanding and hold all meetings in the hotel lobby or other meeting room. When traveling on business, stay away from dimly lit restaurants or bars. Remember that the good feelings you have working with that person are because youre working towards a common goal. Dont infuse the relationship with personal emotional attachment. Keep in mind you can seriously damage your career. Former Boeing CEO Harry C. Stonecipher was forced to resign after his involvement with a female executive in the company. Other Boeing officials found out about the affair between the married CEO and the wo man when they got an anonymous tip. Your employer can dismiss one or both of you for violating a companys code of conduct.

Recruiting Senior-level Employees 6 Solid Tips

Recruiting Senior-level Employees 6 Solid Tips Sponsored by MightyRecruiter Recruiting for senior-level employees can be a headache, especially in an economy with near-full employment. When recruiting for a senior position, which typically requires a detailed recipe of hard and soft skills, accomplishments, and professional experience, the field can seem awfully narrow. Make your challenge for 2019 to sharpen your senior-level recruiting skills. By following the list of 6 tips below, you’ll learn to present your upcoming opportunities to a pool of active and passive candidates alike, tangibly improve the qualities of your hires, and increase your company’s retention. 1. Start with a standout job description Clever titles and a long list of work perks aren’t enough to attract the best candidates in this job market. With fewer people actively looking for work, effective recruiting for senior-level employees requires a job description that will attract even those jobseekers who didn’t know they needed a new job. Especially for hard-to-fill roles, writing a clean, detailed job description must be a priority if you are hoping to improve your chances of identifying the right candidates. A common complaint among recruiters and hiring managers is that there is a skills gap or a dearth of candidates who possess the exact skills sets needed for job openings. However, research shows that often it isn’t a lack of qualified candidates but rather a disconnect between what recruiters are looking for and what applicants are writing on their resumes. To combat this, recruiters and hiring managers must have a deep understanding of the role. When writing a job description, ask yourself what problem the company is looking to solve with this hire. Then, develop a detailed profile of your ideal candidate. In other words, your job description should be more than a list of job responsibilities. It should focus on the specific hard and soft skills that an employee will need to succeed in the role. To develop this list, interview employees who are currently shining in similar job titles and ask what they think their most valuable skills are. Interview the executive that this new hire will report to, as well, and ask them the same questions.  Their responses during these interviews should inform your job description more than a list of duties and responsibilities. 2. Make the first contact count Highly-qualified candidates are often bombarded with emails from recruiters, many of which are vague, uninspired emails that scream of a mass mailing. Very often, these go unanswered. Recruiting for senior-level employees requires you to up your game. To increase your chances of getting a response from your chosen candidates, personalize every communication. At a minimum, use the person’s name and mention one of their past roles or a skill they possess that has caught your eye. By taking the time to customize each correspondence just a little bit, you’ll increase the likelihood that a candidate will respond to your request for a call or meeting. 3. Don’t rely exclusively on email With tools like ContactOut available, it’s easier than ever to participate in the lost art of the phone call. Once you are familiar with a candidate, consider tracking down their phone number and giving them a call. Especially when recruiting for senior-level employees whose email inboxes are often bursting with inquiries from recruiters, taking the time to pick up the phone shows your true interest in their skill set and can be much more personal than a generic email. Not convinced? A recent survey found that nearly 40 percent of job seekers preferred being contacted by phone over email. 4. Be able to explain why this is a great opportunity This tip, too, is about personalization. Another benefit to taking the time to study the career path of the candidates you are considering is that it will help you be more selective about who you reach out to, which will save you time. Look at each candidate’s background (perhaps through a Mighty resume database) and ask yourself â€" is this a logical next step for this person’s career? What is appealing for one candidate will not be the same as what appeals to another. For example, if you are looking to hire a marketing manager, someone who currently holds the title associate marketing manager might jump at the chance to move up the ladder professionally. However, for someone who already holds that title and would be making a lateral move, being able to highlight new skills they’ll develop in the role or exciting projects they’ll work on, could help pique their interest. This tip is especially important when recruiting passive candidates. 5. Learn stellar screening skills You’ve written a killer job description, personalized emails to a handful of dream candidates, and have received some positive responses. Now, it’s time to screen your candidates. When recruiting for senior-level employees, a seasoned recruiter can often tell by looking at a candidate’s resume whether they have the skills to do a job. However, the phone or video screen is when you’ll begin to decide which of your selected candidates are most likely to succeed in the role. While skills and knowledge certainly play into the part of the interview process, don’t forget to ask questions that get to the heart of the candidate’s work, management, and communication styles. These are often a determining factor in whether they will be a cultural fit for a team or company and can help you determine who will be most likely to thrive in the role. 6. Get sleuth-y with reference checks Going the extra mile in checking references is a critical part of the hiring process.   After all, it’s easy for candidates to present themselves well during a few job interviews. And with so much of our lives documented on social media, it’s easy to back up that presentation with a carefully curated LinkedIn profile. When checking references, don’t stop at the people provided by the candidate â€" after all, as the candidates chosen references, they are almost certainly going to paint a rosy picture of the person’s past performance. Instead, go a step further by using your own network to ask questions. Look on LinkedIn for common contacts and, if you have any in common, reach out to those people for a fresh perspective on the candidate’s accomplishments and demeanor. Look at the candidate’s online recommendations and reach out to those, not on your list of referrals. Read reviews of the candidate’s published works or lectures. These steps can serve as gut checks that will help you feel confident that you are reading the candidate correctly. About the author: Kick off your 2019 recruiting game with MightyRecruiter.  An intuitive, comprehensive, and transformative recruiting solution, MightyRecruiter allows you to source passive candidates, track and manage applicants,  access an expansive resume database, and take advantage of  Mighty free job postings. Then, hire the most relevant candidates for your jobs, all at  no cost.

Resume Tips: Tips For Writing Effective Resumes

Resume Tips: Tips For Writing Effective ResumesJob seekers who are searching for ways to make their resumes stand out are finding lots of helpful resume tips on the internet. These tips are often updated daily, so they will be of great help to you. It is important that you know how to format your resume properly, or else it will be a total waste of time. Moreover, it is also important that you know how to create effective cover letters and your resume as well.You will find plenty of helpful resume tips on the internet, and most of them include tips on how to use the resume effectively. This includes the manner in which you highlight specific points. You should note that the fonts used for resumes are smaller than those used in cover letters. In your resume, keep your resume as clear and concise as possible. When you write your resume, think about what exactly you need to say.You can also find resume tips on the internet that are specifically geared towards people who have gone throug h their college career and look for resumes for job openings. When you are looking for tips for your resume, make sure that the tips are specific enough to meet your needs. The tips that you find online are always personalized, but this means that they are going to be specific to you.When you search for resume tips, always make sure that the tips are up-to-date. This means that they have been created by a person who has been able to take certain elements from books, and applying them to their own situation. The authors of these tips are working professionals who understand that different people will respond to different styles. Thus, they seek to express what works best for people like you.You should remember that some people will respond better to certain style of writing. That is why it is important to use one resume tip and not copy-paste the same strategy from one website to another. Your best bet is to figureout what works best for you, and then apply that style. Then you will find that other people are using the same kind of resume tips that you have been using.There are a few tips that you will find useful when you are trying to write your resume. You should remember that you should keep your resume to the point, and stick to the facts. If you do this, you will find that your resume will be more appealing to the hiring managers.It is also important that you have a clear idea of how long your resume is going to be. A professional resume writer will be able to determine this before you write a single word. When you know this, you will be able to communicate clearly about what you have to say.Finally, make sure that you do not under emphasize certain parts of your resume. When you do this, you may sound like you do not care about your resume. When you really want to impress people, you should be making a concerted effort to be positive.

Im strange and Im proud - The Chief Happiness Officer Blog

Im strange and Im proud - The Chief Happiness Officer Blog My Iowan buddy Mike Wagner recently gave a fantastic TEDx talk about the value of being strange. I absolutely consider myself to be strange and Im kinda proud of it. And whats more, I think happiness at work is only possible when you can be yourself at work, i.e. when youre allowed to be strange or maybe even celebrated for being so. Have you heard about Zappos principles? One of their values is Create fun and a little weirdness so they as a company celebrate strangeness. Also this: When the going gets weird, the weird turn pro. Hunter S. Thompson. How about you? Are you strange? Are you allowed to be strange at work or do you have to conform? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Book review The 100% Factor - The Chief Happiness Officer Blog

Book review The 100% Factor - The Chief Happiness Officer Blog Ever feel like sitting down and having a long quiet conversation with a very wise person? The kind of chat that leaves you thinking more and deeper about you, your world and how to be more yourself. Reading Jodee Bocks new book The 100% Factor Living Your Capacity is just like that. Its a wonderful affirmation that the world does make sense, that there are simple, deep truths that can help you enjoy it more and that there are people out who have both the experiences and the desire to share those experiences with others. Jodee writes this in the preface: When I think back on my corporate career, I identify myself as a square peg in a round hole With the benefit of hindsight now, Im able to see that if I could have created a support system for my seemlingly outrageous thoughts and belief system, I may have been able to communicate my ideas in a way that wasnt as threatening as it appeared at the time. Had I known that there were others in the world who shared some of my frustrations about feeling stuffed into the box that was mine on the organizational chart, I may have been able to formulate my thoughts into meaningful dialogue. Well, as Jodee now knows, there are plenty of people out there who share her frustrations and beliefs and this book then becomes that meaningful dialogue to all us like-minded individuals everywhere. The topics range widely (even wildly) from accountability, prejudice and fear to change, creativity and courage. I recommend this book to anyone who likes pondering some of the great questions, and would like to peek inside the minde og someone whos obviously spent a lot of time doing so already. You may not agree with everything in the book, but it will inspire you. Disclosure: Jodee is a blogging buddy and gave me a free copy of the book to review. Im also mentioned in the book twice thanks, Jodee. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related