7 Ways to Kill Your Career

7 Ways to Kill Your Career There are a great deal of reasons why individuals lose their positions. The most self-evident: truancy, terrible showing, lying, taking, and badgering. Be that as it may, shouldn't something be said about those concealed reasons? Shouldn't something be said about reasons that can catch off-guard you at each degree of your vocation while you're appearing, buckling down, and feeling hopeful about your future at work? To more readily comprehend a couple of these slippery profession executioners and how to stay away from them, I talked with interest master and writer of Living Curiously, Becki Saltzman. 1. Oppose bunching in inner circles Joining a faction at work can give a feeling of having a place and security, however these inner circles can be profession executioners when you become marked for your friends and not for yourself. This is especially hazardous for your vocation when your club has become undesirable, become some portion of an enormous cutback, or isn't being focused for places of authority. Cross-fertilize and extend your systems to be more extensive, as opposed to more profound. Create connections inside your association that are outside of your specialized topic, and grow your system outside of your industry. Andrew Hargadon, development analyst and creator of How Breakthroughs Happen, alludes to the way toward collecting individuals, thoughts, and articles in new mixes as innovation handling. In Living Curiously , Saltzman clarifies this cross-pollinating can assist you with applying inventive strategies to your profession as a type of life facilitating that can vaccinate you against the impacts of vocation executing inner circles. 2. Challenge sham maxims Articulations and maxims like We should not rehash an already solved problem, or Beneficial things go to the individuals who pause, or The client is in every case right, are regularly bandied about inside associations. While they can help join organizations, they can likewise go about as barricades to professional success in case you're not inquisitive about when they apply and when they don't. Test suppositions by confronting these maxims with a solid portion of suspicion. Investigate your organization's survey and advancement process by asking a HR authority or finding a loosening up an ideal opportunity to legitimately ask your chief. Search for an advancement that astounded you, and search for explanations behind the advancement past beneficial things coming to somebody who pauses. 3. Quit making a decent attempt to be fascinating At the point when you are new to an association or now and again when you feel underestimated at work, putting forth an attempt to have your colleagues, clients, and bosses become more acquainted with you better can appear to be something worth being thankful for. In any case, the threat is in the apparent exertion. Making a decent attempt to be intriguing can reverse discharge and cause you to seem egotistical and edgy. Rather, center around being intrigued. Get increasingly inquisitive about others. Influence master Robert Cialdini recommends searching for earnest motivations to like individuals. Saltzman proposes, Finding and sharing extraordinary shared traits is a demonstrated method to interface with others without seeming urgent. She includes, Posing inquisitive inquiries like, 'What might astonish the vast majority about your activity?' shows that you're interested about others. This will make individuals progressively inquisitive and keen on you. 4. Cease from an excessive amount of mindless compliance Obliging gathering understanding or contradiction can settle on dynamic simpler than spearheading unique thoughts or strongly proposing various other options. Be that as it may, excessively depending on this kind of mindless obedience can lessen your profession magic. Rather, take part in better approaches for speculation and recommend others do likewise. Think about outrageous thoughts. Utilize both dissimilar (unfenced) thinking and concurrent (applied) thinking. Saltzman proposes posing the inquisitive inquiry, Is it better, in this example, to not be right in a group, or right alone? 5. Bust predispositions Psychological inclinations are mental alternate ways that assist us with handling data all the more rapidly, yet they likewise can misdirect us and contrarily sway our profession choices. Outmaneuver your predispositions by conflicting with your gut and scrutinizing your instinct. Tune in to and consider thoughts and data that don't affirm what you accept or wish to be valid. In case you're a speculator, for instance, look for data that could demonstrate that you're overpaying for a venture that you truly need to make. Endeavor to consider thoughts created by individuals who you normally excuse. 6. Battle off nature As indicated by Saltzman, nature is a two dimensional vocation executioner. One kind of nature originates from a lot of sharing. The other kind originates from an excess of knowing. An excessive amount of sharing is stayed away from by getting the show far from the work environment. A lot of knowing is trickier. Positively radiating the impression of not knowing can be a profession executioner. In any case, we additionally smother the interest expected to progress in our professions on the off chance that we accept we know all that there is to know. Attempt new things outside of work, such as learning bows and arrows, as an approach to reconnect with your learner mentality and recover comfort with less recognition in circumstances where your vocation isn't in question. 7. Maintain a strategic distance from conduct bombs Triggers and inclinations cause us to carry on not exactly ideally by enacting our own conduct bombs. Your triggers may make you emit when gone up against by the narrow minded conduct of others, the sentiment of being disregarded or erroneously charged, or feeling barred from dynamic. It is imperative to be interested about and mindful of these triggers before they actuate your conduct bombs and cause you to devastate your profession. Making trigger instruments that assist you with raising interest in front of analysis, judgment, dread, or lack of concern permits you to get to the trigger before responding with a conduct bomb. In Living Curiously, Saltzman proposes envisioning an electronic dial that you can wind to lift your interest so you can right away beginning responding to conduct bomb triggers with interest rather than feeling. You can decrease the intensity of these triggers over you and your profession. Monitoring these more subtle profession executioners is the initial phase in ensuring that they don't catch unaware you. Seeing how to battle them will guarantee that they don't lessen your vocation magic. 7 different ways to slaughter your vocation There are a ton of reasons why individuals lose their positions. The most self-evident: non-attendance, lackluster showing, lying, taking, and provocation. Be that as it may, shouldn't something be said about those concealed reasons? Shouldn't something be said about reasons that can sucker punch you at each degree of your vocation while you're appearing, buckling down, and feeling idealistic about your future at work? To all the more likely comprehend a couple of these tricky profession executioners and how to dodge them, I talked with interest master and creator of Living Curiously, Becki Saltzman. 1. Oppose grouping in coteries Joining a coterie at work can give a feeling of having a place and security, yet these clubs can be profession executioners when you become marked for your companions and not for yourself. This is especially risky for your vocation when your faction has become undesirable, become some portion of a tremendous cutback, or isn't being focused for places of initiative. Cross-fertilize and grow your systems to be more extensive, as opposed to more profound. Create connections inside your association that are outside of your subject matter, and extend your system outside of your industry. Andrew Hargadon, advancement analyst and creator of How Breakthroughs Happen, alludes to the way toward gathering individuals, thoughts, and items in new blends as innovation expediting. In Living Curiously, Saltzman clarifies this cross-pollinating can assist you with applying inventive strategies to your vocation as a type of life handling that can vaccinate you against the impacts of profession murdering clubs. 2. Challenge counterfeit axioms Explanations and axioms like We should not rehash an already solved problem, or Beneficial things go to the individuals who pause, or The client is in every case right, are regularly bandied about inside associations. While they can help join organizations, they can likewise go about as detours to professional success in case you're not inquisitive about when they apply and when they don't. Test suppositions by confronting these axioms with a sound portion of incredulity. Investigate your organization's survey and advancement process by asking a HR expert or finding a loosening up an ideal opportunity to legitimately ask your chief. Search for an advancement that shocked you, and search for explanations behind the advancement past beneficial things coming to somebody who pauses. 3. Quit making a decent attempt to be fascinating At the point when you are new to an association or now and again when you feel minimized at work, putting forth an attempt to have your collaborators, clients, and bosses become acquainted with you better can appear to be something to be thankful for. Be that as it may, the peril is in the apparent exertion. Making a decent attempt to be intriguing can blowback and cause you to seem conceited and frantic. Rather, center around being intrigued. Get increasingly inquisitive about others. Influence master Robert Cialdini recommends searching for genuine motivations to like individuals. Saltzman proposes, Finding and sharing exceptional shared characteristics is a demonstrated method to interface with others without seeming edgy. She includes, Posing inquisitive inquiries like, 'What might astonish a great many people about your activity?' shows that you're interested about others. This will make individuals progressively inquisitive and intrigued by you. 4. Cease from an excess of oblivious conformity Obliging gathering understanding or contradiction can settle on dynamic simpler than spearheading unique thoughts or strongly recommending various other options. Be that as it may, excessively depending on this kind of mindless compliance can decrease your vocation magic. Rather, participate in better approaches for intuition and propose others do likewise. Think about silly thoughts. Utilize both divergent(free-extend) thinking and convergent(applied) thinking. Saltzman proposes posing the inquisitive inquiry, Is it better, in this occasion, to not be right in a group, or right alone? 5. Bust predispositions Intellectual predispositions are mental easy routes that help us proce

Is legacy technology impacting your ability to attract and retain top talent Viewpoint careers advice blog

Is legacy technology impacting your ability to attract and retain top talent In a world where innovation is an increasingly important commodity to attract the best IT talent, how can you make sure your legacy technology isn’t letting you down? Legacy technology has the potential to create serious challenges for CIOs and IT managers. For a start, there are legitimate concerns that an over-reliance on legacy technology has the potential to exacerbate an already skills short IT landscape. It’s proving increasingly hard to replace those professionals who are adept at working with these technologies, as many are now reaching the end of their careers. So, you’ll need to recruit new talent to help fill these gaps. The problem is that IT professionals of today are eager to continuously and consistently upskill to stay ahead of the ever-changing technology curve. And this is completely understandable. As such, they want to work with the most innovative technology. And working with modern technology is, in their opinion, key to growing, maintaining and utilising these skills. Short of scrapping all your technology based on COBOL or which uses a mainframe-based system, there are ways that you can ensure you meet the needs of your staff â€" both current and potential â€" to feel challenged in their roles. In doing so, you will be able to attract and retain talent, and help mitigate the risk of skills shortages impacting your future business plans. 1. Education, education, education Our  What Workers Want Report 2017  showed that IT employees desire a range of training support. For a group far more likely to be self-taught than many other professionals, this appreciation for continual training and development is unsurprising. However, there is a notable mismatch between the types of training IT professionals want, and what they receive. For example, 80 per cent of IT professionals want third party training â€" such as training offered by major industry players on their latest technology. However, only 45 per cent state they receive this from their employers. Similarly, 58 per cent want access to formal mentoring, but only 29 per cent state they receive this. An emphasis on education is vital for firms reliant on legacy tech to survive. ATT, for example, has spent $250 million on employee education and professional development programs to retrain and, ultimately, retain its staff in the changing technology landscape. It is also important to build legacy skills and technology into your training programme and to ensure these programmes are not just delivered online but match the needs of your staff. For example, some savvy firms implement knowledge transfer strategies to ensure seasoned staff can pass their knowledge on to the newest IT recruits. This approach not only helps the next generation understand the legacy languages and systems, but also gain a wider perspective of their impact within the company and industry. Additionally, to attract the very best next generation of IT professionals and ensure your legacy tech can be maintained, you may want to start the training process very early on. For example, you could run an internship programme where legacy skills and technology are incorporated into the course, or you could partner with a college or university to jointly develop a curriculum that hones these skills. It’s a win-win situation â€" you get the array of skills your business needs, and the students get a leg up when applying for a role. Marist College, for example, has a strong relationship with IBM to foster the best mix of skills for a career in software development. You don’t need to approach the big names in academia either â€" none of the eight Ivy League are on the top 10 list of US universities sending the most graduates to tech firms in Silicon Valley. 2. Consider a coding revolution If you can integrate existing legacy systems with cutting-edge technology, then this offers your staff the opportunity to find innovative solutions to issues that may have hampered your organisation for some time. For example, semiconductor chip machine manufacturer ASML recently deleted half a million lines of legacy code to make its code base more robust and manageable. The work was done by a team of three pioneering developers. This is an extreme example but ownership on this scale and with such an impact to the business could help you to both attract and retain the best emerging IT talent. You could, for instance, encourage staff to provide a better user experience or interface for the front-end applications that still rely on back-end legacy tech. Such an approach will help your IT staff understand the legacy systems your business relies on â€" while letting them use the latest technologies to improve them. It’s the best of both worlds. 3. Emphasise the importance of a tailored career path For 81 per cent of developers, seniority level is important. Employers, therefore, need to ensure that the unique goals of their staff are mapped out and, for those who want to progress, that clear support and guidance is  provided every step of the way. This is especially important for those developers who work with legacy code and systems. They may feel, for instance, that because their work is not “cutting edge” then their skill set and future career path will be left behind. This is where CIOs must begin to generate excitement and show staff how to drive innovation using legacy tech. Otherwise, you could lose out to start-ups and other organisations seen to be working at the bleeding edge. This requires a cultural shift for many organisations, while staying true to their roots â€" and an emphasis on a tailored career path will help you to demonstrate that you take your staff’s future seriously. For example, for those IT professionals who want to reach the C-suite, ensure that they have a clear roadmap for the future. Our survey revealed that 25 per cent of IT professionals want to reach C-suite positions in their careers, higher than the overall average of 21 per cent across other industries. But you must emphasis the value of a career path to every member of staff â€" whatever rank in the company they want to achieve. You could, for example, expose your staff to cross-functional work in change management, or provide coaching on how to improve stakeholder management and commercial understanding. In doing so, you will be introducing your employees to challenges beyond working with the latest technology â€" namely the honing of their soft skills with the goal of moving up the career ladder. In short, your legacy systems don’t necessarily have to make it more difficult for you to attract and retain the best IT talent out there. The important thing is that you understand what it is that this talent wants from an employer. You must then use this information to set yourself apart from the competition in this raging war for talent. If you found this blog helpful read our other blogs: Employers beware: is your online reputation discouraging jobseekers? 8 hiring mistakes that could cost you big Why attitude always matters when hiring Six of the best risks you can take when hiring new talent

Make your body happy at work - The Chief Happiness Officer Blog

Satisfy your body at work - The Chief Happiness Officer Blog Envision working intently along with a partner who gripes constantly: when you have been utilizing the mouse for five minutes he will begin bitching, and when you?ve been sitting for 30 minutes he begins shouting at you. This is the situation for some individuals consistently ?just the associate is nearer than you might suspect ?it?s your own body. In the event that you have office work, odds are that you normally experience at least one of the accompanying: Cerebral pains Upper back and neck torment Lower back agony ?Mouse arm?? General solidness and hurting What?s this? You love your activity to such an extent. You leap up in the first part of the day yelling ?Yes! I?m going to work today!?? What's more, your body begins giving all of you sorts of grievances. Why? All things considered, let?s investigate what sort of work your body was initially intended to do. 10.000 years prior, before the beginnings of any sort of development and through periods of regular determination, the human body (and psyche) had gotten exceptionally had practical experience in the specialty of chasing and assembling. Life was tied in with finding ?and slaughtering food, and abstaining from turning out to be food. In the event that food turned out to be scant, at that point you moved to think that its somewhere else, carrying on with a roaming way of life. Regular, throughout the day, nothing could be acquired without development. Physical movement was fundamental. In the event that you couldn?t move ?you kicked the bucket. These days the majority of us can undoubtedly live our lives with at least physical movement, because of vehicles, lifts, messages, pizza conveyance and so forth. So why all these physical protests and diseases? Your body ought to be glad to get free, shouldnt it? Indeed, it isn?t, and here?s why: Your body likes to move, and whats more, it needs to! It is its temperament, you may state. Tying your body behind a work area with least development for 8-10 hours daily is conflicting with nature, on the physical level. What's more, conflicting with nature makes you? all things considered, despondent. Much the same as your brain becomes dull without scholarly incitement, your feelings shrink away without adoration and friendship ? so your body will begin throbbing and griping when you don?t practice it. All in all, what to do, to satisfy our nearest associate? Begin moving! Here are a few proposals: 1: Remember: moving is enjoyable! On the off chance that you have overlooked, at that point the time has come to rediscover the delight of physical action. Play more. Sort out office seat races, or offer lunch reprieve move exercises. 2: Relax! On the off chance that you develop a loose and accommodating mentality, at that point you are bound to maintain a strategic distance from pressure. Without stress you will be less tense, and you can feel your substantial needs; additionally the need to move. 3: Use any reason to escape the seat. Go see individuals as opposed to calling or messaging. Intentionally move your most utilized documents to the contrary divider in the workplace. 4: Move for reasons unknown. For example, choose to do calls adjusting on one leg. 5: Buy furniture that welcomes you to move about. Like lifting work areas and exercise center balls to sit on. In spite of the fact that clearly bean-sack seats can turn out badly in the work environment: 6: At least two times per week, accomplish an appropriate work-out. Doesn?t matter what kind as long as you are perspiring profusely and having a great time. On the off chance that you haven?t discovered your pleasant work-out yet, continue looking. It?s out there! The result? Decreasing any physical torments will obviously improve your efficiency and focus. Likewise, greater development expands your physical vitality, which thusly makes you progressively propelled and increasingly positive. Glad moving! This post was composed by physiotherapist Nicolas Kjerulf (truly, that is my sibling!) Nicolas advances wellbeing in organizations in and around Copenhagen, Denmark. You can see his site here (in Danish) and you can get in touch with him at nicolas@kjerulf.com. Much obliged for visiting my blog. In case you're new here, you should look at this rundown of my 10 most well known articles. What's more, in the event that you need increasingly incredible tips and thoughts you should look at our pamphlet about satisfaction at work. It's extraordinary and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

The First Thing To Do When You Want To Change Careers

The First Thing To Do When You Want To Change Careers The First Thing To Do When You Want To Change Careers Listen to Podcast Now: Listen in iTunes Download Audio File SUMMARY   What’s the first thing to do when you want to change careers?   Have you ever wanted to change careers? Most people face this question at some point and you’re not alone. Slightly under half of the people in a recent survey wanted to learn more about changing careers. I made two significant changes in my life. There is one really common reason you want to change. You’re not doing what you love or what makes you happy (anymore). You have two major obstacles to making this type of change successfully: You need to become self-aware. You need to determine whether your current employer, current career, prospective employer, or prospective career can actually satisfy your (self-awareness) needs. Your prescription for part one: Write your “headline” or purpose. Start with what you want to be or build in general terms, but do not include how you’ll accomplish it. Determine why you want that headline. Challenge yourself regarding why you want this and whether your reasons will change in the face of imminent adversity. Identify your “what and why combinations” you need to stay happy as you work to fulfill your headline. Make sure you: Identify your criteria and not someone else’s. Include as many criteria (your what/why combos) as possible. The more the better. Make each item as low-level as possible. That is, develop them down to the lowest level of why by continually asking yourself why (on each criterion) until you can’t ask why any more. Listen the rest of the podcast for complete instruction so you can fully embrace your new beginning! See a more complete transcript (sorta) below. Like this episode?  Please share it via social media and review it on iTunes! I can keep this blog and all future podcasts and videos ad-free and sponsor-free ONLY because you share my work! Please share or subscribe to  my podcast and YouTube channel  too! Want more advanced material?  Join the milewalk Academy and grab some of the free offerings that support the instruction in this post! FULL TRANSCRIPT (Sorta) Have you ever wanted to change careers? Perhaps you’re a tenured professional looking for something new. You could be a college student questioning whether you chose the right major or should pursue a career in the profession you studied. Most people face these “questions” at some point in their lives. In fact, here are a few statistics to show you’re not alone. Recently, I surveyed my blog followers to see which of nineteen topics they’d be most interested in learning. I asked to select their top three choices, which yielded two runaway winners. A whopping percentageâ€"slightly under halfâ€"was interested in changing careers. An equally large percentage was interested in developing their current careers. Many in the latter group qualified they felt they had little choice but to continue their current paths and wanted to make the best of their less-than-ideal situations. I personally made two significant detractions in my life. I ignored my college degree and pursued another line of work. More drastically, eighteen years into my professional life, I turned from technology consultant to executive recruiter. Fortunately, my career change allowed me to personally help more than eleven thousand people with their careers. It helped me reach millions more through my blog, books, speeches, and media appearances. These efforts enabled me to gather insight regarding why people get into these situations and how to make sure it doesn’t happen (out of necessity) again. How did this happen? First, there are countless reasons you might want to change careers. But, there is one really common reason. You’re not doing what you love or what makes you happy (anymore). If you were, you wouldn’t feel this way. You might think you are. You might have thought so when you started studying that curriculum, took that job, or started that career. Who knows? You might have made a decision with limited information (most definitely). You might have made a decision for the wrong motives (likely). Even worse, you might have made a decision because of someone else’s motives (ouch). Whatever the case, you don’t love what you’re doingâ€"truly love what you’re doing. Wait. It gets worse. Want to change? You have two hurdles, both of which are big (as in ginormous) obstacles. First, you need to become self aware of what truly makes you happy. Don’t roll your eyes. Of the more than eleven thousand people I’ve counseled, not one (zero, zip, zilch) has adequately identified their true happiness criteria (without major prodding). Second, even if you knew what made you happy, it’s extremely difficult to determine whether your current employer, current career, prospective employer, or prospective career can actually satisfy your needs. I’ll cover the first issue and provide some references and aids to help with the second. What, Why, How, Whaaaaa? You need to know what you want and why you want it. Solely knowing what you want is not enough. You need to be clear on why your what is important to you. (Yes. I laughed at that sentence too.) Your why is your lowest denominator. It’s your source of energy. It’s the spot you return to when you get confused. It’s also the least likely to change (assuming it was pure to begin with and nothing has extrinsically caused it to change). You don’t need to know how you’ll get it or accomplish it. Let’s do first things first. In fact, if you know exactly how you’ll get or accomplish something, you’re not digging deep enough or shooting high enough. (This is another post entirely.) If you let the how drive your what, you’ll get demoralized before you start and give up. It’s amazing to me how many people throw in the towel because they don’t have all the answers before they take the first step. Don’t be a how hater. They’re fabulous. They are so many of them that will satiate your whys. They come in different shapes and sizes. And, there are so many you’ve never seen or heard of before. You know what there aren’t many of? Your whys! Here’s you Rx… Here’s your prescription to get started. 1. Write your headline or purpose. Start with what you want to be or build in general terms. This is your headline and focal point against which everything that surfaces gets tested. (If you need help figuring this out, see How to Figure Out Your Purpose in Life in Fewer Than 600 Words and 7 Signs You Found Your Purpose.) Your headline should not include how you’ll accomplish it. In case you didn’t hear me, there should be no reference as to how you’ll accomplish it. Over time, the hows will change. The constant changing of these hows is what confuses people. It causes them to quit because their whys gets lost among the rest of the world’s latest fads and false emergencies. Here’s my headline as an example: To be a premier source of aid for people who want to improve their lives and careers. (I have a secondary one related to employers, but let’s keep it simple.) My headline hasn’t changed in twelve years even though the means by which I do it seems to change daily. Sure, I was tired along the way. I’m tired now. I get confused just like you do. My headline gets me through anything because it has “pull power” and keeps me focused. 2. Determine why you want that headline. This is the step that gets people headed down the wrong path. In their careers, people head down the wrong path because they want what they want for unsustainable reasons. As you assess your why, challenge yourself to determine whether your why will change in the face of imminent adversity. No matter who you or what level of success you’ve achieved, you’re a fool if you think you won’t encounter hardship again. I recently released Never Pay Attention To These 6 Words of Advice. I highlighted three gut-check questions to ask yourself before you pursue any goal or dream. Check it out. Here’s my why: This world is bigger than I am. Everyone who wants to lead a fulfilled life and is willing to put forth sustained effort should have the opportunity to do so. Everyone who wants to work hard should have a great job they look forward to performing everyday. I have the ability to teach many people what I’ve learned so they can improve their lives and careers. It’s my purpose. With the success I’ve attained comes responsibility to help others. 3. Identify the “what and why combinations” you need to stay happy as you work to fulfill your headline. This is your happiness criteria. This is the gear you get to take with you into combat. And, you get to choose home-field advantage in every battle in your life because you get to use these criteria to make all your decisions. List all your requirements, needs, and nice-to-haves. Think about everything you want. There are a few extremely importantly points to do this successfully. First, these are YOUR criteria, not someone else’s. Stay true to you because if it’s someone else’s, you’ll flame out. Second, make the list of criteria as long as possible. The longer the list, the more certain you can be you’ll be satisfied. This also means you’ll be able to develop a larger number of questions to evaluate the opportunity or situation. You have more complete information. The shorter the list, the greater the number of areas you won’t investigate. That means more unknowns. These unknowns will absolutely kill you in the mid-term. The quality of your decisions is based on the accuracy and quantity of information you have at the time you make them. Third, and most difficult and most important, make sure to list your criteria to the very lowest level of why. Here’s where people go very wrong and why they get unhappy. Here’s an example of falling short of the lowest level of why. If one of your criterion was to “manage people” in your job, it tends to be misleading. First, ask yourself why you want to manage people. Is it because you’re lazy and need others to do your work for you? Is it because it boosts your ego or you think it’s career progress? Is it because you love sharing and teaching your wisdom so others will grow? If it comes for a wonderful place such as you want to teach others to help them, then that’s actually your criterion! It’s not “you need to manage people.” Managing people is one way how you can teach others. Making the how the focal point of your evaluation causes people to misevaluate and choose incorrectly because hows tend to change or disappear altogether. For each criterion, keep asking yourself why until you can’t ask it any more. This is your starting point so you have you foundation to make good decisions about what careers might be of interest. You’ll have a great list to evaluate different options. Listen to the podcast for a recap. For more insight on how to undercover those options, search, and market yourself into those new opportunities, I suggestion searching the tips for work and life blog and the milewalk academy to grab some helpful free material.

Spring Scholarship Results and New Endeavours

Spring Scholarship Results and New Endeavours Spring Scholarship Results and New Endeavours Spring Scholarship Results and New Endeavours Courtesy: expertbeacon.com We have come to the moment when the Spring scholarship application is done and we need to choose the winner. Overall, we have got 25 application: not so much but pretty good for the start. 35 universities have come to share our scholarship announcement on their websites and there were a  lot of mentions on the 3rd party websites too. We thank you all for that! We called our scholarship a Creative Workforce transition to emphasise the ways to achieve smooth professional step-up because we were totally aware of the problems prospective professionals may face. Strikingly, the entries we’ve received have greatly amplified our initial thoughts and ideas. As one of the participants put his opinion of that ‘Students lose the plot when their diligence to earn an A grade overtakes their knack to reap the real learning out of the education’. So we set and started thinking. A first thing that came to us was to make the Scholarship rolling, i.e. to give it away twice a year instead of once. It will create a greater impact and will potentially get us more interns / apprentices. The deeper thought was that we need to find a way to translate the real world virtues to the prospective professionals the way they’d understand. Yeah, we have got the Entry-level resume package where we give them a real resume and cover letter the way it should be. Yet, we thought we need a free and interactive way to get to them. And here we created a Career Classroom the way it should be. So, we will give 80-minute long interactive video sessions (webinars) with our top coaches and instructors as well as participating college professionals. We wanted to make it easily accessible (we have got that through the use of tech.) and free (that’s tougher). That’s why we decided to give webinars for free for students of the 35 universities that supported us in the first instance. If your university is not on our list you still may register yet, we will contact them and ask for a little help and promotion. Ooh, now we are kind of happy with how it goes. And yes, the Scholarship winner. We have shortlisted 3 persons who did great jobs and supplied truly deep articles on how to facilitate the students workforce transition. And the winner is Samuel Mursalin from John Hopkins Carey Business School. Congratulations!