Grenfell Tower appeal How to double your donation

Grenfell Tower appeal How to double your donation by Michael Cheary Last week we shared the news that our friends at the Big Give had launched an emergency appeal to raise funds for the Grenfell Tower tragedy. ?The response has been overwhelming with over £1.5 million raised in 5 days, thanks to support from business leaders and the public alike. But that number is still not enough.To continue to help those affected and their families, more donations are needed.And, as long as they keep coming in, they’ll continue to be DOUBLED.How does it work?We’ve received support from a number of businesses already including Monsoon Accessorize, Daily Mail General Trust, Jack Wills and many others.These companies, along with some of the UKs most generous philanthropists and entrepreneurs, have allowed the Big Give to match funding for every donation they receive.Donate. We’ll double it. It’s that simple.Where does the money go?All money from the Grenfell Tower appeal will go straight to the Kensington Chelsea Foundation.It wi ll be used to provide emergency and ongoing support to residents and others directly affected, as well as the local community.The spend will also continue to adapt in line with the developing needs of local residents â€" so we can ensure it goes straight to the areas that matter most.How can I help?  Simple: please just give what you can.Anything you can spare could help make a real difference to the lives of all of those affected â€" and will continue to be doubled.Click below to DOUBLE YOUR DONATION now:?If you have any questions, dont hesitate to get in touch with the Big Give via info@thebiggive.org.uk.Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and c areer related topics. Features

Online course How to get a job at a startup

Online course How to get a job at a startup This course  includes  three days of video sessions and email-based course materials and a  20-minute one-on-one coaching session with Penelope.  You can purchase this course  for anytime, on-demand access. Sign up now. The first job I got at a startup blew my mind. I was learning so incredibly fast, and there was no limit to what my job could include. Anything I could teach myself how to do, I could add to my job. During that time, I had stacks of books everywhere, all the time, so I could keep pace with the problems we faced as a company.  And even though today people learn all that from  the Internet, I keep stacks of books in my house because it reminds me of the excitement of my first job at a startup.  And how much my life has opened up because of that. So many people ask me how to get a job at a startup. And whether youre making a career change or just out of college, getting a job at a startup is not all that difficult. But you need to know how the startup world functions, because  when it comes to job hunting,  getting a job at a startup is definitely different than corporate jobs. Some of the things this  course will show you How to get a job at a startup without using your resume How to find openings  when most startups dont use job listing sites How to tell the good startups from  the bad How to explain why your skills are valuable to a startup How to negotiate stock and salary for a startup job Any personality type can earn  a place at a startup,  and you can find a startup community in almost any size city you just need to know how to approach the task. I have hired people for startups in LA, NY, DC and Wisconsin. And Melissas recruiting firm is one of the  top for Bay Area startups. So between us well be able to tell you how to get a job in any location, and well show you what you need to do to look like the best candidate. So  enroll now. Here  are some topics  the  course will include: Day 1: The all-important cultural fit.   The number-one hiring consideration in a startup is the cultural fit. Well talk about why that is, and how to make yourself a good fit  for the companies  you are most excited about joining. Also,  good news:  the obsession with cultural fit means you dont need to be highly qualified for any particular position. This gives you leeway to describe the best version of yourself in your dream job instead of dwelling on past experiences that werent right for you. Well show you how to do this. Day 2: Talk like you belong and then everyone will believe it. There is a language to the startup universe. And because startups are all about speed, no one wants to have to take the time to show you the startup ropes after youre hired. There are timetables, goal posts, and mentoring scenarios that only exist in this sometimes insular world. And you need to know that common language before you apply for jobs. In this session well show you tricks for learning the lingo  quickly, and how to shift your way of thinking, and your approach to work so you look like you have been in the startup world forever. Bonus: you will feel the excitement and engagement that comes with a startup life even before you go to your first interview. Day 3: Dos and donts of pitching yourself to a startup. You will be shocked to find that there are way more opportunities  for you than you imagined. This  means  youll have  to sort through options, and know how to determine the best way to sell yourself in each circumstance. This session will teach you how to figure out who controls which jobs and who wants to see which pitch.  Some people want to see a resume, some people dont. Some people want you to start contract, some people dont. Some people care only about references, some people care only about the ideas you have this minute. This session will show you how to talk about yourself in a way that makes people want you on their team   no matter what your past experience includes. One-on-one Coaching Session Once youve finished watching the videos, I invite you to call me for a 20-minute coaching session where we can discuss anything youd like. Please email me at penelope@quistic.com to set up a time to talk. Youll be pleasantly surprised how much we can accomplish in just 20 minutes. The cost of the course is $195. Sign up now.

Personal Branding Interview Bob Jennings - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Bob Jennings - Personal Branding Blog - Stand Out In Your Career Today, I spoke with Bob Jennings, who is the coauthor of The Adversity Paradox.   Bob views the poor economy as a transformational opportunityâ€"those who emerge stronger will be the success stories of the future.   In this interview, Bob talks about key traits that he looks for when hiring new employees, and more information on why overcoming adversity is the key to success. Over your careers what were the key traits you looked for when hiring new employees? And why? Recruiting and retaining high performers is crucial for any organization, in any economic situation. We hired based on all the usual things such as educational achievement and relevant work experience, but there was one trait we found to be critical. Those who had shown the ability to overcome adversity had a much better chance for future success. In the sales environment in particular, which can be full of setbacks, the ability to be resilient and show perseverance can be a significant predictor of success. But we found this to be the case across the boardâ€"those who’d surmounted serious difficulties, no matter what type, nearly always went on to be top performers in our organizations. That’s the adversity paradox in a nutshell. Often, those who endure the most difficult circumstances or setbacks emerge stronger, savvier, and better positioned for success. How does the ability to overcome adversity relate to millennials? Members of the millennial generation have been labeled by some as being soft because they came of age in a time of prosperity and relative ease. We see this a bit as a bad rap. In reality, each successive generation has enjoyed greater prosperity, and naturally, each generation uses its new-found prosperity to shield their kids from some of the hardships prior generations may have had to endure. That’s a good thing, but what we cannot ignore is that fewer people may be gaining the experiential lessons overcoming adversity can provide. What has not changed for the better is the work environment, which remains full competition, pressure, and adversity. The business environment is often much less hospitable than the environment many millennials grew up in. What is the solution? Virtually everyone will experience adversity at some pointâ€"given the current economic crisis, that’s nearly guaranteed. If you’re a millennial, make a commitment to persevering and overcoming whatever obstacles you’re experiencing. That may mean applying to a hundred different companies and making sacrifices in the meantime, but if that’s what it takes, do it. If you’re managing a millennial, understand this is the most talented group ever to enter the work force. If you can help your younger workers befriend adversity and learn from it, they should become more productive than older generations. Where does one start with gaining valuable lessons from the Adversity Paradox? Study the people who’ve learned from overcoming adversity and pattern your behavior on their success. For The Adversity Paradox we studied over 200 people who lived the adversity paradoxâ€"successful businesspeople who faced adversity head-on, overcame it, and leveraged what they learned to create both personal and business success. We interviewed those with the most impressive stories, we conducted academic research primarily in the areas of moral development and the psychology of positive thinking, and we relied on our own experiences. The answer does not come in a three- or five-step process or an afternoon seminar but in addressing adversity with personal accountability where appropriate, optimism, and what we call “and then some.” “And then some” is the practice of consistently giving every task what is required of you and then some. It applies especially to the process of building your own human capital, which we discovered is impacted in five key areas: Introspection, Values Behavior, Work Character, Purpose and Passion and a Thirst for Knowledge. In The Adversity Paradox we show you how to improve each component and thus position yourself for greater success. In your research did you find learning the adversity paradox to be correlated to age? Not at all. Although many of the people we studied came from really tough beginnings and learned the adversity paradox early, an equal number faced significant obstacles later in life, through job-related struggles. You can benefit from the unique lessons adversity has to teach at any age! - Bob Jennings is the coauthor of the book, The Adversity Paradox: An Unconventional Guide to Achieving Uncommon Success. In todays prevailing climate of economic adversity, he offers inspiration, practical wisdom and deep insight into how to turn these challenges into success trajectories. Bob is President of Lean Management Inc. and was COO and then President of EFCO Corp., a world leader in the design and supply of forms for concrete construction, with operations in twelve countries. Mr. Jennings was influential in taking EFCO from a domestic company of 400 employees to a multinational company of 1200 employees, with new products, acquisitions and international growth. He holds five patents, has participated in many of the worlds largest construction projects, and has been published in various trade magazines.

Pursuing Jobs Where You Are Not A Good Fit - Personal Branding Blog - Stand Out In Your Career

Pursuing Jobs Where You Are Not A Good Fit - Personal Branding Blog - Stand Out In Your Career Pursuing jobs where you are not a good fit My client was approached about a job where she was not necessarily a good fit. She asked me if she should pursue the position. My response was yes! They approached her. Talk is cheap. Plus, it was good practice on multiple levels. Resume This is a good time to customize your resume using keywords that you harvest from the perspective employers website. Tailor the resume by using ARM (Action, Results, Metrics) phrases that match each responsibility and requirement in the job description. Preparing for the Interview Look at each responsibility and required skill in the job description and develop an example in which you demonstrate that you meet the requirement. Make sure you document the key points in the story so that you can use it again in future interviews. The goal is to develop a library of stories that you can use over and over again. Build a set of questions that you will ask during the interview. This should include questions on management style, work environment, and teamwork. You want to see if this is a good fit for you! The Interview Plan on probing for pain points very early in the interview. Ask probing question like: Why the position is open What is the problem they want to solve with this hire What are the metrics that are motivating to hire someone for this position Answer every question with a story. You should say Let me tell you about when Make sure you ask all of the questions that you developed to determine whether this is a good fit for you. Postmortem After walking out of the interview, make some mental notes on what you thought and whether it was a good fit. Did the interviewer know what they were doing? Did this seem like a place you would like to work? After the interview, review the following: Did they review your resume with you? Did they make any comments about your resume? Were you successful in probing for pain points? If so, what were they, and document them for future reference. Were you able to answer every question with a story? If not, develop new stories based on the questions they asked. Where you a good fit for the job? If not, why werent you a good fit for the job? Were you a good fit for the company and their culture? If you will get into the habit of taking all of these steps, you will be able to determine what is a good fit for you. Even interviewing for a position that is not a good fit can be a great learning experience. Marc Miller â€" Career Pivot Check out my book Repurpose Your Career â€" A Practical Guide for Baby Boomers Do not forget to follow me on Twitter or FaceBook

Graphic Designer Resumes

Graphic Designer ResumesGraphic designers resume is an essential document required by almost all the companies. It should contain the information that is required for making the graphic designer employed with the company.A graphical designer is a person who designs, develops and creates various graphics for the purpose of showcasing information. So basically they are creative people who have the ability to make an appealing visual representation of an object or idea. A good resume of a graphic designer can be both practical and effective.Graphic designer resumes can be very detailed as per the requirement of the employer. There is plenty of data and details required for creating a good resume. The same can be very innovative and attractive as well. But it must be professional as well as pleasing to the eyes. So the job of designing graphic designer resumes is indeed difficult.The introduction section of the graphic designer resume contains the crucial information like the name of the company, title, contact numbers, website, contact address, email id, position history, previous assignments, educational qualifications, etc. This section is very important and should be read carefully. The next section deals with the industry-related requirements. In this section you will have to list down the services that you offer for the specific industry. Your experiences, professionalism, experience, and talent are also required for this section.Next you should mention the tasks that you have done and the experience section of your work. A detailed description about each of these things is required. This will help the company to know what services they require from you.A very good graphic designer resume must have details about each and every point mentioned in the rest of the sections. The resume must be a reflection of the knowledge and expertise that you have and a good way to communicate that is through statements. This is another very important part of the graphic desig ner resume. It should show how you use your knowledge and abilities in a way that will attract the employer's attention.The conclusion section of the graphic designer resume has all the things that have been discussed in the introduction section. This section can be very creative and striking but must be practical. You can use graphics as a way to highlight the points in this section.Employers of any type of company are always looking for fresh and unique ways to get to know about the kind of work you do and the experiences that you have in your field. So, by using the creative ways and options available in the graphic designer resume you can make your way towards being hired.

Graphic Designer Resumes

Graphic Designer ResumesGraphic designers resume is an essential document required by almost all the companies. It should contain the information that is required for making the graphic designer employed with the company.A graphical designer is a person who designs, develops and creates various graphics for the purpose of showcasing information. So basically they are creative people who have the ability to make an appealing visual representation of an object or idea. A good resume of a graphic designer can be both practical and effective.Graphic designer resumes can be very detailed as per the requirement of the employer. There is plenty of data and details required for creating a good resume. The same can be very innovative and attractive as well. But it must be professional as well as pleasing to the eyes. So the job of designing graphic designer resumes is indeed difficult.The introduction section of the graphic designer resume contains the crucial information like the name of the company, title, contact numbers, website, contact address, email id, position history, previous assignments, educational qualifications, etc. This section is very important and should be read carefully. The next section deals with the industry-related requirements. In this section you will have to list down the services that you offer for the specific industry. Your experiences, professionalism, experience, and talent are also required for this section.Next you should mention the tasks that you have done and the experience section of your work. A detailed description about each of these things is required. This will help the company to know what services they require from you.A very good graphic designer resume must have details about each and every point mentioned in the rest of the sections. The resume must be a reflection of the knowledge and expertise that you have and a good way to communicate that is through statements. This is another very important part of the graphic desig ner resume. It should show how you use your knowledge and abilities in a way that will attract the employer's attention.The conclusion section of the graphic designer resume has all the things that have been discussed in the introduction section. This section can be very creative and striking but must be practical. You can use graphics as a way to highlight the points in this section.Employers of any type of company are always looking for fresh and unique ways to get to know about the kind of work you do and the experiences that you have in your field. So, by using the creative ways and options available in the graphic designer resume you can make your way towards being hired.

Expand Your Network, Expand Your Opportunities Podcast

Expand Your Network, Expand Your Opportunities Podcast Listen in to my recent teleclass on how to expand your network and expand your opportunities.   This workshop was delivered to alumni of my alma mater, Villanova University.   Though references are made to the Villanova network, much of the tips and strategies are universal to anyone wanting to define, build and maintain a powerful network! document.createElement('audio'); https://48mxyp1exo2mn9jgwu6lwljd-wpengine.netdna-ssl.com/wp-content/uploads/2010/02/ExpandYourNetworkWebinarRecording.mp3The presentation from the class is available here.Here is what participants had to say:Fantastic teleclass Maggie!  Thanks for all the great information.Thanks for that absolutely awesome presentation.  You are the best.  Everything you said was clearly focused intensely valuable advice that we can all use in both good and bad times.Thank you for your great session todayI think I speak for all the participants in saying that it was very beneficial.Liked this webinar?   You might also enjoy my career webinar on Soul Search, Research and Job Search and my career podcast.

12 Crucial Steps To Keeping Employees Safe At Work

12 Crucial Steps To Keeping Employees Safe At Work As an employer, it is one of your responsibilities to keep employees safe in the workplace. If you put them at risk by being careless, you can get in a lot of trouble. It could mean lawsuits both big and small, damage to your reputation, and more. Knowing how to keep them safe no matter what is essential below you’ll find 12 crucial steps to help you to do this. Perform Risk Assessments First of all you need to perform a few risk assessments to see what hazards could be lurking in your workplace. It’s a good idea to designate a competent person or do them yourself don’t just give this job to anybody, as it’s very important. Note any hazards down, such as lots of wires that could cause a trip, or even files not stored properly that could cause a fire hazard.   Communicate with staff about the things that could be a risk. All employees need to know what the risks are and how it could be linked to their work. It’s no good carrying out risk assessments if you’re not going to effectively communicate the results.   2. Put Together A Health And Safety Policy/Plan Putting together a health and safety policy or plan that everybody can understand and access will ensure you and your team are on the same page. It can also stop you from getting into trouble if something does go awry. If you own a transportation company, coming up with a fleet safety policy will help your policy needs to be tailored to your specific business.     Also, make sure every employee understands what needs to happen should there be a crisis, whether by a violent person or a natural disaster. Having your plan looked at by a legal team may also be a good idea.   3. Get Expert Advice If you’re struggling to do this alone, get expert advice. Law enforcement officials will usually be happy to offer suggestions and courses. Experts will know what works best, so don’t struggle alone. 4. Perform Drills Performing drills will give you peace of mind, as it’ll ensure everybody on your team knows what to do and where to go in the event of an emergency. Carrying these out about once every 6 months is a good idea.   5. Provide First Aid/Basic Self Defense/Health and Safety Courses In the Workplace Providing courses for your employees will not only help everybody to stay safe, it’ll give them important skills that they may be able to use outside of the workplace, too. They’ll appreciate that you’re investing in their development like this.   6. Secure Your Business Premises Securing your physical premises is also an essential step you need to keep criminals at bay, as well as consider anything else that could go awry. For example: Install CCTV camerasConsider hiring securityBack up your data and keep important data on the cloudUse difficult passwordsUse a different password for each platformDon’t give passwords/keys out to every employee 7. Designate Leaders Within Your Team You’re going to want to ensure that there are leaders in your group who can coordinate and take additional responsibility if something were to happen. There can be a lot of miscommunication and stress when something goes awry, so choosing somebody who is great at making decisions and staying calm in tough situations is key. Just make sure they want the responsibility, as not everybody will like it.   8. Create a Welcoming Environment Having a welcoming environment will mean having a team of employees who feel comfortable coming to you for help without any anxiety. An open door policy is key. It’s all well and good saying you have one, but make sure you have an approachable demeanor and that you take an interest in the wellbeing of your team the rest of the time. Listening to your employees before situations escalate is a must.   9. Put Prevention Strategies In Place Putting prevention strategies in place when you have carried out a risk assessment will ensure everything is as safe as possible. Let your team know how to spot suspicious activity, and consider things like ID tags and sign in sheets. Before hiring a new employee, you’ll also want to look into their background and references. Don’t take their word for it. You need to be sure they are trustworthy and that they are who they say they are.   10. Reward Employees For Safe Behavior Rewarding your employees for safe behaviour could be an effective way to ensure workplace safety is taken seriously. Small rewards can keep people engaged, so not only will you reduce workplace injuries, you may find your team become more productive, too.   11. Use Labels And Signs Putting up labels and signs is effective and cheap. You can quickly communicate important information this way, and detail hazards quickly. These tools are good reminders and warnings for even the most experienced worker. Make sure they are placed everywhere there may be a hazard as a quick reminder.   12. Encourage Breaks and Rest   Employees that don’t take proper breaks or get away from their desks may appear to be working harder, but they could actually be hurtling towards exhaustion. Burning out is a real issue, and taking regular breaks can ensure that this doesn’t happen. Getting away from a desk or their workstation will allow them to eat a proper lunch or get some fresh air and then get back to work ready for whatever their day throws at them. Even encouraging naps could be the way forward, as many studies have proven this to be beneficial, so a number of businesses are rolling this out. You might think your team will get less done, but they could actually become happier, more productive, and less prone to injury as a result. You just have to trust them! Keeping employees safe at work is incredibly important if you plan on running a successful business for the long term!