What it Was Actually Like to Be the Only Woman at My Company

What it Was Actually Like to Be the Only Woman at My CompanyWhat it Was Actually Like to Be the Only Woman at My CompanyLindsay Grizzard remembers the first time she discussed menstruation with her co-workers. It welches about a year into her last job, as a front-end developer and designer with a small tech company of around 11 employees, of whom she welches the only woman.I dont remember how we got onto the topic, but I said the word period in an offhand, not-even-talking-about-myself way, and it was just like all the air got sucked out of the room for a second. And then we moved on. I remember going home that night and talking to my friend So my company acknowledged the existence of periods today, and we all survived.This work culture was a stark difference from Hackbright Academy, the all-women coding bootcamp where Grizzard had trained before joining the tech startup, where she worked for around two years until taking a new job last summer. Recent estimates by the NCWIT suggest t hat women hold only around one in four computing jobs in the U.S., and its even worse among women of color, who represent single-digit percentages in the field. That means the overwhelming majority of women in tech are likely to find themselves on teams dominated by men. Frustratingly familiar issues like the gender pay gap and mora recent efforts, including the growing movement to curb sexual harassment, are characteristic of this underrepresentation.But every woman who finds herself alone among male co-workers has a different experience- with some ups, some downs, and more than a few iffy incidents in between. Heres what Grizzards was like, in her own words (condensed and lightly edited for clarity)Interviewing as the First WomanOn my first call with them as a job candidate, they mentioned how I would be really leading the charge as the woman on the team, and they were so excited to have a woman- and mentioned my gender like 10 times in that first kickoff call, which was definitel y a red flag. But as a junior developer I was like, Please just give me a job. It felt like misguided enthusiasm, like their hearts were in the right place.So at the time I thought, That was a little weird, but okay, at least theyre trying. And it was kind of nice that they addressed the elephant in the room quickly Yes, youre going to be the only female here, and thats okay, and we acknowledge that, and were being intentional about it.But funnily, my gender didnt really ever come up again until a few months before I left the company. It was so upfront, but then it did kind of become gender-blind after that, which was a little confusing. The person I talked to in the beginning was open to talking about the gender imbalance, but everyone else at the company seemed really afraid to address it or just didnt want to.Fitting In (Up to a Point)After I started working there I became one of the guys, so to speak, which entailed just talking about video games and movies and Dungeons and Drag ons- which I can do because Im a nerdbut those were the only conversations they ever had. That was my biggest takeaway from working there that I could only expose about half of my personality.But the gender-blindness at first was really nice. After a while it became kind of annoying, but it was nice to just be able to focus on my job. I was never, ever hit on- and Ive had that at other companies no one ever made any weird jokes about my body or sexualized me at all.I remember there was this turning point when everyone started becoming more comfortable with me, after about six months of working there. There was one guy whose wife worked at Sephora, and makeup came up somehow at the lunch table, and I was like, Oh yeah, they have good lipstick there. And one of the guys started telling me about different types of lipstick, and how actually this one was better and actually he knows about lipstick. I remember looking at him like, you dont wear lipstick your wife is a designer at Sephora , but I dont think that gives you a lot of life experience with lipstick. It was just one of those conversations where I thought, This is what mansplaining feels like- okay, right.It got a little awkward, and luckily a few other people noticed, but no one stepped in- everyone kind of bit their tongue. When we switched topics, everyone jumped in enthusiastically to change the conversation back to video games.Signs of Bias Few Others Can SeeThis is how it is working as a woman on an all-male team You can never put your finger on exactly whether its the gender thing or whether its just a personal thing or whatever. For example, my tech lead would only ever Slack me. It was really hard to get him to come sit down next to me and help me, which is a really common thing to do in coding. But he would do that with everyone else. At first I didnt really notice it, but after six months, it was like every time, even if I would ask him to come pair-program with me for a little while, it would be like pulling teeth. And we sat maybe five feet apart.Another funny thing was that anytime anyone else came into the office- like anyones wife or girlfriend- the first thing they would say is, Oh look This is the one female Which was interesting because that acknowledgment was coming mostly from women. I never took offense to it, but it would call it out for a second and the whole room would flinch, then let out a sigh of relief like, Are we okay? Okay, we can keep going.Another junior developer and I used to get lunch together. He was kind of my ally at work, and he also sensed the general weirdness at work he did notice the lipstick conversation because that one was just so blatant and out there. But its kind of difficult to talk to male co-workers about this stuff, even if they are your really good friend, because theyre just like, Oh, I dont know, I dont think thats a thingmaybe.Lessons LearnedI really think the tipping point is women in leadership. If I had anyone at a higher r ank who was female that I couldve talked to about some of this stuff, it wouldve been much less of a problem. At my new company, I have so many women leaders I can talk to, and it makes such a big difference. And, its also important to just talk about gender dynamics in general Thats why Im okay with doing this interview.I work at Gusto now, which is a fintech company. Their engineering teams gender ratio is not 50/50 perfect, but its something they recognize and have a team working on it. They actually put effort into their diversity and inclusion programs, which I really like. But the biggest thing I noticed was that I was interviewed by all but one woman, out of I think 12 different people I talked to. That was huge to me.This article was originally published on Fast Company. It has been adapted here with permission. You can find more tips on starting your career in Fast Companys newsletter, Hit The Ground Running.

3 simple steps you can take to boost employee morale

3 simple steps you can take to boost employee morale3 simple steps you can take to boost employee moraleLow Staff Morale is one of the most common issues leaders report that they struggle with. We need help, one manager told me. People are negative, complaining, and dont feel like the management cares about anything but getting the work done. And, to be honest, thats how they have been treated. We need to turn things around.Practical steps to takeHere are three action steps you can take to improve (your own and) others morale1. Conduct a Self-AssessmentAsk yourself What am I doing that isnt helpful in creating a positive workplace?This could include bothactions(complaining about a co-worker to aelendher colleague) andattitudes(harboring anger and grudges for past offenses). Consider your response carefully. See if any of the attributes below might apply to you.Grumbling, complainingRarely complimentHarbor anger/grudgeIrritabilityQuick to blame/find faultSay one thing, but do anotherQ uick temperGossipingWithhold informationImpatientSee coworkers as a work unit vs a partHave an its their problem attitudeDont beat yourself up if you have done any of these things (they are a common response to stress), but do recognize they may be a sign that you need to take some time to recharge and re-evaluate the image you would like to project about yourself.2. Dont contribute to the negativityThe second proactive step you can take is toactively disengage from participating in negative interactions. This can simply mean that you stop complaining. (Remember the saying, If you cant say anything positive, dont say anything at all?)Or, if a group discussion turns negative, remove yourself from the situation. You dont have to say anything, or call them out. Just quietly excuse yourself and dont contribute. Your leaving will send a message, and may lead to a follow-up discussion with one of the team members. Someone may say, I noticed you left when we starting griping about manageme nts lack of communication. A good response might be, Yes, Ive decided to try to not add fuel to the fire. Ive found making negative comments doesnt really help.3. Begin to communicate positive messages to othersActively demonstrating positive communicationis the third simple step we each can take. Sometimes, this can be as simple as saying, Wasnt the sunset beautiful last night? Or, Im sure thankful for air conditioning. Positive comments tend to dampen and throw water on a smoldering, negative environment.A second way to be positive is to share your appreciation for your teammates and the work they do. A simple thanks can be meaningful, especially if its specific. Something like, Jen, thanks for getting your paperwork to me on time. That will help me get the information together for the managers meeting without having to rush at the last minute. This can be an effective way to soften up those colleagues who seem fairly hardened and angry- though, it may take some time.NOT just maki ng employees feel goodFor managers and supervisors, a key point to understand is thatcommunicating appreciation isnt just about making people feel good.Rather, organizations function better when employees (and managers) feel valued. Conversely, when employees dont feel appreciated, badeanstalt results followHigher rates of tardiness and absenteeismIncreased incidence of not following policies and proceduresMore internal conflict and stress among team membersDecrease in productivity and quality of workHigher turnover rate - people dont continue with the company as longLower client satisfaction ratings.All of these results contribute to higher costs for organizations. Research has shown that companies with high levels of staff who feel appreciated are 18% more productive and 22% more profitable than companies with staff who report low levels of feeling appreciated. In fact, finding and training new employees is one of the most expensive non-productive costs to businesses.Foundational fact Not everyone feels appreciated in the same wayEmployees have different languages of appreciation (and unique actions within each language.) Believe it or not, not everyone likes verbal praise. Some people dont trust words while others believe actions speak louder than words. For some, time together is the most important message you can send. We have identified5 Languages of Appreciation in the Workplace(see the chart below).It can be difficult to determine which of the five languages of appreciation an employee prefers. As a result, we created anonline instrumentthat identifies team members primary and secondary languages of appreciation, and allows them to specify the unique actions important to them.When an employees preferred language of appreciation and specific action that is meaningful to them are used, we can hit the target and help them feel genuinely appreciated.Good things happen when employees feel appreciatedStaff moralecanbe improved by helping team members feel t ruly valued. The key is to communicateauthenticappreciation in the ways that are meaningful to each team member. Over time, as leaders and colleagues learn to effectively communicate appreciation to each another, people begin to value others andfeelvalued for the contributions they make, which in turn increases their motivation and morale.This article originally appeared on Appreciation at Work.

Infrared Quantum Dots Provide Stunning Images

Infrared “Quantum Dots” Provide Stunning Images Infrared “Quantum Dots” Provide Stunning Images Infrared “Quantum Dots” Provide Stunning Images Most researchers use near infrared light (wavelengths between 700 and 900 nanometers) for in vivo imaging within the body. Shortwave infrared light (SWIR) (1,000 to 2,000 nanometers) has the potential to provide even better results, because body tissues are more transparent at that wavelength. SWIR advantages over the visible and near-infrared regions include less autofluorescence, low light absorption by blood and tissue, and reduced scattering. The lack of bright, stable, and high-quality SWIR emitters/markers has prevented the general adoption of SWIR imaging by biomedical researchers. Now, however, a team of researchers at the Massachusetts Institute of Technology has discovered a way to make nanoscale particles that can be injected into the body, where they emit SWIR in targeted areas. These quantum dots provide researchers with remarkably detailed images of internal body structures and processes. We took advantage of a special property of short-wave infrared light, which is essentially the ability to give a clear, bright signal emitted from the targeted structure that is not blocked or scattered by the surrounding tissues, says research scientist Oliver Bruns, a member of the MIT research team. This allows us to view biological processes in living, moving animals with great clarity and detail. SWIR quantum dot samples. Image: MIT A Key Semiconductor Material Bruns and his team developed a class of high-quality SWIR-emissive indium-arsenide-based quantum dots, which can be modified for various imaging applications. They exhibit narrow and size-tunable emission and a dramatically higher emission quantum yield compared to other SWIR probes. These quantum-dot nanocrystals emit light at a specific frequency that can be precisely tuned by controlling the exact size and composition of the particles. The MIT team injected the quantum dots into mice to determine the metabolic turnover rates of lipoproteins in several organs, simultaneously and in real time. They also measured heartbeat and breathing rates in awake and unrestrained animals, resulting in a detailed 3D quantitative flow map of the mouse brain vasculature. The quantum dots emitted short-wave infrared frequencies that were bright enough to be easily detected through the surrounding skin and muscle tissues. In fact, the dots were so bright their emissions were captured with very short exposure times. Key to this success was a newly developed camera that is highly sensitive to short wave infrared light, making it possible to produce not just single images but videos that capture details of motion, such as the flow of blood, making it possible to distinguish between veins and arteries. Bruns was impressed by the combination of deep penetration, high spatial resolution, multi-color imaging, and fast acquisition speed. We could track the flow in each and every capillary, at super-high speed, he says. This allowed the quantitative measure of flow at very high resolution, over large areas. Further, Bruns notes, this was accomplished while the mice were awake and moving, as opposed to previous methods that required them to be anesthetized. Future Potential This new imaging system could become a standard approach in the future for making detailed images of internal body structures, such as the fine networks of blood vessels. We are still stunned by the quality of the images we can take using short wave infrared emitters, says Bruns. It is amazing to get such a clear look at dynamic biological processes. Initial applications for this system would be preclinical research in animals, since the compounds contain some materials that are unlikely to be approved for human use; in the meantime, Bruns and his team are developing versions of the quantum dots that will be safer for humans. Once approved, future applications could include using quantum dots to study how blood flow patterns in a tumor change as the tumor develops, possibly providing insights into new ways to monitor disease progression and determine the efficacy of drug treatments. Our vision is that 5 to 10 years from now, SWIR imaging systems will be a standard for preclinical and clinical optical imaging, says Bruns. Hopefully every research center and every major clinic will have one. Mark Crawford is an independent writer. For Further Discussion We are still stunned by the quality of the images we can take using short wave infrared emitters. It is amazing to get such a clear look at dynamic biological processes. Prof. Oliver Bruns, Massachusetts Institute of Technology

Recruiters Revealed How to Answer 20 Most Common Interview Questions

Recruiters Revealed How to Answer 20 Most Common Interview Questions Recruiters Revealed How to Answer 20 Most Common Interview Questions Job interviews are dreadful things. Most job seekers refer to it as the worst part of the job search. Unfortunately, it is the most important part. Awesome resume and cover letter might get you an interview, but once you have to look the recruiters in the eye and convince them to hire you, it’s easy to lose your nerve. Thats why weve put together the list of  20 most  common interview questions asked by recruiters. There are two types of questions you might get. Theres the usual, “cliché” kind of questions that are common interview questions asked by most recruiters and much anticipated by job seekers. Some companies take a different approach instead. When probing their potential employees, they rather ask questions the job candidate wouldn’t expect in order to get honest, unrehearsed answers. You can never know what kind of interview questions you will be asked on your job interview, you can only guess based on your research. However, even if you get one of these most common interview questions, you can surprise them and answer in a way they wouldn’t expect. Imagine that the recruiter poses the same question all over again hundred times and 99% of the times they get the same  or a very similar answer. No wonder such candidate wouldn’t stick in their mind as much as the one who gives them a creative, unique answer. And you want to shine, don’t you? Although  we’re not saying you shouldn’t rehearse or prepare that would be unwise.   Weve collected for you 20 most  common interview questions asked by recruiters, who gave us smart answers to them. Get inspired and land a job of your dreams! 20 Most Common Interview Questions and Smart  Answers 1. What makes you the best person for this position? To show the hiring manager that youre the best, you have to tell them in what way you are better than the rest of the candidates. Of course, you dont know who they are and what their skills are but generally, people stick to the job description and say they can do all that was required. Go beyond that and say in what way you can expand on the job by naming your knowledge or skill that can help you perform the job better and go beyond the duties. You can even propose a couple of improvements for the job. 2. Why should we hire you? You should take an extra care in preparing for this common interview question. You have to carefully research the company or the department youre applying for, anticipate their goals for the future and try to convey how your skills can help them achieve these goals. The real meaning behind this question is: If we hire you, what benefit would you bring to the company? In your answer, you should deliver a clear message to the recruiter: that youd fit well into the team and the work environment, that youre better than the rest of the candidates and that you deliver outstanding results.  This is quite an easy one but its one of the most common interview questions on this list. 3. Can you tell me a little more about yourself? In your answer, its important to not just repeat what’s on your resume. Also, don’t make it sound as if you carefully rehearsed for this question. Imagine yourself as a product that you’re trying to sell. In about three or four sentences you have to give the recruiter enough reasons to “buy” you. Point out some of your greatest accomplishments and strengths. Mention some of your good personal traits and how these would help you in the job. Let them know youre sociable and that your personality is likely to fit well in the team. 4. How did you hear about the position? This is quite an easy one. The HR person simply wants to know what made you send your resume to apply for this company. Theyre interested in hearing what in particular caught your attention. In answering the how part, just be specific and honestly say where you heard about the job offer: either through a friend, social media or just a random job site. In fact, the how part is not even that important as much as what was it that made you interested in the position and the company itself. 5. What do you know about the company? Its always best to know as much as possible. When asked this question, dont just recite the whole about section on the companys website you learned by heart. Its not only about understanding what the company does. The recruiter wants to know whether you care about the company and identify with its mission and goals. Personalize your answer and say why you want to work for this particular company and what personal reasons you have to identify with it. Go the extra mile and learn more about the company from various different sources. Be up to date be familiar with the companys recent work and say a couple of complimentary words on their latest ventures or successes. 6. What are your professional strengths? The key to answering this common interview question is not mentioning as many of your strengths as possible. Pick two or three of your most eminent ones and elaborate on them. Dont just strictly keep to the ones listed in the job description, but you should definitely mention  strengths that are relevant to the position. Be specific dont use cliché and vague phrases such as I have excellent communication skills or Im customer oriented. If you want to point out youre great at communication, give concrete examples and demonstrate it in a particular situation. Pick two or three strengths that are easily connectable, so as to create an appealing bundle of skills. 7. What do you consider your greatest professional achievement? Mention an achievement that relates to the job offer. You might have an impression that to give a  great answer to this question youve had to have years of experience and  achieved many professional triumphs. Its not really so. You can tell them about your minor accomplishments in your part-time job or a summer job. Its a good idea to mention even a minor achievement if it includes a skill or a trait crucial for the job in question. For example, if youre applying for a position as a sales manager but havent had any notable experience, think of a time when you made somebody buy something from you and tell them what sales methods you used. 8. What are your weaknesses? This is a tricky and one of the most common interview questions. Its always difficult to talk about your weaknesses in front of somebody whom you want to impress by your awesomeness. The key to answering this question is to show your weakness is something that can be improved. You have to let the recruiter know that your weakness has a potentially positive outcome. For example, you can say youre often too absorbed in your work that you tend to forget about other things around you or that youre prone to burst with impatience when your colleagues dont meet deadlines which affects your work as well. 9. Why are you leaving your current job? / Why were you fired? Stay positive. If youre leaving your current job by your own choice, theres nothing wrong with saying in all honesty why youre leaving. What you should avoid, though, is to talk badly about your past employers. Emphasize that youve learned a lot in your previous job and that youve grown both professionally and personally and now its time to move on to the next chapter. If you were fired, dont get into too much detail about it. You can always say you were made redundant because of some inter-departmental issues etc, which would suggest it wasnt really your fault. However, this might get tricky if the HR person calls your previous employer. The best answer is to simply smile and say: They had to let me go, thats life. Now, Im ready to take on a new opportunity. 10. Why was there a gap in your employment? Recruiters usually dont like to see gaps in your employment history.  Thats why this is one of the most common interview questions overall!The best way to excuse a gap is to describe what you were up to in the meantime. A gap is not always a bad thing. You might have traveled, volunteered, started a successful blog, or learned new things through books or online courses. Always be honest. If you have a  relevant reason why you were unemployed for a while, say it. Dont make excuses and by no means say you were trying hard to find a job and you couldnt get one. Its always better to say you were unemployed by choice, and not because nobody wanted to hire you. Even unemployment has its perks. You should highlight that this period was enriching and worth it. 11. Can you explain why you changed career paths? If you were a programmer thats currently applying for a job in marketing, it might raise some questions.  If the career you decided to take is way different than your previous job, say in all honesty why you decided to take this path. You can always bridge these two paths with your transferrable skills. Say in what way your skills acquired in your previous job can bring value to the position youre applying to now. If youve decided to change career paths only slightly, you can justify it by simply stating you want to learn new things and broaden your professional reach. 12. What’s a time you exercised leadership? This interview question is typically asked if the position requires working in a team. The recruiter wants to know whether you can potentially become the leading person in the team. Think of a situation from your past work experience or student years that would show you have great project management or event management skills or  one that shows you can motivate others on the team to a better performance. In case you cant think of such an example or if youre not a naturally leading type, give an example from an everyday life such as being a role model for your younger sibling or the like. 13. Where do you see yourself in five years? By asking it, a hiring manager wants to know whether youre an ambitious, yet realistic person. Dont set your goals too high. By no means mention you see yourself as the company director. You will have to find the right balance between modesty and aspiration. Of course, you want to grow and the hiring manager wants to see whether you have the potential to evolve within the company. But then again, you dont have to be too specific. Its okay to say you dont know yet. You can only hint at your future plans and say youre more than sure this job will help you get there.  This is one of the most common interview questions asked by HR managers. 14. How would your previous boss and co-workers describe you? Be honest and answer truthfully what you think your boss or co-workers would say about you because the hiring manager will most likely get in touch with them and ask them directly. This question is to reveal how well you work with the closest people in your team and show your ability to maintain good inter-personal relations. Give a real example of a time you got feedback from a colleague or a boss or tell of a situation that demonstrates your relationship with your peers at work. If you didnt have the best relations with your colleagues and youre sure they wouldnt describe you very positively, just honestly say you didnt see eye to eye with them and point out the possible reasons why. 15. What do you think makes you different than other candidates? Its similar to why should we hire you? only this one serves to reveal your perception of yourself in the relation to others. The recruiter wants to see whether youre realistic about your knowledge and skills but humble enough not to boast. Pick one or two of your most unique skills and relate those to the job requirements. Tell of a trait you think sets you apart from others and how it can help you perform better in the job. 16. Tell me about a time when you had to deal with a conflict at work. This will reveal  your problem-solving skills and your abilities to keep good relations at a workplace. Think of an example situation when you had to deal with a conflict with a client, your boss or a colleague. The key is to show you can handle conflicts professionally and without unnecessary emotions. We recommend choosing a situation in which you had to show other skills as well, relevant to the job youre applying to. Dont forget a happy ending close it with coming to a compromise or solving the problem.   17. How do you deal with pressure or stressful situations? This one is  meant to reveal whether or not youre capable of working under stress and still perform great at your job. If the position youre applying to involves work overloads, the recruiter wants to be sure you can handle it. Of course, 10 out of 10 job candidates would say they handle pressure without difficulty in order to get the job. To convince the HR person youre telling the truth, youll have to be specific and provide an example of a stressful situation you dealt with ease. 18. What do you think we could do better or differently? By asking this interview question, HR managers dont expect you to criticize them, as much as they want to hear your suggestions and see whether youve got the ability to think critically and analytically about what theyre doing. The company doesnt just want to hire a passive employee who does as he/she is told. You should come up with your own ideas that help improve the company. So think of a new product, feature, ad or a marketing strategy a company could implement. Your proposals dont have to be perfectly thought up and ready to be applied, you should just give out an impression you care and think about the job. 19. What are your salary requirements? This is a dreaded question. To put a price to your work is tricky, especially when youre new to the field and dont really know what to expect. If you just graduated or have less than a year or two of experience, you should definitely make some research beforehand. Useful sites such as  Payscale or Glassdoor might help you get a better overview of the pay range or you can also ask people working in a similar field.  In case youre applying for a senior position, this is quite easy: just set your previous salary higher, based on the value of your experience and skills. All in all, we recommend going for a bit higher amount than what you truly expect to get. Its definitely worth the risk because if youre really good, the recruiter might accept your offer. 20. Do you have any questions for us? Usually, every HR manager introduces the company and the position to you during the interview. Despite that, you should always have additional questions ready in case youre given the chance to ask questions. By being inquiring, you show interest and care about the job. Its good to be direct and ask the hiring manager something slightly personal, such as: What do you love about your job the most? or How does your average day at this company look like? Or you can ask them about the company itself: What do you think is the biggest perk of the company? or What are the companys plans for the next couple of months? Do you like our list of most common interview questions? Share it with your friends! helped more than 300K people to land their dream job. Create a perfect resume or cover letter in minutes and get hired! Share Your Feedback or Ideas in the Comments!

3 things James Comey can teach you about leaving a job gracefully

3 things James Comey can teach you about leaving a job gracefully 3 things James Comey can teach you about leaving a job gracefully This week,  fired FBI director James Comey was in the spotlight for a very public defenestration from his job. As if the firing itself wasn’t excruciating enough, details showed Comey had been dumped unceremoniously, finding out only because the news  played on the televisions  behind him before he’d been officially notified. Ouch.Yet today, Comey issued a farewell letter to his colleagues following his departure, and from a career advice standpoint, it’s one of the best.Even though Comey’s leaving a high-profile job, there are several key takeaways everyone can see from how he’s handled the situation that are important for any person in the workforce, especially if you’re leaving a job or company under tough circumstances.1. Never Burn a BridgeBehind the scenes, Comey could be cursing up a storm, chugging scotch by the bottle or sobbing the corner. Reports suggest he’s chilling out in his garden in Northern Virginia.In public, however, Comey has been stoic and straight forward, and his public note to his colleagues is kind and courteous.To be clear: We have no idea how he’s actually feeling, and that’s a good thing.What can you learn? When you leave, keep your true feelings to yourself - the time when they can make difference has passed by the time you’re out the door - and never burn a bridge if you don’t have to. Whatever Comey does next, he may have to work with former FBI agents or administration members, so there’s no point in alienating them. Venting publicly about the situation you’re dealing with might feel like a therapeutic exercise at the time, but it’s much like Pandora’s box: You can’t take things back once you let them out. Spilling your guts to a parent or partner is one thing; airing your dirty laundry to colleagues is a whole other thing, not to mention a big no-no. There’s a limit to empathy: Even close colleagues can be wounded by hurtful things you say about your former employer if they have no choice but to stay.2. Make It About the Good TimesOne of the biggest elephants in the room when it comes to Comey’s firing is, understandably, his relationship with boss. Instead of delving into that or focusing on the negatives, however, Comey spent most of his short note thanking his colleagues for their time together and praising them for their efforts. Even on his way out, he showed the team why he was a good leader: because he was thinking of their contributions.Think of it this way: The final thoughts James Comey’s colleagues will have of him as a boss is him saying that working with them has been “one of the great joys of my life” instead of him being angry.Call it recency bias. We’re influenced by what we saw last. When you’re leaving a job, your behavior during those final few days or moments will be remembered just as much as the actual work you did.That’s why it’s important to be courteous, take extra time to thank those who helped you and as your mother probably tol d you, if you don’t have anything nice to say, don’t say anything at all. Professionalism is a personal characteristic; your responsibility to be professional doesn’t end just because your work contract does.3. Keep It ShortThere’s no doubt that if Comey wanted to, he could have written a 30-page goodbye letter and every news outlet would’ve covered it in great detail. Instead, Comey kept his sentiments short ‘n’ sweet as he walked out the door.Even if you don’t write a goodbye letter when you’re leaving your job, make your exit as quick and graceful as possible. There’s no reason to throw yourself a week-long goodbye party as if you deserve a state funeral, or have everyone wave at the door as you leave the building. Make sure you’ve filed any last-minute projects and updated colleagues who are taking over your work. Then, walk out without fanfare and move on. People will know how to contact you.A lot can be said - and has been written - about Comey and his time at the helm of the FBI. Yet, regardless of all the controversy, when it comes to his goodbye letter and his actual exit, he did everything right.

Life doesnt reward you for what you know, but for what you do

Life doesn't reward you for what you know, but for what you do Life doesn't reward you for what you know, but for what you do Most people have adapted to consuming low-level information on the internet. This is the equivalent of filling your car with water or eating McDonald’s every meal.In the documentary film, Super Size Me, 32-year-old Morgan Spurlock goes 30 consecutive days (from February 1 to March 2, 2003) only eating McDonald’s food. The film documents this lifestyle’s drastic effect on Spurlock’s physical and psychological well-being.During this 30-day period, Spurlock ate at McDonald’s three times per day, eating every item on the menu at least once. Spurlock consumed an average of 5,000 calories per day during the experiment, more than double the recommended amount for a healthy man his age. As a result, Spurlock gained 24 pounds, a 13% body mass increase, increased his cholesterol to 230 mg/dL (6.0 mmol/L), and experienced mood swings, sexual dysfunction, and fat accumulation in his liver.One of the components of Spurlock’s experiment was that every time he was asked the question, †œDo you want to ‘Super Size’ that?” he was required to say yes. Super-sizing means that the soda and french fries went from large to extra-extra large.When it comes to the internet, Super-sizing is the equivalent of going from one distractive link to the next to the next to the next to the next. What originally was intended to be a quick check of the email or Facebook has now turned into a subconscious self-sabotage. The body has taken over the mind and is seeking its dopamine refuel, of which it has developed an incredibly high tolerance.It took Spurlock fourteen months to lose all the weight gained during this 30-day experiment. And he had to eat extremely clean to reclaim his health.For most people who are caught in the addiction-loop of consuming low-quality information, it will take years to transform their brains into a state where they can truly think clearly and powerfully. It will take years of consistent positive decisions and calculated inputs to develop the thinkin g and decision-making capacity they are capable of.Most people will remain stuck on the fast-food diet of internet information consumption - getting fatter and more unhealthy mentally, emotionally, physically, and spiritually. The environment is becoming so dopamine-rich that it is nearly impossible for people to pull themselves from the addiction.Here’s the truly sad part: most people intuitively know that sitting on the internet all day is bad for their brain, mind, spirit, and body. But knowledge is weak. Knowledge is good for nothing unless it is put into practice. Hence, Napoleon Hill said in Think and Grow Rich, “Knowledge is only potential power. It becomes power only when, and if, it is organized into definite plans of action, and directed to a definite end.”To learn is to change what you do“To learn and not to do is really not to learn. To know and not to do is really not to know.” -  Dr. Stephen CoveyIf you are still producing the same results, you haven’t ac tually learned something. It doesn’t matter how much information you consume. It doesn’t matter how many books you read.True learning requires the ability to consistently produce new and better results. If your mindset, perspective, and behavior haven’t changed, then you haven’t truly learned. As Albert Einstein has said, “The measure of intelligence is the ability to change.”You can have all the knowledge in the world and yet remain unintelligent. Intelligence involves continually learning new things, which requires that you change how you operate in the world. According to Dr. Joe Dispenza, “The hardest part about change is not making the same choices you made the day before.”It really doesn’t matter what you know; it matters what you do. Surprise yourself and the people around you.Instead of mindlessly distracting yourself with low-level information, make a better decision.Instead of operating at a low emotional level in your relationships, be more giving, carin g, and loving. Go out of your way to make your loved ones feel special. Watch what happens to the emotional energy of your environment.Imagination is more powerful than knowledge“Imagination is more important than knowledge. For knowledge is limited to all we now know and understand, while imagination embraces the entire world, and all there ever will be to know and understand.” - Albert EinsteinKnowledge can keep you stuck in the past. Knowledge can keep you limited to what you think is possible. Imagination allows you to think outside the box of your current and highly limited worldview.The most influential and intelligent people in the world were also the most imaginative. They have a vision way beyond their current level of knowledge and ability. Their vision provided the direction for what types of knowledge they should develop. Their vision provided the conviction to truly learn - which meant they were willing to transform themselves into the type of person who could bri ng their vision to life.Do you emphasize knowledge?Do you believe you must have all the answers?How imaginative are you?How grand and compelling is your vision for yourself and the future?How excited are you to get up and embrace learning and change every day?Your level of conviction for daily learning is reflective of the power of your imagination. If your imagination is weak, then you probably aren’t learning very much.Creativity is more important than experience“Knowledge comes from the past, so it’s safe. It is also out of date. It’s the opposite of originality. Experience is built from solutions to old situations and problems. This is lazy. Experience is the opposite of being creative. If you can prove you’re right you’re set in concrete. You cannot move with the times or with other people. Your mind is closed. You are not open to new ideas.” -  Paul ArdenExperience is based on what you did or learned in the past. What we need from you right now are creative solu tions for the present and the future. Don’t tell me what you did yesterday. Tell me what you’re working on today.What are you creating right now?How are your pushing your own limits?Are you relying too heavily on past experience?Are you stuck in old ways of thinking?Are you trying new things?Are you evolving?Are you stuck?Never have “too much to lose” that you stop being reckless“Here’s to the crazy ones.” -  Rob SiltanenIn the science fiction novel, Ender’s Game, Ender is an 11-year-old genius who is trained to save the world from an alien species. He is led to believe that his “training” is in the form of simulation games. However, after the “final test,” Ender learns that the simulations were actually real battles that he was commanding. Ender became a war hero without even realizing what he was truly doing.He had many questions. One of them was why the military needed a child to command the armies. Mazer Rackham, his mentor and teacher explained:“And i t had to be a child, Ender. You were faster than me. Better than me. I was too old and cautious. Any decent person who knows what warfare is can never go into battle with a whole heart. But you didn’t know. We made sure you didn’t know. You were reckless and brilliant and young. It’s what you were born for.”There’s a problematic shift that happens to many successful and creative people. Eventually, their creative well dries up. They get out of the habit of doing and creating and shift to passively accumulating information or accolades.They become far more calculated in every decision they make. They stop being iterative, failing, changing, learning, and being imaginative. They begin relying far too heavily on their prior knowledge and experience. At some point, they reach a cap on what they are interested in learning, because true learning involves risk.The risk of learning is that you might have to completely change who you are and what you’re doing as a result of what you’ve learned. Yet, when you’ve reached some level of success or experience, you don’t want to change. You don’t want to lose everything you’ve gained.And this ends up being the beginning of your inevitable downfall. This is the reason author Greg McKeown said, “Success is a catalyst for failure.”The measure of intelligence is the ability to change. If you’re not changing and evolving, you’re relying too heavily on knowledge rather than imagination. You’re relying too heavily on experience rather than creativity.You’re stuck in the past. You’re living out a predictable life. And predictability is nowhere to be found in courage and creativity. As Sir Ken Robinson said, “If you’re not prepared to be wrong, you’ll never come up with anything original.” Seth Godin similarly said, “If you’re willing to do something that might not work, you’re closer to becoming an artist.”Allow your success and experience to propel greater imagination and creativi ty. Allow your knowledge to spark new and better behaviors and solutions which lead that knowledge to be replaced with better knowledge.It doesn’t matter how long it takes if you create something truly remarkable“If a thing is done well, no one will ask how long it took to do it, but only, who did it.” -  John TaylorWhat are you currently creating?Is what you’re creating the best you could possibly do?Ryan Holiday is the bestselling author of several books. I’ve had the privilege of being taught and mentored by him. He helped me with the development and writing of my recent book, Willpower Doesn’t Work. What I appreciate about Ryan, more than anything else, is his insistence that I continually produce higher and higher quality work.“You can do much better than this,” is the compliment Ryan would often give me when reviewing my work.When it comes to creative work, quantity is often the path to quality. Even still, with everything you create, you should be putting you r absolute best in. Don’t create something just to get it done. Actually push yourself beyond your own boundaries.Richard Paul Evans has written 37 New York Times bestselling novels. When Evans was a young writer, he met the award-winning novelist, Mary Higgins Clark. She gave Evans this advice: “Every book I write is my best book I’ve ever written.”Evans never forgot that advice. In his own words, “So from that day forward, when I sit down to write a book I go in with that mentality that this book is going to be better than the last and it’s going to be the best book I can write.” This mentality is how you go on to write 37 NYT bestsellers.Several months ago, I had dinner with Alice Cooper, thanks to super-connector Joe Polish. While at dinner, I asked Alice what kept him writing music after all of these years. Here’s what he said: “If I didn’t believe my best song was still in me, I wouldn’t be writing.”If you make something truly brilliant and amazing, peo ple won’t care how long it took you to do. They’ll only ask: Who did this?Conclusion: You’re not rewarded for what you know, but for what you create“Don’t think. You already know what you have to do, and you know how to do it. What’s stopping you?” -  Tim GroverYou’re not rewarded in life for what you know. You’re rewarded for what you do. Even more, you’re rewarded for what you create.You could have a head full of really good ideas. But if you execute on none of them, you’ll have a life full of regrets.You could have all the intentions in the world to be a good friend, spouse, or parent. But if you fail to change your behavior, you’ll never be the person you could have been. You’ll have let down those who needed you most.It doesn’t matter what you know you should do, or believe you should do. It doesn’t even matter what your greatest dreams, visions, and imaginations hold if you do nothing about them.You need to act.You need to create. Create and crea te some more. Because when you create, you are forced to really learn. I’ve never learned more about a subject than when I was writing a book on the topic. I’ve learned more about parenting by taking on three foster children than I could by mindlessly browsing the internet or even reading books. When you learn through experience and toward goals, you learn with the purpose of immediate application.You learn through doing.Develop a powerful vision and use that vision to guide true learning - which is far different than acquiring knowledge. True learning requires transformation. The measure of intelligence is the ability to change. Living with intention and creation is how you truly live.Ready to upgrade?I’ve created a cheat sheet for putting yourself into a PEAK-STATE, immediately. You follow this daily, your life will change very quickly.Get the cheat sheet here!This  post  first appeared on Medium.

Wrap Up your 2013 Holiday Hiring Wish List

Wrap Up your 2013 Holiday Hiring Wish List Wrap Up your 2013 Holiday Hiring Wish List Wrap Up your 2013 Holiday Hiring Wish List Does your business have the staff in place that youll need for this years holiday season? Research showsa surge in the2013 hiring season with warehouse hiring increasing at three times the rate of conventional retail sales positions, as reported in 2013 Retail Trade Market Watch. Warehouse-related jobs such as these are on the rise: Warehouse Supervisor Job Description Warehouse Operations Manager Job Description Warehouse Manager Job Description Sample Warehouse Coordinator Job Description Warehouse Worker Job Description As online job offerings for mail-order houses (shipping departments) showed a significant increase between July and September, growth was also reported in conventional retail sales positions, including positions such as: Retail Salesperson Job Description Sample Retail Store Manager Sample Job Description Improve your 2013 seasonal hiring results with these expert hiring tips: Tap Local Talent for Seasonal Hiring Make Seasonal Hiring Easier and More Efficient Learn more about Retail Industry hiring trends.