How To Change Someone From a 1st Degree Contact to a 2nd, 3rd, etc. (Referred By)

How To Change Someone From a 1st Degree Contact to a 2nd, 3rd, etc. (Referred By) Paula asked these questions: How do I change someone who shows up as 1st Degree to 2nd  Degree? Are these degrees based on LI imports or something JJ assigned when they were uploaded? First Question Those are good questions in todays Focus Friday we talked about this. You can see the exact video here. Basically, the Tree View, degrees of separation, and relationship, is all controlled by the field Referred By.  This is one of the top fields on the Add/Edit Contact page, and its on the right, just under the Relationship field, of the Detail Page. When you are on a Contacts record, and you fill in the Referred By, you are saying I was referred to this person that Im adding by this other person (in the Referred By). If John introduces you to Jane, or you find Janes name from Johns LinkedIn Profile, you would add Jane as a new Contact, and in the Referred By field choose or put Johns name in. If you dont do that, Jane is a 1st degree contact. If you do that, Jane will be one degree past John if he is a 1st, she will be a 2nd.  If John is a 7th, Jane will be an 8th Degree Contact. Second Question Unfortunately, the export you get from LinkedIn are your 1st degree contacts. The CSV file LinkedIn gives you doesnt tell you what degree of separation they are, probably because they are all 1st degree contacts.  So, the answer is no, there is no degree of separation logic that happens on an import. How To Change Someone From a 1st Degree Contact to a 2nd, 3rd, etc. (Referred By) Paula asked these questions: How do I change someone who shows up as 1st Degree to 2nd  Degree? Are these degrees based on LI imports or something JJ assigned when they were uploaded? First Question Those are good questions in todays Focus Friday we talked about this. You can see the exact video here. Basically, the Tree View, degrees of separation, and relationship, is all controlled by the field Referred By.  This is one of the top fields on the Add/Edit Contact page, and its on the right, just under the Relationship field, of the Detail Page. When you are on a Contacts record, and you fill in the Referred By, you are saying I was referred to this person that Im adding by this other person (in the Referred By). If John introduces you to Jane, or you find Janes name from Johns LinkedIn Profile, you would add Jane as a new Contact, and in the Referred By field choose or put Johns name in. If you dont do that, Jane is a 1st degree contact. If you do that, Jane will be one degree past John if he is a 1st, she will be a 2nd.  If John is a 7th, Jane will be an 8th Degree Contact. Second Question Unfortunately, the export you get from LinkedIn are your 1st degree contacts. The CSV file LinkedIn gives you doesnt tell you what degree of separation they are, probably because they are all 1st degree contacts.  So, the answer is no, there is no degree of separation logic that happens on an import.

How to Write a Support Services Resume

How to Write a Support Services ResumeAn IT support resume is necessary for anyone who wants to find a job in the IT industry. It must be formal and precise at all times. It is not enough to simply state that you have a bachelor's degree, or even that you have worked in an IT field before. These are true benefits, but they should not be the only thing that the employer considers when hiring you.You should state what you did for a while in IT support services. You need to talk about your strengths and your qualifications. Don't forget to include the details about the certifications that you have received. These certifications will give your employer an idea of how capable you are of handling the jobs that are available in the company. It also demonstrates to them that you are dedicated to being successful, no matter what kind of opportunities come your way.When you submit your IT support resume, you should include your work history. Make sure that you list it in chronological order. T he most recent job will come first. For a number of reasons, this is the order that the employer will read it.Your resume should also list your education and certifications that pertain to your position as a support service manager. You should discuss each one of them and the responsibilities that it entails. You may even have some certifications that apply to both positions. Make sure that you list them all.When writing your IT support resume, try to include information that will help the employer to evaluate whether or not you will be a good employee in the field of support services. The most important information to include is your strengths. Choose a few things that you can do well, and point out these qualities in your resume. Also, make sure that you point out any things that you can do well.Remember that you should never lie on your resume. It is a good idea to mention what you did and when you did it, but you should not exaggerate. Lying on a resume is unacceptable. Be hones t with what you have done, and be sure that it is correct. You will not have to worry about this when the job interview comes around.If you have previously worked in the field of support services, be sure to list this on your resume. You may even want to list what you did before this position. It will help to prove that you are dedicated to your field, and will be the ideal candidate for an IT support job.In conclusion, make sure that you write a great IT support resume. It should be concise, accurate, and include all of the information that the employer will need.

Surprise Your High Performer is Resigning. What You Can Do Now. Marla Gottschalk

Surprise â€"Your High Performer is Resigning. What You Can Do Now. Marla Gottschalk Photo by Eutah Mizushima on Unsplash It is a random day â€" at a random time â€" in a week that seems like any other. Except for one glaring reality. One of your stars stands in front of you resigning. Your utter shock can only matched by the nagging shame that comes from the knowledge that as a manager, you had absolutely no clue. As your eyes widen in panic, you fast forward to your world without them. Try to remain calm. There are steps that can be taken. Not all relationships can be saved. However, there is hope. Heres what to do next: Set up a time to talk. Do this, but realize you have some pre-work to complete. What kind of problems might have contributed to this scenario? Be brutally honest. Does this truly come out of left field? Were you turning a blind eye to developing issues? (Read How Not Manage a High Performer for a few ideas concerning what may have gone wrong.) Discuss exchange agreements. If you havent already acknowledged the existence of the psychological contract â€" it is time to do so. This is an often unstated exchange agreement concerning what your contributor brings to the table and what they need/expect in return. If the contract has been inadvertently broken, address a possible repair â€" although know it is far better to avert a breach. Dont talk money. Refrain from a conversation about money. In many cases, the reasons behind a high performer departing are much more complex . If you make this about salary, you may miss the driving point entirely and any true chance of redemption. Read the room. If youve struck a chord â€" ask for another conversation that would allow both of you to present/discuss short longer-term solutions. Set up a follow-up talk. Dont make quick promises you cannot keep. Any progress that you forge needs to be carefully considered and must be 100% genuine. Do not make a promise you cannot keep. If your contributor is looking for something you or your organization really cannot offer â€" make peace with that â€" and let them move on. I have no doubt that you will grow as a managerâ€" even if your team member ends their tenure. At the very least, look at the situation as an opportunity to learn. Have you found yourself in this situation? What did you do? What happened? Learn more about utilizing The Core Philosophyâ„¢ training, to empower your managers here. Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a charter member of the LinkedIn Influencer Program. Her thoughts on work life have appeared in various outlets including Talent Zoo, Forbes, Quartz and The Huffington Post.

Creating and Maintaining Your Personal Brand

Creating and Maintaining Your Personal Brand Many of you might think that branding is something only businesses engage in. On the contrary! These days having a personal brand is also incredibly important. Last year, in an article for the Huffington Post, Rebecca Shambaugh wrote, “Having a brand that defines your best elements and differentiates you from others in a positive way is key to achieving your career goals and aspirations.” So how do you go about branding yourself? More importantly, how do you make sure that your brand is one that people see in a positive light? Here are some tips to help you accomplish both of these goals: It All Starts With the Idea Much like creating a personal style or look, creating your personal brand is all about projecting a single and coherent idea. What do you want people to think of when they think of you? Do you want them to think you’re professional? Funny? Classy? Elegant? Silly? All of these are viable ideas. Pick two or three and combine them into a one or two-sentence phrase that you can use as your guidepost. This phrase is what you will measure all of your future decisions against. Be Thorough It isn’t enough to make overt displays of your brand. For example, most peoplewhen they start to integrate their personal brand into their lives and lifestyles focus primarily on wardrobes and websites. Personal branding, however, goes further than that. It is just as much about the small details as it is the large ones. For example, you will poke a lot of holes in your “bright and friendly organized professional” brand if you forget birthdays and you send notes out on blank printer paper or pages torn off of a legal pad. Instead, invest in custom stationery. The paper, label and envelope designs  are all reflective of the idea you want to convey. Look Inward Your personal brand isn’t just about keeping up appearances. It is also about the energy you project. Your actions will tell people just as much about your personal brand as your wardrobe, your business cards, your home furnishings, etc. Are there bad habits that you’ve been wanting to give up? Do you currently participate in activities that detract from the brand you’re trying to sell? Think about your daily activities, your habits, your attitudes. Do all of these things gel with what you’re projecting? Or do they detract or interfere with that brand? Here’s an example: you’ve been working hard to build that “bright and friendly organized professional” brand. You’ve revamped your clothing, cleaned up your desk at work, organized your files, etc. But you’re still getting to work at least ten minutes late. You forgot your cube-mate’s birthday. The report you just turned in was missing a section. Each of these foibles detracts from your personal brand. Look for tools and techniques that will help you better manage these bad habits and missteps. Even a simple app on your phone that lets you set reminders for birthdays and appointments, a to-do list that you get into the habit of checking off before you turn in assignments, can go a long way toward your success. Believe It One of the most important aspects of your personal brand is how much you buy into it yourself. If your brand is simply a costume you put on for the public, it won’t take long for it to fall apart as you fall back into old habits. You need to believe that you are the brand you’re trying to project. If you believe that you are already that person (or can become that person) you will automatically begin to work that brand into your lifealmost without meaning to! There are lots of tips and tricks for creating and maintaining a personal brand. But what we’ve talked about here helps you get to the heart of the idea. When you incorporate these suggestions, your personal brand will be more cohesive and easy to interpret. Image Source; Image Source; Image Source

Writing and Editing Resumes With Skills From a Professional Experience

Writing and Editing Resumes With Skills From a Professional ExperienceResume focusing on writing and editing requires both a skill and knowledge in the English language, and a general knowledge of the professional experience one possesses. These skills are not commonly found in an amateur writer, as these are generally learned from formal training.It would take an editor years of practice to have a basic knowledge in the technicalities of the English language. To make matters worse, this knowledge is usually acquired through a formal degree in an English-related subject, or one which requires no formal academic qualification. If it does require one to have a degree, and you are a student, then it is likely that your degree was in journalism or a similar field.The practice of being able to write and edit resumes with this knowledge already in one's memory makes writing and editing resumes even more difficult. This is because the number of details one needs to be able to write a resume on its own is rather limited. An editor must first determine the purpose of the resume, then convert the information into a format which is useful for a client. This process should be carried out by two people who are not co-writers, who must work together to ensure that the material will be easy to read.A resume focuses on writing and editing should focus on showing the potential client that the writer has both the skills necessary to write a resume on its own and is also qualified to do so. It should also include information that would demonstrate the professional experience which the candidate has had previously. After all, the goal of any resume is to get the applicant hired, so it is essential that the information which the resume offers is both relevant and in line with what the employer is looking for.A resume focuses on writing and editing can be done by anyone. However, having a degree in writing or editing does give one a much better chance of success. This is due to the fact that employers are more likely to hire someone who is qualified to write a resume on its own, rather than someone who has merely learned the craft in his or her spare time.Having a bachelor's degree in writing or editing will give the candidate more job opportunities. There is also a greater possibility of being considered for an internship with a major newspaper or other major newspaper outlet. This is because it is almost a certainty that if one has been accepted for an internship, then one will have written a resume on its own.A resume focuses on writing and editing can also be done by individuals who do not have a degree. This is because those with only a high school diploma or equivalent education will always struggle to be able to write a resume on its own. To get past this, one must be able to write clearly and concisely, and must also be able to efficiently express themselves in the English language.One must also learn how to organize one's information to ensure that it is readable and have a logical flow. This will be especially important if the resume requires the candidate to provide information which is not easily understood. If the candidate is unable to complete the task because of a lack of skills in this area, then the resume will not have the desired effect.

10 Best Ways to Motivate Disengaged Employees at the Workplace CareerMetis.com

10 Best Ways to Motivate Disengaged Employees at the Workplace Original Image Source â€" Depositphotos.comYour business will never thrive unless you are successful in roping in the most productive employees at work. And there’s no shortcut to it, no in-betweens.You would either have focused and productive people at your workplace, or you would end up having a bunch of slackers who would always pass on the blame for their shortcomings.Shockingly, 70% of the U.S. workers are not engaged.evalDisengaged employees cost organizations between $450 to $550 Billion dollars annually.Now that you are facing similar concerns at work and finding it difficult to manage your team of demotivated and lazy employees, try out the strategies I discuss in this blog.Keep faith. The tables are about to turn soon! 1) Figure out the root of the problemModern problems have modern solutions; provided you are aware of the root cause of the issue. Ask yourself, “Why is the employee lazy?” You never know, probably the person lacks the necessary skill set or he/she migh t not understand what exactly is expected of him/her.Actionable Points:Arrange brainstorming sessions for your employees.Conduct one-on-one sessions and ask each of them to raise concerns by pointing out the challenging areas associated with their job.Talk to your employees more often and make them understand their job roles.Make sure you are training your employees via technically advanced modes of communication and helping them get the hang of the task.2) Come up with a realistic plan for progress No matter what, the show must go on. This makes it crucial for you to iron out the details of the actionable steps towards progress. You may consider delving deep into the concern by creating measurable short-term targets.Actionable Points: Jot down the challenges in a paper and discuss the same with your immediate senior.Include your employees in the activity and get their inputs to make them feel motivated to achieve the target.Strategize the techniques you will be using in order to tr ack and measure the progress of the employees.Conduct weekly self-evaluation sessions and allow your employees to talk lucidly about their previous shortcomings and how they managed to overcome the same. 3) Refrain from taking underperformance lightlyevalIt is certainly not a good sign if an employee continues to underperform for several months. After all, it’s a business, and no organization can afford to survive for long with under-performing employees.Actionable Points:Explain to the employee that there are severe consequences for constant under-performance.Make sure that the employee is aware of the company policy and the actionable measures that will be taken for not performing well.Regulate a 3-point policy, where the employee gets an initial verbal warning followed by a written ultimatum and finally gets fired due to continued under-performance.4) Don’t just talk the talk, set examples as wellSource â€" Pixabay.comThere’s no point talking about a particular concern for long unless you are setting enough examples for your employees to get inspired. So, how about getting your hands dirty by working hard and making an effort to achieve targets on your own?As a result, your employees will get to experience the best form of example, which is watching their leader do the talking.Actionable Points: evalTry walking into your employees’ shoes and work with them.If you observe an employee struggling with business help, take charge of the situation and help them understand the nitty-gritty of the job.Figure out if your employee is really bored with the task or he/she has got zero passion for what exactly they are doing.Give them a chance to work on something they like. This can actually be profitable for the organisation.5) Come up with transparent and behavioural feedback at regular intervalsIt would hardly matter if you end up complaining about your employees every time without providing them with clear feedback on the shortcomings and the things they ar e expected to do for improvement. Even though giving tough feedback to the employees is one of the toughest jobs for a leader, you need to go hard for the greater good.Actionable Points: Work on the entire purpose behind creating the feedback form.Commit to delivering your feedback in a way that ensures the fact that it will be well-received and acted upon.Identify areas in which the employees can get better, new approaches they may try, and ways they can stretch.Devote your time and attention in evaluating the employees.Include specific aspects and suggestions regarding improvements that can foster productivity.6) Ask questions and take note of the answers Source â€" Pixabay.comThis is yet another crucial point to be noted when it comes to finding ways to motivate lazy employees at work. It is mostly about being constructive in your approach. Hence, asking a few important questions and figuring out the answers directly from the horse’s mouth is imperative.Actionable Points:Take n ote of the following questions you must ask your employees.Do employees lack time, tools and authority to access the functional areas at the workplace?Are employees taking pride in their performance as individuals or as members of a team?Are their conflicting demands on the ability of the employees in managing time?Is the current office culture getting in their way of success?7) Offer tangible rewards in the form of incentives Even though the notion is highly argumentative in nature, there’s still no denying the fact that monetary incentive is one enticing motivator when it comes to encouraging lazy employees at work.So, how about a pat on their back with clear-cut incentive schemes?Actionable Points:Include your staff and managers in drafting the perfect incentive plan.Set the perfect budget in order to create an incentive plan that has an open-ended reward potential for your employees.Take into account the situations of your employees in terms of expectations, long-term goals an d highest total sales per year.Include schemes like extra paid time off, gift cards, employee of the month, most punctual employee and the likes.8) Embracing telecommuting with open arms Posted in the NYTimes, a study suggests that people working from home are comparatively more productive than regular office employees.evalNo, I am not asking you to make “work from home” a norm.You can at least utilize the idea and consider being flexible in allowing your employees to work from home on certain occasions.Actionable Points: Make sure your employees aren’t devoid of internet connectivity, telephone networks and a perfect working environment at home.Keep following up and figure out whether your employees are actually working at home.Ask them to prepare work reports and produce them the very next at the office.9) Consider reducing the pressure of excess workload While it is understandable that even the smallest chunk of work at the office is equally important for your employees to pay heed to, cutting out the excess workload at times can allow your staff to focus on the bigger goal.Actionable Points: evalTake a look at the team routine and figure out if there’s anything you can cut out, for example, you may offer a bit of flexibility in working on projects that have longer deadlines.Refrain from calling your employees to visit your cabin every now and then. Communicate via live chat portals instead.Set short-term goals for your employees on a regular basis and evaluate their performance accordingly.10) Take your employees out for lunch and arrange day tripsSource â€" Pixabay.comAll work and no play will not only make Jack a dull boy, but it will also have a negative impact on all the Tom, Dick and Harrys of the world.Putting it in a simpler way, your employees need recreation as well.Actionable Points:Consider organizing team lunch or dinner every alternate month.Look for the latest offers on movie tickets, shopping discounts, and the likes. Share the news with your team members.Organize day trips by asking your employees to participate in an interactive session where they can suggest ideal destinations to visit.Summary:To quote the renowned author Mark Yarnell, “A leader is someone who demonstrates what’s possible.” Motivating lazy employees at work can prove to be a challenge if the team leader isn’t aware of the tricks of the trade. From working on tangible reward schemes to accumulating helpful feedback from the employees regarding potential shortcomings, there are several aspects to be met.Even though dealing with non-performing employees is one of the most intricate tasks for a team leader, he/she should consider taking up the challenge by handling things creatively.This informative blog allows you to explore all avenues and come up with a solution worth embracing from all dimensions. Now that you are aware of the key functional areas, pull up your socks, invoke the dormant spirit of a smart leader in you, and conquer an ything and everything that comes your way.

5 things good leaders never say - The Chief Happiness Officer Blog

5 things good leaders never say - The Chief Happiness Officer Blog Justin Bariso?quoted on of my previous articles over on inc.com, writing about 5 business maxims we need to retire. And apparently it rang a bell, because in short order the piece?was translated into Spanish and Portuguese: 5 frases de negocios que la gente inteligente nunca dice 5 frases de neg?cios que todo mundo fala e voc? n?o deveria repetir Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Client Case Study Paula Jenkins - When I Grow Up

Client Case Study Paula Jenkins - When I Grow Up Um, do you know that Ive coached hundreds of women since I started offering dream career guidance in 2008? And that these women are freakin rock stars, leaving soul-sucking jobs and traveling the world and launching creative, grown-up businesses and simply doing work that fits their lifestyle goals? Well ya do now and youll hear their stories firsthand in my  Client Case Studies series!  Im actually embarrassed I havent had Paula here yet! She was my client first in 2013 for 12 sessions, and then in Feb of 2017 for 3 sessions. I adore her and all shes done, and some of you might recognize her from my  Create Your Dream Career class  and/or her top 200 podcast,  Jumpstart Your Joy. See? Even someone whos successful on the outside still needs clarity, accountability and strength on the inside ?? Why did you decide to work with me, a creative career coach? I wanted to get re-centered in what my business and my offerings were after two years on my own. Id gotten certified as a life coach, started a podcast, and successfully launched several online programs but, with all that amazing stuff going on, I was still having a hard time narrowing down what I really WANTED to do, and figuring out how to make that into a business offering that excited me. Id worked with you before and knew you youd help me get back to what lights me up from a creative standpoint, and give me the space to figure it out.   What were you doing work-wise when we started our sessions? Working 9 to 5 as a project manager and coaching and podcasting on the side. What was your biggest takeaway  from our time together?   That its important to refocus and recenter what I offer on the creative aspects of what I love, and OK to let go of the stuff that isnt lighting me up. My true focus is that I work with women to help them find their voice and rediscover their joy, and that can carry through in my coaching and the podcast class and consulting I do. Was there anything else you tried to do as a career between the time we stopped our sessions and what you do for work now? If so, how did it inform your current business? With a clearer sense of the what (helping women find their voice and rediscover their joy), its freed me up (emotionally and mentally) to put more of my effort behind it supporting the podcast and the pieces of the business that are a match with that mission. Instead of chasing multiple possibilities (and feeling like I had to take every client that contacted me whether or not they were a fit), Ive got clear road map on whats a good fit, and what to say yes to. Its changed the way I see my time and since Im still working a 9 to 5, Ive embraced finding a team to help create the show and support the bootcamp. Ive put a lot of work in behind the scenes, getting a logo made, and interviewing editors as groundwork for Season 3. I hired a WordPress guru, and Im interviewing VAs. I feel confident about spending money on these things now because I know how they fit into my overall business.   What would you tell someone now that was in your shoes when we first started working together?  Whats your best tip to allow them to make a grown-up living doing what they love? Believe in yourself. You know the answers and they are already inside you, you just need to give yourself a bit of time and exploration to pull the pieces together. And by all means, follow each thing that lights you up and brings you joy ?? Whats on the horizon for your business? Wed love to hear about any upcoming offerings or goals! Season 3 of the podcast starts in October, and Ill be reworking a bit of my site and process to optimize how I do things for it. Im excited to be toying with offering news about podcasts and podcasting to healers and game changers coming this fall. Ill run my podcasting bootcamp again soon, and you can find all of the goodness (and sign up for VIP access) at  www.jumpstartyourjoy.com