Holiday Shopping 7 Holiday Essentials

Holiday Shopping 7 Holiday Essentials When it comes to that holiday, there are certain things you need to ensure your time away is a fun one and we’ve come up with a list of essentials that definitely need to go in your case! Smart sunnies It’s going to be bright, so you need to protect those peepers with a good looking pair of sunglasses. Cat eye sunglasses are popular this season, as they elongate the face and hide any remains of that cheeky holiday hangover you might be nursing in the morning by the pool.   Edible looking pool floats These things are all the rage at the moment, and available in multiple online stores. Created by Big Mouth, you can choose from a giant slice of pizza to float on in the pool or an enormous strawberry doughnut. Perfect if you fancy adding a bit of novelty fun to your poolside essentials.   Cover up You’re going to need something to throw on when you head to the pool bar for another drink or when you eventually head back up to the room for a shower in the afternoon. Therefore, a cover up is essential. It could be something as lightweight as a sarong that can be draped over you or a long maxi dress that is smart enough to wear at breakfast.   A daring swimsuit Once you’ve perfected that tan on the first few days, it’s time to pull out the fancier bikinis. We’re talking fringed, cut out, sheer â€" all of these are available to purchase now and great for posing by the pool. High-waist styles are still popular and some high street stores are also listening to consumers and selling boy short styles that are flattering for those of us who like to keep our tummies tucked away. Evening dress The holiday evening dress is usually that mix between casual and relatively formal. It should be lightweight, comfortable and show off that golden tan. A bold floral print is a popular choice as it reminds the wearer of all things tropical, or you can’t go wrong with black in a Bardot style. Click here Superdry has some gorgeous styles in for the season to choose from. Sturdy beach bag Forget the canvas bag, you need something that’s going to withstand water splashes, potential exploding sun cream and is structured enough so everything you throw in is easy to find. A Ted Baker shopper bag should do the trick and it also means you have the perfect opportunity to treat yourself. Wide brimmed hat Perfect for when someone pinches your umbrella when you go to get ice cream, a wide brimmed hat should shade your face and shoulders if it’s big enough. These are big news Images: Sunglasses  Alexis Nyal   Swimsuit  GreggMP   Hat  marco mazzone

Ryan Rhoten of The Brand New You Show Interviews Marc Miller [Podcast] - Career Pivot

Ryan Rhoten of The Brand New You Show Interviews Marc Miller [Podcast] - Career Pivot Episode 42 â€" Marc guests on The Brand New You Show, where Ryan Rhoten interviews him. The next episode of Repurpose Your Career will be Marc’s interview of Ryan Rhoten! Description: In this episode, Marc is the guest and answers a variety of career questions by Ryan Rhoten on The Brand New You Show. Ryan asks about Marc’s new book, Repurpose Your Career: A Practical Guide for the 2nd Half of Life, with the audiobook version coming in September 2017. Marc answers questions about the book and gives client examples. Marc leaves listeners with the advice to know themselves and get an assistant, such as a coach or trusted friend to help. Key Takeaways: [3:55] Ryan introduces Marc, and Marc answers the vacation question. [4:43] Ryan asks Marc about happiness and contentment in a career. Marc contrasts the Boomer career and retirement situation with the generation before. Ryan contrasts that with Gen Xers and Millennials.People will have to work years longer than expected. [6:59] The Millennials are echo Boomers, doing the things Boomers wish they had done. They are more attuned to purpose than to money. Marc sees that as a change for the better in the workplace. Millennial influence added to technology is opening up work from home opportunities. Marc talks about creative destruction by tech, and the iPhone. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [9:16] Marc can completely manage his finances on his phone, find his keys and all kinds of ways that smartphones have changed things. Look at how automation will affect your career. It’s in journalism, and it will be in all industries. [10:44] Ryan talks about upcoming employability scores, that will not measure soft skills. Marc notes that one large consulting firm interviews by Skype, and then analyzes the video recordings of the candidates by software, to determine who will advance to a personal interview. [12:07] We get to a point in our career when we start to question our choices and ask what’s next? That is a time to consider career reinvention. Marc talks to clients about knowing themselves. Most of us adopt an expected persona because we are paid better for it. It may not be authentic. Marc is an introvert who had to play an extrovert. [14:44] Many people outside of work are different people. People who are not aligned properly with a position burn out, when they could do better in another role. Ryan suggests assessments to his clients. Marc discusses the Birkman Method. It tells you about your behaviors, and about how you want to be treated. Marc talks specifics. [16:54] Marc talks about structured anarchists, who want to fix chaos, but are misplaced into orderly environments, that frustrate them. Marc talks about stealth competitors, who act sweet because it is expected, but inwardly resent the success of assertive people. The Birkman method helps people see these personal dichotomies, to manage them. [19:30] It’s hard to take assessment career advice at face value because careers are changing too quickly. Marc uses it to help people understand the reasons behind the best of times and the worst of times in their careers. It is for those with 20+ years of experience. It gives a decision-making style. Marc contrasts global and linear thinkers. [21:50] Birkman Method helps identify your Personal Operating System. The stress report gives you your top 40 needs. Marc asks clients to synthesize those to 10, and then write an open-ended question for each of those needs. Marc talks about his own needs, and what kinds of environments and managers would not satisfy his needs. [23:00] Many people may not realize about themselves that they have an optimum work environment that helps them be most productive. Marc explains why he switched email systems. His days got better when he turned off notifications. Ryan comments on the importance of being self-aware, to make career decisions. [24:48] There is no such thing as a dream job. They all have pluses and minuses. We all make stuff up. Go in with your eyes open, look at the facts, and recognize every job has its ups and downs. Author Susan Cain recommends restorative niches, to take breaks that work for your interests. Marc takes his phone calls in the backyard, watching trees. [27:43] Ryan’s restorative niches are alone time he schedules throughout the day, not to be crushed by all the activity. He notices a huge change in his productivity when he takes his breaks. Marc tells about a sales rep couple â€" one an introvert, and one extrovert â€" and how they dealt with sales conferences. [29:20] Ryan asks about ‘awfulizing.’ Marc tells about an applicant who made stuff up, rather than following up with the company where she applied. Marc says come up with a stop, drop, and roll procedure, to cope with anxiety. Marc cites Dr. Henry Cloud, on wise people, stupid people, and evil people. Marc gives examples. Buffer yourself from evil. [34:07] Marc describes strategic networking, finding the exact people you need to meet. He gives client examples that work. To vet the company, you ask people who work at your target job, and also people who left, about the conditions there. [38:01] Marc describes the dreaded question: Why do you want to leave your current job? Answer positively, and deflect. Pivot back to a question about where you want to go. If you are leaving a toxic environment, you don’t want them to dig into it. [42:38] Marc describes the Repurpose Your Career podcast, and the common themes of those he has interviewed about their career pivots. [46:03] Marc’s final thoughts: Look at yourself. Make sure you really know who you are. Get out of your own head. Work with a coach, spouse, or friend. Mentioned in This Episode: Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. Careerpivot.com Contact Marc, and ask questions at: Careerpivot.com/contact-me Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot The Podcast Movement Conference The Brand New You Show with Ryan Rhoten CareerKred: 4 simple steps to Build Your Digital Brand and boost credibility in your career, by Ryan Rhoten Tile App Wall Street Journal The Reputation Economy: How to Optimize Your Digital Footprint in a World Where Your Reputation Is Your Most Valuable Asset, by Michael Fertik and David C. Thompson Birkman Method Personality Assessment Quiet: The Power of Introverts in a World That Can’t Stop Talking, by Susan Cain Necessary Endings, by Dr. Henry Cloud CareerPivot.com Episode-42 Take a moment â€" go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

How to create a people first work culture

How to create a people first work culture In today’s business world, it is important as an employer to attract a wide-ranging, diverse group of talent. The right perks and employee incentives are often your most valuable assets for attracting and retaining your top talent â€" but there’s another major consideration to keep in mind. I spoke with Lissa Minkin, vice president of people at Addepar, a wealth-management software company in Silicon Valley, to find out how organizations, especially startups, can engage their employees as individuals, and create a work environment that goes beyond one-size-fits-all. Why is it especially important for startups to engage their employees on a personal level? The “perks war” is making headlines every day â€" from student loan repayment to egg freezing, companies are raising the bar, and in turn, employees expect more compelling offers than ever before. As it seems almost every company is becoming a tech company, there’s a huge demand for critical skills like engineering and in many cases a limited talent pool to meet that demand. This talent shortage has meant today’s workers can be a bit more discerning, and look to more from their employers when they agree to commit for the long haul. Respecting and considering the lives our employees have outside of work in a meaningful manner makes a significant difference. So many companies are trying to make sweeping changes to their industry, which takes dedicated effort and time. When you ask your employees to put in the time and commit to something, you need to keep in mind that you’re essentially asking their families to share them with you. With that in mind, even small gestures make a huge difference, like inviting significant others to office events, extending perks to kids and aging parents, and supporting flexible schedules so an employer can pick up a child from school or take an elderly parent to an appointment. Employees are much more likely to commit to your long-term vision if they’re assured that they won’t be sacrificing their life outside of the office. Should the focus be on attracting experienced or younger fresh talent? How can employers effectively balance their generational demographic? It doesn’t have to be an either/or scenario, says Minkin. “At Addepar we have perks that appeal to recently- graduated millennials as well as Gen X and boomer employees with families. When you attract multiple generations of people to your company, it results in more diversity of thought and ideas, which is vital for success. A one-size-fits-all philosophy doesn’t work if you genuinely care about the individual interests of your employees.” It’s wise to incorporate a healthy mix of perks into your organization. New parents may find things like a work-from-home option and a top-notch health care package most appealing. A recent graduate might appreciate a gym stipend because they’re still working to pay off college loans and anything they can save helps. What can companies offer to show they’re going beyond the norm for their employees? Aside from things like a 401K and a healthcare package, think about where your employees are in their lives. New parents may appreciate a support group for people who are going through a similar experience. “We’ve partnered with a company called Instacare to help our female employees and female spouses of male employees through the maternity process and balance the process of returning to work,” says Minkin. “By going above and beyond just general parental leave, a perk like this reinforces that we genuinely respect where our employees are in their lives, and by including employees’ significant others, we hope to really help them feel like part of our family.” Who at the company can be tasked with pushing a “people-first” culture? People-first starts with the executive team. If your company leaders aren’t exemplifying your corporate values, there is a serious disconnect. Minkin: “Our CEO will even go out of his way to block off family time on his shared calendar and encourages the rest of the company to do the same. Leaders must model the culture they want to build their business around.” Steps beyond It may sound like a cliché, but but it comes down to this: respect your employees. Respect the talent they bring, ensure they use it to drive impact for the company, and show that you consider what they do outside of work as they develop new initiatives and goals. Transparency: a key characteristic of a successful workplace. Communicate your expectations to employees and ensure their individual needs are met on the path to success. That might mean encouraging them to bring significant others to company events or making the office welcoming for their children. The end result: they grow their career while you grow your business, and everyone wins. Perks are a significant part of attracting talent, but they have to align with your company norms and values. Promoting the importance of employee work-life integration, without offering flexible schedules and supporting time off, rings hollow and inconsistent. Support an environment where everyone is working to their strengths and using them to drive the most impact for the company. Join Dana Manciagli’s Job Search Master Class right now and immediately access the most comprehensive job search system currently available!

Should you eliminate buzzwords from your resume and online profiles -

Should you eliminate buzzwords from your resume and online profiles - Job seekers can find a lot of do and dont posts about their job hunt. Some of it is good advice, and other, while well meaning, may actually lead job hunters down the wrong path. A good case in point, LinkedIns recent post advising job seekers to avoid including any of the top 10 buzz words words in their profiles. These are the most popular overused buzzwords in LinkedIn profiles in the U.S.: 1. Extensive experience 2. Innovative 3. Motivated 4. Results-oriented 5. Dynamic 6. Proven track record 7. Team player 8. Fast-paced 9. Problem solver 10. Entrepreneurial LinkedIn also notes that popular words vary by region. (Not surprisingly!): While members from the USA, Canada and Australia tend to emphasize their extensive experience, Brazilians, Indians and Spaniards identify themselves as dynamic professionals. Members in the UK call themselves more motivated and the French, the Germans, the Italians and the Dutch see themselves as innovative. On the Career Trend blog, Rob Poindexter wrote about cliches, reacting to a news program, where all of the responses were trite: Commentator: Â  What are your thoughts about the war in Afghanistan? Panelist # 1: Â  Alls well that ends well. Panelist # 2: Â  Its not over til its over. Panelist # 3: Â  One foot on a banana peel, the other in the grave. Panelist # 4: Â  He who laughs last, laughs best. Rob reminds readers not to let their resumes be a cliche. Absolutely good advice; you dont want a resume that is nothing but buzzwords and devoid of quality content (like the commentators responses). But, is it time to do a search and destroy mission to eliminate all buzzwords from your resume and online profiles, as LinkedIn suggests? Lets think about it why are these terms so popular? Because many of them describe exactly the type of person many employers want! So, take a step back and think about this before your revise your profile. MSNBCs career expert, Eve Tahmincioglu responded to LinkedIns post with a measured, and I believe appropriate answer. She asks, Are buzzwords really a bad thing?: Admit it, you probably have one or two of these on your resume or LinkedIn profile. But is that really a bad thing? Who cares if theyre buzz words if they convey what you want? I couldnt agree more. Of course, if you read your profile and you list every single cliche without providing information that supports your claims, its probably time for a makeover. You need to show, not tell focus your efforts on telling a story that is both about you and targeted to your next employer. Its not a good idea to outlaw words on resumes, even if they may be a little overused. Do I write resumes full of cliches? No, but I do target my clients resumes to their desired employers! The most important thing to keep in mind is that your materials need to be as much about your employer as they are about you. Focus on their needs and make a clear case for why you have the skills and experience to accomplish their goals and to solve their problems. Might that mean including a few buzzwords? I think so there is a reason that buzzwords are buzzing! But, be sure your materials dont sound like the seemingly unthinking, cliche-spewing commentators Rob mentioned in his Career Trend post. LinkedIn suggests making your profile more actionable, which is a great idea, but I dont think that simply losing all the buzzwords is the answer. All things in moderation! (I had to get at least one cliche in but isnt it true?) What do you think? Do you have buzzwords in your materials? Will you be doing a search and destroy mission? photo by autan

System Analyst Resumes

System Analyst ResumesSystem Analyst Resume is an indication of the level of skill and capability of the candidate. The resume should provide details about the professional background, education, achievements, awards, and any other details that are necessary to evaluate the ability of the candidate to perform his/her role.A candidate's overall performance is considered a major factor in making the selection. Most of the organizations prefer the applicant's previous experience as this will give a clear idea about his/her aptitude and expertise in the given job. For such candidates, the resume of an experienced system analyst is highly recommended.There are numerous factors that influence the selection process of the applicant. One such factor is the experience in the particular job. The job market has witnessed rapid growth and there are many places where new jobs have been created. It is easy to get into an opportunity in the job market, but one should be sure that he/she is fit for the position and needs to continue.Another factor is the applicant's unique skills and knowledge. One must be aware of his/her potential and capabilities so that he/she can contribute much to the organization. Another aspect is the previous achievements and awards. These should be clearly shown, so that they can be evaluated in the right perspective.A resume is a reflection of the basic nature of the individual who is applying for the job. A person's resume must be optimized for the perception of the organization. This type of resume is done by a system analyst who is well aware of the system and application aspects of a company. The system analyst candidate must possess all the required qualities and capabilities that the organization needs.System Analyst Resume consists of a general resume and a specialized resume. In a general resume, all relevant details are mentioned and the organization and their priorities are mentioned in brief. In the specialized resume, the role, qualifica tions, and abilities are mentioned with details related to the type of the system and application.A detailed analysis must be done to see what has to be included in the resume so that it will look professional and persuasive. With the help of the system analyst resume, it will be possible to find out about the requirements of the organization and the candidate so that the selection process will be successful.

These Are the Highest Paid Athletes per Minute

These Are the Highest Paid Athletes per Minute How would you like a job earning over millions of dollars? Per minute? Who would turn that work down? Well, there could be a catch: the job is to be on the receiving end of a flurry of punches from Manny Pacquiao or Floyd Mayweather. A few of us might reconsider the offer. Sure, you can buy a whole new set of teeth for well under a million, but after the first punch, you would probably be climbing out of the ropes â€" assuming you still could. The two boxers top the 2015 ESPN list for the highest paid athletes in the world, and for their 36 minutes of boxing, they were the top dollar earners per minute of any active athlete. Depending on the final take, Mayweather will end up somewhere in the $6 million-$7 million range per minute boxed, and Pacquiao should come in at around $4 million per minute. How about other sports? Here are some rough estimates based on the ESPN listing and assumptions about actual playing time (all but the NBA require assumptions for translating playing time into minutes). Soccer â€" Third and fourth on the ESPN list are Lionel Messi and Cristiano Ronaldo with earnings of $56.3 million and $50.2 million respectively. However, top-level soccer players play long seasons, are constantly on the field, and rarely substituted out of the game. The overall minutes played makes their per-minute earnings pale in comparison to boxing. Both players logged in the vicinity of 5,000 minutes on the field, putting their values around $10,000 per minute. Read Next: The 10 Highest Paid Female Soccer Stars Basketball â€" The two players at the top of the list who played meaningful time (not just paid to sit, which is not a fair comparison) are Kobe Bryant and Amar’e Stoudemire, respectively. Both are veterans that are limited by injury. Kobe earned $23.5 million and played 1,207 minutes for earnings of $19,470 per minute, and Stoudemire earned $23.4 million and played 1,245 minutes for $18,795 per minute. Baseball â€" Starting pitchers top the salary list, and therefore also top the per-minute list since they see roughly one-fifth of the action of the everyday position player. The Los Angeles Dodgers, the new big spenders in baseball, have two of the three top pitcher’s salaries at $31 million for Clayton Kershaw and $27 million for Zack Greinke. At least the Dodgers got more value than the Detroit Tigers did for the other top salary â€" Justin Verlander at $28 million. Assuming ten minutes for the average inning and based on 2014 workload, Kershaw is earning around $15,650 per minute, Greinke is earning $13,360 per minute and Verlander comes in near $13,600 per minute. Read Next: The Highest Paid Men and Women in Tennis Football â€" The highest contract listed on the ESPN page was the almost $23 million for Joe Haden, the Cleveland Browns cornerback, if that is correct, assuming play in half of the snaps for all 16 games and no playoffs (certainly not for the Browns), Haden earned around $48,000 per minute. Where are the women on this list? We are glad you asked. The only one who can really break a meaningful barrier at this point is Ronda Rousey, the Queen of MMA. Rousey is known for dispatching opponents not in minutes, but in seconds. Her recent 34-second crushing of challenger Bethe Correia is likely to earn Rousey in the vicinity of $200,000 â€" pocket change by the standard of the highest paid athletes, but equating to the range or $400,000 per minute. That puts her right behind Mayweather and Pacquiao. Now you have a choice. If you do not like the idea of being mauled by Mayweather or pummeled by Pacquiao, how about a nice roundhouse from Rousey? Video Player is loading.Play VideoPlayMuteCurrent Time  0:00/Duration  0:00Loaded: 0%Stream Type  LIVESeek to live, currently playing liveLIVERemaining Time  -0:00  SharePlayback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens captions settings dialogcaptions off, selectedAudio TrackFullscreenThis is a modal window. This video is either unavailable or not supported in this browser Error Code: MEDIA_ERR_SRC_NOT_SUPPORTED Technical details : No compatible source was found for this media. Session ID: 2019-12-31:607c84ba93ac1a2cd539f447 Player Element ID: jumpstart_video_1 OK Close Modal DialogBeginning of dialog window. 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This modal can be closed by pressing the Escape key or activating the close button. More From MoneyTips: Highest-Paid Female Soccer Stars Highest Paid Country Musicians â€" Singing Sad Songs All the Way to the Bank Highest-Priced Baseball Memorabilia

How To Handle A Work Nemesis - Work It Daily

How To Handle A Work Nemesis - Work It Daily None of us enter a career expecting to encounter our own personal work nemesis. In fact, some people are fortunate enough to avoid going head-to-head with an archenemy for their entire career. Unfortunately, many of us will, at one point or another, find ourselves toe-to-toe with a real life Lex Luthor. Therefore, it is vital to have some guidelines to follow so you can better avoid frustration and ultimately come out on top. Related: 5 Ways To Build Relationships With Colleagues The advice below is derived from a personal experience in which I encountered an individual that was beyond disagreeable. This person joined our organization, and for whatever reason, absolutely despised me and everything I had worked to accomplish. The ordeal slowly chipped away at my patience and caused a remarkable amount of stress, but in the end, my nemesis tested me and made me into a better person. I hope that my small chunks of wisdom will also help you one day if you somehow end up facing similar circumstances. Know Thy Enemy Sun Tzu’s advice remains sound to this very day. It is important to fully understand your adversary. I am not advocating wire tapping or using spies to learn about your nemesis, but rather, suggesting that you do everything you can to communicate with them and understand where things are going wrong. More often than not, their hatred of you stems from a simple misunderstanding, and the earlier you resolve the conflict, the more likely it is that you will be able to turn your greatest enemy into an ally. When you first speak with this person it is also vital to remain calm, keep an open mind, and question your own actions. Honest discourse and open dialogue might be sufficient to cease hostilities and move forward. In those few, rare cases where your rival illogically hates you and everything that you are, it is still important to try and speak with them so you know how their mind works. At the very least, you can test the waters and find out what mediums and methods of communication will be the least inflammatory moving forward. Gandhi And The High Road When dealing with people that simply hate you for no good reason, it is often most effective to maintain your calm and allow them to make a fool of themselves. Take the high road. If your rival is gossiping behind your back, speak with colleagues about whatever gossip they have conjured up and provide full disclosure on the situation. Make yourself infinitely available and build a reputation for transparency. After a period of time, rumors will fade and people will completely ignore your nemesis. If they falsely accuse you of actions during a staff meeting, thank them for their feedback, ask them to clarify their meaning or provide evidence. Remain calm and firm. Their attacks will only decrease their credibility. Your openness to feedback and focus on improving the organization will help to further enhance your reputation. No matter how vicious their attacks become, remain calm, confident, and refuse to stoop their level. Success Is The Best Revenge When nothing else seems to be working, simply ignore your enemy’s attacks and strike back in the most diabolical way imaginable: succeed! Nothing can complement you and your values more than succeeding in the face of so much adversity. Focus on your job, maintain positive relationships with your peers and supervisors, and perform to the best of your ability. When you exceed everybody’s expectations, your image will be enhanced dramatically and your nemesis will wither into nothing as they waste time on meaningless mud-slinging campaigns. The Big Picture If your rival has somehow successfully manipulated the staff and swung public opinion in their favor, move on! Nobody is forcing you to work with these people! You can easily find a less hostile work environment to work in. While you were working in purgatory and taking the high road, odds are that you have built a stellar reputation with your business partners and other professionals in the community at large. Change jobs, or better yet, take steps to found your own company and become an entrepreneur. You ultimately control your destiny. Be strong, hold true to your values, and the world will be yours for the taking. Related Posts 5 Strategies To Deal With A Horrible Co-Worker How To Handle A Hostile Work Environment 4 Tips For Becoming The Co-Worker Everyone Loves   Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!