The Power Of Introverts When They Use Their Strengths

The Power Of Introverts When They Use Their Strengths There is no doubt that the workplace tends to be biased toward those who are mora charismatic and outgoing. However, introverts can also be highly effective influencers when they texas tea back and use their natural strengths.Jennifer Kahnweiler, is an expert on the subject of introverts. Her book, , helps us to understand the qualities that introverts possess, and how they can leverage these strengths to be successful.Bonnie Marcus Whats the difference between being shy and being introverted?Jennifer Kahnweiler Shy is typically associated with more psychological or social anxiety. So one can be shy and introverted, but they dont necessarily go together. Introversion is really how youre hardwired its not good, its not bad, theres no judgment there. Its just a temperament. And so, people oftentimes mix them up. The main differentiator I share with people is based on what Carl Jung said many years ago, its where you get your energy . If youre somebody whos more in your head, if youre really energized by whats going on inside yourself than you are on the outside world, then you typically tend to be more introverted. An extrovert gets charged up and gets energized by other people, by being out, by stimuli outside of themselves. And its not either/or. You can have both.Marcus What are the natural strengths introverts have that allow them to lean back and influence others?Kahnweiler Influencers make a difference by challenging the status quo and by provoking new ways of thinking, effecting change, and inspiring others to move forward. Quiet Influencers begin their influencing journey where they think and recharge best in quiet. Quiet Time provides energy, increases self awareness, and spurs creativity.Next comes Preparation. Through creating a strategy and asking questions, they become more comfortable and confident in their efforts to influence others. They may tap into their innate strength in Engaged Listening to build rapport and mutual understanding. Or they may choose Focused Conversations which are purposed driven dialogues in which they problem solve and work through conflicts with others. They may use their natural strength of Writing where they articulate authentic, well developed stttes to make a difference with others. Finally, Quiet Influencers consider how Thoughtful Social Media Platforms can advance their cause.Marcus Introverts are more apt to lean back and stimulate and inspire others. They hold back and let others take the stage. Does this make them better leaders?Kahnweiler There has been quite a bit of very exciting research that welches done by Adam Grant and Francesca Gino both at Wharton and at Harvard where they came out with a theory, or they proved a theory, pretty much, through a very large design, that introverted leaders really make the best leaders for what they were saying were more, outgoing or extroverted, employees or team members. And it welches simply b ecause they were leaning back.Have you ever been to a meeting where people are talking very vociferously about a topic, and there are a lot of individuals engaged. But then, theres that one person, at the end of the conference table who chimes in, and just nails it. Theres been all this chatter as one of the introverted leaders told me, he said, its like having all these cackling geese. And he says, he seems himself as the great blue heron that swoops in with the compilation, with the concise statement that really sums it all up.Marcus Women introverts have extra challenges especially if they work in male dominated organizations or industries. They get cited on performance reviews for not speaking up and are told to lean in more if they want to get noticed. What are some tips for these introverted women who often remain invisible?Kahnweiler When I work with women who are introverted, I help them learn basic tangible skills such as icebreaking skills and how to start a conversation. I have suggested women join with other women. These professional groups, may be a local group with women across different fields from different organizations, or if youre in a large organization, network with women throughout the organization. Thats one key way to start to practice these skills to gain confidence. Because thats really the key its not like you have to really be an expert small talk person. But you could practice a little here and start to believe in yourself more. Thats a big part of it as well, the lack of confidence. And then, the other strategy, of course is to gain a mentor, somebody who can help you navigate some of those tricky interactions with men.The bias that organizations have toward the more charismatic outgoing personality is apparent. Women are coached to lean in more if they want to succeed.The message here for introverted women, however,is clear. You can lean back and use your natural strengths of keen observation and listening to assess the environm ent and people and make powerful meaningful one on one connections and conversations. Its not always about being the loudest or the first to speak up.Leaning back is a great first step to leverage your natural strengths, influence others, and show leadership potential.--Award winning entrepreneur and Forbes and Business Insider columnist, Bonnie Marcus, M.Ed., assists professional women to successfully position and promotethemselves to advance their careers, and consults with companies to retain and supporttheir female talent. Her latest book, navigate the complexities of their workplace to get the promotion they deserve.With 20+ years of sales and management experience, Bonnies extensive businessbackground includes CEO of a ServiceMaster company and VP of Sales at MedicalStaffing Network and two others national companies in the healthcare and softwareindustries. She has held executive positions in startup companies and Fortune 500companies.Forbes.com honored Womens Success Coaching three years in a row as one of the Top100 Websites for Professional Women stating, Womens Success Coaching weighs onthe many building blocks of empowering women in business, from assertivecommunication to self promotion to sensitivity training. In 2015 and 2016, Global Gurushonored Bonnie as one of the Worlds Top 30 Coaches.In addition to Forbes and Business Insider, Bonnie has been published in Entrepreneur,Women in HR, Daily Worth, Readers Digest, Intercontinental Finance, Careers inGovernment, Diversity MBA, Upstart Business Journal, Washington Business Journal,and CIO Magazine. She has been featured in the Wall Street Journal, Inc, Crains NYBusiness, Huffington Post, Fast Company, Fortune, Psychology Today, Mens Health,and more.Bonnie received a BA from Connecticut College and a M.Ed. from New York University.A version of this article was originally published on Forbes.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

What You Should Do About Resum Standards for Writing Numbers Beginning in the Next Five Minutes

What You Should Do About Resum Standards for Writing Numbers Beginning in the Next Five Minutes The point is to write them the very saatkorn way when theyre in the identical sentence. In the event the number is large and you wish to prevent writing everything out, rearrange the sentence so the number no longer comes first. In the majority of instances, nobody even reads the sum that you write with words. The directions for the base of the paper are the exact same as yur paper yesterday. The New Angle On Resum Standards for Writing Numbers Just Released So lets take a look at some of the easy, basic avoidable commonly made mistakes and make sure your refund arrives on time. A business card is among the most essential and cost-effective advertising and marketing tools a business has. The medical industry can be quite competitive. If youre attempting to obtain work in accounting or finance you require averystrong resume. Number bondscan be a helpful strategy for a number of problems. Writing for the very first time is not simple. Writing out numbers can appear complicated. Incorrect Social Security Numbers Please make certain you have entered in the appropriate social security numbers. Therefore, our aim is to provide you the very best tools you have to succeed. Learn about the three kinds of skills you are able to highlight and the way you are able to incorporate them into your resume. Make sure that you have a list of the subjects you must teach, and dont forget that the list is quite different for preschoolers and middle school students. Accounting and finance managers are going to want to see your technical understanding. Possessing a crystal clear and professional resume is critical in the medical field. Writing is an important skill for life. Understanding how to tailor your resume will obviously offer you an advantage. A History of Resum Standards for Writing Numbers Refuted The easiest way to express huge numbers is usually best. As they grow, they get harder to say and write until you get used to them. Two-word numbers ought to be expressed in figures. The lowest number is not going to always arrive first.

Pinocchio and the Pencil Pushers

Pinocchio and the Pencil Pushers Integrity is a quality managers and corporate leaders need to have. But in reality, 35.4 percent ofcompany leadership tells at least one white lieper day. PER DAYSurprisingly enough, managers arent lying to their employees, but to their supervisors. Which means, if you manage a team, you might be on the receiving end of these lies. Its even more disappointing that employees often see their managers as having poor seelenlage ethicsan astonishing 80.1 percent. This is not the kind of leadership we want to have. Even when it is a small, seemingly insignificant lie, lying is toxic in the workplace. But how to prevent it, or perhaps just offset the damage? Here are four quick ideas to help you keep an office worthy of Honest AbeDont leave room for liesInstead of telling an employee how great they are and how valued their work is with superfluous words, use metrics.Set m easurable objectives to show employees what their work is truly worth. This saves managers from the temptation of using phrases that dont always match the employee. Most employees dont fit the youre one of our best employees, good job, or heres your raise category. Keep in mind that employees want to help achieve company objectives, but many dont know what those are. Be as transparent as possible and close every feedback loop.Recognize that omission is part of the harte nussDeception in the office goes beyond blatant lies. Say Joe processed an insurance claim. He accidentally mixed up some numbers, was aware of the mistake, but didnt say anything. If he doesnt get caught, what does it matter?Lying by omissionperpetuates the habit. It doesnt seem like a true lie, however. Allowing another part to come to the wrong conclusion without correction is just as big of a problem as blatantly lying. Again, transparency in reporting can solve this issue, at least in part. Look to 360 reviews a nd dont forget to positively motivate those who arent hiding part of the story.Pick your battlesWhile roughly 1 out of 3 of allemployees tell one white lie at least once per day, that doesnt make the habit any less of a problem. However, management should learn that a one-size-fits-all strategy may simply alienate workers. Instead, focus on lies that directly affect performance or other members of the team. Even when confrontation is difficult, it is important to point out unacceptable behavior, as allowing one person to lie continuously can propagate the behavior. Implementing an intranet with few closed groups can help this behavior. Another idea? Make team goals (and fulfillment) available across the enterprise to avoid confusion.Build in AccountabilityIt is easy to lie about a project or a deadline when no one is accountable. If no one is responsible for it, who will speak up for it? Setting a good accountability policy will place a standard on management and employees alike. It will ensure everyone holds to the same policies. It is a team effort to hold each other accountable for corporate actions. Encourage your employees to keep accountablefor their own work byelend covering up mistakes Own up to mistakes. If mistakes happened, they will not stay hidden in the long run. Encourage this by not overreacting when someone makes an honest mistake. Instead, use it as a teachable moment.Not blaming others Again,own up to mistakes.Dont put them on someone else. This not only creates for a hostile work environment, it makes others distrustful. Leaders can ensure this doesnt happen by asking employees to show their work, this generally reveals the guilty party.Do more than the minimum Some employees barely meet requirements. Get all team members on board with consistent process improvement. Some will scoff, others will rise to the challenge, more will want to at least keep up with the higher bar set.Meet expectations Its an adult environment. The workplace is no longer about good try, or youll get em next time comments. Employees either meet expectations or they dont. While its important to praise employees for a job well done (gratitude is especially effective) an effective leader will not sugarcoat a poorly executed plan.Pinpointing PinocchioWhat needs to happen when someone deliberately lies in the workplace? If it is a habitual tendency, management needs to address the issue. Lying in the workplace can greatly depreciate the environment for employees and the quality of work. The bigger the lie, the bigger the problem they all need attention. There arethree options in dealing with a liar. An employee can confront the liar, report them, or ignore the lies. The latter option is toxic for the workplace.

Reshaping the Story of Your Career

Reshaping the Story of Your Career Reshaping the Story of Your Career Heres an excellent TED talk by career coach Joseph Liu in which he shares the lessons hes learned from the twists and turns encountered in his own career. A must watch for anyone considering a career change.

ASME Environmental Engineering Division Selects Winners of its...

ASME Environmental Engineering Division Selects Winners of its... ASME Environmental Engineering Division Selects Winners of its... ASME Environmental Engineering Division Selects Winners of its Education Support Program AwardsThe ASME Environmental Engineering Division (EED) has selected four recipients for its First Annual Education Support Program Awards. The program is designed to help foster the impact of environmental engineering and education in communities around the world, to help people identify and solve environmental problems, and thereby lead to improvements in their quality of life. The program can fund a maximum of $25,000 per year (no more than five proposals will be funded with a limit of $5,000 per award) to students, educators and EED members who propose interesting ways to impact environmental education in their communities.The Division received many outstanding proposals from the United States as well as several other counties. The Awards Committee, which is comp rised of ASME volunteers from the EED Executive Committee, reviewed the proposals meticulously before making their selections. The winners, who are both engineers and non-engineers, spanned the entire gamut of education from high school teachers to undergraduate/graduate students to professors.The four winning proposals chosen by the committee were Michael S. Czahor, outreach committee director, Wind Energy Student Organization, Iowa State University and Austin Herrema, Outreach Committee Ph.D. representative, Wind Energy Student Organization, Iowa State University Wind Energy Student Organization Megan Fuller, assistant professor of chemistry, Philadelphia University Lab component for Sustainability Course Michael Lazere, Project Lead the Way Engineering Program teacher, Marshalltown High School, Marshalltown, Iowa and fruchtmark Mba Wright, assistant professor of mechanical engineering, Iowa State University Using Interactive iPython Simulations to Model Life Cycle Analysis of Et hanol Production David A. Roke, assistant professor of civil engineering, the University of Akron and Theresa Cutright, associate professor of civil engineering, the University of Akron High School Student Laboratory Education Module Use of Abundant Waste Materials in Concrete Mix DesignFor more information on the EED Education Support Program, please contact Martin Edelson, Education Support Committee Chair, by e-mail at mcedelsongmail.com or Arnold Feldman, EED Chair, at jjdsenvatt.net.

Marines Engineer Equipment Mechanic (MOS 341)

kriegsmarines Engineer Equipment Mechanic (MOS 341)Marines Engineer Equipment Mechanic (MOS 341)As the name suggests, a Marine engineer equipment mechanic is responsible for maintenance and repairs of vehicles with diesel engines. It is considered a primary military occupation specialty (MOS) and the rank range for engineer equipment mechanics in the Marines goes from private up to staff sergeant. Think of this job as similar to a garage mechanic. They get to know the maschine vehicles under their care inside and out, to performpreventive maintenance and make repairs. Theyll work with a wide variety of different motor vehicles, from diesel engines and gasoline and diesel-driven construction equipment like as tractors, power shovels, and road machinery. They may also work on and repair specialized equipment like air compressors, concrete mixers and other engine-driven or towed construction equipment. Having mechanics in a branch of the military that has to be battle ready often with l ittle notice helps keep things running smoothly. There are some vehicles in the Marine Corps that engineer equipment mechanics dont work on, obviously, including assault amphibious vehicles (AAV). There are other job specialties that work on other specific kinds of vehicles, a few of which are listed below. Anyone interested in pursuing the engineer equipment job in the Marines would be well-served by having some knowledge of vehicles and engines before enlisting. It will likely come in handy during the formal training on the military vehicles these Marines are responsible for, as well as within the job itself. Job Requirements In order to be an engineer equipment mechanic in the Marines, recruits will need a mechanical maintenance (MM) score from the Armed Services Vocational Aptitude Battery (ASVAB) of 95 or higher. Once theyve completed basic training, recruits will complete the construction equipment repairer course, at the Marine detachment at the U.S. Army Engineer School at Fort Leonard Wood, Missouri. Also, engineer equipment mechanics need to have normal color vision. Similar Jobs A related job to the engineer equipment mechanic is MOS 1345, the engineer equipment operator. The Marines in this job are tasked with operating gasoline or diesel-engine powered, self-propelled, skid-mounted, and towed engineer construction equipment. It can include accessories and allied equipment used in earth moving, grading, excavation, logging, clearing, and landing operations. These are much larger and more specialized vehicles than the ones used by their counterparts in MOS 1341. Theres also MOS 2146, which is the main battle tank (MBT), repairer/technician. The duties of this job include vehicle maintenance of much larger and even more specialized military vehicles, such as the MBT tank retriever and the armored vehicle launched bridge. The Marines have a wide variety of vehicles they use for their combat and day-to-day operations. Having mechanics with spec ialized skills for each vehicle in question makes sense to prevent breakdowns and other problems that could lead to delay and jeopardize missions. Related Department of Labor Occupation Codes Construction-Equipment Mechanic 620.261-022.Diesel Mechanic 625.281-010. Related Marine Corps Jobs Main Battle Tank Repairer/Technician, 2146. SourceDerived from MCBUL 1200, parts 2 and 3

8 Reasons Why Your Employee Referral Program Is Failing

8 Reasons Why Your Employee Referral Program Is Failing 8 Reasons Why Your Employee Referral Program Is Failing Employee referrals are easily one of the most efficient and cost-effective ways of attracting talent to organizations. You can count on new hires referred by current employees to be fully immersed within your company culture in a matter of weeks.But sometimes employee referral programs dont bring desired effects and result in few, if any, quality hires. Here are some key reasons why your employee referral program might be failing and some tips to help you fix it1. No Information Flow About Open PositionsAs a recruiter, you clearly know what positions are open at the company. But if you never communicate these open positions to employees, how do you expect them to bring in quality candidates? Consequently, few employees participate in the referral program, and it slowly become irrelevant as a source of great candidates.You can use automatic tools to keep the communication flow open between you and your employees, or simply send weekly or monthly emails in whichyou list all open positions.2. You Fail to Keep Candidates in the LoopOrganizations often fail to engage with a candidate for weeks after interviewing them. Naturally, job seekers grow frustrated and turn back to the employees who referred them in the first place.Its your job to keep both candidates and employees in the loop about the recruitment process. It is also important to group referred candidatesseparately from candidates sourced by other means. This will allow you to stay informed about who referred whom and whether or not your employee referral program is actually resulting in great hires.3. You Never Change Referral RewardsIf you stick to the same referral rewards for a long time, youre effectively failing to excite employees about the opportunity to refer their friends. Naturally, as employees lose motivation to participate, you lose out on quality hires through their referrals. Sh ake things up from time to time to keep employees engaged in your referral program.4. You Use an Ineffective ATSApplicant tracking systems (ATS) are great for sorting through many candidate profiles and matching them to keywords in job descriptions.Butby reducing candidates to mere keywords, youre losing out on their industry insights, drive to innovate, and/or learning capabilities.When hiring through employee referrals, avoid running these resumes through the ATS, but keep another channel open to grant them priority in the recruiting process.5. You Fail to Respond to Referrals in a Timely FashionWhen and how you respond to employee referrals has a huge impact on your employee referral program. Many recruiters make the mistake of failing to respond personally to every referral that comes their way. A lack of a response or a response that comes too late can damage the performance of your employee referral program.Respond to each referralin a timely manner, and youll showemployees that their referrals are treated seriously and are worth the effort.6. You Never Set Expectations for Your ProgramLaunching a referral program without a clear objective is pointless. Determine what such a program can accomplish and set clear expectations for recruiters and employees alike. Keep communicating these expectationsthroughout the duration of the program and youll never find yourself breaking your promises.7.Your Site Isnt Mobile-OptimizedAreferral website thatisnt optimized for mobile is a serious mistake. It will limit the number of referrals arriving at your doorstep because employees do mora work through mobile devices rather than their computers. Optimize your website for mobile, and youll be offering a great experience for employees willing to refer a quality hire on the go.8. You Exclude Some Employees From the ProgramExcluding certain employees from the program e.g., senior managers or HR professionals is another bad idea. Your motive might be transparency and fa irness of the process, but by excluding these people fromthe program,youll affect employee motivation. These figures should lead by example, and their participation in the program matters. If they dont participate, why should other employees?If you dont want to lose a considerable number of quality hires, address these problems with your employee referral program. Youll be on your way to making the mostof your current employees and the talent pools they bring with themselves.