Why Employee Performance Appraisal Just Doesnt Work

Why Employee Performance Appraisal Just Doesnt WorkWhy Employee Performance Appraisal Just Doesnt WorkSecond only to firing an employee, managers cite wertmiger zuwachs appraisal as the task they dislike the most. This is understandable given that the process of performance appraisal, as traditionally practiced, is fundamentally flawed. The process is hurtful and demeaning and both managers and employees avoid these conversations. In fact, according to Chris Westfall, author or publisher of eight books about management, Poor communication- and even avoiding communicating altogether- is a serious problem in organizations. A2016 Harris Pollreveals that a stunning 69 percent of managers arent comfortable talking to employees forany reason at all. Worse still, one in five business leaders feel uneasy delivering the company line or even recognizing employee achievements. Take this discomfort with communicating day-to-day in any event and take it to the next level with performance appraisa l. It is incongruent with the mission-oriented, participative work environments favored by forward-thinking organizations today. It is an old-fashioned, paternalistic, top-down, autocratic mode of management which treats employees as possessions of the company. The Traditional Performance Appraisal Process In the conventional performance appraisal or review process, the manager annually writes his opinions on the performance of a reporting staff member on a document supplied by the HR department. In some organizations, the staff member is asked to fill out a self-review to share with the teamberaterin. Most of the time, the appraisal reflects what the manager can remember this is usually the most recent events. Almost always, the appraisal is based on opinions as real performance measurement takes time and follow-up to do well. The documents in use in many organizations also ask the supervisor to make judgments based on concepts and words such as excellent performance, exhibits enthusiasm, and achievement oriented. Many managers are uncomfortable in the role of judge, so uncomfortable, in fact, that performance appraisals are often months overdue. The HR professional, who manages the appraisal system, finds his most important roles are to develop the form and maintain an employee official file, notify supervisors of due dates, and then remind them if the review is long overdue. Despite the fact that annual raises are often tied to the performance evaluation, managers avoid doing them as long as possible. This results in an unmotivated employee who feels his manager doesnt care about him enough to facilitate his annual raise. Why Employee Performance Appraisal Is Painful The manager may be uncomfortable in the judgment seat. He knows he may have to justify his opinions with specific examples when the staff member asks. He may lack skill in providing feedback and often provokes a defensive response from the employee, who may justifiably feel he is under attack. Consequently, managers avoid giving honest feedback which defeats the purpose of the performance appraisal. In turn, the staff member whose performance is under review often becomes defensive. Whenever his performance is rated as less than the best, or less than the level at which he personally perceives his contribution, the manager is viewed as punitive. Disagreement about contribution and performance ratings can create a conflict-ridden situation that festers for months. Most managers avoid conflict that will undermine workplace harmony. In todays team-oriented work environment, it is also difficult to ask people who work as colleagues, and sometimes even friends, to take on the role of judge and defendant. Further compromising the situation, with salary increases frequently tied to the numerical rating or ranking, the manager knows he is limiting the staff members increase if he rates his performance less than outstanding. No wonder managers waffle. If the approach taken is the traditional one it is harmful to performance development, damagesworkplace trust, undermines harmony and fails to encourage personal best performance. Furthermore, it underutilizes the talents of HR professionals and managers and forever limits their ability to contribute to true performance improvement within your organization. A performance management system starts with how a position is defined and ends when you have determined why an excellent employee left your organization for another opportunity. Within such a system, feedback to each staff member occurs regularly. Individual performance objectives are measurable and based on prioritized goals that support the accomplishment of the overall goals of the total organization. The vibrancy and performance of your organization are ensured because you focus on developmental plans and opportunities for each staff member. Performance Feedback In a performance management system, feedback remains integral to successful pract ice. The feedback, however, is a discussion. Both the employee and his manager have an equivalent opportunity to bring information to the dialogue. Feedback is often obtained from peers, direct reporting staff, and customers to enhance mutual understanding of an individuals contribution and developmental needs. (This is commonly known as 360-degree feedback.) The developmental plan establishes the organizations commitment to helping each person continue to expand his knowledge and skills. This is the foundation upon which a continuously improving organization builds. The HR Challenge Leading the adoption and implementation of a performance management system is a wonderful opportunity for the HR professional. It challenges your creativity, improves your ability to influence, allows you to foster real change in your organization, and it sure beats the heck out of nagging.

6 quotes you can take out of context to promote your business

6 quotes you can take out of context to promote your business6 quotes you can take out of context to promote your businessOver the course of history, many-a-great person has said many-an-inspirational thing. Such things span millennia, marking or precipitating momentous, world-changing events. They carried a generation through war, heralded progress toward racial justice, ushered new steps toward gender equality, and so much more.And now, you can take these timeless, era-defining inspirational quotes wildly out of context to sell your app or promote your business or whatever. Here are 6 examples to show you how.1 It always seems impossible until its done. - Nelson MandelaThis is a quote attributed to South African human rights activist, presumably about his work ending racial apartheid. While theres absolutely no concrete evidence that he actually said this, that shouldnt stop you from using it to motivate your gruppe to stay up late working on a feature that youll probably just rep lace next week anyway. Plaster your office walls with a custom-made poster of these hard-hitting words about racial injustice to remind your all white, all-male engineering team that they can accomplish whatever you set their minds to.2 Dont follow the path. Go where there is no path and begin the trail. When you start a new trail equipped with courage, strength and conviction, the only thing that can stop you is you - Ruby BridgesIn 1960, six-year-old Ruby Bridges sparked a school-wide boycott by becoming the first Black student at an all-white school in the Deep South. Use her struggles to your benefit by copy-pasting this quote onto the company mission slide of your next pitch to VCs to convince them that your candy-themed mobile gaming app is the new trail to greatness.3 Success always demands a greater effort. - Winston ChurchillIn 1940, British Prime Minister Winston Churchill quotably stated the obvious to Robert Menzies, Prime Minister of Australia. Now, you can repurpose his words to push your sales team to meet their unrealistic quotas. Program this quotation to greet them while Slack is loading, and theyll always feel the pressure to put in a greater effort into selling your HR software to mid-to-large sized tech companies.4 Failure is impossible. - Susan B. AnthonyAt 86, the leader of the suffragette movement realized shed never live to see women gain the right to vote, and told a group of young activists to keep on keepin on. You can conveniently misappropriate this message meant to motivate half the population to fight for their democratic rights and use it to remind Caitlyn from Marketing that if she doesnt get the monthly newsletter out by Tuesday, she can kiss her job goodbye.5 If you cant fly then run, if you cant run then walk, if you cant walk then crawl, but whatever you do you have to keep moving forward. - Martin Luther King Jr.When the face of the American Civil Rights Movement addressed students at Spelman college in 1960, he encou raged them to keep advancing in the fight for justice. But no one will ever know that when you take it out of context and slap it over an ocean sunset to post on your brands Instagram page. Use MLKs fight for racial justice to your advantage and show your followers (and investors) that even when business is slow, youre always moving toward your IPO.6 Energy rightly applied and directed will accomplish anything. - Nellie BlyThis was the life motto of Americas first female investigative journalist, who overcame institutional sexism to become a pioneer in the field of journalism in the late 1800s. Now, you can use her mantra to sign off on emails and remind all recipients that you are rightly applying your energy writing product updates that even your mother wont read.This is just the beginning of all the quotes the internet has to offer. And if you cant find an inspirational quote to fit your business needs, just make something up and misattribute it to someone smart.Illustrations by Ian Wilson.This article first appeared onThe Cooper Review.

10 Things I Learned While Looking for a Job

10 Things I Learned While Looking for a Job10 Things I Learned While Looking for a JobI started looking for a job two years ago after being laid off. This led me to endure one of the most difficult job searches I had ever experienced.After all, I welches job searching for the first time in nearly 20 years.Spoiler alert Thankfully, the job search is over. But while looking for a job I made it a point to write down things I had learned during the job hunt. Here are 10 things I learned during my lengthy job search. 1. You need a healthy attitude for job seekingI started job seeking right after I was laid off and exactly when I found out my mother had cancer. My attitude for finding a job was negative. I was not 100% committed to the job search.Caring for a family member while looking for a job is one of the most physically and emotionally draining things to experience. My attitude was negative so my results were negative.For the record, companies and people care about job seekers dealin g with hardship. However, they are not in the position to save job candidates from their own emotional state, especially during a job interview.2. LinkedIn advice is useless until you know what you wantAdvice on LinkedIn only served me as a job seeker once I knew what I really wanted to do for a job. Advice online for finding work that taken out of context will lead to embarrassing interviews during a job search.3. When you say, Ya never know ...you know you are making a mistakeYou really want a job, so you talk yourself into believing you are right for it by saying, Hey Ya never knowBut the hiring manager knows. They do not feel the same way you do. No company hires a job seeker based on the premise, Ya never know This employee may just work out great4. All forms of discriminationare real. Heres what to do about it when interviewingStop thinking about it until it happens, not before it happens. We live in a connected world where the things you read in social media are read by every one else.If you assume a company will discriminate, you risk insulting people who may be on your side. You end up appearing aggressive and bitter while putting people on the defensive.No one gets hired that way.5. Heres what to do when you dont have certain hard skillsIf you are looking for a job and need certain skills, the company will not pay you to learn on the job.Instead, go learn the skills you need for the job. Then come back and apply, provided you even want the job by that point.Education is the most liberating feeling in the world when it comes to a career.6. Never present yourself with confusing job experience with no discernable career pathAre you great at lots of things and have random job experience in many industries?Great So, remember this before you start handing out your resumesIf companies cannot figure out your random experience, they wont bother to ask.Take the time to tailor your resumes for certain jobs and industries. Make it easy for companies to hire you.7 . Heres why it is better to job search while employedCompanies want someone who is working for the same reason we trust online reviewsSocial credibilityIf another company thinks you are great enough to hire, it serves as evidence you are worth hiring.Unemployed job seekers face the obstacle of explaining, Why are you not working now?8. Forget the medical studies. You should not drink coffee before a job interviewYou are looking for work and about to do a job interview. Your nerves are already worked up a little bit.The caffeine in coffee impacts your nervous system dehydrates you and may even make you need to use a bathroom. Plus, it increases your heart rate.9. Resumes need quantifiable resultsEveryone loves data. You may do lots of things, but it is the data behind it that shows how much to employers. Quantifiable results are great for a resume.Think of it as providing evidence to an employer that your actions always lead to positive numbers. And they would be crazy not to hire yo u.10. Job searches do not last foreverFinally, if you are convinced your job search will never end, you will create a new reality for yourself in which you look for a job knowing it is a waste of time.If you fear your job search will last forever, your fear of never getting hired becomes a self-fulfilling prophecy.If you do not want it to last forever, then make it not last forever. Search until you find the perfect company.

Experienced Tool and Die Makers Resume Template 2018s Top Format

Experienced Tool and Die Makers Resume Template 2018s Top FormatExperienced Tool and Die Makers Resume Template - 2018s Top FormatA tool and passiv makers resume is important for showing your experience and skills to a potential employer. Recruiters in this field review resumes looking for mechanical aptitude, experience with leadership, and the ability to operate different types of tools and machines.Its important to include certifications you have earned in the field and types of CAD software you have used. Its helpful to mention a couple of examples of things you have built, and skills like reading or creating blueprints are also noteworthy for recruiters in this field.Get ready to secure your next job by putting your information in the experienced tool and die makers resume template below. Create ResumeViolet McCoy100 Main StreetCityplace, CA, 91019Home (555) 322-7337Cell (555) 322-7337example-emailexample.comSummaryTalented and hardworking tool maker/machinist with 27 years ex perience in all types of machining, designing, and fabricating with expertise in Hurco conversational programming and SolidWorks tool designing. Skilled in blue print reading and GDT. Also have weld experience in Mig, and arc welding.HighlightsInitiative to work independentlyStrategic thinkerQuality inspection professionalMetal working abilityProduction scheduling experienceProject Manager experienceTool design capableTool making experienceAccomplishmentsIn the 27 years in the business I worked my way from the deburr department to the sheet metal dept. then to manual machining dept. I then ran a quick fab dept. for several years followed by a toolmaker/model maker position. I was then promoted to line lead whose responsibilities included scheduling, troubleshooting, and insuring all associates stayed on task and were supplied with whatever was necessary for them to accomplish day to day activities. After this I was moved to a tooling engineer position and was responsible for quoting , tool designing, tool building, and managed various projects from start to finish.ExperienceTool maker, lead, and tool designer, 06/2004 11/2013 Millat Industries Dayton , OhDesigned and built tooling. Actively suggested operational improvements to enhance quality, improve production times and reduce costs.Adjusted machine feed and speed if machine malfunctioned.Helped achieve company goals by supporting production workers.Drafted a timescale for all jobs.Ensured the fruchtwein cost-effective production methods were employed.Monitored and adjusted production processes or equipment for quality and productivity.Planned and laid out work to meet production and schedule requirements.Sheet Metal Fabricator, Welder, Machinist, Quick Fab lead, and Toolmaker, 02/1988 06/2004 Trimble Navigation Dayton, OhOperated manual lathes, manual mills, Hurco CNC mill, Mig welders, saws, grinders, press brakes, punch presses, roll formers, shears and turret punches along with various other hand too ls.Education1980Fairborn Park Hills High School Fairborn , OH, Greene High School DiplomaNational Honor society member1980Greene Vocational Xenia, Ohio, Greene Auto mechanicsWas top in class and named outstanding tradesmen in auto mechanics.1992Mongomery JVS Dayton , OH , Mongomery Machine TradesAffiliationsActive member of Lake Avenue Christian ChurchCustomize ResumeMore Manufacturing and Production Resume Templates

How to Create a Plan for Your Layoff Recovery

How to Create a Plan for Your Layoff RecoveryHow to Create a Plan for Your Layoff Recovery2After youve been laid off, when youre finally feeling like its time to get back out there (or even if youre elend quite there yet), its important to think about a plan for finding a new opportunity. But the key to making a successful return to the workforce is to have a structured plan for your layoff recovery. Why so structured?Well, even for career advisors and job search experts, job searching isnt something typically described asfun. And if youre not looking forward to the job search process, and you dont have a plan to follow, itll be easy to quickly fall off track, or never even get on track to begin with.For example, if youre prone to procrastination, or you tend to avoid stressful tasks (dont we all?), a structured plan like this one will make it MUCH easier to keep yourself on track.Three of the biggest benefits of a structured plan for your layoff recovery includeKnowing what to focus on and work towards every daySeeing how much work youve put into getting yourself back on trackSaving your energy and time trying to decide what to do every day- because its already decided for you3 Steps to Create a Plan for Your Layoff Recovery1. Outline weekly goals in your job search.A good job search should involve a combination of the following reaching out to your current professional network, making new network contacts, and searching for open jobs.Your existing professional network is one of your greatest job search assets, but its also necessary to work on establishing new contacts, and searching for open jobs.Your weekly goals should include things like Applying to five jobs online that youre qualified for and interested in. Updating your LinkedIn profile. Emailing five current networking contacts to catch up. Finding one in-person event to attend (sites like MeetUp.com are a great place to start). Searching for volunteer opportunities to stay active and keep building yo ur resume (VolunteerMatch.org has in-person AND remote volunteer opportunities).At the beginning of your job search, youll also want to include tasks likeUpdating your resume (and having it reviewed by professionals or people in your network)Making several versions of your resume to suit different jobs and industriesWriting and practicing answers to common interview questionsWriting a one-page bio of your relevant work history, to get more comfortable talking about yourself, your accomplishments, your values, and your goals.Crafting your answer to this tricky question Why are you looking for a job?While these wont be recurring tasks that happen every week, its important to include them in your structured plan at the start. The sooner you start to kick the dust off your resume and interview answers, the more prepared youll feel when you start to apply to jobs.2. Keep track of the hard work youre doing. Keep a job search document or spreadsheet where you write down your goals and reco rd your progress. This can be as simple as a Word document or Excel spreadsheet.The point is two-fold your job search tracking document will help you see how much work youre doing and the progress youre making. And it will also help you figure out if youre spending too much time in one area of your job search, and not enough in another.The most useful tracking documents will include tasks and info like the jobs youve applied for the application materials youve sent company names and contact information the interviews youve done the career and job search websites youve set up accounts with your follow up with interviewers or job applications and any networking events youve attended or should attend.Everyones goals and accomplishments will be different depending on the types of jobs theyre going for, so personalize and tailor this process to suit you.3. Take things day by day make finding a job your main job right now.Its a bit cliche to say, but when youre looking for a job after a l ayoff, treat your job search like its your full-time job.Devote a large part of each day to job searching. And list the things you want to accomplish that day to get closer to accomplishing your weekly goals. This will help you avoid procrastinating because youve made it very clear what needs to get done.Lets review what it takes to make a structured plan for your job recoveryOutline weekly goals for your job search and start with those important preparation tasks first.Keep a job search document to track your progress.Set daily action plans to accomplish your goals.Recovering from a layoff can be a lengthy process. But creating a structured plan for your recovery will stop you from feeling so overwhelmed, and put you on a path towards success.Looking for even more help recovering from your layoff? partnered with LinkedIn Learning to create a whole course for you. Get a 30 day free trial with unlimited access to LinkedIn Learnings full course catalog Heres an overview on Recovering from a Layoff to learn more about the course.

The Forbidden Truth About What Is Objective on a Resume Uncovered by an Old Pro

The Forbidden Truth About What Is Objective on a Resume Uncovered by an Old Pro What Is Objective on a Resume the Ultimate Convenience Creating an IT resume objective gives you a means to demonstrate a hiring manager what you wish to do and how youll benefit the business. The exception could possibly be a high-level or niche position thats tough to fill, in which case hiring managers are somewhat more open to scouring different markets to locate qualified talent. Hiring personnel expect to observe a crystal clear description of your career objectives and a few pertinent qualifications. Though the demand for CNAs is growing, you wish to get a competitive advantage, particularly for the best jobs. Thorough and robust background begehung of workers, both existing and prospective, is a significant pre-requisite for virtually any enterprise. By subscribing to a resume distribution assistance, you will obtain the tools you require to boost your visibility to prospective employers. Fi nally, a resume distribution service may greatly boost the chance that you will locate the position youve been dreaming about. Life After What Is Objective on a Resume The internal postings will normally need an application process which also includes submitting a resume. Writing objectives for resumes can be challenging. The resume summary will function as their sales pitch. As previously mentioned, you must begin by writing your contact details. A strong summary statement at the peak of your resume can increase the probabilities of them noticing what youve got to offer from the beginning. If youre going to compose an objective statement, it should be specific. You must have five objective statements. A summary statement is a brief expert introduction you could increase the peak of your resume. The absolute most efficient objective is one which is tailored to the job youre applying for. Make sure to proof read before making the last copy. While each one of the info may s tay the exact same, you could substitute the form of position that youre searching for based on the business youre applying with so your objective is a little personalized while mucksmuschenmucksmuschenstill staying non job-specific.One of his goals is to demonstrate that hes a specialist in all kinds of mail room duties. In lots of ways, an objective replaces a lot of the detail you would place in your professional experience section. My purpose is to find the job. Entry-level objectives can be particularly hard to write since you likely dont have loads of work experience, but you do want to solidify how you know the kind of career youre searching for. Writing a winning college student career objective is a rather simple method to bolster your application for this internship or job youve got in sight. Just like the other examples, be certain to highlight any experience, skills, or education you must construct your objective statement. Most career centers provide workshops to te ach interview abilities and even supply you with a mock interview so that you can practice and prepare yourself for whatever may come up in an actual interview. Since youll discover, even in the event that you dont have any prior professional experiences, its possible to still draw on your school experiences.

Interviewing a Candidate That was Fired - Spark Hire

Interviewing a Candidate That welches Fired - Spark HireWhen someone gets fired from their job its usually an ego-crushing situation. Perhaps they knew it was coming or they were completely blindsided- either way, its difficult to recover. However, its not like employees that were fired are never going to work again. Eventually, these job landseekers will pick themselves up out of their rut and get back on the job search bandwagon. What does that mean for you? Well, that means that as a hiring manager or employer you are probably going to be interviewing at least a handful of job seekers that were fired from their previous position. Should you write them off completely just because their previous job didnt work out quite so well?Well ultimately that choice is yours, but simply writing off candidates because they were fired may not be the best idea. Instead, you should take full advantage of the interview process and learn as much as you can about this candidate. If they seem like the y are fully qualified to take on this open position you have, then probe deeper into their past position to see if they are worth your time and effort. Here are some of the things you should look for, and some of the questions you should ask, when interviewing a candidate that was fired.Keep an Open MindA lot of hiring managers and employers will say straight out that they do not want to hire people that were previously fired from their last position. They assume they did something wrong or messed up in some way in order to get fired. However, the lines usually arent quite as clear as that. Perhaps their past company was not a great company culture fit for them and they werent able to fully spread their wings in their position. Company culture is something we discuss a lot here at Spark Hire so you should certainly understand how important it is to find a great fit. After all, you can always teach new skills, but a good company culture fit is something that generally cannot be taugh t. That is why you need to ask questions and probe deeper into this candidates past work experience. This leads us to our next tipAsk the Right QuestionsYou cant just make assumptions about job seekers without asking them some probing questions. You can, of course, make presumptions on personality and fit through a video interview or video resume, but thats different. You cannot simply assume that just because a candidate was fired that they are a terrible employee. As mentioned above there may have been a ton of factors weighing in on this persons firing. That is why the staple question, Tell me why you left, or are leaving, your current position? is such an important one to ask. With the answer to this simple question you can learn right away if this candidate left their previous position of their own accord, if they were laid-off or if they were fired. If they are smart, this candidate will tell you the truth and will avoid lying to you about their past work experience.Once you r eceive your answer, and if that answer was I was fired or let go then you need to ask some more questions. Ask them what happened and why they were let go from their previous job. The way they answer this question should be a deciding factor for you as hiring manager. A savvy candidate will know that they should not speak negatively of their past employers- even if they were fired. Therefore, any candidate that answers with, Well, it really was a terrible company to work for and my boss and I just really didnt mesh should be disqualified immediately. If this candidate is willing to speak ill of their past employer, why wouldnt they do it to you too? Instead, you want a candidate that is willing to acknowledge their mistakes and avoid placing the blame on others.Look For Positivity and GrowthThe savvy candidate will answer your question as honestly as possible without pointing the finger of blame in the other direction. Perhaps they will tell you that it wasnt a great culture fit. Pe rhaps the job was presented to them completely different than how it really was. Maybe they made a big mistake on a client and had to pay the price. Whatever their answer, you want to be looking for signs that this candidate can take responsibility for their actions. On top of that, you want to know what this candidate has done in order to improve themselves since. What did they learn from the situation and what actions are they taking to rectify themselves in the process? A candidate that acknowledges this- without you having to ask them specifically- is on the right track and may be a great employee after all.The hiring process is already difficult enough without having to deal with candidates that were fired. However, these candidates shouldnt be looked over just because their past job did not fully work out. Would you expect job seekers to dismiss your company if one of your past employees quit? Certainly not. So before you throw that candidates resume into the garbage, take som e time to feel them out and probe deeper if they are truly qualified for the position.Would you pass up a qualified candidate simply because they were fired in the past? Let us know what you think in the comments section belowIMAGE Courtesy of Flickr by WarmSleepy

What should creative people do Heres the truth

What should creative people do Heres the truthWhat should creative people do Heres the truthI am 8 years old, looking at the stars through my bedroom window.They attracted my attention. No, not attracted - demanded.The top bunk is mine. I dont remember fighting over to get it. I was simply the oldest. I have the top bunk.This is ageism.(Or maybe it is my brothers habit of puking in the middle of the night. Perhaps my parents are trying to avoid the waterfall effect.)Our house is a log cabin 10 minutes from town. The field to my east - now unfettered by the highway which would demolish the grass 3 years later - waves serenely in the moonlight.The hardwood floors are silent. Mom and Dad have long gone to sleep. Ian has turned of the flashlight he uses to read.And I dream wide awake.- - - I am 16 years old, looking out at the stars through the back of a Ford Explorer.The girls asked that I go with them. No, not asked - demanded.It is a testament to either my mothers trust or naive t that she releases her barely pubescent son the care of two senior, giggly, developed young women.So, where do you want to go?The girls smile at me, glowing from the front seats. They are untouchable, godlike. How I ended up in their vehicle is a mystery. She is in control. Her fingernails choke my libido. Her pupils, chain my attention. Her perfume, arrests my consciousness.We drive to dinner.Later, they drop me off.And nothing happens.- - - I am 18 years old, looking at the stars through thick fumes of a campfireMy friends suggested I come to the overnight. No, not suggested - demanded.They are smoking. Smoking is bad. Very bad. This is what Ive been told. In the glow of the campfire they suck the stuff into their lungs. Aside from me, two others in the circle have never smoked before. One of them laughs and reaches for the pipe, eager or pressured to learn.The other friend looks at me, his eyebrow raised. I quietly shake my head.Nope. I think. bedrngnis for me.He moves his he ad a fraction of an inch as well. I hear his thoughtsNo, me neither.It is an unexpected bond of abstinence. In one shocking instant, I learn the power of unity.Ten years later, that friend suffers a massive cardiac event (read heart attack). The attack causes a traumatic brain injury. It takes him several months to learn how to speak again.And I am somehow unscathed.- - - I am 28 years old, looking at the stars through a smudged window.Death has taken her. No, not taken - demanded her.I have deleted the paragraph where I describe the last weeks. The hustling in of hospital equipment. The rigorous schedule of medications to manage pain. The anvil of realization she really is going to die.Further details of those 15 days are omitted in respect to her mother.Heres what you should know. We are glued to the tracks starting down a black train with no brakes.Deep night is the worst. She lies there, moaning in pain we are powerless to ease. We take shifts, sleeping for a few hours or min utes at a time. For months she refused our help as the disease spread. Now she needs us. 3 A.M. is reserved for screaming and crying. behauptung activities are not limited to our patient.Nightmares will follow me for weeks. Now those are gone.But the memories linger when I wake up.- - - Lately, my friends have gotten me into keyword research.If you do this, you can find a larger audience.Which sounds nice. I want a nicer audience. I want to reach more people. I want to be known. I want to be seen. I want to be heard.One popular keyword I found the topics I write onWhat should creative people do?I dont know what you should do.Heres what I do - tell the truth. I tell is as clearly as possible. I tell it when it hurts. I tell it when the raw memory makes me cry. I tell it through whatever medium I see fit.I tell it because there is a chance, however slim, of a person reading this and understanding life sometimes feels like a hell hole because sometimes life is a hell hole.My muse su ggests I do this. No, not suggests.Demands.Much love as always,- Todd BThis article first appeared on Medium.

How to Write a Great Sales Letter

How to Write a Great Sales LetterHow to Write a Great Sales LetterDespite predictions of its demise in our increasingly digital age, direct mail can still be an effective sales technique. And a well-written sales letter can be an excellent way to make prospects aware of and interested in your product. An Attention-Grabbing Headline Lets start with the headline. This is the fruchtwein critical part of your letter because its the first thing most prospects will read. And if it doesnt grab their attention, it will be the only thing theyll read. Put your most robust idea or product/service benefit in the headline. Dont try to cram every possible advantage in. Pick the best one and craft a headline around it. If youre not sure how to start, take a trip to your local grocery store and scan the magazine covers in the checkout aisles. The cover callouts are designed to grab your attention because they are often the only means the editors have to sell to you. Use them as your inspiration for your own sales headline. A Great Body With a Story Once your headline is done, you can move on to the body. Storytelling is an effective strategy people tend to be interested in stories about people just like them. We think of stories as entertainment, so were mora likely to read them than straight sales copy. Storytelling is also a great way to involve the prospects emotions. And if you dont do that, youre not likely to have a good response rate. There are two basic emotional selling strategies playing on hopes and playing on fears. If you choose to play on your prospects hopes, youll paint a picture of how great the persons life will be when they buy your product or service. The clearer and more detailed the image, the better. If you choose to play on their fears, describe something hideous that can happen to the prospect and then explain how your product or service can prevent it. Keep the paragraphs short, so theyre easier to read. Use plenty of benefit words- such as co nvenient, saves money, secure- and write in the active voice with action verbs. For example, if youre selling flood insurance and using a fear-based approach, you should say Flooding destroyed more than 6,000 homes in the Tri-State Area last year. instead of More than 6,000 homes in the Tri-State Area were destroyed by flooding last year. Your Contact Info and Call to Action Give a few different response options (phone, email, website, fax, salesroom visit). You dont have to include every single response option but try to have at least three. The idea is to make it as easy as possible for your prospects to get in touch with you. Always include a call to action. If you dont tell your prospects what they should do next, even the most exquisitely written sales letter will fail to deliver. It helps if you can make a limited-time offer for a certain amount of money off the regular price, or something similar, to motivate prospects to act quickly. The longer people take to respond aft er reading your letter, the less likely they are to follow through. Including a line like Call 1-888-XXX-XXXX now before this limited-time offer expires brings about the necessary sense of urgency. Review After youre done writing, read the letter out loud. Its a great way to spot places where your copy falters. The goal is a letter that flows smoothly and is clear and interesting throughout. You should also try to put yourself in the place of someone getting this letter in the mail rather than reading it like the salesperson you are. Would the appeal youve written work on you? Does it seem compelling to the Average Joe or Jane? Finally, you should review the letter carefully for grammar and spelling errors. Ask someone else to look over the letter if thats not a forte of yours.

Overcoming Negative Thoughts During Your Job Search

Overcoming Negative Thoughts During Your Job SearchOvercoming Negative Thoughts During Your Job Search4Confident candidates grab the attention of hiring managers. Unfortunately, job seeking often takes a toll on the mindset of even the most upbeat applicants, and overcoming negative thoughts can be a challenge. Negative feelings about the process can create a vibe of self-doubt, which repels employers and sabotages chances of landing a coveted position.What can a job seeker do when the stress of job hunting rears its ugly head and inadvertently jeopardizes success?Certified life coach Ora Nadrich, author of Says Who? How One Simple Question Can Change the Way You Think Forever, offers this four-step strategy for regaining control and overcoming negative thoughts1. Acknowledge the stress.Recognize its existence, even if its upsetting. Dont deny it or try to push it away. Admit youre feeling stress about looking for a job, and accept that youre having those negative thoughts.Doing so a llows you to focus on what is happening in the now, which is actual and real, instead of focusing on the emotions surrounding the thoughts.2. Shift into observer mode.Shift gears out of reactive mode into observer mode. In reactive mode, you have no distance from your own negative thoughts.But in observer mode, you turn into a witness that is separated and independent from those thoughts. Then youre in a position to ask yourself questions to help get calm and grounded.3. Ask that negative thought, Says who?You are demanding that thought reveal who is responsible for it. In other words, how did it get in your mind? Once you find out, you can decide what to do about it. Is it your original thought, or was it someone elses that you took as your own?You may even discover it is an old thought that has become parte of your core beliefs, and now its time to challenge it and let it go. Say youre always thinking,Im never going to find the right job. Asking, Says who?really means Why am I say ing that Im never going to find the right job?Then go one step further. Ask yourself, Isit me? If so, why would I think a thought that makes me feel insecure or doubt myself?4. Continue the questioning process.The next questions after Says who? further challenge those negative thoughts. Asking,Have I heard someone say this thought before? helps youfind out if the negative thought is your opinion or someone elses.Asking, Do I like this thought? gives you license to consider whether its a thought worth keeping. And questions such as Does this thought work for me? can help you transform that negative thought into something positive and life-affirming.Thats the kind of thought thatwill help you feel good about yourself so you can venture forth to find a job that is right for you and well deserved.Browse the Latest Job ListingsReaders, how do you get through overcoming negative thoughts in your job search? Share your tips below