Book recommended; easy path chosen

Book recommended easy path chosenBook recommended easy path chosenMark Herrmann, Jones Day partner and author of the terrific The Curmudgeons Guide to Practicing Law, sounds out on what hes learned in a year of blogging.His take on the benefits of serious blawging is mildly interesting, but what caught our eye was his sideswipe at presumably lazier bloggers like AbovetheLaws David Lat (and us)First, bloggingor, at a minimum, blogging about substantive legal issuesis hard. Perhaps its easy to host a blog that simply pokes fun at current events by commenting on, and linking to, the news of the day. I wouldnt know Ive never done that.OuchAs folks who have done a bit of that, we can assure readers that fun-poking is not always as easy as it looks. Besides, even the curmudgeonly Hermann would likely concede that not all blogs canor shouldbe as deeply serious as one that addresses various topics that arise in the defense of pharmaceutical and medical device product liability litigation.I m ean, where else can lawyers read and share their views about jeansstoff Day?- posted by brian vera

Phillip Morris is offering insurance discounts to smokers who quit

Phillip Morris is offering insurance discounts to smokers who quitPhillip Morris is offering insurance discounts to smokers who quitA tobacco giant is giving customers an incentive to stop smoking.Philip Morris International, which owns Marlboro and Parliaments cigarettes, has launched insurance provider reviti, which offers life insurance with discounts to those wanting to make a healthy lifestyle change starting with giving up smoking.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and morereviti says it will offer highly competitive insurance premiums to those who plan on kicking their tobacco addictions or giving up nicotine. The product is set to launch in the UK. It remains unclear if itll be launched in the US.The insurance plan starts at 5 a month to those who want to quit smoking. The company says it plans on offering other insurance policies based on better lifestyle choices like dieting, exe rcise or cutting down on alcohol.People who switch to e-cigarettes will receive a 2.5% discount on premiums under revitis plan. If smokers switch to Philip Morris heated tobacco devices for three months they will receive a 25% discount.Customers who quit tobacco and nicotine altogether can receive a discount of up to 50% on their premiums, according to revitis press release.It welches time the insurance business caught up with its customers. The life insurance product we offer is a win-win forreviti and our customers, reviti CEO Daniel Pender said in a statement. They get competitive premiums and, with a little help from us, a better lifestyle. We get to help millions of people who have never had access to life insurance before and who will benefit from positive lifestyle changes were helping them make.Philip Morris International CEO Andre Calantzopoulos told CNBC that he hopes the company will stop selling cigarettes one day.Obviously that makes sense for public health and the peop le who smoke themselves, but it also makes sense for our shareholders because financially, as these products are not cigarettes, they benefit from lower excise taxes and better margins, so its a win-win for everybody, Calantzopoulos said. Thats why we all move in this direction, and the faster we move out of cigarettes the better for all of us.Philip Morris International does not sell products in the US.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

3 of the most common mistakes first-time entrepreneurs make

3 of the most common mistakes first-time entrepreneurs make3 of the most common mistakes first-time entrepreneurs makeSmall geschftliches miteinanderes fail - a lot. According to a Business Insider report, an estimated 50-70% of small businesses will fail within their first 18 months. I know firsthand that starting your own business can feel like youre dodging one disaster after the next. No matter how many companies youve worked at before, how many advanced degrees you hold, or how much industry experience youve amassed, you will make mistakes. Some of these mistakes will be frustrating, but youll bounce back. There will always a learning curve associated with anything you do. But what if you could avoid making the same mistakes that sink other startups?Identifying what actions cause failure and learning how to avoid them is a bit more challenging. Picking the wrong co-founder, for example, is cited as a common problem entrepreneurs face. The relationship you have with your partn er and the skills they bring to your startup can set the tone for success or failure. All too often, entrepreneurs lack sufficient self-awareness regarding their own strengths and weaknesses, and dont choose a partner with complementary skills.Ive worked in my ritterlich share of entrepreneurial environments over the years, and have certainly made mistakes along the way. From my personal experience, these are three of the most common mistakes first-time entrepreneurs make. Theyre three mistakes I have made myself, and ultimately learned the hard way how to avoid repeating them in the future.Hiring employees based on salary requirements rather than talent or experienceWhen funds are tight, foregoing top talent can help cut costs. But those short-term savings can haunt you down the road. Talented people know their value. Sure, some may be willing to take a small pay cut to join your team, but theyre not going to work for peanuts.Using cost as the primary driver for hiring decisions is one of the biggest mistakes I made at my startup. Despite being advised against this approach, I went with my (incorrect) instincts to hire unproven and inexperienced employees. I thought I was being smart by being scrappy. I believed I could train these employees to make up for their lack of experience. I got what I paid for poor execution, with output lacking in both quality and quantity. A better approach? Hire for fit.Waiting to launch the perfect productYour product will never be perfect. The longer you wait to launch, the more you will start to obsess over details that ultimately wont matter to the bentzer. Build something quickly, get the early model out, and start testing. Otherwise you risk sinking significant time, energy and financial resources in a product that is not aligned with consumer needs.When I founded my startup, we acquired a product that we could have gone to market with on day one. But my background at Fortune 500 companies and product teams had conditioned me to a very exacting product standard. Consequently, I resisted launching since the product wasnt perfect. Instead, I decided to rebuild it from scratch. I wanted to incorporate new technology stacks and deliver a superior user experience.After months of execution, we were way off of our development timeline and not even remotely close to launching the new version. In the end, we were forced to launch our initial product and saw significant traction within a matter of just weeks. What if we had launched sooner? The right thing to do would have been to launch with a minimal viable product, test it for market fit, identify problems, and evolve the product accordingly.Failing to create and listen to an effective support groupWho has your back? A strong support network should. When I founded my startup, I became consumed by day-to-day management. I knew it was important to build a network of advisors, but I kept putting it off. As a result, I made strategic mistakes that experienced ad visors would have caught (and advised against) if only I had taken the time to actually build my advisory team in the first place.Being a successful entrepreneur takes more than just accepting that you do not know everything. You need to proactively take steps to surround yourself with the people who can make up for these knowledge gaps and who will speak up to stop mistakes. Seek their advice and act on it.Starting your own business is inherently a risky venture. You may not be able to control external factors, like a sudden fluctuation in global markets. But there are many factors that are within your control. The biggest one? How you react to mistakes. Even if you avoid making the mistakes I discussed above, its inevitable that other mistakes will happen along the way. Dont let your business become a failure statistic. Acknowledge what went wrong, pivot where necessary, and keep moving forward with a new plan.Rana Gujral is an Entrepreneur, CEO, Investor and is involved with seve ral startups. 10 Entrepreneurs to follow in 2017 - Huffington Post.BusinessCollective, launched in partnership with Citi, is a virtual mentorship program powered by North Americas most ambitious young thought leaders, entrepreneurs, executives and small business owners.

How to Negotiate Your Salary With Your Current Employer

How to Negotiate Your Salary With Your Current EmployerHow to Negotiate Your Salary With Your Current EmployerHeres How to Negotiate Salary With Your Current EmployerIf you want to ask your boss for a raise, heres how to do it.Negotiating salary makes even the most seasoned professionals nervous. The idea of walking into a room to face off with your boss or manager in an attempt to justify why they should pay you more is not a pleasant thought. Theres high potential for emotions to boil over, and things can go awry quite quickly. In addition, many professionals wonder if they even know how to correctly negotiate salary with their current employer.Before you set up a meeting with your boss, a whirlwind of questions may rush through your mind Is my claim justified? What if my boss gets upset and lets me go? Will this change my relationship with the company? What happens if my employer says no? Do I even deserve a raise? Can I support my lifestyle if I dont get this raise in pay?Its fun ny where our minds will go when were faced with a stressful situation like this but dont let your brain play games with you. You deserve to ask for that raise, and these tips will help you feel more confident while negotiating your pay.How to ask your boss for a raise1. Do your researchResearch the market rate for your current role, using sites such as Glassdoor, Salary.com, or PayScale. What is the average salary for the role when you factor in your years of experience, your industry, the size of your company, and the companys drehort? How does your current salary compare? Use this information to help you create a target salary that you can share with your boss.2. Create your brag bookOften times, your boss or managers knowledge of all of the positive contributions youve made to the company will be limited. Its not that they dont care about what you do they are just busy and dont have the bandwidth to keep track of every little thing you do each day. If your boss is any good at th eir job, they learned to empower and trust their team, which means they arent 100 percent in touch with your day-to-day contributions to the company.Because of this, it will be your job to make sure that your supervisor is aware of the value you add to the company. In the weeks leading up to the salary negotiation meeting, youll want to compile a list of the things you do within your role that add value, also known as creating your brag book. Rank your achievements in order of the impact they have on the bottom line, highlighting areas where you go beyond your general responsibilities.3. Quantify your achievementsWithin your brag book, if theres a number you can attach to a line item, make sure to do so. For example, if you developed a process that eliminates paper waste and thus saves the company $200,000 annually, thats something youll want to note. The more details you can provide, the better position youll be in to negotiate effectively. Compiling this list will help you present yourself as a serious asset to the company one it cant afford to lose to the competition. Use this as leverage in your negotiations.You have to be careful with what you say, though. Dont embellish and certainly dont make anything up. Theres a good perspektive your facts will get checked, and if you make too bold a claim that turns out to be false, you not only wont get the raise, but youll end up being under suspicion for the remainder of your time within that role.4. Dont be overeagerYou dont have to take the first offer thats laid out on the table. One common mistake in negotiations is that one of the parties falls in love right away. By telling your employer how much you love being at the company and how youd never consider leaving, youve already left a lot of dollars off the table. The idea is to let the company know you do enjoy working there, while at the same time making it clear that you know your services are so valuable youd be an asset to any company whod hire you.When the first offer comes across the table, its important that you dont get too excited (or at least that you dont show it). You can always go back to that original offer if you dont get what you want. Give it a shot and let your employer know you think youre worth more by putting a counteroffer on the table. This shows your employer that you possess assertiveness but dont be rude or pushy about it. Be sure that you do it with respect, but its definitely worth a shot. The worst that could happen is that the company sticks with the first offer.Not accepting too quickly can also set the tone for future salary negotiations. If an employer senses that youll cave at the first offer, future negotiations just got a lot more difficult for you. Instead, let your employers know that you understand the process and you know you have options. The first offer will typically be lower than the actual amount your supervisor has been approved to offer you, and possessing that knowledge can put you in a much better position when you enter into negotiations.5. Dont burn bridgesIts important for you to keep in mind that whatever the outcome of negotiating salary may be, youll leise be working in that same job the next day with that same individual as your boss. For that reason, its important that you dont go into negotiations with an arrogant attitude or otherwise paint yourself in a negative light.One of the best tips on how to negotiate salary with your current employer is to watch what you say and avoid saying the wrong thing. It can be difficult to turn things around once youve gone down a bad path. If you let your emotions get the best of you, you risk saying something youll regret. Salary negotiations arent personal, so be sure to avoid looking at them in that manner. Dont burn bridges by saying something you cant take back. Unless you have a counteroffer on the table from another company, the person with whom youre negotiating will most likely be overseeing your work for at le ast a little while longer. Theres no reason for you to make your supervisor-employee relationship uncomfortable.TakeawaysBy taking these things into consideration and knowing how to negotiate salary, youll put yourself in a much better position to receive acceptance to the demands you present during your negotiations. Youll also show your employer a new skill you possess. Skilled negotiators are highly sought after in the business world, and your ability to come across as skilled in this area will position you for more than just a raise itll position you for potential promotions and new job opportunities, as well.Click on the following link for more negotiating advice.Before you can ask for a raise, you need to land the job. Find out how your resume stacks up to the competition with our free critique todayRecommended ReadingHow Do You Know When Its the Best Time to Ask for a Raise?7 Powerful Ways You Can Improve Your Negotiation SkillsAsk Amanda How Do I Discuss Salary When Changin g Careers?

Coaching Questions for Managers Using the GROW Model

Coaching Questions for Managers Using the GROW ModelCoaching Questions for Managers Using the GROW ModelThe GROW Model is the most common coaching framework used by executive coaches.Given its relative simplicity, many managers have taught themselves the GROW model as a way to structure coaching and mentoring sessions with their employees. GROW is an acronym that stands for GoalCurrent RealityOptionsWill (or Way Forward) Managers use the model to help their employees improve performance, solve problems, make better decisions, learn new skills, and reach their career goals. The key to coaching and using the GROW model is all about asking great questions. Coaching isnttellingthe employee what to doits helping the employee come up withhis or herown answersby asking the right question at the right time. Following are 70 coaching questions managers can utilize, categorized within the framework of the four-step GROW model. Goal Coaching starts with establishing a goal. It could be a pe rformance goal,a development goal, a problem to solve, a decision to make, or a goal for the coaching session. For clarity of goal drumherum as well as consistency across your team, encourage your employees to use a S.M.A.R.T. goal format, where the letters stand for SpecificMeasurableAttainableRealisticTimely The following tenquestions can help people gain clarity on their goal(s) What do you want to achieve fromthis coaching session?What goal do you want to achieve?What would you like to happen with ______?What do youreallywant?What would you like to accomplish?What result are you trying to achieve?What outcome would be ideal?What do you want to change?Whyare you hoping to achieve this goal?What would the benefits be if you achieved this goal? Current Reality This step in the GROW model helps you and the employee gain awareness of the current situationwhats going on, the context and the magnitude of the situation for example. The key is to take it slow and easy with your quest ions. Its not a rapid-fire interrogation. Let the employee think about the question and reflect on his or her answers. Useactive listening skills, as this is not the time to jump to solution generation orshare your own opinions. The following 20 questions are designed to clarify the current reality What is happening now (what, who, when, and how often)? What is the effect or result of this?Have you already taken any steps towards your goal?How would you describe what you did?Where are you now in relation to your goal?On a scale of one to ten where are you?What has contributed to your success so far?What progress have you made so far?What is working well right now?What is required of you?Why havent you reached that goal already?What do you think is stopping you?What do you think was really happening? Do you know other people who have achieved that goal?What did you learn from _____?What have you already tried?How could you turn this around this time?What could you do better this time ?If you asked ____, what would they say about you?On a scale of one to ten how severe/serious/urgent is the situation?If someone said/did that to you, what would you think/feel/do? Options Once you both have a clear understanding of the situation, thecoachingconversation turns to what the employee can do to reach their goal. These 20 questions are designed to help the employee explore options and/or generate solutions What are your options?What do you think you need to do next?What could be your first step?What do you think you need to do to get a better result (or closer to your goal)?What else could you do?Who else might be able to help?What would happen if you did nothing?What has worked for you already? How could you do more of that?What would happen if you did that?What is the hardest/most challenging parte of that for you?What advice would you give to a friend about that?What would you gain/lose by doing/saying that? If someone did/said that to you what do you think would happen?Whats the best/worst thing about that option?Which option do you feel ready to act on?How have you tacked this/a similar situation before?What could you do differently?Who do you know who has encountered a similar situation?If anything was possible, what would you do?What else? Will, or Way Forward Thisis the last step in the GROW model. In this step, the coach checks forcommitmentand helps the employee establish a clear action plan for next steps.Here are 20 questions to help probe for and achieve commitment How are going to go about it?What do you think you need to do right now?Tell me how youre going to do that.How will you know when you have done it?Is there anything else you can do?On a scale of one to ten, what is the likelihood of your plan succeeding?What would it take to make it a ten?What obstacles are getting in the way of success?What roadblocks do you expect or require planning?What resources can help you?Is there anything missing?What will one small step you take now?When are you going to start? How will you know you have been successful?What support do you need to get that done?What will happen (or, what is the cost) of you NOT doing this?What do you need from me/others to help you achieve this?What are three actions you can take that would make sense this week?On a scale of one to ten, how committed/motivatedare you to doing it?What would it take to make it a ten? The Bottom Line A coaching conversation hardly ever follows a nice, neat sequential four-step path. However, an arsenal of awesome questions within the GROW framework gives managers the confidence needed to get started, until it becomes a natural, conversational flow, ebbing back and forth within the framework.

Why People Arent Talking About Resume Header Examples

Why People Arent Talking About Resume Header Examples How to Choose Resume Header Examples Modern-day employers will probably be reading your resume online rather than on paper, for instance, and could want details which you wouldnt see on a traditional resume. Educational information is included alongside certifications and exceptional skills. You may also incorporate details about a degree program you are enrolled in. Youre able to modify and add section headings if required and you can just add to or edit the info that every section contains. There are a number of ways to approach the skills section. Every section takes a slightly different strategy. The Key to Successful Resume Header Examples The manner in which you organize the info on your resume is nearly as critical as the resume itself. All applicant information is contained in the heading of a one-page resume, and possible employers just have to read and print a single page. This way your resume will seem profess ional and will be suitably laid out on the webpage. Opening a resume with blocked information isnt such a good idea. Use the exact same name across all on-line profiles you desire the hiring manager to find. In any event, the purpose is to continue to keep your resume lean yet meaningful. When tailoring your resume you are going to want to ensure you put the main info to the recruiter at the beginning of each section in order to draw attention to it so that it will be seen and leid missed. This example lists six parts of contact data. The Fundamentals of Resume Header Examples That You Will be Able to Benefit From Beginning Immediately If you would like to learn to use a site maker, use our most recent guide. For instance, if the business accepts applications through an on-line portal and your resume is the sole attachable document, it can be worth using all of the space youve got. If you think about making a CV infographic, you have a great selection. In addition, there are resume templates you may download to make your own resume. When you have finished entering your information youre going to be in a position to choose the particular template format you want your resume in. Including a portfolio works especially well for projects that appear great online. Make sure you create a resume with the correct design and correct data. Deciding on a design and resume structure is vital to your work. The Number One Question You Must Ask for Resume Header Examples The left sidebar offers you extra room to get around the two-page resume, and the principal body area is ideal for your resume objective or summary and your work experience. Technically, a resume summary is not anything more than a brief introduction of what your professional standing is, and the way you want to use accumulated skills and experience to add to the organization that will gradually hire you. With the perfect consideration, its assured you will quickly receive a work. With the mos t suitable consideration, its guaranteed you will quickly receive a work. Think of resume generator free as a system, which you are able to logically produces as a way to goal a specific job and to receive the center of the firm. Keeping a positive attitude in the surface of unemployment may be a difficult, but necessary endeavor. Make certain you didnt miss whatever could cost you the job that you dream about With a little bit of preparation and a deep comprehension of the local job market, you are able to easily simplify your work search. Too many individuals make the error of thinking that a resumes purpose is to receive them a job. After losing a job, they choose to become their own boss. Be sure that the skills are related to the job that you desire. Too many folks utilize a generic resume they just update as they receive a new job or qualification. Details of Resume Header Examples The Career Summary section ought to be restricted to a few sentences that emphasize y our relevant experience, skills and distinctive abilities. Including a summary is vital should you really need to catch the interest of a hiring manager. Work Experience Try to fit your latest work experience so that it starts on the very first page. Correct resume format shouldnt be performed carelessly. With the correct consideration, its assured you will quickly receive an occupation. In particular should you need to receive an endeavor. So before determining to use what sort of resume, youve got to consider your unique conditions. Your resume must make them obvious.

Telling A Story With Your Code

Telling A Story With Your Code Want to learn how to tell a story with your code?Get the inside scoop from Latisha McNeel, a Full-Stack Developer at G2i TODAY at 3pm EST bit.ly/2DprvNV One of the biggest challenges in alfruchtwein all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot mora to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next platzdeckchen of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can gi ve employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.