Why it is Important to Develop the Growth Mindset

Why it is Important to Develop the Growth Mindset This is what Carol Dweck says about the sort of talent we need to compete successfully in a dynamic and volatile environment “Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset”. These people tend to achieve more than those with a more fixed mindset (who believe their talents are innate gifts) because they worry less about looking smart and they put their energy into learning. Typical of growth mindset thinking and behavior is the sharing of information, collaboration, innovation, seeking feedback, and admitting errors. Dweck maintains that individuals and organizations have much to gain by deepening their understanding of growth mindset concepts and the processes for putting them into practice. It gives them a richer sense of who they are, what they stand for, and how they want to move forward. It’s relevant to note that it is important for managers to cultivate a growth mindset as part of their own personal development; when they relinquish any fixed mindset, they are enabled to provide more accurate performance appraisal, feedback, and helpful employee coaching. Optimise opportunities The opportunity to acquire skills and experience is a key driver of employee motivation and job satisfaction. This, obviously, should translate to positive gains for the employer by enhancing organizational effectiveness and improving work quality. Providing such opportunities help the organization to attract and retain high-performing employees; development opportunities are an important component of the employer brand offer. Improving the quality of employees’ work experience facilitates the development of talent to optimize potential. Opportunities for that enable growth and development include: Access to continuing education courses Tuition reimbursement Career development and planning coaching Skills training either in-house or via external providers Opportunities for promotion and internal career advancement via projects, tours of duty, secondments, stretch assignments Coaching, mentoring, and leadership development programs Gallup researchers found that the best candidates look for certain things in an organization and that high-quality applicants are more likely to prefer roles which provide opportunities to learn and grow; their ideal job features professional development or growth opportunities. They point out that an employment brand that portrays a strengths-based culture is instrumental in attracting top talent. A strengths-based employer brand attracts job applicants who are motivated to use and develop their innate abilities, those who demonstrate energy and commitment to high performance and thrive in a demanding work environment. The collective vision In an agile career world, organizations need people who have broader more diversified capabilities, while maintaining their specific area of expertise and competency as they move up towards higher levels of contribution. Our research shows that: On-the-job development opportunities, such as lateral moves, increase engagement by up to 30% Organizations who support more junior candidates to acquire the skills necessary to ‘step up’ reported 50% better overall recruitment metrics. At 10Eighty we believe it is important that senior management ensure that line managers have the skills they need to provide good, constructive, feedback and to manage meaningful career conversations with their teams. Sculpting job roles to meet employee aspirations will increase engagement and business performance, by up to 30% and that affords the organization the talent mobility they need. In the modern workplace development initiatives need to be employee enabled, facilitated by the worker. Development initiatives, grounded on the real work of the organization, should include support such as mentoring, coaching, and job shadowing which are particularly useful in equipping candidates with the skills and experience relevant to leadership roles. The end game is the development of an energized team of co-leaders and co-learners committed to collaborative action in the service of a collective vision. Such visionary leadership strategy enables an organization fit to meet the challenges of disruption from new entrants, disruptive technologies and changing consumer behaviors.

Secrets to Writing the Summary on a Resume

Secrets to Writing the Summary on a ResumeThis is one of the most important secrets to writing the summary on a resume. There are so many people who do not write these for their own professional benefit. They put the wrong information into it and they become frustrated when their resume gets lost in the shuffle.It is essential that you put your best foot forward when writing the summary on a resume. You need to be honest about your qualifications and experience. You must not state your qualifications or experience as if you are proud of yourself. Remember, your resume is not a trophy to show off to other people.You want to describe your work history in such a way that your resume will stand out. You do not want to be the only person with this qualification. If you are the only one applying for the job, you are going to be the first person that they see. This is not the job you want.When writing the summary on a resume, you want to mention the most important characteristics of your qu alifications that show you have something valuable to offer. The resume is there to get your potential employer's attention. When you list your qualifications, you are not only filling in the blanks. You are filling in a certain space that tells the employer you know what you are talking about. They are also taking a little bit of the stress out of applying for the job.Start writing the summary on a resume and make sure that it covers all the bases. You need to describe your most recent position, your longest position, any awards you may have received, how many years you have been employed and all the promotions you may have had. Do not forget to include the jobs you had before this position. Tell the employer how much experience you have in the field you are applying for.You must highlight these successes and highlight your weak points as well. This is the one thing that is going to be putting your resume in front of the employer. Tell them about any training you have had and provi de a full background check.You can not give this information away without causing a few problems for you. You want to get your resume in front of as many people as possible. Once you have a few applications out there, you will have a higher chance of getting a call from an employer.In summary, when writing the summary on a resume, you should highlight everything you are willing to discuss. If you are going to talk about your strongest qualities, make sure you do so honestly. Let the interviewer know that you have learned a lot and that you have taken some tips from others. You can not be afraid to let someone know that you have considered this before.

How Employers Use Social Media for Talent Attraction [STUDY]

How Employers Use Social Media for Talent Attraction [STUDY] In a day and age where business has become predominantly digital, most business leaders understand the importance of integrating social media into their sales and marketing strategies, however, many fail to consider it when it comes to attracting the top candidates to their organisation. Recruitment is a two way process and it is just as essential for employers to sell their company and job vacancies to prospective employees as it is for the candidate to promote their skills and experience upon applying for a role. If you are going to attract the best talent available, organisations are going to have to sell themselves as a great  place to work and when checking out a company before applying for a role, social media is often the first point of call for candidates. Research  conducted by Universum,  looking at how the  top 400 largest companies in the US use social media, has indicated that a large percentage of organisations  are still struggling to achieve high levels of engagement within social media. The study investigated how social media can be used for talent attraction; exploring how much business leaders invest in social media, how they use it  for branding and recruiting and whether they measure the level of engagement they receive on social media. Here are some of the findings from the Universum  study: What is the top  channel for promoting employer brand? Senior executives were surveyed about what channel across digital, print and personal events they find the most important for promoting employer brand and a third of respondents (35%) said social media was the most important digital channel and in second place was the employer website, with 29% saying it is important. The top print channel is brochures (16%) and the top personal channel is career fairs (17%). Social media is one of the top tools used for job search these days and therefore a high number of candidates will already be present on the networks, especially millennials. For this reason it makes sense to optimise the brands use of social media, as it is likely that this is where candidates will build an idea of who the organisation are. Showing the human side of the brand is really beneficial for getting candidates on board and social media opens up this possibility. Jobvite recently conducted a study of more than 1,800 recruiting and HR professionals, which found that 93% of recruiters use of plan to use social media as a means of boosting their recruiting efforts, however 82% report that their social recruiting skills are proficient or less. This means that although  social media for recruiting is at an all-time high, the vast majority of professionals don’t feel that they are using it efficiently. This isnt entirely surprising, as there is a lot to learn in order to make the best use of social media channels, from carefully targeting passive candidates, to showcasing the brand, which require time and money to master. A different strategy may also be required for each social channel, for example Twitter posts can be kept brief but frequent, whereas less frequent but meatier content may work better on LinkedIn or Facebook. How much is invested in social media? The majority of organisations involved in the research reported that their spending will increase in the next five years, with 65% stating that they are likely to increase spending on social media in general and 63% increasing spending on social media advertising. Survey responses  varied with industry and the management consulting industry will reportedly see the highest increase in spending in the coming  years, with 84% saying spending will increase within the sector. On the other hand, only 65% of those in engineering and manufacturing said spending is likely to increase. It makes sense to see a variation by industry as certain industries are more digitally focused than others. It is important to know who your target audience are, as investment has to reflect the potential benefit of using social media to target candidates in the industry. Candidates working in marketing or journalism are almost certainly more likely to be accessed through social media than perhaps mechanics or bricklayers would be. How do the top companies use social media? The majority of executives have said that they plan on increasing their use of social media for employer branding; 38% of these said they will increase by a lot and 31% claimed they will increase a little. A further 8% said that they actually intend on decreasing their social media use for one reason or another however. Despite the importance of social recruiting for attracting Millennial candidates, the level of activity on social media was considerably low. When asked about their activity on social platforms, just 32% of those surveyed said that they work to maintain an active presence on a career account,  42% said that they have a moderate presence,  19 percent reported that their  social recruiting efforts  are fairly inactive and 11% report no activity at all.  In addition to this, only 20% of these organizations employ someone to manage their social media presence for career opportunities. These findings suggest that a large percentage of the companies involved in the study could benefit from an increase in investment, particularly for hiring an individual to manage the social media presence for the company and can put the time in to optimise social recruiting and employer branding for the best possible results. To what extent is  social media effectiveness measured? Despite the high percentage of those identifying social media as the most important channel for employer branding and for recruitment, only half (52%) of the survey respondents said that they measure the effectiveness of their social media activity, though 69% do plan to do so in the next five years. It would appear that they have missed a trick here, as social media requires monitoring to pinpoint  techniques that deliver optimum engagement with the audience. It is only possible to do this by observing the success of social media activity on a day to day basis, due to the immediate nature of it and evolving trends. Tools such as Klout, Hootsuite and Buffer can offer analytics to measure the success of your social media activity. More than half of the organizations in the study reported that they have a social media policy or guidelines for their employees (54%), which is a positive indication that they are on top of risk management and have a clear understanding of what they want to achieve with their social media presence, though for the other 46% it is important for them to develop a strategy in order to develop a consistent online presence and professional reputation. Who is accountable  for employer branding? Respondents were asked who they feel should be responsible for employer branding activities and the response demonstrated quite a difference in opinion amongst those involved in the study, with each functional area claiming a higher degree of  liability over it. The most popular  response was that HR are responsible, though this was still quite low at just 34%, so it would appear that organisations are unclear about their branding and talent attraction strategy and who should implement it. How can social media  be used for recruiting and employer branding? Marketing departments in large organisations will no doubt have the expertise  required for talent attraction professionals to build effective social media programs and if there were to be more collaboration between departments a more effective strategy could be developed. One particular option that generally receives positive results, is a Social Media Center of Excellence, which is a training and development program that educates teams on how to use social media efficiently in all areas of the business. Programs like this help to form a broader knowledge of marketing  across the organisation, improving the quality of social media use. In the next year it is important for HR and recruiting to focus on quality rather than quantity and one top accounting firm in the study posted 60% less than its competitors but scored highest in engagement, which suggests that perhaps less is more. It is also important for organisations to keep up with evolving social media trends, as what works one month may not work the next. Conclusion: The results from Universums study indicate that although the majority of large companies are aware of the necessity of social media for attracting the top talent to their organisation, they are not entirely knowledgable about how to go about it. Though plans are to increase investment of time and money into boosting social media use in the next five years, only a small percentage of the companies involved in the research follow a clear pre-decided strategy and have an assigned team member to manage social media accounts. For the best chance of attracting top talent to their organisations, I feel that business leaders need to invest more time and money  into building a consistent and thought out brand image. This  can be achieved by providing  thorough training on each of the social platforms, to build a clear understanding of what type of content will be the most engaging, where, and  by hiring dedicated staff  they can be sure that social media activity is consistent and responsive and in turn create a positive employer brand.

What To Do On The Interview Day [INFOGRAPHIC]

What To Do On The Interview Day [INFOGRAPHIC] Interviews will almost certainly be nerve-racking experiences if you are looking for your first job out of college or even looking to move on in the career ladder. It is important to remember that if you get as far as the interview stage, the potential employer has singled you out as someone who would be a good fit for the company, and is really assessing if your personality will fit with the culture in the workplace. Preparation Most resources online will tell you that the most vital thing when it comes to interviews, of course, is preparation. Take a look at this post for the things that you wish you had known before your interview. What exactly should you prepare for though? Step back and think about your role. What will be required of you on a day-to-day basis, what kind of skills will they be looking for? More often than not, they fall under the bracket of communication, self-motivation and time management. Have two or three solid examples of situations where you have used these skills and the direct effect they had on your workplace. Even if you don’t get asked directly, it is a great way to make your answers better for a similar question. Style What you wear should play next to no part in getting the job or not, however, giving a professional appearance can play a huge part. If you are interviewing for a position that is client facing, it is almost certain you should dress in a suit if youre a guy, and a formal blouse and skirt if youre a girl. Your interviewers may not just be looking for your skill-set but also how you are likely to be in front of clients, are you a natural salesman? Dressing casual in this scenario is likely to be unwise. However, if the job is more back of house, not often coming into contact with anyone outside of the business, a more casual approach is likely to pay dividends. By dressing in a jumper and tie, you give the impression you understand your potential role and are likely to fit in well with your colleagues. Although this may sound ridiculous, you only spend a short amount of time in an interview, much of which the interviewer will forget about when you walk out of the room. First impressions matter! Finally… Be yourself! It is no good getting a job now that you will hate six months down the line. Make sure you think why you want to work for this company, and you will find your rewards are greater. Remember, an interview is a chance for you to see if you will be a good fit, just as much as it is for them. If you follow these simple steps, you will be fine. Remember: Relax, Prepare  and wear your lucky underwear! Written by Jon, who is currently working for House of Fraser, specifically  their lucky men’s underwear department. 41

Resume Writing Service - Hiring the Right Service Provider

Resume Writing Service - Hiring the Right Service ProviderBest resume writing services 2020 is definitely a unique opportunity that has been created for people who are in need of a good and efficient resume writing service. These services have helped countless individuals to land up great and prosperous careers. In this article, you will be introduced to the process of hiring the right service provider and how you can get your dream job through a resume service provider.A professional resume writing service can be found on the internet and can be purchased through the Internet. It is worth noting that the best service providers are experienced and known experts who have been giving their best service for years. But, here are some tips on how you can find out if you are hiring the right company for your job search.First, try contacting the service provider directly through email or phone. You can inquire about their services and see if they offer a free trial period for the job that y ou want to do. You can also inquire about their cost and rate or know whether it is a one time payment for the service or an annual fee for the service.Asking for information is the most common questions asked by the job seeker. One of the best ways to get the information is to visit the website. Try to look for the contact details and the contact number for the company. Check out if they are accredited, certified, nationally or internationally recognized and state the following information in your inquiry letter:- Resume details, contact information, current employment status and any other relevant details of the job. Also, you must give more than just the name and address of the company and the contact numbers of the agency. There must be at least three main points on your inquiry letter to properly assess the company.- Once you know that the service provider is legitimate and licensed, you can start comparing and analyzing the services. Ask your friends or relatives whom they hir ed for the services and learn from their experience about the level of professionalism and quality of the service.- Get to know the types of services that are offered to you by these services and remember to ask for additional details such as information on the credit records, certifications and experience they have as a writer. They should have all the basic services, including copywriting, editing, designing and correspondence.- Even if you are not hiring a legal agreement, you can still hire a professional. The ability to become a competent writer is not a requirement. The only thing that matters is the competency of the writer and the information that he or she gives you in your letter.

How to Conquer Your Fear of Small Talk CareerMetis.com

How to Conquer Your Fear of Small Talkâ€" CareerMetis.com Unless your chosen career is ‘hermit’ or ‘horse whisperer,’ small talk is likely to be an inescapable part of your professional life. But just because you’re good at your job â€" or even at job interviews â€" it does not follow that you’re good at small talk. This can be one area that lets you down â€" maybe becauseyou’re so good at your job, and haven’t attended to the minutiae of human interaction!And if you’re an introvert, you’re sure to find it especially draining, trying to come up with something to say and the energy to ‘give as good as you get.’So here’s a thing: it’s just small talk, right? We’ve been doing it for millions of years. The campfire was probably rife with it. So we know a thing or two about it, as a culture, even if it feels alien to you as an individual. If that is the case with you, here’s a great opportunity to learn how to do it: a set of small talk skillsyou can learn in an hour and use for the rest of your life (hint: these tricks work in the real world as well as the world of work).For example, learning to listen makes you better at talking at the same time as reducing the need for you to say anything! That’s because small talk is actually about engagement rather than content. If you can demonstrate that you’re listening carefully by making good eye contact (the infographic below shows you how) and repeating back elements of what the other person’s saying, then congratulations: you’re making small talk.And even if you do need something original to say, you can base it off your deeper understanding of what the other person’s just been talking about instead of ransacking your brain to come up with something original about the weather.Easy, huh? It can’t fail. Unless the other person is a horse. Get stuck in with the rest of these great small talk tips!

Happy workplaces wanted - The Chief Happiness Officer Blog

Happy workplaces wanted - The Chief Happiness Officer Blog We are compiling a database of exceptionally happy workplaces around the world. Who do you think we should include? It can be any kind of workplace big or small, government or private sector as long as they are genuinely happy. Leave a comment if you know a workplace that belongs on the list. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

How to Set the Right New Years Resolutions This Year - Hallie Crawford

How to Set the Right New Year’s Resolutions This Year With a new year almost around the corner, it’s exciting to imagine all the opportunities that await us. But most opportunities, especially in our professional careers, don’t just drop into our laps. We have to work to create and achieve new goals in order to keep advancing and be successful. This is easier said than done. In fact, a study showed that 42.4% of those who set New Year’s resolutions say they fail on their resolutions every year. So what can you do to help ensure that you can reach your professional goals? In a previous article, we outlined three main steps to set meaningful goals: Identify inconsistencies Define your values Attach your goals to values We also discussed a few exercises to help you identify your values and areas where you can set new goals for yourself. We talked about: The Life Balance Wheel (For a free copy of our easy-to-use tool, email us at admin@halliecrawford.com and ask for the New Year’s Worksheet.) A peak experience in your life Click here to review them now! You will also want to have your notes on hand because it is time to attach your goals to values. When there is a value attached to a goal, it provides you with powerful motivation to accomplish your goal. Instead of arbitrarily choosing something you think might be helpful, you have taken the time to identify what is important to you at your core. You are sure that the goal will be beneficial to you because it involves values you want to honor and contributes to your life balance. Now, take out your list of wanted improvements from your Life Balance Wheel exercise and your notes from your peak experience exercise. Try to match the things you want to improve on to your personal values. You may find that some of your goals can be grouped together to match a single personal value. And you may discover that new goals emerge from comparing your notes. Note: Make sure you take sufficient time to think through your list and identify the value or values behind them. Don’t be afraid of writing down anything and everything that comes to your mind while you work on this exercise. It’s important to put it all in writing and you can organize and prioritize your notes later. (If you need help matching your goals to your values, we would love to help! Schedule a free Career Strategy Session today!) Now from your list, choose the two values that are most important to you. What can you do this week to start honoring those values? Set one goal for each value.  Write down your goals and place them where you will be reminded of them. To provide a little more motivation, take a few moments to visualize what your life would look like when you take those action steps? What would it look like if you didn’t take action? When setting goals, it’s also important to: Be specific. Instead of generalizing your goals, get as detailed as possible. For example, don’t just say you want to be more productive, say you will start prioritizing your workload every week/morning to make sure you are tackling the most important tasks. Set a timeframe. One big problem with New Year’s resolutions is that they get lost in an undefined timeframe. Instead of saying next year you want to have a bigger impact on your team, say “Next week I will choose an article to share with my teammates that can help us be more effective.” Make sure they are measurable. Another problem with goals is that if they are too farfetched or long-term, you can get discouraged. If you want to be an astronaut, determine what short-term goals you can accomplish in the next few months. For example, study and get your pilot’s license. You also may need to get additional schooling. Once you have defined your goals, it may be helpful to find an accountability partner. Someone who will help you stay on track and share your experience with you. Agree to check in with each other on your goals after a certain time frame, perhaps every 3-6 months. Discuss what is working and what isn’t working. You may find you need to make some adjustments on your journey to reach your goals. And once you have reached a goal, go back to your notes and pick the next goal on your list.