Response Strategies for Positive Risk

Response Strategies for Positive RiskResponse Strategies for Positive RiskNegative risks are when things could go wrong on a project. However, its also possible for risks to be positive. Yes, really We tend to think less about positive risk in project management, probably because team members, managers, and project sponsors focus more on what could go wrong. Positive risks are situations that could provide great opportunities if you only harness them effectively. There are also formal management strategies for responding to positive risks. They are Exploit, Share, Enhance, and Accept. Lets look at them in more detail. Exploit This response strategy tries to make aya that the risk happens, so you get the perceived benefit from the situation. Simple ways to do this could be to train the team to give them extra skills or to tweak your deliverables slightly so that they respond better to the opportunity. Remember that positive risk doesnt have to only apply to the deliverables you ar e creating. It can also apply to the way you are creating them. An excellent example of this is if someone on your team comes up with a way of cutting the project timescales by 10 percent if you make a change to a project management process. By training people in the new process, you can increase the chance that youll exploit the opportunity to deliver 10 percent faster. It can be hard to think up ways that you could exploit the opportunity so that you make the situation happen. Spend some time brainstorming to see what you can come up with. Share An excellent example of the Share response is in bidding for work. You may find that your bid would be more successful if you partnered (i.e., shared) with another firm. The opportunity (in this case, winning the bid) would be more likely to happen if you worked as a team. Another example might be if you are building something, working in partnership with a specialist firm for a particular component might give you the edge. Enhance Enhancing the opportunity can come about when you focus on the causes of the opportunity. In other words, what are the factors that are going to make this positive risk/opportunity happen? Think about how you can influence those factors. This could be by introducing software features to make the new product more marketable or shareable. It relies on being able to adequately articulate what is going to cause a beneficial situation to happen so that you can focus your efforts appropriately. Get everyone on the project team together to come up with ideas. Youll find it easier to work out how best to respond to the situation as positive risk response strategies can be challenging to get your head around. Accept As above, this is the do nothing response. Its a perfectly valid response, but one that might need a bit of explaining to your project sponsor. It simply means that you accept that the opportunity is going to come your way or it isnt. You do nothing to influence it either wa y, and you dont put any plans in place to deal with it. The most likely situations for using this approach are When taking action is going to be too costly for the benefit youd get back if the opportunity did happen.When taking action is disproportionate regarding work its too much effort to put the plans in place based on the likelihood of the risk happening. There might be other situations where you would instead do nothing. As long as you take this option as a considered approach and not because you didnt get round to making a decision, then thats fine. Talking About Positive Risk Most risk management is focused on trying to avoid situations happening that are going to be badeanstalt for your project. Thats why it can be hard to get people to think about the things that might go right, and how, in those cases, you are going to capitalize on the situation and make the most from it. Use your Project Board meetings as a starting point for this kind of discussion. Whichever one o f these positive risk response strategies you choose, your risk response strategy should be noted down in your risk register.

Customize this Outstanding Medical Assistant Or Phlebotomist Resume Sample

Customize this Outstanding Medical Assistant Or Phlebotomist Resume SampleCustomize this Outstanding Medical Assistant Or Phlebotomist Resume SampleCreate Resume Holly Jenks100 Broadway LaneNew Parkland, CA 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryEfficient and compassionate medical assistant or phlebotomist with extensive knowledge of phlebotomy techniques as part of background of overall patient care. Over six years as medical assistant also responsible for drawing blood, properly handling specimens and ensuring patient comfort within a growing family practice. Experienced in most widely used computer programs, medical terminologies and documents processing.Core QualificationsSafe blood collection and handlingProper blood storage techniquesDonor and patient careMedical records documentationRegistered and licensed phlebotomistBasic life support (BLS) certifiedExperienceMedical Assistant or Phlebotomist, March 2009-April 2015Cityland Regional Family Practi ce New Cityland, CAEscorted patients from waiting area into treatment rooms for doctor consultation.Provided phlebotomy services as directed by physician or nurse.Obtained blood samples for medical laboratory testing through venipuncture or capillary puncture.Ensured patient comfort and stress free provision of blood sampling services.Maintained high standard of safety and ensured all infection control policies and procedures were strictly observed.Cleaned, maintained and prepared blood collection equipment.Assisted nursing staff and other healthcare providers as needed and directed.Honored as Employee of the Month eight times in six years with the organization.Education2007 Registered Phlebotomy Technician (RPT)American Medical Technologists (AMT)2007 Licensed PhlebotomistState of California2009 Associate of Science, Laboratory TechnologyUniversity of California-New Cityland, CACustomize Resume

How to Handle Job Rejection With Professionalism

How to Handle Job Rejection With ProfessionalismHow to Handle Job Rejection With ProfessionalismHow to Handle Job Rejection With ProfessionalismTo respond or not to respond after job rejection, that is the question. What to do after youve been rejected.The job search can be emotionally draining and nothing can make it feel more so than when you receive a job rejection letter for a position you really wanted. It can be hard to take, but that doesnt mean you simply have to accept it and walk away.With that said, there is a time and a place for responding tojob rejections, and there is definitely clear etiquette for how to do so. Below is a quick guide to assist you in crafting a response and also in determining if you really should send one in the first place.Should you respond to job rejection?There are a number of ways to verstndigung im strafverfahren with job rejection, and while most people just move on, there are times when you may feel strongly that you want to make your case. W hen deciding if its worth the emotional and time investment to craft a letter after job rejection, consider the following three questions (and be honest in your responses)How badly did you want this position?If you have been applying to multiple companies and to almost anything related to your field, this job rejection homilie is going to be one of many. What welches it about this job beyond being a job that you wanted? If you dont really have an answer, then its not the time to respond. Take the rejection and wait for the right fit.How far into the process were you?Generally speaking, if you are only at the job-application phase of the process, theres no need to respond with a letter after job rejection. Your rejection was due to being screened out or to a strong candidate pool, so chances are, you need to start with analyzing your resume or skill set to determine why that was. However, there may be times when you feel strongly that you slipped through the cracks, so if your gut tells you something went awry from your submission to the hiring managers desk, you may still have a reason to respond.How personal was the job rejection?If you received a generic email, even after an interview, it may not be worth your time to respond with a letter after job rejection. There are a number of reasons for this, and some are based more on time restraints, but if the company didnt value your application enough to call or to send you more than a form letter, the response may go into a pile unread as well.All of these are only guidelines, as every case is different. Ive seen some candidates get a response when theyve been proactive at the early stages of the interview process, whereas others have gone through 5-6 interviews only to never hear a word. Consider your own comfort level and desire for continued contact before you decide to respond.How should you respond to job rejection?Should you decide to reach out, keep these guidelines in mind.Be politeRemember the golden rule we were taught as children. If you cant say anything nice, dont say anything at all. Remember, this is still a business communication, so keep your message professional. Nothing is worse than damaging a future relationship - and your professional brand. Thank the contact for their time, express your gratitude for the opportunity, and ask them to keep you in mind in the future.Be conciseShow the employer you value their time by keeping your message short and sweet. You are not responding to beg or to try and change their minds. You are simply leaving the door open for future discussions. Thank them for their consideration, tell them that you enjoyed meeting them regardless, and let them know you hope they will be in touch, should another opportunity thats a better fit open up down the line.Put the ball in their court and leave it thereWrap up the letter after job rejection with the response that allows the hiring manager a chance to reach out to you later. Leave a contact email and number, but dont attach a resume or add more information. You had the follow-up note for that, and the hiring manager has found the person they want to hire. Think of your message as an opportunity to cultivate a potential future partnership. Leave them to make the next move.It absolutely happens that people are contacted after a job rejection, and you will leave them with a positive feeling about you as a professional if you follow these steps.Is your current resume getting rejected? Let a TopResume writer help.Recommended ReadingCareer QuizIs Your Resume Ready to Beat the Bots?7MotivationTips for Job Seekers to Keep You GoingFree DownloadJob-Search Jumpstart PlanRelated Articles

Here is how energy drinks can harm our bodies

Here is how energy drinks can harm our bodiesHere is how energy drinks can harm our bodiesEnergy drinks are among the most common dietary supplements in America, but new research may make you want to break the habit of relying on Red Bull and Monster to stay awake at work. Energy drinks are filled with high levels of caffeine, sugar, taurine, and other stimulating substances to keep employees up, but researchers in Houston found that a single energy drink can worsen our cardiovascular health.How energy drinks can hurt usFor research to be presented at the American Heart Association,John Higgins of McGovern Medical School in Houston and colleagues got 44 healthy students to drink a 24-ounce energy drink and found that just one drink hurt their cardiovascular system. After participants consumed the energy drink, their blood vessels dilation decreased to 2.8% in diameter 90 minutes later, suggesting that the blood flow within their arteries had gotten worse.The American Beverage Associa tion maintains that energy drinks are safe for consumption by government authorities. But some employers are warning their employees from abusing them. The U.S. military warned troops from drinking them, saying energy drinks could do some serious harm to your body following a report that found soldiers who drank them were more likely to fall asleep on the job.When you are guzzling energy drinks, you risk overdosing yourself with caffeine, which is known to make our bodies and minds go haywire. Drinking doses of caffeine equal to or above 200 milligrams is known to cause anxiety, insomnia, gastrointestinal upset, muscle twitching, restlessness, and chronic daily headaches, according to a paper published in theInternational Journal of Health Sciences.One way to get more energy without risking your arteries? Sleep, the great healer of restless, weary souls. That energy boost is free.

Should you ever tell your boss youre unhappy

Should you ever tell your boss youre unhappyShould you ever tell your boss youre unhappyLike other pillars in life, happiness is a relative term. Its also a state of being that fluctuates over time and throughout seasons. Much like the ebbs and flows of a relationship or parenting, there are periods of great joy and others where, well, youre unhappy at your job. The tricky part of navigating a time where youre less than satisfied with your role or company is maintaining a sense of professionalism. And even more so How do you know when you have a right to complain, and when you should find another solution? Youre definitely not alone in the dilemma Its estimated up to 70% of people are unhappy at their gigs.This is a paralyzing number if you consider you spend about a third of your life at the sekretariat, according to career branding expert Wendi Weiner, Esq., If you arent happy at work, chances are that its bleeding over into your personal life. As someone who spent nearly 12 years unhappy in my role as an attorney, I know first-hand how it can take a grave toll on other aspects of your life -losing motivation to work out and becoming distant from family and friends, she adds.Here, the appropriate way to articulate your attitude toward your job and how to push forward through your despondencyIf you dont feel valuedEven when you stay hours into the night while the rest of your team heads home or you go above and beyond your responsibilities, your manager doesnt a blink an eye of recognition. Or have you been working double-time for months, and yet another co-worker gets a raise over you? It can be frustrating and put a major damper on your desire to put in the effort, but Weiner suggests approaching the conversation with a solution instead of a complaint.This is especially true if youre hoping for more dollar signs. Make sure you research comparable salaries and fair market value of someone with your credentials and work experience. The idea is to come in with a proposal of what you believe you should be making and the reasons why - specifically look to the reasons why you want to move up and why you have earned it, she notes.On the other hand, if you are happy with your salary, but feel like the office morale and executive approach toward appreciation is severely lacking, its worth addressing the issue and brainstorming opportunities for change.If youre feeling seriously undervalued, consider how you both can do things differently perhaps - maybe you need to show that value in a different way for it to be recognized, and perhaps your boss needs to do things to build more camaraderie in the office to show his/her appreciation, she shares. The fruchtwein important part is to have a suggestion of what you think can be done to remedy the problem.If you have too few resourcesThe good news your company is exceeding their metrics and reaping in new clients, all of which come with double (and triple and quadruple) zeros on their contract. The bad news much of the labor-intensive work is being thrown into your court and youre already stretched thinly, often wondering how to add more hours to your day. Not only are you putting pressure on your cortisol levels, but you run the risk of jet-setting toward burnout, causing you to feel unhappy with your work.When you need more hands on deck - or at least a freelancer or three - Weiner says its time to speak up. If youre frustrated and unable to get through projects in a timely fashion because of external factors - short-staff, not enough staff sttze and other issues - talk to your boss, she explains. Make sure its in an open fashion about your frustrations, but try to make it focused on the things you need for your boss to do to get you back to being super productive in the office. The idea is to come in with a working solution of how you can be a better employee and what tools you need to get the work done and excel in it.If you have a personal issue with your bossTheres a difference between an overabundance of deadlines and projects you cant manage on your own - and a personal riff with your boss that causes tension. While you likely wont always see eye-to-eye with your direct report, if your consistently butting heads, Weiner says it might be better to seek greener pastures than to go to a leader above them or negotiate a compromise. After all they are your boss - and they likely will receive priority over you.You will be placing yourself in a worse position at the office if you begin to air your dirty laundry about how your boss isnt fair to you in the office and is being a difficult manager. Instead, keep those negative thoughts to yourself, be the bigger person, and start your job search, she stresses.

How to Find Resume Profile Examples Online

How to Find Resume Profile Examples Online The prospective employer receives the work seekers information and details in the right way. The certifications and qualifications must be included here. Following that, you can incorporate an effective summary statement. Rather than stating what you would like, make the previous sentence of the profile statement all about your urge to add to the employer. The Honest to Goodness Truth on Resume Profile Examples Since you have to be concise, its important to work out what you would like in your next position, which means you understand precisely what skills and experiences to highlight. Show you want to learn and polish your abilities and interests. Experience in infographic resume with each work search objective. If you think you dont have enough experience for the appropriate job, then it is possible to combine your experiences designation wise. Top Resume Profile Examples Secrets Prior to going out on a work hunt for a new po sition within the field of social work, you must make certain your resume is all up to the endeavor. Read aloud what youve written so you can see thoroughly that you havent missed out any critical point. Utilizing dot points is going to be the optimum approach to draw attention to how your skills very closely match the job requirements. If youre a fresher and youre attempting to find an entry-level job in a trusted organisation then youve got to go for skills related resume kalendertag lines. Include thename of the organization youre applying for to demonstrate the employer youre genuinely interested in becoming part of their team. Therefore youll need to target your resume to fit the specific position thats advertised and attempt to blend your skills with the requirements of the business. Your resume objective must reflect what you might have to offer and the way that it may be beneficial for the hiring company. Ultimately someone who has a goal will always attempt to do pr ofit the organisation. What You Need to Do About Resume Profile Examples Before You Miss Your Chance Its possible to also understand the Company Profile Samples. The profile section needs to be put right at the very top of the page following your name and contact details. Make sure that you have audited your online identityparticularly in case you have a Facebook or Myspace page. If you intend to join a new business and craft a resume, visit the site and take a look at the Resume Summary Examples. Make it simple for them to find you by including the hyperlink to your profile at the peak of your resume. Unique kinds of company profile templates are readily available to assist you in creating seamless and powerful company profiles. Use the search box to find precisely what you want. The History of Resume Profile Examples Refuted A pilot resume is a significant aspect for your upcoming career. You dont have to choose a single objective which you use for every single applicatio n. The very first step is to produce descriptions of all sorts of consumers. There are several different formats and varieties of resumes to use, and which you select can depend on lots of factors. The Resume Profile Examples Cover Up Mention your goals regarding the job that you are applying An employer always attempt to be familiar with purpose of the work seeker. Highlight mora on skills applicable to the work position youre applying for. Your purpose is to find the job. A great CV can help you land that well paying job. Take a look at our most recent job offers If you wish to land job interviews in the modern job market, you want a high-quality CV that attracts recruiters and employers. It is essential that you dont attempt to be too fancy by utilizing every second colours and gorgeous graphics. Youve got to break from the format. The perfect format for your resume is shown in the example that you will just need to adjust for your own personal circumstance. The form at of your entry-level college-graduate resume will be contingent on the info youve got to work with. Mistakes dont paint you in an excellent light. Resume is a continuous procedure and it is going to likely to call for updates in your whole career life. Letters and other correspondence needs to be edited to fit your individual situation. Interviewing is not science and lots of the method is subjective. Examples would be when youre changing careers or when theres a gap in your chronology.

Resources Available at a Career Services Center

Resources Available at a Career Services Center When you are trying to find the right job or career path for you, a career services center can be an invaluable resource. Many community colleges and universities will have a career center on campus, and you should take advantage if you are a student in search of the perfect career. If you are a job seeker who isnt in school, you can also find many career centers in your local community. Often, a municipal chamber of commerce or local unemployment office will have a career or job center available for job seekers in your area. A career center has many different resources for individuals who need help finding the right career as well as individuals who are searching for a job. Here are some of the services your local career center might provide.Career CounselorsAt a career services center, you can find counselors who specialize in helping people find t he right career and honing their job skills. Counselors at a career center may help job seekers in many different ways by administering job aptitude tests, helping prepare a resume, honing interview skills or simply by talking about different careers with the job seeker.Career Aptitude TestsIf you are not sure what you want to do for a living, you can take a career aptitude test at a career service center. These tests examine personality, personal preferences and skills in order to determine the best career path for an individual. Your local career services center will usually have mora than one kind of test available so you can see which factors most affect which career you might be suited for, and you can really narrow down your career search by taking more than one kind of test.Job Skills DevelopmentOften, a local career center will also offer classes, reading materials or counseling in order to help job seekers develop their job skills. Computer classes, interview skills classes , resume writing classes and other types of job skills development classes may be available from your local career or job center.Office ServicesAs well as job skills and career choices, a career center might also offer things like copy machines for making copies of resumes. Many centers have computers for online job searches, filling out online applications or emailing resumes. A career center might also have a fax machine for faxing resumes and other paperwork for job seekers to use.NetworkingOne of the most often overlooked benefits of utilizing a career or employment center is the social interaction that a center can provide. Talking with other job seekers and sharing tips about available positions, interview questions, career choices and other topics can really help a job seeker get ahead. If you are considering using the resources at your local career services center, dont overlook the people you might meet while you are there.

Organizing Your Resume So It Makes Sense Career Advice

Organizing Your Resume So It Makes Sense Career AdviceOrganizing Your Resume So It Makes Sense Career AdviceThe importance of a good, solid, professional resume does not need explanation. It is the single item that is meant to garner an employers interest in you. If you ever had a college professor tell you to write 8 pages about a light subject, you can feel pressured to be as wordy as possible. When it comes to your resume, you have the opposite plight you must reduce everything about yourself and your experience into a single page.Clearly, the content and length of your resume are important, but what about the organization? How you organize your resume is also incredibly important because there are different types of resumes, all of which are formatted differently. You must make various organization choices based on who you are, what you are applying for, and where you are in life. This may sound confusing, and that is because many people are confused by the organization choices. Let us explain it to you.1. Chronological ResumeThe traditional resume format, a chronological resume is a simple summary of an applicants education and job experience. It follows a present-to-past timeline, working backward. This is ideal for those that were educated and are experienced in the related field and are looking to organize their resume so that it demonstrates a pattern of growth and upward mobility. Your existing resume is likely in this format, though it might not be the best vorkaufsrecht for your needs.2. Functional ResumeAn alternative format, a functional resume underscores an applicants skills, work experience, honors, and accomplishments. These fields are arranged by the field or area of strength, like supervision, social media marketing, healthcare, or government work. This is an ideal resume type for those that are returning to work in their desired job field after several years of absence, have decided to begin working in a new career field, or have worked for a long time in the same field without much growth or promotion.3. Modified Chronological ResumeUsually the most successful format, a modified chronological resume involves the organization of ones professional experience in chronological order while highlighting relevant and impressive details with the same categorical organization of the functional format. This type of resume is laid out as followsA header that includes your name and good contact info1 or 2 profile sentences that express your overall experience and strengthsWork history in reverse chronological order, focusing on experience from the past 10-15 yearsEducation information, including institution names, your GPA (if it welches 3.0 or higher), honors, and relevant extracurricular activities (New graduates and those with less than 5 years of relevant work experience should place this info before employment history.)Building an organized, streamlined resume that will bolster your education, experience, and accomplishment s depends on the use of the proper format for you. We think you can certainly impress any employer with a solid, well-planned resume. You will rarely be in a small pool of applicants for any job position. When employers are narrowing down their list of people to interview, they will eliminate resumes that are poorly organized or unprofessional first, even if the content is impressive. Be sure you make it past that elimination every time.See alsoTop List of Resume Essentials

A positive approach to change (driving transformation through co-creation)

A positive approach to change (driving transformation through co-creation)A positive approach to change (driving transformation through co-creation)It doesnt make sense to hire smart people and tell them what to do we hire smart people so they can tell us what to do. - Steve JobsOrganizations Are Not a Problem to be SolvedChange management has a negative reputation - its often seen as synonymous with a reorganization, downsizing, restructuring, merger, and more.However, the biggest dicke bretter bohren mssen with change management is the focus on whats broken - it approaches organizations as something to be fixed.Whats not working?The traditional problem-solving approach to change management - finding what is wrong and developing solutions to fix the problems - seeds a negative mindset. It makes people focus on whats broken. Time is spent rehashing issues and what caused them.After a while, the deficit-based view sucks everyones energy - there are blame and division rather than motivation and engagement. Teammates think they are doing everything wrong.We need a new paradigm. Organizations are not a problem to be solved - liberate the potential of your smart people.Appreciative Inquiry a Paradigm ShiftWhat would it happen to our change practices if we began all our work with the positive presumption that organizations, as centers of human relatedness, are alive with infinite constructive capacity? - David CooperriderChange is the lifeblood of an organization - its the catalyst for progress, innovation, and growth.Organizational change should focus on personal transformation, not on structure or processes. As I repeat over and over organizations dont change, people do.Appreciative Inquiry is an affirming way to create change - it seeks what is right in an organization. AI offers a life-centric approach to energizing people and move them in the direction of what they most desire.Appreciative Inquiry is a new paradigm in organizational change - a shift f rom the traditional deficit-based approach to one of abundance. Turn change into an open invitation - give every employee the opportunity to assume leadership responsibilities.Appreciative Inquiry is the co-evolutionary, co-operative search for the best in people, their organizations, and the relevant world around them. It involves the art and practice of asking questions that strengthen a ordnungsprinzips capacity to apprehend, anticipate and heighten positive potential.This framework makes people acknowleuchtdiodege and value the existing capacities, strengths, and successes. It invites everyone to envision a brighter future. Open collaboration helps identify opportunities and entwurf how to get there.The premise is simple every system, human and otherwise, has something that works right already - build on those strengths.The Positive Core of an organization is mostly unrecognized - it makes up the best of an organization and its people. Its often a hidden and underutilized sou rce. The Positive Core is the collective strengths and existing assets that help design and build the future.Appreciative Inquiry replaces the negative, critical, and spiraling diagnoses commonly used in organizations - it focuses on whats working instead.What Drives Change? The Five PrinciplesWhen work becomes play, and play becomes your work, your life unfolds. - Robert FrostOrganizational culture is a co-construction - its shaped by language, stories, practices, and relationships. The quality of that system defines how balanced, creative or productive an organization is. Culture can lift people or let them down.The foundation of Appreciative Inquiry was developed by David Cooperrider and Suresh Srivastva. Its based on five principles Constructionist, Simultaneity, Anticipatory, Poetic, and Positive.AI leverages the power of storytelling - words create worlds and images inspire action. Language and visualization play a crucial role to understand the present and see the future respectively.Inquiry creates change positive questions drive positive change. AI invites us to lead with questions.Appreciative Inquiry The 5-D CycleWe cant ignore problems - we just need to approach them from the other side. - Cooperider WhitneyFocusing on whats working sounds counterintuitive at first - people must learn how to approach problems from the positive side. We grow in the direction of what we persistently focus on. Focusing on the positive creates a long-lasting appreciation mindset.Building on whats already working helps integrate both the old and the new - they dont need to compete against each other. People start seeing change as an evolution - they shift from an either-or to a yes, and mentality. Rather than focusing on what needs to be fixed, people leverage the best of what has been and what is.Appreciation Inquiry is the act of recognizing the best in a team, an organization or community.It uses questions to uncover whats working - it acknowledges and amp lifies the good, instead of ruminating on whats wrong.Heres a brief description of the five phases.1. Define - What is the topic of inquiry?It is important to define what the system wants more of - thats the topic of inquiry. Definition is the starting point - it helps clarify the area of focus of any change initiative.The guiding question to sto of the process is What generative topic do we want to focus on together?The first phase defines the purpose and ambition for the project - the end outcome should solve for this phase. The cycle is a continuum - once the team goes through all stages, a new topic of inquiry starts the process all over again.2. Discover - Appreciate the best of what isThis phase is an open conversation to find whats already working. The more people can directly get involved, the better. Everyone is invited to participate, that doesnt mean everyone will volunteer.The Discover phase helps reconnect and acknowledge past successes, strengths, great ideas and moments. Its not a celebration of the past - we are looking for learnings that can be applied in the present and future.The bewerberinterviews and analysis help understand and make sense of what is discovered at both an individual and collective levels. The interview approach is open, human, and inspiring - its a dialogue, not a survey. A safe space is essential for people to speak candidly and openly.Focus on finding, emphasizing, and illuminating any factors that have led to the best in a given situation. What gives/gave life to the organization?3. Dream - Imagine what could beAI brings an interesting tension - we appreciate past successes, yet we are encouraged to challenge the status-quo. The Dream phase is about imagining possibilities - people visualize what could be or needs to be.The Dream phase leverages past achievements and strengths identified in the Discover stage. People dream where they want to see the organization in one, five, and ten years from now. The entir e team can project whats best for the company into their wishes, hopes, and aspirations.What could be? Collectively, the team visualizes the desired future state.4. Design - Determining what should beThe Discover phase is about collecting stories the Dream one is about creativity. In the Design Phase, we want to bring the two of them together - the best of what is plus what could be help design what should be.The entire organization works on creating an ideal scenario. The team focuses on identifying concrete and actionable ideas. They craft provocative propositions and organizing principles in which the positive core is alive in every strategy, process, decision, system, and collaboration.People are invited to challenge everything. In the book Appreciative Inquiry, the authors mention an experience working with a partner organization of Save the Children in Zimbabwe. The articulation of the future was simple Every person in Zimbabwe shall have access to clean water in five years. However, the above dream demanded a large design shift to move away from a traditional hierarchy to a new form of organization based on a network of partnerships and alliances.How can it be? Define how the dream would look like.5. Destiny - Creating what will beTo make the Dream come true requires a different approach to the traditional planning-monitoring-and implementation. The power of Appreciative Inquiry lies in stepping back - to let the organization emerge on its own terms. Leading change is more like a revolution than a structured and pre-defined roadmap.The concept of change as an open invitation goes well beyond people sharing stories or providing ideas - you let your employees take over. Theres no more effective way to create engagement than to grant autonomy, as I wrote here.Invite people to construct their future - freedom and ownership create a more significant commitment. Trust your people. They will build the necessary partnerships to get there.What will be? Demo cratizing leadership turns every employee into an agent of change - people focus on the positive and make the impossible happen.Practicing Appreciative Inquiry1. RolesThe role of leaders is to become a change catalyst - they sponsor and create the right conditions. Leaders are responsible for planting the seed and nurture the best in their team. Though leaders are champions, they participate as equals.Consultants help introduce the process and train employees as agents of inquiry and facilitators. They also design the overall process and facilitate the implementation until the internal team can take over. In time, consultants continue to help and overlook further implementation in close collaboration with internal teams.The Core Team stewards internal implementation - consider them the go-to-guys for anything related to AI. They are responsible for identifying the topics (define), manage interview guides and process, and encourage an everyday practice of Appreciative Inquiry.Last but not least, Participants are both interviewed and can conduct interviews. They help review stories and share best practices within their teams. They contribute throughout the whole process with stories, dreams, solutions, and action.2. Liberating powerAI is about democratizing change - it liberates power and unleashes human potential.Here are the six conditions recommended by Cooperrider and WhitneyFreedom to be known in relationships Peoples identities form and evolve in relationships. AI levels the playing field by bridging the gap across hierarchies.Freedom to be heard Open conversations dont just give people space to speak up - everyone is committed to listen to everyone else.Freedom to dream in community Leaders must encourage people to unleash their individual dreams and build a larger, collective one.Freedom to choose to contribute AI reconnects people with their most profound purpose - people feel reenergized and determined. People contribute because they want to, not because they are forced to.Freedom to act with support When everyone is listening and caring about each other, the desire to act increases - the system stimulates people to actively participate.Freedom to be positive Culture is the behavior we reward and promote. When negativity is no longer omnipresent, people re-learn to focus on positive conversations.3. Forms of EngagementThere are various ways of implementing AI. The chart below summarizes eight different forms in which you can apply Appreciative Inquiry in your team, organization or community.A Whole-System Inquiry involves the participation of all the stakeholders - employees, customers, vendors - all the parts co-create the Dream.An AI Summit is a large-scale meeting process that focuses on discovering and developing an organizations positive core. Participation is diverse and includes all the companys stakeholders.Its an exciting experience - an AI Summit unleashes tremendous power and enthusiasm driving holistic engag ement.As Cindy Frick, VP, Organizational Development of Roadway Express said, Appreciative Inquiry is the philosophy that is allowing us to engage the hearts, minds, and souls of our people - all of our people. Only when we do that, will we achieve breakthrough performance.As an example, this is what a 2-day AI Summit session could look like.4. Watch OutsAppreciative Inquiry is not perfect, just like any other method.The emphasis on the positive can quickly turn into overlooking the flaws and weaknesses of an organization. Here are some of the key watch outs as highlighted by research by Egan and LancasterDifficult interpersonal situations may be overlooked and remain unidentified as challenges to the success of the group or organization.Feelings of anger or frustration may not be voiced and may become barriers for some employees.Dissatisfied organization members may retreat and withdraw from the process because they are unable to feel included by the AI approach.Having said so, th ose flaws can be corrected. The beauty of AI lies in encouraging open conversations and co-creation. Here are some tips to overcome the watch out mentioned aboveAvoid groupthink - expert facilitation is critical to making sure tensions are encouraged and that all stories are heard. Promote positive dissent.Address whats not working - the same way traditional change management approaches focus on the problem, you want to avoid an idealistic, positive outlook. Leveraging on positivity and strengths doesnt mean being naif or blindsided by whats not working.Promote Psychological Safety - create a space for open dissent, not just to see the good. Tensions keep teams at the top of their game. Positivity doesnt mean avoiding conflict, but not focusing all the energy on the problems.Use Positive Inquiries to solve whats broken - AI doesnt dismiss problems, it uses a different lens to evaluate them. When they arise, they are validated as live stories and then reframed as a positive inqui ry. For example, the problem of high employee turnover becomes an inquiry into magnetic work environments. Or the problem of low management credibility becomes an inquiry into moments of inspired leadership.Practice makes perfect - Implementing any new method requires mastery, not just knowledge and understanding. Learning to drive a car, doesnt turn someone into a Formula-1 driver. Thats the problem with the Design Thinking craze. Everyone became a so-called expert, as I explained here.Putting It All TogetherYour team doesnt want to be managed and told how to change. Remember Steve Jobs words. If you hire smart people, let them tell you how.Appreciative Inquiry is about leading change instead of managing it. A paradigm shift is necessary to encourage people to co-create organizational transformation.Through powerful questions and open conversations, AI uncovers and acknowledges the positive in any organization. All stakeholders are invited to dream and co-create a promising future .Improve Your Change FitnessDownload a free copy of my guide 7 Ways to Improve Change Fitness.This article first appeared on Medium.

Leaving Old Jobs off an Application vs Including Them

Leaving Old Jobs off an Application vs Including ThemLeaving Old Jobs off an Application vs Including ThemDo you need to include every job you ever had on a job application?What if theres not enough room to list them all? How about when some of the jobs you have held arent relevant to the positions that you are applying for now? When job applications are zugreifbar, there may be space to list an unlimited number of past positions. On other applications, you may only be able to list a certain number of jobs. How many positions should you list? And, whats more important quality or quantity? Which Jobs to Include on a Job Application There are strategic reasons to include - or exclude - certain past jobs. As a general guideline, you should focus on crafting your work history to best support the specific position you are applying to. If you have an extensive work history, it will be more difficult to represent your experience in an easily digestible form. At the same time, youll ha ve more vorkaufsrechts as to which positions you choose to include. Candidates with limited experience will not have as much leeway since theyll need to present at least some evidence of past employment. The exact number of jobs to include on your applications will depend on your personal situation, but here are some suggestions to help you to decide on how to represent your unique work history in a job application best. Here are some tips for deciding how many jobs to include in job applications. Read the Directions Very Carefully Look for indications of whether employers make statements like list all past jobs. In these cases, you will be limited to following directions and should include all positions that fit within the available space.Leaving out jobs, particularly during your recent work history, could be grounds for rejecting your application. In the case where you have many jobs in your distant past that are not relevant to the job for which you are applying, you could s ummarize your employment during that period. For positions more than 10 to 15 years in the past, for example, you could say, Worked in a variety of retail services positions from 1990-1995, details available upon request. Listing All Positions for a Certain Time Frame Some applications will specify that you list all positions for a certain time frame, like the past 5 or 10 years. In a case like this, you should cover all positions in that segment of time, but you can be selective about what you include in years prior. Regardless, make sure you find a way to incorporate all jobs that show evidence of critical skills or knowledge bases. If youve left out jobs that you had outside of the employers timeframe, for example, and those positions are irrelevant to the current position, you can write something like, Highlights of additional employment provided below. Complete work history available upon request. if there is a place on the online application for additional information or n otes. Keep It Short Be brief when describing irrelevant jobs that you are forced to include, or jobs that are from the very distant past. Instead of detailing duties that arent impressive, make other points.If you held an evening job at a restaurant, for example, you might say Worked extra hours to expedite the repayment of college loans. If applicable, you should also highlight promotions, awards or key successes. That way, even if the work isnt relevant, you can at least make a point about other aspects of your candidacy. Pick and Choose Which Jobs to Include If you arent directed to provide your entire work history or all positions within a certain time period, limit the number of positions to those jobs most relevant to the position youre applying for. However, be sure that you arent creating gaps in your work history. You Can List More Than Your Work History Applicants with a limited number of non-related experiences should try to incorporate volunteer and co-curric ular roles. If the employer doesnt have a special category on their application for volunteer experiences or activities, then include these experiences within the employment section. Label them appropriately, so it is clear that the positions were unpaid. For example, you could list volunteer activity as Volunteer Event Coordinator, PTA or Fundraising Volunteer, American Cancer Society. Dont Create an Employment Gap Some candidates are reluctant to leave off less pertinent positions because it would create gaps in employment but dont want to include less impressive jobs.In this situation, one option is to leave these jobs off and use the comments or additional information section to provide an explanation. This approach will make the most sense if you have an easily understandable rationale for taking time away from your career or downshifting to a less relevant, or impressive position. Perhaps you were taking courses, raising a child, or caring for a family member. Keep in mind that your cover lettermight also be a place where you can account for any disturbances in your work history. Keep Your Work History Honest Its important to portray your employment history in the best possible manner.If you can closely match your experience to the employers requirements, youll have the best chance of getting hired. However, its even more important to keep your job applications honest. When you sign (on paper or online) a job application, you are attesting to the fact that what you have listed is accurate and truthful. Employers can, and do, verify the information that job applicants give them.If your application isnt honest, it can cost you a job - either now or at any point in the future.