Multitasking The Art of Ruining your Career

Multitasking The Art of Ruining your Career Home career Multitasking: The Art of Ruining your CareercareerCollege CampusesMultitasking: The Art of Ruining your CareerIs multi-tasking right for you? Have you been working up late trying to manage your schedule and time? Know how effective multi-tasking can help make your career!By Amit Kumar - December 30, 201613960Facebook I responded just the way everyone else would respond when I was faced with a similar encounter of problems in my life. I started working late, cutting my sleep and thinking over how to manage my time perfectly. There were days when I used to stay up awake all night working on one project and then in the day I used to attend college studying a completely different subject. Then, in the afternoon I would read some books trying to get my head around a new scientific discovery.My days would start with me trying to focus on my college studies and end with me trying to come with a logical explanation for the atom to behave in a certain way. There was a lot going on in my life before I decided to calm myself down and take a moment to analyze the situation. The observations made me realize the foundation that makes us learn and how the very strive for learning and putting in a lot of information might be the problem. Our mind is a storehouse of information. However, it is also the dumping ground of information. Over the 24 hours in a day, we read, listen, watch, learn a lot new things. If we are aware enough and conscious about our learning habits or about our day-to-day activities, then we would have no problem handling the huge chunk of information.However, not each one of us is aware every second of the day. This leads to overlapping of professions, interests, passions and dreams. The mind dumps all the information which we didn’t care to be conscious about. It stores up a lot and when the time comes to use the information, we are doomed. The order inside our mind gets disturbed with increase in information and decrease in consciousness. We try to accomplish many things at a time but we are actually not able to dedicate ourselves to even a single task at hand.[beautifulquote align=”full” cite=””]It is the art of performing a number of tasks before the given deadline with the exception of working on a single task at one time.[/beautifulquote]Multitasking when considered in the terms of time, gives out a sleek definition which if implemented would bring ruins to your career. For some people, multitasking is about doing a number of tasks at the same time. However, multitasking when considered in terms of productivity gives out a beautiful definition which if implemented would bring glory to both the person and the company he works in. For such leaders who know how to utilize the power of multitasking, it is the art of performing a number of tasks before the given deadline with the exception of working on a single task at one time. This methodology shapes the way we grow; it reduces disturbance in the mind and prevents you from ruining your career.TAGScareerDreamsgoalsLifemultitasking

Paralegal Job Description Sample - Algrim.co

Paralegal Job Description Sample - Algrim.co Paralegal Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Paralegal Cover Letter Sample 30+ Best Paralegal Interview Questions Answers Paralegal Resume Example

Do Recruiters Have the Right to Privacy Online Cojones!

Do Recruiters Have the Right to Privacy Online Cojones! Yet another session with agency recruiters has forced me to publish a rant! I’m there talking about Twitter and Facebook and a consultant tries to persuade me that the Twitter account he has is private, can only be seen by him and his mates and is protected. He therefore has the right to do what he wants with it. I checked out his LinkedIn profile, spotted the account he referred to, noticed that he had the F word in his Bio (amongst other things) got out my collapsible soap box and…  COJONES! I work with some really lovely clients.   They are all really great people: funny, educated, great companyI really rate the industry. I have a Twitter, Facebook, Instagram, LinkedIn, Slideshare, blah blah account. I have a nice number of followers. However, I get really fed up when a recruiter tells me they can do what they like on Facebook and Twitter as it’s their personal space â€" it’s just Cojones: I dont spill my guts online â€" I’m a lady! I stick to the positive on my social networks, and tune into the news when I want doom and gloom I engage with happy, positive people. I don’t get involved in online chats with people where the content is negative, political or nasty (no matter how close I am to them offline). I value my business relationships, my pipeline and my kids’ futures. When I read negative stuff online I get down (and not in a funky way either!). You don’t need to spill your guts online to be interesting: I think I have a pretty interesting life, and I share stuff that I get up to inside and outside of work. I don’t share things that would lead to my clients disrespecting me. I aim to be positive and constructive â€" rarely negative. I have a pretty dry sense of humour; which if we met face to face would be coupled with a glint in my eye. You won’t see my cheeky grin / glinty eye online, and negative comments taken out of context will be misinterpreted I can add a :) but it just doesn’t convey my approach, so I try to stick to happy, jokey Lisa online. Recruiters are getting fired because they’re stupid: I know a lawyer who is currently working with 2 recruiters who have been fired due to their supposed privacy being interrupted by their supposed friends grabbing a screen shot of their supposed private Facebook / protected tweets and publishing this in public. So much for supposed privacy (that Print Screen button is the devil!) I am sure the “it’s not fair” mantra is prevalent in those homes right now, and who knows they may be reinstated if the tribunal finds that they were unfairly dismissed…but their careers have been interrupted, people have got hurt and all because they were stupid (or perhaps just a little rash and uneducated about how their “private” lives aren’t really private?) Educate rather than stipulate: I talk to clients and their recruitment staff every day about the potential outcome of theoretical privacy.   I believe a lack of understanding of online privacy is a massive risk to the recruitment industry for a number of reasons: 60% employers check employees out  Do they really log off when they bump into you online?   Bear in mind that most social media software is built around forcing you to bump into your real / potential contacts, so the likelihood of your clients accidentally finding you is pretty high. Serendipity does not exist online anymore â€" there are no happy accidents which show you profiles of people â€" it’s all engineered according to who you know and what you say. Ideas surrounding “views are my own” protecting individuals â€" Clients and candidates won’t care if they’re “your own” if your ideas are offensive, they’ll disconnect and move on to a recruiter who does not offend them. Many recruitment leaders shy away from social media   Through fear of a lack of privacy, and this behaviour also leads to a lack of expectation and endorsement of social media. Silly! Your clients and candidates are “on it”. Privacy online is an education piece adults need to know the potential outcomes of their behaviour if they’re to buy in to behaving differently and reducing risk to their jobs and the business which employs them. Do the math! Some cojones solutions: Advise your staff to go “underground” and have a separate Twitter account  This is akin to saying to your staff “yes, off you go and post what you want on your own Twitter page” Really?!? I rarely see this work, so unless your staff are so secretive that no-one knows them, or they work for Nasa and get how to lock down their profiles, I suggest you don’t bother with this approach, it’s just too dangerous “Views are my own” your bios â€" Not convinced that this protects your staff â€" but it does protect the business from lawsuits from suppliers, candidates, clients who may be offended / affected by what they post. But again it does not protect the user / business from a drop in fees if the clients / candidates spot theoretically private content not meant for them that causes harm. Lock down access to social media â€" ABSOLUTELY, let’s demoralise the workforce and prevent them from using the one thing that their clients and candidates are getting really savvy at in order to protect your reputation. After all, they don’t have smart phones, 3g, wifi, fag breaks, an axe to grind… So, what’s your plan? Educating your staff is key to helping them use these systems to deliver their KPIs.   Make sure that they are aware of what their actions could result in and make sure you have a policy that covers you if you want to something drastic.   And please don’t restrict your policy to “don’t do stupid stuff or we’ll fire you”.   You need detail and practical advice not an umbrella statement that is likely to be misinterpreted. Due diligence: And perhaps checking them out before they join the business to ensure that they are “on brand” before you get them to take your brand online too. What’s your plan? Note: Meaning of Cojones (in case you’re not bi-lingual like me! ??

#1 Rule for giving advice to women

#1 Rule for giving advice to women Black people should not wear hoodies. Thats one way to deal with the problem of people shooting black people. Maybe not the best. Who even knows. I have a friend who is white, married to a black guy and they have two sons, who, as you can guess, count as black in this country. Even she has no idea how to teach black boys to avoid getting shot. This makes sense.  But I am mystified when  I see that the Global Summit for Women this year was all men. That’s the picture, up there. TechCrunch, gospel of the tech sector,  knows they have to put women in charge of telling women to have big careers, so  Alexia Tsotsi takes up the torch, but she has no kids. Kleiner Perkins, top-tier venture capital firm,  understands the rule that men can’t tell women how to balance work and kids, so they put  Juliet de Baubigny up to the task, but she is telling women launch  startups and have kids even though shes never launched her own  startup. (And, if she did such a good job of doing her job and her family, how do we explain that  she just got a divorce?) Another thing:  I dont want to hear from any women with newborns telling me theyre doing a fine job having kids and a big career. Because newsflash: You need  millions of dollars to make a newborn and a startup work together if youre a woman. For some women the conflict between work and kids hits while the baby is growing inside them. They quit work. (At such high rates that Sheryl Sandberg has taken time to reprimand them: Don’t leave before you leave.) For some men it’s when they take paternity leave. Like my cousin Michael Roston, who has never told me he can be on my blog, but since he’s maybe a public figure, I think I can write about him without permission. Michael works at the New York Times  which means hes a media rock star,  but  not in  my family where so many people work in big media that  my next start-up should  be me quitting my blog to start selling tickets to PR firms to come to our family Thanksgiving. Anyway, the New York Times is recognizing that they are not as cool as Reddit or Buzzfeed, so they are going to have to compete on old-school, baby boomer terms: Benefits. And luckily, even though Gen X thinks benefits are paternalistic, Gen X wants to leave work on time to be with their kids before bed, and Michael is a Gen-Xer. I knew Michaels  paternity leave started when I got calls from him at irregular times of day. Every day. Because taking care of a baby is a lethal mix of insanely boring and insanely important. If only it were just one. Well, but then if it were just one then it would be like going to work. So I’d be more willing to take advice from Michael about how to have a career and a kid than I would any of those women listed above. But then again, let me tell you about my friend, Alison, who is in marketing  and definitely does not want to appear on this blog because all PR is good PR except for if its about not being able to deal with your kids. (So I changed her name.) Alison  works at  company that is positively great for moms with kids. It’s filled with women who are doing itits not like anyone is doing it like Sheryl Sandberg who has found some fairy dust  equation to give up nothing but each woman at Alisons  firm is making the compromises she chooses. Which is really what women want to be able to do. And Alison and I talk about how to figure out who is giving up what, because every woman who keeps a big career gives up something else. We need advice about which compromises might work. Which things can we give up? We don’t have a clear answer, but we are trying, right? But the only women  who will talk about  how to have a big career and have kids are women who are not really doing it: either they are giving up their kids, or giving up their marriage, or they are in fantasy land telling us that when they have kids they will be able to do it just fine. I am going to cite research that I don’t have but I wish I had, that says that 80% of women who do not have kids think they have a satisfactory solution for kids and work. And 100% of women with kids over the age of 10 say they do not have a satisfactory solution. Why? Because when your kids can poke you on your soft spot, you can’t hide. Kids know when you pick work over them. They say it. Kids know how to pull at your strings: “All the other moms were there except you.” Kids start learning early on that moms experience guilt at a much more visceral level than dads, so the kids don’t bother with the dad. It’s a DNA thing here, and if you don’t know that I’m right, you live under a rock. (Even moms who have stay-at-home husbands care more about the little things than the dads do. It’s just that the moms would never say that because it only serves to undermine the agreement they worked out with their husbands.) So as I was saying, Alison  is torn about work. It’s hard for her to go to work. It bugs me that Alison made me change her  name, but the truth is that any woman would: talking about the pull of parenting  is career suicide, which means there is little real discourse on the topic. And what were left with is  women writing about how  women should have big careers when they have kids. Sheryl Sandberg can hold herself up as a grand role model when she tells women to keep working in high-powered careers after kids. Juliet  can be a spokesperson for the (extremely male dominated) venture capital community  by saying that she is successful because she didnt scale back her career. And Kleiner Perkins supports this! Hooray women! And dont worry about that divorce! All these women who are currently working really hard are telling other women with kids to work really hard. And the majority of women with kids will say privately that they want part-time jobs  but no one can speak publicly until they capitulate. Which means we have skewed media. A one-sided conversation, at best. But the big thing is that the majority of women are not represented in the conversation. If you give advice to women, talk about something you know. Lets stop  stop publishing women who don’t have kids telling women who do have kids that they shouldn’t give up. Don’t give in! Be strong! Take your place at the table! We should stop having billionaire women telling normal women that they can do a startup. Just like me! Take the kids to work! Build an indoor playground! And I dont want to hear any more women with a one-year-old telling me she can do a startup with a five-year-old. Its night and day. Find me one woman who has two kids over five and runs her own venture-backed startup who does not say it’s nearly impossible. Actually, wait. I’ll tell you what it looks like. A startup is a race. You get money and you run as fast as you can. Everything is lickety split. But here’s what it looks like when you have kids: slow motion. Juliets  article came out a month ago. The responses came out days later. Sometimes hours later. My response is two months later. You know why? Because I have kids and a startup and I’m moving in slow motion. Kleiner Perkins would never really want to fund me. I’d return their phone calls late. After the call to the cello teacher and the dance teacher, and the nanny, and the Hebrew tutor. Because you have to give up something to get something, and Kleiner doesn’t want to hear theyre behind a long line of household chores. So Kleiner’s branching out to get more female founders. By telling them how to live their lives. Next up: Kleiner’s all-white boys club telling black men how to not get shot. And you know something? Don’t wear a hoodie is about as useful as Juliets  admonition to put off having kids. It’s short-term thinking that does nothing to make the world a better place.

Im a CMO But I Need Help Writing My Executive Resume - Executive Career Brandâ„¢

Im a CMO But I Need Help Writing My Executive Resume I’ve heard this statement, or variations, many times from prospective Chief Marketing Officer clients. As seasoned marketing experts, they know how to brand, position and market their companies products. But theyre not so good at writing their resume, a personal marketing  document. They’re frustrated, and sometimes ashamed, that they have a hard time meeting this challenge. They’ve made a stab at it, and have used their home-grown resume. But it’s just not hitting the mark. They’re not getting interviews. They know the value they have to offer, but arent very good at communicating it in their resume to get the attention they deserve. To be fair, all of this is very new to them. Most have never needed a resume, as they progressed through their careers. They were in demand by recruiters, or their networks helped them easily slide from one job to the next. Or, it’s been more than 5 years since they’ve had to look for a job, so they have no experience with the new world of executive job search. I reassure them that they’re not alone in having trouble writing their own resume. Most people find it difficult to distance themselves enough to objectively assess and strategically position themselves. And, because most also don’t understand today’s resume strategy, they don’t know how it should look, what to include, what to exclude and what to highlight. I  discuss with them  how job search has changed in just the past few years, and that, although resumes are still very important, these days their resume may not be their first introduction to the people they need to attract. Most recruiters and hiring decision-makers source and assess candidates by what they find in online searches of candidates’ names and relevant keywords that lead them to job seekers. These hiring professionals probably know about them well before a resume is exchanged, unless the candidate has little or no online presence and is basically invisible. I also stress that, since these people search first, before using other search engines (Google, Bing, Yahoo, etc.) when they’re sourcing and vetting candidates, they’d better be there too, with online profiles that provide supporting evidence. I tell them that they’ll still need a resume as they’re networking, and at some point in the hiring process. As they pull together information for their resume, they should keep in mind that they’ll need to spread this information out across their other career marketing communications â€" executive biography, case studies, other documents, profile and other online career materials. Here are some of the reasons these CMOs’ resumes aren’t working: 1.   They fail to position themselves as the best hiring choice for their target employers. They’re trying to appeal to various types of employers and industries, so their resume is too generic, and doesn’t hit home with anyone. 2.   They don’t understand how personal branding will differentiate them and generate chemistry for them as a good-fit candidate. There’s no personality evident. The summary at the top of the resume could fit just about any CMO. Sameness doesn’t sell a candidate these days. Differentiation does. 3.   They fail to capture attention above the fold. The top quarter or third of their resume doesn’t stand on its own as their calling card. If  they dont get the readers attention within 10 to 15 seconds, theyve probably sabotaged their chance. 4.   Theyve loaded their resume with anemic, brand-diluting phrases. 5.   (Even worse than the above) They copy content from resume samples published online. I’ve actually been sent resumes by CMOs that contained large chunks of information copied from resume samples on my own websites. 6.   They try to cram every bit of their career history into a 2 page resume. Theyve heard that they cant go over 2 pages, but visual appeal is important. Too much information on the page, in a tiny font size, and without enough white space, sacrifices readability and can dissuade readers from paying any attention to the content. 7.   Their resume contains grammatical errors and typos. An obvious one, but surprisingly prevalent. They’ll sometimes bounce back and forth from first person to third person voice. Typos are unacceptable and reflect badly on candidates. I often see misspellings of the person’s job title. Manger for Manager shows up often. 8.   They try to impress with dizzying formatting. The look is not clean, doesn’t entice the reader, and may even give them a headache. Avoid using more than 2 different fonts â€" one for headings, another for the content. Don’t use underlining, unless you’re including a hyperlink. Avoid too much bolding, italicizing and capitalizing. Related posts: How to Write An Irresistible C-level Executive Resume in 10 Steps What NOT To Put in Your C-level Executive Resume Top 10 Executive Resume Branding Tips photo by marc falardeau 00 0

Lessons from the Baseball Field

Lessons from the Baseball Field In two short hours, I learned a lot yesterday about life. It all happened while at the baseball field. I had our afternoon all planned out.One game at 1 pm. I double-checked the schedule that morning just to be sure.My youngest didnt have a t-ball game, I was sure.We would all go to the field and watch the game. Water bottles, check. Mitts, check. Hats and uniforms, check. Cleats, check. In the car on time, check. Shortly after the game started I ran into a mom and her son. She said to me Weve got a game a 1:30 right?. For some reason I thought she was talking about the 1:00 game and replied Yep. And thought nothing more of it. Lesson 1: Having a plan doesnt mean itll work out Stay calm. Even the best laid out plans are interrupt-able. We didnt have the uniform, cleats, or mitt for my sons 1:30 game and it wasnt until 1:25 that we realized that there was a game. Thank goodness for the staying calm under pressure attitude of my husband, who came to the rescue. Lesson 2: Dont miss the signs If I had been paying attention to what was being said by that mom at the time she spoke with me, I would have been able to take faster action. Also, in hindsight, I had seen my sons coach when we arrived at the field, but my mind was focused on my plan, not the situation. Be open to changing your direction. Lesson 3: If you dont know the rules, you cant break them Watching kids play baseball is wonderful. My older son played catcher and didnt catch a single pitch. In fact, I dont think he even knew he was supposed to. The ball would miss his mitt and he would just wait for the next ball to come. He didnt try to pick up the balls that were rolling around the batters feet. The coach did. I am pretty sure, in his mind, he was doing what he should do- squat behind the plate. It didnt bother him one bit that he wasnt doing the other things. He didnt know and I guess no-one had told him. Lesson 4: Do what you love and the money will follow From the bleachers, the mom of an assistant coach (teenager) was talking about his summer jobs. This assistant coach loved being outside. He didnt want to work a cash register indoors. Besides the lawn mowing and gardening odd jobs he did in his neighborhood, he had talked to a landscaper.His mom said that he wanted to get in with a landscaping firm now, so that after he had completed his schooling, he would already have a foot in the door with them. Lesson 5: Have fun With all the chaos and mishaps, both my boys had a great day. They fielded some good balls, whacked a couple of balls into the outfield andnurtured some friendships. We cheered each other on, laughed and had fun. These 5 lessons are what life is all about. They are also transferable to your job search which it absolutely why I wrote this story.

Data Science Resume Writing is Essential to Getting the Job You Want

Data Science Resume Writing is Essential to Getting the Job You WantThe subject of data science is a hot topic, not only in the job market but on the internet as well. If you want to get an edge in your resume writing then you need to know the basics. If you have a decent amount of information on this subject then you will be able to write a good resume which is not only concise, but it also tells the employer exactly what the job requires.Data science, like all other careers, needs to be carefully researched before they are used. The requirements for this type of career vary greatly from one organization to another. In some cases they require a strong understanding of statistics themselves. They also require a good deal of practical experience in this field and they may require an interview.The information on the job listings can vary depending on the requirements of the organization, but one thing that is common among them is that they need statistical analysis done on their data. You need to be able to demonstrate your ability to do this through a data science resume writing that not only shows you have some degree of statistical knowledge, but that you can use this to help inform and create solutions to real-world problems.Your data science resume writing must also include some concrete examples of your past work. This allows the employer to see exactly what you have done in the past in order to understand how you can contribute to the organization.In addition to being specific, you must also be specific when describing the types of data science jobs you have applied for. The job posting should include the title, the type of organization and the department that you were applying for.Some data science resume writing is very generic, yet this may not be your best option if you are applying for the position of a project manager. Make sure that you can describe exactly what you have done for a project that was assigned to you and that you can provide some docum entation about your experiences. You will want to make your resume stand out from the rest and if you can add something to it, then you should.There are many ways to use data science resume writing to your advantage. You can focus on a specific data analysis, or you can give examples of projects that you have worked on that can help to boost your credibility and make your application more appealing. However you do it, it is important to make sure that you are using the methodologies that you learned in college, especially if you are applying for a position that requires a degree.The future of data science is still in question, but as long as there are professionals out there who can make it work, there will always be a place for them. By using this resume writing strategy, you will be able to see your job applications as having more chance of success.