3 Strategic Ways to Find Green Jobs

3 Strategic Ways to Find Green Jobs3 Strategic Ways to Find Green JobsThe countdown to Earth Day is winding down and all week were going to be blogging about green jobs and green ways to work. Today, well focus on how to find green jobs.First, lets dispel a common mythIn order to find green jobs, you must be an environmental scientist, or you should have majored in environmental studies. Absolutely not While we applaud people who devote their studies and professions to in-depth environmental activities, any person in any profession can find green jobs and greener ways of working. Heres how.3 tips to find green jobsLook for companies whose main line of work is environmentally-related.These include nonprofit environmental organizations, solar and wind technology companies, environmental science centers, think-tanks, watershed and water resource agencies, government agencies, health and beauty companies, farms and farming co-ops, conservation organizations, museums and educational insti tutions, waste management companies, and information technology companies, among others.In order to run successfully and smoothly, these environmentally-focused organizations need a variety of support staff in human resources, finance and accounting, government relations, administrative assistance, management, and other areas that require no previous environmental experience.Look for companies who place a great deal of emphasis on environmental sustainability.There are several ways to find out whether or not a company is truly green.Read through company websites to see if they are green certified through the Green Business Bureau or other certification agencies. is proud to be green certified through the GBBCheck out the companys mission/vision statement. Do they mention anything about sustainability or the environment? Some companies will even craft a separate mission statement dedicated to their green efforts.During the job interview, ask them straight-out to talk about their envi ronmental efforts. Whats their office recycling program like? Do they actively encourage employees to avoid commuting by car and instead to walk, bike, or ride public transit to work?Look for telecommuting jobs that allow you to work from home.Working from home can be one of the greenest ways to work for a number of reasons. It lessens the amount of office space a company needs to heat/cool, light, and clean. It allows you to completely control your carbon footprint while working because you control your heating/cooling, lighting, recycling, paper usage.You can make your home and home office more energy-efficient with weather stripping, window caulking, and insulation, as well as CFL or LED lightbulbs, and office plants which reduce CO2. People might look at you funny if you walked into a regular office with a caulking gun and yards of insulation. And of course, theres the big one no more commuting, which lessening your gas consumption and carbon emissions, and giving you more time for work or personal pursuits

How to Pick the Best Type of Leadership

How to Pick the Best Type of LeadershipHow to Pick the Best Type of LeadershipHow does a leader act? You may have an idea, but there are many different schriftarts of leadership, so when you are ready to lead, you dont have to look like the other leaders you know. You can look like you. You can pick the best types of leadership that work for you. Thats a big relief when you already have a hr on your plate in your new leadership role. Daniel Golemans Harvard Business Review Study, Leadership That Gets Results identified six types of leadership styles. Here they are The pacesetting leader This leader says Do as I do, now. Many people think this is what a leader looks like. The downside is that if youre always doing what the anfhrer says, there isnt much room for your innovation.The authoritative leader This leader says Come with me. Goleman found this leadership type is best when there is a need for a new vision. For instance, if the company is dealing with change. These leaders inspir e workers towards that new vision.The affiliative leader This leader says People come first. When a company is going through a tough time, this style can serve you well in relationships. But Goleman cautions that too much focus on nurturing leadership can result in weakened performance. The coaching leader This leader says Try this. When developing a leadership pipeline, this type of leader shines. This is someone who looks for personal strengths and helps develop them. However, this leadership style wont work if the gruppe doesnt want to learn.The coercive leader This leader says Do what I tell you. Goleman says this is a last resort leadership style because it alienates team members. If there is an actual emergency, this approach works great, though. Otherwise, stay away. The democratic leader This leader says, What do you think? This works great when you need new ideas- which is often. But it fails miserably in an emergency. You can see that different occasions exist when each ty pe of leadership style is effective. Which style is best for you? These are questions you need to ask yourself to see. What Is Your Natural Leadership Style? Its easiest, of course, to embrace a leadership style that fits your personality. If youre naturally a coalition builder, a democratic or affiliative leadership role may fit you the best. If youre naturally a bossy jerk, a coercive leadership style may appeal to you. This is the style that may naturally attract you- but dont think that just because its your nature to lead one way thats how you should lead. What Does Your Team Need? This is more important than your own natural leadership style. How will your team respond to each style? What do you need to accomplish the work? If you need to implement a tedious plan that senior leadership laid out before and there is no room for change, then pacesetting might be best. But if youve had a rough year and changes need to happen, democratic leadership might be your best bet. Y our team may respond positively to your attempts to involve them in the planning and decision making. Actually, sit down and think through what your team needs from yourleadership style. What Does Your Boss Want? This is especially important if you are new to this role. Why did she hire you? Was she looking for you to continue where the last manager left off or did she hire you because she thought youd take the team in a different direction? Its important that you know so that you can select your best leadership style. You can, of course, make changes (unless your boss is a coercive leader), but your awareness of your bosss expectations can help you focus on what you need to do. Is Your Current Style Working? If your employees are happy and engaged, youre meeting or exceeding goals, and your bosses are happy with your performance, great. If any of those are not true, however, check your leadership style. You may need to change your fundamental leadership styles. Of course, a mismatched leadership style isnt the only area you can fix, but its a good place to start. Why? Its always easier to change your own behavior than to get others to change their behavior. Can You Get Help to Change Your Style? Sometimes it is as easy as saying, you know, it doesnt work when I give detailed instructions and make everyone do exactly what I want, Im going to allow more freedom. But often its not quite that simple. First, you need to recognize how you are managing and then you need to figure out how you need to manage. You should reach out for help and support from your boss or your Human Resources department. If possible, executive coaching can make a huge difference in helping you navigate these difficult leadership style approaches and choices. The types of leadership really do make a difference. Make sure that you are using the one that works best for your situation, and youll see work relationships and output improve- even if they were great when you started yo ur journey to pick your best types of leadership styles. - - - - - - - - - - - - Suzanne Lucas is a freelance journalist specializing in Human Resources. Suzannes work has been featured on notes publications including Forbes, CBS, Business Insider and Yahoo.

How to Interview at a Healthcare Company

How to Interview at a Healthcare CompanyHow to Interview at a Healthcare Company Looking for a job in the healthcare industry? Youre in luck - healthcare employment has been on the rise lately, with hospitals and other healthcare providers adding 374,000 new jobs last year, according to a recent study by Health eCareers . So how exactly do you get yur foot in the door and score one of these new healthcare jobs?The good news is that interviewing for jobs isnt like it used to be. In the past, to find out exactly what an interview might be like, youd have to somehow track down a person who had interviewed for the job and get them to talk to you. Imagine how difficult that would be if youre applying to multiple different jobsNow, with websites like Glassdoor , you can read hundreds of erreichbar reviews of interviews from past candidates - and get detailed insights into a companys day-to-day experience. To complete the full interview-prep package, we reached out t o employees at healthcare companies to give you an idea of what kind of employees theyre looking for, what questions they like to ask candidates and what their favorite answers to past interview questions were. Here are some of the highlightsOur organization is ever-evolving, so our most successful employees are those who can adapt to change and anticipate trends. With that, my favorite question to ask is, Tell me about a time when you were a champion for change or a change agent. - Stephanie W., HR Projects and Operations Manager at Baylor Scott & White HealthMy favorite response was a recent answer to the question, why are you interested in working for Baylor Scott & White Health? The candidate answered, I absolutely love the alignment between my values for patients and population health, and what I have read about Baylor Scott & White Healths mission, vision and values. For instance The candidate had researched the organization and she was able to describe who we are in a very passionate manner. - Rose C., Executive Recruiter at Baylor Scott & White HealthThe best interview answer that I have heard has good structure and gives me the information that I am seeking. An answer that is determined using the STAR technique. The candidate would give you the Situation - overview of the problem, situation, example, etc., and then you are looking for what was their goal for an outcome - Task. They should then display what Actions they took to rectify the situation and then share what the Result of the whole situation was The answer should be presented clearly and in few sentences. An answer that answers my follow-up questions before I need to ask is ideal - Whitney Fugate, Team Leader, Adult Acute unit at SSM Health DePaul HospitalI want to see senior candidates that have leadership skills, are open to doing things differently and work alongside their team and remember that everything we do regardless of what position they hold affects patient care. - Ashley Koerber, Talent Specialist at SSM HealthI like to use interview questions where candidates can share an experience where they were challenged and how they managed the situation. - Chris Wilson, Nursing Director at SSM HealthMy favorite question to ask Why did you select health care as a profession? - Jenny Bothun, RN at SSM HealthA recruiter was working with a candidate for a traveling consultant opportunity and asked what motivated them to apply. The candidate provided a personal story from a study abroad experience where she volunteered to help a community after a hurricane. The candidate had the responsibility of managing the paper health records of those impacted in the village. She was able to articulate how she realized the significance of changing the way healthcare is delivered through technological innovation. Her personal story showcased her passion to impact and collaborate with clients, which is a main responsibility of our consultants. - Jessica Lamb, Manager & L ead Campus Recruiter at Cerner CorporationI think leadership is the ability toinspire and enable the people that are working in the organization to come together to realize the organizations mission. It really is creating an environment and support for people doing their best work. - Kerry Bessey, Senior Vice President and Chief Human Resources Officer at Memorial Sloan Kettering .

The 5 People You Need in Your Professional Life

The 5 People You Need in Yur Professional LifeThe 5 People You Need in Your Professional LifeWhen you picture success, what do you see? An independent and charismatic leader whose super power is making amazing business decisions without needing any input? Maybe not exactly, but its probably something along those lines. As a culture, we admire independence and see it as a virtue, but the reality of success is a little different. Truthfully, it can actually be bad for our careers to go it alone all the time. Success isnt made overnight, and it certainly isnt achieved without some help. And its not just a matter of philosophy Human beings need companionship. Isolation is, in fact, toxic. Patients coming out of surgery recover more slowly if theres no one at home waiting for them. Solitary confinement is meant to be a punishment- and it is. And while these examples are extreme, they do serve to illustrate our natural need to have other people in our lives in buchung to be happy and healt hy.So, whether you already believe that everyone needs a helping hand in order to be the best they can be or youre just following the science, it makes sense to figure out who the right people are for you to have in your support network and, more specifically, your sounding board. It goes without saying that having a sounding board that is constantly negative or pessimistic isnt going to get you very far. But with the right people supporting you? Who knows what you can achieve.Career coaching extraordinaire Richard Leider gives a great summary of the key people to have in your professional network in his book, Life Reimagined.The best boards contain a diverse group of people, each of whom plays a different role a committed listener, who holds up the mirror a catalyst, who helps you get outside your comfort zone a connector, who plugs you into other resources, people, and learning opportunities a task master or trainer, who holds you accountable for doing what you say youre going to do and a mentor, who helps you keep your eye on the long view and the big picture.As youre thinking about your own professional development, consider whether you have these five individuals in your life. If not, who could fill these roles for you? You want to find people who really know and care about you and your goals- people who can be good listeners and ask tough questions, but more importantly, people you can be honest around. It wont do you any good to have a connector or mentor you cant have a candid conversation with. Ultimately, these are the people who can and will hold you accountable to action over endless ruminating. While this works wonderfully as a thought exercise, like your sounding board, lets favor action. Leider recommends starting immediately by selecting one person who could make a difference to you. Arrange to check in this person every few weeks to update him or her on your professional life, the progress youre making toward your goals, and to see what he or she thinks of it all. To get started, consider this today Who is your one person, and what do you want to be held accountable for? Photo of people courtesy of Shutterstock.

Intelligent people 9 things smart people wont do

Intelligent people 9 things smart people wont doIntelligent people 9 things smart people wont doMy recent post,10 Ways Smart People Stay Calm, really struck a nerve. The trick is that managing your emotions is as much about what youwontdoas it is about what youwilldo.TalentSmarthas tested more than a million people and found that the upper echelons of top performance are filled with people who are high in emotional intelligence (90% of top performers, to be exact). So, I went back to the data to uncover the kinds of things that emotionally niveauvoll people are careful to avoid in order to keep themselves calm, content, and in control. They consciously avoid these behaviors because they are tempting and easy to fall into if one isnt careful.While the list that follows isnt exhaustive, it presents nine key things that you can avoid in order to increase your emotional intelligence and performance.1. They wont letanyonelimit their joyWhen your sense of pleasure and satisfaction are deri ved from comparing yourself to others, you are no longer the master of your own happiness. When emotionally mit anspruch people feel good about something that theyve done, they wont let anyones opinions or accomplishments take that away from them.While its impossible to turn off your reactions to what others think of you, you dont have to compare yourself to others, and you can always take peoples opinions with a grain of salt. That way, no matter what other people are thinking or doing, your self-worth comes from within. Regardless of what people think of you at any particular moment, one thing is certain- youre never as good or bad as they say you are.2. They wont forgetEmotionally intelligent people are quick to forgive, but that doesnt mean that they forget. Forgiveness requires letting go of whats happened so that you can move on. It doesnt mean youll give a wrongdoer another chance.Emotionally intelligent people are unwilling to be bogged down unnecessarily by others mistakes, so they let them go quickly and are assertive in protecting themselves from future harm.3. They wont die in the fightEmotionally intelligent people know how important it is to live to fight another day. In conflict, unchecked emotion makes you dig your heels in and fight the kind of battle that can leave you severely damaged. When you read and respond to your emotions, youre able to choose your battles wisely and only stand your ground when the time is right.4. They wont prioritize perfectionEmotionally intelligent people wont set perfection as their target because they know it doesnt exist. Human beings, by our very nature, are fallible. When perfection is your goal, youre always left with a nagging sense of failure, and you end up spending your time lamenting what you failed to accomplish and what you should have done differently instead of enjoying what you were able to achieve.5. They wont live in the PastFailure can erode your self-confidence and make it hard to believe youll achieve a better outcome in the future. Most of the time, failure results from taking risks and trying to achieve something that isnt easy. Emotionally intelligent people know that success lies in their ability to rise in the face of failure, and they cant do this when theyre living in the past.Anything worth achieving is going to require you to take some risks, and you cant allow failure to stop you from believing in your ability to succeed. When you live in the past, that is exactly what happens, and your past becomes your present, preventing you from moving forward.6. They wont dwell on problemsWhere you focus your attention determines your emotional state. When you fixate on the problems that youre facing, you create and prolong negative emotions and stress, which hinders performance. When you focus on actions to better yourself and your circumstances, you create a sense of personal efficacy that produces positive emotions and improves performance.Emotionally intelligent people wont dwell on problems because they know theyre most effective when they focus on solutions.7. They wont hang around negative peopleComplainers are bad news because they wallow in their problems and fail to focus on solutions. They want people to join their pity party so that they can feel better about themselves. People often feel pressure to listen to complainers because they dont want to be seen as callous or rude, but theres a fine line between lending a sympathetic ear and getting sucked into their negative emotional spiral. You can avoid getting drawn in only by setting limits and distancing yourself when necessary.Think of it this way if a person were smoking, would you sit there all afternoon inhaling the second-hand smoke? Youd distance yourself, and you should do the same with complainers. A great way to set limits is to ask complainers how they intend to fix a problem. The complainer will then either quiet down or redirect the conversation in a productive direction.8. The y wont hold grudgesThe negative emotions that come with holding onto a grudge are actually a stress response. Just thinking about the event involved sends your body into fight-or-flight mode. When a threat is imminent, this reaction is essential to your survival, but when a threat is ancient history, holding onto that stress wreaks havoc on your body and can have devastating health consequences over time.In fact, researchers at Emory University have shown that holding onto stress contributes to high blood pressure and heart disease. Holding onto a grudge means youre holding onto stress, and emotionally intelligent people know to avoid this at all costs. Learning to let go of a grudge will not only make you feel better now but can also improve your health.9. They wont say yes unless they really want toResearch conducted at the University of California in Berkeley shows that the more difficulty that you have saying no, the more likely you are to experience stress, burnout, and even de pression. Saying no is indeed a major challenge for most people. No is a powerful word that you should not be afraid to wield. When its time to say no, emotionally intelligent people avoid phrases like I dont think I can or Im not certain. Saying no to a new commitment honors your existing commitments and gives you the opportunity to successfully fulfill them.Travis Bradberry is the co-author of Emotional Intelligence 2.0 and the co-founder of TalentSmart.This article originally appeared on LinkedIn.

Facts, Fiction and Harvard Law Resume

Facts, Fiction and Harvard Law Resume Harvard Law Resume Options For this reason, you have to have a well-written resume that does notlage have any errors. You will shortly locate the official data about us. Any data you believe to be related to your application is acceptable. When you take a look at lawyer resume samples, you will observe that each sample has the work seekers name and contact information at the very top. Also, much like every application, its much better to start early. Furthermore, you must do well to get a strong application. You are able to get ideas about what to include, and insight in the best performing formats for certain positions. Theres absolutely NO excuse for virtually any form of error in your resume. You may have a foundational resume that compellingly articulates the most significant info, states Heifetz, but you need to junger mann it for each opportunity. The Argument About Harvard Law Resume While Simple Resume Templates may give you ba sic examples to use, you still need to modify your resumes further so they can represent you better. The Personal Statement The personal statement can be exceedingly hard to write because it is in fact the core of your application. Should you ever needed a resume to apply to get a job, then youve got likely needed tools like Basic Resume Templates. Our site is just one of the most appropriate for essay help. A fundamental sample resume can be seen in our popular LL.M. Naturally, its still quite important to be concise, but its acceptable for the letter to be a complete page if your experience dictates. So far as the students are involved, writing a research paper is among the toughest and frustrating job in their opinion. Give extracurricular pursuits equal real estate. See below for exactly what things to include. Harvard Law does not care if youre foreign, but it is extremely difficult to get in. Law that you dont like your LSAT score the very first time, take it again. New Questions About Harvard Law Resume By comparison, the purpose of my resume is to showcase my distinctive accomplishments, experience and abilities. There isnt only one right means of designing a resume. Resume is being regarded as a potent tool to advertise oneself for a specific job prospect. There are a few things to take into account when writing a legal resume. If its so, then youll be having some challenging time for a student along with being a writer. Although there are a number of techniques to compose a cover letter, the next format has worked well for students before. Your letter should, naturally, be original work that reflects your special background and the job youre aiming at. Do not be worried if you dont have any legal experience yet. In case it feels like youll never locate the proper job and you become discouraged, youre only hurting your chances. At length, write by the side of each of the months and years of experience youve got for every one of the skills you have listed. To increase your odds of securing an interview, you must discover strategies to stick out from the competition. Since there are several kinds of legal professionals based on specialties, you will need to discover first what does the employer searches for before you get started composing your curriculum vitae. Your buchens will be carried out exactly as you desire. It is not just hard to have a job for a lawyer. At length, write next to every one of the months and years of experience youve got for every one of the skills you have listed. Reviewing attorney resume samples supplies you with some inspiration about what to include to aid you separate yourself from the remaining part of the competition.5. The personal statement can examine a selection of topics, even though most candidates will discuss issues that arose and dilemmas they solved. Below, youll find examples of several attorney resumes to assist you locate the best one for your circumstance. Most formats for attorney professional documents consist of similar sections, even in the event the order is a bit more different. When you make an application for a position at a law firm, you wish to do what you could to stick out from the competition. There are a few things that a law firm would start looking for in such a hire. A large part of being a true attorney is attention to the small detailsa court might refuse to read a late brief or a brief thats submitted incorrectly. When it is not prominently featured on your lawyer resume, she could proceed.

How to Get the Most Out of Your Meetings

How to Get the Most Out of Your Meetings Gathering your team in one place to brainstorm new ideas or disseminate information seems like a good idea in theory.In practice, however, meetingsare often nothing more than a waste of time.Employees are easily distracted and for good reason. They may be thinkingabout the work they had to put on hold while they sit at the table. If workers are staring blankly at walls or not-so-discretely checking their phones, the problem isnt their behavior its your inability to hold their attention.As many as 38 percent of employees admit to daydreaming during meetings and conference calls, according to recent research conducted by Klaxoon.While some may argue companies simply have too darn many meetings for their own good, Klaxoons research suggests the culprits arent frequency or length. Rather, the key is simply running the meeting efficiently.Well-run, efficient meetings are certainly a boost to productivity and are i ntegral to the day-to-day of high-performing teams, says Matthieu Bucher, CEO of Klaxoon. They are a place where people share information and knowledge, build consensus, and make decisions.Oh No notlage Another MeetingIf your meetings are rarely productive, that can have a significant impact on employee happiness and productivity, especially in busy offices where every minute counts. Twenty-two percent of respondents to the Klaxoon survey reported that most of their office meetings were a waste of time.What makes unterstellung meetings wastes of time? Generally, Bucher says, its one of two factorsMeeting goals are never clearly established, leading to a lack of focus orfrequent digressions away from the most pressing topics.Participation is limited, and people are either not motivated to engage or feel they cant actively take part in the decision-making process.To combat this, every meeting should have a set agenda and a strong facilitator to keep things on topic and ensure no one individual dominates discussions, Bucher says. Activities such as quizzes and group brainstorms can also make meetings more successful. If every participant can easily share their ideas and have a say, you see a drastic change in team and meeting engagement.If your meeting gives workers any opportunity to check out,restassured they will do exactly that.One of the main distractors is the fact employees bring their own devices to meetings and will use these to ease boredom or fill the void if they do not feel included, Bucher notes.One easy way around this is to incorporate employees devices into the meetings. For example, you could designin-meeting activities that employees access via their mobile devices and laptops.The Benefits of CollaborationIf employees feel that their opinion isnt valued or that it isnt their place to speak up in a meeting, they will withdraw and focus on other things. The best way to get full participation is to create an environment where all participants tru ly have a voiceYour employees want to collaborate. In fact, 57 percent of the people surveyed by Klaxoon said collaboration is integral to their success at work. Among millennials, that figure is even higher at 64 percent. Its easy to turn meetings into productive, efficient uses of time when you actively include employees because thats something they already want to be doing.Meetings that bring together diverse employee populations can also help to break down walls between departments, driving increased collaboration across the organization.Effective meetings help to break down silos, guaranteeing a fluid flow of bottom-up information that permeates throughout teams all across an organization, Bucher says. Collaborating efficiently in meetings just leads to great teamwork.Employees will be happier, more productive, and morefocused when they are asked to participate in meetings and other gatherings. Building a collaborative culture at your company is the first step toward meeting s uccess.