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  • Develop
    dart away while someone is talking A challenging stare can thwart collaboration before a word is spoken Even if your eyes are relaxed and attentive your eyebrows may convey concern surprise and other emotions Relax your face when you re meeting with someone and use your eyes to meet theirs for five seconds at a time while making note of their overall body language Listen to Their Eyes Without looking directly into someone s eyes you ll miss millions of visual clues as to what s going on inside their head Can you see fear A spark of excitement A glazed look of boredom Are the other person s arms crossed or relaxed at their side You can t read body language if your eyes are looking past them down at papers or at your phone Carefully pay attention to the other person s eyes and you ll learn more than you ever could from lifeless words on a screen Look for the Tell In poker it s called the tell the habitual signal your opponent makes that betrays whether he or she is holding a full house or a hand full of nothing Someone is telling you something She can t make eye contact with you Why Perhaps she s afraid to deliver bad news or wants to be somewhere else If a customer or employee is staring at the ceiling or evading your eyes for no apparent reason at all you need to figure out what s really going on Be Shifty Eyed If you re making a presentation to a group you need to look at everyone in the room The guy over there in blue jeans He might be the CEO Ignoring eye contact with all the women You ve just alienated both the CMO and

    Original URL path: http://personalbranding.sg/tag/develop/ (2014-06-18)
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  • Idea
    programs is essential components of training and development programs provide opportunities for shared growth for both mentors and mentees No matter if you re the mentor or mentee there are numerous benefits of mentoring programs See full Story on thoughtleadersllc com Filed Under Career Progression Tagged With Career Develop Idea Improve Life Mentoring Email Newsletter Sign up to receive email updates and to hear what s going on with personal

    Original URL path: http://personalbranding.sg/tag/idea/ (2014-06-18)
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  • Mentoring
    the CEO and soon she was meeting regularly with them Unfortunately Sheila s success with the C suite was met with jealousy and anxiety from her boss For the next year the boss turned down requests for more resources gave her poor performance reviews and spread the word that Sheila was difficult to manage Eventually he moved the team away from Sheila and left her as an individual contributor Howard was a high potential manager at a large life sciences firm For the past two years he had led a well regarded team of analysts who provided performance reports to business units When a new head of Financial Planning and Analysis was brought in from the outside however Howard suddenly couldn t do anything right His new boss criticized the way things were done belittled members of Howard s team created discord with the business unit heads their clients and refused to listen to anyone s input And when Howard tried to spend time with this boss and develop a more personal relationship he was castigated for being high maintenance and someone who needs reassurance to do his job Obviously both of these cases are somewhat extreme although I have many similar ones to draw upon But they do illustrate how a bad boss syndrome leaves subordinates feeling trapped and intimidated with nowhere to go If Sheila or Howard complain to the next highest level it could make things worse and reinforce the claim that she or he is difficult to manage or high maintenance If they go to HR or an executive with their concerns they could be branded as troublemakers or difficult subordinates But if they do nothing they will be miserable and lose the respect of their direct reports It s a tough dilemma See Full Story

    Original URL path: http://personalbranding.sg/tag/mentoring/ (2014-06-18)
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  • Transcend Your Job Description: A Fun Way to Give Yourself Purpose at Work
    the team and organization A well crafted purpose profile can be a source of inspiration guidance and discipline for you to stay focused on what matters most at work Ask yourself What would my team be missing if I left now and never came back to work If you can t realistically answer that question in a way that reflects a substantial void you should work to refine your purpose on the job Comprised of three distinct elements vital role value added contributions and hidden challenges your purpose profile is your unique signature at work It isn t a canned assessment or a personality type There are no shortcuts to figuring it out on your own To help you fine tune your work purpose consider the following sample purpose profiles that include descriptions of roles contributions and barriers to watch out for The catalyst I make things happen when nobody else can Catalysts are the sparks that make things happen They think in innovative ways and their actions ignite progress when pressure and resistance build Whether it s a subtle insight or a grand plan catalysts have respect and use it to push ideas forward See Full Story on blog

    Original URL path: http://personalbranding.sg/2014/03/03/transcend-your-job-description-a-fun-way-to-give-yourself-purpose-at-work/ (2014-06-18)
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  • Hypercompetitive
    to add value to the team and organization A well crafted purpose profile can be a source of inspiration guidance and discipline for you to stay focused on what matters most at work Ask yourself What would my team be missing if I left now and never came back to work If you can t realistically answer that question in a way that reflects a substantial void you should work to refine your purpose on the job Comprised of three distinct elements vital role value added contributions and hidden challenges your purpose profile is your unique signature at work It isn t a canned assessment or a personality type There are no shortcuts to figuring it out on your own To help you fine tune your work purpose consider the following sample purpose profiles that include descriptions of roles contributions and barriers to watch out for The catalyst I make things happen when nobody else can Catalysts are the sparks that make things happen They think in innovative ways and their actions ignite progress when pressure and resistance build Whether it s a subtle insight or a grand plan catalysts have respect and use it to push ideas forward See

    Original URL path: http://personalbranding.sg/tag/hypercompetitive/ (2014-06-18)
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  • Job Description
    you are See Full Story on www themuse com Filed Under Career Progression Tagged With Application Tracking Job Applications Job Description Job Search Non Boring Resume Show off Soft Skills 6 Strategies to Get a Raise Without Asking 27 March 2014 by Digital Curator Leave a Comment You don t have to wait for your annual review to get a raise nor do you have to find a new job as leverage for one There is a host of ways to get an increase in your salary without even having to ask In this tight economy where jobs are hard to come by many workers passively accept the fact that any raises coming their way will likely be at the end of the year during review time Others fearing that even asking will put them on the firing line will go as far as to find another job and use that as a way to ask for more money from their current employer But instead of passively accepting a fate or spending all that effort to get a counter offer employees can get a raise and all it requires is going above and beyond in their current position The best way to get a raise without asking is to simply outperform at your job says Aravinda Rao Souza senior marketing manager at BullHorn If you shine in this regard you ll automatically attract the attention of your supervisors and if there are raises to be given you ll be first in line When it comes to shining there is more than one way to do it From finding an advocate to doing double duty here s a look at six strategies that can help you get a raise without asking Strategy No 1 Add value by brining on new customers Money talks and if you are the one bringing more money to a company or saving them some chances are you will be rewarded for that effort According to Susan Ruhl a managing partner at OI Partners Innovative Career Consulting in Denver adding value could mean many things It could be bringing in new customers or cutting costs by using suppliers you ve worked in the past Or it may mean providing referrals that lead to key hires The idea is to become valuable to the company because you helped the business grow or protect its bottom line Strategy No 2 Do double your job Doing more with less has been the mantra for some years now as companies have suffered through the protracted recession Even now with things on the mend if you can do double the job you were hire for it almost guarantees you will get noticed in a positive way If you can do everything expected of you in your current job extremely well plus find the time and resources to take on value adding projects no one asked you to do and do them well you ll be rewarded for it says Souza See Full

    Original URL path: http://personalbranding.sg/tag/job-description/ (2014-06-18)
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  • How to Get the Best From Virtual Employees
    an expert on managing mobile employees and author of The Virtual Manager says the biggest problem in managing remote workers is trust This is especially true for old school managers who have trust issues with people they cannot see Sheridan says They may think these people are just goofing off But trust issues also can affect how a remote employee feels about a manager For example employees who are in other locations may feel the manager doesn t really appreciate the work they do and the contributions they make They may even feel like they don t get the same kind of recognition or rewards as those who are seen on a daily basis by the boss That sentiment is underscored in a recent American Psychological Association survey that finds nearly one in four workers say they don t trust their employer and only about half believe their employer is open and up front with them Sheridan says that if managers are having difficulty trusting workers they don t see on a regular basis then shame on them because that means they didn t hire the right people in the first place If managers make smart hires then they are

    Original URL path: http://personalbranding.sg/2014/05/12/how-to-get-the-best-from-virtual-employees/ (2014-06-18)
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  • Manage People
    boss That sentiment is underscored in a recent American Psychological Association survey that finds nearly one in four workers say they don t trust their employer and only about half believe their employer is open and up front with them Sheridan says that if managers are having difficulty trusting workers they don t see on a regular basis then shame on them because that means they didn t hire the right people in the first place If managers make smart hires then they are willing to let go and let the employees do their jobs without worrying they re playing Ninjas Never Die instead of working See Full Story on quickbase intuit com Filed Under Entrepreneurship Tagged With Challenge Manage People Remote Employees Virtual Employees Managing People on a Sinking Ship 28 November 2013 by Digital Curator Leave a Comment As the continued bad news from Blackberry reminds us no company s future is secure When your business is facing declining sales a potential buy out or even certain closure how do you manage people who are likely panicking about their future Can you keep your team s motivation and productivity up The short answer is yes Even when it s clear that a company s in trouble there are ways to help team members stay focused deliver results and weather the storm What the Experts Say In a crisis you may think you need a whole new set of management approaches But don t throw out your Management 101 book quite yet Kim Cameron a professor at Michigan s Stephen M Ross School of Business and author of Positive Leadership Strategies for Extraordinary Performance has studied organizations that are downsizing or closing and he says that instead of abandoning best common practices the most skilled leaders reinforce them Good management is good management Treating people well helping them flourish and unlocking potential are all good practices regardless of the environmental circumstances he says Amy Edmondson a professor at Harvard Business School and author of Strategies for Learning from Failure says that of course it s not easy to keep people enthused engaged and working hard when they know the company may not be around But it s not impossible either Here are six principles to follow when your organization starts to feel like a sinking ship Look for opportunities to turn things around Sometimes it s clear that the end is near Your manufacturing plant is slated to close A larger company has bought your business unit But in other situations there may be a glimmer of hope There is often a short window of opportunity to do something differently Edmondson says If there s a chance of saving the company focus your team on doing two things First seek input from customer facing employees Their front line perspective could provide valuable insight into how your company needs to change Second do small experiments with alternative business models Edmondson suggests you ask What kinds of products and services would

    Original URL path: http://personalbranding.sg/tag/manage-people/ (2014-06-18)
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