Do you really need meaning at work

Do you really need meaning at workDo you really need meaning at workYouve likely heard this before Kegerators, ping-pong tables, and company retreats are nice perks to offer, but they dont really scratch the surface on what millennial employees want from their careers.So, if not in-office baristas and company-sponsored gym memberships, then what? What exactly do they want to wrap their supposedly greedy and entitled mitts around?It all boils down to this one loaded word meaning.You say Ill get a raise in a year if the company hits a certain number? So what? asks Elizabeth McLeod in an open letter from millennials that went viral on LinkedIn, I need something to care about today. Talk to me about how we make a difference, not your ROI report.Its a common cry heard from millennials across the country- theyre in search of purpose-driven careers. But, this concept can undoubtedly feel both overwhelming and totally intangible to employers who are eager to retain their younger talent. In a ll honesty, it feels intangible to me- a millennial who has admittedly echoed this same complaint myself.So, what exactly does meaning at work look like? And, beyond that, how important is it really?Sorry boomers, its not a generational thingThis search for meaningful careers has largely been attributed to the millennial generation. Were entitled. Were overly connected. We think we should be able to work where we want, when we want, and how we want- and spend the rest of our time stuffing avocado toast into our faces with reckless abandon.But, heres the thing The desire for work thats meaningful isnt just a generational thing. In fact, it applies to pretty much everybody.I think everybody- people from all generations- wants a sense of meaning from their careers, explains Bruce Tulgan, Founder of RainmakerThinking and author of leid Everyone Gets a Trophy How to Manage the Millennials.Just take a look at Maslows Hierarchy of Needs, and youll see that this sense of prestige, accomplis hment, and achieving ones full kompetenz appears toward the top.To be clear on this, there are a lot of things people need in life, shares Dr. Alec Levenson, Senior Research Scientist with the University of Southern California Center for Effective Organizations and co-author of What Millennials Want From Work How to Maximize Engagement in Todays Workforce.You have to satisfy a lot of base desires and needs first before you can talk about higher order needs. And, purpose and meaning are high-order needs- very high-order.Nobody has come up with any research that has shown- using that kind of frame- that Millennials are any different than any other generation, Dr. Levenson adds.Defining meaning What is it really?While its good to know that this isnt just another opportunity to peg Millennials as whiny and entitled, theres another big question that lingers What exactly is meaning?Its a concept thats notoriously difficult for employers and employees alike to define- and for good reason.P art of the reason this isnt a specific that is easily acted on by employers is because every individual has a different idea of what makes work meaningful for them, explains Dr. Jennifer Deal, whos also a Senior Research Scientist with the Center for Effective Organizations and Dr. Levensons co-author.For example, for some people having meaning at work is mostly about the content of the work itself, she continues, For some it is about opportunity, for some it is about the people they work with, and for some it is about making the world a better place. Each individual will have a different combination of factors that makes work feel like it has meaning and purpose for them.It means different things to different people, echoes Tulgan, Overall, I think when people say they want their work to have a sense of meaning, they mean they want their work to contribute to something larger than themselves, larger than just the effort necessary and the specific outcomes of the tasks and responsib ilities.Meaning comes largely from how the person doing the work thinks about the work, he adds, Meaning in work is so much about the interpretive lens of the worker.Meaning and money Do millennials expect too much?When you come back to the core issue of what millennials want out of work, meaning is undoubtedly a big piece of the puzzle- but, make no mistake, thats not the only thing on the list.They also want professional development (one Gallup study says that 87% of millennials say development is important in a job). Flexibility is another critical factor. Need proof? Thirty-four percent of millennials have quit their jobs because flexible work was not an option.Oh, and they want decent pay too- in fact, one Business Insider study claims that millennials ranked salary as mora important than meaningful work.Feel confused? Considering the fact that it sounds like millennials are in search of a career unicorn, employers are left feeling that same way.This was a huge hot button on th e article I wrote, explains McLeod, a millennial herself, I had a lot of older people messaging me saying, Work is for money, nothing else, suck it up And, I see why its frustrating- if you have sucked it up at a job you hate for 40 years- to have some young person suggest that work doesnt have to be like that.McLeod does admit that millennials may have some unrealistic expectations, but that the search for meaning isnt one of them. No one should spend 50 hours a week doing something they dont care about, she says.Tulgan, however, is a little more willing to admit that many millennials have their heads in the clouds when it comes to what they expect out of their jobs- aside from just a paycheck.Our research shows that most millennials are trying to wrap their working life around the kind of non-working life they value, he says, So, if millennials are hoping to make good money, have lots of flexibility, and also do work that seems meaningful to them (either a lot or a little), then t hey are hoping for dream jobs. Such jobs certainly exist. But, if you have to make a living, then usually there are trade-offs in a work situation.Theres a little bit of blame at the feet of people like myself who teach undergraduates and make it out to be like the world of work is something where you should be looking for meaning, admits Dr. Levenson, For people who have found themselves careers where its meaningful to them, thats awesome. Thats great. But, that tends to be the minority of the population.Dr. Levenson explains that it really all comes back to basics- and particularly Maslows Hierarchy of Needs. People cant be looking for meaning in work if theyre worried about not having enough money to make ends meet, he shares, If youd ask people to prioritize, theyd say thats a nice thing to think about, but Im having too many struggles with stability to worry about meaning.The search for meaning Not a new conversationThe bottom line is that meaning at work is an important consid eration- for some people more than others. And, the research and statistics are all there to back that up.We can sit here all day and argue whether this expectation of purpose is too high, says McLeod, But, the reality is, companies who are purpose-focused dramatically outperform their competitors in terms of revenue, retention, engagement, innovation and profit.With all of that said, this conversation about meaning isnt exactly a new one- as a matter of fact, Dr. Levenson describes it as old wine in new bottles.Ultimately, when it comes to successful management, retention, and engagement, Dr. Levenson claims that employers already know what they need to know- its just a matter of implementing it.We actually know what to do, he concludes, If companies did 80-90% of what they should be doing in terms of setting appropriate goals, giving feedback, using performance management, showing employees how to improve, mentoring, providing opportunities to develop, and rewarding employees, the n an enormous number of problems leaders see amongst their people would disappear overnight.

What Every Extrovert Needs to Know (Infographic) - The Muse

What Every Extrovert Needs to Know (Infographic) - The MuseWhat Every Extrovert Needs to Know (Infographic) Being able to understand different personality types is crucial to having good relationships. Extroverts, for example, are typically known to be the life of the party- they love being around other people and rarely hesitate to try something new. But being a social butterfly isnt the end of the story. Just because theyre outgoing and bubbly doesnt mean theyre happy 24/7. While an introvert may choose to cancel plans for the night in an effort to recharge, an extrovert should still go to the office happy hour- because, again, individuals with this type of personality thrive around others. In fact, if they dont get enough human interaction, theyll end up feeling pretty drained. So, extroverts, check out this infographic to discover more about your natural disposition, the types of career paths that are fruchtwein suited for it, and how to best interact with introverts. And you kno w what, even if you dont fit into this category, you should still read on. You can learn a heck of a lot about the people who do, which is especially helpful if you want to be a better co-worker, leader, and friend.

Register Now for the ASME International Mechanical Engineering...

Register Now for the ASME International Mechanical Engineering... Register Now for the ASME International Mechanical Engineering... Register Now for the ASME International Mechanical Engineering Education Leadership SummitTheres still time to register for the ASME International Mechanical Engineering Education Leadership Summit (MEED), which will be held from March 20 to 23 at the Renaissance New Orleans Pere Marquette in New Orleans, La. Since 1989, MEED has been an annual forum for university, industry and government leaders to discuss current issues in engineering education and research and to share the latest business, management and curricular practices.MEED 2019, which will address the theme The Digital Mechanical Engineer Engage, Explore, Empower, will sto off with an opening session and luncheon on March 21 featuring remarks from Oscar Barton, chair of the ASME Committee on Engineering Education and mechanical engineering department head at George Mason University H. Dwayne J erro, mechanical engineering department head of Southern University and conference co-chair for MEED 2019 Nadir Yilmaz, mechanical engineering department head at Howard University and conference co-chair for MEED 2019 ASME Executive Director/CEO Thomas Costabile and Aisha Lawrey, director, ASME Engineering Education. A keynote presentation featuring Pamela Norris, executive associate dean for research at the University of Virginia and chair of the ASEE Engineering Research Council, will follow the luncheon.Over the course of the conference program, MEED 2019 will also feature a number of activities, including ASME/ABET preparation workshops, a New-to-ABET orientation session, ASME committee meetings, breakout sessions and briefings on such topics as ASMEs Engineering 4 Change (E4C)/Engineering for Global Development initiatives, the National Academy of Engineering Grand Challenges, ABET updates, and the impact of online education.The conference will also encompass three plenaries. T he first of these sessions, on March 21 from 230 p.m. to 500 p.m., will focus on how industry and department heads and chairs can engage mechanical engineering departments to ensure that their students acquire the computer programming, coding and artificial intelligence skills theyll need for future success. The second plenary session, on March 22 from 900 a.m. to 1100 a.m., will provide an overview of the current best practices and innovative approaches in the use of digital tools in mechanical engineering. That afternoon, from 130 p.m. to 400 p.m., the third plenary will cover the various digital tools with which mechanical engineers are now expected proficient and the effect they will continue to have on mechanical engineering education.Panelists scheduled to take part in these sessions include Tracee Walker Gilbert, Office of the Secretary of Defense for Research and Engineering Ron Benczkowski, vice president of engineering at Moog Inc. Marcelino Gomes, executive manager of pip eline protection for Petrobras Transporte Shengmin Guo, Holmes Endowed Professor at Louisiana State University and director of the Turbine Innovation and Energy Research (TIER) center Steven Goldsmith, mechanical engineering professor at Michigan Technological University and Patrick Mensah, associate dean for research at Southern University and director of the NSF CREST Center for Next Generation Multifunctional Composites. Other plenary speakers will include Fab Clayton, Autodesks education engagement program manager Mario Rotea, mechanical engineering department head at the University of Texas-Dallas William Messner, professor of mechanical engineering at Tufts University and Darrell Robinette, faculty advisor for the SAE/GM AutoDrive Challenge Team at Michigan Tech.In addition, the ASME Industry Advisory Board (IAB) will convene its annual spring meeting in conjunction with MEED. The IAB and the Committee on Engineering Education will hold crossover meetings and discussions relat ed to accreditation and program criteria as well as other topics. For more information on the IAB meeting agenda, the MEED conference program, or how to register for the ASME International Mechanical Engineering Education Leadership Summit, visit https//event.asme.org/MEED.

People dont want new, they want the familiar done differently

People dont want new, they want the familiar done differentlyPeople dont want new, they want the familiar done differentlyIll admit, the bento box is an unlikely place to learn an important business lesson. But consider the California Roll - understanding the impact of this icon of Japanese dining can make all the difference between the success or failure of your product.If youve ever felt the frustration of customers not biting, then you can sympathize with Japanese restaurant owners in America during the 1970s. Sushi consumption welches all but non-existent. By all accounts, Americans were scared of the stuff. Eating raw fish was an aberration and to most, tofu and seaweed were punchlines, not food.Then came the California Roll. While the origin of the famous maki is totenstill contested, its impact is undeniable. The California Roll was made in the USA by combining familiar ingredients in a new way. Rice, avocado, cucumber, sesaatkorn seeds, and crab meat - the only ingredient u nfamiliar to the average American palate was the barely visible sliver of nori seaweed holding it all together.Familiar done differentlyThe California Roll provided a gateway to discover Japanese cuisine and demand exploded. Over the next few decades sushi restaurants, which were once confined to large coastal cities and almost exclusively served Japanese clientele, suddenly went mainstream. Today, sushi is served in small rural towns, airports, strip malls, and stocked in the deli section of local supermarkets. Americans now consume $2.25 billion of sushi annually.The lesson of the California Roll is simple - people dont want something truly new, they want the familiar done differently. Interestingly, this lesson applies just as much to the spread of neuerung as it does to tastes in food.For example, the graphical user interface, a milestone in the popularization of the personal computer, used familiar visual metaphors like folders, notepads, windows, and trash cans to appeal to m ainstream users terrified by the command-line interface (perhaps even more than the thought of eating raw fish). The computer underneath was the same, however, the familiar veneer suddenly made it accessible.Quaint but unnecessary representations of the familiar became a hallmark of Apple products. As Claire Evans wrote for Motherboard, While under the direction of the late Steve Jobs, Apples design aesthetic tended heavily towards the skeuomorphic. The Apple desktop calendar, famously, is rendered with accents of rich Corinthian leather its bookshelves gleam with wood veneers, its chrome always brushed, its pages stitched and torn, its tabletop felt green.Now that Apple serves a generation familiar with how its products work, it can shepherd them from California Rolls to sashimi, so to speak. We understood that people had already become comfortable with touching glass, explained Apples Jony Ive. They didnt need physical buttons, they understood the benefits.However, Apple still use s its tried and true methods whenever the company wants users to adopt a new behavior. For example, the rebranded Apple Wallet helps users feel comfortable with the technology by making payment options look just like mini credit cards. Even though theres no technical reason to do so, Apple understands the power of the familiar.(Un)familiarity breeds contemptAs I wrote about in my book, Hooked, unfamiliar products and interfaces are more difficult to use and can impede adoption. Several psychological phenomena conspire to make us resist the atypical.According to BJ Fogg of Stanfords Persuasive Technology Lab, non-routine is one of six Elements of Simplicity - the factors that affect the likelihood of any particular human action occurring. Fogg wrote, When people face a behavior that is not routine, then they may not find it simple. In seeking simplicity, people will often stick to their routine, like buying gas at the same station, even if it costs more money or time than other opti ons.Of course, we also have a love for new and improved but in relatively modest proportions. New and improved is great for things we are already familiar with - like cereal and dish soap - but not for products where we lack a frame of reference.Unfortunately, our aversion to things that are outside the norm is particularly hard on companies producing radical innovation - no matter how beneficial they may be. If using a new product does not feel familiar, it faces severe challenges. According to Fogg, People are generally resistant to teaching and training because it requires effort. This clashes with the natural wiring of human adults We are fundamentally lazy. As a result, products that require people to learn new things routinely fail.Whats your California roll?When describing the Apple Watch, Jony Ive said his goal was to build the strangely familiar. The smartwatch is exactly the kind of innovation that is still too new for all but the most early of early adopters. And yet I ve obsessed over the details of the Digital Crown, an esthetic adopted from traditional watchmaking. Clearly, Ive knows what hes doing - industry analysts expect the company to sell 19 million units this year.As the pace of innovation accelerates, human behavior, not technological restraints, will be the deciding factor of whether products are adopted or discarded. If new products and services are to positively impact our lives, they must find a gateway into our daily routines. The familiar done differently is the way to users minds and hearts - and sometimes their stomachs.Heres the gistThe California Roll introduced Americans to sushi by using familiar ingredients arranged in a new way.The California Roll Rule People dont want something truly new, they want the familiar done differently.Things that are truly new need to use familiar mental models to gain user adoptions (i.e., Apples use of skeuomorphs.)Unfamiliar interfaces are more difficult to use and impede adoption.If your n ew product or service is not engaging users, ask Whats my California Roll?Thiscolumnfirst appeared atNir and Far.

Five Tips to a Great Skype Interview

Five Tips to a Great Skype InterviewFive Tips to a Great Skype InterviewModern advancements in communication technologies have certainly come a long way. Landlines are nearly a thing of the past, cell phones can also look up dinner recipes and the last time we saw a pager it was on display under glass in a History of Tech museum.With unterstellung innovations, it only makes sense that companies would take advantage of high-tech upgrades to reach interviewees further afield, opening up the prospective candidate market to far off locations to find just the right pick for their job opening. Conducting interviews via Skype, or similar video messaging technologies, is becoming increasingly mainstream for first and even subsequent round interviews. Companies big and small are utilizing these systems, meaning that candidates who know how to perform well on camera will have a significant leg up on those who are downloading the app for the first time five minutes before the interview. If your e a newcomer to internet video for interviews, no need to worry. We have the five tips you need to come out of your next Skype interview looking and sounding like a pro.1. Set the StageUnless you have a home office set-up ready to go, choosing the location that will serve as the backdrop to your Skype interview can be a bit tricky. In order to appear professional, you should try to avoid common domestic areas of your home such as kitchens or bedrooms. If you do have an office or spare room, inspect your walls and art carefully for anything that may set the wrong tone or impression. While we may all appreciate that cutting edge poster of your favorite grunge jupe band from the 90s, it might not be the right setting to make a good first impression with your potential new employer.2. Illuminate Your Best QualitiesThe purpose of conducting a video interview instead of a traditional phone call is to allow the candidate and interviewer to communicate more clearly. Given this, its probably a good idea to make sure the lighting in your chosen interview spot is good enough to let you be seen. Overly bright lighting can make you appear washed out or nervous. Dark lighting can obscure the interviewers image of you. Experiment with lamps off camera and bring in external sources if needed in order to ensure the prospective employer gets to view you in the best light possible.3. Dress for Success or Yes You Do Have to Put on PantsWhile conducting an interview online over video messaging programs may seem like a cutting-edge approach, this is no reason to drop the typical interview formalities when it comes to attire. You should wear the same clothes that you would wear as if you were sitting in the same room as your interviewer typically, a conservative suit, jacket or button up. This creates a non-distracting palette and shows that you respect the interview process, regardless of whether its in person or remote.4. Look Here, No, ThereThis next topic is a tricky subject, ev en for those with a great deal of experience in the internet video messaging game. We all know that making eye contact is an important quality when meeting someone in person. While it can be harder when communicating on line, interviewees should still strive to converse head on. Experiment with different camera views ahead of time. Most video messaging services have preview panes that allow you to see what the other person is seeing, a great tool for finding that perfect angle. When in doubt, face forward to the screen is always a good approach and fruchtwein laptops internal cameras areset up for this to be the ideal angle to see and be seen.5. Practice Makes PerfectOur final tip when it comes to nailing that Skype interview harkens back to everything from childhood dance recitals to college exams. Practice, and plenty of it, makes you more prepared and likely to excel. Test out your technology ahead of time to make sure youre comfortable with the messaging platform and that it run s smoothly on your machine. Skype with your friends or family (grandma will most likely be thrilled to volunteer for this endeavor). Try out your outfit, lighting, background and camera positioning ahead of time to ensure youre making the best impression possible on the big day. Add in a little traditional interview prep and potential employer research, and youll have everything you need in your interviewing arsenal to convert that online interview into a callback or job offer.

The Quintessential Manual to Film Production Resume

The Quintessential Manual to Film Production Resume Return to your list of skills and discover the skills you saw in the work ad. The aim of this phase is to establish whether the candidate has the acceptable set of skills and qualities to excel at work. It definitely will help to strengthen the thought that you currently have the skills they want. Be sure to supply certain examples of times when you demonstrated these skills on the job, too. As a guideline, its important that should you decide to include anything were going to discuss, you leave it at the base of your credit list. It may be really monotonous making the resume from the start. In the end of the day maintain positivity you will be given a job which you dream about, congratulations What you are able to do is simply book a little corner place thats cozy enough for just the both of you. These roles ought to be similar or relevant to the one which you are presently applying for. Your prospective employer isnt meticulously investigating each applicant to get THE BEST PA IN THE ENTIRE WORLD. There are lots of avenues you may utilize to develop your list of connections. The goal is to clarify the budget level of the undertaking. JDownloader It is in fact another absolute best and advanced download manager that is perfect for the users. Once youre able to look at pdf file as flipbook, you can begin to personalize your web flipbooks. From a number of options on the internet were sure this pic may well be an ideal reference for you, and we sincerely hope youre delighted by that which we present. It considers this work title as a portion of the motion picture and video market. Its possible to then look at the improvement of the download through the system thats related to the world wide web. Theres no need to be concerned about the usage of your mobile data. Make sure your contact number is large and clear. In the most suitable time of setting up JDownloader tool, you will want to ensu re you have downloaded it in a secure approach. It needs to be really best to find the interest of the employer or recruiter. The majority of these resumes are perfectly fine choices too, so if you would like to have the maximum chance of being picked, your resume should be scannable. Non-film work in the event the responsibilities arent similar. Their responsibilities vary based on where theyre assigned. The Lost Secret of Film Production Resume You will re-order the categories based on what sort of production will get your resume. Do NOT include a photo of any sort. You also ought to look upon choosing the very best birthday gift. Make your contact info and anthroponym a bigger size than everything else. Also, list all your career accomplishments, especially in the event youve worked on hit films. However, you would like to ensure whatever youre adding to the resume is related to the film business, in particular to the job which you aspire to get now. 1 surprising an d appealing point to have in your film resume would become your education. Nonetheless, the work is extremely varied and it gives a great opportunity of entry-level role into the movie industry. One of the absolute most troublesome things about breaking into the film business is securing your very first job. Write down all the roles which youve played in preceding films. Im a film professional with over 10 decades of experience in many facets of the business. The Tried and True Method for Film Production Resume in Step by Step Detail Applicants that are proficient in filmmaking software and office computer software programs will definitely have greater odds of being hired. If you want to make online flipbooks for a provider then Yudu is a great selection. If youve got the skills that the business looks for in an applicant, youll get called for an interview. Go over the work listing to make sure you only include skills that match the organizations requirements. Producers ar e often accountable for hiring. Film production assistants do a lot of the important standard work. Additionally, production buyers are going to be on hand to meet New Mexico business leaders seeking to promote or expand their company with the business. Technical understanding on how best to utilize the manufacturing equipment when in production. Film Crew Resume Objective Joining a Film Crew may be an exciting endeavor, but its also one that needs a deep comprehension of numerous essential elements of film production. Production assistants play a critical part in the entertainment media. Producers help set a budget for every single department and after that track spending also. Communication Producers should have strong written and verbal communication abilities. Definitions of Film Production Resume You would like your name to be noticed and for it to be very simple to reach out and hire you. Therefore, it follows that your resume should be quite easy. Ensure that the cr edits youre sighting are accurate.

No More #8216;Climbing the Corporate Ladder#8217;; It#8217;s Time to #8216;Traverse the Uneven Terrain#8217; of Today#8217;s Economy

No More 8216Climbing the Corporate Ladder8217 It8217s Time to 8216Traverse the Uneven Terrain8217 of Today8217s Economy In the first articleof this series, we discussed the need to unlearn the idea that there is something wrong with you if you have short job tenure. We also discussed the need to unlearn the idea that winners dont need to hustle for their next jobs that recruiters will always be calling them, and if they fail to call you, then you are a loser.Today, well discuss another popular career concept that needs to be unlearned the idea of climbing the corporate ladder.Climbing Corporate LaddersOne pervasive component of early-to-mid-twentieth-century thinking about careers was the concept of climbing the corporate ladder of success. This framework used the corporation or institution as the economic foundation ofupward mobility. In this context, success meant ever-increasing levels of job titles, salaries, and responsibilities within the same organization.This ladder-climbing framework may continue tobe viable for large companies and institutions with sophisticated approaches to management development, but how many of those organizations still exist? What is the probability that you willwork for one of them?fruchtwein of the people whose career campaigns we manage will end up working for smaller companies with espoused philosophies that people are our most important product yet these companies will also conduct themselves according to a just in time approach to leadership succession.Rather than paying the cost of in-house leadership development, the company will decide it wants someone who can hit the ground running when an important leadership role opens up. The company will find this person by employing retained search firms to sourcethe most qualified candidates both inside and outside the company.The higher up the organizational ladder an open role is, the higher the bias in favor of hiring outside the company. Give n the drive for doing more with less, in-house employees are struggling to simply perform the jobs they were hired to do. They lack the time and the company does not provide them with the resources to demonstrate fitness for higher-level jobs.The Devil You Know Is at a DisadvantageUnder these circumstances, promoting in-house candidates to higher management roles can sometimes be perceived as being as much a leap of faith as hiring an outside person is.Consider the popular term the Peter principle, which refers to the idea that managers rise to the level of their incompetence because people are hired for new roles based on their competence in their current roles not their competence in the new role.Itwould be an error to assume that the best sales professional in the company will be the best sales manager. It would be an error to assume that a baseball teams best pitcher will be the best coach. As one ascends the corporate ladder, jobs increase in responsibility but they also re quire different skill sets. Thus, when hiring an internal candidate for a leadership or management position, a company runs the risk of enacting the Peter principle.Another problem for internal candidates is that it is riskier for hiring authorities to promote internal candidates than it is for them to hire external candidates. The popular cliche is that the devil you know is better than the devil you dont know. That cliche breaks down in the hiring process.Finding out the devil you didnt know has problems opens the hiring authority to accusations of making bad decisions under conditions of incomplete information. Finding out the devil you know has problems opens the hiring authority to accusations of making bad decisions under conditions of complete information You knew they came with baggage, and you hired them anyway???From Ladder Climbing to TraversingThe 50 successful people we interviewed for this series of articles did not think in terms of ladders. They thought in terms of t raversing.The skiing term traversing means moving in a zigzag pattern along different snow terrain. During an alpine ski run, you may traverse over ice patches, powder snow, or moguls (snow mounds).Moving up a ladder requires steady discipline and persistence in the face of obstacles. Traversing requires discipline combined with maneuverability.Schools are excellent at educating students about discipline and persistence in the face of obstacle. From kindergarten to doctoral programs, one must pass through a hierarchy of required courses to pass on to the next hierarchy of required courses. Running through the educational systems gauntlet is a demonstration of intelligence, discipline, and persistence.All of this means that traditional schools are excellent at teaching students how to climb ladders that will not exist for them once they graduate. The key skill professionals need in todays assignment-based economy is not ladder-climbing, but the agility of traversing.Back to the Case of JackIn the previous article,we discussed the case of JackJack needed to understand and accept that his career may have begun as an employee, but it would most certainly end as a consultant. Jacks career would not be a single career comprising a series of corporate jobs. It would be more like managing two professional lives, one focused on employment assignments and the other focused on project assignments.This is what we call traversing as opposed to managing one single career. This new model involves zigzagging between full-time and project work, moving from W-2 to 1099 and back to W-2.In the next and final article of this series, well explore the three main lessons we learned from our survey of 50 successful professionals traverse with your career edge, master affiliation needs, and traverse between provincial and cosmopolitan knowledge.Maryanne Peabody and Larry Stybel are cofounders ofStybel Peabody, an Arbora in aller herren lnder Company. This article is adaptedfrom their b ook,Navigating the Waterfall Your Guide to Job Search and Career Management.

How To Recruit Your Own Mentor

How To Recruit Your Own Mentor How To Recruit Your Own Mentor How To Recruit Your Own MentorWhether youre an engineering student, landseeking a new job, or looking for ways to grow your career, a mentor can help you find and climb the steps to success, affirms Allison McWilliams, Director of Mentoring and Professional Development at Wake Forest University.Mentors see our strengths and interests, and then encourage us to develop these assets to achieve our goals, she explains, Its a relationship that goes beyond networking or informational interviews. Good mentors ask thoughtful questions that enable them to give you objective, valuable feedback.How can you connect with one? Organized mentoring programs, often run by professional associations, are usually accessible, structured, and time-limited with well-defined goals. You can check with a local or campus chapter of any professional science or engineering group to see if they have one.McWilliams remarks that more often, though, mento rs are found informally. Think about your go-to person for getting feedback or making decisions. Do you sometimes stop by their office to ask a question? Those people are your mentors, even if you dont call them thatDepending on your comfort level, you can formalize the relationship a bit. Remember, being a mentor is a commitment of time and responsibility. If someone has been very helpful and you feel a connection, be respectful of their time, while trying to confirm their interest, she suggests. (Using the word mentor isnt essential) Instead of simply dropping by to talk sometimes, you could say, I know you have a lot on your plate. Would you be willing to get together every month?Be very specific. McWilliams stresses, articulate your goals. It helps to say, ansicht are some things I would like to work on in the next six months. Thats much easier to respond to than an open-ended request. Be clear about what youre asking for because that sets parameters. Remember, the person youre approaching is busy with their own goals, too.Approaching someone you barely know is challenging, but possible, notes McWilliams, Make a list of people whove impressed you because of smart or interesting things theyve done professionally. Ideally, youve had a brief conversation with them or an informational interview. Tell the person something you admire about their accomplishments. Then ask, Id love to hear a little about your career and the choices youve made. Can I buy you coffee or lunch, and ask a few questions?Theyll appreciate your thoughtfulness and courtesy. This would be a great way to learn things youd never know otherwise, McWilliams advises.Mentoring relationships are not permanent. If you told the person up front that youd like to meet with them over six months, acknowledge that after six months. And even if you didnt specify a time frame, there comes a point when you know if youve achieved or advanced towards the goals you identified, says McWilliams.If youve met the goals, the mentor knows. But whether you have or havent, isnt a reason to discontinue the relationship, she stresses. For instance, you can tell the person, I havent achieved exactly what I set out to do, but weve opened some other threads I never thought of. Or you might say, Ive accomplished what I asked you to help with. And it is also fine to add, I would love for this to continue how do you feel about that?You will have different mentors throughout your career, McWilliams notes, As you change jobs or take on new roles. By paying attention to your own goals and progress, youll be able to benefit from each of these relationships.The ASME Mentoring Program is designed to give Mechanical Engineering Professionals an opportunity to share their knowledge and help the next generation thrive.

Are taxpayers in your state giving more money than they get back

Are taxpayers in your state giving mora money than they get backAre taxpayers in your state giving more money than they get backTax season is in full swing, and its fair to wonder what youre getting for all your money.It turns out for people living in fruchtwein states, the federal government is spending a lot more than its receiving in tax revenue.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more40 out of 50 states are getting more, sometimes a lot more, from the federal government than theyre paying in taxes.Taxpayers in Virginia receive more than $10,000 on a per capita basis than they pay, the biggest imbalance of any state in the country.Several states in the Northeast pay thousands more in taxes than they receive from the federal government.Our data come from theSUNY Rockefeller Institute of Governments 2019 reporton fiscal policy. The report breaks down how much money each state pays to t he federal government through taxes on a per capita basis (pink), plus how much the feds sent back in the form of expenditures (green). Expenditures is a broad category and covers a variety of things, including direct payments to people like Social Security, contracts for local governments, wages for federal workers and sub-contracting work. We ranked the states moving clockwise from high to low on the net difference between the two figures, showing a unique take on the balance of payments between federal and state governments.The first and most obvious insight in our visualization is to understand which people are receiving more money in federal outlays than theyre paying in taxes.Virginia, Kentucky and New Mexico top the charts as the top three getting the most money back. For example, in Virginia, people on average contribute $10,571 in federal tax revenue but benefit from $20,872 in federal outlays. Granted, many of these expenditures are payments to the federal workers who actu ally live in the state, but its still a nice return for the state.At the opposite end of the spectrum, several states are actually in the red.Connecticut, New Jersey and Massachusetts each contribute thousands more on a per capita basis than they receive back from the feds. California is the closest to breaking even at a net difference of $12 per person, which is slightly more than the states minimum wage of$11/hour. Bear in mind our visual doesnt take into account the overall size of the allocations. California looks small only because its a per capita figure. In reality, were talking about billions of dollars in money flowing back and forth.In the final analysis,40 out of 50 states are getting more, sometimes a lot more, from the federal government than theyre paying in taxes. Theres a net negative balance of payments across the country. Thats why the federal government is running a massive deficit of around$1 trillionthis year. Unless and until politicians are willing to let thei r states contribute more than they receive, this situation will likely only continue to get worse.DataTable 1.1This article originally appeared on HowMuch.net.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Eli Terry

Eli Terry Eli Terry Eli TerryAround the time of the Revolutionary War, Connecticut welches the epicenter of clock-making in the United States. Clockmakers had such a large impact on the region that today, towns around Plymouth still bear the names of successful townsmen who were in the clock-making business. One town, Terryville, takes its name from the father of mass-production clock making, Eli Terry (1772 1852), who had factories there and is one of the United States most famous horologists,one who studies timekeeping and timekeepers.He grew up in Plymouth and there completed an apprenticeship with a master clockmaker. At that time, clocks were made by hand, and his mentor had begun creating standardized parts for clocks.Terry soon started his own clock-making factory using wood for the gears since it was a locally abundant material. He was considered a great man and a natural philosopher with exceptional mechanical ingenuity. He received the first clock patent granted by the Uni ted States Patent Office in 1797 for his equation clock. It was signed by President John Adams and was the first of 10 patents awarded to him in his lifetime.Eli Terrys Pillar Scroll Top Case clock was widely used and copied. Around 1800, clockmakers would begin one or two dozen at a time, using no machinery, first marking out with a square and compass then cutting the wheels and teeth with a saw and jack-knife, a very slow and tedious process, says Chauncey Jerome in his 1860 book History of the American Clock Business.Terrys factory was the first to use standardized parts in clock-making and the first to use machinery to create clocks. At his factory, wooden gears were originally fabricated using a hand-operated machine with a foot-powered lathe. In 1803 he devised ways to use waterpower to operate his machines, and shortly after, he created jigs that helped make standardized clock parts, so the factory could produce more parts per year. He had, until this time, delivered the cloc ks to his customers in person, a practice that would become difficult with higher volumes.He located his next clock-making factory in a mill that had access to water for power, and it was there, in 1808, that he started the first five hundred clocks made by machinery in the country. This was a larger number than had ever been begun at one time in the world, and it was part of a contract to produce four thousand clocks at low prices, which most people doubted was possible.He sold the plant (which did deliver four thousand clocks) and bought another where he continued his work contributing much to the field of clock-making. He briefly pursued half-second pendulums, which leuchtdiode him to the development of a much smaller shelf clock in 1814. Terry invented and patented his Pillar Scroll Top Case, a one-day clock, which revolutionized the business. It was widely used and copied. This design produced clocks in large quantities until advancements in sheet-metal replaced wooden clock bo dies almost a century later.Terry not only pursued low-cost clock making, but also high-class brass-geared clocks, which could survive the rough seas better than clocks with wooden gears when exported to customers in Europe. He also made tower clocks, one which still stands today. Of his many children, several sons followed in his footsteps in the clock-making business. Eli Terry was a prime example of a successful engineer who made a fortune out of his own ingenuity.Debbie Sniderman is CEO of VI Ventures LLC, a technical consulting company.Terrys factory was the first to use standardized parts in clock-making and the first to use machinery to create clocks.