How to use your skills for good two routes into social impact

How to use your skills for good â€" two routes into social impact How to use your skills for good â€" two routes into social impact ONLINE CAREER CHANGE MASTERCLASS: VALUING YOUR SKILLS SERIES How to use your skills for good â€" two routes into social impact Louise GouldenFounder of The Together Project Matt CooperProgrammes Manager for Arrival Education Shiobhaun WattCareer Coach and Moderator Join us for an interactive discussion on how to use your skills for positive change and the realities of working in two areas of the social impact space. Video and Summary PDF €25Access Now As seen in: This Masterclass is for you if you… Want to move into work with a positive social impact, but have no idea how your existing skills could be used to do so Don’t understand what you’re good at and how to value your skills Are worried about the realities of moving into social impact and whether you have to start at the bottom Have a mindset that’s stopping you from starting and backing the skills you already have You’ll leave with… An understanding of some of the skills needed in the social impact space Ways to discover your what you're good atfrom those who know you best Knowledge on two different routes into social good, where you can use your existing skills from day one Insights into the realities of two areas of the social impact space Learnings on how to reframe your fears to be confident in the skills you have You’ll be in conversation with… Louise Goulden Founder of The Together Project Louise Goulden founded social enterprise The Together Project in 2017 with a mission to improve wellbeing, reduce loneliness, tackle ageism and unite local communities through intergenerational activities. After 14 years in marketing agencies working for Westfield, Sony Music, Royal Mail and Jaeger, Louise had her first child in 2016. Driven by a desire to find a greater sense of purpose in her career and a better work-life balance, she quit her job whilst on maternity leave, using crowdfunding to set up The Together Project and has never looked back. Matt Cooper Programmes Manager for Arrival Education Matt is a Programmes Manager for Arrival Education, a social enterprise who partner with businesses to help socially and ethnically diverse young people build the skills and networks to help them towards career and life success. He is passionate about social mobility, ensuring equal opportunities for all and inspiring businesses to see the power of diversity. Before making the change, Matt was a management consultant, first with PwC then Elixirr. He has been able to repurpose his skills in data analysis, project management and relationship management, transitioning to the social enterprise sector through the On Purpose leadership programme. Shiobhaun Watt Career Coach and Moderator Shiobhaun is a coach, specialising in career change, redundancy and returning to work after career breaks. She’s passionate about coaching to ensure individuals can be the best they can be. Shiobhaun is accredited with the Chartered Institute of Personnel Development to MCIPD status.Shehas a background in human resources, having previously workedfor Barclays Bank and BAE Systems for over 15 years in various roles, including talent development and senior HR management. What others have said about our masterclasses The Masterclass gave you the opportunity to hear from people who have been there and done it, offering their experiences in an honest and open way. It gave the reality of making horizontal or even backward steps in order to reposition yourself in a new sector/area. Sonia - Coach Consultant The Masterclass made me realise I'm the only person responsible for my job satisfaction and job happiness. If I want a change, I have to make that happen. Seeing first hand from the panellists how they made their transitions, the fears they had, made me realise that it can be done and that staying where I am is the scary option. Olimpia - Contracts Manager From hearing about the experiences of people who’ve been successful in their shifts, the Masterclass gave me a boost to look at my own career and reflect back on what was not working, and to take steps forward on my own career change path. The Masterclasses are really valuable in learning from the career change of others. Nana - Community Link Worker Get access to the Masterclass now ONLINE CAREER CHANGE MASTERCLASS: VALUING YOUR SKILLS SERIES How to use your skills for good â€" two routes into social impact Video and Summary PDF€25Access Now Questions? FAQ After Questions How long is the Masterclass? One hour. What’s the format of the Masterclass? For approximately the first half of the event, you’ll hear from one or more experts or practitioners who will be sharing their insights on the subject of the Masterclass. The second part will be an interactive QA session, where our panellists will be answering questions from the audience. What equipment will I need to take part? You'll need an internet-connected computer / laptop, tablet or mobile device with sound. How will I get access to the recording? As long as you have registered for the Masterclass you’ll be emailed personalised login details to access the recording. Is there an expiry date on the Masterclass? No, there's no expiry date on the recordings and summary of the Masterclass. Will I be able to watch the recording more than once? Yes, you’ll be able to watch it as many times as you like.

Welcome Original Thinkers

Welcome Original Thinkers I confess, I have a thing for undervalued Wisconsin Brands. I am one, myself.  (Born and raised in La Crosse, Wisconsin, named by an explorer for the game he saw Sioux and Winnebago men playing.) Many great brands have come from Wisconsin, including Bucky Badger  , the newly-hip PBR, and J.J. Watt.  Also Kimberly-Clarke, a 144-year-old brand that owns Kleenex and Huggies brands, among other absorbent products. Theyre headquartered  in Neenah, Wisconsin, located about 60 miles Southwest of  Green Bay, population 25,000.  Nearly one-quarter of the worlds population purchases their products every day, and in 2015, company sales totaled$18.6 billion. Solid company, world-class products. But as the race for talent heats up, they face a huge challenge: how to woo millennials to marketing and other jobs in a place many of them have never heard of  and that would not be considered a millennial magnet The above-mentioned Neenah, WI. According to an Advertising Age story, K-C needs to recruit  4,000 to 5,000 people each year to replenish and expand its workforce of more than 43,000. Attracting creative millennials to Neenah is an uphill slog, since the town offers almost none of the amenities young people crave unless they make the two-hour drive to Milwaukee or four-hour-plus drive to Chicago. Appleton is actually a cool town that bills itself as the Vermont of the Midwest, so bearded hipsters may find its affordable lifestyle and stress-free commute a plus.  But you still have to help them see themselves in a role at the company.The company reached out to me to share their strategy for attracting original thinkers, launched in October. Kimberly-Clark developed Welcome Original Thinkers, an initiative designed to acknowledge the array of individual attributes that contribute to original, innovative thinking.  Kimberly-Clark identified eight Original Thinker types including Nonconformists, Disrupters, Makers and Adapters among others. (I tested out as a Muse, whose description is this: Your warmth and natural empathy inspire those around you to do their best work. If you seem quiet, its only because you are considering so many creative options. You dont feel the need to share every idea you come up with-just the brilliant ones.) The heart of the campaign is WelcomeOriginalThinkers.com, a content hub launched this summer, which introduces visitors to real-life Kimberly-Clark Original Thinkers, Neenah-Appleton, WI and careers at Kimberly-Clark. It is based on the notion that Kimberly-Clark employs the best minds and provides an environment that celebrates fresh thinking, new ideas and allows its  people to re-invent how theydo business. See more at: http://www.wotquizinfo.com/#about.

12 Ways Writing a Brand-Building Book Resembles Exercise - Personal Branding Blog - Stand Out In Your Career

12 Ways Writing a Brand-Building Book Resembles Exercise - Personal Branding Blog - Stand Out In Your Career After reading Bill Connollys recent interview with Jonathan Fields, and spending the day reading Jonathan Fields latest book, Uncertainty: Turning Fear and Doubt into Fuel for Brilliance,  I was struck by the similarities between writing a brand-building book and starting an exercise program. The more I thought about the parallels between writing and exercise, the more I realized they were similar in many, many ways. 12 ways writing resembles exercise Below are just some of the similarities I noticed. You, probably, can come up with dozens of additional similarities that I overlooked. Both are easy to start, but hard to finish. Its easy to sign-up for a gym membership, and its easy to enroll in a weekend writing and publishing workshop.   The hard part is to maintain consistent progress after the burst of initial enthusiasm wears off. Success comes from daily commitment. Writing success, like exercise, comes from consistent daily progress. Success occurs when your writing sessions become a habit, or daily ritual. Just as you wouldnt want to exercise once a week for 8 hours, writing success is based on short, frequent writing sessions. You have to start somewhere. If youve never skied, its doubtful that you could train for the Winter Olympics in just 6 to 12 months. Both writing and exercising requires learning and mastering new tasks, starting with the basics and by taking small steps. Having a personal trainer, or coach, helps you enjoy faster progress. Working with coaches and trainers helps you save time learning new tasks and creating realistic expectations of what you should do during your daily workouts and writing sessions. Both are easy to overdo. Another reason that personal trainers and writing coaches can be so helpful is that they will monitor your progress from the big picture point of view. Its easy to hurt yourself if you push yourself too hard while exercising. Likewise, you can easily burn out if you engage in day-long, marathon writing sessions or all-nighters, rather than short, frequent sessions. There will always be reasons to slack off. As you move forward, your commitment will be tested; youll be faced with temptations to skip a workout or a writing session. There will always be work or family-related issues demanding your time. Having a coach or trainer provides an accountability factor that will help you resist temptation. You have to track your progress. Tracking your progress in a way that lets you can see measurable progress, plays an important role in writing and exercise success. Exercise and writing rarely occurs in huge leaps; progress often comes so slowly that youre apt to overlook it. When you track your progress, however, your incremental progress becomes far more visible. Its never too early, or too late, to start, but. Its never too early to begin an exercise program or start to write a book. And, its never too late to start. However, the earlier you start, the more time youll have to enjoy the benefits of a brand-building book or a healthier lifestyle. Both require self-confidence. If youve never exercised, or thought of yourself as physically fit, you may find it difficultperhaps, even dangerousto start a fitness program. Likewise, if you dont think of yourself as either a natural writer or have qualifications to writelike a Ph.D. or published research papersyou may not feel qualified to write a book. Once again, the support of an objective book coach or personal trainer can be more convincing than support from friends or family members. There will always be others better than you, as well as others not as good as you. Avoid casting covetous glances at those lifting weights 2, 3, or 4 times as heavy as yours. Likewise, avoid allowing yourself to be intimidated by multi-title authors and polished speakers. At one point, even the biggest experts were just starting out, too. Both are never finished. The health benefits of an exercise program can quickly evaporate if you return to a sedentary lifestyleespecially if you also return to your previous fast-food (and lots of it!) diet habits. Likewise, your writing will lost some of its luster and readable style if you dont continue to write on a consistent basis. Luckily, after finishing your book, youll soon discover ways to re-address the topic and create information products, (i.e., articles, podcasts, reports, speeches, tip sheets, and videos, etc.) based on it. Commitment and confidence leads to success; success leads to more confidence. Its impossible to plot every possible success scenario that will come from confidence in your ability to try something new, accompanied by a commitment to continue moving forward. No guarantees, but lots of likelihood There are no guarantees that your book will transform your career by building a strong personal brand, just as theres no guarantees that an exercise program will make up for years of smoking and overeating, or prevent you from getting hit by a bus. But, in both cases, the investment you make will insulate you from career or health stagnation. In worse case scenarios, i.e., you lose your job or a health problem emerges, your published book or your improved metabolism and circulation will provide a better that will help you quickly get back on track. To learn more I gained a lot from Bill Connollys interview with Jonathan Fields and reading Jonathans  Uncertainty: Turning Fear and Doubt into Fuel for Brilliance. Uncertainty provided a new perspective, which lead to this article.   I encourage you to read its table of contents first chapter online. And, if Ive overlooked any other ways that writing a brand-building book resembles exercise, please share your ideas as comments, below. Author: Roger C. Parker’s Published Profitable offers a new perspective on writing a book. You can also download his free 99 Questions to Ask Before You Write and Self-publish a Brand-building Book

A Rant About Recruiter Rumours

A Rant About Recruiter Rumours Agency recruiters are susceptible to pretty harsh reviews sometimes. This week I attended  a Q A session with social media expert and million-dollar business builder, Gary Vaynerchuk. He talked about success factors; work ethic, believing in yourself, persisting, having patience and well, you get the point. One thing that really stuck out to me was his take on misconceptions, and dealing with things that are out of your control. That includes dealing with falsities that he has little power  over. He talked about his competitors stealing his ideas and advice, repackaging it and selling it back to his fans, who buy it.  Frustrating stuff. Does he care? Not really; he seemed super confident that truths would come out eventually. It got me thinking about the bad reputation and rumours that hard-working, honest and passionate recruiters have to deal with.  I guess every industry has its generalisations and stereotypes. Real Estate Agents? Slimy. Journalists? Nosy. Actors? Self-obsessed. Teachers? Bossy. You get it. In all of these cases, its largely a matter of a some  bad eggs ruining the publics  perception of everybody else in their line of work.  Agency recruiters arent exempt from being generalised, and  tend to cop it pretty badly.  For a bunch of professionals who, at the end of the day are trying to help people realise their dreams and find work, some get a pretty bad reputation. I know there are  some absolute slime balls out there, but its just a fact of life that these types of people  will  pop up in every corner of the globe, irrespective of industry.    I believe there are several misconceptions about people working in agency recruitment. So, lets set a few things straight. Every Tom, Dick Harry could not  do the job Not just anyone can be a successful recruitment consultant on agency side. It is true that a lot of people do just fall into recruitment.  A lot of people come from completely contrasting  careers to give it a go. Sure, you can study HR or Business Management at university, but there isnt a Bachelors Degree in Recruitment on offer. Why? Because there is no rigid set of requirements to what it takes to be a great recruiter.  The recipe for success in recruitment is made up of a  mix of organisation, people skills and determination. Recruitment tends to operate on an open-door policy; if you want to give it a go, the option will be out there for you. But that doesnt mean youll stick at it and be great, theres a lot more to it than a lot of people think, and some people just arent cut out for the challenge. In regards to why there is an open door policy, its not just to let every man and his dog in for numbers sake.    More than 100,000 people work in the recruitment industry in the UK alone, but there is  still a genuine talent shortage in recruitment, and competitiveness among firms. One of the biggest struggles agencies face  is hiring and retaining top talent. Considering the variety of backgrounds great recruiters could come from, it makes sense for managers to give eager people a go, and a chance to succeed. Whether theyll actually make it or not is another matter  altogether. Recruiters  are  not  serial liars I feel like theres always talk about recruiters just  telling people what they want to hear. Iv heard people  hold the viewpoint,  Oh,  they will just say whatever it takes to make the placement,  whether its unethical, immoral and goes against the best interests of client and/or candidate. I just dont agree.  Agency recruiters operate on a consultative basis where their reputation is everything and referrals are the make-or-breakers of their career, on both the candidate and client side. Lies eventually come out and bad recruitment decisions attributed to the recruiter involved will only damage their career. Recruiters have to think of their long term strategy, and lying isnt conducive to longevity in the industry. What I do believe, however, is that recruiters are excellent sales people. They have to be because at the end of the day, recruitment is  a career in  sales, where  people are  not only the  purchasers, but  the product too. Any sales person has to be persuasive and clever-talking, knowing what to say at the right times. Anyone working in a business setting knows they have to carefully craft what comes out of their mouth in order to get people on board with their company, vision, product or idea. Being persuasive is called doing your job and being successful. Everyone in the industry is not making it rain It would be great if this was the case, but its just not true. A lot of recruiters make great money, theres no doubt about that. Its certainly a lucrative industry and theres no denying that either.  The UK  turnover in 2015 was £31.5billion. Apparently the average annual sales for a consultant is around   £96k. When you team statistics like that with testimonials of high billers  dressing to perfection, going out for expensive dinners, driving super speedy cars and holidaying at the worlds best locations, its easy to assume everyone is well off in recruitment. The thing is, recruitment is full of extremely high highs and really low lows. Some people have nailed the consistency, but a lot of consultants will make it rain for months, then simply wont bill for two consecutive quarters. And then there are consultants who do what they can, but work on much smaller margins and are subject to less generous commission schemes. Yes, you can make a lot of money in recruitment, but everyone doing it isnt high-rolling all of the time. It is  not  only  about the money First of all, lets wind this one back a little bit. I agree that this is a HUGE reason why people are in recruitment. What I dont understand is why its  so  wrong. Im pretty sure cleaners dont clean for fun its for the money.  A lot of bankers would probably prefer to babysit puppies all day, but instead they choose to slave over reports and other strenuous tasks. Work, at some point, has to be about money. People need to eat and get their hair done. Yes, work should be  about enjoying what you do, making a positive impact on the world and all of that other lovely, wonderful stuff. But work is called work for a reason. You work. You get paid. It has to be about money. So why is it so wrong for recruiters to be in it for  the money? Secondly, a lot of recruiters love the work they do more than you could ever know. They live and breathe  it. They love the networking, the human interaction, the satisfaction of helping people, the challenge that comes with filling a client brief, the consultative role they play, the numbers, the sales, the chase. They love what they do and they are passionate, loyal and lively people. This is why its terribly inaccurate to slap a money hungry and thats all stamp over recruiters foreheads. That is such an insult to all of the genuinely dedicated and determined recruitment experts out there! Image: Shutterstock

How To Use Resume Writing Tips For No Experience

How To Use Resume Writing Tips For No ExperienceWith the number of available resume writing tips and templates for professionals, it's no wonder so many are struggling to come up with a compelling and impressive resume. These aren't easy tasks, but if you can follow a few basic guidelines, you'll have the edge over your competition. Here are a few of the basic steps to keep in mind.First, be honest in your resume writing. Many candidates are hesitant to highlight their accomplishments in a resume because they are afraid of sounding overly ambitious. By not exaggerating or lying about an applicant's achievements, it gives them the opportunity to showcase their true skills. A good rule of thumb is to avoid telling them too much that they won't be able to live without telling themselves. In fact, make sure to tell yourself more than what you would tell others, so as to remain realistic.Second, the resume needs to be compelling enough to get the recruiters' attention. This may require th at you have some kind of special expertise that employers will be able to use. For example, if you are working in the health care field, listing your previous work history in addition to providing details about the specialties that you currently focus on may work well for you. If you're looking to make an impression and your resume doesn't include any details or things that recruiters need to know, it may be difficult to find any position within your specific field.The most important role that resumes play is creating an impression. While you can get your message across effectively by talking to those who can help you with the job search, there is no substitute for the written word. Resumes serve as a record of your experiences that will be used to determine your future opportunities. When employers see your previous accomplishments, they can begin to form an idea of who you are as a person. Therefore, it is critical that you display those that will impress your future employer.The way the resume needs to look and how it needs to read needs to be matched to the reader. Since there are many resumes being created for each position in the same field, it can be hard to figure out which type of resume is going to be more effective. It is suggested that the resume that is most informative and will clearly communicate the true nature of a professional should be the one chosen.A candidate who has no experience in the field they are seeking will benefit from using resume tips no experience. As it turns out, the skills that come with experience are more important to recruiters than any skills that an applicant has that they haven't learned. In addition, it helps to share some of the experiences you have gained, even if it wasn't your first job. Recruiters who evaluate resumes may be looking for a professional who can give something away.One of the most simple resume tips no experience can help is making the resume stand out. If you've spent time in the field but lack th e professional resume, your chances of getting the job are better. But if you have little experience, the resume needs to stand out.There are a lot of resume writing tips no experience provides that make it easier for professional to showcase their experiences. Just as resume writing tips, resume writing tips for experience and no experience can help your resume stand out and be effective. With a little bit of creativity and organization, you can help get you where you want to go.

Job Stealth Mode Find Critical Info About Potential Employers

Job Stealth Mode Find Critical Info About Potential Employers Job Stealth Mode: Find Critical Info About Potential Employers Job stealth mode can make a difference.   We all know that asking questions in an interview are a good way to learn more about a company.  The purpose of this activity is to find out if you want to work there too. But to be really prepared, you need to go a lot deeper than this. It’s time to go into “black ops” job stealth mode. Doing your due diligence in stealth mode before, during, and after an actual interview can reveal a lot more information than initially gleaned during a 45 minute interview. And can make the difference between whether you decide to accept the job offer or not. Here are some job stealth mode tactics you can implement immediately to learn more about the potential employer: Does the same job or other departmental jobs keep turning over? If in a panel, how do interviewers treat each other? When arriving for the interview, how were you treated in reception? What was your gut reaction when you walked in the door? Believe it or not, your instincts are usually dead-on more than you think. Google the company under the “News” function â€" has the business had any issues that have gone public? Visit the company’s Facebook page or other social media. Do they have a lot of followers? Do the posts / tweets reflect what you’d like to see in an employer? Is the company one that is listed on review websites like “Yelp?” If so, what are customers saying about them? Ping your contacts on LinkedIn about the company â€" it’s best if you have someone who already works there who can give you the REAL skinny. Heck, while you are at it, LinkedIn is becoming Grand Central Station when it comes to company information. Many times, there’s a profile that gives you information about the company, shows how many followers it has, includes recent posts and job listings, and all the people that you have in your network that are connected to it. Dig, and dig deep in this site! Digging around in industry blogs can unsurfaced posts created by people at the same company, and this content can serve to help create a bigger aggregate picture of the business. Attending industry events such as tradeshows, monthly industry education programs, or social events can help you operate in complete blackout mode by casually framing up questions that can yield a lot of answers about how others perceive a company. The more information that you can gather during stealth mode about a target company and its culture can provide critical clues that either reaffirms your decision to work there, or decline the job offer and avoid a huge career mistake.

Job Seeker Heal Thyself Transferring Company Benchmarks into Your Own Strategic Career Management - Pathfinder Careers

Job Seeker Heal Thyself Transferring Company Benchmarks into Your Own Strategic Career Management - Pathfinder Careers Job Seeker Heal Thyself: Transferring Company Benchmarks into Your Own Strategic Career Management The meeting planning industry (which is where most of my employment background lies) is all abuzz about quantifying and benchmarking results to demonstrate positive returns on investments and showcasing the overall VALUE of the meeting or event being produced. Why on earth wouldn’t you do the same for your own career? Employers want to see value. Especially now, when bosses are squeezing out every penny that they can just to stay afloat. It’s almost like the words ‘return on investment’ are practically carved above the doorway over staff entering the office! But when it comes down to managing the most important financial asset of the company, the thing that company leaders expect and demand the most from are the very people who do all the work. And employees that show that value and demonstrate profitability or innovation are the ones who are seen as the most indispensible. Practically every industry sector has evolved during these rocky financial times to understand that passively executing job duties without showing how those activities met financial and mission-critical objectives is a thing of the past. It’s now time that each and every one of us takes that same kind of accountability and incorporates it into our own careers. The résumé of old where you simply dumped your job descriptions into the work experience section simply isn’t going to cut it anymore. Understanding what your contribution has been and how it fits into the bigger picture is now ‘in.’ Time for a wake-up call for each and every one of us: The very principles of benchmarking company results / performance are the same ones that every professional should apply towards their own career management. In short: People who are hiring want to know what you contributed and how that helped your previous or current employer. Or, if it comes down to trimming staff levels, who do you think a business might keep â€" the employee who just trundled along day by day, or the one who kept a dynamic record of their positive contributions to the company? Are you awake now???? If this article is striking fear in your heart that you haven’t kept good track of your contributions… then good. It’s served the purpose for which it was intended. Most people don’t do a good job on this area, so you aren’t alone. But if you want to show your value and do better either within your current employer or find a new position another company, you need to transfer company benchmarking and performance to goal into strategic career management… and show RESULTS. One challenge that I present to my clients is to put the shoe on the other foot and see the entirety of your career like an employer would. What have been your biggest ‘wins’? Have you overcome a difficult situation? Seamlessly pulled off a last-minute event that left your attendees raving about such a great experience? Did you mastermind a major cost-savings that put more money into your company’s wallet? It’s pretty fair to say that most for-profit companies care about whether you made money, saved money, or saved time. With a non-profit? Usually the benchmarks are: Did you increase exposure? Outreach? Members? Or funding? Taking these principles of results quantification and outcomes, then applying them to yourself to demonstrate your contribution will make you more career-focused as well as a more finely-tuned and highly productive worker. Your next job, promotion, or salary increase could depend on it.