How to work with colleagues who do the bare minimum and use them to your advantage

How to work with colleagues who do the bare minimum and use them to your advantageHow to work with colleagues who do the bare minimum and use them to your advantageTrying to work with a colleague who is always lagging behind and barely makes an effort to catch up is a tough spot to be in.Heres how to manage.Talk to the person directlyYou should talk to the colleague who isnt contributing as much by speaking either face-to-face or on the phone.We know, we know - this is much easier said than done. Thats why its important to contain it to just you and the person, instead of critiquing them in front of other people.If you go above and beyond, they can make you look even betterChances are, if youre bedrngnis doing as little as they are, youll appear to be a better fit for the company.Karin Hurt and David Dye, authors of Winning Well A Managers Guide to Getting Results - Without Losing Your Soul, answer a readers question on their site about how to stay driven when colleagues are lazy a nd the supervisorin doesnt seem to notice that theyre doing more work than the other.They suggestto keep rocking your roleStay focused on your MITs (most important things) to serve your customers and the business. Stay creative. Chances are your boss is picking up a lot more than you know. Performance management conversations happen behind closed doors. I wish we could tell you how many performance issues weve dealt with that we longed to share with the high-performers we knew were frustrated, but couldnt. Be sure you keep building your brand with a strong track record of results and collaborative relationships.Set clear work boundariesWhat do you say to that person who constantly wants you to do their work?Leigh Steere, co-founder of management training tool Managing People Better, tellsMonsterto zone in on whats going on and suggests telling your coworkerI dont mind helping every once in awhile, but Im noticing that you are asking me to help with things from your to-do list freque ntly. I have a full plate without taking on more, and I need to say no.Have a conversation with your supervisorAlison Green, author of the Ask a Manager blog, features something you can say to your supervisor if your colleagues inaction is affecting your productivity in U.S. News World ReportIm spending significant amounts of time talking to Janes clients when they cant reach her and finishing up her reports when she leaves for the day without completing them. Its causing me to have to push off priorities like A and B, and I dont have as much time to spend with my own clients as a result.Escalating the situation this way will demonstrate that youre really paying attention to how you could best be using your time at work, and that you dont want anyone or anything getting in the way of that.

Administrative Chief

Administrative ChiefMarine Corps Job 0193 Personnel/Administrative ChiefPersonnel/Administrative chiefs perform supervisory duties as midlevel office managers in a variety of administrative assignments. Personnel/ administrative chiefs must possess a thorough knowledge of the capabilities and requirements of Marine Corps standard yep processing and database software packages, and the Marine Corps Total Force System (MCTFS), which encompasses the Online Diary System (OLDS), and the Unit Diary/Marine Integrated Personnel System (UD/MIPS). Normally, personnel/administrative chiefs are assigned at the reporting unit level, to include consolidated administration centers, adjutants office, staff level billets, i.e., HQMC staff section, G-1/S-1, etc., or independent duty in an administrative billet. Personnel/Administrative chiefs must have an overall knowledge of personnel (general and operational) administration procedures to establish, direct, and supervise the administrative functions o f the office to which assigned. The personnel/administrative chief must maintain technical proficiency in the duties performed by Marines in MOSs 0121, and 0151. When assigned to staff billets, personnel/administrative chiefs supervise the flow of paperwork to ensure proper staffing of all inbound and outbound correspondence, drafting/publishing, and supervising the maintenance and distribution of directives and correspondence. Type of MOS PMOS Rank Range MGySgt to SSgt Job Requirements All Marines are expected to qualify for this MOS by completing the advanced Personnel Administration Course conducted at MCB Camp Lejeune, NC. When a Marine is unable to attend this course prior to vorrcken to staff sergeant, MOS 0193 may be assigned at the commanders discretion if the Marine has demonstrated proficiency in the duties and tasks identified in MCO 1510.53. Upon promotion to staff sergeant, assignment of MOS 0193 does not exempt the Marine from attendance and completion of the Advanced Personnel Administration Course. This MOS will not be assigned to Marines below the rank of staff sergeant. Must have previously served in MOS 0121 or 0151. DutiesFor a complete listing of duties and tasks, refer to MCO 1510.53, Individual Training standards. Related Department of Labor Occupation Codes Supervisor, Personnel Clerks 209.132-010. Related Marine Corps Jobs None Above information derived from MCBUL 1200, parts 2 and 3

Five Reference-Checking Mistakes

Five Reference-Checking MistakesFive Reference-Checking MistakesFive Reference-Checking MistakesDespite ongoing attempts to reduce the reference checking process to an online, instantaneous click here exercise, there will never be an adequate substitute for the human interaction that must occur between whoever is checking a candidates references and the references themselves. To be effective, the process requires intuition, common sense, extraordinary listening skills and the ability to combine various comments in a way that accurately portrays the candidates suitability for the position. In other words, people need to talk to each other.Over the years, my associates and I have defined the five most common mistakes made by recruiters, employers and others involved with the hiring process. Here they are1. leid Checking at All Absurd as it may seem, after mora than 20 years in the reference checking business, I am still amazed at how many employers dont check references at all. Given t he state of the world, it is more important than ever to carefully check the references of all candidates for employment.2. Lack of Consistency This is one of the most dangerous practices in the employment arena. There are employers who check references on some candidates and not on others. Why wouldnt they check them all? This does not mean the scope or comprehensiveness of the check has to be the same for every level or position, but some form of reference checking, appropriate to the position, should be carried out on all candidates.3. Making the Job Offer Contingent on a Reference Check References should be checked much earlier in the process than many employers actually perform them. Once the top two or three candidates have been identified through resume screenings and initial interviews, references should be checked before any consideration is given to making a job offer. If the references confirm a candidates skills, experience and ability, then conduct a follow-up interview armed with that knowledge. More importantly, making an offer contingent on a positive reference check creates a legal relationship between the employer and candidate. Why would you want to do that?4. Not Requiring References Who Have Worked Directly with the Candidate Employers will often incorrectly assume that the only references available to them are the ones attached to the candidates resume. Employers have every right to ask candidates to provide a list of the types of references they want, not just the ones the candidate wants them to have. Every employer should insist candidates provide the names of at least one former supervisor, a peer and a subordinate. While that mix may not always be possible, the point is that employers should be talking with people who have actually worked with the candidate on a daily basis within the last five to seven years.5. Asking Leading Questions and Failing to Ask Follow-Up Questions Many employers only ask references job performance question s that require nothing more than a yes or no answer. Instead of asking, Was Bill a good worker? they should ask, How would you describe Bills on-the-job performance? The other half of the problem is that prospective employers do not ask logical follow-up questions. If a reference says Sue welches the best employee the company every had, few will take the next step and ask, Could you tell how her performance was so extraordinary?Make the right callCareful reference checking requires time, training and insight. If done properly, it can be one of the most useful hiring tools available to any employer. If done poorly, it can lead to hiring someone who not only cant do the job, but also who could do more harm than good for the company. Could you use some more tips to help you make smart hiring moves?Sign up for exclusive https//www.youtube.com/ adviceand well send you the latest recruiting tips, hiring trends, management strategies, and even some awesome deals. Let the experts at pave th e way for your next great hire.

Why these two army officers started Kettlebell Kitchen

Why these two army officers started Kettlebell KitchenWhy these two army officers started Kettlebell KitchenYou may have the exercise routine down and be in great shape but everyone knows the real secret to being a healthy person is what you eat. Cue Kettlebell Kitchen. Founded in 2013 by former Army officersJoe and Andy Lopez-Gallego, and ChefGreg Grossman it is aprepared meal service with a focus on healthy eating based on yur fitness goals. Ready-to-eat meals show up at your door or you can pick them up at your localCrossFit gym.Since launching in New York it has expanded to over 700 gym locations across Chicago, Boston, and Philadelphia and now offers delivery nationwide.Ladders talked with the Lopez-Gallego brothers about their geschftsleben and how their army experiences helped them launch a successful companyOn launching KBKWe founded KBK with the mission to help people change their lives through food. We were inspired by our own desire to eat healthy without having to spend h ours in the kitchen. We launched the company with the intent of helping athletes and regular people perform better by providing them with the right nutrition to help them reach their goals.We want to become the nations leading provider of affordable, nutritious, and delicious meals for people who are working towards a goal.On how their experiences in Iraq and Kosovo helped them build and lead this companyThe army teaches you how to build a successful team of people who are all working towards a common goal. It also teaches you how to work together with people from a variety of different backgrounds.While the challenges you encounter running a company dont exactly compare to the challenges you encounter fighting in the army, both require thinking on your feet and making informed decisions in stressful situations.On working with a siblingWe work well together because our strengths lie in different areas. Im very analytical, whereas Andy is more extroverted and social. Because of that, Im usually in the office, handling the business on a day-to-day basis. Andy heads up sales and is often on the road. Hes instrumental in helping us grow and expand. We balance each other out.On the future of KBKOur biggest focus right now is expanding our gym and office partnerships across the country. We just opened a new facility in California,which will allow us to provide more delivery options to our West Coast customers.On the best and worst career advice they were givenWhen I welches attendingbusiness school, Bill George, a professor and the author of True North, talked about having heart. He said that you should put heart into your work. This implies being passionate about what you do in a company and having the bravery to maintain company morale and carry everyone through hard decisions.The worst career advice I was ever given was to focus on a position that pays well over a position that youre passionate about. Following that advice has never worked out well for me.

Personal Courage and Conflict Resolution at Work

Personal Courage and Conflict Resolution at WorkPersonal Courage and Conflict Resolution at WorkPracticing personal courage is necessary if you want to successfully resolve conflicts at work. It is much easier and much safer to ignore the necessary conflict and play ostrich. Unfortunately, unresolved conflict tends to escalate. It never really disappears because it simmers just below the surface. Think of water that is coming to a boil. It bubbles up in the pot sporadically and then finally reaches the boiling temperature. At that point, a full-blown rolling, constant boiling is seen on the surface of the water. Conflict behaves similarly. The water may seem calm, but every once in awhile, usually at the worst possible times, the conflict bubbles up to the surface once again. Unresolved conflict does not go away unresolved conflict can turn into a full boil at any time. Many people are afraid of conflict resolution. They feel threatened by it because they may not get what they want i f the other party gets what they want. Even in the best circumstances, conflict resolution is uncomfortable because people are usually unskilled at managing conflict. Finally, people can get hurt in a conflict and, at work, they are still expected to work together effectively every day. The Benefits of Conflict Resolution This centurys workplace makes conflict resolution more important, but also, more difficult. Team or work cell environments create more conflict as people with different opinions must choose to work together, often in close quarters. Empowering work environments, in which the traditional reliance on a manager to solve conflicts and make decisions, bring co-workers into more frequent conflict, as they must work issues out for themselves. Conflict resolution also Causes people to listen to and consider different ideas.Enables people to increase their alternatives and potential paths.Results in increased participation and more ownership of and commitment to the dec isions and goals of the group or person. The goal of the people or the team is not to eliminate conflict but to learn how to manage conflict constructively. Youve decided resolving the conflict is more important than all of the reasons why people avoid conflict. Here are tips to help you practice less scary, less intimidating, more effective and successful conflict resolution, with an individual or a team. Resolve the Conflict Create an environment that is conducive to successful conflict resolution. Quiet, private settings work the best. Agree prior to sitting down together that the purpose of the meeting is to resolve the conflict. When you make this agreement, all parties arrive prepared.Determine what outcomes youd like to see as a result of the discussion. A better working relationship? A better solution to the harte nuss? Increased alternatives for successful projects? A broadened understanding of each persons needs and wants? Thoughtful solutions and outcomes are infinite if you are creative. Begin by allowing each party to express their point of view. The purpose of the exchange is to make sure both parties clearly understand the viewpoint of the other. Make sure each party ties their opinions to real performance data and other facts, where possible. This is not the time to discuss it is the time to ask questions, clarify points for better understanding and truly hear the others viewpoint.Agree on the difference in the points of view. You must agree on the problem together to begin to search for a solution. Often problems are simply misunderstandings. Clarification can end the need for conflict resolution. Try to focus on the issues, not the personalities of the participants. Dont you each other as in, You always ... Explore and discuss potential solutions and alternatives. Try to focus on both your individual needs and wants and those of the other party. After all, if one party wins, that means the other party loses. People who feel as if they hav e lost, are not effective co-workers.They harbor resentment and may even sabotage your project or relationship. Make sure you discuss the positive and negative possibilities of each suggestionbefore you reject any suggested solutions. Build a discussion that is positive and powerful for all parties. Agree on a plan that meets the needs of all parties and the organization. Agree on follow-up steps, as necessary, to make the plan work. Agree on what each person will do to solve the conflict. Set clear goals and know how you will measure success.Do what you agreed to do. With more experience in conflict resolution, you will grow more comfortable with conflict resolution. Thats a positive outcome for the workplace. It will foster idea generation, help people get along, minimize negative behaviors and promote the success of all in placing their attention where it belongs - on the customer.

Resumes De Trabajo - a Short Introduction

Resumes De Trabajo - a Short Introduction A bankruptcy cannot be annulled until this document was lodged. Employing the proper nurse resume format is crucial to find an interview. This format might not be iabsprache in many conditions, but used wisely it can be a highly effective approach to showcase your abilities. Then think about a few basic questions to allow you to clarify which format would be ideal for you. Plus having the ability to code is merely cool. In addition, you can look for data entry jobs on Monster. If youre a nurse professional searching for employment, remember that the resume format is just one of the most crucial factors appreciated by recruiters. So dont forget to modify downloaded files to you get to coincide with your experience accordingly. New Ideas Into Resumes De Trabajo Never Before Revealed As soon as you have prepared and submitted your resume to an employer the hope is you will be requested to attend work interview to talk about further whet her youll be suitable. A fantastic cover letter is your opportunity to prove that you know the reach of the role and the businesss mission. If ResumeMyCareer put the very same effort in their resumes they do in their site, theyd hold a greater position. Read this in the interim,. The Debate Over Resumes De Trabajo The chronological resume is among the most common resume types. Technically, states dont collapse directly because of a sovereign default event itself. Ive spent the past five years developing a keen comprehension of claim adjudication and drug reimbursement problems and medical terminology, too. Resumes De Trabajo and Resumes De Trabajo - The Perfect Combination Featuring only the experience and abilities that mirror the job needs of the position youre seeking can continue to keep the length in check. Creative While its important to get a professional resume, sometimes just a little creativity and innovation is suitable. Aligning talent acquisition to your compa nys goals and company needs is part of a business long-term growth. By making a resume, youll be better prepared for interviews and other job correspondence as you will have already established your targets and skill collection. Both of these individuals would require a resume that could emphasize their transferable abilities and downplay their prior titles. While you may have a good deal of work experience, its likely in a different industry. Though there isnt a magic bullet in regards to finding work, focusing your work search on quality over quantity and activating your relationships is the best way to go. You obtain a great deal of autonomy, excellent advantages, and you may actually gauge the effect of your work on the business youre promoting. Google Tag Manager is among the most crucial tools we use each day with clients and for Ladder. A resume is merely a single tool in a comprehensive job search. So whether youre recruiting new employees to fill a new position or to replace, weve got the appropriate talent to satisfy your staffing requirements. I have years of cross-functional knowledge in both the hiring industry and the cannabis business, and Ive written effective resumes for just about every single amount of job seeker within this field from trimmers to CEOs. Provided that the hiring manager can read your resume readily, youve completed a great job. That hiring manager needs to be fired. The Argument About Resumes De Trabajo As stated by the Bureau of Labor Statistics, the range of social networking jobs is predicted to grow by about 6% over the next ten years, which is as fast as average. For instance, a bankrupt must get the permission of her or his trustee to travel overseas. Division of the remainder of the land. Insolvency Provisions Act, credit organizations utilized together with the conditions of the Bankruptcy Act.It is essential to make koranvers the resume you will create is perfect and offer full info for what employer i s searching for. Its possible to conclude with your education or other information a prospective employer would want to understand. Your resume should fit your personal work history and the needs of the job for which youre applying. All bankrupts must file a Statement of Affairs document with AFSA, including important info for their assets and liabilities. The Ultimate Resumes De Trabajo Trick After a finished bankruptcy for a business, its terminated. If a home or car is above a specific price, the bankrupt can purchase the interest back from the estate so as to keep the asset. For student loan, bankruptcy is a final resortbut some borrowers are made to file bankruptcy in the event the lender wont lower payments or modify interest prices. In addition, a bankrupt is required to supply their trustee with details of revenue and assets.

3 Interview Questions to Ask Teaching Candidates - Spark Hire

3 Interview Questions to Ask Teaching Candidates - Spark HireIn education, its important to ensure that we have the best teachers on board, guiding our students in the right direction. The ability to teach to students is something that is elend only learned, but also ingrained within a teachers personality. Simply knowing how to teach is not good enough. The best teachers have a desire to teach and they thrive when seeing their students learn.Interviewing teachers is not easy. Being able to determine if someone has not only the knowledge and education, but also the desire to teach means that you need to be asking the right questions.The Guardian offers a list of the top 10 questions that teachers are being asked in interviews. While all 10 are good questions, there are 3 in particular that will help you to determine the teachers desire.1. Why do we teach x in schools?This is an excellent question to ask in order to understand the reason why the candidate decided to teach. You could a sk this question of multiple subjects, but lets say you are hiring someone to teach history to high school students. You wouldnt want someone who did not have a desire or excitement surrounding history topics. Rather, you would want someone who is excited about history and teaching students about historical events.When asking this question, pay attention to the candidates response. Is the candidate enthusiastic and passionate about the subject and purpose?2. Why do you want to work in education?Again, this is another question that will allow any passion to shine when it comes to teaching and education. Its important for you to ensure that you are hiring teachers who are passionate about education. When teachers have a true desire and passion for education, their students will notice this and it can become contagious. Having passionate teachers means that you will likely cultivate a passionate culture among your students.Pay attention to the reasons why the candidate chose a career i n education. Perhaps the candidate was inspired by a teacher in the past?3.What are the key qualities and skills that students look for in teachers?When you hire a teacher, its important to make sure that the teacher is in tune with the students and their culture. Teachers who are in tune with students will know what interests them and gets them excited. They will know how to discover each students learning abilities and be able to fine tune their lesson plans in order to better engage the student.Do your teachers know what your students are looking for and what they find important? This is key to any school.Interviewing teachers is not easy, but it is not rocket science either. The key thing you want to do is to make sure that you are only hiring teachers with the knowledge as well as the passion and desire to teach. Once you have a kollektiv of passionate teachers, your students will more than likely be eager to learn and your school will have a positive and successful culture.Wha t questions do you ask teachers during the interview process? Please share your tips in the comments below.Image pling/Bigstock.com