Friday, May 31, 2013

5 Strategies To Deal With A Horrible Co-Worker

Warning! Psychotic co-worker ahead!

Every work place has one. That absolutely impossible, difficult, nasty, backbiting individual who makes it his/her personal mission in life to belittle everyone else and make their life a living hell. Usually people like this are also extremely manipulative and good at managing both HR and their own boss. When you're forced to work with or for one of these human porcupines, here are some strategies that will help you escape the worst of the pokes.

Understanding The Nature Of Work Bullies

To begin, you need to understand how this person got to this place in the first place. It's a little bit nature and a little bit nurture. Every once in awhile this personality type is just plain mean through and through. However, usually nasty behavior stems from a deep personal insecurity about themselves or their ability to perform their job.

Maybe they feel they aren't good enough, maybe they never got an "A" in school, maybe their mom beat them as a child (seriously), for whatever reason they feel inferior and by making you miserable they are bringing you down too. They get perverse satisfaction by doing this. It's a vandal's mentality. Smashing nice things that belong to others is fun.

If they are truly horrible they also chase much of the competition for their job and vertical promotions away. This only makes them even more horrible because they now see concrete rewards for their bad behavior. Before you know it, all office etiquette is thrown out the window and there is an office monster on the loose.

1. Killing Porcupines With Kindness

The number one best strategy for dealing with a nasty co-worker is to kill them with kindness. For every exasperated sigh, provide a smile. For every accusatory rant and rave provide a calm understanding response. Always stand your ground but don't react to their nastiness. After the first or second time you throw kindness in their face the bad behavior should stop.

Best of all, you will get a euphoric feeling inside, "AHA, I've controlled the beast." This will make it easier and easier to keep your calm when confronted with accusations, back stabbing campaigns and ghastly behavior. Best yet, if they keep it up you will make them look like an utter fool.

2. Physically Remove Yourself Whenever Possible

This doesn't mean transfer departments, it means being aware of a negative environment and removing yourself from it. You wouldn't work outside in a snowstorm unless you had to. Why work next to a human tornado? If you have a flexible working environment it will be easier for you to focus on your job if you aren't constantly upset and trying to manage the work bully.

There is a lot to say for out of sight, out of mind. Even noise reduction headphones (turned on or off) can do wonders. Make it clear to your boss that you can be found at all times in your new alternate location. Don't ever give up your territory – just be somewhere else a lot of the time.

3. Don't Get Mad, Get Even

Whenever emotions take over the brain it is almost impossible to think logically and make good decisions. Realize you need to manage your own responses as much as managing the work bully. An easy way to do this is to lay future fantasy plans about ways to get even with the work bully. With every snide remark you can add another imagined revenge.

In all likelihood you will never actually follow through on any of your plans, but if you bide your time there may come a point when you can inflict massive and substantial damage to the work bully and seriously undermine their career. Revenge like this is unbelievably sweet. This sounds evil but think of all the poor future souls you will be protecting.

4. Manage The Tiger, But Never Trust Him / Her

Often the work bully will respond favorably to your kindness and afterwards try to befriend you. No matter how tempting this is (you might actually really come to like them), never trust the Tiger. This is a professional relationship, let it become more and don't be surprised if you get bitten.

5. Avoid Engaging In Teams Of People Against The Bully

The camaraderie may be nice and the nasty battle-ax deserves it, but this type of behavior is unprofessional and against all normal office etiquette. In addition, bullies are uncommonly good at staving off attacks. Fighting is what they do best. Don't assume you and your comrades will end up winning the war.

Thanks to Six Sigma Online / Careerealism
http://www.careerealism.com/deal-horrible-co-worker/

 
 

6 Pitfalls Of Copying A Professional Resume

Recently, I was contacted by a job hunter who wanted an update to his existing resume, a service I offer to former clients in my practice.

The resume looked strikingly familiar on some level, but the name didn't resonate.

Then, it hit me: I HAD written itbut for someone else.

Professional resume writers encounter this scenario all the time, and for the most part, it's flattering to think our work is compelling enough to be copied (at least, if we can ignore the obvious part pertaining to copyright law).

However, here's what worries me when I spot a copied rendition of a professional resume (mine or anyone else's): the copier rarely grasps the branding and building process that went behind it in the first place.

Therefore, he's doing himself a grave disservice by borrowing the format, writing style, and tone, then pasting his career story in between that of someone else.

Pitfalls Of Copying A Professional Resume

The worst part? The "borrower" often fails to understand this context, and goes right on using it as if it were a coherent and targeted document. So, if you're determined to make your resume look like the masterpieces that you see on sites like mine, here are six likely problems that you'll encounter in doing so:

1. You Can Easily Unravel The Original Brand Strategy

So… you think you have the same career path and can therefore just "tweak" a word or two? Not so fast.

For a resume to be effective, the strategy is set (prior to any writing) based on how well the candidate fits the desired role and the potential for screen-out factors based on his or her personal career path, age, industry preferences, and a host of other factors.

I often compare a client's career path and achievements to others in the industry, pulling out any areas of strength or weakness in credentials (including education and former jobs) to make decisions about word choice and emphasis.

The writing process itself only starts after lengthy data mining and analysis of the job goal. Then, content is wrapped around and woven through the strategy, along with personality traits, resulting in a total picture and unique value proposition.

Given this process, any changes to the resume by someone who doesn't understand the candidate will create problems in the message… and while these nuances may go unnoticed by you, they are all key factors in whether a resume gets read or dismissed.

2. You Might Slide Into Generalizations That Blur The Message

Here's what one candidate did with my power summary that described market-leading achievements (including a 70% rise in revenue over 2 years, a totally restructured team and profitable turnaround effort, plus a total obliteration of the competition):

"Dedicated and hard working professional with over 12 years of experience in the food service sales and marketing industry, Successful experience in strategic planning, analysis of results, and international media relations."

Ouch.

Now, if you haven't read lists of overused words for resumes, it might be time to do so.

Words like "hardworking" or "successful experience" are both no-brainers and would not be taken seriously by employers… plus, they're a dead giveaway the writer doesn't know what he is doing when trying to describe himself.

3. You Could Repeat Yourself

And put words like "created," "spearheaded," and "developed" in the document so many times that they'll lose their meaning.

Hopefully, you'll refrain from describing all your achievements as "successful" and reference a thesaurus to avoid using the same word four times in one sentence (as I recently saw in a copied document).

Here's where training in power verbs can really save the day.

Not convinced? Most professional writers count word occurrences (yes, really) and tend to scan documents for our favorite words, just to ensure employers remain fully engaged in your resume.

4. Your Changes Can Mess Up The Formatting

Professional resume writers are masters of presentation and formatting, to the point that they'll incorporate tricks and nuances into a resume that escape your untrained eye.

In fact, just moving a sentence or two will often throw an entire page into disarray, because you'll be challenged by figuring out how to adjust headings or change point sizes for spacer lines.

Worse yet, you might feel the need to shrink the font below 11 points. This should only be done for certain sans serif fonts, and then reviewed on different monitors to verify that the over-40 crowd of employers can read your document.

5. Your Writing Might Suck Up Space (Or Not Make Sense)

Professional resume writers specialize in something your English teacher never approved of: sentence fragments. That's right – we boil ideas and full sentences down to the most minute of details in order to avoid that font problem that I just described.

Best practices in journalism (you didn't know that resume writers use the Associated Press Stylebook, now did you?) dictate that sentences must be short, conveying meaning in the first 5 to 10 words. (25-word sentences are held up as the Holy Grail.)

So, with minimal practice in tight writing, your sentences might be as long as the one I just reviewed in a copied resume: 79 words!

It's close to impossible for your resume to pass a 10-second scan with a dense paragraph like this.

In addition, lack of parallel sentence structure is a dead giveaway that your resume wasn't professionally written. Parallel structure means that your sentences are written in alignment with each other (such as fragments that all begin with nouns, or verb forms that consistently appear in past tense).

6. There Won't Be Any Way To Update Your "Work" Professionally

Your personal work style and energy will rarely (if ever) show up in someone else's document. So, you're already operating at a severe brand disadvantage before even trying to have someone update the resume for you.

Think about it: you started with someone else's strategy, brand message, tone, and presentation, and tried to plop a mixed bag of verbiage over the original text.

Now, it really doesn't represent you, and this will make it difficult for a professional resume writer to make sense of it without starting fresh (which would have been my advice in the first place).

In summary, you can certainly TRY to adopt a professionally written resume as your own, but the pitfalls that can trip you up along the way can actually hurt your job search results.

You're better off pulling in some formatting styles that appeal to you, and writing about your own career history—from scratch.

Thanks to Laura Smith-Proulx / Careerealism
http://www.careerealism.com/copying-professional-resume/

 
 

Thursday, May 16, 2013

7-Step Resume Strategy For Overcoming The Resume Black Hole

We hear from job seekers every day who are sending out hundreds of resumes and job applications never to be heard from again. It's hard to tell if it's the resume at fault or the company not hiring, already hired, or if your resume is just sitting in a stack of 500 others never to be found. So, I've compiled a seven-step resume strategy to overcome the resume black hole so many resumes seem to go in to.

1. Manage Your Job Search, Don't Let It Manage You

There are great tools and resources out there to track the applications you submit, responses you receive and more. For example, Jibberjobber.com is an excellent tool to keep your job search organized and it beats using an old fashioned spreadsheet. When you're tracking who you're applying to, what positions and more it gives you the big picture so you're not guessing how many applications you've sent in you know. It also tells you who is responding and what the next steps are.

2. Apply For Positions Most Suited For You

In a normal job market, I'd say go for it, apply to whatever you want for whatever reason you want. In fact, when I first graduated college I applied for positions that I wasn't qualified for, hoping they'd take a chance on me and train me. Well, I didn't get the exact position I applied to, but I got a call from the company saying they had another position I was perfectly qualified for. Of course, I did, and that's how my career in human resources and recruiting started.

In this economy, it's tough to advise you to apply for something you're under qualified for when there are hundreds of other qualified candidates. The chance you'd hear back is so slim that you're asking to have your resume disappear in a deluge of others and never be heard from again.

Conversely, applying for positions you are overqualified for will get you about the same results. I will tell you the truth about it. Hiring managers are NERVOUS to hire overqualified people for one reason – they don't want to risk hiring you now and having you up and leave when a better job comes along. Then, they have to start all over training someone new and it costs them money. They'd rather hire someone who meets the requirements versus grossly exceeds them. It's a safer bet right now and, unfortunately for unemployed job seekers, it's an employer's market they can be as picky as they want.

3. Reach Out And Make Contact

If you've spoken personally to a contact at the company send your resume to them. If you know someone at the company send it to them. An association with someone either over the phone or in person means you will be remembered you won't be just a faceless piece of paper in a stack.

4. Use Your Time Wisely

All of the time you're going to be saving from not applying for positions you are under- or overqualified for can be better redirected into optimizing your resume. Use the job descriptions of the positions you are applying to as a guide for what keywords to include in your resume and cover letter. You can usually tell which ones the company wants the most because these fall under position REQUIREMENTS. These should be in the TOP third of your resume, what I would call above the fold.

It's important the employer sees this in their initial 5-second review. This will gain you additional time from the employer to review the rest of the resume. Make sure to include the PREFERRED qualifications as well this makes you an even more desirable client. If you're showing them that you meet all their required and preferred qualifications in your resume, why wouldn't they call you? That would make you the ideal candidate. Then, their search is over and you have the interview.

5. Realize It's Not About What You Want

The job market has moved from a seller to a buyer's market, just like the housing market. In a buyer's market, buyers have choices and they can take as much time as they want and be as picky as they want. I assure you hiring managers are the same way. It's an employer's market and they can take the time they want and need to make the right choice.

So, don't waste your time sending out resumes and cover letters that tell the employer a laundry list of what you want and need in a job. It won't get you very far. Instead, be specific about what you can offer the employer that aligns with their needs. This goes back to the required and preferred qualifications. So, back away from the objective… better yet, erase it from your resume altogether and replace it with a powerful personal branding statement.

6. Don't Underestimate Looks

Let me tell you exactly what your resume format is saying to the employer – it's either saying organized, professional, well put together, and detail-oriented or it's saying, "Help, I'm a mess!"

If you were a hiring manager, would you rather hire someone who was professional and well put together or someone who was a mess? Point blank – your format speaks VOLUMES about you. If you want to get their attention, it better make the right first impression, otherwise it doesn't matter how qualified you are you'll never hear back from them.

7. Be Your Own Best Salesperson

Statistics prove again and again accomplishment-based resumes are far more effective than ones that just list your job responsibilities. My take is this – responsibilities are for job descriptions and resumes are for selling yourself through previous wins! I hear job seekers say all the time, "I don't have any accomplishments" or "My job wasn't numbers based." Let me be direct – if you had no accomplishments at your past positions, you would have been fired from all of them. If you haven't been fired from every job you have ever had, then you must have been doing something right! What was that something right you were doing? Put that on your resume!

Thanks to Jessica Holbrook Hernandez / Careerealism
http://www.careerealism.com/strategy-resume-black-hole/

 
 

Top 20 Body Language Indicators

Communication can be fascinating. For most, the exchange of information begins and ends with words. However, there are a lot of other factors to consider. The tone of voice that a phrase is said in can completely change the meaning of the phrase. It can turn insults into jokes and jokes into insults. Another way to tell the true intentions of what someone is saying or doing is to look for body language indicators.

Body language is an interesting concept. The human body makes a lot of unconscious motions depending on the situation. Sometimes, the body language indicators are blatant and obvious. If you see someone crying, chances are they're upset about something. Other times, body language indicators aren't so obvious. For instance, you may completely miss someone rolling their eyes at you in derision if they aren't facing you.

There are so many ways to interpret body language and many, many more body language indicators. Below, we'll show you 20 of the most popular indicators. These can be important in almost any communication setting, whether it's business, relationships, or even meeting someone new.

1. How close are they?

Physical proximity is a frequently used body language indicator that many people don't notice. If someone is comfortable with you, they won't mind sitting or standing near you. So an interesting way to see if someone actually thinks you're okay is to go brush shoulders with them. If they back away, you have your answer!

2. Downcast eyes

We'll be mentioning a lot of head and eye body language indicators because those are among the most popular and most recognizable. One that has been a trend, especially with younger people, is downcast eyes. You've seen this, I've seen this, and everyone else has too. When someone is unhappy and they try to hide it by, say, smiling, they may betray their ruse by looking downward. This can also be a sign of being uncomfortable or feeling shameful.

3. Restless hands

Have you ever seen someone drumming on a desk or a chair with their fingers? What about people playing drums on their legs? This can be a sign of impatience, restlessness, and even sometimes anger. If you're lecturing your kids and they're drumming their fingers on the table, chances are you may not really be getting through to them. When you're speaking with someone and they're doing this, it's time to switch tactics.

4. Restless legs

This is almost exactly the same as restless hands, except it's the legs. People may cross and uncross their legs over and over again, tap their foot, or even tap their heels. Have you ever seen someone pacing? Restless legs: they're everywhere! Sometimes, people may have restless legs because of restless leg syndrome, and it may not be associated with a feeling. Or they may have to pee really badly.

5. Hands on the hips

Listen up guys, as this one is mostly for you. If someone has their hands on their hips, it shows they have lost all patience. They are likely also very mad. If you walk up to a boss at work or your significant other and they're standing with their hands on their hips, you are in big trouble. In terms of body language indicators, this one is like a proverbial punch in the gut.

6. Cocking one's head has more than one meaning

Generally, when someone cocks their head, people take that body language to mean confusion. This is not always the case. In areas where violence is prevalent, such as prison or UFC fights, people will get into each others' faces and cock their heads as a challenge.

7. Holding your hands behind your back

Of all the body language indicators on this list, this one is the most ambiguous. People hold their hands behind their backs for a number of reasons. Watch any mafia movie and you'll see the Don holding his hands behind his back as a sign of power. People in the military are taught to do it as a sign of respect. Sometimes, people will even do it to be cute. Usually, when this occurs, you must rely on other indicators to determine the the emotion being displayed. It is still quite popular.

8. Hands balled into fists

This is another really popular indicator. Unlike the last one, this one has pretty much one single meaning. People do it when they're frustrated and angry. This is usually a precursor to violence, as balled up firsts often results in something getting punched or hit. If you are speaking with someone and their hands are balled up in fists, things could go very wrong very quickly.

9. Touching

This body language has a universal meaning but can be vastly different. When someone is touching you in a non-violent manner, it's almost universally understood that they're comfortable around you. However, it can manifest in different ways. Your boss may pat you on the shoulder. Your boyfriend or girlfriend may lay their head on your shoulder. If someone is touching you, it shows that they are comfortable with you.

10. Arms crossed!

People often misconstrue what crossing arms actually means. People think it means that someone is angry. In fact, it's actually used as a defensive stance. People who have their arms crossed are unconsciously defending themselves. They may not want to talk anymore or they may be hiding something they don't want to talk about. But crossing the arms means a person is trying to comfort themselves, meaning they're uncomfortable.

11. Look up for joy

When an athlete wins a match, scores a point, or does something great, what is the first thing they do? Usually, it's look straight up. This is a sign of joy, happiness, and relief. It's true that people can look upward when they're frustrated, but there are often other indicators that happen before that to show they are frustrated. That said, there is a reason they say "chin up!"

12. Surprise!

This one is pretty obvious but we are talking about popular body language indicators. When someone widens their eyes or raises their eye brows, they're most often surprised or shocked at something. There really aren't any other reasons why someone widens their eyes. So this one is not only really popular, but really obvious and easy to spot!

13. Looking around for something better to do

People can express boredom in a lot of ways. Many times they aren't trying to but it just kind of slips out in various ways. One such way is looking around when they're bored. If you're talking to someone and they keep looking around, they're looking for something else to do besides talk to you. This is almost always a bad sign, especially when you're out talking to someone at the bar or, even worse, when you're in a board meeting at the office and the people in the room are doing it.

Do note that since smartphones are now a popular thing, people may now grab their phone and check their social networking sites or email while you're talking to them. This means pretty much the same thing.

14. The Stomp

This one is mostly something kids do but adults are prone to stomping around too. It's usually done as an expression of anger, and that's how most people associate it. There is a second reason people stomp though and that is to be intimidating. Stomping toward someone can be used as a tool to frighten someone or even animals. How often have owners stomped near their dogs to scare them away?

15. Clearing your throat

People clear their throat for a variety of reasons. Sometimes you may be ill and you have some stuff stuck back there. However, in a perfectly normal social situation, people often clear their throats when they're nervous or anxious. If you're watching a stand up comic and no one is laughing at their jokes, you'll often see them cough or clear their throat into the mic. It has a second use where people use it to show irritation. More often than not, though, they're using it to show that they are uncomfortable in some capacity.

16. Jutting out your chest means something

This is one that human beings borrow from other animals on the Earth. Jutting out one's chest is a sign of dominance and attraction. Men may jut out their chests when they're trying to be intimidating or look strong. This is often used as body language when they meet a woman they like. Women, you're guilty of this too, as you may jut out your chest to better show off your attributes.

In terms of frequency, they flip flop. Men often jut their chest more as an intimidation signal and less often when showing attraction. Women use it more frequently to show attraction and less frequently to show intimidation. Both genders do use it for both.

17. Watch how you walk

Body language doesn't just take place when you're sitting or standing still. Watching how people walk is often one of the most obvious, albeit lesser known, body language indicators. People who walk briskly and with a purpose look more confident. Someone who is running is obviously in a hurry to get somewhere (or get away from somewhere). Bad posture while walking can show depression, while over-dramatic use of your limbs can show that you're furious.

18. Closing your eyes

Thanks to today's sitcoms, closing your eyes have become a very popular body language indicator. People usually use it to show frustration, irritation, and impatience, much like they're regrouping in their minds to try to deal with a problem again. Watch out, though! Due to its overuse in comedy scenarios, people may be trying to use it as a tool of comedy. Usually you can tell the difference.

19. Rubbing your eyes can send mixed messages

If you're speaking with someone and they remove their glasses, pinch the bridge of their nose, and rub their eyes, they are probably not happy with something you just said. In general use, this body language is used to convey feelings of being tired. This is usually done from a young age, as kids rub their eyes when they're tired all the time. In adulthood, people who are not happy with something will often use that body language to show it.

20. Staring

So who remembers high school? In high school, most people were either staring or being stared at, so pretty much everyone is familiar with the stare. Believe it or not, there are two reasons why people stare. Attraction is the main one, as a man or woman may frequently gaze at someone they're attracted to. However, a lesser known second reason people stare is for dominance. If you're staring down someone and they're staring back, the first to break the stare is considered to be the less dominant one.

Body language wrap up

Doing just 20 of these was difficult. There are hundreds, if not thousands, of body language indicators out there. The head, eyes, posture, torso, arms, legs, hands, and feet, as well as walking, talking with your hands, and pretty much every motion your body makes has the potential to convey an emotion. The biggest problem is that most people don't know that body language can be so sensitive.

What's even more amazing about body language is its use. You can use body language to see if someone you're attracted to is attracted to you too. In many cases, especially at job interviews, potential employers can analyze your body language to see if you're confident in yourself. At the risk of sounding cliché, everyone everywhere uses body language to show their true feelings. Once you learn what to look for, actions can literally speak louder than words.

Of course, we're talking about listening with your eyes. It's equally important to listen with your ears too, or you can still miss what's really going on.

Thanks to Joseph Hindy / LifeHack / Lifehack
http://www.lifehack.org/articles/communication/top-20-body-language-indicators.html?utm_source=Lifehack&utm_campaign=305a98377d-RSS_EMAIL_CAMPAIGN_A&utm_medium=email&utm_term=0_983e966a3e-305a98377d-414508733

 
 

Tuesday, May 14, 2013

The Key Differences Between Six Sigma Black Belts And Green Belts

The process of Six Sigma clearly identifies important roles in any project's success. Champions and Master Black Belts may often be the instigators of Six Sigma projects, however the implementation and success of each individual project is largely down to the work of Six Sigma Black Belts and Green Belts.

Six Sigma Black Belts

A Black Belt is a full-time change agent within the organisation. With a demonstrated mastery of Six Sigma concepts and tools, as well as a proficiency in achieving results via the Six Sigma processes, Black Belt's are tasked with delivering high impact projects that help the organization achieve its overall strategic objectives.

The role of Six Sigma Black Belt is best described as project management, incorporating leadership, analytical and coaching skills. Specific duties may include acting as a Six Sigma technical expert (a reference for Green Belts and team members) as well as acting as a coach and mentor to Green Belts within the team. Black Belts will often recommend high performing Green Belts for certification.

In practical terms, Six Sigma Black Belts will normally perform a 'tour of duty' of between 18 and two years as Black Belts within an organization, executing numerous high value projects each year. Often viewed as a stepping stone to promotion within an organization, effective Black Belt training is essential to the Six Sigma process.

Indeed, Black Belts are so central to the execution and delivery of Six Sigma projects that Black Belt training is often the first step for companies implementing the Six Sigma process.

Six Sigma Green Belts

The most obvious and fundamental difference between Six Sigma Black Belts and Six Sigma Green Belts is that the latter still maintain their normal job duties within the organization.

Six Sigma Green Belts still require a high level of training and will be expected to demonstrate their proficiency in delivering Six Sigma projects – indeed Six Sigma Green Belt training often produces Green Belts who are trained to much the same standard as Black Belts.

Depending on the structure of the organization Green Belts will serve as either part time team leaders – specifically as part of local Six Sigma projects – or part time team members. As they retain their normal duties as well, it is hoped that Green Belts will also be in a position to bring elements of their Six Sigma training into the everyday activities of the organization as well.

In particular a Six Sigma Green Belt may be expected to:

  • Recommend Six Sigma projects based on their own areas of expertise
  • Act as Six Sigma champions in their local area or area of expertise
  • Occasionally lead Six Sigma teams in local projects
  • Teach and share their knowledge of Six Sigma tools and methodologies with project team members and co-workers
  • Complete at least one Six Sigma project every six months

Again, effective Six Sigma training is at the heart of the process. Six Sigma Green Belts and Black Belts are the core of the Six Sigma process are their knowledge of the tools, skills and concepts of Six Sigma can make or break the success of the process.

Not only do smart organizations recognize this and invest in Six Sigma training (GE notably requires a large proportion of its employees to undertake Green Belt training) but increasingly, ambitious individuals are adding Six Sigma certification to their own CVs.

Thanks to ValueStreamGuru / Value Stream Guru
http://www.valuestreamguru.com/?p=100

 
 

What Are The Qualities Of A Six Sigma Black Belt?

Once a Six Sigma project has been identified, the Black Belt becomes, in effect, the project manager with all the duties and responsibilities that entails. As a result Six Sigma Black Belts are the drivers of the Six Sigma process – making it a highly challenging and rewarding role.

As project leaders, Six Sigma Black Belts must be able to deliver a range of skills including leadership and problem solving, analytical skills and a keen understanding of the data and, of course, the ability to train others in the methods and tools of Six Sigma.

Leadership and Problem Solving
As with any leadership position, a Six Sigma Black Belt's role begins the moment the project is identified and the team is put together. They must build confidence in the process and be able to motivate the team to deliver. As the project progresses the unavoidable hiccups and challenges must be addressed positively – keeping the team's energies focused on delivery. In short, Six Sigma Black Belts must be strong leaders and demonstrate a mix of focused determination and excellent interpersonal skills.

Administrative, Analytical and Data Skills
Any Six Sigma project is predicated on delivering measurable improvements in business processes. A Six Sigma Black Belt must have a keen understanding of the data, an obsessive attention to detail, an ability to analyze that data and the skill to separate opinion from fact. Finding the problem areas within the business – they must then be able to exploit the six sigma toolset and implement improvement plans that can deliver measureable results

Ability to Train
For Six Sigma to become part of an organization's culture, the values, skills and tools must also become part of that culture. The Black Belt's skill set must therefore extend to training and coaching duties as well. Black Belts will typically mentor and train six sigma green belts.

Whereas the ultimate responsibility for the success of the Six Sigma process lies with the Executives, Champions and Master Black Belts who identify and instigate each project, the day-to-day success of failure of a project is largely determined by the Black Belts chosen to lead them. A Black Belt's role is to execute and deliver tangible, measurable results that help the company achieve its business improvement objectives.

Starting with effective Six Sigma Training, becoming a black belt is often seen as a natural stepping-stone to advancement within the organization. As the use of improvement methodologies like Lean and Six Sigma become more prevalent, Six Sigma Blackbelts are becoming increasingly sought after as organizations look to capitalize on their skills and what they can offer to their organizations.

Thanks to ValueStreamGuru / Value Stream Guru
http://www.valuestreamguru.com/?p=98

 
 

Friday, May 10, 2013

4 Simple Ways To Overcome The Age Factor In Your Resume

Growing older is something that creeps into the mind of many professionals, especially if they've reached their 50s or 60s and are on the hunt for a new job. Some worry they may not be considered viable candidates in the eyes of employers when compared to younger professionals.

But as a wise, skilled, top-level candidate, there is no reason for you to feel any less qualified. In fact, you are likely more qualified than younger competitors; you just need to prove it. So, take time to do so on your resume by utilizing the following four tips:

1. Focus On Recent Jobs

If you've had more than a couple of jobs during your career, then it's a good idea to focus on the more recent ones as you write your resume. A good rule of thumb is to not worry about going back more than 15 years, especially since some of what you learned prior to that may not be relevant to the job you're applying for anyway.

2. Pinpoint Your Strengths

It's even more important for you to highlight your greatest accomplishments in your career as a seasoned professional. Keep in mind the more recent the accomplishments, the better (i.e. 2009 accomplishments vs. 1979 accomplishments).

Employers are not as interested in what you did at the beginning of your career—when you were still learning your craft—as they are what you have accomplished as a skilled candidate.

3. Keep Up With The Times

One reservation employers could have when considering older workers is a fear that they may not be able to keep up with technological advancements. It's good for you to show you are not only keeping up, but are right in the fold.

Show you understand the Internet by submitting your resume online. Not only that, discuss your technological aptitudes in your resume, and list your professional online profiles too (LinkedIn, Twitter, etc.) to give yourself a great boost as a candidate.

4. Consider A Functional Resume

One more thing to consider is creating a functional resume that doesn't list the years of your accomplishments but instead focuses on the accomplishments alone. Some employers see functional resumes as red flags for gaps in employment or other issues, however, so take the time to be thorough if you choose to take this route.

As a seasoned professional with many years of experience under your belt, it's important you help employers to focus less on your age and more on your talents and capabilities. There's no doubt you can get the job done. Now, show the employer just how capable you are!

Thanks to Jessica Holbrook Hernandez / Careerealism
http://www.careerealism.com/overcome-age-factor-resume/

 
 

Satisfied Employees = Satisfied Customers = Profitable Companies

When it comes to understanding how to balance the need to keep a sharp eye on the bottom line and keep a workforce fully satisfied and productive, some managers and companies seem to get it while others don't have a clue.

There's a ton of research and surveys that prove the following:

Satisfied employees = satisfied customers = profitable companies
While I may not be a researcher, I have no shortage of stories from readers, friends, family, and acquaintances that bring this simple formula to life.

Here are two real recent examples. The names have been changed to protect the innocent.
Company #1: 20 Cents an hour

"Marty" is a department manager at a regional grocery chain. Marty consistently hits his numbers – in fact, he often the #1 performing department of the entire chain for stores.

How does he do it? Well, he works hard, keeps waste to a minimum, is good with the customers, and takes care of his employees.
He recently did a performance evaluation for one of his assistant managers, "Bob". Bob is a 17 year employee, hard worker, never calls in sick, and over the last year has consistently gone above and beyond to help Marty meet his goals and take care of the customers. After submitting the paperwork and getting the required approval from above, Marty gave him a great review and a 70 cents per hour raise.

You would have thought Bob had won the lottery! He was ecstatic, grateful, proud, and walking on air for the next two weeks. It was the biggest raise he had ever received. Bob was already a solid employee, but as a result of that extra recognition, he was working even harder with extra enthusiasm.
Four weeks later Marty got a call from one of the regional managers. It seems there was an oversight in the approval process, and Bob's raise was 20 cents more than allowed under company policy. No matter how hard Marty fought, at the end of the day, he had to tell Bob his raise would be 20 cents less.

Bob was devastated. What was once an engaged, productive, proud "associate" quickly turned into a dejected, bitter, and completely demotivated employee. Marty did the best he could to soften the blow, but he couldn't blame Bob for being ticked off.
I'm not sure how the story will end – maybe Bob will come around – or maybe he'll go work for a competitor or get fired for a bad attitude. If that happens, it's going to cost the company thousands of dollars in lost productivity, replacement hiring costs, and training costs. Some estimate the average cost of turnover to be $75,000. I'd say that's conservative.

All for 20 cents per hour. $400 dollars per year.
Company #2: The $2000 sales management training lesson

Tony, a newly hired sales manager, went to his manager, Joanne, and confessed: "I screwed up! I made a promise to a sales rep that I shouldn't have made. The operations manager just let me know that I didn't fully understand our compensation policy and we need to take it back, or it's going to put us $2,000 over budget. What should I do?"
The response from Joanne? "Take it back?! Hell no! Admit that you made a mistake, and the let the sales rep keep the payment. He'll respect you for it, and word will quickly spread amongst the rest of the sales reps that you have their backs. That's a small price to pay for that kind of loyalty and commitment. We'll make up the $2000 in no time. I'll talk to the operations manager."

Joanne clearly understood the impact of the perception of screwing over one of the company's top sales reps because of a management mistake. The sales rep was even more appreciative when he found out it was a mistake yet it wouldn't be taken away. While the operations manager wasn't too happy initially, he got over when he saw the sales numbers at the end of the month.
And now….. the rest of the story:
Company #1 continues to struggle and just got purchased by a competitor. Company # 2 is making money hand over fist in a tough economy. You might argue that company #2 could afford to make the policy exception. Actually, one of the reasons that company is so successful is that they keep a sharp eye on costs and wastes.  Apparently, making good on a promise isn't considered an unnecessary expense; it's considered an investment in keeping your workforce engaged and productive.

Both true stories – better than anything I could make up. Two similar management mistakes and company policies, yet two very different responses and results.
Comments?
 
 
 
 

Tuesday, May 7, 2013

Four Leader Behaviors That Build Or Break Trust

There are two ways that leaders break trust with their people. The first is dramatic—a leader betrays a confidence, engages in self-serving behavior, or has a serious moral or ethical lapse. This type of breach usually ends up being very public—and once it occurs, the only remedy is damage control.

The second way that leaders break trust with people is more common, happens slowly, and usually is obvious to others but unknown to the leader. A pattern of behavior—often well-intentioned—will result in the leader undermining their credibility with their people. This type of trust-busting behavior is fixable, but only if a leader can identify the situation early and take steps to correct it.

In his new book, Trust Works!: Four Keys to Building Lasting Relationships, best-selling business author Ken Blanchard tackles this type of trust-busting behavior head on. Together with his coauthors Cynthia Olmstead and Martha Lawrence, Blanchard recommends that leaders evaluate their behavior in four key areas.

  • Able—do you demonstrate competence and skills?
  • Believable—do you act with integrity?
  • Connected—do you care about others?
  • Dependable—do you maintain reliability?

In Blanchard's experience, leaders who are perceived as untrustworthy usually have an undermining behavior in one of these four areas. In Trust Works!, Blanchard guides readers through a self assessment designed to identify the subtle ways that leaders might be unintentionally self-sabotaging their relationships.

Self assessment is just the starting point

Once the self assessment is complete, Blanchard recommends that leaders ask the people they work with—both colleagues and direct reports—to assess their behavior in the same four areas. This is an important second step for two reasons, according to Blanchard.

One, it gives leaders an outside assessment of their behaviors from the people who are most impacted. This can be a real eye-opener for them, according to Blanchard.

"Many leaders inadvertently break trust by being unaware of how their behavior might be perceived by others. Even though you, as a leader, might consider your actions trustworthy, you may be surprised at how those same behaviors are being interpreted by others."

Blanchard had exactly this type of experience when he asked his team to evaluate him in the four areas. While he was pleased to discover that his staff scored him well in the first three areas—Able, Believable, and Connected— they felt he could do better in the Dependable category.

This brings up an important second point that Blanchard likes to make. Trust is a sensitive issue for most work teams, especially when a leader is involved. On most teams, trust issues are rarely discussed, even when they are evident to everyone.

That's what made the Blanchard team's experience so unusual. Having data around the four areas of trust gave Ken and his team a place to start a conversation. It created a safe space to talk about the components of trust and made it less emotional. This allowed them to discuss the issue openly and pinpoint the behaviors that were causing the problem.

In Ken's case, the problem stemmed from his reluctance to say "no" to people. He loved new ideas, was always willing to give things a try, and wanted to say "yes" to people whenever possible. His intentions were good.

Utilizing the four-component ABCD model allowed the team to look at some of the behaviors that flowed from that mindset. They discovered that by saying "yes" so often, Ken ended up over committing, which sometimes led to disappointment and hurt feelings when commitments couldn't be honored.

Working together, the team was able to devise a new approach. In addition to helping Ken not to over commit, the team also devised a strategy where Ken now hands out his executive assistant's business cards instead of his own. This allows his executive assistant to check his schedule and set expectations appropriately.

The discussion and subsequent workaround did the trick. In the course of a few months, Blanchard saw his scores on being Dependable soar!

Rebuilding broken trust

For leaders who have created a serious breach of trust with their people, Blanchard has additional advice. In his experience, too many leaders prefer to act as if it didn't happen, try to justify the mistake, or use hierarchy and status to make the problem go away. This is exactly the wrong approach.

A healthier and more productive approach that Blanchard recommends involves five key actions.

  1. Acknowledge and Assure —begin the rebuilding process by addressing and acknowledging that a problem exists. As you acknowledge the problem, assure the other party that your intention is to restore trust between the two of you and that you're willing to take the time and effort to get the relationship back on track.
  2. Admit — the next step is to admit your part in causing the breach of trust. Own up to your actions and take responsibility for whatever harm was caused, even if you don't feel you're entirely at fault. Admit to your part in a situation.
  3. Apologize — the third step in repairing damaged trust is to apologize for your role in the situation. This takes humility. Avoid making excuses, shifting blame, or using qualifying statements. These will only undermine your apology.
  4. Assess — invite feedback from the other party about how they see the situation. Use the ABCD Trust Model to identify the behaviors that have damaged the relationship. Next, discuss the issues and identify clearly what needs to change.
  5. Agree — the final step in rebuilding damaged trust is to work together to create an action plan. Now that you have identified each other's perceptions and have identified the specific ways that trust has been broken, you can mutually identify the behaviors that will build trust going forward.

This approach worked well for Blanchard in his discussions with his team and it will work for your teams as well. For leaders, this means being open, candid, and vulnerable.

As Blanchard explains, "Building trust is important in all relationships, but it's particularly important when you hold a position of authority. If you're a leader, you can afford many kinds of mistakes, but the one thing you can't afford to lose is trust. By practicing behaviors aligned with the four core elements of trust, you'll not only set a healthy example, you'll also inspire enthusiasm and success in those who follow you."

Thanks to Kenblanchard / The Ken Blanchard Companies
http://www.kenblanchard.com/Business_Leadership/Management_Leadership_Newsletter/May2013_main_article/