My Engineers Notebook Dylon Rockwell

My Engineers Notebook Dylon Rockwell My Engineers Notebook Dylon Rockwell My Engineers Notebook Dylon RockwellASME member Dylon Rockwell is an airframe design and integration engineer at the Boeing Company in Ridley, Pa., where he serves as a principal investigator for manufacturing technologies. After joining Boeing in 2011, Dylon was assigned to the V-22 Osprey tiltrotor aircraft program. The V-22 combines the vertical performance of a helicopter with the speed and range of a fixed-wing aircraft, is used primarily in cargo and crew delivery. After receiving training in variation analysis software, Dylon went on to perform analysis for Boeings Crew Space Transportation (CST-100) Starliner, Space Launch System and Sikorsky Boeing SB1 Defiant programs to quantify and mitigate assembly risk. A member of ASME since 2013, Dylon is a new member of the Societys Y14.46 Committee Support Group. He received a bachelors degree in aeronautics and astronautics engineering from Massachusetts Inst itute of Technology in 2011, and a masters degree in systems engineering from Georgia Institute of Technology in 2015.Whats inside your engineers notebook?My notebook contains thoughts on structural designs and manufacturing processes, primarily as they pertain to work. For instance, it includes notes on different types of casting and forging techniques and various polymer- and composite-joining techniques.Whose notebook would you fruchtwein like to peek into? Why?I think I would pick Robert L. Pinckney. He was the pioneer of the V-22 composite aft fuselage, which was constructed using automated fiber placement in the early 1990s. He was an engineer with a vision who executed it.Dylon RockwellHow and when did you know you wanted to become an engineer?It was when I began thinking about high school and I applied to the Science and Engineering Magnet in Dallas. I think thats around the time I realized what an engineer actually was. Ive been tinkering with stuff since I was little, and always enjoyed math and science. But that was the time when someone actually told me what I was interested in was engineering.Whats the most exciting project youve ever worked on?I would have to say that supporting the V-22 reliability initiative was the most exciting project, because we were really able to make an impact for our customers. They were constantly having to replace the V-22 fittings due to low reliability of the part. My task was to improve the reliability of the component. So, I had to opportunity to address an issue that had a real impact on the customer, who now doesnt have to replace the part constantly.What do you think youd be doing if you hadnt become an engineer?I think I would probably be in the hospitality industry. I really enjoy planning different kind of events. I did a lot of event planning in college. And I would call myself a people person. So I think hospitality is an area that I would have gravitated toward. Probably not hospitality as in bettenburg m anagement, but rather event planning for a city or general event planning.Whats your favorite activity when youre not working?Ive recently gotten into dancing. One of my friends suggested that I try it, and I said, Why not? I enjoy the pulse of salsa and bachata music and exhilarating movements of the dance. I really got into it. Its something I do after work.Was there a book or a movie that piqued your interest in science or inspired you to become an engineer?Well before I knew what engineering was, I read several books on space exploration that piqued my interest in engineering. I cant recall the titles, though.Who are your heroes, either within the engineering profession or in the rest of your life?My elementary school was named after Dr. Ronald E. McNair, a physicist and an astronaut, who passed away in the Challenger accident. While in elementary school, I learned about him through second hand accounts, but when I attended MIT, I met several alumni who knew him. His contemporar ies talked about how gracious he was with his time as he taught them physics, ensuring they were able to excel as he has.Whats the most meaningful or rewarding aspect of being connected to engineering?I would say that because Im an engineer and have a network of other engineers around me, that when things come out I hear about them first. Someone has a new app, for instance, and theyre looking for someone to try it out. I tend to be that guinea pig. So Ive become an early adopter. Alternatively, Im an engineer, so I also have to opportunity to create different things. I think those are probably the biggest benefits of being an engineer.What does ASME mean to you?ASME means sharing solutions to engineering problems through standards and other media for the advancement of the global engineering community. I am now participating on one of the standards committees for ASME Y14.46 because I feel it is very important to be personally involved in this knowledge sharing. I was also recently certified for the ASME Y14.5 standard. From a career development aspect, that certification lets people know that I took this extra step to show that I know what Im talking about when it comes to GDT (geometric dimensioning and tolerancing).I would say that because Im an engineer and have a network of other engineers around me, that when things come out I hear about them first.Dylon Rockwell

Why You Need an Online Resume

Why You Need an Online ResumeWhy You Need an Online Resume10Youve carefully crafted your resume, keeping it up-to-date with todays templates and perfectly pitched for your potential employer. But if its on paper though, you may want to reconsider revamping it. A new trend that were spotting with job seekers is to create an online resume.One paperless resume in particular that caught our attention was created by Nicholas Patten. The City University of New York graduate made an online resume to showcase his work experience and skills- and score a job. I think having a live/online resume is very important because you may want to change some of the text or even redo the resume completely, says Patten. This ensures that when Patten applies for any new position, a hiring manager is always viewing the most current version of his resume. His online resume thereby eliminates the time-consuming- and costly- job of having to redo and reprint his resume.Additionally, Patten is using his online r esume as a one-stop informational hub for potential employers. His resume/site also includes links to his social media feeds (like Twitter, Flickr, and Facebook) and a contact form as well. But Patten ensures that all the information online is always correct and in sync. Says Patten My resume even has the exact same text on my LinkedIn account. And for those old-school hiring managers who still prefer a paper copy, Pattens site includes an vorkaufsrecht to download his resume.Patten shares that he is catering to the kinds of individuals and organizations hed like to work for with his resume. Its important for me to work with and for people who appreciate the design efforts put into resumes, says Patten, who admits that hes received positive reactions from potential employers on his usage of an online resume. Some people need visuals to keep their attention.Currently self-employed, Patten is looking to get back into an office and work in a team environment. We have no doubt that this ingenious individual will be fielding numerous job offers in no time.Readers, what do you think about an online resume? Would you be willing to take your resume off paper and put it online? Let us know your thoughts about this latest trend in the comments section below

Turn your Workplace into a Talent Magnet

Turn yur Workplace into a Talent MagnetTurn your Workplace into a Talent MagnetTurn your Workplace into a Talent MagnetTalent Magnetism Webinar Slides PDFTalent Magnetism Chapter Download PDFbedrngnise Youll need Adobe Reader to view the PDF file above. Download Adobe Reader.Tuesday, February 18th, 2014Is this the year your company will attract and keep the best talent? Or will 2014 be the year that top talent stays away and your most valuable employees walk out the door?During this lively hour-long webinar, Roberta shares easy-to-apply techniques from herbei new book, Talent Magnetism How to Build a Workplace That Attracts and Keep the Best. Youll come away with fresh ideas on how to create a magnetic workplace that fosters innovation and fuels growth.Download the presentation anddownloada 10-page print out from Robertas latest book,Talent Magnetism.About the PresenterRoberta MatusonAuthor and President of Matuson ConsultingRoberta Chinsky Matuson, president of Matuson Consulting a nd best-selling author of Suddenly in Charge, has helped leaders in Fortune 500 as well as small and medium-size businesses achieve dramatic growth and market leadership through the maximization of talent. She is frequently quoted in business publications and is a top-ranking blogger for Fast Company and Forbes, and is a talent expert for Staples.com and Monster. She is one of a handful of people who have appeared as a guest of Bill OReillys on Foxs OReilly Factor and left the show unscathed.More from Roberta onrecruiting and retaining top talentVideo Recruit a Deeper Talent PoolVideo Calculating the Cost of a Hiring MistakeHow to Conduct an Interview and Impress Top CandidatesTo view the abbreviated version of the video and transcript, please visit http//hiring.monster.com/hr/hr-best-practices/hr-events/past-hr-events/talent-magnetism-webinar.aspxWebinar Transcript 18 Feb 14Welcome to this webinar presented by Monster. Im Connie Blaszczyk, Managing Editor of the Resource Center. Th ank you for joining todays presentation. Today well be looking at how you can turn your workplace into a talent magnet and our presenter is Roberta Matuson. Roberta is President of Matuson Consulting a firm that helps organizations achieve dramatic growth in market leadership through the maximization of talent. She is the author of the international bestseller, Suddenly In Charge Managing Up, Managing Down, Succeeding All Around.zu sich latest book is Talent Magnetism. Perhaps youve looked over the chapter from Talent Magnetism that welches available for download when you signed up to attend the webinar, and you may have even completed the employee retention self-assessment in that chapter. If bedrngnis, no worries. All registered participants of todays webinar will receive an email with a direct link to todays presentation as well as a link to the chapter from Robertas book, Talent Magnetism.Before we begin, we have a few quick housekeeping details to take care of. We look forward to your questions today, which well address at the end of the presentation. To submit your questions, please use the QA module on your WebEx screen. And if youre listening to todays webinar by phone and youd like to ask a question, please be aware that youll be placed on mute until the QA session begins. With that, its my pleaaya now to introduce our presenter, Roberta Matuson. Roberta, welcome.Thank you, Connie. Thank you for that lovely introduction. I am delighted to be here today and want to talk a little bit about 2014, because this is going to be a year unlike any other that weve landseen as far as talent goes. And were already actually seeing some changes. Ive notlageiced in my practice that companies are focusing on their front door. Whats happening is, though, lots of people are exiting the back door. I noticed this happening probably about six months ago in at least in the north-east and in certain industries, and my prediction is that this trend will continue to happen. So its really important as were talking today to think about what your organization can do in terms of not only attraction but also employee retention.I do a lot of traveling and most recently I welches in Atlanta. I welches riding the Metro System BART to a meeting and I ran across this gentleman, and we began to talk about his most recent business trip. I call this guy Jeff. As it turns out, I gave him another nickname after our conversations and that was Jeff the Plucker. Thats because he is going around the country opening up new offices for his organization and he is out there plucking talent. Hes actually going inside and meeting people at conventions and he is swooping them up. So I want to get you guys to think about what you can do to prevent Jeff when he calls, to prevent your people from even thinking that they want to speak to him.So lets do a quick poll here. Is your workplace experiencing these warning signs? Im going to give you just a couple of lets set a minute to r ecord your answers. Specifically, I want to know which one of these is your biggest headache. Weve got increased employee turnover, increased sick time, declining productivity, and increased customer complaints. Now, you can only spielblttchen one. Do we have those results? Are those results ready yet?They are tallying now.Okay. We are getting that tally for you right now. When I talk to clients about this, sometimes they really cant pick one because its all happening. I know that can be challenging, especially when youve got 10,000 other priorities.Okay, well, the number one item is increased can you read that for us here? That poll question? Here we go. Its increased employee turnover. 70% of you are seeing significant increase in your employee turnover, and then the next highest was declining productivity. Ill tell you, Im relieved to see that youre not seeing much in the way of increased customer complaints, because then we really know that theres a lot mora going on here. So le ts keep that in mind as we go through todays session.We see these ongoing trends, and heres some survey results from a survey that had done on what employees think about their employers. I think its really interesting, because we have to take note of this. A lot of people are saying that their companies arent providing them the time and training needed to support them in their jobs, and that can be extremely frustrating. If youve been hired to do a job and you come in and then all of a sudden you dont have the skills or youre being asked to do something and you dont have the information, that can be very frustrating.The area where hiring managers really and recruiters understand my skills and abilities, 47% of those surveyed disagree with that. Thats kind of scary. Then the question on employers are willing to provide higher compensation than 12 months ago, we see that 78% of those surveyed disagreed. Were going to talk today about how money isnt necessarily the solution but I will tell you this money does matter. So if you dont think it matters then Ill challenge any of you to take a 10 or a 15% pay cut and tell me how happy you still are.I always like to look for best practices whenever Im working with clients to help them really connect with potential employees, because if you look around all you ever hear about is companies like Google and how theyre capturing most of the talent, which Im here to assure you theres lots of other talent out there that theyre not getting. We also hear about what a wonderful job companies like Disney do. But today, I want to talk about some companies that may not be household names.The first company that I want to share some information about is a company called Interchange. Heres how this CEO really has connected with the hearts and soulmusiks of his people. He had a new employee, his name is Chris, and he had a hired a new employee who within three months time had come down with a pretty severe illness. When we think about it, we think that in most situations employers would say, Im really sorry. You havent been with us for a year, you cannot take a leave. Well, thats not at all what Chris did.Chris did everything in his power to give this employee time off. He guided this employee and suggested that she call her parents and asks them to take care of her kids, because she was a single parent. He hired a nutritionist for her. He found her a specialist who could give her a second opinion. He did everything within his power to help this employee. Heres what happened in the end. Its been 18 months now since this happened to his employee and this woman is still with Chris and thankfully shes healthy but he provided her that support and I have to say he will have this employee for life.Now, we have another company that is doing some amazing things for his people, although many of you probably have never heard of this group either, and thats QRSTs. Their CEO is Peter Rinnig. What Peter has done is he recog nizes that he may not be able to pay top dollar because he is a small business owner, but he has given his employees something that they cant get anywhere else. Heres one example. He has an employee who he allows during this employees touring season this employee happens to work for a band. Hes in a band. Peter gives this employee time off to go travel with his band during their concert season, and then this employee comes back every year and continues his work.To even add more to that connection, Peter also allows this gentleman to print T-shirts because its a T-shirt printing company that he can sell on the road and he and his band can make more money. These are just some examples of companies that have gone away from the norm, and even with limited resources are finding ways to connect with the heart and soul of their people.In todays webinar, were going to really define what top talent is. Were going to look at the new laws of talent attraction, because this is really for most of us deutsche post ag-recession, and we have to operate differently because the rules are completely different. Were going to talk about how to create an exceptional workplace, and Im going to give you some warning signs that may indicate that youre losing your magnetic touch and thatll give you a chance to get it back before it goes away. Im going to talk with you about why employees really leave not necessarily the reason that they tell you that theyre leaving and then were going to talk together about what we can do to keep these people, especially the ones that we want to keep.So, what defines top talent? Well, in a nutshell, these are the people that youd really miss if they went away tomorrow. So Im going to pause for a minute and I want you to jot down their names so that when you get off of todays webinar, you are sure to pay special attention to these people. Now, by identifying the top talent, youll also know exactly the type of people you should be looking for as you add additional personnel to your growing business. So if you wrote down Mike, then you write down, I need three more Mikes. Thats what I want you to be thinking, because those people have something in common and its going to be different for every single company.For example, if youre in a technology company, you might be looking for people who work really well together in gruppes. You might want collaborators as well as risk takers. If youre in a law firm, its highly unlikely youre going to want to hire risk takers. You want people that are very detail oriented, people who are diligent. Its a different kind of person that will usually perform at a high level in those different environments so you really have to know what it is thats right for your organization.I have said this time and time again to my clients and eventually when they listen and they replace people who may not be performing as well as they would like, they see that you dont need a lot of people when you have top tal ent. Think about it most of us have moved somewhere within our lifetimes, right? Especially when we were younger and maybe were still doing this were asking our friends to come and help move us, right?What winds up happening is youve got this SUV, three friends and a case of beer, and that could take maybe the entire weekend for a move to be completed. Not to mention that after the moves completed, oftentimes these people will refuse to take our calls, because they think were going to ask them for help again moving. Compare that to the experience of what happens when you have professional movers. You got three guys in a truck and they get that job done in record time and with minimal breakage. So you can see the benefits of having top talent.I want you to think about your workforce and todays talent pool, because it really is changing. Im seeing employers today still operating under the premise that, Weve got all the time in the world. Were going to bring this person in. Were goi ng to interview them. Well have them come back three or four more times, and it goes on and on and on. In the meantime, by the time this person comes in for your first interview and leaves, theyre getting emails in the parking lot saying, Hey, heres your job offer, from someone else. So youve got to throw your recession mentality out of the door because its no longer that way out there, and youve got to understand those new rules.Lets go ahead and take a poll on how you would describe your workforce, because its so important to understand what your workforce is mostly composed of. Your choices are multi-generational, mostly Gen Y also known as Millennials, mostly Gen X, mostly Boomers or Hey, Im not really sure. In each of these generations, the people in them, they all have some different needs and thats why its really important for us to know were working with. So I think the tally is going on and we should have those results in just a few seconds, hopefully.I see the poll has en ded and we should get those results up. Lets see. My guess was that most of you will be multi-generational and I was correct. See, I did get my answer out there before it showed up. Youre multi-generational and thats theres some good berichterstattung to that and some not so good news, which well go through. But its interesting because the second layer is mostly Gen Y Millennials and its a pretty big disparity between the two. So lets move on and Im going to talk about a little bit about what all of this means.Here are todays players in the game of life, and its interesting because when I wrote Talent Magnetism, I really thought about how life had changed. Im a Baby Boomer and when I grew up, you had this game, The Game of Life. You went around the board and you added your spouse who by the way was of the opposite sex in every case and you added your two children into the back of that car, and you went around the board until you hit retirement. Todays game of life is entirely diff erent. People have different combinations of families, people have different needs. People are traveling around the board and theyre not necessarily heading down one path. Youve got to understand this.Lets start with those Millennials or Gen Y. Their approach to work is they really want you to convince them that working in your organization is worth their time. If youre a Baby Boomer like me, you might be shocked because you could be saying, Theyre lucky to have a job, but thats not how it is any more. Remember, we have to reframe our thinking. They really want to make the world a better place, which is really fascinating because if you think about it, thats exactly what the Baby Boomers wanted to do when they started their careers. They also are creating opportunities for continuous development they want to learn.If we look at our mid-career workers, they want to know that theyre next in line for that well deserved promotion. Those Baby Boomers have been keeping them caught up in that in their offices because theyre not leaving, so they want to know that theyre going to eventually get that promotion. Because if theyre not getting it from you, theyre probably going to go somewhere else.They would like their pay raises back. If you think about it, many organizations have stopped giving out pay raises and life hasnt stopped getting expensive. Then they also want some non-traditional benefits for their non-traditional lifestyle, such as anything like adoption benefits, benefits to work out at the gym. They want benefits and they dont want just the standard package.Weve got the re-launchers. Those are the people who are coming back into the workforce who may have been out for a while. Maybe they had families and theyve come back in, maybe theyve had a long term job loss, but they really want you to know that their skills are transferable. They are more than just their name. They can do much more than just one job and they really want a chance. They want you to kn ow that if you give them a chance, theyre going to be highly committed to you.Then we have the off-rampers. Those are the people who are really thinking, Ive still got a lot to offer here. The good news is, theyre really not after your job. When you think about these people, dont worry that, Oh my gosh, theyre smarter than me, or, They have more experience. Theyre going to take my job. That is so not where theyre at. And you know what? Dont keep assuming that theyre going to be just retiring in two years, because that may not happen.But I told you that there was going to be some good news and some bad news. Well, Ive already given you some of the bad news but the good news is that theres a lot that really unite these workers. If you look at this, you can see that we really have more in common than not. For example, people want to feel valued. They really want to do work that matters, so you have to help them connect the dots. They want to feel like theres a sense of purpose here, so when they come in every day theres a reason to do that.They need flexibility whether theyre caring for an aging parent, or whether theyre caring for a young child, or a sick dog, they want flexibility. They really want to be compensated for the value that they bring, so Im going to encourage you to look at your performance management systems and stop treating everyone the same, because theyre all contributing differently. They want opportunities to learn and grow. Its just something that we have to be able to do for these people today or theyre going to go somewhere else.I want to talk about the five myths. Therere probably 10, 15 or 20, but for our purposes we are going to talk about these five myths. What I have seen over the last few weeks is that six people that I know in my circle and let me tell you, my circle isnt that big have recently quit their jobs in the last few weeks. Five of these people had nowhere to go, and the one that did was recruited away at the age of 60. 60-years-old. So if you think that its no longer true, people dont feel like theyre lucky to have a job because they have other choices, and one of those choices is quite frankly unemployment. But people have gotten to the point now where they feel like they just cant stay in their jobs any more if they havent been treated right, so theyve seen other opportunities and theyre moving on.We talk about people wholl work for peanuts. I dont know about you. I dont think that I would, and most people wont. And then also, if we offer a candidate a job, theyll take it. Seeing lots of offers being dismissed and companies are spending a lot of money recruiting and people arent accepting those offers. And again, were going back to that, Im youre only option. I dont think so.I talked a little bit about what some of these options are and how were going to debunk these myths, but if you only take away one thing from todays session its I want you to understand that you are no longer someones only o ption. And as we move forward, speed is going to be the name of the game for 2014 and beyond. What can you do to accelerate your ability to pull people in and get them on board and then connect with them so you can keep them?That means that you need to go back and challenge yourself or your CEO or the people in your organization to try to apply for a job with your company and see how long it takes to get through that process. Youll be surprised. Ive had CEOs whove attempted this and some couldnt even get a job with their own companies because the roadblocks were so there were so many and it was so high. So its really important if you begin to frustrate candidates, theyre going to go somewhere else.I want to talk a little bit about some of what you need to know in order to create an engaging workplace. You can find the rest in the book Talent Magnetism, but for our purposes today I want to make sure that when you get off of our call, that youve got some information that you can imme diately use.The difference between recruitment and attraction is huge. When you think about recruitment, it really requires a lot of heavy lifting. In other words, youve got to write the job description, you post it, youve got to sort through the stacks of resumes, follow up on emails, phone screens, interviews the list goes on and on. I mean, Im exhausted just thinking about it. Then you make this offer and its not accepted and you have to begin and do everything I just described again. Well, when you are an attractive employer, you have people who are lining up because they want to come work for you and its a lot easier to keep great people when they have other great people to work with.When youre thinking like a talent magnet, you have to again begin with the end in mind, and we talked about that knowing exactly what kind of people youre trying to attract, and then you can understand what you need to do to get them. What I find interesting when I do employment branding is that a lot of companies try to be everything to everyone, and so what winds up happening is that theyre really nothing special. It reminds me of McDonalds, the restaurant. You dont see them heavily marketing to vegetarians, do you?They know exactly who their customer is and so should you, and employment branding is really the key for that. Its about your reputation and the way youre perceived by prospective candidates as well as current and past employees. So if you really want to know what the perception is out there, start with websites like Glassdoor.com to view what your employees are saying about you. A little scary, but I think its a good thing to do.Look at what kind of perks you can offer. Again, align those benefits with the life stages that your people are in. Develop magnetic leaders, because we hear over and over again that people leave their bosses, they dont leave their companies, and its very, very true. So if youve got these magnetic leaders, people are not going to leave . If youre listening today and you are the leader you are the CEO, the business owner than you really need to fire up your magnetism and keep that bar high.Its so important to make sure that its okay to have fun at work. Its actually a must. That reminds me of a time that I went in to meet with a prospect. It was a technology company. When I walked into that room and it was an open office environment, cubicles everywhere you could hear a pin drop. I just knew that there was no way that anybody was having fun in this work environment. When I eventually got to see the turnover numbers, that was confirmed. So its really important as youre thinking about how to become magnetic that you create this environment so that your employees are evangelists. When theyre excited and happy, your customers will be excited and happy.What does an exceptional workplace look like? Well, employees feel empowered. They know what they need to do and theyre able to do what needs to get done. They have a sense of purpose. Theyre saving lives, theyre improving theyre making life easier for the customers. They know why they show up every day. There are high levels of trust in the organization and people have clarity around the roles and responsibilities.Theres a lot of transparency, they know when they are doing a great job. Theyre given recognition and sometimes rewards, but its really the recognition that matters. Then its at the bottom of the list but I probably should have put it on the top they have great managers. Youre never worried that your boss is going to be promoted because you know that whoever else takes his or her place is going to be just as fabulous. I mean, thats huge.Speaking of managers, what I often see is that companies arent really developing their leaders. I do a lot of leadership development, either through executive coaching or training, and I work with leaders who tell me, I dont want to be in management, yet they feel trapped. So first and foremost, I wou ld encourage you to if somebodys not performing well, go to them and say to them, Hey, is this the job you even want? Because we have places for individual contributors. But youre not going to be able to have a magnetic leader when somebody doesnt want to be in leadership. So keep that in mind as youre looking to promote people, because just because theyre anointed leader doesnt mean they want to be leader nor should they be leader based on their length of service. So again, its all about the leadership.At the end of the day, were all in business. Were in business to either make a profit or to serve customers if were in non-profits, but at the end of the day its about the connection with the client, the customer, the patient. Its relationship-based. I dont know about you but I certainly have certain places that I will not return to because of the experience I had when I walked in.Mediocre, consistently. There they are. So keep that in mind.I want to talk for a moment about what I se e that keeps companies like yours from moving forward. Its always I hear Well, we dont have the resources, we dont have the money, we dont have the cash. The good news is it doesnt take a wad of cash to attract top talent. How do I know? Because Ive worked with companies who have very small budgets. When I was in the corporate world, I had a very small budget and I managed to find those top people.I hear that people still think that its an employers market when its not. I recently had a conversation with a VP of Operations who kept telling me how much training was costing their organization and how it was draining on company profits. Not once did he talk about the investment as one where he was delivering higher levels of service or retaining good people. So again, I think it was that mindset and Im going to encourage you to stop thinking about expenses and start thinking about investing.Then a lot of times companies are weighed down by low self-esteem. They think, Well, why anyone want to come work for me? My reply would be, Well, they probably wont think everybody knows were so great. Is that everybody within a two-block speiche? Within your town? What is your recruiting region? So we find out whether or not you guys think youve got a good handle of the actual cost of employee turnover in your organizations.Lets see if we can get that poll loaded. While were waiting for that to load its here. So let me give you just a moment. Your choices are absolutely, no, or I dont know. The polls are still open but Im going to take another guess here, because Im feeling pretty confident. Im going to guess well, Im not going to tell you what Im going to guess, but Im going to write it down.I usually find that clients thinkfor yourself what your turnover costs, and its quite shocking to most and I think thats why a lot of people dont do this. Lets see, we must be tabulating by now.Well, the poll is ended and Im going to bet that no is the winner here. Thats just my guess, but lets see if you guys can surprise me. Its just another moment. Wow, Im three for three today. 46% of you dont know. You believe that youre not that your company doesnt have a good handle on the cost of employee turnover. And 23 are unsure. Well, to be honest with you, Im a little surprised that the no is as low as it is but Ill just take that as an answer and move on.So lets talk about what really is the cost of employee turnover. Weve got lost knowledge, because when somebody goes through that revolving door, their information goes with them. And in this day and age of flash drives and the Cloud, everything they own goes up and out. Youve got the disruption of the team that youve taken so long to train and now theyre finally working well together, and now youve got somebody whos leaving, maybe two people. That can really be very damaging. You can no longer go after some opportunities because you know you dont have the staff to go get the project or do the work.Your reputation Why does that company always have an ad? Why cant they keep people? Then youll find that its harder and harder to attract candidates because everybody knows, You dont want to go work for XYZ Company. Everyone that goes there leaves within a year. So Im going to ask you to think about that and the assumptions that your new employees will have or what you hope to be your new employees about your company environment.If we look at these costs, youve got the hiring costs that are involved, your recruiters time if you have to pay a third-party recruiter, your time to screen the resumes, having the person in to interview. Youve got the cost if youre lucky to get them of training and developing them in your own processes and then in the meantime while somebodys training and developing them, youre losing productivity because theyre not working to capacity. But the biggest costs are often intangible and thats the relationships that they have with your customers. When they go, those relati onships may go and thats the chaos that may go on in the organization, or the loss that may happen, so theres lots and lots of costs here. We go through this exercise so that you can understand why you need to really invest the time in attracting the right people and then when you get them, keeping them.Well, are you losing your magnetic touch? The sign that I see that tells me that this is happening is that people cant get out of your company nahe daran sein enough. Lets look at what some of those warning signs are. I find that when youre in a company like the one that I described before where it is so quiet you can hear a pin drop, thats the silent killer. Those are the quiet employees because they dont care enough to tell anybody that theres a problem.Theyre going to put their head down, theyre going to do their job, hope nobody notices and theyre going to collect their paycheck, and thats about it. Youll see negative online posts rise and again, you should be checking for that. All of a sudden, your healthy people will be out sick a lot. Youll see customer complaints getting receiving those more rapidly, then youll see customers who used to were with you for 10 years, 15 years, all of a sudden decide to switch to another company. You might notice theres lower quality and productivity.I want to go back to this silent killer. I was talking to someone about this the other day and we kind of joked with each other the fact that her company was so quiet in the cubes. She said to me, Thats because everybodys out interviewing. So thats a little bit alarming. Well, were now into the excuseits you, so try to figure out where have you failed and what could you do differently in the future. Theyre leaving for a better opportunity.I have done enough sourcing thats where you get on the phone and you call up people to entice them to come look at other opportunities to tell you that if someone is happy, chances are very slim that they will take your call. So if theyre leaving for a better opportunity, that means that there was something else going on. If they tell you that they dont have another job, again take a look at the management, and then pull out your especially if theyre in sales, pull out your non-compete agreement to make sure that theyre not going to work for your competitor. I wanted more money well, yeah, who doesnt? Thats another excuse. And my favorite, I wasnt looking. They called me. Thats something to think of the contingent work.Heres what I mean by that. I just got done doing a climate survey for a major organization and we found that it was sunny in sales and it was a little bit cloudy in customer service. Thats going to allow us to really focus on making some significant changes so that people arent leaving for lousy bosses or because theyre feeling unappreciated or their job doesnt really resemble the job that they were told they were going to have. These reasons that I have listed here, these are the reasons why employee s really leave and I am sure you could add more to this.So what can you do to stop this from happening? First and foremost, you can take preventive action. We have a tool, its an employee retention self-assessment tool. I always recommend that you give the tool to your employees and you take it as well. In any place where there is a huge gap, a place to start or when theres a low score. Because if youre taking preventive action, you can stop this these people from departing from your organization, which again is less expensive than if youve got to replace everybody.So you can do the self-assessment, you can do an annual employee engagement survey, but more importantly you have to make course corrections. A lot of you on this webinar, you already know whats wrong with your organization so you can survey and confirm, but if theres low hanging fruit here, I would advise you to fix it. Fix it now. And usually starts again with the management, so Im not going to beat that one again.One o f the favorite things that I have found is that people are doing what we call stay interviews. In my book Talent Magnetism, theres a story of an advertising CEO who does town hall meetings every time she travels to a new location where her employees are. Another CEO invites employees to breakfast because she wants to hear whats on their mind. Then you can have those moments in the hall, in the parking lot doesnt have to be a formal meeting, but do something.As we wrap up and were going to open it up the lines for some questions, I really want you to think about your company is only as good as the talent you keep. Thats just so important.So your next moves? I have a complimentary employee retention assessment tool and I also have an employee turnover calculator that Im happy to send to you. You can email me and request it at robertamatuson M-A-T-U-S-O-N consulting.com. Again, happy to send that to you. Make this the year that you do an employee engagement survey. Dont wait. Get ou t of your own office. Find out whats going on in the field with your people. Then make sure that you are always, always on the hunt for talent. Then make sure that your recruitment team has the resources that they need to get this huge task done. And then lastly, call for a lifeline. If you need some help, give me a call, call an expert just make sure that you do something.So were going to open up the lines and Im happy to answer any questions you may have. If youve got anything that you want to discuss privately, my email is here.Great. Well, thank you, Roberta, for a really wonderful presentation. Im sorry that we have experienced a bit of technical difficulties with Robertas line dropping out intermittently. If you do have any questions that you would like to submit, nows your time to do so. Please use the QA module on your WebEx screen and if youre listening over the phone, Ill ask our operator Lynn to explain to you how you can submit your questions that way. Lynn?Certainly, t hank you. Ladies and gentlemen, if you would like to ask a question over the phone, please press the one followed by the four on your telephone. You will hear a three-tone prompt to acknowledge your request. Your line will then be accessed from the conference to obtain information. If your question has been answered and you would like to withdraw your registration, please press the one followed by the three. If you are using a speakerphone, please lift your handset before entering your request. Again, for phone questions, please press the one followed by the four. One moment, please, for the first question.Roberta, are you on the line?Yes, I am.Okay, great. We actually had a question come in during your presentation. Would you comment on the importance of executive support for the type of engaging culture that youve been describing in your presentation, and how you can transform executives when that support for that kind of culture isnt present?Well, Ive worked with enough executive s to know that its all about dollars and cents. So where I would start if I didnt feel like I had that support is I would pull out those turnover numbers, and then I would take the turnover calculator that Im offering to you and I would calculate the exact cost exactly what its costing your company in terms of turnover because when you see those numbers, in many cases theyre going to be in the hundreds of thousands if not millions, and thats how you get the attention. When its coming out of the executive teams bonuses, because theyre usually based on profitability, when its coming off the share prices, when youre losing great customers, when employees are miserable and productivity is low, when you can show those exact numbers, thats how you get the attention of the executives.Thats a great recommendation. Always about the numbers. Weve had a number of people ask if the presentation, the slides will be available, and the recording, after today, and it certainly will. If youve sign ed up for the webinar, you will receive an email from with a link to the archived webinar so youll have an opportunity to download these files yourself. Thats great to see, Roberta. Theres a lot of interest in people wanting to download these slides and have them for reference, I think. Lets just take a moment here to check with Lynn to see if theres any questions that have come in via the phone line.We do have a question over the phone. The first question comes from the line of Susan Cayata. Please go ahead.Hi. We are thinking about doing the stay interviews. I know you mentioned that as well. Is that something that an HR representative should be doing or the CEO should be doing?Well, I think its nice to have the CEO do it. If you think about it, that just shows the employees that the CEO is really concerned about what theyre thinking, and it also prevents anything from getting filtered. We all tend to reframe things in our own perspective. So if the employees have the opportunity to meet with the CEO and have those stay interviews, I think that will be lot more effective.Okay, thank you.Thank you for your question. Roberta, another question has come in. Its a good one. How can we as recruiters encourage and engage employees to assist with finding qualified referrals?Well, you have to let them know that everyones in recruiting, you have to give them tools to be a recruiter, and you have to teach them. You also can do an employee referral program which is a great way to get people to refer friends and colleagues. But the thing you have to keep in mind with those programs is that you have to constantly market them internally, because employees will forget, so youll be wondering, Why did you just tell your friend to go work there when we have the same job here? They dont remember that there is an employee referral program unless you remind them.Its interesting. It seems to me, Roberta Im not sure weve said it clearly in the presentation, but it really is like yo ur employees are your customers.Yes, they are. Thank you for bringing that up.Heres another great question what are your recommendations on setting up your interview team? How involved do you get team members compared to your upper management?Well, I think you have to look at it and ask who really needs to be in that room? If Martha, whos on safari, who wont be back for six weeks, whos not even going to interact with this person, isnt supervising this person, does she really need to be on this team of interviewers? Because time is of the essence so you really want to put together a team that is trained, they know what theyre doing, they know what theyre looking for, and they know how to assess talent.Its not just looking at a resume and ticking off the boxes, so youve got to make sure that you have whoever you need on that team and no one else.Thats great. Just want to encourage people, if you do have any questions please use that QA module thats in your WebEx frame here. Lets chec k again with Lynn to see if there are any other calls that have come in.Ladies and gentlemen, as a reminder, if you would like to ask a question on your phone, please press the one followed by the four.Great, thank you. Actually, heres another question, Roberta, thats related to interviewing. Tis person writes, Im not always sure about which candidate to choose after Ive interviewed a number of people, say, four or five top candidates. How can I become more decisive?Well, youve got to really know what youre looking for before you start. Ive had many people come to me after they or have been in a similar situation and say, Oh my gosh. We dont even know which candidate to choose, and thats because they really havent taken the time to figure out what theyre even looking for. Theyre taking somebody elses job description from another company and theyre layering it on top of their own, then they havent given thought to the right kind of person. So its very problematic and creates lots of confusion. Youve got to get clear upfront, know exactly what youre looking for, so that when that person walks in the door, youre like, That is it.Great. Well, weve come to the top of the hour here. A couple of people have asked how they can reach you again. Roberta, if you could just reiterate your contact information quickly?Its robertamatuson M-A-T-U-S-O-N, consulting.com, or call me at 413-582-1840.Terrific. Well, thank you again, Roberta, for that great presentation. That wraps up our QA session and todays webinar. Thanks to everyone who submitted a question. If you were unable to submit a question due to time constraints, well reach out to you after this broadcast. The recording again of this event, recording and the slide presentation, will be available later this week. You can also visit hiring.monster.com and click on the Resource Center tab for more information. Thank you again for joining us today. Bye-bye.

11 signs youre going to be successful

11 signs youre going to be successful11 signs youre going to be successfulIf youre pursuing your passions, if youre learning, and if youre forging solid relationships, youre probably on track to do great things - even if you arent extraordinarily famous or wealthy.Below, weve listed a series of signs - based on research and expert opinion - that youre doing better at this thing called life than youd be inclined to believe.Youre always looking for a better way to do thingsAre you stuck in the past - or hurtling toward the future?On an episode of geschftliches miteinander Insiders podcast, Success How I Did It, John Sculley, a former Apple CEO and president of Pepsi, said throughout his career hes always asked questions like, Why is it done this way? He said success is largely about to the willingness to solve a problem in a way thats never been solved before.The opposite trait - resistance to change - canstall your career, the saatkorn way it stalls big companies progress. Thats according to Scott Galloway, a clinical professor of marketing at New York Universitys Stern School of Business, the founder of the digital intelligence firm L2, and the author of the new book The Four The Hidden DNA of Amazon, Apple, Facebook, and Google.In his book, Galloway writes Trying to resist this tide of change will drown you. Successful people in the digital age are those who go to work every day, not dreading the net change, but asking What if we did it this way?You have a vision for the kind of life you wantGranted, that vision may evolve over time. But the point is not to take a job exclusively for the short-term benefits - like compensation.As Nathaniel Koloc, former ReWork CEO,told The Harvard Business Review, instead of asking yourself, What job do I want? you should beasking yourself, What life do I want? And how does this gig fit into the broader picture?Even if you only have avision for the year ahead, career coach and former Googler Jenny Blake recommends askin g yourself questions like, What does my ideal average day look like? and What kinds of people do I want to be connected with or meeting?Youre using your signature strengthsYour signature strengths are simply the skills youre uniquely good at.As Eric Barker, author of Barking Up the Wrong Tree, previouslytold Business Insider, research suggests that the more often you use those skills, the more youre happier, youre respected, you feel good about your job. Whats more, if youre using those skills in your job, youre going to achieve more.Youre open to failureGalloway says the four major tech titans - Apple, Google, Facebook, and Amazon - are all open to occasional failure, if it means theyre trying something new. If you want to be successful in your own career, you should be the same way.As Galloway previously told Business Insider, If you are not in your own professional life and your professional career kind of wiping out and getting beaned in the face every once in a while, you are nt trying hard enough.Youre willing to take calculated risksYoud be hard pressed to find a successful person who hasnt taken some amount of risk in their career.Take Hearst executive Joanna Coles, for example. As a young newspaper reporter, Coles onceburst in on a woman in a bathroom stallin an attempt to land a scoop. Later, she left her job as a foreign correspondent for the Times of London and took a job in magazine journalism - even though she was pregnant and didnt have a visa that would allow her to say in New York.Meanwhile, Jeff Bezos, CEO of Amazon and the richest man in the world, has spoken often abouthow he decides which risks to pursue. In one interview, Bezos explained how he decided to found AmazonI knew that when I was 80, I was not going to regret having tried this. I was not going to regret trying to participate in this thing called the Internet that I thought was going to be a really big deal. I knew that if I failed, I wouldnt regret that.But I knew the one thin g I might regret is not ever having tried. I knew that that would haunt me every day.Youre nice to people - even if theyre not your superiorsOn another episode of Success How I Did It, Coles described the importance ofmaintaining good relationshipswith your friends and colleagues. She saidThe thing that I always try and say to young people starting out is your peer group is really the most important influence on your life because you are going to rise and fall together. And I have always got jobs through the loose ties of friendships and someone knowing someone who might know a job. And, you know, a group of you will start out together, and they sort of pull you with them.Her number-one life tip? Dont be an ahole.You exhibit a beginners mindThats aconcept from Zen Buddhism, and it describes constantly seeing the world anew, as if you didnt know anything about it. Its a big advantage in business. The late Steve Jobs was a defendant of the beginners mind. As Jeff Yang wrote inThe Wal l Street Journal in 2011, Jobs emphasized the need to develop a beginners mind in order to eschew the constraints that cause us to come up with old answers to difficult problems.And Salesforce CEO Marc Beniofftold The Wall Street Journal I kind of try to let go of all the things that have ever happened so far in our industry, which is a lot of stuff, and just go, OK, whats going to happen right now?You make time every day to learnYou should be allotting some of your time to reading or research - something that expands your horizons.Beth Comstock, former vice chair of General Electric, recommends devoting 10% of every workday to these activities. In an interview with LinkedIn, Comstock shared some career adviceThe first thing you have to say to people is Make room for discovery. If I manage myself, I manage a team, I manage a division, theres a certain amount of your budget, your time, your people that need to be focused on whats next.And it could be 10% - you know for yourself. I think usually 10% is a pretty good way to think about it.Think about how you manage your own time. Can I spend 10% of my time a week reading, going to sites like Singularity, TED, talking to people, going to industry events, asking people What trends are you seeing? What are you nervous about? What are you excited about?Youre self-awareAccording to Tasha Eurich, an organizational psychologist and the author of Insight, most peopledont know how others really see them. Those who have a more accurate picture of how theyre coming off tend to be more successful.Eurich recommends finding one or two loving critics, or people who will be honest with us while still having our best interests at heart. Tap them regularly for insight into how you can perform better at work.Executive coach Marshall Goldsmith goes so far as to say that what other people think of you matters evenmorethan how you see yourself. In his book What Got You Here Wont Get You There, Goldsmith writesIf we can stop, listen, and think about what others are seeing in us, we have a great opportunity. We can compare the self that we want to be with the self that we are presenting to the rest of the world. We can then begin to make the real changes that are needed to close the gap between our stated values and our actual behavior.You show gratitudeGratitude can benefityour relationships, your health, and your career.Doug Conant is known for turning around Campbells Soup as its CEO. Hes also known formaking gratitude a key leadership strategy Throughout his career at Campbells, he sent more than 30,000 handwritten thank-you notes to staffers and clients.Other famous and successful people have adaily gratitude practice. For example, John Paul DeJoria takes the first five minutes of the day to be thankful for life.Youre self-compassionateSelf-compassiondoesnt make you weak or unambitious. Instead, scientists say it can make you more successful.Research on self-compassion suggests that it has three components engaging in a positive internal dialogue, understanding that everyone makes mistakes, and being aware of your thoughts and feelings without succumbing to them.In The Happiness Track, Emma Seppala, science director of Stanfords Center for Compassion and Altruism Research and Education. recommends one strategy for practicing self-compassion Treat yourself as you would treat a colleague or friend who has failed.This article was originally posted on BusinessInsider.com.

The Battle Over Sample Email to Send Resume for Job and How to Win It

The Battle Over Sample Email to Send Resume for Job and How to Win It Item management is merely a rather new but important function. Speak to us today to acquire startedspaces are limited Do some investigating to discover the internal recruiters or HR personnel accountable for processing resumes where you wish to do the job. Describe the method which youll lead to the organization from Day 1. The Chronicles of Sample Email to Send Resume for Job To compose effective job inquiry letters, there are a couple of things you have to do. Since you can see both of these objectives are certainly different. During the time youre at the kitchen, youre inclined to be requested to manage a massive variety of activities in an efficient way. Sous-chefs should make certain they can be readily understood by all to prevent mis-steps in kitchen operations. Thus, to understand your eligibility for a work opening, it is of the utmost importance to read the work description properly prior to appl ying for it. Sending work application is crucial for landing a work interview. When youre applying for work, you need to always send a resume and cover letter. Youre asking for a particular job. Youre going to see an ideal emaille cover letter sample. When you send an email to possible employer, make koranvers its flawless when it has to do with the spelling and the grammar aspect. Even in the event that you craft the ideal email to send a resume, its still true that you require a killer cover letter. Attach all the needed documents before you commence writing a cover letter email. Be certain that your email doesnt have all sorts of virus. As a consequence, the email needs to be short and easy and ought to be in point. Sending an email is absolutely free, it doesnt want a stamp, check out the post office or a visit to the organization youre applying for. Your resume email must be short and sweet. To eradicate the webpage, attempt to bring you to ultimately the dining tabl e thus youll want to finish it with large note. There are a number of different forms of email messages that may accompany this act. Makes sure its perfect, since such emails are more scrutinized than the standard emails. As a rule of thumb, emails ought to be used only after an application was submitted They arent the suitable vehicle to send a resume or an in depth introduction. The Ultimate Sample Email to Send Resume for Job Trick After youve had an opportunity to read my resume, please feel free to get in touch with me with any questions or if you require any extra details. If youve interviewed with numerous men and women, send every one of them a distinct email mentioning something you discussed. Neglecting to reply may be bad for the transaction between our companies later on. Send it to a friend initially and ask him to test it for content and fashion. Hes a thriving Web Developer. Email and sample templates are among the utmost effective techniques to accelerate y our work search and enhance your odds of landing an interview.

Notes on Resume Writing Services in Santa Ynez in Step by Step Order

Notes on Resume Writing Services in Santa Ynez in Step by Step Order Job Seekers Whether youre starting a career or looking to move as much as a better job, you may use our job listings to locate a neighborhood job thats best for you. Career fairs are a great supply of information regarding employment opportunities together with a goleta place resume meet recruiters. Accelerated resumes stick out. What to Expect From Resume Writing Services in Santa Ynez? The wine business is a significant parte of the Santa Ynez Valleys economy. Tonga State Park is believed to be the biggest wildland in the planet thats within a significant citys boundaries. Santa Barbar truly is at least as wonderful as it appears. San Francisco, we will miss you. The New Fuss About Resume Writing Services in Santa Ynez Make your reservation today and revel in the marvels of nature that Topanga State Park has to offer you. Give yourself permission to just enjoy life and everything that youve worked for. Enjoy life as much as you are able to. Together with the resume, the barbara letter is among the building blocks of the work barbara procedure. After the barbara arrives to. While lots of the exact standard barbara of in-person interviews also apply to phone interviews, they also arrive with their own special facets that should be taken into consideration. Meridian-cousined diversified small business law firm. The Basics of Resume Writing Services in Santa Ynez That You Can Benefit From Starting Immediately Dont expect to speak on the telephone, theres minimum cell service here. For mora details, call 688-8494. To learn more call 688-3121. To learn more call 805-694-2351. How to Choose Resume Writing Services in Santa Ynez There are a lot of awesome vineyards and wineries for a genuine wine appreciator to go to and revel in. Dave Dassler brought a selection of his favourite craft beers, and all of us learned a bit more about the finer points of beer. The grapes have t o remain cool, therefore the trucks want to come promptly. All the plants in the list are comparatively simple to use in addition to get. Infrared survey 3 days before containment revealed some lingering heat sources, but they can be found within the containment line so the possibility of further spread is minimal. When youre applying for Santa Barbara service and you need customer cast a wide net, its a good notion to take these events into consideration customer improve your chances. Any undue shocks brought on by my charge card balance were way later on. The human element is inherent to each market, but the system of counterchecks lets us eliminate its possible adverse effect. It isnt burning toward the front nation. The region is especially in danger since it has not burned since 1932 and theres extremely thick brush built up, which is also quite dry due to a deficiency of winter rains, he explained. Staying to the left youll cross a running creek repeatedly. Theres a l ovely waterfall at the base of the trail.

Write a Recipe for Success With Our Chef Resume Template for Word

Write a Recipe for Success With Our Chef Resume Template for WordWrite a Recipe for Success With Our Chef Resume Template for WordIntroductionFrom your first gig or culinary school experiences all the way up the line, each aspiring chefs work history and training tell a unique story. Presenting your story in a succinct and skimmable but highly informative format can qualify you for the most desirable positions in the culinary world. Our chef resume template for Word includes a sample document accompanied by explanations of each major section with helpful writing tips. Chefs should focus on making every course of their resume as appetizing as possible, from the summary statement and skills to work history and education or training.Chef Resume Template for Word James PriceLas Vegas, NV 11111E jpriceanymail.com T 555Experienced chef with a professional background that spans more than 10 years in awardServSafe Food Manager Certification 2015Associate of Culinary Arts May 2015 Le Cordo n Bleu, Las Vegas, NV

This is how Elon Musk makes big decisions

This is how Elon Musk makes big decisionsThis is how Elon Musk makes big decisionsElon Musk, the man who has started fur four-billion dollar companies - PayPal, Solar City, SpaceX, and Tesla - is an engineer, a prophet of the upcoming war between humans and machines, and inventor who has continued to redefine the limit of whats feasible to build in his quest to have self-driving trucks and rockets to outer space go mainstream in our lifetime.To be a visionary, you have to build immunity to inevitable failures and naysayers calling your ideas crazy. Selling your idea to the masses starts with anticipating concerns and foolproofing the cracks and holes in your plan.In his recent sprawling profile in Rolling Stone, Musk shares the scientific method he applies to his businesses, so that he can catch problems before they become problems1. Ask a question.2. Gather as much evidence as possible about it.3. Develop axioms based on the evidence, and try to assign a probability of truth to ea ch one.4.Draw a conclusion based on cogency in order to determine Are these axioms correct, are they relevant, do they necessarily lead to this conclusion, and with what probability?5. Attempt to disprove the conclusion. Seek refutation from others to further help break your conclusion.6. If nobody can invalidate your conclusion, then youre probably right, but youre not certainly right.The Musk approachUnder this approach, nothing can be assumed or taken for granted, which is necessary when youre inventing products without precedent. Yes, Musks idea for self-driving trucks needs to follow the laws of physics, but everything else can and will be negotiated and interrogated.Musk said that most of us dont apply this method to our own ideas, too tied to our own biases and assumption. Musk said we think Its true because I said its true, but that method is very unscientific.Harvard geschftlicher umgang Review would call Musk a change-approach leader a CEO who is focused on reinventing tom orrow, even if this focus on the process comes at the expense of a specific point of arrival, to the lament of anxious employees, and disgruntled stakeholders and customers.Better late than earlyTake Musks answer to Rolling Stone when discussing why Teslas Model 3 the car with a nearly half-a-million-person-long waiting list - is behind schedule.Musk is notorious for promising ambitious ideas that dont get delivered on schedule.His response?Better to do something good and be late than badeanstalt and be early.If this sounds like your motto, then take Musk as your guide to doing business. You may not get to Mars, but by applying his approach to scientific problems, you can build a better idea that can at least get off the ground.This is how Elon Musk makes big decisionsElon Musk, the man who has started four four-billion dollar companies - PayPal, Solar City, SpaceX, and Tesla - is an engineer, a prophet of the upcoming war between humans and machines, and inventor who has contin ued to redefine the limit of whats feasible to build in his quest to have self-driving trucks and rockets to outer space go mainstream in our lifetime.To be a visionary, you have to build immunity to inevitable failures and naysayers calling your ideas crazy. Selling your idea to the masses starts with anticipating concerns and foolproofing the cracks and holes in your plan.FollowLadders on FlipboardFollow Ladders magazines on Flipboard coveringHappiness,Productivity,Job Satisfaction,Neuroscience, andmoreIn his recent sprawling profile in Rolling Stone, Musk shares the scientific method he applies to his businesses, so that he can catch problems before they become problems1. Ask a question.2. Gather as much evidence as possible about it.3. Develop axioms based on the evidence, and try to assign a probability of truth to each one.4.Draw a conclusion based on cogency in order to determine Are these axioms correct, are they relevant, do they necessarily lead to this conclusion, and wit h what probability?5. Attempt to disprove the conclusion. Seek refutation from others to further help break your conclusion.6. If nobody can invalidate your conclusion, then youre probably right, but youre not certainly right.The Musk approachUnder this approach, nothing can be assumed or taken for granted, which is necessary when youre inventing products without precedent. Yes, Musks idea for self-driving trucks needs to follow the laws of physics, but everything else can and will be negotiated and interrogated.Musk said that most of us dont apply this method to our own ideas, too tied to our own biases and assumption. Musk said we think Its true because I said its true, but that method is very unscientific.Harvard Business Review would call Musk a change-approach leader a CEO who is focused on reinventing tomorrow, even if this focus on the process comes at the expense of a specific point of arrival, to the lament of anxious employees, and disgruntled stakeholders and customers.Be tter late than earlyTake Musks answer to Rolling Stone when discussing why Teslas Model 3 the car with a nearly half-a-million-person-long waiting list - is behind schedule.Musk is notorious for promising ambitious ideas that dont get delivered on schedule.His response?Better to do something good and be late than bad and be early.If this sounds like your motto, then take Musk as your guide to doing business. You may not get to Mars, but by applying his approach to scientific problems, you can build a better idea that can at least get off the ground.

Military Legal Residence and Home of Record Address

Military Legal Residence and Home of Record AddressMilitary Legal Residence and Home of Record AddressMany people in the military have heard about the opportunity to change their legal residence to a state that does not have an income tax. There are only seven states that do not impose an income tax. States like Florida, Texas, Alaska, Nevada, South Dakota, Washington, and Wyoming do not have an additional income to the federal income tax that we all pay. Many of these states have military bases in them, but perhaps not your service branch. It still does not matter, but there are some intricacies to navigating this process to change your legal residence while serving the military. Changing your home of record or legal residence is something that can be done to obtain a tax benefit, but it is not as simple as it sounds. Full Explanation In the United States Military, there is a difference between the terms Home of Record and Legal Residence. Home of Record and Legal Residence mayo r may not be the same address. The Home of Record is the place where one was living when they entered the military (or, re-enlisted in the military, if one chooses). This term is used to determine travel entitlements when one separates from the military. It has nothing to do with voting or paying taxes, registering vehicles, or any of the other privileges of state residency. The Home of Record can only be changed if there is a break in service of mora than one day, or to correct an error. Legal Residency, or domicile, refers to the place where a military member intends to return to and live after discharge or retirement, and which they consider their permanent home. Legal residency determines what local (state) tax laws a military member is subject to, and in which local (city, county, state) elections they may vote in. Because military members may have legal residence in one state, but be stationed in a different state, the Servicemembers Civil Relief Act, allows military members t o pay taxes, register vehicles, vote, etc. in their state of legal residence, rather than the state they are stationed in. Changing Legal Residence Can amilitary member change their legal residence any time they want and therefore avoid paying state taxes? Not quite. Under the law, legal residence is the place that the military member intends to live after they separate or retire from the military. Its the place that they consider their permanent home. Depending on their service, and local policies, an active duty military member can change their legal residence by visiting their local base legal office and/or base finance office and completing a DD Form 2058, State of Legal Residence Certificate. However, the military is required by regelung to ensure that military members are not changing their legal residence for the sole purpose of obtaining a tax advantage. Therefore, when changing your legal residence, military officials at the legal office (or finance office) may require some degree of proof that you consider the new state to be your permanent home. When It Gets Difficult The easiest proof is physical presence in the state. If you are currently stationed in a state and wish to make it your permanent home, its generally pretty easy. If you are not currently stationed in the state you wish to make your permanent home and have never been stationed there, it becomes much harder. Generally, you need a specific address, not just the state in general. You can show your intentions to become a legal resident by registering to vote in the new state, by titling and registering your car in the new state (notifying your old state of the change), by getting a drivers license in the new state, or by preparing a new last will and testament (indicating your new state as your legal residence). Buying real property in the new state will also reinforce your claim. Unless you can show such clear intentions, the military will probably not allow you to change your leg al residence. As stated above, there are some hoops to jump through in order to change the legal residence on your military record and tax forms. You should make sure you thoroughly research the process and do not leave any detail out of the process. Particular care should be taken to ensure your pay records are up-to-date concerning your state of legal residence. If incorrect, you may wind up paying taxes to the wrong state or paying taxes and penalties in more than one state. If you have any doubt about your state of legal residence, contact your legal assistance office. You will also be required to complete a W-4 form to determine the amount of withholdingor exemption from withholding state taxes if your legal residence is in a state that requires an income tax to all state residents.