Work and its Secret - Swami Vivekananda

Ask nothing; want nothing in return. Give what you have to give; it will come back to you but multiplied a thousand fold but the attention must not be on that. Yet have the power to give: give, and there it ends. Learn that the whole of life is giving, that nature will force you to give. So give willingly. Sooner or later you will have to give up.

You come into life to accumulate. With clenched hands you want to take. But nature puts a hand on your throat and makes your hands open. Whether you will it or not, you have to give. The moment you say, "I will not". the blow comes; you are hurt. None is there but will be compelled, in the long run, to give everything. And the more one struggles against this law, the more miserable one feels. It is because we dare not give, because we are not resigned enough to accede to this grand demand of nature, that we are miserable.

The forest is gone, but we get heat in return. The sun is taking up water from the ocean, to return it in showers. You are a machine for taking and giving: you take, in order to give. Ask, therefore, nothing in return; but the more you give, the more will come to you. The quicker it will be filled up by the external air; and if you close all the doors and every aperture, that which is within will remain, but that which is outside will never come in, and that which is within will stagnate, degenerate, and become poisoned. Be as the river that is continually emptying itself into the ocean and is continually filling up again. Bar not the exit into the ocean. The moment you do that, death seizes you.

13 Things to never share with Colleagues!!

"It's a social environment as well as a work environment. However, you must remember while you can be friendly and develop a good rapport, business is business and friendship is friendship."

Most workers don't realize that what they say has as much impact on their professional images as what they wear, Lopeke says. People who say too much, about themselves or others, can be seen as incompetent, unproductive and unworthy of professional development.

To avoid your next case of verbal diarrhea, here are 13 things to never share or discuss with your co-workers.

1. Salary information
What you earn is between you and Human Resources, Solovic says. Disclosure indicates you aren't capable of keeping a confidence.

2. Medical history
"Nobody really cares about your aches and pains, your latest operation, your infertility woes or the contents of your medicine cabinet," Lopeke says. To your employer, your constant medical issues make you seem like an expensive, high-risk employee.

3. Gossip
Whomever you're gossiping with will undoubtedly tell others what you said, Solovic says. Plus, if a co-worker is gossiping with you, most likely he or she will gossip about you.

4. Work complaints
Constant complaints about your workload, stress levels or the company will quickly make you the kind of person who never gets invited to lunch, Solovic warns. If you don't agree with company policies and procedures, address it through official channels or move on.

5. Cost of purchases
The spirit of keeping up with the Joneses is alive and well in the workplace, Lopeke says, but you don't want others speculating on the lifestyle you're living –or if you're living beyond your salary bracket.

6. Intimate details
Don't share intimate details about your personal life. Co-workers can and will use the information against you, Solovic says.

7. Politics or religion
"People have strong, passionate views on both topics," Solovic says. You may alienate a co-worker or be viewed negatively in a way that could impact your career.

8. Lifestyle changes
Breakups, divorces and baby-making plans should be shared only if there is a need to know, Lopeke says. Otherwise, others will speak for your capabilities, desires and limitations on availability, whether there is any truth to their assumptions or not.

9. Blogs or social networking profile
What you say in a social networking community or in your personal blog may be even more damaging than what you say in person, Solovic warns. "Comments online can be seen by multiple eyes. An outburst of anger when you are having a bad day … can blow up in your face."

10. Negative views of colleagues
If you don't agree with a co-worker's lifestyle, wardrobe or professional abilities, confront that person privately or keep it to yourself, Lopeke says. The workplace is not the venue for controversy.

11. Hangovers and wild weekends
It's perfectly fine to have fun during the weekend, but don't talk about your wild adventures on Monday, Solovic advises. That information can make you look unprofessional and unreliable.

12. Personal problems and relationships – in and out of the office
"Failed marriages and volatile romances spell instability to an employer," Lopeke says. Office romances lead to gossip and broken hearts, so it's best to steer clear. "The safest way to play is to follow the rule, 'Never get your honey where you get your money.'"

13. Off-color or racially charged comments
You can assume your co-worker wouldn't be offended or would think something is funny, but you might be wrong, Solovic says. Never take that risk. Furthermore, even if you know for certain your colleague wouldn't mind your comment, don't talk about it at work. Others can easily overhear.

Things Bosses Don’t Like!!

We just go to work, do our job in a routine fashion without ever knowing what our boss wants. We seem to work hard, put in our best and feel that we have been performing extremely well at work. Our performance at work will be judged by bosses to whom we report and this where most of the people falter. When we report for duties we need to be smart and sharp enough to understand the things bosses don’t like. If we refrain from those actions and try to deliberately work to minimize on those complaints, we are bound to take our career to great heights. Here are their top complaints:

1. Procrastinating instead of acting on things. Do-it-later tendencies are a major source of delays, frustration and problem of others. It is a disease which needs to be weeded out.

2. Passing the buck. Many of us are unwilling to accept responsibility, make decisions, or admit it when we make mistakes. Act responsibly, take decision boldly and improve upon your mistakes as you trudge along.

3. Claiming to know how to do something and then messing it up. Jobs are often more complicated than they seem. Many of us charge right in without bothering to check carefully. We would well to remember, “When all else fails, read the instructions.”

4. Doing the absolute minimum expected instead of doing the little extra needed to excel. The result is mediocrity for the worker, the department, and the entire firm.

5. Delivering sloppy or unfinished work. It takes extra time and effort to correct deficiencies. When work is late everyone down the line feels the pressure.

6. Regularly going over the boss’ head. We may win an occasional battle, but we almost always lose the war.

7. Trying to work beyond our abilities. We all have limitations and it helps if we know where they are.

8. Constantly engaging in personal conversation, vicious gossiping, and idle socializing. This one is a bit of a dilemma. Personal conversations and socializing are the grease that keeps the organization working smoothly. The key is balance; striving to keep these things within reasonable limits.

9. Laziness. The willingness to work hard remains one of the key ingredients for success.

In other words, Attacking the jobs immediately with responsibility, taking decisions regularly, approaching the tasks step by step without messing it up, performing and carrying out duties diligently in terms of quality & quantity, correcting the deficiencies from time to time as we forge ahead, stretching ourselves well beyond our limitations, reporting to the boss with solutions / answers, remaining professional by limiting our conversations to work, willing to work when the chips are down are the hallmarks of excellent employee.

Following the above said principles passionately at work will not only make the boss like us but will also make us indispensable. BEFORE I COMPLETE I WOULD LIKE TO QUOTE A SENTENCE WHICH ROBIN SHARMA HAS WRITTEN IN HIS BOOK CALLED ‘THE GREATNESS GUIDE’.

“Become so knowledgeable, competent and brilliant at what you do that this firm can’t run without you.”

10 Tips to negotite a better deal!!

Some people were born to haggle, negotiate, cajole, whatever you call it. The rest of us need some guidance. Here are 10 great negotiating tactics to use next time you want to get more for less.

10. Start with the 15-to-20-percent rule
This one's for the shier, more nervous negotiators, the types who don't like to cause a big hassle to save some money—like, say, at least two of your Lifehacker editors. If you're unsure where to start knocking around prices, try starting with 15 to 20 percent less than your absolute top spending limit, as suggested by the Today show. It's basically marching up to the mark-up the seller is probably putting on the product you're trying to get, and moving incrementally down from there. Real simple, but you gotta start somewhere, right?

9. Ace your performance review, get a raise
Jump into that yearly chat blind, and you're likely to leave your supervisor thinking you're just a little better at FreeCell than he or she is. But if you've been quietly, easily building an accomplishments file, you've at least go something to talk about for more than five minutes. And if you know what they're looking for, your only job is to sell what you did, what you want to do, and how much it's worth to your company to do it for another year. Sounds simple? Unless you make it more complicated, it really is.

8. Know the salary you can really get
In a few rare cases, a salary is a stone-solid, non-negotiable marker. In most every job, though, it's up to you to explain your experience, know what your peers are getting, and defend your salary requirements. In our guide to knowing what salary to ask for, we suggested search sites like Glassdoor.com, PayScale, Indeed, and others. If you've got to shoot from the hip, aim higher than what you think you'll get, or aim really high and allow yourself to get knocked down—but only if you don't absolutely need that job.

7. Lower your credit card interest rate with junk mail
Seriously, all those pre-approved, APY-filled envelopes have to be good for something, right? Trent at The Simple Dollar blog suggests compiling them as part of a step-by-step guide to reducing credit card interest. Along with scoping out the offers on your card issuer's site, you arm yourself with a variety of competing rates you could easily get, get into the right frame of mind, and then call and force your way onto the phone with someone who can actually change things. Trent's post details the battle preparation in detail.

6. Just ask
Jason isn't afraid to reduce his bills by simply asking, and you shouldn't be either. It's not force of will or elegant pricing analysis you need to start chipping away at your bills. You're speaking to someone who wears a headset all day and hears almost nothing but complaints, so it's all about making yourself look good and getting on their good side. Soft-spoken curiosity about pricing, a congenial conveyance of brand loyalty, and being willing to move off what you think you want—say, lower premiums for your new car—and onto something you hadn't considered—"good driver" discounts, or savings for taking a safety course—can work wonders.

5. Keep quiet to press your point
Most of us are conditioned to avoid uncomfortable silences in conversations—that's part of the reason they design elevators to get you to your floor wihout a need for conversing (seriously they really do). But when you're angling for a lower price, a better payment, or some actual customer service, keeping quiet can speak volumes. A strategic silence can force your counterpart into action. If things get heated, silence can also keep you calm while playing with the yeller's mind. Either way, you've just won the battle of temperaments, and you're on your way to winning whatever war you're in.

4. Don't pay sticker price for your gadgets
It's easy to think of electronics stores as automated, margin-fixed resellers of whatever SonyAppleMicroSamsuVox want you to pay for. But that's not the case—not even at Best Buy—as every retailer has to make quotas, and you can help them decide to make you part of thier equation. Start by using internet print-outs to back up your stance on lower prices. Know the features you want, and do some research on the "value-added" services most shops will try to tack on, as recommended by HD Guru. If you're really hungry for an item, so hungry you'd risk not being a salesman's BFF, you could use a little protection plan switcheroo—although many of our commenters find it a bit troubling, and might suggest a more straight-forward tactic of leveraging a protection plan against what you really want to pay.

3. Buy at the right time
Eighty percent of success, the comedian once said, was just showing up. Get deep into the last 20 percent by showing up at the right time. SmartMoney's multi-market guide suggests buying airline tickets on a Wednesday, around 21 days before a flight, hitting the mall for clothes on a Thursday night, six to eight weeks after a new fashion roll-out, and wedding dresses, believe it or not, between Thanksgiving and Christmas. Our commenters have a few other suggestions on perfectly timed deals, too, well worth the scroll-down.

2. Walk into a car dealership with no fear
Rob Gruhl is the guy friends call from the dealership (literally) when they need buying advice. His presentation on car buying explains the basic and advanced jujitsu of bare-knuckled negotiating on your wheels. He says to give yourself plenty of time, get your own financing, never trade your old car into the dealer, get the "drive it off the lot" price rather than deal with a multitude of rebates and financing offers, and don't buy extras—not yet, anyways.

1. Write a letter to reduce your rent
Real estate prices are dropping, rents are going with them, and yet your landlord is hitting you up for an increased rate. You don't have to take that. The Wall Street Journal, in a feature on how to reduce your rent, prints a firm-but-not-smug form letter (which we reprinted in our post) that explains in detail why you deserve to stick to your current rate: You've been a good payer, you have a better credit history than the newer tenants next door (hopefully), and it would really stink if someone had to find a new tenant right now (said without any kind of Mafioso inflection). Why do all the passive-aggressive lifting when the WSJ and its rent-savvy writers have done it for you?

Stop being Bossy!!

1) Let go of perfectionism. Sometimes we're bossy because we want things done right, and there's nothing wrong with striving for a job well done, is there? The thing is, there's more than one way to achieve a good result, and just because your way is the most efficient way to get from Point A to Point B doesn't mean it's the best way. By assuming your way is the best way, you lock out the creativity of others, and you also chip away at morale. Both of these things are limiting factors in the long run, and that's not a good result.

2) Be patient. When you're used to being in the role of leader (or dictator or tyrant, in the eyes of others) it can be excruciating to step aside and wait for someone else to step up, and even more torturous to watch them fumble at a task that you can accomplish so quickly and easily. But what's the rush? Will it really be the end of the world if things don't go as smoothly as planned? Relax. Take a deep breath. Wait.

3) Invest in people. Many bossy people focus their attention on incompetence, and they fail to notice potential and progress. Try to be more alert to people's individual talents. Give positive feedback. Lots of it. Don't just see people as tools, as a means to an end, as machines. In order for people to think for themselves, they need to learn, and in order to learn, sometimes we need to make mistakes. Trust them, and give them a fair margin of error. Let them know that you're there to help, but don't watch over their shoulders or take over their tasks.

4) Improve your communication skills. Many times it's not what you say that comes off as bossy, it's how you say it. Your tone and phrasing can make a person feel like an incompetent cog in a machine, or it can make them feel like you're inviting them to reach a worthwhile goal with you. Learn How to Practice Nonviolent Communication and How to Give a Feedback Sandwich.

5) Strive for consensus. Nothing fosters team-building like consensus-building. Even though it's more time-consuming than democratic voting (i.e. majority rules), the consensus process is more likely to result in all parties reaching common ground. You can be a facilitator, ensuring that everyone's opinion is heard, and that a decision is made that is satisfactory to everyone involved.

6) Ask for honest feedback. Explain to people that you know you can come off as bossy or domineering sometimes, and you'd like to change your style. Ask them to let you know when you're coming off as bossy, whether by pulling you aside, or even by sending you an anonymous note or e-mail. Be humble and request their help.

Being bossy does not necessarily make you a good boss. Following the steps in How to Be a Good Boss does.

Handling Off The Wall Interview Questions!!

by Michelle Vessel
[Hcareers Newsletter March 12, 2009]

To prepare for your big interview, you've done everything that conscientious jobseekers are supposed to. You've updated your resume, researched the company to which you're applying, picked up your lucky interview suit from the dry cleaners, and spent hours poring over how-to guides and interview tips.

Then, minutes after striding into the meeting room, greeting the interviewer with a firm handshake, and breezing through introductions and icebreaking small talk, it happens: the hiring manager hits you with a question so bizarre that you find yourself thrown completely off balance.

A Method to the Madness?

Whether it's a question about what kind of tree you would be or the powers you would have if you were a superhero, it can be difficult to recover your composure when you're surprised with a silly, unusual, or even borderline-inappropriate interview query. But according to Vicky Jones, career coach and author of 301 Smart Answers to Tough Interview Questions, today's jobseekers should walk into an interview prepared to field even the most seemingly inane questions with professionalism and a touch of good-natured humor.

Thanks to resources like the Internet and the entire cottage industry of how-to interview guides, the average applicant today is so well-versed in job search basics that the same old typical interview questions often don't do much to help the hiring manager uncover hidden strengths and weaknesses. Hence the increasingly prevalent trend of shaking up the standard interview process a bit by hitting jobseekers with a few unexpected questions that require some on-the-spot creative thinking.

Think Before You Speak

So the next time a hiring manager asks you to name five historical figures you'd like to invite to dinner or want to know what kind of animal you'd like to be, don't panic. Use these easy-to-remember techniques to stay poised, think fast on your feet, and deliver an answer that will score some serious points.

1. Keep your cool.
Often, hiring managers pose unusual questions deliberately in order to see how you respond to the inherently stressful situation of being pushed outside your comfort zone. No matter what kind of query gets thrown your way, resolve to maintain your poker face. If you appear to be visibly shaken or suddenly lose your train of thought, it could reflect poorly on your ability to think on your feet.

2. Acknowledge the lighthearted nature of the query.
Most hiring managers recognize that their off-the-wall questions are humorous, and as such, they often pose them with a touch of levity. Even as you hang on to your inner sense of calm, it's okay to respond with a chuckle and state that you certainly didn't prepare an answer to that question beforehand. By acknowledging the humor of the question, you can deflect the tension of the situation and buy yourself a few precious extra moments in which to collect your thoughts.

3. Look for the question behind the question.
The majority of hiring managers out there don't pose unusual interview questions just to amuse themselves. Instead, they're trying to gauge your ability to respond under pressure and think outside the box - and to learn a little more about you in the process. No matter how bizarre the question may be on the surface, it was probably deliberately formulated to compel you to reveal some nugget of truth about yourself. Try to figure out what the question is intended to reveal, and develop an answer that fits the bill.

4. Aim for an answer that combines creativity, personality, and genuine self-awareness.
An unusual interview question offers you a unique opportunity to flaunt your creativity and drive home some of your most appealing qualities and skills without succumbing to interview overkill. Avoid obvious cliches and expected answers, but don't go off the deep end by answering with an equally off-the-wall response.

5. If all else fails, fall back on polite redirection.
If your interviewer poses a question that leaves you speechless, or more pointedly, that makes you feel uncomfortable in anyway, state respectfully that you'd prefer not to answer and ask to move on to the next topic of discussion. While this may not be the option that helps you carry the most favor with your prospective employer, it's a viable last resort if you find yourself truly stumped or uncomfortable.

Don't let an unusual interview question throw you off your game. Instead, take it in stride and formulate an informative but interesting answer that will help ensure that you come out on top.

Leader or Louder - Michael O'Brien!!

A new study finds that the person who displays the most obvious characteristics of a leader isn't always the best person for the job. Confidence and outspokenness do not necessarily translate into ability, it finds.

When it comes to leadership positions, most credible theories assert that people cannot attain such a position simply by behaving assertively and forcefully; rather, they need to possess superior task abilities and leadership skills.

But in a new study out of the University of California at Berkeley and published in the Journal of Personality and Social Psychology, the authors assert that individuals who are "high in trait dominance" -- or have the tendency to behave in assertive, forceful and self-assured ways -- attain influence because they behave in ways that make them appear competent, even when they actually lack competence.

Co-authors Cameron Anderson, an associate professor of organizational behavior, and doctoral candidate Gavin Kilduff also found that individuals higher in trait dominance were rated as more competent by fellow group members, outside peer observers and research staff members, even after controlling for the individuals' actual abilities.

The research is based on two tests they devised to determine how easily someone could take over leadership of a small group -- independent of whether they were qualified to do so.

The first test involved 68 undergraduate students, who were broken up into groups of four and told to organize an imaginary nonprofit group. The work sessions of the teams were videotaped and the members of the groups later watched the tapes and rated each other on both their level of influence and their level of competence.

Independent judges also viewed and rated the team members' performance.

The researchers found that both the judges and the team members deemed the most outspoken team members as possessing higher levels of general intelligence, among other traits.

A second test, involving 100 different undergraduate students, was then undertaken to determine if the people who talked the most did so because they had the most to offer.

This time, the four-member teams competed against other teams for a $400 prize by solving math problems taken from the Graduate Management Admission Test. Before the problem-solving began, though, the team members divulged their real-world SAT math scores to the researchers, but not to their team members.

After the second round was completed, the same results were found: The people who spoke up most often were rated as leaders as well as math whizzes.

But Anderson and Kilduff also found that those highly rated team members were not the ones who gave the most correct answers; nor were they the ones whose SAT scores suggested they would be the most competent in the test.

In fact, the people who were the highest rated were the ones who simply offered the most answers, whether right or wrong.

The results were unexpected, Anderson says.

"What surprised us the most was the strength of the effects we were observing," he says. "Dominant people were so confident in their competence, even though they were no more competent than anyone else.

"To put it more concretely, dominant personalities (those in the top quartile on dominance scores) gave answers 63 percent of the time, whereas less-dominant personalities (those in the bottom quartile on dominance scores) gave answers only 36 percent of the time -- even though, again, these two groups of people were equally competent."

Marshall Goldsmith, a New-York based executive coach and author the new book Succession: Are You Ready?, says he isn't surprised by the findings, adding that he teaches in the M.B.A. program at the University of California at Berkeley.

"When you ask people to pick the leader in the room, it's not going to be the person who sat there in silence," he says. "Would you be shocked if the opposite was true? Of course you would."

He says that successful people are "delusional. The more successful we become, the more delusional we become," meaning that leaders often think highly of themselves, independent of their credentials, and thus will speak out based on their self-opinion.

So does the research suggest people follow a "fake it 'til you make it" approach to gaining leadership positions?

"It doesn't mean they're faking it," Goldsmith says. "They probably do believe they are competent. ... Successful people do tend to have an unrealistically positive self-image. We're not as good as we think we are, but the fact that we think we're great, encourages us to try more, demonstrate more self-confidence and become better than we would have, if we didn't have that positive self-image."

But, as the research points out, he says, leaders need to get ongoing feedback from people around them "so they don't live in their own little world of godliness."

"There's a thin line between self-confidence and arrogance. It doesn't take much to cross the line," he says.

Fred Foulkes, director of the Human Resources Policy Institute at Boston University's School of Management and a professor in the organizational behavior department, says that the findings are not unusual, but he doesn't necessarily put a lot of stock in them.

To determine who will make the best leaders, Foulkes says, it's better "to give less weight to interviews and superficial-type things and really look at the overall process."

"Most times, selection is much broader than these types of impressions; it can be a long and drawn-out process," he says.

It's also not clear how well the results of this experiment would transfer to the real world of business as the assessment of leadership skills is a much more complex undertaking than the experiments indicate, he says.

Anderson, the study's co-author, agrees that more than a cursory assessment is necessary.

If an organization is "trying to pick the 'right' people, in terms of who is actually the most expert and skilled, gather more data on them instead of relying on first impressions and their apparent confidence," he says. "And use more objective tests of ability before trusting in someone's competence, if at all possible."

HR executives scouting for future leaders should be wary of just using confidence as an indicator of ability, he says.

"Yes, confidence and ability are often correlated, as when people who are truly talented exhibit more confidence in their opinions and ideas," Anderson says. "But, often confidence and ability are only mildly related, or even unrelated."

[About the Author: Dr. Michael O'Brien is the founder of O'Brien Group and has been a pioneering force in the field of Executive Coaching. Michael is the author of the book Profit From Experience: A guide to knowing yourself and influencing others (Berkley, 1998; O'Brien Group, 2003), and has written numerous articles on the role of executive development and organizational change.]

Pay for Performance:Jason C. Kovac

It is hard to turn on the television, pick up a newspaper or magazine, or power up a computer without seeing a flood of stories on rising unemployment, the credit crisis or bailout packages. These are the signs of a down economy, or specifically, a recession.

This is a cyclical process. Employees are connected with job security, so they are afraid to spend money. Because they don't spend money, organizations aren't turning profits. Because organizations aren't turning profits, some are cutting head counts, which starts the process over again, compounding employees' fears about job security.

However, during economic downturns, not every employee gets trapped in the cycle. Smart organizations will use the downturn to make strategic hires. And they will look for opportunities to recruit key talent from vulnerable competitors.

Performer Hierarchy
Employees are the backbone of any organization. Employees come up with ideas, build and sell products, work directly with internal and external customers and represent the organization. Within organizations, there is a hierarchy of performers: high performers, average performers and poor performers.

In most cases, the high performers are the top producers, the idea generators and potentially the top leaders, though not necessarily managers, in the organization. High performers are the employees who will lead the organization in the future.

These high-performing employees are vital to organizational survival, especially in bad economies. They are also in high demand in the labor pool. In order for organizations to thrive, they need to ensure they are retaining their own "A" players, as well as attracting new ones to keep the talent pipeline full. This push/pull of labor ignites a war for talent at a time when recruiting would seem to have fallen to the bottom of many talent management priority lists.

Pay Cuts for Performance?
During down economies, it is vital for organizations to determine which employees are key to organizational survival and ensure those employees are motivated to stay. One of the strongest motivators for attraction and retention is compensation. Unfortunately, during economic downturns, organizations have less revenue and, therefore, decreased pay for performance dollars.

Pay for performance can be defined as the link between pay, in whole or in part, to individual, group or organizational performance. If the individual, group or organization does well, pay increases, and vice versa. As organizations bring in less revenue, the amount they can spend on pay-for-performance dollars diminishes.

Some organizations try to spread the money so that each employee gets some additional pay. This is commonly called the "peanut-butter approach." Spreading the money to all employees, however, can be a de-motivator for high performers, especially when they know other employees have contributed less.

Equal distribution of limited pay-for-performance dollars might seem like a good idea, but the move could backfire. Just as talent managers need to encourage and reward high performers during good times, an organization is especially dependent on top performers to pull the organization through during down times.

For those who are thinking, "Well, worrying about how to best allocate merit increases is a nice problem to have, especially since these days, the reality is more about pay cuts."

Shouldn't the concept of pay for performance apply to salary reductions in the same way they do to salary increases? Instead of simply cutting pay a flat percentage across the board, should HR be more strategic about it by cutting the low performers more than the high performers?

This has become a hot topic at HR watercoolers and opinions on the matter vary widely, but one thing is certain. Pay-for-performance differentiation can send a strong message to employees and, as such, should be used wisely and well.

[About the Author: Jason C. Kovac, CCP, CBP, is a practice leader for WorldatWork and the author of three books including Elements of Base Pay Administration.]

Smart Questions to Ask the Interviewer!!

Many job seekers have been taught that interview success depends solely on their ability to answer the questions put to them in an impressively professional and knowledgeable manner. However, while the answers you offer up will play a big part in determining how you come across in an interview, they're really only one piece of the puzzle. In fact, some job search experts say that the questions that you pose in an interview can be equally important in helping you make a positive first impression.

A Two-Way Street
Although the hiring manager clearly has the upper hand in most interview situations, that doesn't mean that he or she should be the only one asking questions. According to Tony Beshara, author of Acing the Interview: How to Ask and Answer the Questions that Will Get You the Job, the best interviews are more like lively back-and-forth discussions than one-way interrogations.

By preparing and posing a few pointed questions of your own over the course of the interview, you'll be able to accomplish two important tasks. First, you'll highlight your ability to think on your feet, respond to emerging situations, and analyze information quickly. Second, and perhaps most importantly, the right questions will allow you to get a better sense of what it's like to work for the company - and help you figure out if the position is right for you.

What Should You Ask?
The questions you pose to the hiring manager should include queries you have prepared in advance of the interview, as well as follow-ups relating to topics that come up over the course of the discussion itself. Use these tips and techniques to craft questions that will help you succeed in your next interview.

1. Avoid the obvious.
Although you can definitely boost your profile by posing the right kind of questions, not every query will score points. Don't ask questions to which you already know the answer, or that you should have been able to find out on your own with a little pre-interview research.

2. Involve the interviewer.
Rather than focusing solely on the company as a whole, personalize your questions by targeting the interviewer's experience with the team. Ask the hiring manager to recount favorite experiences or to discuss the company's main strengths and challenges.

3. Delve deeper.
Try to formulate in-depth questions that showcase your analytical ability. Take the information the interviewer provides and use it as a jumping-off point to move towards a deeper understanding of the issues at hand. Rather than responding with surface-level questions, kick things up a notch, focusing on more complex queries that begin with words such as "how" or "why".

4. Put a positive spin on things.
Even when you're asking pointed questions, there's no need to submit your interviewer to the third degree. It's important to come across as enthusiastic and optimistic about the position and the company's prospects, even when you're digging deep for more information. If the company is facing tough market conditions or stiff competition, ask about these challenges in a way that conveys your confidence in the organization's ability to thrive in even the grimmest of circumstances.

5. End with a call to action.
After you've put a number of in-depth, intelligent questions to your interviewer, your last question should always focus on the next steps in the hiring process. Ask about the schedule for making a decision, or whether you can provide any additional information. It's always to your advantage to leave the interview with a clear understanding of what comes next, so take this opportunity to ask a few questions about the way that the process will unfold.

By posing a few questions of your own in your next interview, you can showcase your analytical skills and uncover new insights about the company and the position. If you want to land your dream job, all you have to do is ask!

Rules for Career Success - Richard Moran!!

• Business is made up of ambiguous victories and nebulous defeats. Claim them all as victories.
• Keep track of what you do; someone is sure to ask.
• Be comfortable around senior managers, or learn to fake it.
• Never bring your boss a problem without some solution.
• You are getting paid to think, not to whine.
• Long hours don't mean anything; results count, not effort.
• Write down ideas; they get lost, like good pens.
• Always arrive at work 30 minutes before your boss.
• Help other people network for jobs. You never know when your turn will come.
• Don't take days off sick unless you are.
• Assume no one can / will keep a secret.
• Know when you do your best morning, night, under pressure, relaxed; schedule and prioritize your work accordingly.
• Treat everyone who works in the organization with respect and dignity, whether it be the cleaner or the managing director. Don't ever be patronizing.
• Never appear stressed in front of a client, a customer or your boss. Take a deep breath and ask yourself: In the course of human events, how important is this?
• If you get the entrepreneurial urge, visit someone who has his own business. It may cure you.
• Acknowledging someone else's contribution will repay you doubly.
• Career planning is an oxymoron. The most exciting opportunities tend to be unplanned.
• Always choose to do what you'll remember ten years from now.
• The size of your office is not as important as the size of your pay cheque.
• Understand what finished work looks like and deliver your work only when it is finished.
• The person who spends all of his or her time is not hard-working; he or she is boring.
  Know how to write business letters including thank-you notes as well as proposals.
  Never confuse a memo with reality. Most memos from the top are political fantasy.
  Eliminate guilt. Don't fiddle expenses, taxes or benefits, and don't cheat colleagues.
  Reorganizations mean that someone will lose his or her job. Get on the committee that will make the recommendations.
  Job security does not exist.
  Always have an answer to the question, What would I do if I lost my job tomorrow
  Go to the company Christmas party. Don't get drunk at the company Christmas party.
  Avoid working at weekends. Work longer during the week if you have to.
  The most successful people in business are interesting.
  Sometimes you'll be on a winning streak and everything will click; take maximum advantage. When the opposite is true, hold steady and wait it out.
  Never in your life say, Its not my job
  Be loyal to your career, your interests and yourself.
  Understand the skills and abilities that set you apart. Use them whenever you have an opportunity.
  People remember the end of the project. As they say in boxing, Always finish stronger than you start.

10 Working Tips!!

1)Do not get into trouble.
2)Aim for greater heights.
3)Stay focussed on your job.
4)Exercise to maintain good health.
5)Practise team work.
6)Rely on your trusted partner to watch your back.
7)Save for rainy days.
8)Rest and relax.
9)Always smile when your boss is around
10)Nothing is impossible.

12 Things Your CV should AVOID!!

Your CV is your marketing brochure through which you try to sell a commodity, ie your skills to the potential buyer ie the prospective employer. The sole purpose of your CV is to fetch you an interview call. Nothing more, nothing less.

However, creating a CV isn't as simple as just using flowery language and pretty fonts. There are certain things that put recruiters off and if you want to make a good impression, make sure you do not commit these mistakes in what is arguably the most valuable document of your job hunt.

While the rules listed are well-founded, they are not carved in stone. At times you will need to break the rules. If you want to add these things knowingly and purposefully to your CV we advise you to do that.

The points mentioned here are not listed in the order of priority; instead they are listed in the sequence in which they usually appear on a CV.

~ Colorful or glossy paper and flashy fonts
Your CV is a formal, official document. Keep it simple.

~ Resume or CV at the top
Many people tend to add headings to their CV. The usual are CV, Curriculum Vitae and Resume. Do not do this.

~ Photographs until asked
Do not add your photo to the CV until you have been asked for it. Photographs are required only for certain types of positions like models, actors etc.

~ Usage of 'I', 'My', 'He', 'She'
Do not use these in your CV. Many candidates write, 'I worked as Team Leader for XYZ Company' or 'He was awarded Best Employee for the year 2007'. Instead use bullet points to list out your qualifications/ experience like: Team leader for XYZ Company from 2006-2007.

~ Spelling mistakes and grammatical errors
Proofread your CV until you are confident that it doesn't have any spelling mistakes or grammatical errors. These are big put-offs for the recruiters. Moreover, sometimes these mistakes might land you in an embarrassing situation.

A candidate who submitted his CV without proofreading it committed the mistake of wrongly spelling 'ask' as 'ass'. Now you can imagine the type of embarrassment he must have faced during the interview, when the interviewer pointed it out. These mistakes tend to convey a lazy and careless attitude to the interviewer.

~ Lies about your candidature
Do not lie about your past jobs or qualifications or anything which might have an impact on the job. You may be able to secure a job with these lies today but tomorrow you may lose it as well.

~ Abbreviations or jargon that is difficult to understand
People screening your resume usually belong to the HR department. If they do not understand what the abbreviations and jargon mean, they will simply dump your CV in the trash can. Avoid over-using such terms as far as possible.

~ Reasons for leaving last job
Leave these reasons to be discussed during the personal interview. For example, some candidates write: Reason for leaving the last job: Made redundant. Avoid making such statements in your CV, they add no value. Besides, if you do get an interview call, chances are the interviewer will address the issue.

~ Past failures or health problems
Mentioning these immediately slash your chances of getting an interview call.

For instance, you have a gap in your employment because you started your own business which did not do well. Some candidates might write -- Reason for gap in employment: Started own business which failed. Do not do this type of injustice with your job hunt at this stage of writing the CV.

~ Current or expected salary
Leave it to be discussed while negotiating the salary.

~ Irrelevant details
Leave out the details like marital status, sex, passport number, number of kids, age of kids. These are usually irrelevant for most interviewers but at times could be used as a basis for discrimination.

~ References
Do not include them until asked. In fact, it is not even required to mention the line 'Reference available on request'. If the recruiter requires a reference, he/she will ask you to bring it along for the interview.

Now that you have run through the list, take a fresh look at your CV and prune away unnecessary details and unaffordable blunders that could have cost you your dream job.

Difference between a Resume and CV!!

A curriculum vitae, or CV for short, is not the same as a resume. Many people use the two terms interchangeably, but there are some important differences you should be aware of.

A résumé or curriculum vitæ (CV) (from Latin "the course of one's life or career") is a document containing a summary or listing of relevant job experience and education, usually for the purpose of obtaining an interview when seeking employment.
Often the résumé or CV is the first item that a potential employer encounters regarding the job seeker, and therefore a large amount of importance is often ascribed to it.

Traditionally, résumés have been, like careers themselves, oriented towards what a person has accomplished thus far.

What is targeted resume?
In most contemporary career consulting the trend is to fashion the document towards what that person can accomplish in a particular job. This is sometimes called a 'targeted résumé'.

The major difference between a curriculum vitae and a resume is the scope of the content. A curriculum vitae generally has a much wider scope, covering areas of your life and background that a resume won't.

1. A curriculum vitae is generally a much longer document, commonly ranging anywhere from five to ten or more pages in length. A CV gives the employer a bigger picture of you as a person as well as you as a worker.

2. A resume is a brief, to the point, fact-by-fact analysis of your educational and professional life.

3. The word résumé (often spelled resumé or resume) is used especially in the United States and in English Canada; the Latin term curriculum vitæ (often abbreviated CV) is instead used in the United Kingdom, Ireland, New Zealand, French Canada and some Commonwealth countries, as well as in the academic fields in North America, and in many languages other than English. In some regions (such as Australia and India) CV and résumé are used interchangeably.

Things You Should Never Talk at Work!!

Courtsey:www.careerbuilder.com

Over time, you've probably learned what not to say in a relationship. "Are you losing your hair?" "Yes, you do look fat in that dress." "I should give my old boyfriend a call." "You're just like your mother." Experience has taught you just how much trouble you can get into with a few words.

When it comes to the workplace, however, you might not realize there are plenty of things you can say to damage your work relationships or even your own career. An off-the-cuff remark that you think went unnoticed, for example, might be the first thing your boss remembers when he thinks about you.

"During my 23 years in management, I heard many comments from colleagues that reduced their credibility and damaged morale," says Bill Lampton, Ph.D., author of "The Complete Communicator: Change Your Communication, Change Your Life!"

Remember: Just because you don't end up sleeping on the couch, it doesn't mean your mouth can't still get you in trouble. For the sake of your career, we've put together a list of things you should avoid saying at work.

"That's not my job."

If somebody comes to you with an issue, there's probably a reason. It might be your responsibility or they might just value your input. Either way, use the situation to prove you're a team player and a problem solver. Plus, it pays to earn some good office karma because you never know when you'll need help from other colleagues.

"Yeah, no problem." (If you don't mean it.)

If you take on a task with a smile but have no intention of actually completing it, you're going to earn a reputation as an unreliable person. If you know you can't or won't complete the project, be honest about it. Your colleagues are relying on you, so your decision not to follow through impacts their jobs, too.

"Don't tell anyone I said this, but ... "

If it's really a secret, keep it to yourself. Whether you know someone's about to get fired or what the boss' salary is, you're going to get credit for spreading the news. You're not exempt from being the subject of office chatter, either. Don't expect your gossip-loving co-worker to suddenly have tight lips when it comes to divulging your secrets.

"I haven't had a raise in four years."

"Most savvy supervisors don't think longevity merits a raise -- only high productivity does," Lampton states. Asking for a raise because of how long it's been since your last one will only tell your boss that you want more money, not that you deserve it. Instead, highlight the accomplishments you've made in the last four years, Lampton suggests. Prove the raise is merited.

"It's not my fault."

When your boss comes to you with a problem, the last thing you want to do is to deflect blame to someone else. Maybe it isn't your fault, but remember that you're not in a courtroom and nobody's really looking for the culprit right now. All that matters is making sure the problem is solved and doesn't happen again. You can deal with the real issue later, but you'll just make yourself look worse if you spend more time finger-pointing than problem solving.

"To be honest with you ... "

First, any time this phrase is used, you know something negative is going to follow. More important is the message it sends to others. "Does this colleague have to identify when he or she is being honest with you? When that phrase is not used, should you then doubt the integrity of the statement?" Lampton asks. Instead, without being rude, say what you need to say in a straightforward manner.

"Whom did you vote for?"

The old adage that you shouldn't discuss politics is as true today as ever before. While it's great that you're an active citizen performing your civic duty, save the politics for your personal blog. Even if the conversation doesn't result in an argument, you never know whom you're making uncomfortable or who will hold your views against you. In a sea of cubicles, there are more people listening to your conversation than you think.

"I got so trashed last night ... "

You're probably not the only person in the office to indulge in a drink (or a keg) now and then, but you're probably the only one bragging about it to your boss. Although your night of binge drinking didn't force you to call in sick this morning, it can create the image of an unreliable partier who forgot to leave the beer bong in the dorm room.

"I just didn't have enough time for that."

In case you didn't realize, everybody's pretty busy these days. When your boss asks you to do something, chances are it's not really an option. If your main concern is accomplishing the task on time, Lampton suggests you explain the situation. Mention how busy your schedule is but that you can accommodate the request if some other projects are moved around. You'll show that you take each assignment seriously and only want to turn in your best work.

". . . or else."

Giving anyone in the office an ultimatum rarely ends in success. Whether you say it to a colleague or your new intern, you'll only gain enemies and earn a reputation for being difficult. If cordial requests don't work and threats are the only way to get things done in the office, you need to re-evaluate your work environment.

Do's and Dont's while emailing a resume!!

Emailing your resume to an employer or recruitment consultant is fast, inexpensive and shows your ability to handle this form of technology, so use it as often as you can.

But there are do's and don’ts that apply specifically when sending your resume electronically:

Do keep it simple
Your resume should always only be a summary of your relevant skills, abilities and qualifications, and this is particularly true when emailing your resume. The person reading your resume may have less time, patience and computer power to read reams of information on their screen.

Don’t use fancy font styles
The recipients’ computer may not have the decorative fonts installed or the large and colourful screen that you're used to. As a result, your resume may look quite different when it is received. The fancy fonts you have spent time creating may be removed or even worse become distorted, giving your resume a very unprofessional look.

Do use simple margins and proper page breaks
With systems and printers varying from one workplace to another, your resume may not appear as it is supposed to when printed. To reduce the chances of this, keep tabs and margin changes to a minimum and insert proper page breaks.

Don’t cut and paste your resume into the email message
Unless requested, only include your resume as an attachment. A cut and pasted resume often looks distorted, is unformatted and can be difficult to read.

Do include all relevant information in one attachment
Many email addresses displayed in job advertisements belong to support staff who print your resume and pass it on to the person who has the power to put you on the shortlist. Your actual email and other attachments such as covering letters may not be passed on and simply deleted.

So make it easy for them and increase your chances of success by including your covering letter, your resume and any other relevant information in the one attachment.

Do check your attachments for computer viruses
If your resume is found to contain a computer virus, the recipients’ virus checking system may delete your entire resume, or worse, you may be remembered as the candidate who corrupted the organisations’ computer system.

Tradition
Many employers and recruitment consultants will print your resume and still use it in the traditional sense. It is important that your emailed version contains the same factual rather than subjective information and includes positive language in a succinct and concise manner, just as your traditional resume. Be careful with spelling and present it professionally within the guidelines set above.

How to write a good job objective!!

1.Avoid job titles.
Job titles such as "Secretary" or "Marketing Analyst" can involve very different activities in different organisations. The same job can often have different titles in different organisations and using such a title may very well limit your being considered for such jobs as "Office Manager" or "Marketing Assistant." It is best to use broad categories of jobs rather than specific titles, so that you can be considered for a wide variety of jobs related to the skills you have. For example, instead of "Secretary" you could say "Responsible Office Management or Clerical Position" if that is what you would really consider - and qualify for.

2. Define a "bracket of responsibility" to include the possibility of upward mobility.
While you may be willing to accept a variety of jobs related to your skills, you should include those that require higher levels of responsibility and pay. In the example above, it keeps open the option to be considered for an office management position as well as clerical jobs.

In effect, you should define a 'bracket of responsibility' in your objective that includes the range of jobs that you are willing to accept. This bracket should include the lower range of jobs that you would consider as well as those requiring higher levels of responsibility, up to and including those that you think you could handle. Even if you have not handled those higher levels of responsibility in the past, many employers may consider you for them if you have the skills to support the objective.

3. Include your most important skills.
What are the most important skills needed for the job you want? Consider including one or more of these as being required in the job that you seek. The implication here is that if you are looking for a job that requires 'Organisational Skills,' then you have those skills. Of course, your interview (and resume) should support those skills with specific examples.

4. Include specifics if these are important to you.
If you have substantial experience in a particular industry (such as 'Computer Controlled Machine Tools') or have a narrow and specific objective that you really want (such as 'Art Therapist with the Mentally Handicapped'), then it is OK to state this. But, in so doing, realise that by narrowing your alternatives down you will often not be considered for other jobs for which you might qualify. Still, if that is what you want, it just may be worth pursuing (though I would still encourage you to have a second, more general objective just in case).

5. Finalise your job objective statement.
The most important part here is that you can clearly state what sort of a job you want and know what kinds of skills and experiences are needed to do well in that job. Even if you decide to change your job objective later, it is very important that you decide on a temporary one now.

Make your resume easy to read!!

Don't put too much emphasis on work experience gained a very long time ago
Don't try and squash all your information onto one page.
Only include factual information.

A quick glance over your resume can make or break your application.

All your hard work in selling yourself will be for nothing if your skills, qualifications and achievements do not stand out and aren't easy to get to when an employer or consultant skims over it.

So how do you make your resume easy to read, whether it is online or on paper?

First consider the relevance of information.
Only include information that is factual, shows you have the skills to do the job and is relevant to the role you are applying for. If you don’t think it will help you secure an interview, leave it out. There is no benefit in stating you own and drive a sports car when applying for a sales position with a retail clothes store.

Present your details in a brief yet precise manner.
As much as possible use summary words, brief points or titles instead of detailed, lengthy sentences - especially for personal, education/training and membership information. Your work history should be summarised in simple detail. Large blocks of text should be avoided, as they can be difficult to read.

How much relevant information is too much?
Think about when the information relates to. The further back in time you go, the less information you should provide - employers are more interested in what you have done recently or are currently doing. Time itself can make information that you think is important, irrelevant. For example, job descriptions over 10 years ago (or approximately five jobs ago) do not need to be included at all. Simply state that details relating to this time can be provided on request.

Include plenty of white space
Don’t be afraid to use generous spacing and wider than usual margins if possible. With a brief and precise resume you can afford to add plenty of space and still keep your resume at a reasonable length.

Unless specifically requested by the employer, do not include written references in your resume. They are generally not of interest to the reader at an early stage, instead indicate these can be provided on request. You can even do without any reference to referees - a simple statement that these will be provided on request will suffice.

Do not get carried away with the number of pages
Generally, three to five pages is a decent resume length - however, shorter or longer resumes may work just as well depending upon the position. More important than page number, detailing relevant information and then presenting it in a succinct, user friendly way is your best chance for securing an interview. Review your layout, space it out evenly and produce a resume that will work for you.

Top 10 achievements to include on your resume!!

Here are ten achievement topics employers like to see in an applicant. Each has an example of the achievement and you can use this as a guide to developing your own.

Saving money or reducing costs
Initiated and implemented the recycling of spare parts, resulting in a cost saving of Rs 20,000 per annum.

Taking on extra responsibility
Successfully undertook the additional duty of coordinating travel arrangements for the Managing Director during periods of annual leave.

Introducing a new system or process
Initiated, developed and administered an induction program to ensure new employees were familiar with the workplace.

Improving an existing system or process
Replaced the paper-based stationery ordering system with an emailed spreadsheet, which resulted in less order errors.

Exceeding targets or objectives
Exceeded the annual sales target by 10% in the first year and by 15% in the second year.

Exceeding customer expectations
Received three written commendations from customers for excellent customer service, friendliness and product knowledge.

Solving problems
Successfully recovered critical information from the network file-server after it had been infected with a virus.

Generating income
Designed and created promotional flyers with discount vouchers, resulting in 10% increase in sales during the month.

Improving employee moral
Suggested and organised a social committee to arrange after work social activities for all employees, allowing employees to get to know each other in a relaxed atmosphere.

Developing staff
Successfully managed a poor performing employee into a competent employee through counseling and the introduction of key performance indicators.

To add these into your resume, clearly describe what you did, what the result was and why it made things better. Use numbers, dollar figures and percentages as much as possible - they are easier to understand. And remember, what you did is not as important as the improvement you have made to your workplace.

Some VERBS for your resume!!

Verbs, or "doing" words are an integral part of the resume
When describing your skills, use verbs
Check out the suggested list of verbs below

Some what? I don’t know whether you are a member of a generation that missed out on being taught grammar, parts of speech and so on, in primary school. Being of a (slightly!) older generation myself, I can still remember Miss Pennington intoning to Class 3A "a verb is a being, having, or doing word". We of course would have to memorise this and endless other definitions and rules, on penalty of a sharp rap over the knuckles from a ruler that seemed almost as large as Miss Pennington.

Perhaps you missed out on the joy of that, but verbs are still being and having and doing words (some things don’t change) and thinking about appropriate verbs to use can be a very useful part of preparing a résumé (and a covering letter, for that matter).

What you are trying to do in an application is to tell prospective employers who you are, what you have by way of qualifications and experience, and what you believe you can do. I will concentrate here on the last of these - your "doing" verbs. All I am talking about here is a way of concentrating your thinking on the actual skills and experiences that might be relevant to employers, and ways of describing them that draw on what you have actually done. Many university careers services will have copies of a long list of these. Here are just a few:

Adapted, analysed, applied, built, calculated, coached, compiled, conducted, controlled, co-ordinated, delivered, developed, distributed, edited, established, formulated, gathered, generated, helped, identifies, implemented, initiated, investigated, led, made, maintained, operated, organised, prepared, produced, programmed, promoted, reported, researched, sold, supervised, taught, tested, trained, tutored, typed, used.

I think you will get the idea - drawing in an active way on all the things in your background that are worth telling an employer about. And it is important to note that they can be things from any part of that background, not just your academic studies. In fact, talking about verbs is just another way of reminding you of the "generic skills" that careers advisers and others are so fond of talking about these days.

You might have led on the sporting field, planned a concert or a group trip, helped people during a summer job. All of these are skills that can mean quite a lot to employers, and they are not things that an employer can necessarily assume you have acquired during your courses.

It is your job to look for the verbs that will really convey what you have done and what you believe you can do. No one else will do it for you.