Customize this Outstanding Construction Supervisor Resume Sample

Customize this Outstanding Construction coachin Resume SampleCustomize this Outstanding Construction Supervisor Resume SampleA solid resume is the foundation upon which you build yur entire job search. If your resume is not doing its job of representing your skills and abilities to future employers in the best light, then check out our construction coach resume sample. Referring to a successful example is a great way to identify areas to improve and refresh your memory on the most sought-after skill in your field.See the writing tips as well for hints on formatting and best practices when assembling your own document. To outshine the competition, your resume should show the hiring manager what you have to offer in a winning way. If you arent sure it will, use the resume builder tool it will put together a new resume from the ground up with basic information you supply.Create Resume Hector Alvarez100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfe ssional SummaryAccomplished Construction Supervisor with a key role in the planning, organization and control of projects. Uses human resource knowledge to coach, train, assign and discipline while applying construction experiences into monitoring, recommending and managing actions, and ensuring adherence to procedures and policies.Core QualificationsProject managementHuman resourcesManaging subcontractorsInspections and appraisalsPlanning, implementation and reviewOSHA qualifiedExperienceMarch 2007 to PresentAmble Construction Co., New Cityland, CAConstruction Supervisor Responsible for management of all on-site activities, coordinating electricians, carpenters, concrete finishers, plumbers, laborers, workers and more.Review job specifications, blueprints and data to manage project.Select, hire and supervise subcontractors as needed.Involved in selection of materials, vendors, budgets and scheduling.Ensure compliance with all regional permit requirements, building codes and safety guidelines.Collaborate with inspectors and other governing bodies to ensure compliance.March 2002 to February 2007Masterson,s, New Cityland, CAConstruction Supervisor Supervised 27 unit high rise renovation with a $45 million budget.Involved in the two year renovation of national amusement park.Inspected finished work, arranging alterations and repair to ensure conformance with project objectives and safety regulations.Education2002 University of California, New Cityland, CABachelors of Arts, Construction TechnologyCustomize ResumeWhy Is This a Good Construction Supervisor Resume Sample?A great construction supervisor resume sample should start out by presenting a concise, persuasive professional summary. This section will make a strong impression right from the start and get the attention of hiring managers and recruiters. Write this section as if these three sentences are your only chance to show your future employer why you are the best person for the job, as this applicant does. The professional summary uses convincing word choices, such as key role in the planning, organization, and control of projects and ensuring adherence to procedures and policies to make a great first impression.Next, the applicant arranged the core qualifications section in six condensed, strong bullet points. The core qualifications section portrays the best the applicant has to offer in as efficient a list as possible. Although this jobbinnenseeker has 15 years of relevant professional experience, he keeps this section short and sleek. There should be plenty of white space, and each point should be just a few words, exactly as in the construction supervisor resume sample. A hiring manager will usually read the core qualifications in one glance, so pay attention to visual appeal. The experience section should make up the bulk of the resume since your future employer will expect to see what you have accomplished professionally in the past. This applicant details his extensive experi ence in a few bullet points using dynamic verbs, adjectives, and adverbs to begin each point. Specific details such as Ensure compliance with all regional permit requirements, building codes, and safety guidelines and Supervised 27-unit high rise renovation with a $45 million budget are crucial to leave a lasting impression.Finally, this jobseekers example resume ends with a practical, simplified education section. Its best to keep this section to only the required elements, such as the graduation year, the degree earned, the major area of study, the educational institutions name, its city, and its state.Why You Need a Strong Construction Supervisor ResumeYour resume may be your only chance to make a compelling case for why you are the best candidate for the position. A powerful, persuasive resume represents you to your future employers in a positive light and tells them why you deserve one of the limited vorstellungsgesprch slots. Dont let a fairly good resume keep you from a desir ed position when an excellent resume may earn you an interview or even the job. Consult our construction supervisor resume sample as well as the custom writing tips to build a resume that could get you hired. Give all the time and effort you can to constructing a compelling document since it may be your ticket to the interview pool.Costly Construction Supervisor Resume Mistakes To Avoid With your experience in construction, you are probably familiar with spotting and correcting weak points, and resume building is no different. You need to correct the most obvious errors that a hiring manager will notice immediately, such as typos, grammar mistakes, and even untruths. However, you also want to look deeper at more obscure issues to present a polished document.Use precise descriptions to avoid selling yourself short. Its unlikely you would leave out any of your duties and responsibilities, but failing to be specific could cost you. In this construction supervisor resume sample, the app licant does a great job of detailing the high budget, extensive projects he has overseen, and stating essential skills, such as project management, OSHA qualifications, and human resources. In addition, try to avoid wordiness. Say only what is necessary to make the point with the most pertinent or impressive details. Not only does a rambling resume look like a jumble of words and leave a negative impression, but managers are also unlikely to read it.ConclusionIts obvious how important it is to present a convincing resume for your nest job bid, so be sure to consult our construction supervisor resume sample and the writing tips as you craft your own. By keeping it well-formatted, concise, and powerful, you are likely to make a great first impression.Construction Supervisor Resume Questions1. What goes in the qualifications section of a construction supervisor resume?Your qualifications section should provide a succinct, no-nonsense summary of your top skills and selling points while encompassing the breadth of your experience. No nonsense doesnt have to mean boring, though. You can liven up your qualifications summary with bold language and catchy phrasing so long as you dont go overboard into fluff.Review our construction supervisor resume sample for a look at a great qualifications section. This summary is no more than three sentences or bullet points long. Make sure to mention your years of experience and industries where you have the most expertise.2. What sections should you include in your construction supervisor resume?Every great resume breaks down into five basic sections. The first is your header, with your contact information. The second is your qualifications section, which covers a brief elevator pitch selling you to the reader. The third is your skills section, which gives a bulleted list of your top competencies.Fourth, and most important, is your work history. This section covers your last 10-15 years of employment history using action-oriented language and powerful bullet points. schliff with your education, and you should have a resume like our construction supervisor resume sample. Try our effortless resume builder to make your own.3. What should you do to make sure your construction supervisor resume makes it past an ATS?You may have heard of an ATS but not known it by name - the Applicant Tracking System, also known as the gatekeeper barring your resume from ever reaching a human. If your resume doesnt reach a certain match percentage against the ATSs list of keywords, you likely wont make it to the next stage of screening.4. Whats the best way to list certifications on your construction supervisor resume?To improve your match percentage, create a list of skill keywords like the one in our construction supervisor resume sample. Harvest key phrases from your target job applications to build this list. Adjust it as needed for each new job you apply for.Certifications may seem like a simple footnote, but they can be cru cial when stacked with your other selling points. You can preserve the value of your certifications without losing the value of page space by condensing them down as much as possible and including them in your education section.5. How do you list references on a construction supervisor resume?Considering the level of trust required in the construction industry, particularly for management roles, references can be crucial in convincing employers youre a great hire. If you dont have space for your references on your resume, though, you can note References available on request to keep your document at one page, like our construction supervisor resume sample.If you have space, though, you can list your references at the foot of your resume. Include the name, contact information, and title. Thats all you need for a strong references section.

Why You Shouldnt Hire the Perfect Employee on Paper

Why You Shouldnt Hire the Perfect Employee on PaperWhy You Shouldnt Hire the Perfect Employee on PaperA couple of years ago, I welches working with a SaaS startup in San Francisco when I was told we would be looking for a new VP, Sales to manage the sales team.Up until now, ur VP of Sales Ops was wearing both hats and managing the sales team. Hiring a dedicated VP, Sales was necessary to help drive the growth that our sales team needed. So, we did what any smart team would do. We posted the job online and as the applications came in, we started screening candidates.The ScreeningThere were impressive profiles here and there, as well as some lousy profiles. We unanimously agreed that one candidate, in particular, was the fruchtwein impressive candidate on paper. For the sake of this article, we will call him charlottenburger. Charlie was the perfect employee. We called Charlie and set up an interview.The InterviewOn the day of the interview, we eagerly waited to meet Charlie in the con ference room. Our office manager brought him into the room, we shook hands, then sat down. So far so good, I thought to myself.As we began chatting, Charlie and I hit it off. We talked about his background, work experience, passions, why he was interested in the role, salary expectations, etc. Pretty much everything you would expect from an in-person interview.The OfferLong story short, Charlie was extended an offer and would start working in 2-weeks. While we did invite three other candidates in for an in-person interview, it was really just to compare them against Charlie. He was our number one option from the time we looked at his resume until we extended an offer.The MessThis is the part of the story that I wish never happened. Although looking back, a valuable lesson was learned that I am ultimately grateful for. Within about 2.5 months of hiring Charlie, all hell had broken loose. What we didnt find out from his resume or interview was that he was an intense micromanager. The brde thing that anyone wants in a startup environment is a dictator-like-micromanager who is going to come in and make drastic changes without even observing the current environment.Three months in, we had lost two of our top sales reps, one account manager, and we were on track to lose more. We had hired Charlie to improve our sales team, paid him a very handsome salary, and he had immediately cost us more than we ever imagined.The CleanupNobody likes to take a loss, but we had no other choice. We had to accept that we made a poor hiring decision and fix it before it was too late. We were able to bring back one of the sales reps who had left but unfortunately, the other two were long gone. Sales were down, team morale was down, and a lot of time was wasted.The Problem1. The problem here is that we had tunnel vision. We thought so highly of Charlie from the beginning that we turned a blind eye to the tragedies that were occurring. This caused our mistake to drag out months, rather t han weeks.2. We had very specific criteria in mind for who we felt would be the perfect employee. Charlie met these criteria. As a result, we overlooked many potentially great fitting candidates.The SolutionIts important to be realistic with yourself when writing a job description and screening candidates. Decide what skills or experiences you can and cant live without. From my experience, the best jobs I have ever posted had a healthy number of preferred qualifications and a more conservative number of must-have qualifications. In buchung not to eliminate candidates that could be great fits, I am very conservative with my must-have section.Additionally, the resume only tells you so much about the person. Instead of checking off boxes trying to find the perfect employee, take time to look beyond the resume. Soft skills are equally, if not more important than hard skills. People are more than their resumes.There will always be give and takes throughout life and business. In this part icular situation, we got the perfect employee on paper, but a horrible employee in reality.

The best mentors teach their apprentices this 1 crucial lesson

The best mentors teach their apprentices this 1 crucial lessonThe best mentors teach their apprentices this 1 crucial lessonGreat mentors are hard to come by.Everyone wants a mentor and many think that attracting a mentor means finding someone who is going to give them all the answers for free.But the truth is, mentors are everywhere in your workdistribution policy, your gym, your neighborhood, your apartment complex. Even someone you chat with once a year could be considered a mentor, if you know how to make use of that relationship and still extract value.The challenge, however, is most apprentices or ambitious individuals dont know how to put themselves in a position to be mentored in the first place. And I dont mean physically, as in being in the right place at the right time. I mean emotionally.The same people who say they want to be mentored, also go to great lengths to prove how much they already know and in turn, end up repelling potential mentors (because who wants to teach someone who thinks they already know everything?).Finding a great mentor requires you to be open, humble, and ready to admit what you dont know.Thats step one.And if you cant do that, you wont be learning anything from anyone.But something most individuals seeking mentorship fail to realize is that the best lessons, the ones that truly move the needle in terms of your own personal development, arent taught directly. No one is going to spot one of your weaknesses, sit you down, and give you a solution on a silver platter.Thats not how a mentorship works.Every mentor Ive had in my life thus far has involved more indirect learning than direct learning. Sure, these mentors may explain certain concepts in depth. They may take the time to break down confusing concepts. But all in all, the real lessons come from observing them as they work.The real value of a mentor is being able to witness their process first hand.The best apprentices, then, are the ones who are able to sit there, watch, and extract their own lessons without words even being exchanged.These individuals know the art of active listening. They know when to ask questions and when to just observe. They know what is worth paying attention to, in each and every moment.In exchange, their mentors end up teaching them the most valuable lesson of allHow they think.As mentor and apprentice begin to spend more and more time together, what starts to happen is the apprentice will see how their mentor approaches problem solving.They will witness their mentor work through a challenge, or contemplates an obstacle, and that subconscious mode of thinking will begin to rub off. Without even realizing it, the apprentice will internalize that same approach, until one day they find themselves in a similar situation, using the same techniques to overcome whatever challenge theyre facing.This is the real value of having a mentor.The best mentors know this, and so they prioritize putting their apprentices in situations that a llow them to witness the work as it happens. They know true learning doesnt follow a classroom-style approach. Instead, they throw the apprentice into the deep end and tell them to keep up.As a result, the apprentice grows very, very quickly.And meanwhile, the mentor doesnt have to slow down at all.Finding great mentors in life is all about being able to spot moments like these.Like I said, mentors are everywhere.Pay attention to the way your boss handles sales calls. Pay attention to the way your manager manages people. Pay attention to the way your entrepreneur friend goes about setting goals and achieving them. Pay attention to the way people around you do things, and then decide for yourself whether thats something you want to internalize or leave behind.Mentorship, then, becomes much more of a deliberate and ongoing learning process. It also puts you, the apprentice, the student on his or her journey, in control of what you learn and where you go.The more you can actively liste n and pay attention, the more knowledge you have to choose from.Thisarticlefrom Medium originally appeared on Inc. Magazine.

Executive Assistant Salary and Duties for 2019

Executive Assistant Salary and Duties for 2019Executive Assistant Salary and Duties for 2019As an administrative assistant, your skills are top-notch. But are they strong enough to move up to an executive assistant position? Both roles involve many of the same abilities and experience, but there are some differences in the types of duties each is expected to handle hence, the higher executive assistant salary.Typically, the duties of an executive assistant include clerical, administrative and logistical support for executive management, along with supervision of office staff. Most employers expect to see at least some college experience on the resumes of executive assistants.What executive assistant salary can you expect?With increasing levels of responsibility come rising salaries. The midpoint starting salary (or median national salary) for an executive assistant in the United States is $53,250, according to the 2019 OfficeTeam Salary Guide. An administrative assistant can expect a salary of $35,750 at the midpoint, which is the level at which candidates have average experience with the necessary skills to meet the job requirements, in an industry where competition for talent is moderate.An executive assistant salary can rise even higher at the senior executive assistant level, which pays $61,250 at the midpoint. The responsibilities are similar, but a senior executive assistant supports the most senior executives, parteicularly in large corporations, and is expected to have specific industry expertise.Use our Salary Calculator to find executive assistant salary information for your market.Typical duties of an executive assistantWhile responsibilities differ depending on the specific needs of a company, department or executive, you can expect to perform these kinds of activitiesPerforming office and administrative duties to assist executive management, such as managing calendars, organizing files and making travel, meeting and event arrangementsAttending meet ings and taking detailed notesPreparing reports and financial dataTraining and supervising other support staffScreening calls and maintaining client/customer relationsMonitoring supplies and inventory and placing purchase ordersSEARCH EXECUTIVE ASSISTANT JOBSIn-demand skills for executive assistantsHere are seven skills and abilities employers typically look for in an executive assistantVersatility and flexibility. The responsibilities of executive assistants vary greatly and are rarely the same each day. They must be resourceful and adaptable enough to handle tasks ranging from the mundane to the more complex on a daily basis. From screening calls to organizing documents for a board meeting, a first-rate executive assistant must be prepared to help out in areas like corporate responsibility, budgeting, hiring and social media.Verbal and written communication skills. A large part of the job involves speaking with employees and stakeholders at all levels, from shareholders to mailroo m employees, and clients to top executives. Executive assistants also need to write memos and letters, and prepare reports and information for distribution. Whatever the means of communication, the ability to be clear and concise is frequently at the top of an employers checklist when hiring for this role.Strong technical know-how. An executive assistants computer proficiency must extend beyond spreadsheet management and word processing. Executive assistants often use their computer-based skills to maintain company records, set up filing systems or digitally manage daily operations. They may also be asked to take on special projects typically outside the realm of the administrative assistant, such as conducting market research for statistical reports.Excellent interpersonal skills. Executive assistants are often required to work closely with other staff members, so its important for them to relate well with people. For example, sometimes they may be charged with managing or training lower-level administrative staff. Strong people skills are also a must for interacting with clients and vendors.Discretion regarding confidential matters. Executive assistants must be committed to maintaining strict confidentiality regarding any inside information they may be privy to. Working with senior managers and CEOs, they might hear about sensitive issues, such as upcoming personnel changes or company trade secrets, and its essential they can be relied upon for absolute discretion.Organizational abilities. Depending on the company and role, an executive assistant may be expected to coordinate key projects, such as coming up with solutions to office-related issues. They may be charged with finding a better way to track employees travel expenses or planning a firms annual party for employees, which requires managing the catering budget, finding a facility and sending invitations. They also may coordinate vacation schedules and training for technology and software.The ability t o lead. Executive assistants often manage the administrative assistants in their group, whether formally or informally. They may be expected to provide guidance and training for administrative assistants, and even to help hire new assistants when theres an opening on the team.If youre thinking of making the move from administrative to executive assistant, youll need to sharpen your skills accordingly to meet the demands of the job and earn the added compensation that goes along with it. Tags

The Downside Risk of Curriculum Vitae Lay out That No One Is Talking About

The Downside Risk of studienplan Vitae Lay out That No One Is Talking About As a distinctive demands helper youre likely to require to have certain qualities which you have to communicate to employers that are possible. Because employers are utilized to it, they are searching for something which makes it different to others. Be truthful a great absprache of times, the lies on your CV can greatly damage your odds of getting hired, plus youre going to be forever making a poor impression on the employer. A great way to be certain your cv is faultless is going to be to enlist the aid of a professional continue writer. Also, CVs and covering letters ought to be composed in your words. Write a cover letter for each and every position youre searching for. What you need to do is uncover methods to produce your own cover letter stick out. A well-written cover letter or application letter can offer your work application a substantial boost. Steps to SuccessLook at an assortment of CVs in your field to construct your private awareness of how professionals communicate their value in the modern marketplace. A CV is accepted all around the world, and although, businesses and countries may have different variations the content stays the same. Our earnings Protection cover is meant to assist you deal in the event you lose your income for a result of a collision or sickness. Then its likely that you may end up not including some considerable places and including different folks which are not that necessary. Ok, I Think I Understand Curriculum Vitae Lay out, Now Tell Me About Curriculum Vitae Lay out Because a curriculum vitae is exclusive to every individual, you might want to add additional segments in order to emphasize something which creates you stand out as the appropriate applicant for the specific job. Both curricula and curriculums are thought to be correct. By abiding By the recommendations below, you are going to improve your curriculum vitae so t hat it makes an effective first effects. An official curriculum vitae is perfect for over the bulk of its readers or prospective employers. You may want to use our readily made available digital curriculum vitae sample so that you wouldnt have a tough time searching for the specific ones that are entirely different from a resume. If you anticipate writing a curriculum vitae, for instance, you would not have to change information and details as you will need to set it uniformly for your readers. One of the absolute most important things to keep in mind when working on your curriculum vitae is that there isnt one standard format. Pick an Appropriate Curriculum Vitae Format Make sure you select a curriculum vitae format thats proper for the position youre applying for. The Basic Facts of Curriculum Vitae Lay out If you need assistance determining how to compose a CV, it can be useful to seek advice from a template. Be keen on the template you will use so you may guarantee that i t can enable you to professionally present yourself the very best way possible. A template can spare you lots of time. If you need a downloadable and editable expert CV template, you can see them on Template.net. Top Curriculum Vitae Lay out Choices Possessing an expert accounting CV is vital to securing your ideal job. Developing your resume is crucial. You may have achieved unique which might not be straight depending on the job you implementing. Locating an ideal job is surely a hard venture. You could possibly be requested to submit a CV when applying for work in academia or a job outside the usa. Write If youre asking for work abroad or a position in a business which works on an international degree, you will need to demonstrate that you have what it requires to stay informed about their fast paced work environments. Sadly, there might be hundreds of different applicants eyeing for the very same position youre applying. While both are tools that may help you land a s pecific job position, an individual must know the difference to distinguish which to use in various job application circumstances. Choosing Curriculum Vitae Lay out Is Simple The huge benefit to the resume is it is only 1 page. Make certain you get the info youre looking for. As you go on, lots of relevant information could nevertheless be added to it. How you lay out information depends on the job which you desire. The Argument About Curriculum Vitae Lay out For instance, it can show you just how to lay out your CV. Lets start with a fast overview of resumes, because they are more familiar to the majority of American writers than CVs. The CV format will change based on the job youre applying for and where youre in your career to date. For instance, if youre still in school and are searching for your very first job, you might want to skip the work experience section from your CV and place a great deal of focus on your abilities and education. For each and every position or opening there are a lot more individuals attempting to receive the same job. You will afterward prove your work suitability at the right time of their interview. Like an outcome, if you may love to take your job to the next level, a dedicated, occupation coach may be exactly youll need to achieve your aim thats job.

The Idiots Manual to Resume Writing and Interviewing Skills Presented by Experienced Works

The Idiots Manual to Resume Writing and Interviewing Skills Presented by Experienced Works The Resume Writing and Interviewing Skills Presented by Experienced Works Pitfall You would like your employer to understand what you did in your prior jobs, but you dont will need to include things like the kitchen sink. While its the case that theres a great deal of administrative work to be done, an HR Assistant does much more Your Resume The resume is a critical part of your job search. Thus, you will know all that is required. Committed Show that youre devoted to your work, begin to finish. Again, experience is something which happens to younot what you achieve. Even in the event that youve been working for many decades, you should attempt to continue to keep your resume to 2 pages if at all possible. You have to avoid belittling different people or past work colleagues during a work interview. You do not need to incorporate every job that youve held, especially when you have ma ny years of expertise or have worked in unrelated fields. By then, youll have used Big Interview to prepare and practice so which you can speak about your reasons in a constructive and professional way. If youre successful, they will certainly learn more about the remainder of your resume and surely extend an invite for the all-important interview. New Step by Step terminplan for Resume Writing and Interviewing Skills Presented by Experienced Works The qualifications of distinct men and women in precisely the saatkorn field may be best presented in various ways. When creating a functional resume, think about the position for which youre applying. Entry-level employees, who dont have a great deal of on-the-job experience, should incorporate every job possible when emphasizing the skills that match the work listing. The answers always have to be aligned with the work position youre applying for and believable. Since a computer will scan your resume, it should be written so tha t it may be suitably retrieved. Also, remember that theres a high probability you resume will be scanned electronically as a growing number of companies utilize special software to index resumes. If youre interviewing for work in social networking, for example, never say that technology or communication is your weakness. So you need to strategize your resume based on a parcel of technology. A scarcity of dates will read as an effort to hide something. Read through it a couple of occasions and youll probably spot three or four vital skills mentioned repeatedly throughout the document. There are lots of techniques whom I have never considered while conducting a work hunt. Another benefit of our website is the quickness. Youve got an impressive manner of getting to be aware of the crucial facts and personalities. The actual men and women highly praise our essay help site. You want to select a single superior answer and expand with examples. If your language is the very sam e as everyone elses, it is going to be difficult for you to stand out. Facts, Fiction and Resume Writing and Interviewing Skills Presented by Experienced Works You will get unique texts, which will be finished in time. Sooner or later, youll most likely have to send a resume. Various fields involve various kinds of information. Three kinds of electronic resumes are given below.

Why Caring for Employees Is Important

Why Caring for Employees Is ImportantWhy Caring for Employees Is ImportantWhy Caring for Employees Is Important BlaszczykWhat principles guide yur companys leadership? Are they based on trust? Do they strive to help employees realize their true success? Is there a commitment to bringing out the best in every individual, and celebrating them?Those are a few of the guiding principles at leadershipat Barry-Wehmiller, a global capital equipment and engineering consulting company. As its chairman and CEO, Bob Chapman is committed to using the power of business to build a better world by treating every employee with integrity.Bob Chapman joins us to talk about his vision of leadership, which he explains in his book Everybody Matters, the Extraordinary Power of Caring for Your People Like Family. Its co-authored with Raj Sisodia, and the book is published by Portfolio, an imprint of Penguin Random House.We invite you to tune in to this podcast. Listen on SoundCloudListen on iTunesGet new po dcasts subscribe to the https//www.youtube.com/ Podcast Feed on iTunes Monster Bob, thank you so much for joining us.ChapmanIts a pleasure to be with you, thank you.MonsterIf I walked into any one of the 80 companies that comprise the Barry-Wehmiller world of global business, would I leidice anything different? Are employees treating each other differently? Is there a different tone to the place?ChapmanAs CEO, I might give a view, being CEO of the company, but what Id say to you is that we, in the brde 4 years, weve had some amazing people from the field of education, authors of leadership, major consulting firms, send people in because theyve heard about our culture, and Im going to tell you what they said.They said, allgemein gltigly to me, and thats why we wrote the book, they say behauptung exact words, I have never seen anything like this. Amy Cuddy, who has the number two TED talk in the world, shes a Harvard professor, she talked to dozens of people in several of our plants, and she sat down and we taped our interview, and she said, I thought places like this only existed in my head. This is as close to Utopia as Ive ever seen.Id say to you, the universal feedback, and thats why we wrote the book. We didnt create this culture for any other reason than we were awakened to the need to care for our people, that its a fundamental responsibility of leadership to care for our people. When people started hearing about it, and asking to come in and see it, their statements were so strong, you know again, amazing people. One gentleman welches a contributing editor to Forbes, and he came in and spent two days talking to our people, and he said, Bob, Ive interviewed hundreds, if not thousands of CEOs, and Ive never seen anything like this.What they describe it as, Connie, is a family. Not like a family, they describe it as a family. Now why do they use the word family? Because where is our ultimate place of safety and caring? Its the family unit. They use, almost without thinking, the word, family, to describe how they feel about it.MonsterThat, I think, is interesting that its coming from, in response to what the culture is creating, rather than saying that were a family, and as families we do this, because then that imposes a certain kind of dictation of how we do things, and from the top down. Thats probably not the model that youre talking about here.ChapmanNo. The model, people say to me, Can you boil it down into a really short sentence?, and I say, Yes, simply care. Care about the people whose lives are entrusted to you. We talk, and again my learning came from trying to be a parent of six children, trying to be a responsible parent, good husband, and raise good kids. I made a really dedicated effort to learn how to care for these precious lives that had been entrusted to us through birth.In the process, I was also trying to run a business that was challenged with management practices, that I learned in my management degree, and what I saw in the world of business.What I realized right around the late 1990s, early 2000, was that what I learned about parenting was about leadership. What I learned in business school was about management, and management is basically telling other people what to do, and using them for my success.Leadership is allowing people to come together in groups, create a vision for a better future, and realize it together, which is the number one source of happiness in the world, a good job working with people you enjoy.MonsterYou spend too many hours in a day to not have that kind of experience I would say.ChapmanRemember Connie, statistically 88% of all people who work in this country feel they work for an organization that does not care about them. Three out of four, according to Gallop, are disengaged in what theyre doing. The evidence is overwhelming that management is not the way we are called to treat each other.What we found is, I want your listeners to hear this, because I never hea rd this before this, we came to realize this, the way we treat people at work affects the way they go home and treat their families, their marriages, their children, others. For a fact, we know that.Therefore, if were sending people home every day, the vast majority of people who work in organizations go home feeling unappreciated for who they are, and used for what they know. We know that they treat their family less than they would intend to if they felt cared for themselves. Were destroying the family unit, we are creating the conflict in this country because were sending people home damaged.MonsterThat is so powerful, I guess it really seems to me to speak to corporate or company responsibility, and frankly I wonder if thats more than some businesses might have bargained for in this contract that youre talking about with employees.ChapmanI got an accounting degree at Indiana and then I went and got an MBA at Michigan, and then I got a job in Price Waterhouse, and then I went int o business, and I was taught it was always about me and my success. I was never taught to care about other people. I was taught, you need to do this to have a successful career, and we call success, money, power and position.The revelation in our journey was that these people whose lives are entrusted to us every day are somebody elses precious child that was brought into this world with the hopes that that child could be who theyre intended to be.In business were destroying the hopes of these people. We used to call it people centric leadership when we first surfaced this idea of caring, leadership focused on people. Simon Sinek came in here and hes been here a million times now, and he said, Bob, this is truly human leadership. This is the way we are called to treat each other in the world.MonsterLets get down to some of the tactics and strategies that created this wonderful culture. How do you train managersto value creation at work, inspiring their employees, what approach do yo u take with those managers?ChapmanFirst of all, if I could ask something of all your listeners, I would beg them to stop using the word managers, bosses and supervisors, because those words imply behavior that is dysfunctional. We need teachers, coaches and mentors. We need people who care, and managers dont care, they use.We cant send anybody to our great graduate schools in this country because we dont teach leadership, we teach management. So we said, We got to teach it ourselves. We decided to create disciples, we needed to create a university to teach how to care, because we dont teach that. We teach how to use for your success.We started with a clean sheet of paper, and we created the idea from how pilots operated who are concerned with your safety, we created the idea of a leadership checklist. Things you need to think about every day when people enter your care. Then we began teaching and we created classes, started Barry-Wehmiller University where we teach classes on how to actualize our checklists.Were now a two and a half billion dollar company at 11,000 people around the world, and again I want to mention to your audience, this is a universal issue, and its not just in business, its in healthcare, its in the military, its in government, its in nonprofits.We are not creating leaders, we are creating managers, and managers manage, they dont inspire. We treat people with disrespect, we use them, which affects their health, it affects their family, it affects the next generation of children were raising. We dont need anything but to care.MonsterYou talk about the necessity to making it safe to care in a work environment, because maybe people might not automatically feel that this behavior is something that will be accepted or the nurturing of it, can you talk about that?ChapmanYeah, Simon Sinek calls it the circle of safety. Right now because of layoffs, downsizing, firings, all these things, people dont feel valued, and they dont feel safe, so they sp end their time doing what it takes to do the job, giving just what it takes to do the job, and trying to protect their job. Not trying to help each other, trying to protect themselves because they dont want to be the person that shares with a young person that joins the company. People dont feel safe because of the behavior of leadership with downsizing, firings, not holding up good behavior.When people dont feel safe, they are protecting their jobs and not sharing. We had a goal simply to send people home fulfilled, theres where we started, and to send people home fulfilled, you need to care about them. The beauty of that is, when I care about you, you naturally feel safe caring about others. That means when I care about you, you also feel safe.MonsterIt is, on a daily basis, that the principles that youre talking about are exemplified and moved forward, and knitted together within a companys culture, but then theres also the push comes to shove moments when, say, in the 2008 reces sion, a lot of fallout, you talk about this in the book where everybodys talking about, well, were going to have to lay off people, were going to have to do this, and yet you took a very different approach. Can you explain that?ChapmanPrior to us embracing this expression, We measure success by the way we touch the lives of people, I would have laid off people, thats what we do in business. Its not personal, you know its just what you do in business.But my heart had been enlarged by this awareness of the way we touch the lives of people, so about a month or so later, having not taken any action, feeling we can get through it, I got an schmelzglas when I was in Italy at our Italian operations where they said our order, just a major order, we had a big order with a large client was put on extended hold, and all of a sudden the work we had to kind of get us through our largest plant disappeared. I sat in my hotel room in Italy and said, Oh my god, what are we going to do?If we do what I, naturally, what everybody does, we will hurt people.I said to myself, If we measure success by the way we touch the lives of people, what would a caring family do if a caring family member was under stress? I thought, without question, we would all take a little pain so that nobody had to take a lot of pain.So I crafted some ideas, the most significant, which I had never heard of before, never, I mean nobody suggested it, never heard of it, I said, What if we all took a month off? Whenever we want so we can have a good time with our family or friends, et cetera, so that nobody has to be let go?I crafted the idea, John and I crafted an email back to our operations team back in St. Louis and I said, Im on my way back from Italy, give this thought how we could deploy this immediately.The reaction was amazingly positive, because people started volunteering to take other peoples time, they felt safe, they knew they werent going to be let go, and they didnt take a month off so the comp any could make more money, they took a month off to help somebody else save their job.We got through that economic downturn and we bounced right out of it, and you cant believe what that meant to our people to feel safe, and to help their friends feel safe.I just read about a major corporation that laid off 1,900 people in the corporate offices, and they have 80,000 employees. Why would somebody announce theyd laid off 1,900 people when theyve got 80,000 people and they hired 9,000 last year? Because theyre sending a homilie to the market, to the market that theyre lowering out cost, so were going to be more profitable.Layoffs are used to send messages to the market, were going to be more competitive, were streamlining our business. Its viewed by investors as a positive message. Usually your share price goes up.Why do we have these major companies announcing layoffs? Because their share price goes up, because the market says, Good job, good job. Tough decision, good job. It was only because wed embraced these guiding principles of leadership that my mind went in a different direction than it had gone in the previous 35 years.Monster Is it really possible to change the marketplace, that response that youre talking about that the shareholders, the greater market? I dont know if its a knee jerk response, but okay, theyve laid off people, theyre serious about profits. Is it really possible through reforming or changing culture within a company to then change the thinking in the marketplace?ChapmanThats great question. I want to believe, Im an eternal optimist. I get a chance to talk about this all over the world, and we operate all over the world, Italy and Germany and France and England, America, all over the country, everybody loves this message, nobody ever debates this message with me. It is so far out away from the conventional mentality of using people for our success.Somebody just said, and I gave a talk a couple of days ago, somebody said, You know what? C ompanies are, theyre all about products and profits. Theres no P for people in companies. Theyre simply, you know if we can justify letting some people go, if we got to send them home, you know theyll get another job, dont worry about it.Can we change? I dont think theres any question we can, all we have to do is care. We are going to scream at the top of every mountain, to my last breath, that this is the way we are called to live together, and this is what we want for our children, our friends children, and the worlds children. We want a chance for people to be a parte of an organization where they feel safe, and valued, so that they can home and treat their family as theyve been treated.MonsterIs there data findings that can prove to people who say, Well, what about profits? What about shareholder interest and driving success that proves that this model works, that it actually creates and generates better profit?ChapmanIve got two answers for you. One is that when the overwhelmin g data says that 88% of the people go home feeling the company doesnt care for them, three out of four are disengaged, do you honestly believe that people are sharing their gifts fully with you in the various roles they have in the company? Clearly not.I would then say to you that in our company, we did not do it to improve our profitability, we did not do it to improve our culture, we did it because we were awakened to the fundamental caring for the people whose lives we touch.But, I would say to you, when we launched the new version of our company in 1988, we had a great business strategy shaped by our previous decade of experiences. We were doing very well, probably 10, 15%, 20% year growth in our share price, even though were a privately held company and we have kind of a quasi public price, so we measure our share price.We didnt do this to do better, we did it because we were awakened to the fundamental responsibility of leadership is to care for people. I would say to you, sin ce we have done that, our performance has been amplified, and people, we are a company that we have acquired 79 companies around the world, never sold a company, we have dot companies, we dont manipulate companies.Now people are bringing companies to us because they want their company to be a part of a company that will care for their people beyond their ownership. I dont know how to monetize that, but Id say to you the benefits of caring for people far outweigh the cost.Monster If were remodeling business in the way that youre talking about, I think its going to open the door to a lot of people rethinking that, Well, maybe I can find what Im looking for in a company.ChapmanA year ago we hired 217 engineers from around the country, outstanding engineers. Last year we hired 175 engineers, the next 3 years we have to hire 700 engineers to meet what we think will be the demand for this, and we are finding people all over the country that say, If its really true that your company cares, thats where I want to work.How do you put it in economic terms. Im an accountant. I can justify anything, okay. If you just go to your heart and your head, why would you need to justify caring? If you sat down like I do and listen to the people that join us you cant believe what I hear. It affirms everything I told you statistically. It is brutal out there people. Why do they keep their jobs? Why do some people not leave? Because they cant afford to leave. If they change jobs, they figure, Im just going to go from one abusive situation to the other.MonsterThis has been such a powerful conversation. Id like to wrap it up just by asking you if you can consolidate one message that employers who are listening can take away to start to rethink how they approach, or bring caring into the workplace? I think that would be a great way to end.ChapmanWe actually wrote a quick summary of the message of the book, and thats what I give every CEO, and it basically says, Everybody wants to do bet ter, trust them. Leaders are everywhere in your company, find them. People achieve good things big and small and every day, celebrate those progresses with people every day. Some people wish things are different, listen to them. Everybody matters, show them.It is an unbelievably powerful model that allows people to live lives of meaning and purpose, and a chance for happiness in their life.When people are happy and joyful, they do amazing things. The simple message Connie is, all you have do is care. You dont need a memo from the board, you dont need anything other than to care. If you pick up the book, Everybody Matters, the reason we wrote the book is a lot, nobody debates it with us, but they dont know how to do it, they dont know how to care. What does it mean to care? Were not talking about parental care, were talking about human caring.If you read the book, it says this is how we care, and we want to share it with the world because we believe it will profoundly change the worl d for your listeners, as well as everybody theyre related to in the world, and it will make the world a better place.MonsterBob Chapmans book is, Everybody Matters, the Extraordinary Power of Caring for Your People Like Family, co-authored with Raj Sisodia. Its published by Portfolio, an imprint of Penguin Random House. Bob is chairman and CEO of Barry Wehmiller, a global capital equipment and engineering consulting company. Bob, thank you so much for speaking with me.ChapmanIt was an honor, thank you for the time, and I hope your listeners, if they have any questions, will contact us so we can share this journey. We want to make a difference in the world.We invite you to tune in to this podcast. Listen on SoundCloudListen on iTunesGet new podcasts subscribe to the https//www.youtube.com/ Podcast Feed on iTunesLearn more The Virtuous Cycle of Business Growth and People GrowthRead an excerpt from the book, Everybody Matters

Should you listen to music while doing focused work Well, it depends

Should you listen to music while doing focused work Well, it dependsShould you listen to music while doing focused work Well, it dependsMost people seem to have their earphones in at work, but what are they listening to? Some people cant work and listen to music with words in it, some people listen to music so loud it bleeds out of their earbuds, and some cant listen to anything at all if they want to concentrate. There are people who swear by classical music remember the Mozart effect that found people performed better after listening to a Mozart sonata? Well, research has been unable to replicate that.In a study published in theJournal of Experimental Psychology Appliedby researchers Manuel F. Gonzalez at Baruch College and John R. Aiello at Rutgers, lab results foundmusics effects on your work depend on the type of music, the complexity of what youre working on, and the the person performing the tasks.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happi ness, Productivity, Job Satisfaction, Neuroscience, and moreIn the lab, the researchers sought to answer the question of how music complexity and volume moderated the relationship between the preference for external stimulation and the wertmiger zuwachs of simple and complex tasks.The researchers recruited 142 undergraduate students and asked them to complete two tasks one simple, one complex. The simple task involved identifying and crossing out all of the letter As in a text. The complex task consisted. studying lists of word pairs, then attempting to recall the pairs when presented with just one word from each pair.Each task was performed while listening to one of two versions of a piece of instrumental music (there were two versions of the musical piece, one more complex), at a soft or louder volume. A control group listened to no music.What they foundMusic is good for easy tasksMusic especially loud, or complex, music can be good for simple tasks, as it causes a narrowing of focus. Because easy work lets your mind wander, a loud jolt of music brings your attention back on track.And complex work, as wellAmazingly, loud or complex music did elend hinder the performance of complex tasks. The researchers theory was that music would not be good for more difficult work, as it takes attention away from what should already be absorbing most of your attention already. Under these conditions, however, they were mostly proven wrong.It also depends on who you are and how much outside stimuli you craveResearchers found that music disrupted performing tasks depending on whether or not you were a person who wanted external stimulation meaning, are you prone to boredom? For example, a boredom-prone person one who craved external stimuli actually performed a complex task better without music. The idea was that the complex task took up all of their attention music would have been a distraction.Ultimately, the relationship between music and performance of cognitive ta sks is not one-size-fits-all, writes the researchers. What works for you, your attention span, and your need for stimulation may not work for the next person. Music, in general, is not good or bad for task performance in one single way for everyone.So put those earbuds back in, if youre in the mood for listening.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from kleine Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

7 Notable Women in Advertising

7 Notable Women in Advertising7 Notable Women in AdvertisingThey say advertising is a mans game, and its fair to say that the industry is dominated by men. The 3 percentconference tries to bring this injustice to light, highlighting the fact that only 3 percentof creative directors are women. However, despite the overwhelming odds, some women have blazed a trail in advertising, leaving an indelible fruchtmark that will put their names down as some of the industrys greatest influencers. While tzu siche have been many successful women in advertising over the years, at every position and level in the industry, this list focuses on those who were involved in the creative side of the business women who were responsible for copywriting, art direction, creative direction, and creative strategy. These women towered over many of their male colleagues, in times when being a woman in this industry welches considered a considerable handicap to success. Get to know them well, because they paved t he way for many of the successful women who are working today. Mary Wells Lawrence You cannot talk about women in advertising without saying the name Mary Wells Lawrence. Born in 1928, in Youngstown, Ohio, Lawrence is perhaps most famous for being the first female CEO of a company listed on the New York Stock Exchange. However, her influence on advertising welches phenomenal, and even if you dont know her name, you certainly know some of her work. Lawrence began her career as a copywriter at McKelveys department store. But she relocated to New York City, and in 1953 became a copywriter and group copy head at McCann Erickson. Just four years later she joined Doyle Dane Bernbach, and agency on the rise that would become one of the most influential in the history of advertising. One of her most notable campaigns welches Plop, plop, fizz, fizz for Alka Seltzer. Lawrence actually suggested that the ad show two tablets being put into the glass, implying that people use two each time t hey take the remedy. This sold even more Alka Seltzer as a result. Other campaigns include I cant believe I ate the whole thing and Try it, youll like it for Alka Seltzer I LOVE NY Trust the Midas touch for Midas Raise your hand if youre Sure for Sure Deodorant. After DDB, Lawrence went to work for Jack Tinker and his agency, Jack Tinker and Partners. This was a revolutionary agency, which was really more like a think tank, and became known around the world as Tinkers Thinkers. One Lawrence campaign that emerged was The End of the Plain Plane for Braniff International Airways. The campaign was critical to the turnaround and eventual success of the airline. When asked about her creative process, Lawrence replied You cant just be you. You have to double yourself. You have to read books on subjects you know nothing about. You have to travel to places you never thought of traveling. You have to meet every kind of person and endlessly stretch what you know. Phyllis Kenner Robinson Bo rn in 1921 in New York City, Robinson is another woman who created some of the best work ever to come out the golden age of advertising. Although earning a bachelors degree in sociology from Barnard College, Robinson actually wanted to be a writer. After starting her career at Bresnick and Solomont, she joined Grey Advertising. It was here she would meet a certain William Bernbach, who went on to found Doyle Dane Bernbach Robinson and her art director Bob Gale were there from the very beginning. Robinson was DDBs first-ever chief copywriter, supervising a team that included Mary Wells Lawrence, who joined the firm in 1957. During her tenure at DDB, Robinson oversaw a vast number of campaigns that are still remembered to this day, included the legendary You dont have to be Jewish to love Levys Real Jewish Rye campaign for Henry S Levy and Sons. Other notable clients included Orbachs, Polaroid, El Al Airlines, and Volkswagen. In fact, it was the work on Orbachs that brought the VW Bee tle to DDB, with a VW executive saying we want the agency that does Orbachs. The Beetle campaign is considered the greatest of all time, and kick-started a creative revolution. Tiger Savage With a name like Tiger Savage, how could you not do well in advertising? After training at the School of Communication Arts, under the mentorship of the great Paul Arden, Savage joined the highly creative shop Simons Palmer Denton Clemmow Johnson. Here she worked on blue chip giants like BT, Nike, and Virgin. Then, she moved on to the powerhouse Bartle Bogle Hegarty, winning numerous awards for work on Coca-Cola, Levis, and Unilever. Her infamous The Lynx Effect (The Axe Effect in the U.S.) is one of the most recognized campaigns in modern advertising. After BBH, Savage moved on to Leagas Delaney, followed by MC Saatchi. It was here that she spent the bulk of her career, resigning after 11 years to become a consultant. She cites her long hours as the reason, saying I think we women have to w ork twice as hard because theres a lot of testosterone in creative departments. And then its the hours. Its difficult if you have kids. I dont have children, which might say a lot without saying anything. It makes me sad sometimes. She is now the co-founder of Savage King Ltd, with her husband Will King. Jean Wade Rindlaub Born in 1904 in Lancaster, Pennsylvania, Rindlaub was one of the first ever women to become a major advertising executive. Rindlaub moved to New York City in 1930 to follow her dream of working in advertising. Within just a month, she began working at the prestigious agency called Batten, Barton, Durstine Osborn (better known today as BBDO), as a secretary. However, her ambition was huge and she was quickly promoted to the position of copywriter for her expert insights into women and the female perspective (something that was mirrored in the plot of TVs Mad Men). And she not only executed brilliant campaigns but did extensive research to target the real nee ds of women. Some of her most memorable campaigns include those for Bond Bread, Enna Jettick shoes, Campbells Soup, Carters Clothing, General Mills, and United Fruit Company. However, her work for Oneida during World War II is some of her most memorable and impactful. Back Home for Keeps was not just an ad campaign, but a real symbol of hope. Rindlaub was abducted into the Advertising nachhall of Fame in 1989. Helen Lansdowne Resor At the turn of the 20thcentury, a company called World Manufacturing Co., a maker of toilet preparations hired Helen Lansdowne straight out of high school. It was the start of a series of career moves that would bring Lansdowne into the advertising world as a copywriter, By 1908, Stanley Resor (who would later marry Lansdowne) opened a Chicago branch of J. Walter Thompson Co., and hired Lansdowne as the agencys first female copywriter. This was no small achievement at that time when women were not usually considered for roles like this in advertising. From that role, Lansdowne became a phenomenally successful advertiser and marketer, producing campaigns for clients including Crisco, Woodbury Facial Soap, Ponds Cold Cream, the Red Cross, the YMCA, and the government. Lansdowne pioneered several forms of advertising that are still used to this day, including advertorials that promote products while resembling the surrounding editorials. She also brought Norman Rockwell into JWT as an illustrator. Lansdowne had a massive influence on the future of advertising, and was inducted into the Advertising Hall of Fame in 1967. And the Helen Lansdowne Scholarship continues to help women get creative roles in advertising to this day. Bernice Fitz-Gibbon Born in 1894, Bernice Bowles Fitz Fitz-Gibbon grew up on a farm in Waunakee, Wisconsin. She earned a degree from the University of Wisconsin-Madison and worked at small newspapers before moving to New York City in 1926. Here, she worked on the Macys account, and was responsible for the t agline Its smart to be thrifty. Her command of the English language, coupled with her wit and intelligence, made her a powerful force in the advertising industry. During her long career of over 40 years, she initiated a revolution in-store promotions, creating some of the most memorable ads and taglines ever written. Fitz-Gibbon believed her greatest accomplishment in that time was in retail advertising, creating something called build up. This was a technique that used the small spaces at the top of newspaper ads to tell positive stories about the stores. Her skill with words became something of a legend, and as she taught fresh young talent how to write, being Fitz-trained was something you could boast on your resume. Fitz-Gibbon was inducted into the Advertising Hall of Fame in 1981. Shirley Polykoff Born and raised in Brooklyn in 1908, Polykoff started her career in the magazine industry as a teenager. She worked at Harpers Bazaar, before moving on retail stores including B ambergers and Kresge. But in 1955, her career really took off when she landed a job at Foote, Cone Belding. Here, she took over the Clairol account and created one of the most successful campaigns in the history of advertising. The epic line Does she- or doesnt she? for Clairol was impossible to ignore, and had a profound effect on American women. Before the campaign, 7 percentof women in the US dyed their hair. After, it was more than 50 percent, and sales of tints and dyes increased from $25 million to more than $200 million. Results like that made Polykoff a valuable asset to FCB, and she rose through the ranks to become executive vice president and creative director. After leaving FCB, Polykoff started her own agency, and once again, her expert guidance made the company millions of dollars. Polykoff was awarded Advertising Woman of the Year in 1967 and was inducted into the Advertising Hall of Fame in 1980.