Ministry of Information & Broadcasting: Acquisition of AW-101 Choppers for IAF: The Facts: In August 1999, the IAF which is responsible for carrying out VVIP communication task, proposed the replacement of Mi-8 VIP helicopters d…
Resource Report: RebelMouse: A Fresh Personal Brand ExperienceResource Report
By Maria Elena Duron
Reviewing resources to help exude and engage your brand!
RebelMouse: A Fresh Personal Brand Experience
Let me introduce you to RebelMouse! RebelMouse was designed by former Huffington Post chief tech officer, Paul Berry. When Paul and I talked about it, this last spring I couldn’t wait to show everyone! Why? Because I love time saving, fresh, valuable and practical tools and RebelMouse is all of that. (Disclaimer: I do not sell RebelMouse! I’m simply a raving fan and I hope you become one too!
Your own updated and fresh home page
RebelMouse provides you with a homepage that collects all of your social media accounts into one place. The page is constantly refreshed – without you having to do anything! It gathers your fresh social media content automatically, and then allows you to rearrange your posts to highlight those that you feel deserve it (and demote those that don’t).
RebelMouse also provides you with a platform where you can create new posts and content. You can invite people to contribute to and follow your page, both of which foster the sense of community found with other social media sites. Analytics are provided to help you understand the demographics of your traffic.
The possible uses are nearly endless ranging from basic attempts to aggregate social media to advanced social marketing. RebelMouse’s features and format make it a great option for blogging and disseminating information about specific topics. For example, a page on categories of products or even famous personalities could group posts and tweets about a particular topic and give you a vast amount of information from a variety of sources. This rich complexity of information seems to be the internet at its finest.
It’s a great place for a snapshot of what your connections are interested in and talking about across all social networks. The site is also a repository of information for what interests you and what you are focused on.
A combination of the best
RebelMouse combines the greatest aspects of other social media sites into one easily digestible feed. The simplicity of Twitter is still present; you can read status updates on RebelMouse. But an additional layer of complexity is added when those Tweets are juxtaposed with other comments, news stories, and pictures that logically belong next to them.
It’s visual aspects also allow for fluid movement between pictures and text, all the while in a way that allows you to absorb information unintentionally. This format, similar to Pinterest, adds another informative layer. It provides an ease of transition between text and images that is hard to find elsewhere.
One of the reasons why this site is so useful is that we find updating our Twitter or Facebook feeds very easy, but when it comes to keeping our homepage up to date, we struggle. RebelMouse does away with that problem and takes all of the difficulty out of having an updated homepage.
Maria Elena Duron is skilled at making networks “work” and harnessing powerful online and offline buzz, she facilitates online visibility services and word of mouth coaching and workshops – taking companies and professionals from buzz-worthy to bucks-worthy.
BANGALORE: Azim Premji, chairman of the Azim Premji Foundation, announced on Friday that he has transferred 295.5 million equity shares representing 12% of the total shares of Wipro Ltd, held by certain entities controlled by him, to an irrevocable trust. With this transfer (valued at about Rs 12,300 crore based on current market price), the trust’s shareholding in Wipro will go up to about 19.93%.
This trust will utilize the endowment to fund social, not-for-profit initiatives of the foundation, which are expected to scale significantly over the next few years.
The “Giving Pledge” campaign had recently announced that Premji was amongst the billionaires around the world to commit half their wealth to philanthropy. The campaign, led by billionaires Warren Buffett, Bill Gates and others, is a commitment by the world’s wealthiest individuals and families to dedicate the majority of their wealth to philanthropy.
Azim Premji Foundation is a not-for-profit organization set up in 2001 with the goal to create and sustain initiatives to contribute to a just, equitable, humane and sustainable society. The foundation has worked largely in rural India, often in close partnership with various state governments, to help contribute to the improvement of quality and equity of school education.
Currently the foundation’s work is spread across Karnataka, Uttarakhand, Rajasthan, Chhattisgarh, Pondicherry, Andhra Pradesh, Bihar and Madhya Pradesh.
The foundation’s strategy focuses on creating and scaling up a network of institutions at various levels to contribute to improvement in the school education system and allied areas. As part of this strategy, over the last two years, the foundation has set up the Azim Premji University at Bangalore, state level institutes in three states, district level institutes in seven districts and six demonstration schools associated with the district institutes. Seven more district level institutes are in various stages of formation.
The University has been established with the social purpose of developing outstanding professionals in the domains of education and development for the entire country. The University does this through offering various kinds of degree programmes, continuing education programmes and creation of knowledge in education and allied development areas. Currently, the university offers MA Education and MA Development programmes. It offers specializations in school leadership & management and curriculum & pedagogy under MA in education, and livelihood, public policy, health & nutrition and law & governance under MA in Development.
As part of scaling up of the institutional strategy, over the next 4 to 5 years, the number of district level institutions will expand to 50-60, state level institutions to 6-8 and the university will expand to have 3,500 students with 350 faculty members across multiple programs. The foundation will also have 50-100 demonstration schools associated with district level institutions. During this period, the team size is expected to grow from the current 800 people to about 4,000 people.
Ministry-wise PIB releases
- Address by the President of India, Shri Pranab Mukherjee to Parliament
- PM’s statement to the media at Parliament House on the start of the Budget session
- ! PM condemns the bomb blasts in Hyderabad, appeals for calm
- Current Dispensation on Cotton to Continue
- Global crude oil price of Indian Basket declines marginally to US$ 113.50/bbl on 20.02.2013
- Department of Telecommunications: Separate Auction will be Held for the Balance of Spectrum in 1800 MHZ Band
- TRAI Releases Pre-Consultation Paper on ‘Full Mobile Number Portability’
- Payment of statutory dues, salary and wages in sick/loss making CPSEs under the Department of Heavy Industry
- Rationalisation of pay and allowance to licensed category of employees of Air India in line with Industry practice and standard over and above the DPE guidelines
- Hindi Advisory Committee of the Ministry of the New & Renwable Energy meets.
- Allotment of MIG Flat to the family of victim of sexual violence in Delhi in December 2012
- Allotment of MIG! Flat to the family of victim of sexual violence in Delhi in December 2012
- At the Forefront in Executing its Mission with Honour and Pride IAF Displays its Fire Power at IRON FIST2013
- Facts at A Glance- Meghalaya
- More Than 262 Lakh Tonne Rice Procured
- National Consumer Helpline Records 13,018 Calls in January, 2013
- Extension in the tenure of the National Commission for Safai Karamcharis (NCSK) up to 31st March 2016
- Students with Disabilities to be Trained under ‘Hunar Se Rojgar Scheme’ NHFDC & ITDC signs an MoU
- Merger of Bharat Heavy Plate & Vessels Limited with Bharat Heavy Electricals Limited
- Merger of Bharat Heavy Plate & Vessels Limited with Bharat Heavy Electricals Limited
- Allotment of MIG Flat to the family of victim of sexual violence in Delhi in December 2012
- Extension in the tenure of the National Commission for Safai Karamcharis (NCSK) up to 31st March 2016
- Rationalisation of pay and allowance to licensed category of employees of Air India in line with Industry practice and standard over and above the DPE guidelines
- Payment of statutory dues, salary and wages in sick/loss making CPSEs under the Department of Heavy Industry
When I was reading 11 Tips to Succeed as a Nomadic Entrepreneur, I found myself identifying with a lot of the issues. While I wasn’t a full time nomadic entrepreneur, I was doing a decent bit of traveling, and had to manage my time as a freelancer and COO. In fact, many of us probably identify with issues of time management, organizational flow and controlling budgets on the move.
Since I wanted to become a full time nomadic entrepreneur in the near future, I sat down and tackled the biggest issues that would cross my path while I was on the road. It seemed obvious that one of the biggest factors for success in a nomadic business was being able to go mobile. I then started a list for the apps that would help professionals on the go. Hence, I bring you, 11 apps to succeed as a nomadic entrepreneur.
Scaling a business is difficult, especially before you start traveling. As a nomadic professional, sometimes the simplest course of action is the best. Keep all of your information, presentations, payroll sheets, and vital items safe and accessible simply by using Dropbox. Access your info from your phone, your tablet, or your laptop.
If you’re a traveling business professional, you have to admit that just the name of this app makes you happy. Its functions will make you even happier. When you have a tight schedule to make sure your adventures don’t interfere with work, creating events by voice alone saves time. Make lists, keep events safely separated, and use your time wisely and efficiently.
Income is a worry when you’re becoming nomadic. You need something that keeps you in touch with the funds you have. Mint does everything, from letting you know about your investments to keeping an eye on your spending habits.
4. Remember the Milk
As the name suggests, this app is a great for the details. It’s also essential for delegating from anywhere. Assign tasks no matter where you are. The ability to sync up via phones, tablets, and the web allows you to keep tabs on what your team is doing.
5. Documents to Go
If you need something a little more complex, try Documents to Go. It allows the creation and sharing of spreadsheets and PowerPoint presentations, which lets you keep up with your employees’ accomplishments. You can also go in, make notes or changes, and share your ideas with them.
6. YouMail Visual Voicemail
Avoid issues with logistics and time management by scanning calls, reading your voicemail, and offering personal greetings even when you can’t answer the phone. Make the most of your time without the worry of missing important calls or adventures.
7. Wikinvest Portfolio
When revenue is an issue, you need to create spending and saving plans. This app lets you know about your revenue options. Wikinvest keeps you aware of your financial situation with the help of a professional community. You’ll never get stuck without money and you’ll worry less about your finances.
In addition to delegating, it’s important to let your staff know where you are, where to reach you, and when you’re unavailable. Evernote lets you geotag, so while you’re keeping up with your coworkers, they’ll also know when it’s a bad time to bother you.
9. Wi-Fi Finder
As a nomadic entrepreneur, you also need practical apps. If you can’t find a Wi-Fi connection, for example, how can you connect with your team? With Wi-Fi finder, quickly find a wireless connection for your T-Mobile Nokia Luma 810, tablet, or laptop, and get on with your business.
While traveling, keep track of all the details about your trip. Just keep your travel schedules separate from your work notes. This app also helps you keep up with rental cars, rooms, layovers, and canceled flights.
And if you get to put something on the expense account, why not? This app will help you keep track of your spending habits, while making sure you don’t dine on the company dime too often. Scan all of your receipts to make sure you’re not going over your budget.
With these apps, you’ll never have to worry about what’s going on back at the office. Can you think of anything else you need to become a nomadic traveler?
Kelsey Libert is a speaker, entrepreneur, and Internet enthusiast. She’s a chief development officer for a diverse website portfolio, where she runs the content development strategy and execution for several websites, and counting.
Nation Building can be succinctly understood as the total progress and sustainable growth of the country. There has been uproar in the country on the dwindling economic growth, falling education quality, safety of its citizens, persistent state of the poor & the state stricken with poverty, food security vis-a-vis public distribution system. India witnesses co-existence of dearth of amenities and untapped resources which has pithy potential to accentuate nation building process.
Nation Building originates with its meaning in the present scenario as the building up of nation, reconstruction, peace building, state-building transpired due to a war, devastation led by man-impeded acts or natural calamities. However, In 1990s, United Nation, emphasized in its Human Development Report on the essential components like health and education in its development processes, along with the ruling aspect of economic development. And by 2012, these parameters became indispensable features of any development programs, government policy, national or local effort towards nation building. The appendage is not only a coerced process of modernization but a steadfast approach towards tuning nation towards sustainable growth by ensuring best provisions for its main co-player, the citizens, who form the foundation of the Nation building process. As illustrated by Benedict Anderson in his Imagined Communities, ”a nation is a community socially constructed, imagined by the people who perceive themselves as part of that group. He further said that Members of the community probably will never know each of the other members face to face; However, they may have similar interests or identify as part of the same nation.” sovereignty, solidarity and harmony in the Nation.
Nation, inexorably, stands as one in coherence and solidarity when it has channelized motivated mass intended towards its progress. Collective Consciousness, as popularized by French Sociologist Emile Durkheim, is efficaciously an irrefutable element towards Nation Building which is definitely not a modern concept but the approach to Nation Building has been tweaked in pro-modern ways.
For Nation Building-process to be operative, the key pillars identified in the state are Government, Civil Society and the Corporate. It will be appropriate to insinuate the key players of Nation Building as women- the progressives, children- the future, youth- the power, men- the supporters, media- the neutrals, education system- the educator, Health system- the insurers. Can we also give a brief attention to pestiferous subjects? Those are violence, illiteracy, unemployment, crime, epidemics, maternal & infant mortality, corruption, poverty, malnourishment and even insignificant subject like lack of awareness, participation, lack of three Cs- Commitment, collaboration & communication. And that is why many of the programs, initiatives fail- not because of the lack of strategy but due to successful implementation. Nation building calls for integration of all the pillars with its major players to deracinate the maladies from the society to make it surreal but a factual nation of prosperity.
Chronicle expositions elucidated that the process of Nation Building has always been a collective event, agnated by people & their kin, government & non-government entities, Art & Culture, Drama & Dance, scripture & writers, needy & the progressives. It will not be primitive to say that the demand for Corporates’ contribution and participation has emerged as inevitable & also, has the potential to play an instrumental role in Nation Building & its sustainability. Dr. APJ Abdulkalam spoke at CSR Summit 2012 organised by the ASSOCHAM with the theme “Empowering Sustainability-Promoting Responsibility” on 20 December 2012 in New Delhi and stated that “Sustainable development refers to a mode of human development in which resource use aims to meet human needs while preserving the environment so that these needs can be met not only in the present, but also for the generations to come.” Contribution towards Nation Building has come to be considered as an investment for the corporate and not expenditure.
One of the strong examples of such social investment is the corporate social responsibility arm of Usha Martin Limited, Krishi Gram Vikas Kendra (KGVK). Its mission is to facilitate integrated progress and prosperity in rural Jharkhand – one of India’s most impoverished states.
To bring the benefits of economic development to a community left behind. Under such a vast umbrella, KGVK minutely & innovatively ensures women-led Self-Help Groups and community-based organizations in Jharkhand. Women, who had never been inside a bank before, today maintain over Rs 35 lakh in savings. It has also strengthened local livelihood platforms by ensuring intervention in Agriculture and dairy enterprises, Forest-based livelihoods, Vocational training based on rural needs. KGVK’s program could not have been much progressively and comprehensive to have focused on education by offering quality primary education to first-time learners, including dropouts and young adults. KGVK has introduced Mouse on the Wheels program. It is a mobile computer lab mounted on a bus moves around the Ranchi Sadar and Namkum Block areas. Each four-month course teaching basic computer operations is free for needy and deserving children, especially girls.
In a state- Jharkhand- where only 11% of it’s population has access to institutional health care; infant mortality rate is at 69 per 1000 live births; only 36% of new mothers receive the three mandated antenatal care visits; only 30% of infants are fully immunized; almost 80% of children suffer from anaemia, 59% children below 3 years of age are underweight. KGVK rolled down mobile health vans in remote areas well equipped with a first aid kit, an X-ray machine and pathological support for blood collection. A doctor accompanies the mobile van from time to time.
Initiatives by corporates do not restrict here. Banking sector has shown tremendous commitment towards building its people and the society. ICICI Bank, through ICICI Foundation, fastens the process of financial inclusion and thereby, giving greater emphasize on inclusive growth. ICICI Lombard General Insurance Company launched India’s first index-based insurance to protect farmers from weather-related risks. Through a transparent and easy to administer rainfall-index, ICICI Lombard General Insurance Company reduced transaction costs, enabled quick payouts and made insurance and its benefits more accessible to small and marginal farmers. In alignment with the National delivery systems and endeavours like National Rural Livelihood Mission, ICICI shows efforts in skill development by installing low input cost and high returns, and are self-sustainable. Such courses include beautician training, mobile phone repairing, tailoring, cattle breeding and vermi composting. To ensure foreward linkages, it is attempting to facilitate job placements through industry linkages.
When basic needs become a necessity, clean and safe drinking water has relentlessly remained, and lately much talked about in every national and international forum, a mooted challenge for India. Cadbury extended cost-sharing under National Rural Drinking Water Program, NRDWP.
Cement Industry has been the forerunners with ACC Limited showing enduring commitment towards building community-state. Apart from continued support rendered in health & education, ACC‘s Gujarat Mason training was a remarkable initiative. Anticipating a scarcity of skilled masons, during rebuilding Gujarat out of the devastating earthquake in 2001, ACC trained supervisors for the reconstruction work – especially in Kutch, Rajkot and Surendranagar districts, the company evolved a scheme to provide construction related training to over 2500 unemployed persons (mostly youth) in earthquake affected villages. his was perhaps the country’s first formal training programme of this magnitude for masons and site supervisors, organised by ACC.
We have seen strong Corporate believers in Nation Building. Mr. Mittal, Chairman & Managing Director, Bharti Airtel said, “Education is quite rightly a key focus area for many of the corporate philanthropic initiatives. We, at Bharti Foundation, are running 236 primary schools catering to over 30,000 students. Many corporates are supporting skill development initiatives too. I personally believe, this is going to be a critical area of nation-building in the days to come. Today, 320 million of our population belongs to the 6-16 age group. Ten years down the line, this large section of the population is going to join the workforce. Our failure to engage this population productively could be disastrous. We already have seen signs of disturbance in the shape of the Maoist trouble” (The role of business in nation-building, December 2009, The Economic Times).
Role of women in Nation Building has been considered significant around the world that Phillippines has brought special ”Women in Development and Nation Building Act” 2012 for giving power and onus on to the women towards their remarkable commitment and notable role towards nation building.
The Companies Bill, 2011 was passed by the Lok Sabha on 18 December 2012, on its enactment will allow the country to have a modern legislation for growth and regulation of corporate sector in India. The existing statute for regulation of companies in the country, viz. the Companies Act, 1956 had been under consideration for quite long for comprehensive revision in view of the changing economic and commercial environment nationally as well as internationally. In view of various reformatory and contemporary provisions proposed in the Companies Bill, 2011, together with omission of existing unwanted and obsolete compliance requirements, the companies in the country will be able to comply with the requirements of the proposed Companies Act in a better and more effective manner. Amendment in Clause 135, sub-clause (5) illustrates, that Corporate Social Responsibility as mandatory for corporates and reads as-“The Board of every company referred to in sub-section (1), shall ensure that the company spends in every financial year, at least two per cent of the average net profits of the company made during the three immediately preceding financial years, in pursuance of its Corporate Social Responsibility Policy.” (Ref: www.indiacsr.in)
Sachin Pilot, Minister, Corporate Affairs, said that “it has a suggestive list of 10 items in the bill on which companies can spend funds including vocational skills and environment sustainability. But, we have left it open for corporates to decide-what fits in with your philosophy, what’s your passion. The corporates’ association in Nation Building can be of utmost importance. Pilot added that India is perhaps going to be the first country in the world that will have corporate social responsibility in the statute. Only certain companies will qualify for CSR-those that have a turnover of over Rs 1,000 crore, value of Rs 500 crore and average net profit of Rs 5 crore in the preceding three years. These companies have to give 2% of their profits” (Economic Times, 20th Dec 2012, Corporate Social Responsibility a Leap of Faith for the Government)
Dr Sam Pitroda, advisor to the prime minister of India, spoke at IIMA alumni association on ‘Nation building in the 21st century and challenges faced’ & emphasized that Collaboration, cooperation and new ways of thinking are the new rules of nation building. He added that “human rights, environmental concerns, democracy and people’s participation are the key elements required towards nation building in today’s time” (DNA, 16TH Jan 2011: ‘Nation building is all about people building’). It is imperative to see Corporate playing to a crucial role in Nation Building. 21st Century has witnessed a shift in the accelerated participation of corporates. Though the nation building process is a collective action and people’s participation is inevitably the prime factor, it should not ebb in the erratic fashion of pluralism of the country. Rather the nation building process should invoke and supplement to the unity of the plural India.
Nation Building needs to gain momentum to counter the rising chasm, between rich and poor, women & men, cultural heritage v/s religious extremism, population & pollution, stimulus v/s sensitivity, and address it in an ameliorative way. Hon’ ble President of India quotes “ We are all equal children before our mother; and India asks each one of us, in whatsoever role we play in the complex drama of nation-building, to do our duty with integrity, commitment and unflinching loyalty to the values enshrined in our constitution”. The process needs to be an nrboken series of constant efforts, ensuring a possible continuum of possible values, integration and association to transmute and ensure uninterrupted & rising graph of progress. Nation Building is the confluence of intended & operational efforts & stimulus by various systems in the country & the citizens.
Ministry wise PIB releases
- Prime Minister of United Kingdom calls on President
- PM’s remarks to media after the all-party meeting convened by the Speaker
- Meeting between Mr. Jitin Prasada, Minister of State for Human Resource Development, India and David Willetts, Minister for Universities and Science, United Kingdom
- Ministry of Youth Affairs and Sports Urges Member IOC to take up Exclusion of wrestling from Olympic Core Sports with IOC Executive Board Urgently
- Boost to Manufacturing Needed to Address the Job Creation Challenge: Anand Sharma
- Department of Commerce’s Statement on import of gold jewellery from Thailand
- Global crude oil price of Indian Basket declines to US$ 113.65/bbl on 19.02.2013
- Ayush Scholarship Schemes for Foreign Students
- Government to have a Second Look at Procurement and Production Policies : Antony
- Ministry of Water Resources notifies the Final Award of CWDT
- The Government has always attached a very high priority to the Effective implementation of the PoA Act says Kumari Selja
- Madhav Lal Joins as Secretary MSME
- Scindia Condolence Malviya’s demise
Civil Aviation Authority with Greater Financial and Operational Authority to Replace DGCA The Minister for Civil Aviation, Shri Ajit Singh today said that Civil Aviation Authority, (CAA) will soon replace the Directorate General of Civil Aviation(DGCA). Addressing a press conference, the Minister said that the Bill for creation of the Authority is likely to be introduced in the second part of the Budget session of Parliament. The Civil Aviation Authority will be headed by a Chairperson who will be supported by Director-General and seven to nine members. Chairperson, DG and Members will be appointed by the Central Government on the recommendation of a Selection Committee. In this backdrop, the CAA would take over the responsibilities of the DGCA in areas like air safety, airspace regulation, setting aviation standards, licensing of airlines, pilots, air traffic controllers and consumer protection.
It would have financial and operational autonomy to take expeditious decisions on matters relating to a range of activities. It will have power and authority to call for information including financial information and conduct investigations, power to issue directions, power of seizure, power to punish any person, operator, company or a Government Department, if they fail to comply with its orders or directions and the punishment will be in the form of fine as prescribed under the Rules.
The Authority shall have full financial autonomy and shall have a separate fund, the “Civil Aviation Authority of India Fund” which will be used for all expenses of the authority in connection with the discharge of its functions including salaries etc. The Authority will be a self-funding entity duly authorized by the Government and will have power to fix and collect fees and charges for all functions, duties and services required to be performed by the Authority. Authority may levy charges for safety oversight functions of the air navigation services, safety fee from the passengers for safety oversight functions and safety fee for surveillance inspection of air transport operators etc. with the prior permission of the Government. It is proposed to create this fund by collecting fee from air navigation service providers and passengers in additional to the budgetary support given by the Government.
The main functions and powers of the proposed CAA, which would replace the Directorate General of Civil Aviation (DGCA) will be to regulate civil aviation safety and provide for the better management of civil aviation through safety oversight of air transport operators, airport operators, air navigation service operators and providers of civil aviation services. It will also issue licenses, certificates, permits, approvals etc. required to be issued under the Aircraft Act, 1934 and Aircraft Rules. Besides, it will also provide environment regulations for airports, airlines and other civil aviation activities and protect interest of the consumers.
The minister said that the reasons for establishment of Civil Aviation Authority (CAA) are because of shortage of trained human resource, its inability to recruit and retain adequate manpower due to procedural and structural problems. The manpower has remained the same over the years though passenger traffic, cargo and aircraft movements have increased manifold. Therefore, DGCA is overloaded with increased work and under-staffed. It has limited delegation of financial powers and incapable to make adequate structural changes to meet the demands of a dynamic Civil Aviation sector.This necessitates replacement of DGCA with CAA which will have more administrative and financial power to deal with the fast changing domestic and global aviation scenario.
(Release ID :92338)
As companies embed corporate social responsibility into their businesses, the value of working with CSR consultants isn’t always clear.
In many cases, companies don’t need to hire outside consultants. For example, if you understand your company’s social purpose, your communications team should be able to get the message out. Or if you’ve made CSR a human resource priority, you shouldn’t need outside help to increase employee engagement or establish a volunteer program. If you have the right NGO partners, it’s best for your own people to improve relationships with these organizations.
But there are some exceptions. These include areas such as social audits of supply chains, environmental impact assessments, and measurement of social outcomes where third party verification/assurance is appropriate and necessary. Overall,the objective should be to build internal CSR capacity wherever possible.
As the demand for CSR consultants is diminishing, the supply is increasing. For example, a Google search for CSR consultants revealed more than 5,000 results in New York City, 4,100 in London, 1,600 in Mumbai, 1,000 in Johannesburg and 327 in Beijing. There’s now so much choice that corporations that are new to CSR or need to improve their programs have a hard time selecting the right CSR advisor.
I thought it would be helpful to create a checklist for corporations to use when they need to find a CSR consultant. Here are six criteria that I think are particularly important:
1. Breadth of Experience: Have they worked in different business categories? Have they worked for corporations and not-for-profit organizations? Have they worked for small and large businesses? There is valuable cross-learning that comes from applying CSR in a wide range of situations.
2. Depth of Experience: There are many people who are passionate about CSR and have started consulting in this area. When selecting a CSR consultant, you need to balance enthusiasm with experience.
3. Diversity: Work with CSR consultants who reflect the internal and external audiences you need to reach and influence. This means the consultant should have access to a wide range of different opinions and to people of different ages, genders and ethnicities.
4. Building Capacity: The best CSR consultants place a high priority on putting themselves out of work. As described above, most aspects of CSR should be handled internally. Avoid consultants who are excessive self-promoters.
5. Experience with Social Change: It’s not enough to have academic credentials and practical experience in business. CSR is about bridging the gap between profit and purpose. This means that your advisors need to understand how social change works.
6. Inspiration: You should find a CSR consultant who inspires you to be provocative in a positive and appropriate way. Some of the best CSR advisors I know are also artists or musicians. (Another common trait seems to be a passion for bicycling!)
This list isn’t intended to cover specific aspects of CSR advisory services such as environmental sustainability or legal advice on climate change and emissions, areas where decisions are made almost solely based on professional and technical expertise.
I’m often asked about who I think is doing remarkable work in this area. There are thousands of individuals and organizations who are working in CSR and it’s impossible to keep up with who’s doing what. However, here are three US-based organizations that are doing great work:
BSR: BSR has a global network that works with businesses to create a just and sustainable world. The organization offers consulting services in seven areas: strategy and integration, human rights, sustainable local benefits, stakeholder engagement, supply chain sustainability, reporting and communications, and climate change.
FSG: Mark Kramer and his colleagues at FSG “believe that solving the world’s most challenging societal problems requires new ways of thinking, acting, and partnering,” according to the company’s website. Kramer and FSG co-founder, Professor Michael Porter, are also the architects of shared value, “an approach to meeting business objectives that creates a competitive advantage for corporations through innovations that address society’s needs and challenges.”
Mission Measurement: Jason Saul and his team help their clients by measuring social impact and creating value through social innovation. They help corporations, public sector agencies, nonprofits and foundations create value through social change and empower them with data to solve social problems more efficiently.
Regardless of who you choose to work with, remember that CSR consultants are just a stopgap. The most meaningful effort happens inside your organization with your own people.
Having recently gone through an employment change at 55, I battled my own demons as I thought about the possibility that somebody would actually hire me, versus the options a potential employer has to fill their openings with someone younger and cheaper.
It wasn’t just about finding a job. It was about finding a job I wanted. It was about taking whatever steps necessary to “stand out” among the candidates being considered for the role I was interested in. Preparing myself to compete in a tight job market required me to take stock of the factors that were motivating me to action.
The first was reflecting on the question, “Why am I still looking to be gainfully employed at my age?” My dad retired at 59, and he’s enjoyed his retirement to this very day (he turns 84 this year). In the generation of my parents, with life expectancy a decade less than it is today, retiring between 60 and 65 years of age was the norm. Looking at my generation, many of us “Baby Boomers” lead healthier lives than our parents did. We eat better, exercise more, smoke less, and take better care of ourselves. We can expect to live longer. Given this, why not extend our professional careers at least a decade beyond that of our parents?
Another factor influencing people to remain employed longer is a financial one. Not being children of the Depression Era, our spending and saving habits were not as rigorous as our parents, and many of us extended ourselves, having taken on bigger mortgages, and paid to put our children through private high schools and college. Additionally, we may have gone overboard with the wedding plans for our children. The list of financial commitments made over the years is staggering.
Whether by choice or necessity, many of us who may have wanted to retire at the age our parents did could be facing another 10 years of employment, with retirement more likely closer to 70 years of age versus 60, particularly if we want to live comfortably in our “Golden Years”. There are many things you can do to strengthen your candidacy when you are faced with finding employment in your fifties or later. Here are four areas to focus on:
1) Research the market rates for the positions that you plan to apply for
You need to understand what the market is willing to pay for a person with your background and experience. Know that your most recent total compensation package may not represent what the market is willing to pay. This is particularly true if you were released from a company that employed you for many years, providing you with annual increases that brought your total income to a level that is no longer “marked to market”. This is important. While you may feel you deserve every dollar that you made, you need to understand that if your goal is to earn “not a penny less” in your next job, you may be searching for a job for a long time. Make an effort to understand what the market is willing to pay for a person with your experience, and prepare yourself to be willing to accept this level of compensation.
2) Maintain your professional networks
It may be overstating the obvious to remind you that who you know is more important than what you know. Don’t confuse this point, because what you know is in fact important, it’s just that who you know is more important first.
Today, the internet is an easy and effective way to identify employment opportunities (Monster, Dice, CareerBuilder, Indeed, etc). Research the companies offering the jobs by perusing their websites. Find out who is employed at those companies by scouring a source like LinkedIn and research what is being said about the quality of those firms as an employer (Glassdoor is a good site for gathering this intelligence.) Once you have done your research submit your resume and cover letter. Sounds easy, right? It is not.
If everybody is looking for a job in this manner, you need to differentiate yourself from everyone else. How can you do so? Use your social networks! Do you know anybody who is employed at the company where you are a candidate? Would they recommend you? Have you worked with them in the past? Have you kept up with them, so they would be comfortable recommending you? If you’re not great about keeping up with current and former work colleagues, professional acquaintances, fraternity or sorority brothers and sisters, etc., then make a renewed effort at this, as it will most likely pay off for you when you most need it.
3) Don’t become obsolete
As you age, you must embrace technology and its rapid daily evolvement. I know you have no idea what makes a “smart phone” smart, and for the life of you, you don’t understand why your daughter keeps insisting on installing something called a “router” in your house.
Here’s the best advice that I can give you: Don’t become your father. Remember how after they stopped making vinyl records, he stopped having an interest in music? Think about how every time he comes to your house, he pushes every button on your remote controls, to the point it takes you an hour to get everything back to normal. It’s safe to say that at some point, he made a decision to stop embracing technological change, and now he’s become an outlier when it comes to understanding how the advances in technology enable and empower the world in which we live and work. It is imperative you keep up with technological change and embrace it. Don’t allow yourself to become the equivalent of a “technology dinosaur.” Today’s companies embrace technology and use it to their advantage when competing for business. Don’t allow yourself to be eliminated from consideration for a job you desire because you have lost touch with technology.
4) Preparation, preparation, preparation!
The great basketball coach John Wooden said, “Failing to prepare is preparing to fail”. I couldn’t agree more, nor could I give better advice. Here are several key components to being prepared:
- Have your resume professionally done for you – There are dozens of companies willing to help you with this, many of whom will do it for free. Most employment companies have a “resume production” team or capability, and can work with you to create a resume that is germane to your experience and highlights your greatest competencies.
- Check your wardrobe – Have you been working in a “business casual” environment for years? Does your suit or blouse no longer fit the way it did when you purchased it? Is the style of your clothing representative of a different time? Spend a little money to make certain the first impression you make is a quality one.
- Have you researched the company you will be interviewing with – Do you know what their annual revenue is? Do you know what their primary product and service offerings are? Are they a public company? If so, what is their stock trading at? Do you know where their primary offices are? Do you know who their main competitors are? Have you read their website? Do you know who the members of the leadership team are? Take the time to learn this information, as it may distinguish you from your competitors during your interview.
- Interview your interviewer – This is a must! When the interviewer finally asks you if you have any questions, it is not ok to say, “No, not at this time.” Be prepared to ask your interviewer two or three questions. Asking questions expresses genuine interest on your part. Here are a few you can ask:
- “What are the strategic plans for growth for the company over the next three years?”
- “Who are your main competitors, and how do you go about beating them, in the markets where you compete with them directly?”
- “What is the company’s commitment to community service?”
- “Does your company have a Mission Statement or Core Values statement?”
- “How would you describe the culture of your organization?”
While the “Baby Boomer generation” is more inclined to seek permanent employment, the workplace has evolved to a point where most companies now employ a mix of consultants and contractors as a strategic component to their workforce. Many staffing companies work with their clients to place both permanent and temporary workers with them, and can be a terrific resource in helping you find that next great job. These tips are equally useful should you desire to pursue contract work instead of permanent employment. Hopefully I have given you enough information to encourage you to tackle the employment marketplace with confidence. Great luck and success in landing your next big role, even though you’ve moved well through your 50s and your 60s are fast approaching!
Author: Eliassen Group as its Staffing Business Development Leader and CMO in October 2012. He also served as the senior executive for Fidelity’s HR Access Solutions in Paris, France, from 2004 through 2006.joined
The following career advice is what I believe to be the top eight things graduates should know before joining the workforce.
I am sure there are additional tips you can bring into the workforce but these are a great start to ensure you begin on the right foot.
1. Time Management
Time is finite. Once it is gone you cannot take it back. Once a deadline is missed there is no turning back. If you missed an assignment, you risk a lower grade. But in the working world it can mean losing a job project and the company having to incur financial losses. Learn time management skills and you end up being more productive, effective, and efficient.
2. Do More, Talk Less
It’s far too easy to be convinced by people who say you can talk to impress people. And I do not deny that, but eventually your work has to be the proof that you are a good worker and you are dependable. You need to decide if you will do more and talk less or do less and talk more.
3. Being Present
Being present means two things to me. Firstly, it means be on time every time. This ranges from a small internal meeting to meeting your deadlines. It means being there when you are needed. Golden opportunities present themselves when you are present. Secondly, being present means focusing on what is the work that needs to be completed. It also means being mindful and fully aware of your surroundings.
4. Give Your Work A Routine
Develop some form of routine and be disciplined to stick to that routine. This is related to time management but goes beyond the time management that you do in the office. Have a routine for your life. Give yourself time – block off time for yourself to read or even do the chores like laundry, etc. Start to be more organized than when you were in college. Stick to this career advice even though it does not relate to career building. You will soon see the wisdom of it.
5. Be Nice
Learn to be authentic and avoid politics. Of course, sometimes it is tough not to get involved at all. But you can learn to avoid it and be real. Be authentic to your values. These are your anchors that hold you when people change and agendas change. Be nice to people regardless of rank and designation. Smile often. Say your “please” and “thank you.”
6. Compete With Yourself
Compete with no one else. Of course, no matter what is said and done, you will always be peeping at the next guy to see how he is doing in his career.
But don’t be overly affected by competition that you forget to look at yourself. Be the best you can be in this long cross country marathon, it is filled with detours and stops. When you focus too much on your competitors you may get lost. It’s one of those graduate career advice you need to experience to know what this truly means.
7. Create, Not Just Discover
Life is as much about creating as it is discovering. I hear far too often fresh graduates saying, “I need to discover myself.” But is life all about discovering yourself? It is and it is also not. Life is as much as creating the you, you want to be as it is in discovering the you that you are.
The truth is somewhere in between. So, when you get a job that is less than satisfactory for you, use it as a pedagogue to discover yourself. More importantly, use it to give you hints at creating the self you want to be.
8. Fun Is In Learning
There is a lot of fun in learning. If you understand being present in my earlier advice, then you will know work life presents so much you can learn and be paid for it. Learn to love what you do and learn to love learning. Because the chance to do what you love maybe far and in between. When you find fun in learning then you will be constantly improving yourself. Learn to love books and all sorts of books. There is no need to stick to books in your own industry.
These are the eight things I consider solid career advice for any graduate. A new phase of life has just begun. It’s a long road of work from now on. There is no need to take the whole in one breadth. Take time and enjoy life while honing your skills as you move along.
Photo Credit: Shutterstock
About Yun Siang Long
Yun Siang Long, or Long as he is popularly known, spent 16 years in three multinational ad agencies where he also trained people in areas of.
istance Learning 101What is distance learning? How do I know if a school is legitimate? Can I take all of my classes online? How long will it take to earn a degree? How can I pay for it? Get the answers to these and all of your distance learning concerns at our Distance Learning 101 page.
- Online learning helps many graduates prepare for a new career, meet like-minded colleagues, and change their lives. See what other virtual students have to say and share your own story.Online students share unique struggles. What do you see as the biggest challenge online students face?There many smart reasons to choose distance learning over traditional schooling. What’s yours?Exceptional online classes tend to share some common traits. See what makes these courses so special.Online college isn’t for everyone. Before enrolling, take a look at these ten reasons not to choose online learning. Knowing the potential disadvantages will help you better decide whether or not it’s the right choice for you.If you’re considering enrolling in an online college, take the time to prepare. These 10 tasks can help you choose the right program, balance school with your other responsibilities, and have a successful experience.Why are high schools and colleges now requiring students to complete some of their course requirements online? Find out how online classes benefit both schools and students.How do you recognize a struggling online college? Stay on the lookout for these 10 warning signs.
If you’re looking for ways to succeed in your virtual classes, need to find a distance learning program that fits your needs, or simply want to keep informed about the ever-changing world of online education, please subscribe to the free About Distance Learning Newsletter.Do you wear your pajamas to the midterm? Buy eye drops in bulk to sooth your tired eyes? Let the world know what serious or silly traits online learners have in common.Top 10 reasons why online education continues to grow in popularity.There are two ways to quit college: One way lets you leave with a clean transcript and the possibility of returning to school in the future. The other doesn’t.If you forked over your tuition funds to a diploma mill without recognizing the difference between a reputable school and a shady business practice, you may still be able to recoup some of your money. From asking for a refund to filing a Better Business Bureau complaint, this article will show you what steps to take next.Online learning has made a major impact in the world of education. Recent studies show that online learning is an effective and reputable way to earn a college degree.Online colleges are experiencing a major problem: cheaters. Here’s why online college students are choosing to cheat online and what schools are doing about it.Not every online college class goes smoothly. Just like traditional students, online college students have pet peeves about their courses, curriculum, tuition payments, and professors. What is your online college pet peeve? Share your answer and see what other online students have to say.If you’re new to the world of elearning, this article will walk you through the basics of online university programs.Quality online colleges don’t have to rely on gimmicks to get new enrollees. However, subpar online colleges often use recruitment tricks such as big promises or incentives to convince potential students to enroll. When you’re researching online colleges, be on the lookout for these 5 shady recruitment strategies.Online education is often preferred by professionals, parents, and students who need a flexible school schedule. This article will help you understand the basics of online education, recognize its benefits and drawbacks, and choose an online education program that fits your needs.Distance education programs are more popular than ever. College and high school students now have hundreds of legitimate distance education schools to choose from. If you’re new to the idea of learning through distance education, here’s what you’ll need to know.
Online degree programs have grown in number and reputation. Today, you can choose from thousands of accredited online degree programs at both the undergraduate and graduate level.e-Learning, or electronic learning, is any type of educational instruction that occurs through the internet.After being accused of offering excessively easy coursework to college-level athletes, Brigham Young University closed their independent study program to these sports stars altogether.Successful online students have a few things in common. If you want to ace your assignments, thrive in classroom discussions, and overcome the challenges of virtual learning, give these ten tips a try.Brigham Young University’s popular independent study courses are offered to everyone – except for college athletes. Critics argue that excluding one group is unfair and that the practice of exclusion will spread to other online programs.Before you sign up to take online classes, check to see if you have the habits of highly successful distance learners.See the top 5 misconceptions about online learning dispelled.If you’re ever feeling discouraged with your distance learning courses, just consider the many ways earning an online degree can enrich your life.
When the economy is in trouble, many professionals turn to online learning. Here are ten reasons why earning an online degree is a smart way to deal with a recession.The College Opportunity and Affordability Act of 2008 renews the Higher Education Act originally passed in 1965. It also includes several pieces of legislation that will affect online students.The first week in an online class can be a little disorienting. New students must learn to navigate a virtual “classroom,” interact with their peers and professors without actually seeing them face-to-face, and balance their assignments with their everyday lives. These ten tips can help you succeed in your online class from the moment you begin.Applying to an online college can be particularly nerve-wracking. It can be difficult to know what your chosen program expects, especially if you don’t know anyone who has “attended” the virtual school. Here’s what many online colleges are looking for in their ideal applicant.Since most online schools do not require in-person interviews, admissions officials pay particular attention to the college recommendation letter. Your college recommendation letter will be used to evaluate your strengths and determine whether or not you’re a good fit for the school. This article will show you how to choose an effective writer and submit a persuasive college recommendation letter.Since most online colleges do not require face-to-face interviews, the admissions essay is the primary way administrators get to know applicants. Here’s how to write an online college admissions essay that “wows” your audience.Stephen Gatlin, president of Gatlin Education Services, shares his tips for student success.The most important step in choosing a school is making sure it has the right accreditation.Navigating the distance learning world can be tricky. Online students must learn to dodge the shallow promises of disreputable schools, manage their work, and use their diplomas to their advantage. As you continue your journey through the maze of virtual learning, avoid these seven common mistakes of distance learners and save yourself some hassle.Before you start your distance learning program, you’ll probably need to turn in an application, complete with transcripts and test scores. The most common admissions tests are the SAT and the ACT. The scores for these tests are used to determine whether or not a student will be a good fit for a particular college.Do you have the silly traits of many distance learners? You know you’re an online student when…
Have questions? We have answers. Find the answers to the most commonly asked questions about distance learning.
The 12th Five-Year Plan points out crucial interventions to achieve ‘sustainable and inclusive’ infra targets.
The 12th Plan (2012-17) document, like all other Plans, is soaked in numbers. (These numbers were analysed in the “Infratalk” column last month.)
But an investment-led growth revival, driven by infrastructure, is not simply about projecting a set of numbers, and hoping and praying they will happen.
The mantra of the 12th Plan, “faster, sustainable, and more inclusive growth”, requires crucial interventions towards creating the right ecosystem to achieve the Rs 56.32 lakh crore infra investment target.
Here is my pick of the top 15 “must-dos” from the 12th Plan document.
British Prime Minister David Cameron [ Images ] said on Monday he wanted his country’s companies to help India [ Images ] develop new cities and districts along a 1,000 km (600 mile) corridor between Mumbai [ Images ] and Bangalore, generating investment projects worth up to $25 billion (approx. Rs 135,550 crore).
Kicking off a three-day visit to India with the largest trade delegation taken abroad by a British prime minister, Cameron said he wanted British firms to work with the Indian and British governments to develop nine districts to link Mumbai, India’s financial capital, with Bangalore, its tech hub.
“With me I’ve got architects, planners and finance experts who can work out the complete solution,” he told an audience of business people and workers at Hindustan Unilever Limited.
“It would unleash India’s potential along the 1,000 km from Mumbai to Bangalore, transforming lives and putting British businesses in prime position to secure valuable commercial deals.”
India should open up its markets to allow foreign direct investment in hitherto closed sectors, he added.
His office said forecasts showed 5.8 percent of India’s population growth would be in the corridor, contributing 11.8 percent of the country’s gross domestic product growth by 2020.
The first phase of the project would involve investment in physical infrastructure, such as transport networks, telecommunications and power generation. Later construction would concentrate on social infrastructure such as welfare and education.
India has pushed the building of giant development “corridors” to accelerate the growth of its manufacturing base, which has lagged behind its IT and services industry.
The government has also planned to build 24 new industrial cities along a 1,483 km (920 mile) railway line between New Delhi [ Images ] and Mumbai with Japanese funding, but the project has progressed slowly.
Cameron’s office said British and Indian officials had been working with business representatives from the two countries on the Mumbai-Bangalore project since last year and had produced an initial assessment of its scale and potential.
The British government would be willing to co-fund a feasibility study, on a match funding basis, with the Indian government costing up to 1 million pounds.
By 2030, if realised, the project could generate close to half a million jobs, while indirect jobs could bring the total in the region to two million, Cameron’s office said.
“Our initial scoping work suggests that accommodating the 3-4 million people attracted to each of the new cities would require close to 1 million new homes, up to 120 schools, 10 colleges and hospitals,” the office said.
Cameron also said Britain planned to change the visa system to allow Indian business people to get a visa in one day.
What an Idea Sir Jee !
Shivaji did not strive for ‘Marathi raj’ but fought for ‘Hindavi Swarajya’ or self rule by Hindustanis. He was one of the great personalities of not just Indian but world history, says Colonel (retd) Anil Athale.
February 19 is the 384th birth anniversary of Chhatrapati Shivaji, one of the great sons of India [ Images ]. Unfortunately no historical figure has been so disfigured by his so called followers and admirers as Shivaji. He has been thoroughly ‘regionalised’ by Marathi politicians and reduced to a Marathi icon rather than a pan Indian personality that he was.
Shivaji did not strive for ‘Marathi raj’ but fought for ‘Hindavi Swarajya’ or self rule by Hindustanis. Of late in a further debasement, some caste leaders have even sought to make his a leader of ‘Maratha’ caste. His uninformed critics on the other hand paint his as a ‘Hindu’ fanatic.
On his birth anniversary this is an attempt to restore him to his genuine position as one of the great personalities of not just Indian but world history.
Islam came to India in the eighth century but was confined to the Sindh province. In the 13th century, tribes from present day Afghanistan attacked and captured most of the northern plains. The period of Sultanates in Delhi [ Images ] ended when a Seljuk Turk Baber established a kingdom at Delhi in 1556 AD. Popularly called the Mughal Empire, this was to last nearly 150 years. It is often said that the Muslims ruled India for over 1,000 years. The truth is that only the northern part of India came fully under Muslim domination.
A significant part of the Assam, and most of the south, maintained a tenuous independence. Even when the invaders from Asia Minor were expanding in the north, in the South, the powerful kingdom of Chola was colonising much of South East Asia. The last of the major kingdoms in the South was that of Vijaynagar that lasted till 1588.
Shivaji, who was born in 1630, carried on the fight to preserve Indian independence. The British visualised the potential of the threat posed by the ideal of Hindavi Swarajya pursued by Shivaji. It was in British interests to play down the Marathas. In a candid comment Lord Macaulay in his Historical Essays wrote:
“The highlands which borders on the western coast of India poured forth a yet more formidable race, a race that was long a terror of every native power and which after many desperate struggles, yielded only to the fortitude and genius of England [ Images ]. Soon after Aurangzeb’s death, every corner of his wide empire learnt to tremble at the name of the mighty Marathas.”
Shivaji revolutionised the art of warfare in India. His policies, strategies and tactics mark a clear break from the past. His approach to the use of violence was radically different from that followed in the preceding 1,000 years. The basic Indian concept of war is ‘Dharma Yudha’ (war for the righteous cause). Unfortunately, over the years, wars were ritualised and were reduced to a contest for individual glory.
Indian history before Shivaji’s advent reads like a chronicle of military disasters. Shivaji changed that. For him, victory was the only morality in war. His wars of movement have often been described as running away from battle. Achievement of victory through surprise has also been condemned as ‘treachery’.
Shivaji’s greatest success was that while he fought the misrule of the Muslim sultans and emperors, he managed to win over sizeable numbers of Muslims to his side. His chief of artillery was Gul Khan and Daulat Khan was joint chief of his navy. Against the fanatic Aurangzeb, he stitched an alliance with the Bahamani Kingdom of Golconda. In this sense Shivaji can be rightly called the founder of the modern secular state of India.
He ensured that in his domain Muslim shrines and people were well protected and treated equally. Kafi Khan, the Mughal court historian, rejoiced when Shivaji died — ‘the Kafir has gone to hell,’ he wrote. But even he admits that Shivaji treated the Quran Sharif with respect and never touched mosques. Aurangzeb had re-started the hated jizya a tax that had to be paid by Hindus.
Writing to him in a regretful tone, Shivaji wrote: “In this land Muslims, Hindus, Christians and other people have stayed together without any problem. Your own great grandfather Akbar was well known for his tolerance and fairness to all faiths. Your imposing of this tax will lead to terrible hardship for poor people and your empire will not survive. The Quran is God’s revelation and it does not make distinction between God’s children. In the mosque the Muslims give ‘Azzan’ while the Hindus ring bells in temples — what is the difference?”
Shivaji believed in the doctrine of ‘total war’ and never shirked from achieving annihilation of the enemy. If he had to make compromises and truces, these were clearly due to the exigencies of the situation and not as matter of choice. Shivaji was also the first Indian ruler to discard war elephants. His strategic doctrine relied on swift movement and mobile defence.
He believed in battles of annihilation by placing his army in an advantageous position. Above all, he believed in relentless offensive action and never permitted the enemy time to re-group.
Shivaji did not place any value on the mere possession of the battlefield; rather, he made the enemy army his target. Thus, on finding himself in a disadvantageous position, he had no hesitation whatsoever in abandoning the battle and the battlefield. He placed great value on forts. Yet his defensive strategy was not based on any kind of static defence. Forts for him were secure firm bases from which to launch counter-offensives.
In March 1665 when a powerful Mughal army under Jaisingh of Jaipur [ Images ] descended on Maharashtra [ Images ], Shivaji had no hesitation in giving up most of his forts as well as territory and on June 13, 1665 he signed a treaty with the Mughals. But in less than five months he ensured the defeat of the Mughal army in its battles against the Bijapur Sultan.
In 1666 after his successful escape from Agra [ Images ], in less than two years, Shivaji recaptured the entire territory lost to the Mughals by the earlier treaty. Portuguese chronicles of the period show amazement at the ease with which Shivaji recaptured 26 forts. The Portuguese viceroy, writing to his king on January 28, 1666 compared him to Alexander and Caesar.
Writing in December 1666, the Portuguese historian Cosme De Guarda mentions that when the news of Shivaji’s successful escape from Agra was received, the entire population in Maharashtra rejoiced. He opines that the main reason for Shivaji’s popularity was that he was just to all.
Shivaji was one of a handful of Indian rulers to realise the importance of sea power. In November 1664, he laid the foundations of the fort at Sindhudurg. This was to be the headquarters of the Maratha navy. He took an active interest in ship-building and by February 1665 decided to test the preparedness of his fledgling navy. With 88 ships, including three large ones, he embarked with 4,000 infantry and raided the seaport of Basrur. (Most interestingly that is just about the capability of the Indian Navy in the 21st century in terms of amphibian operations.)
Shivaji’s strategic doctrine can be summed up thus:
- War is a means to achieve political ends,
- The only morality in war is victory and everything is fair in war,
- The main target in conflict is the enemy’s armed force and not the battlefield,
- Surprise can win battles even with inferior strength,
- There can be no compromise on security and a sound intelligence-gathering agency is essential for a ruler,
- The importance of morale to own troops and the need to demoralise the enemy through rumour, fear and stratagem
- Control of the sea is vital for the defence of coastal areas.
“The English are no ordinary traders and money-lenders, behind them stands the power of a mighty state. They are also so clever that they will steal from right under your nose without you knowing it. Be very cautious while dealing with them,” Shivaji wrote to one of his officers.
Interestingly the last battle fought by Shivaji was against the English. He occupied and fortified the island of Kahnderi, 16 kms south of Mumbai [ Images ] in order to keep the British under check. He was amongst the few Indians who understood the long-term threat posed by the British.
In the global context, the tide of Islam, which rose in the first millennium, had swept everything before it. In Europe it was Charles Martel of France [ Images ] who checked it, while in Asia the Muslim armies conquests swept aside the ancient civilisation of Persia and the Zorastrian faith. A handful of Zorastrians found refuge in India and the faith survived. Buddhist Afghanistan and most of north India also fell prey to these invasions.
While many Muslim rulers were quite content to let the ancient Indian faith survive, some like Aurangzeb, made a determined bid to Islamise India. India escaped the fate of Persia due to the resistance offered by the Marathas to the Mughals from 1682 to 1707. Shivaji was already dead but his example and ideals survived and were the main source for inspiration for the Marathas in their desperate struggle with the mighty Mughal empire.
Colonel Anil Athale (retd) studied Maratha history as the First General Palit Military History Fellow of the IDSA and is the author of Maratha Struggle for Empire.
Colonel (retd) Anil Athale
Three years ago, 24/7 Wall St. published the net worth of every American president, from George Washington to Barack Obama. We have updated our numbers to reflect the earnings of the still-living presidents. One thing remains clear: it pays to be president, especially after leaving office. 24/7 Wall St. examined the finances of all 43 presidents to identify the richest.
In our updated list, the only currently living president who makes the wealthiest list is Bill Clinton, who has an estimated net worth of $55 million. Clinton continues to make millions of dollars in speaking fees. This January, following an email from Bill Clinton to supporters, Hilary Clinton’s 2008 campaign debt was paid off.
President Obama is not one of the wealthiest presidents of all times. Yet his net worth increased from $5 million in 2010 to an estimated $7 million, primarily from his book sales. If Bill Clinton is any indication, Obama can expect to make much more money in speaking engagements once he exits office in 2017.
The net worth of the presidents varies widely. Washington amassed over half a billion in today’s dollars, while other presidents went bankrupt. The fortunes of America’s presidents are often tied to the economy of their time. Over time, as the focus of the economy has changed, so has the way the presidents made their money.
The first few presidents — from Washington’s election to about 75 years later — were large landowners. They generally made money from land, crops and commodity speculation. This left them highly vulnerable to poor crop yields, and they could lose most or all of their properties because of a few bad years. Similarly, they could lose all of their money through land speculation — leveraging the value of one piece of land to buy additional property.
By 1850, the financial history of the presidency entered a new era. Beginning with Millard Fillmore, most presidents were lawyers who spent years in public service. They rarely amassed large fortunes and their incomes often came almost entirely from their salaries. These American presidents were distinctly middle class and often retired without the means to support themselves in anyway close to the presidential lifestyle. James Buchanan, Abraham Lincoln, Lyndon B. Johnson, Ulysses S. Grant, Rutherford B. Hayes and James A. Garfield had modest net worths when they died.
At the end of the 19th century and the beginning of the 20th, there was another significant change to the economy. Large, professionally organized corporations in the oil, mining, financial and railroad sectors allowed individuals to amass large fortunes. The Kennedys were wealthy because of the financial empire built by Joseph Kennedy. Herbert Hoover made millions of dollars as the owner of mining companies. Indeed, since the early 20th century, the fortunes of many presidents, including Theodore Roosevelt , Franklin D. Roosevelt, John F. Kennedy, George and George W. Bush were driven by inherited wealth.
The net worth figures for the 10 wealthiest presidents are in 2010 dollars. For the presidents who made and lost fortunes in a matter of a few years, the net worth of each president is for the peak time. The exception to the 2010 rule are the presidents who are still living, who have more recent earnings. In the case of each president, we have taken into account hard assets, such as land, estimated lifetime savings based on work history, inheritance and homes. Wages considered were earned for services as varied as collector of customs at the Port of New York to royalties on books, as well as ownership of companies and yields from family estates.
This is 24/7 Wall St.’s list of the richest U.S. presidents:
1. George Washington, first president from 1789 to 1797
— Net worth: $525 million In office
His Virginia plantation, Mount Vernon, consisted of five separate farms on 8,000 acres of prime farmland, run by more than 300 slaves. His wife, Martha Washington, inherited significant property from her father. Washington made well more than subsequent presidents: his salary was 2% of the total U.S. budget in 1789.
2. Thomas Jefferson, third president from 1801 to 1809
— Net worth: $212 million
Jefferson was left 3,000 acres and several dozen slaves by his father. Monticello, his home on a 5,000-acre plantation in Virginia, was one of the architectural wonders of its time. He made considerable money in various political positions before becoming president, but was mired in debt towards the end of his life.
3. James Madison, fourth president from 1809 to 1817
— Net worth: $101 million
Madison was the largest landowner in Orange County, Va. His land holding consisted of 5,000 acres and the Montpelier estate. He made significant wealth as Secretary of State and president. Madison lost money at the end of his life due to the steady financial collapse of his plantation.
4. Andrew Jackson, seventh president from 1829 to 1837
— Net worth: $119 million
While he was considered to be in touch with the average middle-class American, Jackson quietly became one of the wealthiest presidents of the 1800s. “Old Hickory” married into wealth and made money in the military. His homestead, The Hermitage, included 1,050 acres of prime real estate. Over the course of his life, he owned as many as 300 slaves. Jackson entered considerable debt later in life.
5. Theodore Roosevelt, 26th president from 1901 to 1909
— Net worth: $125 million
Born to a prominent and wealthy family, Roosevelt received a sizable trust fund. He lost most of his money on a ranching venture in the Dakotas and had to work as an author to pay bills. Roosevelt spent most of his adult years in public service. His 235- acre estate, Sagamore Hill, now sits on some of the most valuable real estate on Long Island.
6. Herbert Clark Hoover, 31st president from 1929 to 1933
— Net worth: $75 million
An orphan, Hoover was raised by his uncle, a doctor. He made a fortune as a mining company executive. He had a very large salary for 17 years and had extensive holdings in mining companies. Hoover donated his presidential salary to charity. He also owned “Hoover House” in Monterrey, Calif.
7. Franklin Delano Roosevelt, 32nd president from 1933 to 1945
— Net worth: $60 million
Roosevelt’s wealth came through inheritance and marriage. He owned the 800-acre Springwood estate, as well as properties in Georgia, Maine and New York. In 1919, his mother had to bail him out of financial difficulty. He spent most of his adult life in public service. Before he was president, Roosevelt was appointed assistant secretary of the Navy by President Wilson.
8. John Fitzgerald Kennedy, 35th president from 1961 to 1963
— Net worth: $1 billion (never inherited his father’s fortune)
Born into great wealth, Kennedy’s wife was an oil heiress. His father was one of the wealthiest men in America and was the first chairman of the Securities and Exchange Commission. Almost all of JFK’s income and property came from a trust shared with other family members.
9. Lyndon Baines Johnson, 36th president from 1963 to 1969
— Net worth: $98 million
Johnson’s father lost all the family’s money when LBJ was a boy. Over time, the 36th president accumulated 1,500 acres in Blanco County, Texas, which included his home, called the “Texas White House.” He and his wife owned a radio and television station in Austin, Texas, and had a variety of other moderate holdings, including livestock and private aircraft.
10. William Jefferson Clinton, 42nd president from 1993 to 2001
— Net worth: $55 million
Unlike many presidents, Bill Clinton did not come from a wealthy family, nor did he have lucrative employment before his presidency. But since leaving office we estimate that Clinton has earned more than $125 million before taxes, with the vast majority of that coming from speaking fees. Clinton’s net worth was reduced in 2008 when his wife, Hillary Clinton, wrote off more than $13 million she loaned her campaign for her own presidential bid. Her campaign debt, once over $25 million, was just retired in January.
24/7 Wall St. is a financial news and analysis web site.
Highly effective 3PLs have developed the right habits, culture and processes to deliver excellent service to their clients. Innovation and new technology are obviously important, but when evaluating a 3PL, go with the one that excels at blocking and tackling.
The 7 Habits of Highly Effective 3PLs
Habit 1 – Excellent Communication
The best 3PLs do a great job of communicating with their clients and logistics partners. Clear, concise communication increases the likelihood that shipments will be moving on time and for the right price. The best 3PLs communicate effectively throughout the entire lifecycle of the customer relationship.
During the sales phase a good 3PL does the following: listens to client needs, manages client expectations, customizes services, and builds relationships.
After the sale, during the onboarding and implementation phase, a top 3PL will do the following: train client personnel, sell stakeholders on the value, share status reports and resolve implementation problems.
During the post Implementation phase, a top notch 3PL will provide communication on the following: shipment management, documentation, rolling out new initiatives, new services and ongoing training.
Habit 2 – Measure Logistics Performance
A highly effective 3PL will use key process indicators (KPIs) to monitor logistics performance. A KPI is an indicator (a metric) that you have chosen, and agreed with your partners and or customers, that will determine whether you are meeting your critical success factors.
Typical logistics KPIs measure the following: cost, on time performance, billing accuracy, damage, process compliance and customer service.
Habit 3 – Process Oriented
The best 3PLs have well defined processes to ensure maximum effectiveness and efficiency. Processes enables cross training. Well defined processes also means another employee can step in when an employee is absent or leaves the company. Process is the first step in continuous improvement. The processes should be shared with the internal team, logistics partners and clients. Software drives process compliance.
Habit 4 – The Right People
Great 3PLs hire, train and retain great people. Retiring baby boomers has caused a talent shortage in both logistics and supply chain fields. Filling this gap is legions of recent college grads. While the recent college grads have the raw talent, they lack experience and knowledge. Look for companies with hands on management and lots of training.
As logistics outsourcing has grown, many companies filled job openings with commission only salesmen and franchises. These non-traditional team members often come from other industries and work far from headquarters. These types of working arrangements are less than ideal and require exceptional communication from both the company and remote team member.
Habit 5 –Strategic
There are two types of shippers – strategic and transactional. The best 3PLs only work with strategic shippers who are willing to build a long term relationship with the right companies. Highly effective 3PLs develop and provide customized solutions for their clients. In order to customize a solution, 3PLs need to really understand the needs of their clients. This type of customization requires an investment in time and money, which means the 3PL needs to have a commitment from the shipper.
Many 3PLs work with transactional shippers because the profit margin is higher. The best 3PLs provide strategic and comprehensive solutions that address all aspects of shipping.
Habit 6 – Continuous Improvement
The best 3PLs never stop learning and improving. They are always looking for ways to add more value for their clients, which requires a deep understanding of their clients. Highly effective 3PLs provide services that are constantly evolving to take advantages of new technologies and new ways of doing business. They stay abreast of industry changes, threats and opportunities. The best 3PLs are also great teachers. They educate their clients on new trends, technologies, opportunities and challenges.
Habit 7 – The Right Culture
Each 3PL has it’s own unique culture that can be a great benefit to or a big detriment to performance. Look for 3PLs that have the following cultural traits: integrity, ownership of problems, proactive, responsive, flexible, people oriented
For the past 30 years I’ve been on a kick to ban traditional skills — and experience-based job descriptions.
The prime reason: they’re anti-talent and anti-diversity, aside from being terrible predictors of future success.
Some naysayers use the legal angle as their excuse for maintaining the status quo.
To debunk this, I engaged David Goldstein, a pre-eminent legal authority from Littler Mendelson (the largest U.S. labor law firm) to compare the idea of using a performance-based job description to the traditional job description.
Why a performance profile is best
David has agreed to present his findings in a webcast next week (on February 19). (I’ve included a summary of his white paper in one of my recent publications, and we’ll be happy to review his complete white paper upon request.)
A performance-based job description (aka, a performance profile) describes the work that a person needs to successfully accomplish during the first year on the job. Most jobs can be fully described in 6-8 performance objectives.
These are in the form of “complete the detailed project plan for the new automated warehouse in 120 days.” This compares to the more traditional: “Must have 5+ years of logistics and supply chain management experience in high-volume consumer durables, plus 3 years of supervisory experience.”
This comparison alone should be enough to demonstrate to any recruiter the fallacy of using traditional job descriptions for finding and assessing talent. There are about 100+ other articles I’ve written for ERE over the last 10 years describing job descriptions as fundamentally flawed and counterproductive.
My Top 6 flaws of job descriptions
Here’s are my top six (out of about 20) reasons why:
- While some level of skills is important, the “amount” written on a job description is arbitrary, misleading, and capricious. Certainly none were developed via a detailed job analysis. From a commonsense standpoint, it’s obvious if a person can do the work described in the performance profile they have exactly the level of skills needed. It’s what a person does with his or her skills that determines ability, not their absolute level. In fact, a person with the least amount of years of experience and the ability to learn quickly are the top performers who everyone wants to hire. Why would anyone in their right mind want to exclude this people from consideration?
- A performance objective that describes the work including the measures of success is equally as objective as some absolute level of skills and experiences. This is the legal aspect David will cover during the webcast. He’ll point out that performance profiles are not only more objective and better predictors of success, but they are also non-discriminatory.
- A recruiter who doesn’t know the real job requirements is quickly branded as a gatekeeper by any talented candidate. Knowing the job is essential for a recruiter, at least if they want to find, recruit, assess, and close passive candidates. Hiring managers also treat recruiters without real job knowledge as vendors, box-checkers, and paper-pushers. As a result these recruiters have little influence on who is actually interviewed and ultimately hired.
- Traditional job descriptions prevent diversity candidates, high-potential lighter candidates, returning military veterans, and highly qualified people with different but comparable results from being considered. All of these problems are eliminated using performance profiles.
- Attitude, cultural fit, team work, organizational skills, drive, and consistency are easy to assess using performance profiles. Measuring these without consideration of the performance requirements for the job and the underlying environment (manager’s style, resources, constraints, challenges, and pace) is an exercise in futility. For proof, consider why all of the competent people who have been hired later underperform.
- Top active and passive candidates are not looking for lateral transfers. This is exactly what a list of “must haves” implies. The only differentiator then becomes the compensation package. Using performance profiles as a benchmark, the interview can be used to demonstrate the “opportunity gap” between the candidate’s background and real job needs. This opportunity gap can then be used as a tradeoff for a big compensation increase.
This should be enough to convince anyone why traditional job descriptions should be banned if a company wants to hire more top people, expand their diversity hiring programs, hire some great people who bring a different mix of skills and experiences to the job, and implement a robust military veteran hiring initiative.
You’ll be able to stop making excuses at
Jan. 1 2013 — 1:23 pm | 27,884 views | 5 comments
Let’s say more in better ways, and say less more often. Let’s speak our minds, but only when our thoughts are clear.
Let’s raise our voices to just the right level this year.
January: Sanitize the potty mouth.
Resolve to swear more creatively and eloquently. You’ll sound smarter than you are furious, and you’ll better infuriate those who have irked you.
February: Back-up an argument.
When asking for what you want, frame it so that it sounds like what everyone wants and desperately needs—they’ll get a sense of ownership and you’ll get a win.
March: Say something kind.
Preferably, something more meaningful than, “nice shoes,” or “great job parking.” Pay attention to those around you so that you can make insightful and memorable comments. This is best done without ulterior motives that can tarnish an otherwise sterling sentiment.
April: Bite your tongue.
When very angry or deeply insulted, sometimes the wisest thing to do is simply glare before saying something that will be held against you later. Time to compose yourself also allows you to use January’s vocabulary augmentation to full effect.
May: Boycott a piece of jargon.
Pick the phrase that sounds most like nails on a chalkboard to your ear and replace it with the layman’s term. You can trade euphemisms for truth and confusion for clarity. This is proof words matter.
June: Ask about that nickname.
Nicknames are often like vestigial tails: bits of our past that have no reason to be attached to us any more. Ask someone about their nickname and what they really prefer to be called. They’ll appreciate either your curiosity regarding their nomenclature, or the opportunity to no longer be referred to as “Captain Nugget.”
July: Starve a troll.
They hate losing their soapbox, even for a moment, and if you can manage to change the subject you’ll be deeply appreciated by everyone else in the room.
August: Practice your acceptance speech.
In the mirror, while getting ready in the morning, try to be concisely appreciative while leaving out the cringe-worthy humble-brags. It’s a surprisingly effective mood booster, not to mention it will make you feel grateful for the important people in your life.
September: Write a letter declaring your love.
Use metaphors. Balance your cadence. Be flowery. Be silly. Be over-the-top. Be poetic. Then write it in ink, not in an email. If in an actual relationship, feel free to actually deliver it in person.
October: Negotiate by asking the right questions.
Know exactly what you want and what you’re willing to give up for it. Then find out exactly what your opponent wants. Often, your opposing wants aren’t so opposing, and everyone can walk away satisfied.
November: Learn some new body language.
If you’re constantly gesticulating, wear a jacket with pockets. If you’re an eye-roller, practice eye contact. When your go-to communications crutches are put away, you’ll be able to strengthen your overall messages.
December: Adopt a motivational mantra.
It can be what matters most to you (the name of your spouse or favorite whiskey) or what drives you forward (your greatest dream or worst nemesis). Keep it in your mind, and repeat it when you need to focus.
4 Horrible Resume Writing Tips To Avoid
There are many self-proclaimed experts claiming to know what’s best when it comes to preparing an effective resume. Let’s face it, anyone who has basic Internet skills can figure out how to type up an article just like this.
We are living in the 20th century and technology is advancing at an exorbitant rate. This allows college-aged kids and people in their early twenties to make a small side income by giving uneducated and misguided career advice to job seekers on various blog sites. The problem with this is you never know who’s actually behind the keyboard.
So, let me ask you a question. As an accomplished professional or executive, are you willing to put your career in the hands of a young, self-proclaimed expert who has little or no experience as a hiring manager or resume writer? I didn’t think so. To help you identify these incompetent resume experts, I have provided a list of the four most slipshod bits of advice you will find online that these amateurs provide.
Horrible Resume Writing Tips To Avoid
Here are four resume writing tips to avoid:
1. Only Going Back 10 Years In Work History
This is the one I hear the most and the one that frustrates me the most when I get a client who asks me if they should only go back 10 years in work history. I am going to be blunt here, so please don’t take offense. People, this is common sense! Why would you sacrifice an additional five to ten years of good rock-solid work experience with accomplishments and relevant skills just to meet the shoddy advice of some random article on a website?
As a hiring manager myself, I always look for who has the “most” relevant experience to perform the job as required. A candidate who is 5 years younger than the next has absolutely no advantage over an older candidate with more experience and skills. Can you grasp the logic here? Only going back 10 years in work history is the most ridiculous bit of advice I have every run across online.
2. Limiting Your Resume To One Page
Keeping your resume to only one page pretty much goes hand-in-hand with the one above. Why would you limit the amount of information the reader can grasp about your background just because you are worried about them thinking you are “too old” or “overqualified” by having a resume that is longer than one page?
First of all, when an employer tells you that you are “overqualified” for a job, it means they just don’t like you. Stop blaming your resume for being two pages or more. Nobody can be overqualified for a job. Why would an employer not hire a candidate who possesses more skills than the job entails? That would just be outright stupid.
Some might say it’s because they are afraid the candidate will only stick around long enough to find a better opportunity at another company, or that they will get bored and underperform. These are concerns every employer has about every single employee, but that does not mean a hiring manager should choose the candidate who turns in a one page resume vs. a candidate who turns in a two-page impressive portfolio of achievements.
Do you catch my drift? Employers simply don’t care about whether your resume is one page or three pages as long as you have what they are looking for. I will agree that a resume should be as concise and straight to the point as possible. However, don’t exclude important information just to achieve a one page theory that was conjured up by a college kid in a dorm room.
3. Use Fancy Styles And Fonts
Some websites and lousy resume writers will advise people to use fancy styles and fonts to make their resume “POP” and help them “stand-out” from other candidates. Proper formatting and unique organization are very important factors that will help the reader to better understand your background.
However, if you really think a hiring manager will do back flips to the phone just because your resume has a cool looking design, you are severely mistaken. In fact, using certain styles and fonts can ruin your resume’s response rate. The main reason is that applicant tracking system databases cannot correctly parse the information on resumes that use certain design schemes.
Another is that employers simply don’t care if you use a superscript letter for your first name or if your resume has industry-related images all over the page. All that does is take attention away from the important information on the page. This is called over doing it. Avoid, avoid, avoid!
4. Lie On Your Resume
I think this one is pretty obvious and anyone with half a brain should know better. However, I do hear this one from time-to-time. A client will obsess over their resume after weeks or months with no response. Instead of being more persistent and aggressive in their job search, they focus on what they feel they can control, which is the resume.
This is basic human psychology, and when this happens, people tend to resort to lying on their resumes to cover up job gaps or hide their age to mask their fears. Look, it’s just not worth the effort to hide little facts from your resume in an attempt to deceive the reader. They will always find out where you worked when they run a background check using your Social Security Number. Keep in mind, the IRS stores your SSN in their database from the previous jobs you’ve held, and all employers have access to this information when they decide to hire you and process your job application.
If you leave off a job just because you only worked there for a year and felt the employer might not like it, they will find this and think you lied to them before you even began your first day on the new job. Also, you must provide your date-of-birth on your job application. Why would you hide your age from your resume just to waste everyone’s time if you’re really that afraid of being discriminated against? Save yourself the time and headache of lying on your resume. Instead, try focusing on more important things like adding more skills or following up with submissions more frequently.
I really hope this information helps you identify the bad apples that claim to be experts. If you are still hitting a brick wall, seek the help of a reputable resume writing service that can guide you in the right direction and provide the most effective best practices. It’s simply not worth the risk of jeopardizing your entire career by accepting horrible tips from a part-time amateur who lacks the necessary knowledge required to develop an effective resume.
Article written by Careers Plus Resumes
Photo Credit: Shutterstock
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By CAREEREALISM Founder, J.T. O’Donnell
Watch the following video before reviewing my interview preparation questions. I made it a couple years ago but it’s still extremely relevant.
Interview Preparation Questions
Review the following questions. In as much objective detail as possible, create a unique response for each one.
Hint: Don’t oversell yourself – stick to the facts and tell the story.
Share insights gained and professional lessons learned when possible. Try to quantify your statements. (i.e. “As a result of our efforts, we increased sales by XX%.”)
- Tell me about your greatest accomplishment on the job.
- Tell me about a difficult situation you encountered at work and how you overcame it.
- Give me three adjectives you would use to describe yourself and examples of your work style to support them.
- Give me three adjectives you would use to describe your weaknesses/areas for improvement and the reasons why you feel you need to work on these.
- If I was to ask a co-worker about you, how would they describe you on-the-job?
- Tell me about a time where you were required to work with a difficult person (i.e. client, co-worker, manager, etc.). How did you handle the situation? What was the outcome?
- If you were given a task to complete in an unrealistic time frame, what would you do?
- If someone came to you with an enthusiastic, yet unrealistic request, how would you handle it?
- Why are you looking to leave your current position?
- What do you want to get out of your next job?
- Tell me about the best manager you ever had? Now tell me about the worst?
- What are the three most valuable things you’ve learned while working in your current position?
- What was the biggest mistake you’ve made on a job? How did you handle the failure?
- What do you feel makes you successful in your current role? Give an example to support your success.
- What do you think makes a company good to work for? What do you like about your current company? What could be better?
- Do you prefer working alone or in teams? Give examples of how you have worked successfully both alone and in a team? What do you attribute your success to?
- What are your own business philosophies – what do you feel must be present in a successful business?
- What skills are you looking to develop in your next job? Why?
Bonus: Questions to Ask
Take a moment to look at the questions below. Re-write them in your own words so you can ask them in interviews.
Hint: Never, ever ask about money or benefits in the initial interview. It’s important to focus questions on the interviewer, then the company, and finally on you.
Step 1: Connect With The Interviewer
- How did you join the company? What makes you stay?
- What has this company taught you?
Step 2: Learn About The Work Environment
- What makes the department I’d be working in successful?
- I’ve done my homework on the company, but I’d love to hear you describe the corporate culture here in your own words?
- What makes this a great place to work? And since no company is perfect, what could be improved upon?
- What traits do you feel a person needs to be successful at this company?
- Can you give me an example of a recent hire that has been successful?
- How does the company measure its success? What evaluation criterion do they use?
- What are the three greatest strengths of this company? What are the three greatest strengths of the department I’d be working in?
- What are the three biggest challenges the company faces this year? And for the department I’d be working for?
Step 3: Ask For Feedback
- If I could add/change anything about myself and my experience to make me a better fit for the position and the company, what would it be?
- What are the next steps in the hiring process?
Being likeable will help you in your job, business, relationships, and life. I interviewed dozens of successful business leaders for my last book, to determine what made them so likeable and their companies so successful. All of the concepts are simple, and yet, perhaps in the name of revenues or the bottom line, we often lose sight of the simple things – things that not only make us human, but can actually help us become more successful. Below are the eleven most important principles to integrate to become a better leader:
“When people talk, listen completely. Most people never listen.” – Ernest Hemingway
Listening is the foundation of any good relationship. Great leaders listen to what their customers and prospects want and need, and they listen to the challenges those customers face. They listen to colleagues and are open to new ideas. They listen to shareholders, investors, and competitors. Here’s why the best CEO’s listen more.
“Storytelling is the most powerful way to put ideas into the world today.” -Robert McAfee Brown
After listening, leaders need to tell great stories in order to sell their products, but more important, in order to sell their ideas. Storytelling is what captivates people and drives them to take action. Whether you’re telling a story to one prospect over lunch, a boardroom full of people, or thousands of people through an online video – storytelling wins customers.
“I had no idea that being your authentic self could make me as rich as I’ve become. If I had, I’d have done it a lot earlier.” -Oprah Winfrey
Great leaders are who they say they are, and they have integrity beyond compare. Vulnerability and humility are hallmarks of the authentic leader and create a positive, attractive energy. Customers, employees, and media all want to help an authentic person to succeed. There used to be a divide between one’s public self and private self, but the social internet has blurred that line. Tomorrow’s leaders are transparent about who they are online, merging their personal and professional lives together.
“As a small businessperson, you have no greater leverage than the truth.” -John Whittier
There is nowhere to hide anymore, and businesspeople who attempt to keep secrets will eventually be exposed. Openness and honesty lead to happier staff and customers and colleagues. More important, transparency makes it a lot easier to sleep at night – unworried about what you said to whom, a happier leader is a more productive one.
5. Team Playing
“Individuals play the game, but teams beat the odds.” -SEAL Team Saying
No matter how small your organization, you interact with others every day. Letting others shine, encouraging innovative ideas, practicing humility, and following other rules for working in teams will help you become a more likeable leader. You’ll need a culture of success within your organization, one that includes out-of-the-box thinking.
“Life is 10% what happens to you and 90% how you react to it.” -Charles Swindoll
The best leaders are responsive to their customers, staff, investors, and prospects. Every stakeholder today is a potential viral sparkplug, for better or for worse, and the winning leader is one who recognizes this and insists upon a culture of responsiveness. Whether the communication is email, voice mail, a note or a a tweet, responding shows you care and gives your customers and colleagues a say, allowing them to make a positive impact on the organization.
“When you’re finished changing, you’re finished.” -Ben Franklin
There has never been a faster-changing marketplace than the one we live in today. Leaders must be flexible in managing changing opportunities and challenges and nimble enough to pivot at the right moment. Stubbornness is no longer desirable to most organizations. Instead, humility and the willingness to adapt mark a great leader.
“The only way to do great work is to love the work you do.” -Steve Jobs
Those who love what they do don’t have to work a day in their lives. People who are able to bring passion to their business have a remarkable advantage, as that passion is contagious to customers and colleagues alike. Finding and increasing your passion will absolutely affect your bottom line.
9. Surprise and Delight
“A true leader always keeps an element of surprise up his sleeve, which others cannot grasp but which keeps his public excited and breathless.” -Charles de Gaulle
Most people like surprises in their day-to-day lives. Likeable leaders underpromise and overdeliver, assuring that customers and staff are surprised in a positive way. There are a plethora of ways to surprise without spending extra money – a smile, We all like to be delighted —.
“Less isn’t more; just enough is more.” -Milton Glaser
The world is more complex than ever before, and yet what customers often respond to best is simplicity — in design, form, and function. Taking complex projects, challenges, and ideas and distilling them to their simplest components allows customers, staff, and other stakeholders to better understand and buy into your vision. We humans all crave simplicity, and so today’s leader must be focused and deliver simplicity.
“I would maintain that thanks are the highest form of thought, and that gratitude is happiness doubled by wonder.” -Gilbert Chesterton
Likeable leaders are ever grateful for the people who contribute to their opportunities and success. Being appreciative and saying thank you to mentors, customers, colleagues, and other stakeholders keeps leaders humble, appreciated, and well received. It also makes you feel great! Donor’s Choose studied the value of a hand-written thank-you note, and actually found
The Golden Rule: Above all else, treat others as you’d like to be treated
By showing others the same courtesy you expect from them, you will gain more respect from coworkers, customers, and business partners. Holding others in high regard demonstrates your company’s likeability and motivates others to work with you. This seems so simple, as do so many of these principles — and yet many people, too concerned with making money or getting by, fail to truly adopt these key concepts.
Which of these principles are most important to you — what makes you likeable?
I read job ads in my spare time. People send me especially ridiculous ones just to make me laugh. The other day I read one that began promisingly enough with, “If you’re ready to work hard on a top-drawer team of hard-chargers, keep reading” and then went on to list twenty-two tedious, “Essential Job Qualifications” that could only serve to eliminate any actual top-drawer candidates who bothered to apply. After the hard-charger opening, that job ad fell right back into the usual territory (“are you good enough for us?“) without bothering to give the reader any good reason to consider the available job worth his or her time or interest.
The recruiting process is broken, and if we need evidence we only have to look at any job listing.
Here’s how a typical recruiting ad begins: “Acme Explosives has an immediate need for…” Really — Acme has a need? My husband, who grew up on the South Side of Chicago, loves to say, “People in Hell need ice water.” The company has a need. So what? Is that supposed to make a top-drawer hard-charging job-seeker’s heart beat faster?
If we want to hire sharp people in our organizations, we need to market to them. We can’t assume they’ll happily crawl over whatever piles of broken glass we put in front of them (online honesty tests, writing tests, three-week Radio Silence zones, terse auto-responders, and the like) in order to work for us. We have to be willing to woo as well as vet them. And we have to put a human voice into our horribly bureaucratic, robotic job listings.
Here’s another one: “The Selected Candidate will possess nine years of experience in tax accounting.” The Selected Candidate will possess? Now we’re marketing to the talent community by talking right past them. This ad all but says “Yeah, the Selected Candidate will have this and we’ll interview that guy — not YOUR sorry ass.” It’s insulting to address job-seekers this way. Who’s ever seen commercial that describes its customers in the third person, as though the viewer couldn’t possibly be in the target audience? This is the opposite of marketing.
Unfortunately, too many HR chiefs and hiring managers labor under the delusion that sharp and switched-on people are dying to apply for their jobs, even when they’re not. Every day, a CEO tells me that it’s hard to find talent. They say that the only people they see in interviews are non-creative thinkers and yes-men (and -women). These executives don’t see their role in the dysfunctional-recruitment soap opera, which is keeping the smartest and sparkiest people away.
In the e-commerce world, marketers pay close attention to the abandonment rate for online shopping carts. When you start to make a purchase online and then drop out before the deal is done, that’s an abandoned cart. Corporate leaders should be paying just as close attention to the abandonment of applications on the company’s ATS (applicant tracking system) portal. When job-seekers start the process and then drop out, that’s a failure for the employer. If we knew how badly our employer branding (the kind that prospective job applicants see) was hurting us in the talent acquisition arena, we might spend more time and energy writing genuine, human job ads in plain English and rethinking the whole red-tape-laden hiring process.
Until we do that, we can keep kvetching about how hard it is to find talent, but we can only delude ourselves for so long. Eventually, we’re going to have to look in the mirror and see that we’ve created the talent shortages we complain about, by driving the best candidates — the ones with the most options in the talent marketplace, that is — away with a stick. There’s time to bring them back, if we act fast. Is your organization up to it?
Liz Ryan is a former HR executive and now columnist. Liz teaches career strategy and branding to MBA candidates at the University of Colorado-Boulder, and to citizens via her webinar series hosted by Northwestern University. Liz is the founder and CEO of Human Workplace, a think tank and consulting firm.
Mega Mock Drill on Earthquake Conducted in Cities of Chandigarh, Mohali, Punchkula and Shimla PIB pib 3 6 2013-02-13T11:20:00Z 2013-02-13T11:23:00Z 1 292 1671 Hewlett-Packard Company 13 3 1960 12.00 80 Clean Clean false false false false EN-US X-NONE HI
With the collaboration and guidance of National Disaster Management Authority (NDMA) a Mega Mock Drill on earthquake preparedness was conducted by states of Haryana, Himachal Pradesh, Punjab and UT Chandigarh in tri-cities of Chandigarh, Mohali and Punchkula and at Shimla today. It is for the first time that such an effort has been made in this region. These areas lie in seismic zones IV and V and therefore their vulnerability to earthquake hazards is a matter of serious concern. <br><br>
About 900 personnel from NDRF organized in 30 teams, approx 900 civil defense personnel and 270 independent observers from Army participated in the exercise. The emergency support functionaries like police, health, fire, ambulance, civil defense, power and PWD etc also participated. During the mock drill the response time, communication, coordination and skills of these emergency support functionaries were observed. The mock drill also resulted in increased awareness of local residents .
The key important lessons learnt are:
i. Necessity of establishment Disaster Management Plans at various levels;
ii. Need for state-of-the art emergency operation centres at the state and district levels with redundancy;
iii. Setting-up and use of wireless communication system for the stakeholders to more effectively deal with an earthquake disaster scenario;
iv. Recognise capacity of having better road accessibility in case of disaster;
v. Identification of requirements of state-of-the-art equipment and systematic inventory of resources, both with govt. and private sector;
vi. Need for adequate number of ambulances;
vii. Greater public awareness and sensitization of people for enhanced preparedness.
viii. The need to make younger generation aware of the earthquake hazards and coping mechanism.
The NDMA in close collaboration with other states in seismic zones IV & V is planning to focus on earthquake disaster preparedness over the next two-three years.
(Release ID :92206)
Update Skill Level and Competence: Says former Central Vigilance Commissioner Shri Pratyush Sinha, IAS, former Central Vigilance Commissioner while addressing a two day seminar on Vigilance Administration organized by the Centre for Integrity, Governance and Training in Vigilance Administration (CIGVA).called for intense training of vigilance personnel to enable them to work better for public good. Inaugurating a training programme organized Sh. Sinha pointed out that without investment in human resources the problem of corruption cannot be effectively rooted out.
Over Forty (40) Senior Vigilance functionaries from Banks/ Financial Institutions/ Central Public Sector Undertakings from all over the country have participated in the two days seminar. Other speakers included Sh. P.V. Bhide, IAS, former Revenue Secretary, Sh. Asok Mahapatra, IAS, former Shipping Secretary, Sh. V.K. Gupta former; Central Vigilance Commissioner addressed the participants.
Shri A.K. Handa, IRS, Chairman, CIGVA said that it was the Center’s goal to build capacities and develop human resources by imparting professional skills and knowledge of vigilance and anti-corruption work and best practices relating to good governance to the personnel in public and corporate sectors with a view to enhance organizational performance. Sh. Handa said that CIGVA would strive to create public awareness about the pivotal role of integrity in public life, public systems and corporate governance. It would also be involved in critical e-governance measures that can improve quality of governance. Sh SK Goel, CMD, IIFCL while delivering his valedictory address stated that Vigilance should play a positive role facilitating speedy decision making without which institutions cannot progress or grow in the present day situation and requested vigilance personnel to keep this in view while striving for organizational excellence.
(Release ID :92214)
Reid Hoffman just posted a fascinating article about networking and business relationships. He wrote that opportunities revolve around individuals, and you have to make real, human connections if you want to create something big. He should know. In the middle of the last decade, he and many former employees from PayPal met frequently in person while they were building some of the biggest social media properties around today.
But it’s interesting that the “PayPal mafia,” as they are known, relied so heavily on face-to-face meetings to build sites like Linkedin, which facilitates virtual ones. Are social networks simply not up to scratch for creating real human relationships?
Let’s not get carried away. First, nothing beats getting together in person. But that doesn’t mean you can’t build similar relationships online. It’s just that many people don’t or don’t even try. Part of the problem is that while social networks make it easy to connect, they also make it easy to be lazy about connecting. Want to stay in touch with someone? Simply click a like button to remind them you’re around. Want to let everyone know what you’re doing? Post a 100 character status update. Because it’s so fast and easy, and so many people are doing the same thing, your communication can easily get lost in the noise.
Social networks also tend to blur the line between shallow acquaintances and real connections. You can easily make 500+ connections on Linkedin, but it’s impossible to remain in close contact with 500+ people. If you send Paris Hilton a connection request, she (or someone who works for her) will almost certainly reply yes. But if you want a job in fashion, she’s probably not going to help you.
So how do you break out and build real relationships online? We’ve started a list of ideas below, but the basic principle is simple: Whether virtual or in person, you get out of networking what you put into it. If all you’re doing is clicking buttons, don’t be surprised that you’re not getting calls.
Anyway, here are some ideas that can help your network work harder—and feel free to add more below:
Make a plan. Figure out what you want out of your network. Then separate your connections into two camps. Those who can help you reach your goals are in your network, the others are simply friends. Don’t neglect the latter, but concentrate on the former.
Communicate one-on-one. Posting in your feed or clicking a like button is fine. But remember, you get out of networking what you put into it. When someone in your network gets a promotion, why not send a thoughtful note that shows you are paying attention to their career?
Make your connections more than professional. Reading what Reid has to say about the PayPal alumni, it becomes clear that getting together helped turn colleagues into friends. If you’re just a connection, people will hire you for your skills. But if you’re a friend, they will find and create opportunities for you if they can.
Don’t just connect with people, connect people. Networking is not a one-way or even two-way street. Actively think about things that can help your connections and reach out to them if you see an opportunity. They’ll do the same for you.
Stay persistent. Even if people don’t respond, don’t get discouraged. Networking is work, after all, and you have to realize that not everyone is going to answer your requests immediately.
Of course, this is not an exhaustive list, merely a few thoughts on getting started. If you have additional ideas, and especially for ways that brands and companies can “network,” please add them in the comments below. As I said, what you put into sites like Linkedin is what you get out of them. A thoughtful comment can always lead to a useful connection.
This startup is charging $3,000 for its database of the world’s most influential people
Imagine having access to a Rolodex of two million of the wealthiest people in the world — bankers, private equity folk, and venture capitalists — and charging everyone thousands of dollars for a peek.
A new service has emerged to do just that. Relationship Science is charging bankers to use its cloud-based CRM tool to track the “1 percent” and already has some high profile Wall Street firms signed for its beta. It describes itself as the “ultimate business development tool.”
As the New York Times reported, the technology is still buggy and in the early stages of development. But it has received sufficient buzz to attract the attention of heavyweight investors, including Ken Langone, Henry Kravis, Stanley Druckenmiller, Andrew Tisch, Ron Burkle, and Joe Perella.
Today, Relationship Science announced it has raised $60 million in funding to date.
Founder and CEO Neal Goldman gave me access to the beta version of the website, which has taken almost 700 people (primarily in India and New York) over two years to build. His team of developers did not scrape data from social networks like Facebook and LinkedIn; instead, they manually input information. It also has an algorithmic component, which automatically refreshes the site with updates like a personnel move or a new board member.
According to Goldman, this decision not to rely on an algorithm was deliberate, since many influential people have not signed up to a professional social networking site like LinkedIn.
The results are more sophisticated and personalized than a simple Google search, which is why this will set customers back $3,000 a year.
Perform a simple search for a well-known financier, JP Morgan Chase’s chief Jamie Dimon, for instance, and the system will scan a list of Dimon’s contacts through his civic and philanthropic efforts, family connections, political affiliations, board positions, and work circles to uncover unexpected connections. Relationship Science will assign connections as “strong” or “weak” and suggest to its client the “shortest path” to make their acquaintance.
“You can understand what’s important to a person — everything is linkable and clickable,” Goldman explained by phone.
Goldman’s previous startup, CapitalIQ, is a financial database service that dozens of Wall Street firms use. Likewise, Relationship Science has found a niche with finance folk, but Goldman told me that he envisions the service will be useful to technology entrepreneurs, politicians, and nonprofit executives. He plans to offer a massively discounted subscription to nonprofits.
The database does not contain people’s phone numbers or email addresses — the customer must use the information and track down a desired contact.
For this reason, Spencer Chen, a senior director of business development at Silicon Valley-based company Appcelerator, is skeptical that a service like this would resonate with marketing and business professionals outside of the finance world. “Individuals are already equipped with finding common connections,” he noted.
These kinds of relationship CRM tools have been attempted in the past and have largely failed.
Blumberg Capital’s Jon Soberg has invested in similar companies over the years. He said that Relationship Science’s true value will be if it can perform predictive analysis, perhaps even suggesting experts who might add value to a customer’s ongoing research project. “I don’t know yet if this is a feature of an existing CRM or a standalone huge business,” he said.
Relationship Science is an audacious undertaking with a huge staff, but the company is well-funded. Goldman responds to criticism by emphasizing that he’s in it for the challenge. “I really love information, so I’m building the entire inter web of relationships,” he said
A new report published January 25, 2013, prompts corporate Ethics Representatives (ERs), and their employers, to consider the extent to which their evolving responsibilities are likely to pose any increase in personal and legal liability.
It reassures that Ethics Representatives (for example ethics officers, ethics champions, compliance officers, ombudspersons) are unlikely to have specific legal risk attached to them as long as they are diligent in fulfilling their responsibilities, ask the right questions and inform the right people of concerns that arise.
As a result of the evolving nature of their responsibilities as well as developments in the legal and regulatory context within which they operate, the report explores the extent to which ERs may find themselves exposed to legal, personal and professional risks in the line of promoting and upholding ethical standards.
While there is as yet very little case history around legal liabilities occurring due a to a failure to act, concerns are likely around the consequences of fulfilling their responsibilities, for example, being ostracized or dismissed for reporting misconduct, or stepping into sensitive areas, finding something suspicious, but being unable to act without fear of getting fired.
To ensure that the often voluntary role remains attractive to employees, the report calls for organisations to fulfill their duty of care to their ethics representatives by helping them to perform their roles effectively and reinforcing the opportunities the role brings. They need to reassure themselves and staff that any personal and legal risks are understood.
Evolving Responsibilities & Liabilities of Ethics Representatives: a practical guide explains what can be done to support employees and mitigate concerns. Drawing on the experience of practitioners and legal advisers, it is the first report to be published by the European Business Ethics Forum.
Murray Grainger, Head of Ethics and Compliance Programme Office at Airbus and one of the authors of the report says: “Provided you act as ER in a professional manner, don’t ignore sensitive issues that are brought to you and ask appropriate questions, you would be considered to be discharging your general duty.”
This report will be of practical use to those wishing to understand the requirements and challenges of the role.
Checklist for managing and limiting potential liabilities as an ER:
· Be clear on what your role does and does not involve in your organisation.
· Always follow up diligently on concerns and issues that you become aware of, documenting your actions at every stage. This may or may not involve a thorough investigation, but you need to be able to show that you, or your colleagues within the organisation, have treated the concern seriously and in a professional manner and asked appropriate questions to check for substance.
· Know what escalation channels are available to you within your organisation. As an ER, you may need to ask tough questions and put yourself in conflict with other – possibly powerful – people within the organisation.
· Know who you will go to if you are unsatisfied with the instructions given to you or the approach adopted by your organisation.
· Fulfill your delegated responsibility, and when appropriate, necessary or even unclear, involve business line supervisors with direct or ultimate supervisory responsibility over the matter.
· If you don’t have the expertise that you need, defer or escalate the issue to someone who does.
· Know how you would handle a situation where the local legal standards are below those of your company or recognised international standards.
· Share your concerns.
· Know your walk-away point.
For further information, to obtain an advanced press copy of the report, or to organise interviews, please contact +44 (0)7771 517700 or +44 (0)20 7798 6040.
Evolving Responsibilities & Liabilities of Ethics Representatives: A practical guide is the first report published jointly by the organising partners of the European Business Ethics Forum. ISBN 978-1-908534-06-4
By Nicole Dando and Judith Irwin with Murray Grainger, Tim C. Mazur, Kate Brearley and Sean Jeffrey
Free downloads from www.ebef.eu .
Launched Friday 25th January 2013 at the European Business Ethics Forum
Dr. Nicole Dando is Head of Projects at the Institute of Business Ethics.
Judith Irwin is Senior Researcher at the Institute of Business Ethics.
Murray Grainger is Head of Ethics & Compliance Programme Office at Airbus.
Sean Jeffrey is a Litigation and Regulatory Partner at Stephenson Harwood LLP.
Kate Brearley is Head of Employment Law at Stephenson Harwood LLP.
Tim Mazur is Chief Operating Officer at the US based Ethics and Compliance Officers Association.
The European Business Ethics Forum (EBEF) provides an opportunity for learning and sharing among those responsible for the ethics, compliance or business conduct programmes within their organisations. The organising committee for EBEF is a collaboration of the Institute of Business Ethics of the United Kingdom, the Cercle d’Éthique des Affaires (CEA) of France, the (ECOA) of the United States and the (EBEN). For more information on EBEF see: www.ebef.eu
4 Toxic Words That Hurt The Unemployed
Being without a job is tough. When you are out of work for an extended period of time, crisis of confidence sets in. And once it takes hold, it can be hard to shake. The problem is that confidence is the No. 1 thing we need to land a job. Without it, we come across as weak, insecure and desperate. If you, or someone you know, are in this situation, the following four words should be eliminated from your vocabulary. 1. Unemployed
Over at Career HMO, I call this the “Ugly U Word” and I refuse to let my members use it. It is a negative, defeatist word that implies something is wrong with you. Just because you aren’t currently working doesn’t mean you aren’t a talented professional. You weren’t stripped of all your accomplishments and experience when you lost your job. They are yours to keep and promote. Instead, refer to yourself as “between jobs” — because that’s really what you are.
2. Nice Of course you are nice, but companies don’t hire for niceness. They hire problem-solvers. Instead of saying you are nice, call yourself valuable. When it comes to getting hired, you need to focus on how you either save or make employers money. Better still, you need to show how you have saved or made your employers enough money in the past to cover the cost of hiring you.
Simply put, companies can’t hire you because you are a “nice” because it doesn’t pay the bills. And, if you are concerned about coming across as a braggart, consider this: You are a business-of-one who is in the process of marketing themselves to land a new client (aka new employer). You MUST sell yourself. What would you pay good money for: Something nice, or something valuable? See the difference?
When some says, “I try to…” it implies they don’t always succeed. Share with people what you do well. Give them examples of accomplishments that prove your worth. Back up your track record with facts. Use your professional history to show how you get it done. Not only is it more persuasive, it will remind you of just how capable you really are.
A common mistake that those looking for work make is to tell people they are “Open to anything.” While you might think that makes you sound more marketable, it actually has the opposite effect. It implies that you: (a) don’t have a focus; (b) don’t know what you are good at; and (c) are more worried about getting a job than what the job entails.
This isn’t what hiring managers are looking for at all. They want a confident person who knows what they want, why they are the right person for it, and how they will leverage their experience to do the job effectively. Saying you are “open” to all job opportunities is like saying you are “open” to dating anyone with a pulse. You owe it to yourself to have some criteria — not to mention that it shows you have self-respect.
Removing the words above from your current vocabulary will help you send a stronger message about your worth as an employee. Getting over your crisis of confidence is vital to landing a new position – and it begins with using the right words to describe yourself. If you still struggle with this, be sure to get some help. Nobody should job search alone — especially, when they aren’t getting the results they want. Some of the most talented professionals in the world (i.e., athletes) have many coaches to help them stay in the right mindset and use the proper words to motivate them to achieve their goals. You deserve the same!
5 Things You Should Be Doing If You’re UnemployedBy ZipRecruiter
You know the saying, “Applying to jobs is a full-time job”?
Don’t listen to it.
What You Should Be Doing If You’re Unemployed
Applying to jobs you’re not qualified for (which 50% of job seekers reportedly do!) is counter-productive to your job search. Competition is too fierce. Even qualified applicants aren’t getting callbacks. So, stop applying to so many jobs and allocate time each week to becoming more hirable. Here’s how…
Volunteering can increase your chances of being hired if you’re strategic about it. Unemployed teacher? Help out with after school programs or volunteer to be a coach’s assistant. Web designer? Find a local non-profit in desperate need of a re-design and offer your services pro bono. By volunteering somewhere relevant, you’ll keep your skills fresh while enhancing your resume.
2. Keep Your Skills Current
If you lack a skill commonly required for jobs you’re seeking, spend time each day building that skill. Take advantage of numerous free resources online, including tutorials, e-books, and how-to videos. If you’d rather have more of a class setup, then look for free or affordable adult education classes in your area. Alternatively, if you already possess the necessary skills but haven’t been practicing, the do so. Skill atrophy is a huge concern for hiring managers, so practice and get yourself ready for pre-employment skills tests.
There are two parts to networking: reconnecting with your old contacts and forming new ones. Depending on where you are in your career, reconnecting might mean contacting professors, college advisers, and internship supervisors, or it might mean getting in touch with old colleagues, bosses, and business acquaintances.
Find them, e-mail them, call them. Ask them to coffee. Ask how they are (networking is social, after all) and let them know the specifics of your job search (industry, location, etc.). See if they know of anything or anyone.
Most importantly, follow up!
At a temporary dead-end with your current contacts? Make new ones. Go to networking events sponsored by your university, industry, city, and so on. And look beyond traditional networking events. Consider going to lectures, neighborhood council meetings, even community bar crawls (go easy on the sauce). Each of these provides an opportunity to meet people with similar interests, and you can have fun in the process.
Again, follow up!
Some job seekers are opposed to anything that’s not a full-time job. If this sounds like you, it’s time to change your mindset. Freelancing is a great way to boost your skills, resume, portfolio, professional network, income, and confidence. Search for freelance openings here.
5. Build An Online Presence
Get found online. Start a blog, spruce up your social network profiles, create an online portfolio to showcase your work. Find companies you’re interested in working for, subscribe to their blogs, and follow them on Facebook, LinkedIn, and Twitter. Find decision-makers at those companies and follow them as well. Learn what they’re talking about, do a little research, and then engage with them online. Impress them with your interest and insights.
Worst case scenario — you’ll learn what’s important to them and use this information to customize your application when a job opens up.
Better case scenario — you’ll establish a rapport with someone who will recommend you for a position and/or tell you about unpublished openings.
Best case scenario — you’ll impress someone so much over time that they’ll create a job for you or bring you in for an exploratory interview.
What are you doing to become more hireable?
Photo Credit: Shutterstock
Use ZipRecruiter to post job openings to 30 job boards with just 1 submission, or sign up for job alerts to have great openings sent to your inbox daily. Visit ZipRecruiter.com »
Want to jump up in your career? you’re not the only one. A reader sent me the following question:
I graduated in 2009, and am currently working as a development assistant at a small TV production company in the LA area.
I’m writing you because I’m looking to make that big “JUMP” in my career to a major network or a bigger production company. I have tons of experience and am very good at what I do.
I’m currently making $12.50 an hour and am extremely frustrated (not with the position, but the money).
I guess my question is, how do I do this?
Here’s The Deal
Many, many, MANY people start out in entertainment making a pittance and being otherwise abused, either intentionally or not. Some do unpaid post-graduate internships on movie sets and at small production companies hoping for their big break. Some, such as your self, work in “administrative” positions doing far more than your salary and title indicates.
The Good News
This is a tried and true path to moving up in the industry and, congratulations, you have broken in to your chosen field! Check that step off your list!
The Bad News
It might take a while to make the jump up. Even poorly-paying jobs like yours are sought-after by the thousands wanting to break in behind you and moving up a notch is even more challenging.
Also, you have been at your position less than a year so you will probably have to tough it out at least a few more months, but you can start positioning yourself for the leap now.
Focus on doing the things in your job that either qualify you to move up in your current job or help you land your next job, such as networking and building relationships (both to increase your worth inside this job and to locate your next job), knowing the projects and material and key players out there, getting talent attached to your boss’s projects, creating show bibles, etc.
Do the administrative part of your job only well enough so you don’t risk getting fired.
(Being great at admin won’t get you to the next level, it will only get you more admin work and your boss will be hesitant to let his “stellar assistant” move up.)
And Don’t Forget
Have a current resume ready to go at all times that markets you for your next move. Focus on highlighting victories in the above areas, not the day-to-day admin. Don’t be hesitant to tell people you are looking for your next step and to submit yourself for open jobs.
(If it gets back to your boss, you will say you need more money and you want an opportunity to move up. He or she will understand and may even give you the chance rather than risk losing you.)
The Bottom Line
This is advice you can use throughout your career each time you are ready to move up. Start doing the job above you. It’s the quickest, surest way to success in any field.
Photo Credit: Shutterstock
About Jenny Yerrick Martin
Jenny Yerrick Martin, founder of YourIndustryInsider.com, has amassed 20+ years as an entertainment industry professional including almost 15 as a hiring executive.
Looking back over my career to date, I can identify at least three clear influences that forever altered my career path. In retrospect, it’s interesting to see how different the context was for each: parental advice, a passage in a book, and a persistent boss. Despite the contrasts, all three share one thing in common — reinforcing the importance of knowing what it is you ultimately want to accomplish, and being open to allowing outside forces to help clarify, reinforce and facilitate the path to making it happen.Here are the three pieces of advice that helped shape my career:
1. You can do anything you set your mind to
As a child, I can’t recall a day that went by without my dad telling me I could do anything I set my mind to. He said it so often, I stopped hearing it. Along with lines like “eat your vegetables,” I just assumed it was one of those bromides that parents repeated endlessly to their kids. It wasn’t until decades later that I fully appreciated the importance of those words and the impact they had on me.
Today, the question I’m asked most often by students and interns is how best to achieve their career goals. As simple as it sounds, the short version of my response is that you have to know what it is you ultimately want to accomplish (optimizing for both passion and skill, and not one at the exclusion of the other). As soon as you do, you’ll begin manifesting it in both explicit and implicit ways.
Without question, this first principle has been the most consistent driver of my own career path over the last 20 years. (For a more comprehensive summary of this advice, you can check out the final Q&A exchange included in this “Corner Office” interview.)
2. Everything that can be converted from an atom to a bit, will be
In August, 1994, I signed up for an Aol account. I’ll never forget my first “a-ha!” moment online which occurred soon thereafter. It came through witnessing the power of collective intelligence on a Motley Fool message board. There, a community of engineers, logistics experts, and individual investors from all over the country had joined together to reverse engineer the cost basis to manufacture what would eventually emerge as a hit computer peripheral product. I remember thinking to myself, “This is going to change everything.”
About a month later, I was reading “Being Digital” by Nicolas Negroponte after seeing a rave review in Wired Magazine (for historical context, it was the print version). In the opening chapter of his book, Negroponte posited that by virtue of the ensuing digital revolution, everything that could be converted from an atom to a bit would be. Having just started as an analyst in the Corporate Development group at Warner Bros, it didn’t take much to realize this coming transition would have material implications on the studio and the entertainment industry in general.
In light of those experiences, when the opportunity arose to write the first online business plan for Warner Bros, I quickly volunteered; this despite the fact that at the time, most if not all of the investment focus was on CD-ROM. The first draft of that online plan was completed in December, 1994. It would ultimately be approved several months later and thus began my nearly two-decades-long career in digital media.
3. Do you want to push paper around or do you want to build products that change people’s lives?
I started at Yahoo in May, 2001, as co-head of the Corporate Development team. By virtue of the breadth of the role and the company’s operations, and Yahoo’s influential position within the digital ecosystem, the job provided me a front row seat to a period of extraordinary transformation within the consumer web industry.
Roughly a year after I started,joined as Yahoo’s new COO. In addition to being an experienced web operator, Dan is one of the most effective sales people I know. I learned this firsthand after he tried recruiting me to an operating role on his team literally every time I saw him over the first year of his tenure. Though I’d politely decline each time — telling him I was happy having the opportunity to work directly with the CEO, founder, and other executives in a strategic capacity — he never stopped persisting.
Then, almost a year to the day he started, Dan said, “Jeff, you’ve always told me that your lifelong ambition is ultimately to reform the education system in the U.S. Let me ask you something: Do you think you are going to be better prepared to make that a reality by pushing paper around, working on strategy, and doing deals; or by moving in to operations and building teams, inspiring people, and developing great products that change people’s lives?”
At the Beginning, Seeing the Exit
By Amanda McCormick, About.com GuideFebruary 10, 2013
Photo by Flickr user Maxime Guilbot
For many of your out there starting your own businesses, simple profitability would feel like a dream come true. It’s tough to see the end game when the trials and tribulations of starting up are so intense.
John Cavahlo, co-founder of Divestopedia, thinks so, and he bases his assessment on years of working with hundreds of small and medium-sized businesses. In a special guest article, he explains three simple ways to increase the value of your business, a vital step in your business planning (and in planning a successful exit!).
FEBRUARY 8, 2013
Dropping out of college was right for Twitpic’s Steve Corona. You? Maybe not.
Is your blog a snooze? Are people unfollowing you faster than you can tweet? Mark Frauenfelder of Boing Boing shares his strategies for killer online content.
The most stunning shots from the Sony World Photography Awards Shortlist.
What makes these cities’ residents happier than anywhere else?
This fall, Zappos’s Tony Hsieh will move his 1,200 employees into a new headquarters in downtown Las Vegas. The guiding principles (the so-called three C’s): collision, community, and co-learning.
In life, finding a voice is speaking and living the truth. Each of you is an original. Each of you has a distinctive voice. When you find it, your story will be told. You will be heard.
February 8, 1955: Wildly popular legal thriller writer John Grisham was born 58 years ago today in Jonesboro, Arkansas.
9 Questions To Ask Yourself During A Job Search
“Be all you can be.” Do you remember that TV ad the American army used for a time? Stop and think right now. Are you really doing everything in your power to move forward in your job search?
Here are nine key questions to self-assess:
1. What Do I Really Want?
The question of the ages. Find something that you are good at. Look at interests – they are the cornerstone of career decision making.
Take advantage of assessments, positive performance evaluations, job placements, and credentialed career practitioners to assist you.
2. Should I Really Change?
This is going to depend on what STAGE of change you are:
- Pre-contemplation (no intent to change where the job seeker is).
Ex: “I just need a job because my parents/spouse… and then everything will be fine.”
- Contemplation (desire to change; confidence to start)
Ex:” I really want to work. I don’t want to be unemployed.”
- Preparation (decision to change)
Ex: “I’ve started to use my new skills and now I’m going to a job placement.”
- Action (attaining goals). “I know where I want to go now.”
- Maintenance (planning for high risk situations)
Ex: “It feels good to be working all these years.”
The stages of change model (SOC), has been effective for youth, newcomers and people with disabilities. If your are in stage one, you do NOT have motivation to move forward.
3. What’s The Bright Side Of A Long Job Search?
One of my counselling trainers said, “No problem exists twenty-four-seven except chronic illness.”
Tell yourself that unemployment is temporary. Even better, tell yourself that others are experiencing worse things than you right now. Re-frame your negative-talk so it doesn’t sabotage career success.
4. Am I Comfortable With What I’m Doing?
See #2. Sometimes the best career decisions involve SOME degree of discomfort. Gauge your results and outcomes, otherwise, step out of your comfort zone.
Underestimate, instead of overestimating goals and action plans.
5. Do I Have Enough Resources/Support?
No matter how dire your situation SEEMS or may be, don’t discount resources and supports like friends, faith, pets, and so on. Your support network is your life line during your period of unemployment or lengthy job search.
6. Am I Happy At Where I Am Today?
Once again, refer to the stage of change. Unless you take measures to fine tune your job search periodically, the likelihood exists for an impasse, or “being stuck” without a course of action.
7. Am I Appealing To Others?
Are you likeable enough to be hired? Do you have emotional intelligence? There is abundant evidence that EI is an important hiring/recruiting tool for employers.
The Canadian and American military have used EI for some years.
8. What Motivates Me?
Start with this question, “When was I LAST motivated at work or volunteer opportunity?”
What were you doing that acted as sources of motivation? Clientele, product, work environment, responsibility, variety on the job?
9. What Really Makes Me Tick?
Your inner resources will be the key to this answer. Nine questions you should ask to yourself in a job search: a preparation to self-improvement.
Photo Credit: Shutterstock
About Melissa C. Martin
Melissa C. Martin is a bilingual career coach who specializes in dealing with the unemployed, military members, and aspiring entrepreneurs.
Sustainability is paying off for a growing number of companies, according to our fourth annual survey of executives and managers, conducted jointly with MIT Sloan Management Review. Thirty-seven percent of respondents say that sustainability-related actions have added to their company’s profit, up 23 percent from the previous year.
This increase owes much to business model innovation. Nearly half of the companies have changed their business models as a result of sustainability opportunities—a 20 percent jump over last year. This type of innovation addresses the fundamental choices a company makes about what it is offering to whom, as well as how it leverages its value chain, cost models, and organization. Such changes are significant, but no less so than the changes facing businesses.
Companies in resource-intensive industries have been dealing with sustainability issues for a number of years, but the pressures are now registering far and wide. In an effort to trim costs, companies in many industries are turning to their supply chains to reduce energy use, simplify packaging, and mitigate commodity price risks. For their part, consumers are increasingly aware of a product’s sustainability credentials and willing to pay a premium for environmentally sound products and services. Employees’ attitudes matter, as well. Their growing commitment to sustainability makes a company’s environmental footprint a key element in attracting and retaining talent.
Nonetheless, plenty of companies still struggle to view sustainability as an opportunity. Almost half the survey respondents find it difficult to quantify the intangible effects of sustainability, and 37 percent say it conflicts with other priorities. Forty percent report that higher operational costs take away from profit, and 33 percent cite increased administrative costs connected with sustainability programs as another profit drain.
To understand what it takes to make sustainability a boon rather than a burden, it helps to look at the companies that are not only profiting from their sustainability efforts but also changing their business models to generate that profit. We call them Sustainability-Driven Innovators, and they make up 23 percent of our survey respondents.
This year’s report focuses on these companies and the steps they have taken to ensure that sustainability adds to corporate profits.
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The transition from not working to working has never been easy, but in recent years it’s gotten trickier. Yes, in this slow-growing recovery there are a lot of people still looking for work; but we’re also seeing a change in employers’ recruitment processes.
At the beginning of the recession, many hiring managers looked for people who had been laid off and offered them jobs well below their former pay level. Now, attitudes have shifted — most now assume that if you haven’t been working, there must be something wrong. There has also been a change in how recruiters recruit. Instead of passively waiting for incoming resumes, recruiters now actively search for currently employed candidates, using social media and other search technologies. An emailed resume from someone who is not working may not even make it to their desks.
These shifts have serious implications for the job search process. For example, it helps to focus on finding hiring managers (not positions), and to beef up your online presence. But there are also lessons here for what you choose to emphasize about yourself when applying for a job. In sales, it’s called overcoming objections, which means understanding what negative thoughts people might have about you and proactively rebutting them. Depending on your situation, you can describe your off-work time to your advantage.
Whether you’re in an interview or rewriting your resume, here are some suggestions for managing your professional image in a job search. They’re organized by the reasons you may not have been working, but the advice can be catered to different situations:
If you were laid off:
Their objections: “There must have been something wrong with you at your previous job.”
Be careful in how you describe your relationship to the layoff. For example, never say, “I was laid off.” Always indicate you were part of a layoff, if that is in fact true. If you can truthfully say, “They kept me on board through the first two layoffs, but as the recession went on…” that also shows your employer valued you. Give the reason for the layoff when you can. For instance, “The whole division associated with this product was laid off.”
Show you’re on good terms with your former employer. If you can do even one day’s consulting, having that on your resume shows they valued you. If you can’t volunteer, ask for endorsements from former bosses and colleagues on LinkedIn and other social media sites.
Make sure there’s something current on your resume that speaks to your skills. The longer you have been out of work, the more important this is. It can be as simple as a consulting assignment, volunteering your professional skills, and further education or training.
Don’t dwell on the past. Speak in a committed way with all your contacts and friends about what you are doing now. Talking about your old employer and what happened then will dampen people’s confidence that you might be ready for a new job.
If you took time off to care for children or a sick relative:
Their objections: “You’ll be quick to desert us for family matters. You’re not serious about working.”
Stress that you’ve arranged your family matters so that you can focus on your career. Keep your plans for settling your affairs short and factual.
Don’t go into the gory details. Avoid framing your absence as something like, “My mom needed me because she was so sick,” or, “I just couldn’t leave my adorable baby.” You can easily get tripped up by your own emotions.
Keep the discussion at a minimum. The more you mention your family, the more you might reinforce your audience’s objections.
If you are a college grad:
Their objections: “You have no real-life skills. We’ll have to waste time training you when we could more easily find an experienced person.”
Present experience on your resume in terms of responsibilities and results, not tasks. That will help you demonstrate as much real, dependable work experience as you can. For example, “Chosen by regional manager to train 15 new servers for a new restaurant location. Opening day went smoothly, and all 15 are still working successfully six months later.” Be as concrete and factual as you can.
Stress your practical skills. Use the words “experienced at” when you can. For example, “Experienced at high stakes public presentations from Debate Club.” Or “Experienced at handing multiple priorities and details as Tour Manager for the Marching Band.” Remember that in most industries “traveling” and other unprofessional hobbies are not practical skills, so try to suppress the urge to share your wanderlust on your resume.
If you are a post-entrepreneur, whether your business succeeded or failed:
Their objections: “You’re only waiting until you’re ready to start your next business.” Or worse, “Once someone has worked for themselves, they can’t take direction from someone else.”
Prove that you can take orders. This is the toughest objection to overcome, particularly if you are a serial entrepreneur. The easiest way is to tap into your network and look for try-before-you-buy opportunities, contract, or consulting positions.
Be concrete about your commitment, which might persuade your new employer to trust you. For example, state directly both when you talk to people and in cover letters, “I am looking for a five to seven year assignment as a [X] in order to make a contribution to the field of [Y]…”
Whichever messages you choose, use them consistently in your resume, cover emails, social profiles, and interviews. All your friends and referrals should know your messages, too. If asked, “Was Pete laid off?” You want to make sure your friend answers, “Yes, Pete was a part of a big layoff, but they liked him so much they kept him a few extra days to migrate their systems.” Maintaining (and living) the image you’ve created can put a positive spin on your situation for prospective employers — and in the long run, you’ll feel more positive about yourself.
Priscilla Claman is president of Career Strategies, Inc., a Boston-based firm offering career coaching to individuals and career management services to organizations. She is also a contributor to the.
By MELISSA KORN
Business-school professors are making a morality play.
Four years after the scandals of the financial crisis prompted deans and faculty to re-examine how they teach ethics, some academics say they still haven’t gotten it right.
Hoping to prevent another Bernard L. Madoff-like scandal or insider-trading debacle, a group of schools, led by University of Colorado’s Leeds School of Business in Boulder, is trying to generate support for more ethics teaching in business programs.
“Business schools have been giving students some education in ethics for at least the past 25 or 30 years, and we still have these problems,” such as irresponsibly risky bets or manipulation of the London interbank offered rate, says John Delaney, dean of University of Pittsburgh’s College of Business Administration and Katz Graduate School of Business.
He joined faculty and administrators from Massachusetts’ Babson College, Michigan State University and other schools in Colorado last summer in what he says is an effort to move schools from talk to action. The Colorado consortium is holding conference calls and is exploring another meeting later this year as it exchanges ideas on program design, course content and how to build support among other faculty members.
But some efforts are at risk of stalling at the discussion stage, since teaching business ethics faces roadblocks from faculty and recruiters alike. Some professors see ethics as separate from their own subjects, such as accounting or marketing, and companies have their own training programs for new hires.
A strong ethics education can help counteract a narrowing worldview that often accompanies a student’s progression through business school, supporters in academia say. Surveys conducted by the Aspen Institute, a think tank, show that about 60% of new M.B.A. students view maximizing shareholder value as the primary responsibility of a company; that number rises to 69% by the time they reach the program’s midpoint.
Though maximizing shareholder returns isn’t a bad goal in itself, focusing on that at the expense of customer satisfaction, employee well-being or environmental considerations can be dangerous.
Without tying ethics to a business curriculum, “we are graduating students who are very myopic in their decision-making,” says Diane Swanson, founding chair of the Business Ethics Education Initiative at Kansas State University.
Stand-alone ethics courses are a start, but they “compartmentalize” the issue for students, as if ethical questions aren’t applicable to all business disciplines, says David Ikenberry, dean of University of Colorado’s Leeds School.
Some schools are experimenting with a more integrated approach. This fall, Boston University’s School of Management is introducing a required ethics course for freshman business students, and is also tasking instructors in other business classes to incorporate ethics into their lessons. It may also overhaul a senior seminar to reinforce ethics topics.
“We need to hit the students hard when they first get here, remind them of these principles throughout their core classes, and hit them once again before they leave,” says Kabrina Chang, an assistant professor at Boston University’s business school, who is coordinating the new freshman class.
Students likely know right from wrong, so rather than, say, discussing whether a student would turn in a roommate caught stealing, Ms. Chang says she’ll lead a debate on how or if a student might maintain a relationship with the thief.
Students may find the roommate-thief scenario more relevant than a re-examination of recent Ponzi schemes, but many remain skeptical of how such discussions apply to real life.
As one M.B.A. wrote last year on College Confidential, an online message board, “It’s not like Johnny is going to be at the cusp of committing fraud and then think back to his b-school days and think, “gee, Professor Goody Two Shoes wouldn’t approve.”
What’s more, schools can’t calculate the moral well-being of their graduates the same way they can quantify financial success or technical acumen. One of the few rankings available—the Aspen Institute’s “Beyond Grey Pinstripes” report—was suspended last year, in part because researchers could not determine the net benefit of ethics courses. Without demonstrable returns, there’s little incentive for deans to add classes and instructors.
Employers, who have in the past pushed schools to add more hands-on training and global coursework, could successfully agitate for more ethics instruction. But many companies say completing an ethics course won’t make or break a hiring decision—especially since firms tend to offer their own training for new hires.
“I’m not so sure that an ‘A’ in an ethics class is really a valid way of judging” an individual’s moral compass, says Jill Smart, chief human resources officer at Accenture, ACN -1.28% which hires thousands of students each year.
Even if recruiters do indicate expectations of more ethics curriculum, some say schools still won’t change without clear marching orders from the Association to Advance Collegiate Schools of Business, the industry’s main accrediting group. Schools must demonstrate that they both expose students to ethics and measure learning outcomes, says Joseph DiAngelo, the AACSB’s chairman. But the group doesn’t prescribe which concepts must be addressed, nor does it track the number of classes offered at member schools.
As the financial crisis fades from memory and the economy recovers, instructors worry that the moment has passed.
“That’s the danger of ethics education in business schools. We only think about it when there’s a crisis,” says Katz’s Mr. Delaney. Citing the previous rounds of introspection sparked by Michael Milken’s downfall in the 1980s, Enron and other accounting scandals a decade ago, he says, “If we don’t find a way to instill [ethics] in people, we’re going to repeat it over and over again.”
Write to Melissa Korn at email@example.com
A version of this article appeared February 7, 2013, on page B4 in the U.S. edition of The Wall Street Journal, with the headline: Does an ‘A’ in Ethics Have Any Value?.
It’s that time of year again when we put together our 30 most influential young entrepreneurs list. Each of these founders and CEOs are running incredible ventures that have taken a lot of sacrifice and hard work to get to where they are today. There are multiple companies on the list this year carrying valuations in the billions of dollars along with our first young entrepreneur running a public company. The 30 companies below are worth hundreds of billions and employee thousands of people. All of these companies are still private (with the exception of Facebook) but we found as much financial information and data from 2012 as we could.
The numbers: $104 Billion at IPO
Mark Zuckerberg launched Facebook in 2004 at Harvard and since then, the social network has grown to over 1 billion monthly users. He is the world’s youngest billionaire with Facebook receiving a valuation of over $100 billion at it’s IPO. Zuckerberg has literally changed the way people interact and has broken down social walls faster than ever imagined. Time Magazine named Zuckerberg Person of the Year for 2010 and is the only young entrepreneur on this list with a public company.
Kevin Systrom and Mike Krieger
Age: 29, 26
The numbers: $1.01 billion dollar exit
Instagram is a free photo sharing application that allows users to take a photo, apply a digital filter, then share it a variety of social networking services including Instagram’s own. A distinctive feature confines photos into a square shape, in homage to both the Kodak Instamatic and Polaroid cameras. The application had over 30 million users in April 2012, with hundreds of millions of photos uploaded. Facebook acquired Instagram in April 2012.
The numbers: $125 million in funding
David started Tumblr in 2007 with his own savings from previously held jobs in the software industry. By early 2010, Tumblr was reportedly getting 15,000 new users per day, with over 2 million daily posts being made. Tumblr now has over 92 million blogs, over 42 billion blog posts, and 150 employees. Tumblr made $13 million in revenue during 2012 and has a goal of over $100 million in 2013.
Aaron Levie & Dylan Smith
Age: 27 & 26
The numbers: $284 million in funding
What started as a college project for their business class exploded into a venture backed startup with millions of users. Box provides more than 8 million users with secure cloud content management and collaboration. They say their platform “allows personal and commercial content to be accessible, sharable, and storable in any format from anywhere.” The company employs over 225 people.
The numbers: ~ $500 million in revenues
Spotify has created a lightweight software application that allows instant listening to specific tracks or albums with virtually no buffering delay. Spotify was launched in the fall of 2008 and had approximately 10 million users by September 2010. It certainly helps that Spotify has landed Napster Co-founder Shawn Parker on their board. So far Spotify has landed 188 million in funding at valuations in the billions.
The numbers: $120 million in funding
Airbnb is an online service that matches people seeking vacation rentals and other short-term accommodations with those with rooms to rent who are generally not professional hoteliers. The site was founded in August 2008 by Brian Chesky, Joe Gebbia, and Nathan Blecharczyk. Currently, the company has listings in 26,000 cities and 192 countries. Not bad for a few guys who started out by renting out an air mattress on their floor to help pay their rent. The CEO estimated AirBnB rented 12 million to 15 million room-nights in 2012.
Drew Houston and Arash Ferdowsi
Age: 29, 26
The numbers: $257 million in funding at $4 billion valuation
Dropbox was founded in 2007 by Drew Houston and Arash Ferdowsi. Frustrated by working from multiple computers, Drew was inspired to create a service that would let people bring all their files anywhere, with no need to email attachments. Drew created a demo of Dropbox and showed it to fellow MIT student Arash Ferdowsi, who dropped out with only one semester left to make Dropbox a reality. Today, they have passed 100 million registered users and carry a valuation of over $4 billion.
The numbers: $138 million in funding
Pinterest is a pinboard-style photo sharing website that allows users to create and manage theme-based image collections such as events, interests, hobbies, and more. Pinterest was founded by Ben Silbermann,Paul Sciarra, and Evan Sharp. For January 2012 comScore reported the site had 11.7 million unique U.S. visitors, making it the fastest site ever to break through the 10 million unique visitor mark. The site launched in closed beta in March 2010.
Jennifer Carter Fleiss
Company: Rent the Runway
The numbers: $50 million funding with over 3 million members
Rent the Runway is a membership-based website that rents high-end designer apparel and accessories on a 4- or 8-day basis. The company was founded by two Harvard Business School graduates, Jennifer Hyman and Jennifer Carter Fleiss. Launched in November 2009, the website now offers over 35,000 dresses and accessories from over 170 designers such as Badgley Mischka, Vera Wang, and Calvin Klein.
The numbers: $61 million in funding at a $400 million valuation
Quora was co-founded by two former Facebook employees, Adam D’Angelo and Charlie Cheever. D’Angelo quit his position at Facebook in January 2010 to create Quora and said he was inspired to create Quora because he thought: “Q+A is one of those areas on the internet where there are a lot of sites, but no one had come along and built something that was really good yet.” Quora’s base of users grew quickly and raised it’s recent funding at a $400 million valuation.
The numbers: $45 million in revenues
If you use WordPress to blog you have Matt to thank for that opportunity. Automattic is the software and services company behind popular blog platform WordPress.com. In addition to WordPress.com, Automattic runs several additional Web services, including Akismet, Polldaddy, IntenseDebate, Gravatar, VideoPress, After the Deadline, and WordPress VIP Hosting. Mullenweg started WordPress in 2003 and then started working on it full-time in 2005. Automatic has over 140 employees, $30.6 million in funding and powers over 70 million sites with WordPress.
Chris Wanstrath & PJ Hyett
Age: 27, 29
The numbers: $100 million in funding
GitHub is a social network for programmers. Github allows you to take part in collaboration by forking projects, sending and pulling requests, and monitoring development. Github has over 3.1 million software projects and has more than 1.7 million users and a $750 milloin dollar valuation.
Zach Sims & Ryan Bubinski
Age: 22 & 23
The numbers: $12.2 million in funding with million of users
The numbers: 13 million monthly unique visitors
Mashable is the largest independent news source dedicated to covering digital culture, social media and technology. Cashmore bootstrapped Mashable in 2005 from his home in Scotland to a company with 50 employees today. The site is larger than Techcrunch which sold to AOL for between $25-40million. Revenue is in the millions but that is as much as Cashmore will say about it.
Eric Koger & Susan Gregg Koger
Age: 28 & 27
The numbers: $44.8 million in funding
ModCloth was launched as a website in 2002 by Susan Gregg-Koger with the help of her then-boyfriend, now-husband Eric Koger. ModCloth.com is an online clothing, accessories, and decor retailer with a focus on independent and vintage-inspired fashion. Modcloth is expanding with more than 300 employees and more coming on board.
Hayley Barna & Katia Beauchamp
Age: 28, 29
The numbers: $11.9 million in funding
BirchBox is a monthly subscription service that delivers beauty product samples to users on a monthly basis. The site offers relevant editorial content and a e-commerce site. With $11.9 million in funding and over 100,000 users since their launch in Sept. 2010. Birchbox also went global in 2012 when they purchased Paris based competitor Joliebox.
Alexa von Tobel
The numbers: $24.5 million in funding
Alexa started her career at Morgan Stanley but left the job and invested $75,000 into her company LearnVest. LearnVest quickly recruited advisors like the former CEO of the Huffington Post and former COO of DailyCandy. After securing $1.1 million in funding in 2009 the site launched and has signed up over 100,000 members.
LearnVest focuses on helping young women develop good financial habits early on in life. Today, the company has raised over $24.5 million in funding and has over 90 employees.
The numbers: $91.3 million in funding
Quirky is an industrial design company, located in New York City, that uses crowdsourcing to determine which products to design and manufacture. The company solicits ideas for new products via its website; ideas are voted on by readers of the website, as well as by employees of the company. The company has launched more than 200 products, invented by every day people. Quirky has paid out over $2 million in royalties to inventors so far and expects $20 million in sales by the end of 2012, up from $7 million in 2011.
The numbers: $90.8 million in funding
In 2008, at 24, Jeremy co-founded 2tor with John Katzman, founder of the Princeton Review, to explore the final frontier of online higher education. 2tor supplies universities with the tools, expertise, capital, and global recruiting needed to compete in a space currently dominated by mediocre programs. 2tor has partnered with schools like USC, UNC and Georgetown to use their technology and grow their university programs online.
The numbers: $11 million in funding
Taykey is a Real-Time Topical Advertising platform that creates brand agility and discovers new hidden consumers. We find what’s topical for your audience and align you with it, in real-time. Originally founded in Israel, Taykey is backed by Sequoia Capital, SoftBank Capital & CP Lantern with global offices and New York City headquarters.
Antonio LaMartina & Craig Cordes
Company: Big Easy Blends
Age: 28, 28
The numbers: $27 million in revenue
A New Orleans-based company that makes pre-mixed frozen cocktails (in flavors such as Mar-Go-Rita, Daiq-Go-Ri, and Pino-Go-Lada) in flexible, portable pouches. The company was started in 2007 and now has its products distributed in stores like Wal-Mart, Winn Dixie, Dollar General, Walgreens, and Duane Reade. In 2012 they produced over 1.2 million cases of their products.
Amy Jain & Daniella Yacobovsky
Age: 29, 29
The numbers: $11 million in revenue
An online jewelry retailer that sources pieces directly from designers and sells them at a discount under the BaubleBar label. The company was founded in 2011 by two Harvard grads who decided the world of finance wasn’t for them. Baublebar has since raised $5.6 million in funding and has 25 full-time employees.
The numbers: $25.8 million in funding
Scribd is a social reading and publishing website with over 40 employees. The company houses tens of millions of written works, including best-selling books, magazines, research reports, recipes, presentations, and more. Recently, Scribd’s document reader has been embedded more than 10 million times across the web, on sites like The New York Times, USA Today, Guardian, and TechCrunch.
The numbers: $20 million in revenues and 300 employees
OrganicLife creates healthy lunch programs for schools and is expanding it’s services for business, restaurants, and home delivery. They are basically betting that is the food is good more kids will choose to eat from their cafeterias. About twice as many kids choose to eat in an OrganicLife cafeteria as compared to their food-service giant competitors.
Patrick & John Collison
Age: 22 & 24
The numbers: $38 million in funding
Stripe is a simple, developer-friendly way to accept payments online. They believe that enabling transactions on the web is a problem rooted in code, not finance, and they want to help put more websites in business. John previously founded Auctomatic, which he sold for $5 million in 2007 at the age of 19.
Adam Goldstein & Steve Huffman
Age: 24 & 29
The numbers: $20.2 million in funding
Hipmunk is a travel search site that aims to take the agony out of travel planning. Their mission is to help people book travel faster and more efficiently. Hipmunk was designed to help people who are overwhelmed with pages of irrelevant search results. Hipmunk launched in 2010 and has over 15 employees today.
The numbers: $19 million in funding
Getaround was founded in the summer of 2009 by Sam Zaid, Jessica Scorpio, and Elliot Kroo. Getaround provides a peer-to-peer carsharing marketplace that enables car owners to rent their cars – from Priuses to Teslas – to a community of trusted drivers by hour, day, or week using just their smartphones. CEO Sam Zaid says that about 95 percent of cars go unused 22 hours a day, and the startup’s goal is to make them available to users who need a car but don’t have one.
Adam Pritzker & Matthew O.Brimer & Brad Hargreaves
Company: General Assembly
Ages: 27, 25, 26
The numbers: $14.3 million in funding and 11 locations
General Assembly is a campus for technology, design, and entrepreneurship. They provide educational programming, space, and support to facilitate collaborative practices and learning opportunities across a community inspired by the entrepreneurial experience.
Tom Lehman & Ilan Zechory
Company: Rap Genius
Age: 28, 28
The numbers: $15 million in funding
Rap Genius is your guide to the meaning of rap lyrics (basically the internet version of the nerd-ass “rap dictionary” dorm-mate you had in college). You can listen to songs, read their lyrics, and click the lines that interest you for pop-up explanations. Our aim is not to translate rap into “nerdspeak”, but rather to critique rap as poetry.
Company: Pencils of Promise
The numbers: Over 100 schools built
Pencils of Promise builds schools and trains teachers in the developing world with a focus on Ghana, Laos, Nicaragua and Guatemala. Founded in 2008 and within four years they broke ground on their 100th school, has staff on four continents and delivered more than 4 million instructional hours to kids around the world.